Archive for the 'Innovation' Category

I recently read this post about creative sabbaticals on Harvard Business Publishing’s blog. The article, which also features a video of a talk given by Stefan Sagmeister, owner of design firm Sagmeister Inc. in New York City, presents some interesting ideas about our ideas of creative thinking and space in the workplace — and asks how we use free time to refresh and become more productive.

For me, it raised questions from an employer’s perspective as well: Continue Reading…

• Posted by: Amy Chulik on November 4, 2009
• There is 1 Comment. Join the discussion.
• Categories: Employee Engagement, Employee Retention, Innovation

We’ve heard of job seekers getting creative to make themselves stand out, particularly in light of the recession, but what about employers? In today’s economy, is the utilization of unique or out-of-the-ordinary methods to find candidates a smart move? In the oft-uttered words of Sarah Palin, you betcha. But how?

Teimlo’s story

Mobile phone content provider Teimlo’s method of hiring for a marketing position is a bit, well, different. The Wales-based company is requiring those candidates interested in working as a marketer for Teimlo to apply via a single text message (and in typical mobile-phone-text-limit fashion, to do it in 160 characters or less). If a candidate makes it to the next hiring round, he or she will get a response from Teimlo — also via text message (duh).

The company explains this move by saying that they want candidates who work well with mobile phones. How do you prove your superior mobile abilities? Well, according to a recent article on Reuters, the company is looking for a myriad of traits. “If you are qualified, sassy, good with words, dynamite at events, Adobe compatible, having working knowledge of mobile and social mobile, and are a determined multi-tasker and networker we want to hear from you,” the company said.

That’s a lot to prove in 160 characters or less. But Teimlo also said the 160 character limit would help sift the “more savvy” about providing content from those who “just want any job.” The company says it wants people who are genuinely interested in their job — not just any job — and that this limited use of characters will force applicants to be creative. The job application process is open until September, so candidates have ample time to come up with their biggest string of Internet slang abbreviations most illustrious words to land that job.

What we can learn

Teimlo is not the only company dreaming up new methods to attract not only candidates — but well-matched candidates — in today’s job market, but they are a great example of a business taking stock of the current economical environment, changing technologies, and the evolving online habits of job seekers to take their hiring process in new directions.

Successful candidates may express their excitement in short bursts of text as well, I imagine:

OMG guess what? Just got intvw w/that co.! Call me l8tr! xoxo

Or, you know, not.

So what do you think? Applying via text: Genious or just gimmicky? And if you could only get 160 characters of text from a candidate’s application, what would you want to hear?

• Posted by: Amy Chulik on July 9, 2009
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• Categories: Employee Attraction, Innovation, Technology

Facebook may seem like a great place to start connecting with job seekers. And yes, your company profile’s lurking around on the site. But beyond creating an account and waiting for candidates to come find you, you’re not sure quite what to do. You’re almost ready to pull a Heidi Montag and bail on the whole thing. How can you get creative in your social media efforts — and make stronger connections with candidates? Let’s take a look at some ways to start thinking outside of that (status) box.

Dunkin’ Donuts

Dunkin’ Donuts has made huge strides through their social media efforts, and their latest campaign ties their new product offering in with their Facebook fan page with their “Keep it Coolatta” sweepstakes. This new campaign allows users to turn their profile pics into prizes by taking pictures of themselves drinking the Dunkin’ Donuts beverage and showing how they are “keeping it Coolatta.”

While this campaign may target many customers, it is also getting Dunkin’ in touch with candidates who may not have known a lot about them before and who are curious to learn more about the company. Dunkin’ Donuts is smartly gaining a presence — and an interactive one at that — by tapping into potential employees’ social networks on sites like Facebook. Facebook, as is Twitter or YouTube, is a very viral platform in which to communicate an idea — and if it’s a good idea, it will travel fast and reach a lot of users. They’ll send it to their friends, and then they’ll send it to their friends… and — yeah, you get the idea.

Dunkin’ Donuts executive chairman Jon Luther recently got into a discussion with us here at CB about the company’s leadership philosophy (more to come on that soon). One comment that stood out to me was Luther’s assertion that “People are to us the most important part of the equation. I tell people we’re not cloning genes here, we’re building relationships and making sure they’re the most profitable they can be so we can be the best franchiser in the world.”

