Social Media & Web 2.0

So you have the BIG idea that the Church or community needs to develop. Discuss that idea here. Maybe you just want to make a suggestion on a new forum topic. Let us know.
lvpedersen
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Social Media & Web 2.0

Postby lvpedersen » Thu Oct 16, 2008 3:11 pm

Question: Since the ERS database is going through a redesign, is it designed to facilitate social networking and does the database embrace the utilization of Social Media activities?

Background: For several months, I have been reading, listening and asking questions to recruiters, companies, and research organizations about Social Media & Web 2.0 tools in the recruiting, screening & hiring process. From my limited observations, the dramatic trend of people and organizations using social media in the hiring process is not a passing fad. Current research fromForrester Research iscatapulting this topic into the lap of CEO's in every industry across the world. The trend is so dramatic that Forrester published all of its current research and trends into a single book called Groundswell.
[INDENT]The groundswell is:A social trend in which people use technologies to get the things they need from each other, rather than from traditional institutions like corporations.
[/INDENT]In working with people at LDS Employment, we categorically state that "networking" (people talking with other people) is the most effective way to find work. Additionally, according to the US Department of Laboron average, people are changing jobs every 2 years, companies every 3 years, and industries every 4 years.
So...
1) Members will be changing jobs at an accelerated rate
&...
2) Networking is the most effective job search method
&...
3) Social Media is revolutionizing the way companies find, recruit, screen & hire people (digital networking)
Then...
ERS should be actively adopting, using and comfortable with social networking and web 2.0 tools

What are your thoughts, suggestions & ideas?

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mkmurray
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Postby mkmurray » Thu Oct 16, 2008 3:20 pm

First off, what is ERS? I know I have heard the acronym before, but I am unable to find it and I'm having trouble gathering what it is from you comments.

Second, what's wrong with just having a presence in the existing tools and sites that are already built for this (LinkedIn, Facebook, etc.)? From what I see, there are already many growing communities that Church members are networking in for job finding and other related tasks.

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aebrown
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Postby aebrown » Thu Oct 16, 2008 3:24 pm

mkmurray wrote:First off, what is ERS? I know I have heard the acronym before, but I am unable to find it and I'm having trouble gathering what it is from you comments.

Second, what's wrong with just having a presence in the existing tools and sites that are already built for this (LinkedIn, Facebook, etc.)? From what I see, there are already many growing communities that Church members are networking in for job finding and other related tasks.


ERS stands for Employment Resource Services. See the Provident Living site for details. (I'll add this to our abbreviations/acronyms thread.)

I know nothing of what software they use, but it is definitely a Church department that uses technology, so it seems to fit this site.

lvpedersen
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Postby lvpedersen » Thu Oct 16, 2008 3:52 pm

Existing tools such as LinkedIn & Facebook are great platforms and definitly should be used in the job search process. The fundamental issue is how you define "presence" in these online communities.

While it is true that some members are networking and creating a venue for other LDS people to connect, the bigger question is what "presence" should or will LDS Employment Resource Services have as an Organization on these communities and does the database allow for this?

Not that we "endorse" certain services but we as an organization are actively engaging in these communities and facilitate members connecting and sharing information (networking).

As an employee of ERS, will the new database allow me to interact with sites such as LinkedIn & Facebook? This interaction or sharing of information from one community to another, from on geographical location to another, from a ERS center to another, from one member in Portland, Oregon to another member in Dallas, Texas is where the true value of "digital networking" is. Will the database allow for the cross sharing of information from one location to another at the users request? Will members be able to connect with other members across the county? Will I as an Associate Manager, be able to "see" or "connect” with members from anywhere? Will the database be flexible in interacting with this new way of networking?

D.Webanalyst-p40
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Social Media and the ERS database

Postby D.Webanalyst-p40 » Thu Oct 16, 2008 6:50 pm

lvpedersen wrote:Question: Since the ERS database is going through a redesign, is it designed to facilitate social networking and does the database embrace the utilization of Social Media activities?

