Tag Archive for blog

What I’m Learning From #Blogchat

Most Sundays I join in with #blogchat. If you’re in my twitter stream, it goes out at 2.00a.m. and although it’s scheduled for an hour, can go on from anything up to 2 hours more. Despite the time, I feel as if I’ve been to blogging college, and hope it is reflected in my blogs.

Some Sundays there can be as many as 500 contributors, and quite a few who genuinely deserve the term experts. Even if you are not around, and even if you’re not a regular blogger, you should check out the #blogchat twitter stream or download the transcript from www.WTHashtag.Com. It is well worth a read.

Kudos to chat organiser and super blogger, @Mackcollier, who has a real willingness to share advice and answer the many @ messages.

The most recent lessons I want to share are:

1: Keep the blog clean and easy to read with an uncluttered side bar that makes it easy to connect.

2: Put an e-mail subscription widget at the top. This makes it simple for readers to subscribe. (mine are going up rapidly!)

3: Post either your latest posts or your most popular posts at the top of your sidebar. Attract readers to look around at past posts.

4: Use analytics to monitor page visits, bounce time (how long they stay), average posts looked at and subscribers. I use Alexa for this and have installed the toolbar that enables me to look at the stats on other blogs and benchmark. The stats do tell you a story.

5: Use extra-pages and drop downs to promote what you do. (You need a theme that allows this.) I have separated “About The recruiting Unblog” and “About @BillBoorman” and have increased the visits to these pages and enquiries for my services.

6: Sounds simple, but make posts easy to share with easy to find buttons. If your theme does not support the new WordPress share buttons, Add This is easy to install.

7: I’ve started registering my blog in the blog directories and it is driving relevent traffic. In a few, I’m the only recruiting/HR blog and this is driving new traffic.

8: I’m getting less random and more focussed in my posts. You would be the best people to give me feedback on if this is working.

9: Despite my early reservations, I’m trying to work to a posting schedule and get more consistent. Although I’ve not quite got the discipline in place yet, this will lead to posts being expected and build readership, and less reliant on driving traffic purely through social media.

10: Don’t need to say it, but unless the content is right, points 1 – 9 won’t make any difference what so ever. please let me know your views on my recent content, and just what you would like to see more of.

Keep being Ambassadors,

Bill

PS: I’ve moved all links to the end of the post. I suggest you do the same or you run the risk of readers dropping off half way through a post!

Links From This Post:

The #Blogchat Transcript

Mack Collier

Alexa Blog Rankings

WordPress Share Buttons

Add This

The other “Avatar” movie. #HRCarnival 2010

Thanks to our technology platform sponsors.

After much asking, pleading,bullying, mentioning and twittering, the 2010 Video Edition of #HRCarnival is here. Thanks to everyone who contributed, sent out the message and made this possible.
Without sounding like an oscar speech, VERY SPECIAL THANKS to 2 people who have made this possible:
Lisa Scales from Talent On View who provided the technology. (Not only did Lisa provide the platform but she also spent christmas moving servers when her last provider fell over in order to ensure #HRCarnival could continue and for converting video submissions in various formats in to a format that can be posted here.) Thanks Lisa for all you have done!
Thanks also to Shauna Moerke, better known as H.R.Minion for continuing to organise the project in the background, making sure there is always a host and plenty of content. Like lots of minions Shauna makes both the Carnival and #H.R.HappyHour happen without enough recognition. We appreciate all you do at making us all look good!

Now to the show itself. I will be running 10 video’s per day in no particular order until we run out of video’s. (So far we have about 50.)
You can continue to submit your video HERE for inclusion. For those without a webcam or too shy for camera, I have a solution that means you can take part. Send me a 4-5 slide power point presentation with your picture, thoughts for 2010 and contact details. We will do the rest to turn it in to video and include your thoughts in the 2010 #HRCarnival.

Competition Time:
To make things interesting I will be running 2 competitions each day. You can nominate a video of the day for Best Video and Best Message. At the end of the Carnival I will run the 5 video’s in each category that get the most votes. (1 vote per day in each category per person.) To vote leave your nomination in the comments section.

