Archive for the 'Innovation' Category

As a former Super Nintendo addict enthusiast, I was both excited and surprised to come across this recent Go magazine article about the growing number of companies using interactive software and video games as employee training and development tools.

Excited, of course, because it seems like a cool, fun way to engage employees (and brought back fond memories of watching Mario hop around in a Frog suit)…But also surprised by just how many companies are embracing this trend: A reported 70 percent of major domestic employers used these ”serious games” to train employees in 2008, according to the Entertainment Software Association.  That figure is estimated to increase to 80 percent by 2013.

Continue Reading…

• Posted by: Mary Lorenz on March 4, 2010
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• Categories: Employee Attraction, Employee Engagement, Employee Retention, Fun and Games, Innovation, Technology

The year is almost over, which of course means it’s time for a completely unprecedented, unexpected-in-every-way “top 10 of 2009” list…

Here, I give you my list of the 10 biggest trends we saw this year in the world of workforce management.  (Notice anything I missed? Let me know in the comments section below!)

1. Social Media Specialists made their way to corporate America. Recognizing the value in using social media as both a branding and recruiting tool, companies like Comcast, General Motors and JetBlue Airways,  began hiring professionals specifically for the sake of managing and monitoring their social media sites.  (Even Britney Spears got in on the action.)  Continue Reading…

• Posted by: Mary Lorenz on December 21, 2009
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• Categories: Economy, Innovation, Social Media

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
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• 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
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• Categories: Economy, Employer Advice, Innovation