Entries Tagged 'BlogSwap' ↓

All jobseekers need to realize is that during every step of the recruitment process there is always a silent interview being conducted.

You’ve applied for a job. If you’re like most jobseekers and if you know the name of the company that you’re applying to, your next stop is probably Google for a lengthy search on the company.

Likewise, as pointed out by previous posts here on EXCELER8ion, your potential employer is also surfing around for a lengthy search on you. They’ll be checking out your MySpace profile as well. And the MySpace profiles of all of your friends.

Let’s assume that you don’t dig up any dirt on your potential employer and let’s also assume that the photos of you that were taken at last year’s Holiday Party were not unearthed. Yet. At this point, if everything is copasetic (your resume is in good shape, your potential new employer likes what they see so far, etc.), the first silent interview is over and you’ll likely be called for an actual interview.

Now the second silent interview begins. It starts the moment you look on a map to figure out how to get to your potential new employer.

Look at where this place is. It’s going to take forever to get there in traffic.

It continues as you drive up and begin to search for a parking space.

Why is there a gigantic lake in the middle of the parking lot?

Then as you sit and wait in the lobby, you begin to scrutinize everything.

Nice lobby. Two chairs and a plant. I’ve been in phone booths that are bigger than this lobby. And I think this plant is dropping seeds on me. This sucks.

On the flip side, your potential new employer is doing the same.

Where does this guy live? Geez. It’ll take him forever to get here in traffic.

Why didn’t he drive though our gigantic lake? Wuss.

Let’s leave him out in the lobby and see how long it takes for him to lose it.

The silent interview continues during your actual interview and through any subsequent offers and negotiations that you might go through. The further you go in the process, the better chance there is of another silent interview on Google to look for more dirt as well.

So remember – the interview doesn’t stop and end at the handshake.

Michael Dragone is an MCSE: Messaging who spends more time exploring technology than even he thought possible. You can reach him over on his Mikerochip blog at http://www.mikerochip.com/.

As part of the recruiting blog swap we’re guest authors this week on John Sumser’s acclaimed site. Although not proper protocol, since John’s site doesn’t have blog comments or trackback functionality, we are posting our contribution to Blog Swap on our site as well.

The last time we got involved in a conversation with John it was indirectly through the trouble he stirred up with Heather Hamilton from Microsoft on the subject of blog metrics. We disagreed with John’s methods more than his message, although we agreed wholeheartedly with Heather that it’s impossible to fully measure a blog’s value by metrics alone. In thinking more on this topic since that time I think we’ve refined our position and we figured that this was a perfect venue to re-engage in that conversation with John’s readers, and the man himself:

PAGE VIEWS, UNIQUE VISITS, NUMBER OF NEW HIRES GENERATED DIRECTLY FROM YOUR BLOG

Many of us continue to struggle to explain in measurable terms the business value of our blogs. The legions of companies starting blogs to market their jobs and companies to talented candidates are no exception. Having spent our careers in sales and marketing you’d think we were a huge proponent of metrics…and we are, but not of the blogging metrics we’ve seen used to date. At least not the typical ones we’ve all pulled out of you know where for lack of a more intelligent solution. Metrics, just for the sake of metrics, are stupid. We think the time to get these measures of value right, is right now and that we need to stop accepting poor representations of value – kind of a ‘Just say no!’ to irrelevant metrics campaign.

Where do we start with creating meaningful new ways to value blogs? Good metrics for measuring a blog’s ROI have been elusive because we don’t yet understand all the reasons why blogs are working. We ‘get it’ to some extent in our gut, we feel it, but the value of a blog is still an intangible that is hard for us to define. Let’s throw out the typical online yardsticks and start with good old-fashioned research, testing and validation from an unbiased source to determine exactly how blogs influence us. If we focus on trying to better understand why blogs connect with people, won’t the metrics that we use to measure a blog’s value become self-evident?

MEANINGLESS METRICS
I was reminded of the continued use of meaningless online metrics in another area recently – online ad impressions (impression = the amount of times an ad is viewed). I was talking with a good friend who took over my job managing the ad network for a major U.S. news publisher with forty web properties, who told me that these forty sites are currently pumping out about one billion ad impressions per month. If you compare this number to how many banner ad impressions MySpace serves in a single day, it is mind-boggling. MySpace hits a billion ads served by about, oh let’s say 5:38AM of any given DAY; equaling the ads served that a major, forty-site publisher serves in an entire MONTH. According to Nielsen/Netratings, one of every ten ads viewed online in October 2005 was viewed on MySpace. Their numbers are so different that it reminded me of the gross irrelevancy of the metric ‘ad impressions’.

As an online publisher when we run out of ad inventory and are in need of more ‘impressions’ – we can just stack more ads on a page or just segment existing content and force users to click and load more pages in order to get at the content. Bad user experience. The good publishers (then and now) create engaging new content and tools, forge new partnerships and actually market their product – the result being more traffic and greater product value (which in turn creates more ad inventory). You’d think the method described above where we force users to click thru to more pages with no added value went out with the first dot-com bust. But there’s still strong evidence of using this tactic – case in point, MySpace. Mike Davidson, CEO of the user-generated news site – Newsvine, wrote about the effect on total page views and revenue for MySpace if they were to undergo a site redesign to make their site more user friendly:

“Here’s a sobering thought: If the operators of MySpace cleaned up the site and followed modern interface and web application principles tomorrow, here’s what the graph would look like: picture of graph [picture can be found here]. That’s right. I hold that at least 2/3rds of page views would disappear.”

