Companies should embrace network-supported informal learning because it works better, not because it reduces labor costs. People learn more efficiently at the time of need, in the context of work, from people in the know and through virtual conversation.
Defining influence is a class A Philosophy project. There are nuances upon nuances. Influence is one of those ideas that describes situational dynamics.
The current offerings in social technology are early demonstrations of ideas that will mature in the coming years. Data collection and distribution are currently far more important than the supposedly social aspects of the technology.
The Rare Find is both an exposition on the best recruiting methods and, as a result, a critique of contemporary Recruiting.
More Social, More Data, More Job Boards, More Acquisitions. Here are my forecasts for the coming year.
Self-quantification (or life tracking) is the art and science of using personal data to improve performance and understanding.
If I wanted to attract the attention of regulators, I’d announce an acquisition on the first day that the markets are able to digest the fact that I was acquired.
I’ve spent some time at the SuccessFactors offices in Silicon Valley. Not enough to be a citizen, more like the number of times you use your museum membership. It’s one of the most intriguing cultures I’ve ever run across. The company dreams big, runs on rocket fuel and mania, and has a take no prisoners strategy.
The difference between bravery and foolishness is hard to distinguish in the sorts of people who are willing to bet it all on their ideas.
If you missed the Webinar I held with RecruitingTrends.com on Wednesday, here are the presentation materials. – John Play mp3 Audio from Presentation The Flow of Social Technology In HR and Recruiting View more presentations from John Sumser
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