Delete - the virtue of forgetting

vms_e_smA thought-provoking interview this morning with Professor Victor Mayer-Schönberger on Radio 4’s Start the Week with Andrew Marr examined how we deal with the mass of personal information that we publish online: should more be done to build obsolescence  into our personal data trail? This is an issue that I’ve written about before and to which all of us increasingly have to be alive, for once it’s out there in the public domain (the embarrassing Facebook photo, the comments from our friends etc.) there’s currently no going back.

The Professor’s suggestions for dealing with this include (if I understood correctly) creating something equivalent to tags that allow users to set a date after which their data will self-destruct; managing sub-compartments for our online lives; and something called ‘rusting’, which sounds suspect but makes quite a lot of sense.

It may be that one day, technology will allow us to append a use-by-date to our data, after which it will self destruct. But I suspect this will be a solution offered by individual data processors, at least to begin with. I can foresee a scenario where Twitter, for example, might offer users the option to have tweets self-destruct after a set time. The question is though: would that be that? Once the data has propagated itself around the net, can the original service provider ensure its effective destruction? I suspect not.

More realistic to my mind is the idea that we should take personal responsibility by taking more care as regards the people to whom we publish our data. This, with the support of service providers, shouldn’t be too difficult to achieve. At GazetMe we’ve always made our starting point that data recorded by our users should be private until such time as a user decides to make it public. What’s more, we allow our users to publish different information to different groups of contacts: you may want to present a detailed resume only to limited people, but a more general summary of your achievements to your wider network, for example.

And so then to ‘rusting’. This, the Professor explained, was like the way we store our personal papers in a succession of ever more inaccessible shoe-boxes: first the box is by our desk, then in a cupboard, then in the attic. At each stage it gets harder and harder to retrieve the information. In the online world, our data would simply acquire rust: retrieving it would become harder (slower) the longer it had been out there. Eventually, most of us would give up unless we really needed the data - that’s the point where we get out the step-ladder and head up into the loft.

Some interesting issues then, and doubtless technology will be part of the answer. The starting point though has to be that we take care of the information we put out there.

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Posted in Information Overload, Post-Trivialism, Posts | Tagged , , | 1 Comment

Successful Interviews Every Time

robyeungI’m always a little wary of self-help books, but one book that I’ve re-read recently (out of curiosity, not the need for a new job) deserves recommendation: Successful Interviews Every Time by Dr Rob Yeung should be studied by anyone engaged in job search.  I first read this book about five years ago when I was job hunting and was struck at the time by how much it was focussed on straightforward, practical advice.

In particular, Dr Rob devotes five chapters, nearly half the book, to the types of questions that you are likely to get asked. Now you might think that it’s impossible to identify all types of questions that will come up, but believe me, Dr Rob does. What’s more, he distinguishes between questions that you are likely to be asked by a skilled interviewer (e.g. those that elicit more information than might at first seem obvious) and the dead-end questions that an unskilled interviewer will ask.

How do I know that these questions come up? When I first read the book I’d had some interviews where I knew I could and should have done much better. So I set about creating a document listing every question or question-type that Dr Rob identified and drafting my own answer to each. It was quite an exercise and at the time I questioned my sanity for going through the process. However there is no doubt in my mind that it paid off: I used the document with my answers as a crib before interviews and sure enough the questions came up. The value to me was that I was able to answer those questions with prepared answers that were crafted to show my skillset and potential value to the employer organisation. Had I been answering on the hoof, I doubt that my responses would have been anyway near as good.

So, before your next interview, get a copy of this book; study the questions; craft your answers; and memorise them. You’ll thank Dr Rob at the end of it.

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Hounslow…you’re fired!

sugar-404_681937cTime for our quarterly look at unemployment with the news that in the three months to July the total number of jobless rose by a massive (and scary) 210,000, the equivalent of the entire population of an outer London borough.

Over to you Lord Sugar: ”Hounslow…you’re fired.”

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Herd: How to Change Mass Behaviour by Harnessing Our True Nature

herd4My book of the week is ‘Herd: How to Change Mass Behaviour by Harnessing Our True Nature‘ by Mark Earls, a highly original take on marketing, consumerism, and the way we are influenced by business (or not as it happens). This book turned out to be so compelling that I placed on hold my two other excellent holiday reads, Andrew Roberts’s ‘Masters and Commanders’ and ‘The Girl with the Dragon Tattoo’ by Stieg Larsson, in order to read it cover-to-cover in record time.

