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July 29, 2008

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By Michelle Golden: Rita Keller brings up being cool if a firm is going to remain competitive. I agree and expand the point to emphasize it's a two-parter! The first step is attracting great people. The second and more important [Read More]

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David Meerman Scott

Hi Michelle

Great post. Thanks for pointing to my stuff. I'm now telling people that if their company continues to block social media, then they should quit, because their company is likely to go bankrupt within a decade if they continue the silly practice.

Take care, David

Ron Baker

Michelle,
Great points. This is why our friend Mark Koziel coined the term Human Capital, Not Cattle. Firms speak of retention and recruiting, but who wants to be retained? That's why I prefer "inspired." I'm not sure that's the right word, but it's better than being penned in.

You're points about the social media tools being big in marketing is on point. They may be even more important for the management of a firm's Intellectual Capital, as our colleague Tom Hood, CEO of the Maryland Association of CPAs, pointed out in his excellent blog post on Web 2.0 for CPAs:

http://www.cpasuccess.com/2008/07/web-20-tools-fo.html

This idea that text messaging, Youtube, etc., are "productivity" destroyers illustrates how bankrupt the theory of treating knowledge workers like factory workers really is.

In a factory, it may be right for leaders to say, "Stop talking and get back to work." But in a knowledge environment, it's far more accurate to say: "Get to work, start talking [I would add, collaborating, sharing, blogging, surfing for ideas, etc.].

PurpleMike

Michelle,
I agree totally with what you've added to the point. In fact, I think the ad being "celebrated" here tries a little too hard. Social media is real, and big, and here to stay. But on a level far bigger than can be captured by cute little text messaging references.

In my opinion, companies should concentrate on doing the inside part right, first. Then happy employees and word of mouth will be a much more effective recruiter than a "parents trying to sound hip" ad will ever be.

Brenda Richter, CPA

Great blog Michelle, as well as all the links.

Would you believe that there is a CPA firm in Santa Barbara that has blocked the following site from their team (although they like to use the word staff)?
www.sbwcpalg.com

I know why I'm out on my own, and not working for another firm.

Shane Eloe

I find it humorous that firms are having terrible issues with recruiting and retention on one end and treating their staff like children on the other end. Is there no common sense that tells us insulting people does not build a good team? This is frustrating, but I am glad you have brought more attention to the point.

Firms also need to get on the bandwagon with social networking as the future of generating leads for new clients may be in your LinkedIn contacts rather than in hours on the golf course.

Melissa Waldon

Michelle,

Great post! The concept of "professional networking" is as old as the cocktail party, but the leveraging of online technology for this purpose is still growing in popularity.

Originally launched as a means of social interaction between younger audiences, Web-based social networks have now achieved status as a great way to share more sophisticated content with others and stay connected to peers on the Internet.

For employers, they also offer a strategy for coping with the current economic pressures and ongoing talent shortages. These challenging times are forcing employers to be more creative in their recruitment efforts in order to find the best possible candidates for their organizations.

Michelle Golden

Wow, thanks for all the great comments on this post. You guys are spot on. I think PurpleMike is right that firms who do get the inside right get great "word of mouth." I think it is a serious leading indicator if a firm's employees DON'T encourage/refer others to join the firm (I think I'll post a little something on that).

And Shane sees the connection firm's are in denial of...that the way you run your firm determines they type of team that you have (or can keep). I find it baffling to try to understand why firms either don't see this or don't take it seriously enough to change?

Melissa makes a great point that on-line networking is both cost effective and efficient from a time standpoint compared to traditional marketing approaches such as a day on the golf course, hosting a seminar, or picking up a bar tab! Isn't it great to market in your jammies with a kiddo next to you? Wouldn't do THAT at a cocktail party!

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