David Friedman is a friend who likes to talk about how social networks and social interactions can support innovation. The challenges are dual. One, how do we get the right talent together? Two, how do we get these talented individuals interact in the right ways?
Crowd-sourcing lets individuals generate ideas, but better innovation can come from the interaction of people with a diverse set of skills and interests. How can such a group of strangers, be assembled, and how can it function well together and be productive in a minimal amount of time?
The quality of results in collaboration problem-solving is a function of two variables: the diversity of input and the quality of the interactions among the people. Suppose we could bring together many diverse people and use outstanding group problem-solving methods. Presumably, they would get better results than a relatively small group that works well together — such as a good team — or a diverse set of individuals who do not work together.
Here are some examples of collaborations that bring together larger groups than teams and also use methods that allow individuals to work together
(1) Innocentive. This well-known platform for solving problems works when individuals who think they have the answer to a problem can submit and be paid if their answer is selected. Most of these problems are solved by an individual who sees fairly quickly that he or she has some knowledge that can be applied to the problem. Not much teamwork is at work.
A friend of mine, David Friedman, talks about Innocentive Chinese style, which is a reference to groups of participants in China collaborating to decide upon which problems to attack. The variety of problems they attack comes from the stream of Innocentive problems.
In Good to Great, Collins and Porras write about getting the right people on the bus and then determining the appropriate strategy. By taking advantage of the stream of Innocentive problems, the Chinese groups have gathered the right talent and can also look for the problems that this particular assemblage is best positioned to solve. The laws of probability suggest that his method will yield greater fruits than what individual Innocentive participants can do.
The popular Netflix Prize challenge produced ever larger groups of collaborators as it neared its end. As the teams grew, they were able to use traditional, novel, and collaborative problem-solving techniques from larger groups that in some ways were unique to the problem. They mathematically combined algorithms (their solutions to the problem) to get better results.
Open Space methods bring people with a stake in the problem together and then let them work together on what they believe are the important elements. They yield results that cannot be easily predicted but are very powerful.
Polymath was a high-level mathematical collaboration that yielded outstanding results through open collaboration of many individuals. Conducted on a blog and guided by a set of rules that encouraged participants to share ideas that were not complete but upon which others could build (or refute), Polymath promised to yield optimal ways to structure their interactions.
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The Social Media Revolution 2017
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Social networking (Facebook, Squidoo etc) is one of the newest ways in which to advertise. Recruiting through social networking sites can perhaps bring you great results in a short space of time, though it can be questionable seeing the amount of companies that are beginning to ban such sites from being accessed via company servers.
That aside, social networking and recruitment can work well together. Why? It could perhaps be the way the sites visitors are young and open to online marketing, and are regular visitors to such sites.
The new Human Resources trend is to advertise jobs on sites like Facebook, simply to enable them to target a good range of potential applicants and this could even take over the job boards for popularity alone.
Benefits of Recruiting through Social Networking
The superior technology alone is good enough reason to hire new employees through social networking sites. An alternative to traditional methods, like recruiting via printed media and even through recruitment websites, the networking sites can allow a business to target their recruitment campaign to various areas.
Cons of Social Network Recruitment
The drawbacks are apparent when you use social networking in the wrong way. Not having a good strategy in the first place can really undermine the work you have put in, with disappointing results. You also need to use the information intelligently since these are not recruitment or business boards, but social.
Top performers, as always, may be difficult to track down so even the most dedicated recruiter might find that efforts may not bring the results they had hoped for. Given the amount of publicity given to social networking sites as sources for recruitment more and more job seekers are creating profiles and hoping to be spotted. Thus the ability to stumble across top talent is balanced by the need to sift through a lot of details on a lot of individuals.
Hopefully when you take up the chance to recruit in this kind of way you will not be swept off your feet by the hype – stay grounded. It is important to know and realise that your campaign still requires lots of input. You should actively be searching profiles for potential candidates as you would in the usual way. However, those candidate searches are made easier by these websites and you are able to contact them directly which cuts out any hassle you might have going via recruitment companies.
Job boards and larger recruitment agency websites may already be doing the work for you. As many companies are getting more involved with today’s trends, you may find that they save you the time researching this new media – for a fee. Make sure this is a question you ask if you are serious about recruiting on Social media.
In the end, you make the decision on what is best for your company. Despite being seen as innovative and modern, recruitment through social networking is just as involved as other advertising media and needs the planning and input that comes with finding that top talent.
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