Robert Scoble Erased From Facebook

Lots of people have problems with Facebook.  But now one of their biggest fans has realized that even being a big blogger doesn't protect you.

Robert Scoble was erased from Facebook.  His profile and data are gone, and while many people in the blogosphere are enjoying a moment of schadenfreude, the issue of having all of your data and contacts erased is a big problem. 

Still - my sympathy for Robert isn't very high, primarily because of his comment on Facebook Observer about Harry Joiner.  Harry is a recruiter who was banned from Facebook for uploading his GMail address book to the site.  He complained, but got nowhere.  Eventually, he was reinstated. 

Harry joined Facebook because Scoble said it was the wave of the future.  And Scoble replied on Facebook Observer with this comment.

#1 Robert Scoble on 08.03.07 at 2:58 pm

This is spam behavior. If they allow it for him they have to allow it for the spammers. I’m glad they don’t allow you to do this. I have 4,200 contacts: each added one at a time.

Scoble didn't know Harry personally, but his reaction was negative.  He called Harry a spammer, suggesting that he was better because he added his names one at a time.  So what was Scoble booted for?  He exported 5000 contacts from Facebook to Plaxo.  He says he was checking to see who was already in Plaxo, but by his own definition, he was a spammer.  There's not much difference between what Scoble did and what he accused Harry of doing.

Maybe it's for the best.  Facebook has some serious privacy issues, and while it's no fun for Scoble, it's a wake-up call to the rest of the industry.  You don't own your data online unless you host it yourself.  And these companies that want you to sign up for social networking, aren't all in it for the freedom.


RehabCare Blog Gets Well Deserved Attention

The Campus Relations department of Rehabcare got a nice little write-up today at ERE's Inside Recruiting.  Leslie Stevens interviewed Barbara Wallace on how they got started, what their metrics look like, and why they're using a blog to communicate with a pipeline of students who want to get hired as occupational, physical and speech therapists after graduation.

"Our goal is not merely to recruit students; we want to provide a complete employment resource which includes providing information about the profession and how to transition from being a student to being an employee," says Wallace. "The blog fits into our strategy, because it was one more tool that could use to offer information about the profession."

I'm the consultant mentioned, so maybe I'm biased, but what's nice about Barb's group is the blog fits their personality. In essence, her team is a college sourcing team.  Their job is to identify people very early in their college careers, to prep them and help them as they make career choices.  To do so, Rehabcare is turning to the next-generation of recruiting tools to help them connect with the much-ballyhooed Gen Y.

For most recruiters, a healthcare company based in the Midwest isn't on the radar for being on the cutting edge of recruiting, but Barb's team is implementing activities that the hippest Seattle firm would be proud of (and no, that's not to anyone in particular).  The blog is just the first step.  SMS campaigns are currently running, and while texting barely catching on in product marketing, Rehabcare in the next year will have a fully functional mobile marketing campaign tied into their campus visits, all while their competitors are still paying tens of thousands to job boards for stale candidates who get a dozen calls a day.

Originally, their project included a PPC campaign for tuition reimbursement.  Four months later, there's little need for that.

Search "Physical Therapy Tuition Reimbursement."  Do the same for Speech Therapy, Occupational Therapy, and a host of other keywords, including inputting the licensing and certification exams to become a therapist that could work at Rehabcare.  The Campus Relations blog of Rehabcare is on the first page in every category, and they are just getting started.  There aren't many occupational therapy blogs, but the ones that are there, know about Rehabcare.

The work isn't over, of course.  Barb and her team have to manage the programs, keep up the content, and ultimately translate their work into hires.  So far, I'd say they are off to a pretty good start.

Go check it out for yourself. The college blog of Rehabcare.   


Some Blogging Statistics

How many bloggers are there, and who are these people?  The BlogWorldExpo has compiled some of the statistics.

Important Blogging Statistics PDF Print

Just a little bit of information, seeing as the liveblogging seems to be a bit disjointed.



Benefits Of Small Business Blogging: BlogWorldExpo with Scott Allen

Liveblogging from the BlogWorldExpo, in the session on small business blogging.  This has particular resonance for recruiters, as I regularly point out that third party recruiters can increase placement fees by at least $100,000 per year with a focused blog.

1) Industry Networking:  As I've proved on this blog, building out your online network with a blog is a great way to establish your expertise to your audience.  I'm a blog expert with a background in recruiting.  That gives me a unique perspective on the manner that is now broadcast to over 100,000 people each year.  That's a trust that could not have been generated on my own.

2) SEO Benefit.  I rank on the first page of Google for hundreds of search terms for recruiting, St Louis consulting, headhunters, specific technology interviews, and even random office pranks.

