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Road Wage – Calling in Sick (of Commuting)

Today’s cartoon highlights a finding from our latest survey regarding American workers who commute – 4% of whom indicate they’ve called in sick in order to avoid the rigors of their commute.  For many more survey respondents (48%), their commute has a significant impact on their job satisfaction.

So what are employers supposed to do about this?  For one thing, 27% of our respondents indicated they could do their jobs from home but their employer doesn’t support this option.  Rising gas prices are likely to further exacerbate employee frustration with not only the time spent, but the expense of lengthy driving commutes (and 83% of these respondents commute by car – alone).

For employees whose jobs do require presence, employers can work with employees to schedule work in a way that avoids peak commuting times.

The strangest things folks have seen on their driving commutes?  Women putting on makeup; men shaving; people reading; undressing or driving nude; lots of animals in and outside of cars; romance (framed in terms suitable for a family blog).

Management Speak in the Post-Digital Age

At a recent board meeting of our advisers, we had a lively discussion about the role that workplace vernacular plays in the effective functioning of organizations.  Many expressions used in contemporary organizations have their roots in hierarchical models that may not be relevant in the highly networked world.  Sports and combat analogies depict the workplace as a win/lose proposition, ignoring opportunities for collaboration.  And some frequently used expressions that are just plain offensive (“opening the kimono”) just won’t go away.

Is it just an internal marketing ploy to change the labels on things; i.e. “colleague vs. employee”, or does it really make a difference? How do leaders prevent their messages from coming across as hollow?  What communication practices build trust and engagement vs. cynicism, ensuring that there is congruence between messages and organizational structures?

Our board members Tim Porter O’Grady and David Creelman joined me for a discussion on this topic.

Click here to listen in: Management Speak in the Post Digital Age

If Charlie Sheen can do it, you can too…

Today’s guest blog post is submitted by our board member, John Hollon, Vice President for Editorial of  In a dramatic recent example of candidate sourcing via social media channels, Charlie Sheen sent out a tweet to get a social media intern and within 24 hours had 90,000 applications.  On a more serious note, per John’s post, social media recruiting is fast becoming a channel of choice for effective passive recruiting.  Read on…

If you’re one of those people who still have concerns about using social media to source job candidates, well, maybe it’s time to rethink that a bit.

That’s because according to a new survey this month from the Society for Human Resource Management, more than half of HR professionals (56 percent) now say that they use social networking websites to source potential job candidates, a substantial increase from the 34 percent who said they used social media for sourcing back in 2008.

The SHRM poll (SHRM Research Spotlight: Social Networking Websites and Staffing , which was released at SHRM’s 2011 Talent and Staffing Management Conference in San Diego), also found that not only are more employers using social networking websites to find new employees, but that the 20 percent of organizations not currently using the sites are much more open to utilizing them in the future.

And here’s a telling statistic: Only 21 percent of the HR pros surveyed said that they currently do not use social networking sites and have no plans to do so in the future, down from 45 percent in 2008.

So, what are we to make of this increase in social media in HR candidate sourcing? Mainly, that social media is becoming the HR tool of choice to search for passive job candidates who might be willing to change jobs but aren’t actively right now.

“Employers are increasingly using social networking sites to engage passive job seekers – those who aren’t really actively seeking new jobs, but might change for the right opportunity,” said Mark J. Schmit, Ph.D., SPHR, director of research at SHRM.

He added: “These sites can be valuable tools for organizations to find prospective employees with the specific skill sets and experience that they might not necessarily find through more traditional recruiting methods. (Our) poll found that organizations using social networking sites to recruit job applicants are using the sites most in the recruitment of employees for non-managerial salaried positions and managerial-level jobs, like directors and managers.”

The SHRM poll also found that the top reasons employers use social networking websites to identify applicants:
* 84 percent say it is to source passive job candidates who might not otherwise apply for open jobs or be contacted by the organizations’ recruiters;
* 67 percent say it is to use a less expensive method than other ways of recruiting job candidates (67 percent); and
* 60 percent say it is to increase employer brand and recognition

Not surprisingly, most organizations (95 percent) use LinkedIn to source candidates. Other HR pros say they use Facebook (58 percent), Twitter (42 percent) and professional or association social networking sites (23 percent).

The bottom line here is pretty clear: if you aren’t using social networking in your recruiting and sourcing process, you are going to get left behind – because most everyone else is already.