Tag Archives: Employment

Never hire the wrong person again

In the world of communications consultancy at least, you just can’t find good staff any more.

Mihaly Csikszentmihalyi

When I’m recruiting, I’m usually trying to hire into roles where people are tasked with creating intellectual value (producers, creatives, planners, consultants). The ones that really get it? They’re few and far between. Even when there’s a recession raging, the fight for talent is raging along too.

Then, once they’re on board, they might perform beautifully for a while, but it can be patchy. And clients expect flawless service – that’s the so-called hygiene level. Nothing less will do.

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Six tips to safeguard against breaking the law with social media background checks

Legal experts in the US have suggested that researching a job applicant online is akin to interviewing them and as such could be violating employment and privacy laws. (Picked up via @jdthurber) I’m not sure this issue is being discussed particularly in the UK, either from the employer or the employee perspective. I think clarity on the legalities and liabilities here would be beneficial.

The website http://www.HRlaw.co.uk touches on the area of social media background checks in the UK, but it seems this is something of a grey area in the law. Any CIPD members or employment law specialists reading this, please do feel free to comment.

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Being real – equipping employees for social media communications

Reading through a global FMCG brand’s social media crisis communications guidelines this week I noted first that this mighty tome ran to 30 odd pages. Next that practically every other page exhorted the reader to ‘be real’.

In the old days of PR, before social, we media trained our executives to stay on message. We drafted up soundbites that pithily encapsulated our corporate story. We drilled the classic Paxman-facing-politician’s techniques of ‘managing’ a question, bridging back to the core point they wanted to deliver, no matter what the question (or how often they were asked it). “Of course you’re right that XYZ is important but not as important as the key corporate message I need to deliver here,” etc.

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