An extreme example was when I worked for a US company. An observant VP noticed a copy of “Leadership Secrets of Attila the Hun” in the new CEO’s office, and various VPs rushed to order a copy to prominently display in their office. One who actually took the trouble to read it couldn’t see the appeal so asked the CEO why he favoured the book. “Oh, someone gave me a copy. I’ve never had the enthusiasm to go beyond the title” was the reply.

Neil and I have just been running a series of management modules for mainly new managers. As we were designing it I was intrigued when Neil suggested we include elements which many would consider “old news” e.g. Herzberg on motivation. As we near completion of the series I have been struck by how effective these modules have been. The secret in my view lies in how we take a model and focus on creating tools and exercises that enable the learner to see how they can be applied quickly and see early success, not just learn a model intellectually but quickly apply it and see the benefits.

So don’t get hung up on the latest craze. Focus on learning that emphasises implementing new learning rapidly, not creating passive knowledge. When the emphasis on the “how to” is as strong as the “what to do”, the old ones are indeed sometimes the best.

Gary Gilligan

]]> http://www.space2uk.com/the-old-ones-are-sometimes-the-best/feed 0 http://www.space2uk.com/the-use-of-social-media-in-recruitment http://www.space2uk.com/the-use-of-social-media-in-recruitment#comments Tue, 17 Apr 2012 15:03:28 +0000 space2 http://www.space2uk.com/?p=992 Space2 have been exploring the use & impact of social media in their training. Most recently I have spent time looking into the use of social media and recruitment, which has been quite insightful.

Personally, I assumed that social media was the future of recruitment. With LinkedIn encouraging you to complete your profile by uploading a CV, and the platform of the LinkedIn profile set up in a way to read as a business advert for your skills and services; I thought it would be an obvious tool for employers.

My research has uncovered that the lack of understanding of social media, and the lack of strategy in place to support social resourcing, is actually what prevents many companies taking full advantage of the tools freely available to them.

Moreover, the legal implications involved with social media background checks – ie. Researching of personal twitter pages and Facebook pages is yet another barrier that would prevent businesses with fully engaging in social resourcing.

It is a shame that with such fantastic insights at our fingertips companies are feeling restricted by lack of knowledge and fear of legal repercussions. So is there a place for social media in recruitment?

I believe the advantages far outweigh the disadvantages when used correctly, using LinkedIn as a vehicle to engage with potential employees and have first-hand visibility of their credibility within their current company, their past employers and see who is happy to be professionally linked to them. As it shouldn’t be forgotten the entire purpose of social media is to engage, and interact. If it’s not used as purely a ‘window shopping’ experience – it has a much greater chance of being a success and attracting the right candidate to the right job.

I read an article on Personnel today which ended simply with: “social media recruitment has only just begun”, I couldn’t agree more.

What are your thoughts?

Kim, Space2

For more information on Social media and recruitment please visit: www.whatjobsite.com

We will also be featuring a module including this topic in our Advanced Management Academy – please get in touch with me if you’d like more information. Kim.surman@space2uk.com