Open Source Beyond Code: #HROS with Ambrosia Vertesi – part 2 of 2

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Open Source Beyond Code: #HROS with Ambrosia Vertesi - part 2 of 2 1
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Yeah right yes still object welcome to the Acquia podcast drupal technology community and business welcome to the app via podcast drupal engineering community and business the module for that of course there is this is the Acquia podcast why don’t you introduce yourself to all of us and and tell us so whatever it is you did okay my reputation is deborah shubert SE and i work at a company announced HootSuite which is a social relationship platform or a social conduct stage and I had a talent or HR corporate social responsibility internal communications and so I’ve been for the past approximately five years managing the hyper growth of that organisation from I was hired 20 and now we’re a thousand employees in 12 countries now wow I will link to this you recently were a co theme loudspeaker yeah and a connected in conference about ability HR recruiting it’s a great presentation I really experienced it here you’ve come up with a theory that is turning into some sort of a gesture I suspect um hashtag is HR OS yes and so it talked a little bit about what’s going on with this how you know when it started with the idea was and what various kinds of what various kinds of sharing gone on and I extremely like to know what you’ve learned from others like something that you never would have seen unless you had started this culture of sharing mmhmm so I signify I was my own i guess besties speciman at HootSuite because when I started I was the sole practitioner and so I envision I I oversee four departments to in theory because we were 20 beings but I was in Vancouver which is known predominantly for regional offices and mining it and it had some tech centres but chiefly regional offices and so we weren’t in you know the epicenter of innovation and startups we were in a situate that the ecosystem was just going around us we needed to collaborate we’re too third party API so we need to collaborate and that opinion I was like this is a perfect example of the organization that those things coupled with the fact that I was truly entitled by our founder to take risks and genuinely find a different way to do HR profoundly that I was like this is my opportunity to see if this thing is is real and so it started very much so out of necessity and being empowered to take a risk and that was me reaching out to beings and being like I’m the only person now I’m you know trying to find a different way to do things was it like a let’s have lunch call and by the way this is what you know if you break it to the softer to do I violate it soft I was very much so like this is the problem I’m trying to solve do you have a the hable because a lot of epoches people talk about why you should do something in what you should do and if you read Forbes clauses about you know best

Open Source Beyond Code: #HROS with Ambrosia Vertesi - part 2 of 2 1
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workplaces and all that kind of stuff performance management should be dead and I’m like but okay but how are you going to ensure that you have a high performance culture that’s fair and equitable for beings so the how is missing from anything you read online and in safe safe haloes and closed doors beings are telling me the Hat and I was like but the how isn’t competitive intelligence that should be baseline what’s competitive abilities is really you know me making that result realizing sure it is in line with my organization that I probably married it with four or five different other house to create a Frankenstein structures from its alchemy and so I don’t there are things i see is competitive intelligence compensation stuff like that it is of course our how many foosball tables but more okay then you need to hire one of my first challenges was i need to hire a hundred people in eight months with five thousand dollars how do I even start looking at something like that in Vancouver Canada I and that you know that’s a how that’s a that’s a how do you wipe your skill that fast or a social HR you know right away our founder was like if you’re going to be in this business you have to believe in what we’re building and you have to bring it into your practice mmhmm I wasn’t a social native when I “re coming back” so you had to kind of do this in a very open way as well because that because you’re a social business yes Wow so in a way actually write the specific characteristics of HootSuite was propagandizing you in this direction okay so you saw the call you had the lunch um and you’re telling your colleagues oats or you’re asking so you’re telling them your problems yeah and saying I need aid are you able fastened me up with somethin how did they greeting I found that they were very concerted and I think that you know that the HR practitioners specially last-minute said you know people think of them as gatekeepers and all this but that was never my experience my experience has been than anybody I’ve ever mail a at-bat signal out and said his no fear um beings have come and facilitated me and then I reciprocated when I could certainly do that and what I felt like was my ability to reciprocate a lot of the time was this emerging technology of social HR and in the beginning it was very well you’ve got this and I’ve got this maybe they labor at a 40,000 party busines and they could spend half a million dollars on you know testing something to make sure it was gonna scale oh gosh right and so I was like okay well I know what you should do in 10 hours if somebody says something unsavory on social media you know how you can get that through a tpr here’s program so it was really about equal value proposition it wasn’t just about solving a need I felt as though we could impart something back and that every HR practitioner exactly would have something they’re up against you know whether it was growth or even you know going back that they are unable to utter an equal value reciprocity if they came over themselves and the stereotypes and the reputation so in open beginning technology system it extremely we have a we have an idea which is which is perfection yeah is the enemy of done and there’s a lot of times when you should write that code in Drupal’s case we’d say a module or something you know you write some functionality and you get it out there and in such cases then we have tens of thousands of developers yeah who are also building websites and network applications and if you’ve written a piece of functionality that a consumer of yours needs it’s very very likely that somebody else needs that right ninetynine percent of business difficulties are non unique and I’m sure that suitcase as well and if you write a solution that is at least useful Yeah right somebody else is going to eat that solution as well and then you have this some group of smart professionals we’re going to take it and oh watch that is exactly what I need but if you do this this way