Earls’s theory is that rather than behaving always as rational and independent individuals, we are in fact much more influenced by those around us (family, friends, colleagues) than perhaps we realise. From his perspective as an expert marketeer, albeit one who displays a healthy scepticism of his own herd, Earls combines commentary on the works of social scientists such as Desmond ‘Naked Ape’ Morris et al with his own ideas (supported by plenty of examples) as to how businesses should really approach marketing and business management. At its heart is the contention that much as businesses would like to see their influence on potential customers as a straight line relationship: advertise, market, promote = sale, the reality is infinitely more complex and depends on much information, opinion, and recommendation flowing within informal networks around the potential customer only some of which will be directly influenced by the business itself.

You may not agree with all of the book’s conclusions, and from my own perspective it would have been good to have heard more about how to get the herd moving in favour of a nascent business like GazetMe, but it is without doubt one of the most original business books I have ever read. I recommend this book highly because it will make you think. I’ll be seeking to get the herd moving myself and will report further on this as I go.

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Competency outline: Customer Service

cust_serviceEvery business has customers.  And generally speaking the cost of selling to an existing customer is far less than the cost of acquiring a new customer. Thus businesses will value highly any employees who can demonstrably assist with maintaining good customer relations. So how can you demonstrate expertise in customer service? The key thing to remember is that every interaction with a customer contributes to the overall impression that that customer has of your business. It may not be a direct selling opportunity, and indeed your job may have nothing to do with selling, but treat the customer well and you enhance the reputation of the business.

How then to demonstrate customer service as a competency in a CV? Again, if your role involves direct customer interaction it will be easier to give examples of good customer service that you have provided: anything that involves going beyond the call of duty (making comprehensive travel arrangements for a visiting customer perhaps, or ensuring that a customer has all the information he or she may need before a meeting without having to wade through a website to find it for themselves). If your role is not customer-facing (working in the back-office or on the factory floor) such opportunities will present themselves less readily. The important thing is to seize chances that do arise, keep a record of them for future reference, and be prepared to talk enthusiastically to prospective employers about your awareness of the fact that the customer is king.

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Managing your NetRep

Following hard on the heels of my earlier post about censoring your Facebook profile comes this excellent guide to managing your online profile from recruiters Badenoch & Clark. An easy to read, concise summary not only of the dangers of letting your online reputation get out of control, but also of the positive things that you can do to enhance your reputation online. A recommended read.

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800 new Tesco jobs in Glasgow

tesco2Well they may not be coming until 2010, but the announcement by Tesco that it is to create 800 new jobs in Glasgow as part of its growing finance business is good news. Why Glasgow? Doubtless a £5m grant from the Scottish Executive helped to sweeten the deal, but it’s likely that Tesco was looking to Scotland anyway given its previous collaboation with RBS. Whatever the reasons, the news is good for those in Scotland’s finance industry and for Glasgow in particular.

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Posted in Economy, Posts | Tagged , , , | 1 Comment

Why job hunters should censor their Facebook pages

If your Facebook profile includes embarrassing photos or comments that you wouldn’t want a prospective employer to read, think hard about your privacy settings because employers are increasingly turning to social networks as part of their background checks.socialnetworks

As a new survey by CareerBuilder makes clear, more employers are pre-screening candidates using their social networking profiles and the results can be positive or negative. The survey revealed that 35% of employers had decided not to hire a candidate as a result of photos, comments, and information about drinking/drug taking posted on profiles in Facebook, MySpace, Twitter etc.

The message then: clean up your profile, or ensure that anything that might embarrass you is only viewable by your closest friends.

Hattip Fast Company

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Creative measures may only delay job cuts

A worrying piece in Personnel Today quotes both John Philpott, chief economist at the Chartered Institute of Personnel and Development and Richard Lambert, director-general of the CBI with the same observation: that the much touted creative alternatives to redundancy (e.g. 4 day weeks and job sharing) may only serve to delay redundancies rather than prevent them altogether. It may seem like stating the obvious, but these solutions only prevent redundancies if the businesses deploying them are able to return to good profitability in a relatively short timescale. With evidence from the Bank of England confirming what many have feared, namely that the recession in the UK is deeper and will last for longer that predicted, the question is: how long can businesses hold-out before more severe cuts become essential.

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Phantom new jobs at Diageo

mediumA further illustration of the paucity of new jobs about comes in the announcement by Diageo that it was to ‘create’ 400 new jobs at the same time as it made 900 redundancies, which is beginning to unravel. As this report in the Daily Record shows, many of those new jobs are in fact unlikely to be permanent being just six or nine month contracts offered to redundant staff. Of course if the economy starts to grow again it is quite possible that those jobs will continue beyond their initial term. But if it doesn’t, the jobs will simply dry up again. While it might be reasonable for Diageo to claim that it is doing its utmost to balance the needs of the business with the interests of its employees, the episode shows that businesses should take care when announcing job creation - non-permanent jobs are only a temporary solution, and businesses like Diageo should make this clear.

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