Background: For several months, I have been reading, listening and asking questions to recruiters, companies, and research organizations about Social Media & Web 2.0 tools in the recruiting, screening & hiring process. From my limited observations, the dramatic trend of people and organizations using social media in the hiring process is not a passing fad. Current research fromForrester Research iscatapulting this topic into the lap of CEO's in every industry across the world. The trend is so dramatic that Forrester published all of its current research and trends into a single book called Groundswell.[INDENT]The groundswell is:A social trend in which people use technologies to get the things they need from each other, rather than from traditional institutions like corporations.
[/INDENT]In working with people at LDS Employment, we categorically state that "networking" (people talking with other people) is the most effective way to find work. Additionally, according to the US Department of Laboron average, people are changing jobs every 2 years, companies every 3 years, and industries every 4 years.
So...
1) Members will be changing jobs at an accelerated rate
&...
2) Networking is the most effective job search method
&...
3) Social Media is revolutionizing the way companies find, recruit, screen & hire people (digital networking)
Then...
ERS should be actively adopting, using and comfortable with social networking and web 2.0 tools

What are your thoughts, suggestions & ideas?


As long as it is feasible to do so, I think both using pre-existing networking tools (such as the mentioned 2.0 sites) and integrated tools would be best. The reason for this is that it would increase SEO (search engine optimization). The more LDS links out there in the serps the better! This will help those looking for employment to use the search engines to specify the type of job they are seeking (and to specify LDS if desired) and will also help to give SEO presence for the church in searches by increasing SEO strength with links, etc. Links from the social networks to the integrated site tools will grow this strength. To be most effective a standard would need to be set up that would optimize the links. A big plus would be to have each posting link to the church website and links to those wanting to know more. Hmmm...a combined ERS and missionary tool? Why not? Although there are some SEO issues with links from social networking sites, the identity of the church is strong enough to offset those. And with some of the negative postings about the church out there that come up in the serps it would be a plus to have all the positive links possible out there to give searchers correct information about the church.

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Postby russellhltn » Mon Oct 20, 2008 2:46 am

lvpedersen wrote:What are your thoughts, suggestions & ideas?


Social sites work because they've found the right balance between giving people power over their information but still allowing things to work. (Think privacy controls)

Every once in a while some employment survey gets passed around in Priesthood to gather information for "networking". I've learned by experience that putting my name on that creates some unhappy experiences. I'm probably not the only one since that list seems mighty empty by the time it gets to where I'm sitting.

In order to succeed, any church social networking for jobs is going to have to figure out a way to avoid these kinds of problems. My suggestion is to allow me to enter my information where it stays anonymous. If a job hunter matches up, then I get a email to see if I can help out. If I can, then I respond and connection is made. If not, then I just ignore the email and we avoid an unpleasant phone call.
Have you searched the Wiki?
Try using a Google search by adding "site:tech.lds.org/wiki" to the search criteria.

cdn_kellym-p40
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Postby cdn_kellym-p40 » Wed Oct 22, 2008 12:29 am

Facebook works in this instance but it's also somewhat obnoxious in that it's plastered with advertising and "questionable content" and so forth. A streamlined social networking sight for LDS members would be something I'd welcome. And there are certainly examples of networking sites in a specific industry - take airlinefriends.com for example.

Would job searches be the only intended application for such software? I could see it being REALLY handy for missionaries, in that a family member or friend could keep their mission address updated and post content that they have sent - newsletters, photos, etc.

What about language assistance with missionary work? Someone could say "I speak Spanish" for example (it's rarer here in Canada ;) ) and then when there's a Spanish investigator it's easier to connect them to other speakers of the language so that the investigator makes friends right away and is encouraged to fellowship. That becomes even more vital when the language is one for which there are not specific missionaries (in Calgary I know we have Mandarin and Spanish missionaries - I'm not aware of any others here, even French, which I speak.).

Languages aside, people could share skills and network and find friends in more unusual situations. i.e. my 3rd youngest nephew is deaf. My sister in law could use a playgroup with people who understand the implications of that, or maybe a babysitter who knows about it so that she could get away from the house for a few hours and enjoy some time to herself.