then it’ll flee twice as fast i’m going to add these other five gatherings that there is a requirement to em large-hearted and then i’m going to give that back so you placed the idea out there and you get recognition like karma actually for putting the idea out there and then they give this thing back to you and it’s better in a shinier and it’s faster right and then multiply that in such cases by you are well aware 30,000 makes or more and i’m never the smartest being in the office and I’m certainly never the best developer in the office right so and everybody else right has their own problems then and so all of a sudden you sort of open the doors so that everyone is like I if I say I in a few weeks here but I’m strong and you know if you say I’m link here I need improve person is contributing to and as other parties open up and say that then you’re going to stop the opportunities where you can be strong where you you know something like you know social right that’s so so is that happening that kind of collaboration absolutely and I think it always was I by no means think that like you know we singlehandedly started this collaborative try but my my thought was that you know we could bring this out into the into the practitioner space instead of it being you know a group of people who or you know somebody answer the phone because I had HootSuite and then we’re sharing because we know each other or you you know what if you’re an emerging practitioner right and so it was a way to even the playing field and a direction to showcase actually as well that HR is very innovative and they are very collaborative and they do want to support each other and that no one is does have the excellent reaction in the excellent solve so let’s all work on it together and frankly and the solve like you said might not actually come from the practitioners it may come from the employees mmm they might come back and say hey we visualized that you precisely did you are well aware for us for example we put out our recruiting metric report it’s just a very low hanging piece of fruit that people can build for free on Google Docs but data is so important and the a lot of the recruiting application isn’t that great and so we frankenstein something and one of our operator examined it and he said that’s a really great report but did you know you could do this and that was an employee self now I’m construct a partnership with my employees it’s not HR constructs behind closed doors with the leadership team and a marry key stakeholders and then propagandizes it into the world for you to eat it’s more about we’re all working on this together because we’re partners in this business we’re trying to solve this set of troubles right and we see it in in marketing with patrons all the time clients you make purchaser feedback and you build based on that and HR has those things in work involvement inspections but we work in real day environments now glassdoor shows us that social media shows us that we don’t have two to three years to take an employee engagement survey activate what the ten percent we believe that is quantifiable and built I’m house as the buses moving the rotations gone on and for me and I believe for a lot of HR practitioners thee there are always things that are going to take a lot of time immigration takes a lot of time entity establishment payroll all of those things but the stuff that is servicing people’s daily jobs and removing roadblocks and entitling them should be done in collaboration it should be done openly and it should be for today and so you’ve created an explicit infinite for this right and explicitly open a mother community for doing this instead of the booze my chum you call so and so yeah you know we’ll do this over boozes so so I desire that you’ve created a comments now and and I read a couple of the case studies everything I really like it so far um people can check this out at H R 0 s dot C oh yeah and HootSuite has a couple of case studies up and I guess that’s at HootSuite calm/ h ro s well they’re all on that HR older OS tacos so one of the great things about HootSuite was going to you know presenting this to the executive team and saying we want to be innovators within this innovative organization but we don’t want to be seen as you know it merely being in social because we’re actually improving a lot of stuff our squad is proud of and we want to help other practitioners and maybe it’s not excellent because we’re all hyper both organizations and some stuff is just ducttaped but then people can help us get better and that’s just going to bring the organization forward like whatever society whatever organization it is and so boos did a lot of opportunity to start you know to really threw some nonsense out there and approximate interest to see if parties were actually interested in this idea and if it was then they would throw some gasoline behind it help us get impetu and then we would make it brand agnostic and we remove it outside of the organization so one of the contributions that you’re making to this community right from the

Open Source Beyond Code: #HROS with Ambrosia Vertesi - part 2 of 2 1
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beginning is actually that you’re good at social and that you can test the ideas that people are interested in right very quickly yeah and so instead of saying you guys should use periscope and do all these social tasks it’s here’s how we build a world employer social program in five days and here’s what we got wrong and here’s what we learned and here’s what you need to consider peculiarly if you’re a publicly traded company and we know that because we worked with 2,000 project organizations that we did this with so I was on a call today before we got talking and I’m working on a case study with a exceedingly very large company and about a tech application and it’s interesting and it has you know hands appreciate and criticize it is actually quite interesting and I was going through the case study structure and the type of information I just wanted to know and actually based on watching your keynote I said so some of the background information actually even if we don’t produce it I truly want to know what went wrong nothing went wrong right yeah are we nothing went wrong there might be a couple things that we could do better next time talking and it’s interesting um because I’m jolly relentless about about merciless in a good way about like trying to get the right amount of open and the get the information out there so that people can share and it was um it was fascinated because this organization is investing heavily in open beginning and they’re giving back a good deal but still this like oh but we might have to you know it was it was a lovely lovely moment so I adoration the idea of including the the takeaways yeah like this to do this don’t do this yeah we’re here here’s what we thought and here’s what concluded up here’s what we suppose in theory based on what we knew and here’s how it registered up in practice and that vulnerability I think was you see it missing in conferences “i m