The winning videos will be screened at #Trulondon 2 in February and the producer will win 2 tickets to a #TruEvent of their choice. You can choose from any of these events taking place globally in 2010 as well as the coveted title of #HRCarnival King/Queen.

Get voting!

Thanks for being ambassadors of both your brand and our community in general. Send for the popcorn and enjoy the show!

Video 1 is from Laurie Ruettimann, well known for her blog PunkRock H.R. and track leader for #trulondon2 in Feb.

Video 2 is from Benjamin McCall who blogs on H.R. and other matters at RethinkHR

Video 3 is from Wendy Jacob, Recruiter who recently launched the blog Wendy The Recruiter

Video 4 is from Raj Mennon who responded to a twitter post. Raj blogs on leadership on his blog 13 apples. A new one to me but now in the reader!

Video 5 is from Jim Stroud. Jim shot this video over the Christmas break as you can see. Jim blogs, trains and makes video’s on recruiting, sourcing and all things social media and is a track leader for #truLondon 2. You can find Jim’s entertaining blog “The Searchologist.”

Video 6 is from Andy Headworth. Another shot over the Christmas break hence the hat and the first signs of a beard. (Do you call that “Green Shoots?”) . Andy is an influential blogger in the U.K. through his blog Sirona Says, was a track leader at #trulondon 1 where he inspired at least 4 new blogs out of would be bloggers (me included), and is a track leader at #truLondon 2.

Video 7 is from a recruiter known as the “Big Biller.” I refer of course to Jerry Albright who is often found (when not filling contracts, counting money or complaining about twitter) on most of the blogtalk radio shows. Jerry blogs at Jerry Albright, Staffing Artist where he also provides a range of downloadable resources free.

Video 8 is a double-header from Michael Long and Kelly Mitton. Michael is well-known for always wearing red shoes running the red shoe project (send Michael pictures of red shoes!) Don’t ask, have a look, and blogs as TheRedRecruiter. Kelly has recently graduated from the University of Buffalo with a degree in business and a concentration in Human Resource Management. Kelly blogs on H.R, Gen Y (unusually from a Gen Y perspective) and other things on her blog tHRyving.

Video 9 is from the recently announced top H.R. influencer (on line anyway) Mark Stelzner. Mark influences, among other places, through his must read blog Inflexion Point.

Video 10: Last but not least is reserved for the real queen of #HRCarnival, Shauna Moerke. Shauna keeps things ticking over as well as co-hosting hugely popular blogtalk radio show #HRHappyHour. Looking at Shauna’s blog, HR Minion, she is currently between contracts so if you have an HR opportunity in or around Minnesota look her up.

That ends today’s episode of #HRCarnival. We will be back tommorow with another 10 videos from the lucky dip that is my in box this year.. I hope you enjoyed these enough to come back. Why not save time looking for tweets and subscribe here for instant notification of the posting.

Two other things to look out for during this carnival. On Monday I will be hosting 3 blogtalk radio shows to look at the predictions from the videos. These go out in Australia and New Zealand at 6.00am – 7.00am GMT (5,00 PM Aus/7.00PM NZ), in the U.K. at 12.00 – 1.00.P.M. and in the U.S. at 6.00 – 7.00 PM GMT (1.00 – 2.00 EST). I will be publishing the dial in numbers and show links tomorrow.

Whilst we have H.R. attention on the Carnival, I will be publishing a special post for any H.R. or Recruiters currently job hunting. The story behind this is that I recently posted some detailed advice on another blog about how to promote yourself through social media. I’m going to reproduce these comments as a blog post and invite any H.R. professionals or Recruiters currently out of work to post links to their linked In profile or resume. Please take a look at the links and help if you can.

Thanks for watching. Keep the entries coming. You can record direct or upload HERE.
Be ambassadors of great HR/Recruiting!