Anyway I apologize that this got rambly; you guys got the wheels turning in my head. :)

lvpedersen
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Stake employment and networking

Postby lvpedersen » Thu Oct 30, 2008 8:56 pm

This question posted in another disscussion thread seems to be relevant to this discussion Stake employment and networking
[INDENT]I have been given the task of figuring out a way to help our Stake employment specialist manage all of the jobs searching info in the stake. He wants to create a database of people looking for a job in our stake along with all the stake members and where they work/what they do. He basically wants to help facilitate getting people together. He's already had members of the stake fill out forms that include the type of work they do and whether or not they would be willing to help with resumes and stuff. I actually think the information is invaluable that he's collecting, but how does he facilitate things without having to just remember everything?

We've considered a "LinkedIn meets Monster" style website, but I'm aware of the rule outlawing locally-sponsored sites.

What other options can I consider? Maybe an Access database? What if I created a website that only he could access?

Are there any plans for the Church to develop anything that will fill this need?
[/INDENT]


lvpedersen
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Postby lvpedersen » Fri Oct 31, 2008 3:39 pm

It is my understanding that the new LDS Employment database is going to have some "social networking" ability. I hope that this function is robust enough to be able to take advantage of new trends in human resource technology. I will list bellow some of these trends/advancements in HR tech: The following comes from 11th Annual HR Technology Conference & Exposition, October 15-16, 2008.

    • [size=100][font=Arial]Web 2.0 is hot. It almost goes without saying that the latest in HR technology is leveraging the benefits of easy access to information, communities, and data that are at the core of Web 2.0. Web 2.0 was everywhere at this show. I saw a heavy focus on the use of social networking tools such as Twitter and Facebook and on products that provide companies with platforms on which to build communities. The data-driven nature of web 2.0 provides a good deal of promise for the area of recruiting and hiring.
    • [font=Arial]Goodbye paper resume. It seems that there is continued movement toward removing the resume from the hiring process. This is definitely true of the paper resume, but there is a broader movement afoot to deconstruct the resume and extract the types of data it usually provides (i.e., skills and experience). Key information about candidates is being collected via other opportunities in the search and application process such as the creation of detailed profiles that have fields that guide the entry of important candidate information in a standardized format. Resume deconstruction methods allow for much more efficient searching, and matching between candidate data and important job requirements. These methods are part of an overall trend that will see the integration of a variety of candidate information into a digital platform that will allow it to be standardized, categorized, and compared to key requirements for a job or career. While we have a long way to go toward the complete death of the resume, technology is helping us to continue the slow march towards the inevitable.
    • The rise of talent management. This seems to be the age of “talent management” when it comes to the use of technology in HR. These platforms use technology to cover a broad footprint of key HR areas/functions such as branding, recruiting, onboarding, learning, development, and communication. The integration of more functions into one platform is a trend that can have significant value given the traditional walls that tend to exist between the major areas of HR in larger organizations.
    • ATS Not Hip Anymore. I could not help but think that much of the momentum in the use of hiring and technology seems to be in the idea of the broader, strategic, idea of talent management and less in the more tactical area of applicant tracking.[/font]
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[size=100][font=Arial][font=Arial][color=black][font=Arial][font=Trebuchet MS]Harvey Clay,[/font]Professional I.T. Recruiter[/font][/color][/font]
[font=Arial][color=black][font=Arial]I highly recommend using Social Media as part of a comprehensive search, whether you are a Recruiter looking to fill a particular job requirement, or if you are a business person looking to extend your Network or establish a new Client relationship.

The current trend with Social Media is just hitting 'critical mass'. I was on a webinar last night with 2 experts on Social Media and Facebook. The numbers they shared were astonishing. There are 110 million users on Facebook today, with 250,000 new members joining everyday. The prediction is there will be 500,000,000 Facebook users by 2011. Think about how many of these will also be interested in LinkedIn! With the new Applications feature LI is rolling out, it is going to be much easier, and much more beneficial to connect with people via Social Networks.
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