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  • Andrés Ortega 9:00 am on January 25, 2013 Permalink | Reply
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    5 keys to optimize the Conversations-Social Network binomial 

    Estimated reading time: 6 minutes

    The social network is undeniably becoming our way of life, both professional and personal. At the rate that technological advances and the features of the social network are occurring, it is difficult to hazard the impact that this change may have in the medium and long term. It makes sense to think that the way we manage our professional development today will be one of the aspects which will be most affected.

    At the same time, the importance of managing conversations through the social network is becoming increasingly fashionable. The relevance we now give to the idea of conversing is interesting; it’s as if, until now, we had never conversed n our organizational environments. I have never imagined social-economic activity without conversation, perhaps because in my innate condition as a Social-networker, conversation has always had a vital role in my own self-development and learning and that of others.

    This post aims to combine the relevance of conversation with the significance of the evolution of the Social Network for establishing connections and relationships.

    Therefore, importance must be given to the idea of conversing, because through conversation we can learn and capitalize this learning to enrich our own value and to increase our employability; doing this on a social network allows our conversations to increase exponentially. The 2.0 environment opens the door to a world without barriers and limits for establishing connections and building relationships.

    However, we shouldn’t idealize and convert the social network-conversation association into the panacea of professional growth. Furthermore, if we don’t correctly manage this combination we could fall victim to an alarming lack of productivity. Of all the risks to avoid, it is worth mentioning infoxication, in other words, the information overload that we can easily succumb to as a result of the enormous volume of data, images, and ideas to which we are exposed; we could simply collapse or get indigestion from this overexposure. Another risk to avoid would be a disorder we could describe as “acute hyper-connectivity” or the severe inflammation of our relational system, which could occur due to establishing and trying to manage more relationships than our space-time allows us to administer.

    I won’t spend more time here on describing the disorders caused by an improper or irrational use of the conversation-social network binomial, quite the opposite, I will define five key aspects we should consider in order to make the most of and optimize the conversations we could have using the 2.0 ecosystem.

    1.- Carefully define the objectives for which you are present on the social network. Before immersion 2.0 it is worth reviewing what you want to offer and what you expect to receive in return, this being the correct sequence.

    2.- Conceptualize your conversational level; which issues, disciplines are you qualified and willing to converse about. It is worth keeping in mind that a conversation is always (at least) two-way. Interacting only to listen is not establishing conversations, in either version 2.0 or 1.0.

    3.- Be selective when choosing the networks, virtual forums, groups and communities you want to belong to. The social network is a universe full of spectacular galaxies crammed with information, but there are also black holes that can absorb you in an unproductive way.

    4.- Dedicate time to correctly identifying your virtual contacts. Your virtual community should grow in a rational way, in line with your objectives and your conversational level. The suitability with which your virtual community grows fully impacts the optimization of conversations you establish on the social network.

    5.- Use your conversations on the social network as a starting point for establishing connections in 1.0 mode. Despite professional enrichment through conversations on virtual communities being a reality, interaction in real life should be the underlying objective of our conversation and connection in mode 2.0.

    The optimization of our learning in virtual (and real) networks and the investment on our social capital are two essential aspects in our plan for enrichment as professionals in the 21st century. Trivializing the importance of the social network and the idea of conversing on it, is a mistake we shouldn’t make under any circumstances.

    Andrés Ortega is an expert in People Management. He is currently the HR Director for Spain and responsible for Engagement in Europe at DAMCO, which is part of the Dutch group AP Moller Maersk. We at Zyncro strongly recommend you read his personal Blog.


     
  • Andrés Ortega 9:00 am on December 7, 2012 Permalink | Reply
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    Recruitment 2.0: more than a Social Network 

    Estimated reading time: 6 minutes

    Editor’s note: Today we have the pleasure of presenting a new Zyncro Blog author: Andrés Ortega. With over 15 years of experience in the field of People Management, he is currently the HR Director for Spain and responsible for Engagement in Europe at DAMCO, which is part of the Dutch group AP Moller Maersk. Andrés understands that organizations and their professionals are currently undergoing an exciting period of change, an era that will redefine the way of interacting professionally, the way of managing people in organizations and the actual role of HR; aspects that he will write about on the Zyncro Blog and which he has written about for some time on his personal blog, which we at Zyncro highly recommend you visit. Welcome Andrés!

    Whilst the majority of organizations are still familiarizing themselves with the Recruitment 2.0 concept, it is worth understanding that the adjective “2.0” shouldn’t be confused with the simple recruiting activity through social networks. Recruitment 2.0 goes much further than “viralizing” job vacancies on the Social Network. It requires the revision of certain key organizational aspects. Let’s analyze each one of them:

    1. Each node of the organization could be a Recruiter 2.0

    The organization as a whole or any of its nodes, could be considered a recruiter. This is probably one of the main challenges for the successful evolution of recruitment 2.0. The HR department must become the main defender of relational recruitment, but to do so it should part with this unilateral responsibility; promote the idea that each member of the organization can be a connector. The HR department should establish itself as the organizational Social Networker, a promoter and announcer of connections.

    2. Recruitment 2.0 implies democratizing and sharing information and strategy

    It is simply unrealistic to encourage establishing the necessary connections by all members of the organization if there is a lack of reliable information about the organizational reality, about what is needed and what for, about where we are going and why. The democratization of business information implies a review of the -still existing- traditional organizational structures as to how they share information about their business strategies, their action plans and the raison d’être of their existence. In practical terms, the democratization of information is about relaxing the classic power structures and how these handle information. It will be difficult to carry out effective recruitment 2.0, in which the whole organization knows how to “connect” with the required professional, if aspects such as, Where are we going? What do we want? Why are we here?… haven’t been communicated in an open and clear way.

    3. Freedom to take decisions: connecting and recruiting is a shared decision

    The efficiency of recruitment 2.0 requires changing the traditional decision making model with regard to selection. The HR department should educate, be the communication chain, so that any member of the company is aware of the recruitment criteria associated with the culture. The main mistake in the unsuitability for the organization is not due to the poor identification of the technical aspects for performing the job, but to the lack of alignment with the organizational principles and values. Cultural criteria should be shared and spread throughout the whole organization so that there is a single criterion, this way minimizing the traditional mistakes of integration. The end “decision maker” should be the micro-community which identifies and interacts with the professional who is to be recruited.

    4. What turns recruitment into 2.0 isn’t technology but the culture of conversation: Recruiting in 2.0 is talking

    The 2.0 environment and the associated technology maximize the ability to interact and establish contacts, but the virtual network always ends up being tangible. It is a mistake to underestimate the absence of an active presence on social networks of any of the members of the company or community. The identification of the professional required could occur in a “traditional” (1.0) relational environment. The essential requirement for recruiting in 2.0 is that the culture of conversation/interaction pervades the organization as a whole.

    5. Recruiting in 2.0 is a permanent vital sign, no an organizational process

    Employees should continuously think in terms of relation, not recruitment. An organization that recruits in 2.0, is one that relates periodically and systematically with all of its stakeholders. Recruitment 2.0 implies having the ability to relate with all members of the organization permanently activated, without there being a need or a position to fill.

    Recruiting in 2.0 version means therefore, evolving the organizational culture; it implies strengthening connections between all of the members of the network-organization-community; achieving maximum connectivity between all its nodes. The objective is for the organization to be a network capable of identify and relating with 100% of the professionals who have a profile required for the project.

    If we take into account these considerations, we will understand the importance of self-proclaiming to be a Recruiter 2.0

     

     
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