But what about the metric that we’re all ultimately judged by – the Big Kahuna of all metrics – money? MySpace will have revenue of about $200 million this year, according to estimates by Richard Greenfield of Pali Capital, a brokerage firm in New York. This is around the same online revenue of that major news publisher we used to work for. Interesting eh?

Back in 2002 we went through just the kind of re-design for that news network we worked at that Mike Davidson talks about with MySpace. And guess what? We changed our page and ad layout significantly (navigation as well) – reducing the number of ads served per page by 40-50%! Did banner revenue drop? Not a lick – because the junk ads being served on that inventory were either completely unsold or were remnant ads valued in the pennies – just like MySpace. The real value of MySpace is the audience, and the potential influence on their thinking and behavior - not the page views, or number of ad impressions. Valuing MySpace based on their $200 million in ad revenue and directly linking that to page views going away is akin to valuing blogs based on page views. Rupert Murdoch (NewsCorp) certainly didn’t have MySpace’s current online revenue in mind when he paid $580 million to acquire MySpace, he was thinking about the value of the young and influential audience he would gain access to and what they meant to his companies future. Put a metric on that one! He did some would say by paying $580 million for them but I bet if you asked Murdoch in ten years about this acquisition he’d admit that he got a bargain. Have the MySpace execs figured out how to monetize that audience yet? Not yet, but when (not if) they figure that out – WOW! Same for blogs – we think that when we figure out how to capture their value (beyond what we intuitively sense) we’ll all say WOW.

Want to read more about why blogs are a new animal whose value defies simple web metrics, especially for recruitment marketing? Head over to our next post (if you dare) and read the next rant in this series.

Update: August 1, 2006

Since our recent round of blog metrics stories that we kicked off on July 12th there have been some new posts in the recruiting blogosphere by Gretchen and Zoe from JobSyntax (”The Metrics, They Are a Changing” on Recruiting.com here) and then more recently Jim Durbin penned his response “Recruiting Metrics? Pah.” over at Stlrecruiting.com here. Take a look at their posts for some fresh and tasty perspectives and remember there’s three more stories in our series as well. Here’s the next in line on EXCELER8ion.

EXCELER8ion is participating in a “BlogSwap” with some of the best recruiting community Bloggers. Here is the first terrific guest post from Louise Fletcher of the Blue Sky Resumes Blog:

As the owner of a career marketing business, I’ve been following the debate about My Space pages and online personal branding with interest.

On a personal level, I side with Shannon who disagrees with the “vanilla-izing” of our corporations and said this:

“Maybe Recruiters shouldn’t go looking for ‘dirt’ about candidates online unless they are willing to do that for their current employees - they might be surprised at what they find.”

But on a practical level, I think (a) research of potential employees online will continue and (b) companies will start looking for dirt about existing employees (if they’re not doing it already.)

Employers have always been interested in certain aspects of their employees’ personal lives. It just used to be much harder for them to find that information. Back in a former life, I was an HR VP and I fought 2 CEOs on the issue of drug testing. I felt very strongly that we had no business knowing whether our accountants smoked marijuana at home and, since the companies in question were in the music and video game industries, I was also pretty sure that we’d be opening a huge can of worms, not to mention losing the bulk of our management teams! I won my battles but in many companies drug testing is the norm.

It’s MUCH easier to check into someone’s background online than to find out if someone’s using drugs. And it’s easy for employers to claim innocence if they fire an employee our of the blue, because who can prove that they ever looked at a My Space page? Is it really a stretch to imagine an HR Manager checking a My Space page because of suspicions of substance abuse? Or to picture a homophobic manager snooping around online to find out if his employee is gay?

I recently wrote a resume for a music producer seeking investors for a new business venture. As I always do, I checked out his My Space page and the very first image was a picture of him making rock hands with a beer in one hand and a cigarette in the other. He’s a nice guy and the picture was a spoof of rocker behavior, but I still made him replace it that day. Who’s going to give $15 million to a guy who looks like that?

At 43, I feel I’m a little too old for a My Space page, but I do keep several blogs, both personal and business-related and I don’t put anything online that I’m not comfortable with others seeing. I’ll admit a few foibles on my blogs, like my irrational interest in American Idol or my sadness about England getting knocked out of the World Cup (again!) but I won’t post anything that might really tarnish my personal brand. (OK, American Idol might put a little dent in it, but I’ll survive that one.)

I don’t know what the answer to all this is, other than I think everyone has to be realistic. The web offers unprecedented career marketing opportunities for savvy individuals – you can advance your personal brand through a business-related blog, a Squidoo lens, an online portfolio, or a MySpace or Tagworld page – but it also presents real pitfalls. It’s crazy to think that anything we put on the web is private and it’s naïve to hope that employers will restrain themselves from snooping around. That means the juicy stuff needs to be carefully guarded. Maybe Six Apart’s new Vox service is the beginning of an answer since it will allow bloggers to make certain things private while others are public, but I don’t think technology is the problem right now – rather it’s the fact that a whole generation of people are expressing themselves online in the naïve belief that nothing they say will come back to bite them. I wish things were different, but they’re not.