Three To See - w/c 31-Aug-10
September 3rd, 2010 • by Craig Endicott • Posted in Talent Acquisition, Talent Management, Three To See • No Comments »The work-game, social stalking and indiscreet interviewees in Three To See this week.
My first pick is Seth Priebatsch's Ted Talk: Building the game layer on top of the world.
This is a fascinating presentation, building on that of Jane McGonigal's featured in Three To See - w/c 24-May-10, in which Priebatsch talks about what we can learn from gaming and about 4 of the 7 dynamics used in game design to influence behaviour:
- The Appointment Dynamic
- The Influence & Status Dynamic
- The Progression Dynamic
- The Communal Discovery Dynamic
Is gaming the future of employee engagement in your workplace?
If, as Priebatsch says, the last decade was the decade of social and we're in the decade of game playing then my next two picks are already old-hat.
On ERE, Dr John Sullivan posted Real Time Location Recruiting: Using Emerging Technology to Meet Prospects which opens with the statement:
"The smart phone and the applications associated with it are radically changing the game for advanced, technically savvy recruiters (others need not read on unless you like shaking your head in disbelief). For those not afraid of evolution and innovation, an emerging class of “location aware” social networking applications can and are enabling recruiters to facilitate impromptu face-to-face meetings with top talent outside the structured assessment process."
Sullivan describes three scenarios for what he calls "Real-time meet-ups":
- "Coordinated — an impromptu plan to meet is confirmed by phone or text/IM upon learning of a prospect’s proximity.
- Directed — no advance plan is communicated, but your actions are directed to ensure a face-to-face encounter.
- Coincidence — no advance plan is communicated and no directed actions are taken; you simply take advantage of proximity as it happens."
He also addresses the dis-comfort that some recruiters may feel in using Location Based Services (LBS) as part of their talent acquisition toolkit:
"The idea of cyberstalking may repulse conservative recruiters, but not everyone views taking advantage of technology to facilitate conversion of online relationships to real-world relationships a bad thing. Most social networks provide tools to help users establish privacy boundaries, so using the information when visible to you to facilitate a meeting is within the expectations of the prospect."
Peter Gold made 3 great posts to the Hire Strategies blog this week. From the three I've selected Will Facebook Places screw social recruiting to go alongside Sullivan's post. Gold looks at whether features that allow users of some social media to provide their location (automatically or manually) will impact recruiting and offers comment on both sides of the debate:
"Oh no it won't!
Of course people who use the various social sites know all about the locational aspects and have their privacy settings fully locked down. They are hardly going to publicise they have gone for an interview are they now? So, recruitment will not be impacted at all."
On the other hand...
"Oh yes it will!
People are confused with the locational idea. Social sites are defaulting ON sharing of your location as it adds value to their advertising proposition. Harmless tweets will give away your location regardless of tweet content. People will inadvertently show what they are doing, where they are going etc."
What do you make this debate?
