Join us for the #TChat Radio show tonight at 7 pm ET (4 pm PT) where our special guest is John Sumser, the principal analyst for HRxAnalysts and founder and managing editor of The HRExaminer Online Magazine.
We’re not really as social as we think. According to a new social media research report from Ventana Research, most organizations (59%) still actively prohibit social media usage. Also, HRxAnalysts recently published the 2012 Index of Social Technology in HR and Recruiting and the research report documents the ongoing shift in how organizations acquire and manage technology. Surprisingly, social media is slow to take hold — the major social media companies are nearly a decade old and still HR and recruiting penetration is less than 20%.
And yet, even with the mixed bag of all things social in our greater work/life worlds, there is always community.
What exactly does that mean? Community means different things depending on who you speak with or what you read. For example, talent community has received many mixed reviews of late–with some saying it’s just a fluffy buzzword created by vendors wanting to sell online applicant sourcing software, internal mobility software and people management software. Talent is apparently the bad word, so let’s throw it out.
Then there are those social community critics who say that when it comes to mixed online communities like those found on Facebook, Twitter and LinkedIn, no one can really be “friends” with hundreds and thousands of people. I agree, but who said anything about being friends?
Sure there’s Dunbar’s number, the theoretical cognitive limit to the number of people with whom one can maintain stable social relationships, which happens to be on the average 150 people. But we’ve been living in communities for thousands of years, and we sure as heck haven’t all been friends all the time — cue scenes violence and war and the like.
I’ve got my own limited number of stable relationships (friends and family) as well as greater “friendly” connections via my own local community and my online communities. Face time is important for the smaller concentric rings of true friends and family, but face time isn’t a reality for most people with whom I will never have a chance to meet in person (although I can see you via video technologies these days, giving face time a whole new dimension).
I’m a big open experiment of work and play because I know at any given time someone out there can help me with something and I can help them with something, whatever that means. That’s what community is all about, right? Don’t limit it to sourcing applicants and and slapping “talent” on it. Keep it open to all things work and life and to moving the ever-evolving (hopefully) positive human agenda forward with endless possibilities.
We’re all part of interconnected communities — inter-coms — and it’s these inter-coms that keep us connected and real in work and in play. Social technologies finally give us the ebb and flow reality for communities that otherwise would never know the others existed.
So, we’re actually more social than we think. Right on.
Join us for the #TChat Radio show tonight at 7 pm ET (4 pm PT) where our special guest is John Sumser, the principal analyst for HRxAnalysts and founder and managing editor of The HRExaminer Online Magazine. For those of you who don’t know John, he’s an icon in the HR/recruiting space and his work explores the people, technology, ideas and trends that drive the evolution of the HR and Recruiting functions. HRxAnalysts recently published the 2012 Index of Social Technology in HR and Recruiting, an exhaustive study of the trends and directions of next generation technology, much of which we’re going to discuss with John today.
We’ll also be running the parallel online #TChat with the following questions:
- Q1: Why do companies still prohibit social media in the workplace today?
- Q2: What are the primary social technologies used at companies today and why?’
- Q3: What exactly is social recruiting and has it been truly successful for organizations? Why or why not?
- Q4: We talk so much about external-facing social recruiting, but what’s going on inside with HR, recruiting and internal mobility?
- Q5: What’s the difference between resume databases, talent pools and talent communities as in social recruiting and #HRtech?
- Q6: @JohnSumser states that there’s not much social about social tech. Do you agree or disagree and why?
The #TChat Twitter chat and the #TChat Radio Show are created by @MeghanMBiro and @KevinWGrossman; hosted by them and @MarenHogan; powered by @SocialMediaSean and @CatyKobe; and our partners include @HRmarketer, @talentmgmttech, @Focus, #HRTechChat and #TNL.
If you’re not familiar with our weekly Twitter #TChat (TalentCulture Chat) or TalentCulture blogging community, we are a collective of business leaders, social media advocates, workplace culture and career professionals, and we discuss the World of Work. It’s about re-imagining how we, as leaders, acquire, empower and retain our workforce today, with emotional connectivity and global cultural inclusivity — the intersection of Talent + Culture.