New SIOP networking groups

The Society for Industrial and Organizational Psychology (SIOP), bless its heart, is getting into the 21st century.

In their April newsletter they mention that two SIOP members, John Golden and Daniel Russell, have formed a LinkedIn group called I-O Practitioners Network. To join, click here. (If you don't have a LinkedIn account, and shame on you, you'll have a chance to create one)

But wait, that's not all, John Golden has also created a Ning site for I-O practitioners, which comes with joining the LinkedIn group. ("What the heck is Ning?" you say? Think Wikipedia meets MySpace)

So bravo, John! And SIOP, welcome to the party! (now will someone please tell them about RSS feeds?)

Mini book review: Groundswell

Did you know that by reading this blog post you've been put into a category? Yep, at the very least you're a "spectator." In fact, you might be a "joiner", a "collector", a "critic" or even (as I am) a "creator." Where am I getting these labels? They all come from Charlene Li and Josh Bernoff's new book, Groundswell: Winning in a world transformed by social technologies.

This is by no means a new subject. There have been quite a few books in recent years that cover social technologies and how they can be used productively. But these books have tended to have either a more narrow focus (e.g., by focusing on particular technologies or organizational functions such as marketing) or an extremely broad focus. In Groundswell, Li and Bernoff, both VPs and analysts at Forrester Research, describe the current slate of social technologies and provide organizations with a road map of how they should (or shouldn't) be used.

Those of you familiar with Charlene's blog will recognize much of the content of the book--in fact to be honest there aren't a lot of new concepts in the book, which is a potential drawback. The book is, to a large extent, a collection of the various concepts that the authors have already published. But there's no denying that having it all in one place is mighty handy, and the in-depth case studies serve to flush out the details. And those of you that aren't avid readers of the blog will find much in here to digest.

So what is "the groundswell"? According to the authors it's "A social trend in which people use technologies to get the things they need from each other, rather than from traditional institutions like corporations."

These technologies include all the usual suspects, including blogs, wikis, social networks, forums, review sites, tags, RSS, widgets--you get the point. They also touch on newer technologies such as Twitter (which isn't so new anymore).

The biggest strength of the book lies in its description of two concepts:

- the social technographic ladder, a graphical description of various categories of technology participation. These are the categories I mentioned at the beginning of this post and it's how the authors suggest organizations stratify their customers to figure out what social technology will work best.

- POST, the authors' recommendation for how to plan to engage the groundswell. This deliberate, logical approach to using social technologies is the biggest takeaway from the book. It recognizes that not all technologies are appropriate for all organizations and provides users with a rational way of planning the strategic implementation of them.

On balance, the book is an easy read and provides a great mix of big picture considerations with real-world examples. Unless you're completely new to the subject it's not likely to rock your world, but if you're interested in using social technologies but aren't sure how, this is not a bad book to have.

What would improve the book? More specifics--details--on how exactly to use the technologies. Best practices for setting up a Facebook page, for example. The different blogging platforms and their pros and cons. It's not enough to understand the concept of the technology--you need to understand the technology itself.

So what does all this have to do with recruitment and assessment? Quite a bit actually, but mostly with the former (after all, check out where people spend their time). Tapping into social technologies is a great way to spread and monitor your employment brand--i..e, why should people want to work for you? It's also a great way to identify potential candidates and spread the word about opportunities. In terms of testing, we're not there yet (and won't be until we have a secure database of individual test scores). But maybe that's okay--after all you want a job-person match, not a person-test score match.

So why did I call this a mini-review? Because I haven't read the whole book (yet). I've read most of the beginning and latter chapters, but haven't made my way through the middle, which is comprised mostly of case studies. I don't claim to have read it cover-to-cover, so take this review with that in mind.

Web 2.0 Presentation

Last week I had the pleasure of presenting at WRIPAC's April meeting in beautiful Napa, CA.

The topic was "Recruiting in the Age of Web 2.0" and I covered topics such as wikis, social networking, and blogs (which, coincidentally, I'm sure they're talking about right now just over the hills in San Francisco at the Web 2.0 Expo).

For those of you that weren't able to attend but are interested, you can view the slideshow below or here.

Links a go-go

Good reading for December 14, 2007:

Why your company needs to be on Facebook

Target Corp. to pay $510K for race discrimination in application process

Check out the U.S. Office of Personnel Management's virtual conference

Monster launches website targeting Hispanic applicants

SIOP's December, 2007 newsletter

Is your organization green? Candidates want to know.

Using social networking sites to reach out to entry-level hires

The importance of background checks (white paper)

LinkedIn's JobsInsider

Yes, I'm a bit late to the game on this one (okay, a LOT late to the game). But I'm guessing a significant number of my readers aren't familiar with a really useful piece of technology offered by LinkedIn, one of the most popular business social networking sites (11+ million members), called JobsInsider.

What is it? It's a free browser plug-in/toolbar (for IE or Firefox) that serves several purposes. One is simply as a quicker way to access LinkedIn content. But the much cooler feature is that when you're looking at jobs on Monster, CareerBuilder, HotJobs, Craigslist, SimplyHired, Dice, or Vault, a separate window comes up that notifies you if anyone in your LinkedIn network works for the organization and allows you to contact them to help with making the right connections.

Let's look at an example. I went to SimplyHired and looked up jobs working for Apple in Sacramento, CA. When I click on any of the jobs that come up the JobsInsider window pops up and tells me 207 people in my LinkedIn network work for Apple, and two are friends of my connections. I can click on the link and it takes me to a description of those people. Click on any one person and it tells you how you're linked to that person. Here's what it looks like:









Not only that, but (at least with SimplyHired), when job search results come up, you can click on "who do I know?" for each position to have LinkedIn search your network.

Pretty nifty, huh? So why do we care, other than it being a nifty little piece of technology?

For one, it's another reason to be a member of LinkedIn--at least if you're interested in being contacted by applicants. Given the choice between pursuing a job somewhere where I don't know anyone and a place where I can make a contact, I'll take the latter.

Second, it's a good way to double- (or triple-) check credentials of applicants. Most of these networking sites strongly encourage you to put in your educational background and job experience. If what's listed here doesn't match the resume or application they submitted to you, that's something to follow up on. Could be a simple explanation, could not be.

Finally, another reason to care about this is it's likely a sign of things to come. With meta-people search sites like ZoomInfo out there, and ones like Spock coming on board, we need to be very comfortable with our on-line identities and understand how they link to other people.

One last cool feature of the LinkedIn toolbar. When you open an e-mail in Gmail, Yahoo! Mail, MSN Hotmail, or AOL, you automatically have the option to get someone's LinkedIn information or invite them to your network. In fact there's even a tool that will do the same thing for your Outlook mail.

Happy Memorial Day!