06.08.10

Social media profiles a way to 'spy' on employees?

Recruitment and Human Capital Management news and analysis website Shortlist reports that more than a third of all job seekers accept that employers are entitled to check out their social media profiles when assessing them for a role.

However, while 34% of the 900 candidates surveyed expected employers to check their social media profile and found this acceptable, a larger group - some 46%, felt employers were invading their privacy by screening them on social media.

This is a hot topic that usually divides the office. Whilst I can see the merits in undertaking this background research, I’m not convinced it’s the ethical thing to do. I don’t consider it an invasion of privacy – after all, they’re public profiles that have been created and display on the internet for all the world to see, so if there’s anything on there you wouldn’t want people seeing, why have it on there at all?

On the other hand, what you get up to in your personal life is your business and really has no affect on your ability to do your job well (in most cases). Unfortunately, I do think that ‘spying’ on employees or potential employees like this can lead to discrimination.

For example if you’re the kind of person who likes a good drink on the weekends, and your social media profile is testament to this in the form of pictures and/or comments relating to your drunken shenanigans some employers who do not approve of a drinking culture may not pursue your application further based on this. Which is WRONG! As long as you’re not showing up to work drunk or too hung over to function satisfactorily in the workplace, your penchant for an alcoholic beverage has no bearing on your professional life.

We can also examine the original purpose of social media profiles – which were to serve as entertainment and a way to stay in touch with friends. Social media profiles are just that – SOCIAL! I think it is unfair for employers to invade your personal life, when they would no doubt be highly unimpressed if your personal life was invading your professional life. The two have been intentionally kept separate for years because it’s a formula that works and keeps everybody happy.

It’s also worth considering, if employers are going to lurk your social media profile and more than likely make judgements about you because of it (and why else would they even be looking if they weren’t) where do we draw the line? Will employees be rejected because they smoke? Because they’re gay? Because they do not have a family at an age where it is socially acceptable to have one?

It’s a slippery slope and not only are there ethical elements to consider, it can also open up the flood gates for legal action by unsuccessful candidates if they believe they were discriminated against because of a lifestyle factor that was presented on their social media profile.

What are your thoughts? Comment here

23.07.10

We all knew it but here's the evidence - it's your boss' fault!

After reading a great article on HR Daily from leadership author Bruce Rosengarten, I was faced with the startling reality that all the mean teachers from my high school years were mean to me for a reason - because if I fail, so do they!

This is an important lesson that is getting taught the hard way to many management personnel who think that once they reach that last rung on their leadership ladder, that all the hard work is finished and they can just sit back and yell at their minions.

Rosengarten states that "70 per cent of how an employee performs is directly related to how well he or she is led and managed". Essentially meaning, as a manager, the buck stops with you!To read the full article, click here.

The hard facts of it, ladies and gentlemen, is that the work is never finished - last drinks are never called, the bell never tolls and neither does that slightly large lady begin to bellow out the high notes. The fact is, as a manager, you are the teacher, mentor, leader and fountain of all knowledge to your employees - and it's time to just accept it.

So the best way to often measure the management's performance is to take a good hard look at how their employees are coping. Are they stressed? Do they look confused? And worst of all, are they just doing nothing!? This is the way to a successful business and often the way to successfully hire as well. Promoting that one motivated and helpful employee into management could essentially increase productivity in all areas of your business, so choose carefully!

What do you think? Comment here

09.07.10

Mad Men's guide to managing creative people

I read a great article on HR Daily that was picked up from Dan Bingham's guest post on the Halogen Software blog. Here's just a little bit of what he had to say...

One of best lines on how to manage creative people was delivered by Don Draper, the main character from the nine Emmy and five Golden Globe award-winning television series, Mad Men. When Sterling Cooper's new management, personified by Lane Pryce, criticizes the ad agency's creative department for being a bunch of lazy alcoholics, Draper defends his team with a statement I'll never forget:

"You came here because we do this better than you, and part of that is letting our creatives be unproductive until they are."

So simple, and yet it pretty much says it all when it comes to effectively managing creative people. Let them be unproductive until they are. A very difficult pill for task oriented managets to swallow, but an absolutely crucial prescription for the creative potential. The following is a guide on how to get the most out of your creative team, keeping them happy, motivated, from the perspective of someone who spent the last two weeks crammign three entire seasons of Mad Men into his brain...And as a creative writer myself, I wholeheartedly agree with everything I'm about to say. To read the full article, click here.

A really interesting look at the creative side of business! It really comes down to how you define "productivity" but I think it is important to recognise the distinction between different areas of a business. While some areas may measure their productivity by a series of broken down tasks and goals, others can more effectively evaluate their effectiveness by looking at the overall end result.

What are your thoughts? Comment here

17.05.10

Tattooed Employees!

Read an interesting article on HR Daily today about tattooed employees. Personally I don't have any problem with it, although I do prefer tattooed employees keep their body art discreet during work hours.

If attending a meeting with a client, my preference would be that tatts are covered up. If an employee was in the office and not seeing clients that day, I wouldn't really mind if you could see them, so long as overall personal presentation (clothes, hair, make-up, shoes) are professional.

Tattoos are becoming more and more mainstream - banning them from the workplace might result in valuable potential employees avoiding your company, and going to a competitor!

http://www.hrdaily.com.au/nl06_news_selected.php?act=2&nav=1&selkey=1471

Thoughts? Comment here ...

13.05.10

May Update

While marketing and HR departments were definately victims of the economic crisis at the start of the yaer, there is no doubt their prospects are now looking up.

Driven by a massive rise in full-time employment, the economy gained more than 30,000 jobs in April (not quite the “let’s wait and see” Employer trend predicted by recruiters in February-March).

Inexpensive and wide-reaching social media campaigns are undoubtedly behind a lot of these placements.

More and more social networking platforms are becoming available to businesses – including the relatively new Foursquare network and iPhone applications.

While every social media trend won’t appeal to every company – it’s important to keep up to date. Watch this space for an update on what social networking platforms are working for recruiters and what aren’t worth spending time or money on.