Update: 
Scott is covering the Do's and Don'ts.  He says delete your dead blog if you stop writing for good.

I'll be asking him questions about recruiting, because he was involved in the recruiting blogging early, if I recall correctly.

I'll tell you this - Scott gets it.  He says spend 50-60% of your time off blog, reading, commenting.  it's like he took our training (He didn't, he just gets it).

Time Invested:  Scott says 2-3 hours a week blogging, and 2-3 hours off blog.  Someone asked if that was a lot of time to spend as an entrepreneur.  He gave an example that showed an increase of 15% in business directly attributable to the blog.  I commented that you can make $60-100,000 as a recruiter using a blog.

I already have a website.  Should I add a blog?  He points out that two companies used LiveJournal and MySpace to make money.  I never thought about it that way.  You go to where your audience is.


Blogging Over At Job Matchbox

Rob Neel has me filling in for him over at Job Matchbox this week.  He's launching some interesting initiatives, so be sure to put him in your reader in the month of September.

Also - if you haven't already forwarded your stories to Paul DeBettignies for the Carnival - you're way late - grab a link of your best post and send it over to him - pronto.

He's a PR5 blog - that should at least get the SEO people on it.

And finally - got the green light on several good projects this week.  It seems that the desire to use blogs to make money is gaining steam in the recruiting community.   The goal here is always profit.

If you are using your blog to make money, from gathering candidates to finding clients - I want to hear about it.  My e-mail address is over there on the right.



Find more on diversity in the workplace at DiversityJobs.com.



Mapping The Recruiting Community

One of the things I do for my interactive marketing business is community mapping.  The idea actually came from recruiting, as I always think of my community maps as sourcing websites as opposed to sourcing people.   A smart staffing company uses companies like Shally and Dave's JobMachine for their sourcing, and spends their time calling on those lists of leads.

My career has involved using lists of leads in every job - from sales calls to marketing calls to charity events to creating actual maps of business locations for my outside salespeople (any MapInfo users out there say woot!).  Funny enough - I've actually never mapped the recruiting blogosphere. Most of the information is there, as my RSS feeds and my personal reading has provided a lot of links, but as no one has paid to me create the maps for this community, I've never attempted a full one.

Call it the cobbler's kids syndrome - the only kids without shoes in town tend to have a cobbler as a father.

So what to do?  Well, I'm sure some of you out there are contemplating how to best market to the recruiting blogosphere (especially if you are new).  Yes, surfing the blogrolls for Recruiting.com, the Recruiting Fly, Sumser or the Recruiting Animal is a start - but there's more to it than simply having a list of url's.

What do you when you get them, and how do you communicate to bloggers?  That's what I left the staffing firm world to do.  So if you are looking to market to the emerging recruiting blogosphere (and beyond (to include HR, Interactive marketing, business, marketing, PR and your specific industry) you ought to think about giving me a call.  I do work on an exclusive basis, and information collected for one client is not sold to another.

Give me a call.  Prices below the fold.

Continue reading "Mapping The Recruiting Community" »


DoAskDoTell: Employee Blogging Policies

Do you have a dress code policy at your place of employment?  Do you have an acceptable Internet Use Policy?  Do you have a corporate blogging policy?

That last statement probably brought you up short, because most IT departments and corporate lawyers treat blogs like a bad case of the shingles - do nothing and hope that if you do get the itchies, the pharmacist will have something to clear it up with minimal pain and scratching.

But it doesn't work that way.

DoAskDoTell has a great description of corporate blogging policies

Charlene Li of Forrester really helps drive this issue.
Yahoo and McDonald's do a good job, also.

If you are a company that has employees, then you should have a blogging policy.  It does not matter if you don't like blogs, or don't ever plan on using them.  What do you plan to do if some of your employees are writing about the company right now?  You could fire them (we call it getting 'dooced'), but there is the problem of firing someone for an offense that 1) could be protected under the law, and 2) isn't listed anywhere in your employee handbook as being wrong.

The first thing I ask any corporate prospect is whether or not they have a blog policy in place.  The 2nd thing I ask them is whether or not any current employees are blogging (and I never, never tell them the answer to the 2nd question).

If you're looking to learn more about corporate blogging, download my white paper on called Corporate Primer on Blogging from Durbin Media.


Best Of The Recruiting Blogs

Jim Stroud has leaped into the video arena with a series of recruiter-training videos.  I can't say enough about the creativity of Jim Stroud, and this is yet another sign of how he truly is on the cutting edge.

Speaking of the cutting edge, Recruiting Animal, aka the Canadian Headhunter, is learning to podcast the recruiting world's version of the McLaughlin Group.  I haven't had a chance to call in, but I'm sure to make it a priority soon.