{"id":29521,"date":"2009-09-14T09:49:54","date_gmt":"2009-09-14T08:49:54","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=29521"},"modified":"2009-09-06T19:51:48","modified_gmt":"2009-09-06T18:51:48","slug":"from-the-inbox","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/from-the-inbox\/","title":{"rendered":"From the Inbox: Tips for Great Tweets, plus a Serious Subject"},"content":{"rendered":"


<\/p>\n

\"at-sign\"<\/a><\/div>\n

Two items found in my email recently are definitely worth passing along.<\/p>\n

First:\u00a0 Using Twitter for Employment Branding? 15 Things Recruiters Can Tweet About . . .<\/a> is a concise, creative checklist of ways to make Twitter make sense as a recruiting tool.\u00a0 Tweeting career advice, sharing interview examples, announcing offers and new hires, posting event photos-real-life ideas and information that will make your Twitterstream actually interesting!<\/p>\n

The post is so perfect that I won’t try to summarize here.\u00a0 Instead I’ll just suggest you print it out, laminate it, and keep it in plain sight at all times.\u00a0 Even if you don’t tweet, these suggestions can be utilized in a variety of other ways to enrich HR communications.<\/p>\n

While you’re at it, check out some other smart advice from the same author (Jessica Lee, a Senior\u00a0Employment Manager for APCO Worldwide), <\/em>such as Social Media Won’t Do a Thing for Your Employment Brand if Your Brand Simply Sucks.<\/a> Partly I just like the title, but the post is also a good reminder that realism is often the first casualty of social-media enthusiasm.<\/p>\n

At the opposite end of the spectrum is an item from the Workforce Management website:\u00a0 Employers Grapple with Rise in Workplace Suicides<\/a>.\u00a0 According to this important article, “there was a 28 percent increase in the number of suicides committed in the workplace last year–251–compared with the prior year, according to a census by the U.S. Department of Labor released in August.”<\/p>\n

Note that 251 is the number of suicides actually committed in the workplace<\/em>.\u00a0 \u00a0That doesn’t include the much greater number of employees who take their lives elsewhere.\u00a0 The piece goes on to explore some reasons behind this trend, and provides some advice, along with links to related discussions.\u00a0 Again, I won’t summarize–but I urge you to read the article.<\/p>\n

What does workplace suicide have to do with recruiting in general, and with the corporate website in particular?\u00a0 Here’s one connection:<\/p>\n

Positive corporate values, a supportive workplace culture, respect for life\/work balance, and a constructive approach to diversity are intangible benefits that improve the employee experience and should be highlighted on the website, just like tangible benefits such as health insurance and 401Ks.\u00a0 In addition, the availability of Employee Assistance Programs and mental health coverage are valuable assets that enhance the employer brand.<\/p>\n

Most people don’t join a company expecting to experience a life crisis–but they would like to know that if or when they do, they can expect help and not harm from their employer.\u00a0 When a prospect evaluates a company, that’s one of the assurances he or she seeks, even if not consciously.<\/p>\n


<\/p>\n","protected":false},"excerpt":{"rendered":"

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