Tips for HR Pros New to Twitter
They say Facebook is for people you used to know, LinkedIn is for people you already know, and Twitter is to connect with people you want to know. There’s much truth to this cliché! Twitter is a great way to network with people in your city, industry, or area of interest. If you were a Trekkie, you could follow the hashtag #Trekkies to find out important information like Leonard Nimoy just made one of his final appearances at the Star Trek Convention in Las Vegas last weekend (www.lasvegassun.com/news/2011/aug/10/set-course-rio-star-trek-convention).
You can connect with people you would like to meet, do business with, learn from, share your knowledge with, build a strategic alliance with, hire or talk Trek. You never know where business or a great candidate will come from. The hard part when you’re new to Twitter, is learning the language (almost as hard as learning Klingon – DM, RT, @, #hashtags, ^5, IRL, OMG etc), AND more importantly how to find people to connect with. Here are the top 5 ways to find ‘your people’ in the Twitterverse:
1/ Search relevant hashtags. Since there are no groups in Twitter, they had to find a way to organize tweets & help people with similar interests find each other. We use hashtags to note location – such as a city like #yvr (the airport code) for Vancouver BC, or industry #humanresources, or keyword #shrm, or simply for humor like this tweet from Meghan at Talent Culture:
Hashtags for HR include: #hr #hrblogs #hrtech #hrtechnology #hrtechconf #tchat #trenchhr #hirefriday #careerchat #shrm #shrm11 #ilshrm #ilshrm11 #moshrm #HRevolution #dthr #hrhappyhour #tnl #sphr #phr #gphr #career #jobs #hrcomms #workforce #hiring #recruiting #culture #strategy #hrstrategy
To learn more about hashtags and twitter chats read this helpful post from Jessica Miller-Merrell: www.blogging4jobs.com/toolbox-hr/twitter/using-hash-tags-twitter-chat-best-practices [great video tutorial]
Follow hashtags for upcoming conferences such as #hrtechconf (HR Technology Conference in October 2011) or virtually attend conferences or live weekly chats such as #tchat. You’ll find positive, proactive, engaged people in your industry. As you start to tweet – use some of the above hashtags in your own tweets, to help people find you!
2/ Check lists of people you know/admire/trust. Once you start to find a few people in your industry, check to see if they have lists. This can be a great way to find more interesting people.
Some examples of great HR Lists on Twitter:
www.twitter.com/HRFishbowl/trenchhr/members via Charlie Judy at HR Fishbowl @HRFishbowl
www.twitter.com/kris_dunn/talent-rockstars/members via Kris Dunn at HR Capitalist @kris_dunn
www.twitter.com/SteveBoese/hr-happy-hour/members via Steve Boese at HR Happy Hour @SteveBoese
www.twitter.com/blogging4jobs/hr-evolution/members via Jessica Miller-Merrell @Blogging4Jobs
www.twitter.com/CincyRecruiter/hr-recruiting-pros/members via Jennifer McClure at Unbridled Talent @CincyRecruiter
Have you created a list that could be considered a resource for others in HR? Please share it with us in the comments below!
3/ Search for others & add yourself to free directory listings using relevant keywords like ‘human resources’.
www.wefollow.com | i.e. www.wefollow.com/twitter/humanresources
www.twellow.com | i.e. www.twellow.com/search/?q=Human+Resources
www.listorious.com | i.e. www.listorious.com/CincyRecruiter/hr-recruiting-pros
4/ Use the advanced Twitter search to find people: www.search.twitter.com If you click the advanced search hyperlink, you’ll see options for search such as keywords, language written in, positive or negative sentiment, or near a specific place.
5/Check #FF or #followfriday. ‘Follow Friday’ is a tradition on Twitter. If you have had a positive connection with someone during the week, someone has helped/inspired you, or you met someone in real life you enjoyed – you can send some love their way by suggesting that others follow them too, using #FF. Watch to see who is being ‘Follow Friday’ed’ and you will find more great people in your industry to follow.
How have you found great people in the Twitterverse? Any ideas or tools we missed? If you’re a more experienced Tweep, how has networking on Twitter affected your life or business? Please let us know in the comments below. Tweet on and prosper! Your Twitter future begins…
- Sean Charles,
Visier Social Brand Ambassador, @VisierAnalytics on Twitter
Photo credit: www.crazy4comiccon.wordpress.com
One of the most rewarding and challenging things about building a company is finding and hiring the right people. In a large company any individual hire will not change your culture and any one role is very unlikely to be critical to your success. Not so for a start-up.
So, what are we looking for? Individuals who see some chaos as a good thing that makes their days more interesting and provides them unique challenges to solve.And when they see problems, we want to grow our team with people who can figure out the most important problems and roll up their sleeves to fix them.We build software, so a love of technology is a must, but even better is those who love what technology can do for people.
We offer a unique challenge to be at the start of something. To be a part of building and growing something. We promise it won’t be dull. If this sounds like you, or someone you know, then please consider these roles we are hiring for:
Inside Sales Represenative
Junior and Senior Software Developers
Financial Controller/HR/Office Manager
If you look at any survey of regular analytic usage within companies you will find that invariably the usage is within 15 to 25 percent. This has been consistent for over a decade. As an industry, analytic vendors have been focused on the idea that there was a missing ingredient. If we could find that missing ingredient we could break this barrier and everyone would be able to make use of analytics.
The answer to, “What is the missing ingredient?” has pretty consistently been ease of use. The notion being it was still too hard, but if we could improve upon the usability to make it just that much easier – like a phone, or your car, or any other of a large list of consumer products – we’d have success. But there is a problem with this assumption. Consider the humble hammer. One of the simplest tools one could imagine, and one so simple that in decades no one has improved upon it to make it easier to use. Despite this simplicity, few can achieve great things with a hammer because the skills required to create something extend far beyond the skills to use something. And this is true for analytics as well.
So turning back to analytic applications. The core notion of an analytic application is to provide a complete end-to-end solution. A solution that facilitates better decision making to improve business performance. Rather than find and manage data, provision and deploy systems, and then create and share analytic views of information, an analytic application takes care of all of that for you, with one extra step. It also serves to provide the right analytics, and it is this step that is critical. Analytic tools give you the option to ask any question of data, but how do you know what questions to ask? What are the best practices? What areas of focus will bring the most impact? This is the difficult step of creating the right analytics.
At Visier, we are passionate about usability and the idea that software should be enjoyable to use, but we also know to do analytic applications right we must continue to strive to answer the most important questions of your data. What system do you currently use to measure/analyze data in your organization? What are the top 3 most important things you measure and share with others in your organization? We would love to hear from you!
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