And sites heavy on user interaction, such as Facebook, allow companies to more easily build those relationships that are hard to come by through the traditional hiring process alone. They also enable employers to more seamlessly integrate their brand into the user experience. Take a look at what Sea World has done, for example.

Think like an employer

Creating a social media campaign is all well and good, but still, you must determine your goals in launching an interactive, viral campaign on a site like Facebook. What are you trying to do — and with whom are you trying to connect? If primarily candidates, take a look at other companies running successful campaigns, and decide how you can focus in on job seekers in particular. Pitching your product or creating a fun game is a good start — but take it up a level. How can you connect with people who may be interested in working for you (and who just may not know it yet)?

A recent BtoB Magazine article lists 5 ways to optimize your Facebook marketing. These ideas, although specific to Facebook, can be applied elsewhere, and they are good starting points in your planning process.

Here are a few (full list here):

• Posted by: Amy Chulik on June 15, 2009
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• Categories: Branding, Employee Attraction, Innovation, Social Media, Technology

Andrew Benett, Euro RSCG Global Chief Strategy Officer, is writing a book called “Good for Business: The Rise of the Conscious Corporation.” Sound too good to be true? Well, don’t spit out your coffee just yet. Take a look at Ad Age’s 3-Minute Video here and check out what Andrew has to say about the economy, necessary changes companies will make, the current infusion of talent, and the future of business.

You can also click the link below:
http://link.brightcove.com/services/link/bcpid1370868150/bctid15172905001

• Posted by: Amy Chulik on March 10, 2009
• There are 3 Comments. Join the discussion.
• Categories: Economy, Employer Advice, Innovation

You’ve been busy making birthday gifts out of canned goods containers and constructing a stellar (ah, unused) napkin dress for your next work party, but despite your attempts to be scrappy and creative during this recession we’re experiencing, you’re finding it tough to gear yourself or your employees up on a daily basis. And honestly, you’re having a difficult time seeing the good in it all. What to do?

The great aspect of these down-on-our-luck times is that we may, in fact, not be as down on our luck as it appears. Yes, layoffs are everywhere we look. Yes, keeping morale up is a struggle. Yes, money is tight. We know this, but the underlying current running beneath all of the negativity and sad news is a fighting and entrepreneurial spirit that keeps us fighting through – and moving on. CNN had a great feature yesterday about 9 people who are staying optimistic and finding success in the midst of this recession.

This is not to say that any of this is easy, or that we should all be clapping our hands and celebrating or performing a Toni Basil-style routine of joy (though I’m not not condoning that). But if we look a bit closer, good things are sprouting beneath the surface. Many people are starting their own businesses; others are doing the things they haven’t made time for in the past. Many are getting out of their comfort zones and are finally free of jobs they hated but were too scared to leave.

What positives can you take from our current situation – and how can you pass that positivity on to your employees who need it so much? We recently asked all of you what you’re doing to lift your employees’ morale and promote positivity in the workplace. You had some wonderful ideas! I thought I’d share a few, but be sure to read the full list here.

A few highlights from our awesome commenters:

• Posted by: Amy Chulik on March 4, 2009
• There are 4 Comments. Join the discussion.
• Categories: Economy, Employee Engagement, Employee Retention, Employer Advice, Events, Generational Hiring, Innovation, Leadership Development

The snow is falling outside, and the morale of your employees is falling fast inside the doors of your workplace. It may just be due to those ol’ “winter blahs,” or it may be an aftereffect of recent company layoffs. It may even be a mixture of both — or something else entirely.

If your employees are moping around the water cooler, sleeping at lunch, or sobbing during meetings, it’s likely not a good sign. You need to get your employees excited about coming into work again — like, now. It’s important to remember that just because employees are on your payroll doesn’t automatically mean they love their jobs or wish to stay with you for the long-term. As an employer, your responsibility for their well-being is just as important as it was six months or a year ago – if not more important.

But when things are so bad, how can you make work fun again? You may be surprised to find that a lot of little things can add up quickly to thaw out your employees’ frozen hearts.

• Posted by: Amy Chulik on February 4, 2009
• There is 1 Comment. Join the discussion.
• Categories: Employee Engagement, Employee Retention, Employer Advice, Going Green, Innovation, Philanthropy