Bill

Don’t follow me on…

Twitter  is a great leveler and a real indication of where your brand stands. The reality is that some people like you and value your comments, some people don’t. The instant feedback element is part of what i like about the channel, as well as the opportunity to enter in to conversation and get feedback quickly. As twitter, and twitter use has evolved then the conversations and relationships on and off line have got closer and some real business relationships have been formed. When i spoke in Dallas at #Talentnetlive and at Recruitfest09 in Toronto, it was noticeably different that 80% of the delegates knew me or about me on some level without ever having met me. This is how social media has really changed the way we network.

Of recent, I’ve started following all the news from conferences worldwide. A recent blog by @HRMargo highlighted this, how twitter has enabled her to feel a part of many conferences that she would otherwise have been either excluded by budget/location or knowledge that it was taking place, the learning was exclusive to the lucky few who attended. I have recently organized #trulondon quite a low budget. The marketing has been almost exclusively via twitter, using the #trulondon hash tag and a wide number of blogs written about the event and we have managed to attract 12 top names in social recruiting as track leaders including Geoff Webb (@radicalrecruit) from Canada. This level of international marketing would have taken years and many thousands of pounds/dollars pre twitter. 

We all have our own views on how to build an effective following and maintain it. For me it is about conversation, contribution, helping where you can and sharing. For me, i make a regular habit of promoting my followers within my network and passing on links that i think might be interesting. I do this by retweeting links that interest me that i think could interest my network. I also retweet jobs in social recruiting that i see because i know that some of my followers are actively looking now and they may have missed it. My network is also international with about 70% of my followers being based out of the UK, and as a result i like to promote UK bloggers that I’m interested in and vice-a-versa. Through social media (and skype) the world is a shrinking place, and there is lots to be learnt from all cultures and recruiting markets. I see this as probably the biggest benefit of being involved in social networks, bigger than the business and brand opportunity is the self-development that comes from this instant library of bloggers and advisors in my twitter stream. If i like it, i want to share it.

There we come to the nature of twitter. Some people will simply not like your style, personality, volume or any number of other things. With a big following you can’t please everyone or you become pretty sterile, and how far away is changing your image from being unauthentic? The same people that talk brand image equally talk authenticity and originality. My advice is that consistency is the key, retaining a distinctive style. With nearly 3000 followers it seems to work o.k. for me. in the process i will lose some followers. without wishing to sound arrogant about it, i would invite anyone that does not like my style to unfollow, it’s really quite easy. That for me is one of the appeals of twitter, you choose who you want to follow and who you don’t, exercise that choice.

What prompted this blog was the comments from Peter Gold on a blog i wrote  quite a few months ago in another group.

Peters comments were:

 

“Maybe you were not on the list because you just RT everything anybody else says – where is the value to anyone in that? 100 tweets doesn’t make you good; 100 cold calls but not one new vacancy – what would be the point? You’ve some way to go Bill.”

 

Rather than be upset by this, it got me thinking about the comments, should i change how i tweet or continue as i do for the reasons outlined? i actually apreciate people being open and critical, even when they clearly have not read the full blog and subsequent comments.  My conclusion is what is outlined at the start of this entry. I may well have a long way to go, we all do and if my followers were decreasing i might be concerned but thats the beauty of twitter, if you don’t like what i do, don’t follow me or put me on your list. we all have that sanction and long may it continue.

 

To everyone in my network please retweet often. send anything you think might be interesting, i welcolme it and thank you for sharing. By sharing and engaging with your followers, and promoting others as well as yourself you build a trusted and valued network.

 

What are your thoughts on the best way to build a following and the value of a retweet? A great discussion for the social media circus track on Thursday. comment freely, i have broad shoulders.

 

 

 

What is all this “Un” stuff?