loving” powwows we all adoration conferences but beings are there is brand counsels and they often tell a story of like why you should do something what they did and how it drove and we seeded this exactly like this from the figure and it was amazing and here’s what you should do that and then what I discovered I’m going to a lot of conferences is that i would i would have all these ideas and then i I’d be walking or two things and no feeling how they did that so I’m gonna have to follow up with another dialogue and that’s the only way I’m going to find out what didn’t work and to me that was like producing with the wrong paw that’s what you’re but that’s what you’re you are well aware after meet be your budget is for right but instead my hope was that we would go to discussions and precede with not only the why the what now but then a definite take away I make that template and decide if this is something you care about and maybe it’s something that you apply because you have you know HR is constantly boot strapped for currency and so here’s a free template go and see if it works for you and if it doesn’t then that’s fine because we’re it was what we already share what might or my mare may not work for you but too the idea being that sometimes it isn’t taking the resource sometimes it’s actually validating what you’re doing you might actually say that’s a great idea but what we’re doing is the right solution for the americans and that’s really great to leave a meeting not just hearing about all the things that you could be doing liberty that you actually got something right is it it’s a great feel their great feeling and so I think in the same dispute when people share their HR OS stories you know someone’s going to be able to say you know oh hey wow so actually steps one through five that’s all trash I do but this other thing that’s a great like additive so in my client you’ve already reformed how I succeed right in terms of more explicitly talking about um site false starts and mistakes along the way even if I might not write that into a final product if I believe that if I have that background I’m better equipped to understand the whole situation and explain the reasons so and as soon as as practitioners I intend there’s this kind of you need to be connected to your employees because they’re your customers and so if our crew realizes us saying we did this thing and we here’s the parts that we missed then now I’ve been humanized to them now they’re able to come and “ve been told” when things might not be perfect because I’m not projected and I’m not posturing and I’m not guarding against and there are things in in your job in HR that are very you know they’re very serious are very adjusted they’re very conformity motor but there are sand chests where you can be have a lot of amusing and you can really connect with beings and we want to put you know some of those things out there to educate not only employee or not only HR people but works because the more they are aware of about our profession understand how how we can work together to build a culture and to build a company that we both is intended to be more right so elevator tar style hmm what are the geeks getting right with their open informant application ideas and practices and what should businesspeople be what should business people know about that and be be taking away from it yeah I judge high level um it starts with the mindset so the mindset of we’re all in this together let’s work on this together let’s support and share those are things that businesses should be taking into their practices we’re all intellectual capital business those things doesn’t matter if you’re in restaurants those fundamental traditions create amazing work robes and better businesses and i think that the engineers got it that right and all of the other little things sure the peer review might not be perfect somebody’s doing this somebody’s trying to monetize off that I’ve no interest in that at the very highest level that is the right mentality I believe to build your business on applique more detailed information is applicable to any network with ya okay I’m not I think that those are unique to every province what you guys certainly quality might be something very specific and we might not quality it but if we’re all aligned it a hundred thousand feet above whatever does you unique in your own domain i think is probably practical that’s the one to one solution the onetomany solution is the mindset the vulnerability the collaborative ness and putting it out there um i think is the large-scale takeaway for HR OS and the large-scale thing that we’ve been able to not only do a good sweet but in five months we have eight example studies we’ve gotten fellowships like Oracle who isn’t notoriously known for opening the kimono to parties they’re actually have an incredible HR department who not only shares frankly and shares our best practises but shares what they did for free shares the new challenges they have all budget and beings have a tendency to think that you know sure-fire companionships have it easy but we’re all up against it and we’re all trying to do this with this and that’s not unique to just one company’s battle I think that we’re all going to move forward if we all really have that fleck of mentality to be able to say okay all the practical applications the how we do it might be very different but if we relying on the lie then we’ll will partner with each other and I think that’s really the only way we’re going to get an committed workforce it sounds like this HR LS communities off to a great start yeah please invite me to your first discussion um so deepening gears now yeah shameless push Fort Hood sweet know ooh well I believe that it’s very evident by now but if you are not on board with this that social is changing the route the world countries communicates and there will not be one winner there will not be one Facebook there will always be multiple plazas that you’re able to manage what you want to do but HootSuite helps you aggregate all of those logins all of those things into one situate so that you can manage all of your social media you can optimize that you can engage you can collaborate you can measure all your results and you can get back to doing your life which is a really important part for us is that we simplify it for parties and optimize it for beings so that they can go out and get back to what they’re doing hey thank you so much better perhaps further for taking the time to come in Simon really it’s been it’s been really great and I truly do highly recommend checking out her keynote from the LinkedIn what was it announced accurately linkedin connect powwow yes it’s great i will link to it in the establish notes for sure um and depending on whether i get that pro subscription or not i will tweet about this podcast you please give me a free pro pro so I adoration I loved it queries on camera because I will do what I can Jim I’m gonna have to cut that part out oh you got it edit that I’m put that after all the questions

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