This will be the 3rd in a series of posts about Social media architecture.
In part one we went over the why, we talked about branding and about seeing what is being said out there about you. In part 2 we discussed the different sites and more. Now it’s time to cover tools and more. Tools: these are tools that will help you with your social presence. They will fall into the following categories; Monitors- the tools allow you to monitor several social sites at once. Responders- these sites allow you to set up an automated response when someone follows you or connects with you (mainly with Twitter). SEO- these tools help let you know how much traffic is being driven to your social sites. Increasers- these are tools that help you increase the number of people who follow you or are connected with you. Deliverers- these tools help to deliver content to your social sites. Combined- these tools do multiple things. Helper sites-these are sites that will help you with your social presence. These are usually sites were you are listed such as Zoominfo, Toplisted, Topfollowed, Jigsaw etc. Blogs and personnel webpage- ways to get your message out. In part 4 we will talk about some of the specific tools and how to choose which social sites to use and how.
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This will be the 2nd in a series of posts about Social media architecture/framework.
In part one we went over the why, we talked about branding and about seeing what is being said out there about you. Now it’s time to go over some of the social sites. Sites: now keep in mind there are hundreds and more every day. They tend to fall into one of a few categories: general (not specific to any brand, mission, type of person), specific(targets a specific group, such as flixster which is movie orientated), and misc (any site that does not fall under the first 2 categories). I am only going to cover a few. Classmates.com-like is sounds find your old classmates and a little more Facebook-one of the first, the have fun site Beknown- a sub site of facebook-designed to be there answer to Linkedin Branchout- another facebook sub site and also the answer to Linkedin Google Buzz & Google+ -Googles attempt at social networking LinkedIn- Professional networking and more Myspace –another fun site Plaxo- address book and social network Tumblr- General. Micro-blogging, RSS Twitter- General. Micro-blogging, RSS Windows Live- Another social site In part 3 we will talk about some of the specific tools and more for Social Media. Also at the end of the series I will post a list of social sites. This will be the first in a series of
posts about Social media architecture/framework. Ensure you read the prelude to this series posted last week. Note some of this info will be repetitive from post to post, this is done to ensure the info is emphasized. NOTE: THERE ARE OTHER TOOLS, SITES, AND WAYS THIS CAN BE DONE, THIS IS JUST ONE WAY!!! Architecture is defined as the profession of designing buildings, open areas, communities, and other artificial constructions and environments. As it relates to social media we are talking about an environment or community. First thing is first, what are you trying to accomplish? Who are you trying get noticed by? Before we create the architecture/framework or plan we need to decide what we want to accomplish and more. Once you have determined that, figure out what message you should send to accomplish this and what your personnel brand should be. The definition of a brand is: recognizable type of something: a distinctive type of something. This means, you need to decide what is your brand? Are you a PM, are you a developer. What are you? What is your brand? Are you doing this to have fun or for professional reasons If you are a recruiter you will want to brand yourself as such. Utilize your brand to find candidates, promote your openings and company, connect with other recruiters to exchange ideas and knowledge. If you are a candidate, you will use it to brand yourself as a great candidate, connect with recruiters and hiring managers, learn more about companies and search for jobs. So now you know all that, you need to decide what your brand is. Before you do you might want to see what is already out there on you. Google, Bing, Yahoo yourself. See what is being said out there. You might be surprised. While you do that set up some Google alerts and have the results emailed to you so you always know what is out there on you. In part 2 we will talk about some of the different social media sites. Recommendations are simply, verbal, written and on line testimonials, attesting to the abilities of a person to perform a given job.
Now the big question is where they fit in. This is really pretty simple, as with most things they are a piece of the puzzle. The question is what is important and what is not. To utilize recommendations right you need to remember the who, what, where, and why of the recommendations. So things to look at: Who wrote or gave the recommendation (who)? This is important because the who tells us what involvement they may have had on a day-to-day level with the candidate. If they are a VP and the candidate was a developer 1 in a large company, the VP probably really has no clue how the candidate performed. What is their title (what)? As state above, this is important because the level tells you how much real exposure the recommender had with the candidate, and how much his recommendation is worth. What was their title when they knew the candidate (what)? Obviously, titles change so it is possible that a VP now was a dev manager when they knew the candidate so that makes their recommendation a little more valuable. What is their relationship to the candidate (what)? This is very important, if they were friends that mean you may not be able to take what they say as anything of value. If they were coworkers, again some of what they say might be useful, some not. If the recommender was a manager of the candidate now you have something worth taking into account. Where in the resume was the company they worked with the candidate at (where)? This is also important, because it tells you which position on the candidates resume the recommender is referring too. What did they actually say (what)? Listen and or read careful what is said. There is allot more said in the choice of words used, then in the whole recommendation. If a recommender said the candidate did ok in something, they are probably being nice. If the recommendation states numbers, and measurable things that put the candidate in good light that is probably a good thing. What did they not say (what)? This might be the biggest thing, what did they not say, did they fail to mention performance, did they fail to mention reliability etc. This goes back to the Looklisology posting I did earlier. Of course, not to say this should be an automatic no go for the candidate. Just a piece of the puzzle. If they do not mention performance, but when doing reference checks you get performance info that is good, it is probably no big deal. However if the performance info you get in reference check is neutral or bad, the fact they did not mention performance in a recommendation tells you something. Why did they give the recommendation (why)? This is important because if they did it because the candidate wrote them one, then that means the recommendation could be tainted. If they did it because they really feel good about the candidate then it means more. You can often tell this by what it written/said and what is not written/said (see above and see posting on Looklisology). Now in the advent of Social Media, sites like LinkedIn have recommendation areas. These can be great but like I stated above pay attention to the who, what, where, and why of the recommendations. Above all else, like with reference checks recommendations are a piece in a puzzle and should not be used as a sole determining factor. Next up, Background Checks. This is going to be a prelude to a 5 part series on social media architecture/framework for individuals.
First thing is first, what are you trying to accomplish? Who are you trying get noticed by? Once you have determined that, figure out what message you should send to accomplish this and what your personnel brand should be. The definition of a brand is: recognizable type of something: a distinctive type of something. This means, you need to decide what is your brand. Are you a PM, are you a developer. What are you? What is your brand? If you are a recruiter you will want to brand yourself as such. Utilize your brand to find candidates, promote your openings and company, connect with other recruiters to exchange ideas and knowledge. If you are a candidate, you will use it to brand yourself as a great candidate, connect with recruiters and hiring managers, learn more about companies and search for jobs. For the purposes of this subject we will focus on the avenues below: LinkedIn:
Misc:
Optimizing: Lastly be sure you utilize the correct Buzz/Key words that will ensure your blog, post, website, etc.. has the greatest chance of being found. ( See post on TSO) The key to Social media, whether for your company or your self is your brand, and making connections. But remember you need to keep up with it to get the most out of it. As with anything you will only get out of it, what you put in. Also do not be afraid to pick up the phone and make a call to one of your social media connections. That is called taking it to the next level and creating a tangible connection |
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