#6things: STEMBabes, Mass Texts and Big Brands

#6ThingsYouNeedtoKnow

By Maren Hogan:

Wow. It’s been a week and a half. I mean, it’s only actually been a week but it FEELS like longer. Such is our new normal — anywho, I am locked and loaded with links, anecdotes, and as usual…things.

I Like Big Brands and I Cannot Lie

The Wilson EB Report is out and it gives some insights that I am sure it intended and some it might not have. For example, while many enjoyed the info, Holland Dombeck McCue had some smart insights about its judging criteria, as it included things like job boards and seemed to give preference to career-specific job channels. Carrie Corbin pointed out that the EB report was really measuring recruitment marketing when Tim Sackett wondered allowed why EB Superstars like Nike and Apple weren’t in the report. Fair point. (PDF)

.@TheCarrieCorbin and @TimSackett talk brands and #EB in this week's #6Things: Click To Tweet

When Amybeth Speaks

Amybeth Quinn nee Hale, was literally my first sourcing crush and my respect for her intelligence remains to this day. I often bookmark her tips, as she explains in a recipe-like format how she’d approach a sourcing or research problem. Her article, You Don’t Need Dedicated Sourcing If You Do These Things Well, was published on SourceCon this week and it’s GOOOOOOD. Here’s a taste:

My position on a dedicated sourcing function being unnecessary comes with an important caveat: you must be doing several other things very well for that statement to be true. In an ideal situation, all parts of the TA organization work harmoniously and efficiently with one another. In reality, that is not the case, as we deal with human beings who have opinions and emotions and technology that may be outdated or inappropriate for our needs. The following are five areas which, if all are working in tandem with each other, would create a situation where a dedicated sourcing function isn’t necessary.

No one is more true blue to sourcing than Amybeth and it’s amazing that she has written such an in-depth how-to guide on how to eliminate it as a dedicated function. In a world where lots of scared that AI will take their jobs, she’s showing you how to be a better, more informed, more well-rounded recruiter. Fancy that. (SourceCon)

The @researchgoddess strikes again! Check out her article on @SourceCon! #6Things Click To Tweet

Good Question

In the wake of the Hawaii false alarm, some HR pros are wondering just how to inform employees en masse via text. Well some serious contenders popped up in HROS when Miranda Hadden asked. Everbridge, Call-em-All, Workplace by Facebook w/Safety Officer were the top three. (FB)

Simple is good. Too simple…I’m not sure.

Resources for Humans, a new newsletter (seems new anyway, I hadn’t heard of it) is well done. I don’t hate it. (Subscribe here)

These change every so often

And it’s good to have a plan. Coschedule was good enough to put 14 studies together to help you figure out when you should bubble up a new post on Twitter or set that video free on Facebook. They pulled these stats from 14 studies on the subject. The infographic is helpful. (CoSchedule Blog)

We’ve been fighting about a lot of things lately…

Pew Research was researching inequality and harassment in the STEM sphere earlier in 2017, the pre-Weinstein era as it shall soon be deemed, and what they found was troubling:

STEM women have experienced gender discrimination at work, according to a nationally representative Pew Research Center survey with an oversample of people working in STEM jobs.

These findings come amid heightened public debate about underrepresentation and treatment of women – as well as racial and ethnic minorities – in the fast-growing technology industry and decades of concern about how best to promote diversity and inclusion in the STEM workforce.

The study covered three groups of women to get a sense of workplace inequities and the findings, were…kinda gross, but not surprising!

PEW research chartSo that’s where we are in 2018 people, that’s STILL where we are. (Pew)

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