Jenny DeVaughn work is rubbish! not that she’s bad, but she works for Waste Management, and is hiring 1500 people. waste management is a conservative, corporate environment.
Jenny talks about roadblocks., changing the “we’ve always done it this way mentality. trying to explain social to the unconverted, being evangelical without being labelled mad.
It’s not always a great career move to promote BIG changes. It’s not seen as innovation, it’s seen as change, and people don’t like change.
Jenny talks about not trying to present the big change in one go. Change one bit at a time.
One of the ways Jenny has made this work by working with existing vendors, going to them with her recruiting problems, and ask them to come up with a solution.
this meant that she could present the board with a problem and a choice of 2 solutions from existing suppliers. No need to change anything. Getting a new supplier authorised creates a real problem, which is why it is easier to try to get authorised vendors to work with you.
Jenny stated that it’s o.k. to start your social-media profile to post jobs. It can be a great start to social and gets the foot in the door. It’s phase one. might not be ideal or what you really want, it gets you started, and wins can move things on.
Once you start getting some fills, you can come back and move on to engagement. forget what the social-media purists might be telling you, you need to do what is right for you and your circumstances.
To get real change you need a corporate champion. Talk and present to them in the format they want. make sure they understand and buy the argument, before they try to represent you. what they need to defend you is data,business case, argument and solution.
Jenny talks about failure. I’m a fan of failing because it means your failing. don’t try, fail, complain or pass the buck, adopt the approach of try, fail, learn, move on.
The resistance De’vaughn got to promoting Facebook and LinkedIn groups as talent communities, was the last thing we want is a place for an angry mob who are never going to get hired by this company. the solution was to present it as a 30 day pilot, rather than a group.
jenny’s lesson has been when you block these groups and access to social-media at work, you don’t just block out the bad guys, you block out many more of the good guys.
I’ve seen Jenny develop over the last few years, since we first met at Recruitfest, Toronto. I’m proud to know the business women I see in front of me. Jenny has gone from enthusiastic consultant to corporate women, via BernardHodes  on the way.

Good luck in all your challenges!0