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Cambridge, MA
Meghan M. Biro is a globally recognized leader in talent strategy and a pioneer in building the business case for brand humanization. Founder of TalentCulture and a serial entrepreneur, Meghan creates successful ventures by navigating the complexities of career and workplace branding. In her practice as a social recruiter and strategist, Meghan has placed hundreds of individuals with clients ranging from Fortune 500s to the most innovative software start-up companies in the world, including Google, Microsoft and emerging companies in the social technology and media marketplace.Meghan is an accomplished consultant who has helped hundreds of individuals in all levels in the organization (V,C level executives, mid-career, mid-level managers, software architects and recent college graduates) and across generations (Gen Y to baby boomers), develop effective career strategies that propel them to achieve personal and professional success. Meghan is a speaker, practitioner, author, blogger and mentor who is passionate about the subjects of leadership, recruiting, workplace culture, social community, branding, and social media in HR. She is Founder and co-host of two Twitter Chats: "#TChat, The World of Work", a long-standing weekly chat and radio show and #HRTechChat, both communities dedicated to addressing the business needs of the rapidly evolving people-technology landscape. Meghan is an avid social community builder who is inspired by connecting the people and talent dots.Meghan is a regular columnist at Forbes and Glassdoor and her ideas are often quoted, featured on top publications such as CBS Moneywatch, Monster, Dice and various other HR, Social Media and Leadership hubs.
Other ways to follow Meghan M.: http://www.talentculture.com | @meghanmbiro
Unemployment is now hovering around 7.9 percent according to the U.S. Bureau of Labor Statistics, a statistical improvement over September’s grim numbers. Good news, isn’t it? Except for one thing: employers may not be positioning themselves to attract the best talent because they aren’t focusing on the candidate experience. Read on for five reasons you should.
People often wonder why they never hear anything back after they hit ‘send’ on the email with a resume attached or on the on-line job application. If you’re very lucky, you might have a preliminary email exchange with a recruiter and then never hear from them again. It’s a depressing experience, and one which also casts a shadow on the hiring company’s reputation. So why does it happen? Is it you, is it them, or is it just something every candidate must prepare for in the hiring process?
Community is the glue that lets authentic people participate fully in workplace cultures. Communities require collaboration, participation and investment. People who put effort into remaining true to themselves and their core values, rather than relying on just one abstraction such as a personal brand, understand the value of community and workplace.
Here are five things to do to free yourself from the limited thinking behind the notion of personal brands:
Your mother told you not to discuss religion, politics or sex in public, at the dinner table, with strangers, etc. In today’s litigious, culturally diverse and oh-so-politically correct society, that advice seems better than ever. Yet discussions of holidays, holiday plans and associated symbolism creeps into many work conversations. Right now, religion tops the list, with the advent (pun intended) of Easter and Passover. While some may find it hard to get worked up about fluffy bunnies and Peeps, is it ever OK to discuss religion in the workplace?
I talked about the advisability, around Valentine’s Day, of dating co-workers. It’s a short step to talk about forging friendships and personal relationships at work – when it’s appropriate, when it’s a risk, when it’s inevitable. And when to say NO. Yes, there is a NO setting on this dial.
There’s no easily-mined data to show that meeting people in college, through friends or at church trumps meeting people at work, many studies indicate school and work are prime meeting places. It’s a reality so we best get prepared in the event. So let’s get to it: what are the rules for dating co-workers? What mistakes must be avoided?
What are you worth to an employer? Quick, come up with a number. OK. Now, let’s come up with a realistic number. Negotiating salary is, for most of us, as difficult as getting past phone screens and interviews to the job offer. It can be tough to think of yourself in dollar terms. If you’re not prepared to negotiate, you’re sure to be unhappy with almost any offer.
I’ve talked before about personality-culture fit on Glassdoor, and it hit a nerve with the community. Now that 2012 is here and hints of economic recovery are in the air, I’d like to look at five culture ‘musts’ organizations should adopt to attract job seekers as the market slowly improves.
Unemployment refuses to drop below nine percent, which means real unemployment – counting all the people making do, juggling multiple part-time jobs and the people who’ve given up on looking – is probably much closer to 15 percent. This reality, for those of us struggling to make ends meet or to find a job, makes it difficult to be grateful. When you’re in survival mode, it’s pretty tough to step back and reflect.
The hard costs of commuting can be calculated with some accuracy. Gasoline prices are hovering around $4 a gallon. Car insurance figures vary widely, so it’s more challenging to find a reasonable average, but figure $1,000 per year – or perhaps twice as much if you’re under 25 or have had an accident or two. Then there’s the cost of buying a car, paying for parking, managing a car loan and maintenance.
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