The Unblog – Norton Folgate

The unblog is the official blog of The Recruiting Unconference London  (if anything can be official about such an event!). This is the place for random thinking on recruiting and social recruiting, debate and discussion. In the spirit of the unconference, anyone can post here on any topic, start their own blog or leave comments. The comments are unmoderated, it is down to you to respect common decency just as it will be on the 19th November. All you need to do is register and start blogging. Word, video, podcast, whatever method you favour, post it here.
A what & a why you might be asking. What is an unconference & why Norton Folgate? (unless you are full of madness, you probably won’t know the answer to either.
An unconference is an unconventional event that has built momentum from the technology sector in the states. From barcamps to gatherings in parks, the unconference is seen as the best way to share and communicate and come up with real solutions without the clutter of structure or set agendas. Its also an ante-dote to attending a traditional conference, knowing half the speakers already and paying £3 – 400 to see one of them.

There are no rules or fixed structures, speakers or auditoriums, and definitely NO death by powerpoint. The event is broken in to tracks with trackleaders in most cases, who have some expertise in the discussion area. Their role is to encourage conversation, input where needed and support the exchange of ideas, communication, conversation, disagreement, debate and discussion. Anyone can join in and if you get bored, you just change the conversation or move to another track. I lead a track at Recruitfest09 in Toronto and this great event convinced me that we needed to do the same thing in London.
Norton Folgate is the name I’ve given the blog for  The Recruiting Unconference London or #trulondon if you live on twitter. I mention Madness, or the nutty boys for two reasons. Firstly they are by far the best band ever, and second, their recent (and excellent) album is titled “The liberty of Norton Folgate.” The release of the album drew my attention to the history of a part of London that was was named Norton Folgate, tucked between Whitechapel and the Bishopsgate. (The quest for the venue starts on the location of the Norton Folgate then head east from Mr.Truemans beer factory via the gas lights).

 The area was declared by statute a liberty i:e: A free land with no rules or order. Being a liberty, it attracted all of Londons society and became home to the artists, poets, performers, artistes, free thinkers, buskers, anarchists and the like. You might expect anarchy without order but the story , as the song goes saw a society spring up where people accepted each other, helped and shared views without the need for law and agenda, the people in effect policed and organised themselves.
The liberty of Norton Folgate may have been forgotten in time but for Madness, reviving it in song and retelling the story. By some strange chance, and in an event eerily unconnected with the band, property developers planned to pull down the alleys and buildings that form Norton Folgate and replace them with functional but faceless glass skyscrapers to match most of the surrounding areas. Norton Folgate seemed doomed forever when local protest met a brick wall of bureaucracy. By chance, a local historian opposed to the destruction of this piece of history found the Liberty and discovered that by error, the beaureaucrats had never actually revoked it. By evoking the Liberty, and declaring that the land did in fact belong to the people and not the planners, the demolition has been prevented at least for the time being. At the same time, Madness had read about Norton Folgate and had written a series of songs on London, culminating in a 10 minute classic celebrating the Liberty. The protesters, on hearing this, adopted the song as their anthem and the two movements combined. Madness, being a bit rebellious (but nice), in their day were honoured that their musical mischief making had coincided with such a rebellious event!
On my part, the spirit of Norton Folgate is exactly what the Recruiting Unconference London is all about. No set rules or structure, self policing, the tracks and controlling the content. We are expecting enjoyment, engagement, laughter, a little anger and plenty of learning. I view it that as The Bill Boorman Consultancy is the name above the door, it’s our job to facilitate the event, it’s the job of every attendee to organise it and make sure that the content is just right for them. You choose what you want to know, what you want to talk about, where you want to contribute and where you want to listen. Then just like in Norton Folgate, the evening will end in revelry.
The Recruiting Tweetup is a quarterly event organised by Jamie Leonard of The Ladders and Matt Alder of Penna Barkers, the social media ringmaster himself. The London RTU brings your networking offline and enables you to put faces to the tweets whilst enjoying the odd ale, liquor or similar exotic tipple. The London RTU is the place where the debate will no doubt continue long in to the night fuelled by intoxication. A great end to a great day!

The Recruiting Unconference London or #trulondon takes place on the 19th November.
You can book for The Recruiting Unconference London at http://recruitingunconference.eventbrite.com