comments

Great! We will continue the Circle Series as we progress into more complex topics. I look forward to seeing you then! Best, Joel

We're going to give free feedback. It'll be great.

Andrey,

Thanks - however that page does not actually say how/when online payments are made to the host?

For people that preregistered, when or how do I receive payment - does anyone know?

Great points Matt - Thanks!

Here is the associated article: http://biznik.com/members/joel-ballezza/articles/sick-sites-simple-search-engine-optimization

Will do - Thanks Jereld and good luck with your new site. I'll send out resources.

It might be a tight fit but, lets do this. Added a seat Sonny. Best- JCB

Elge,

Great point Elge. Lets check this out...

A link in a blog provides both an impression (advertising term for a "view") for your brand and an inbound link to your site (a boost for your results on a search engine query).

For some sites with "no-follow" tags, you lose the value of only the latter of the benefits, however most blogs (like a self-installed Wordpress, Drupal, or posts on a certain handy alt-biz social network, hehe) are not discriminated against by search engines.

This means that comments are a great tool to increase your presence online.

In fact, because of the XML structure of some blogs, search engines find it easier to scrape blogs than that of other forms of web pages.

So, in closing, blogs rock, just be picky and check the source code in the header for a "no follow" tag.

Thanks again Elge!

No worries - any questions, let me know or check out http://biznik.com/members/joel-ballezza/articles/big-feet-growing-your-online-footprint

Best- JCB

Here's the supporting article - enjoy!

http://biznik.com/members/joel-ballezza/articles/big-feet-growing-your-online-footprint

Sure, I just added 5 more seats. ; )

Date updated to NEXT Tuesday (scheduling conflict).

Best- JCB

Great point Jasmine. We all get sucked into the vacuum of nothingness.

-added Health 2.0, guess my article is up to "Banned Words 3.0 ... Beta" haha ;)

Everything should be easy.

Thanks Michael and John! I've updated the post.

I've got a curve ball...

This is less a hiring or HR issue, than a management question.

Earlier in this conversation string the idea that the founders of Microsoft or Facebook would not be great hires came up.

In a traditional, large (and often slow) organizations (500+ employees), I would agree. However in the vast majority of businesses, particularly in the indie community or in emerging markets, bringing on brilliant, risk-taking innovators is not just smart, but essential.

Let's look at the folks that built Paypal. They could have approached it with a narrow definition of what a good employee is - fortunately they didn't and had the right team on board to launch a $500m+ business.

Former employees/partners have gone on to build YouTube, Slide, Yelp, LinkedIn, among others. (See article)

Suggestions on hiring

• Hire People you trust who are smarter than you and support and respect them
• Ensure your hiring practices are focused on the right thing (quality of work vs. thickness of resume paper)
• Be an empowerer
• Hire slow, fire fast

Any other ideas? Or are folks really not interested in hiring Gates?

Ok, great stuff - now how can this be implemented? What would a job posting say? How do you sort through 100 or 500 resumes?

It sounds like there is some concensous that there is a falw in the current approach - what might be a more strategic and effective way to find and hire great (and qualified - whatever the parameters are) folks?

Great points, how do we get this to a metric?

Currently there is a pile of resumes on your desk and you need a hire in 3 weeks - how can this be approached?

(Maybe resumes are the wrong medium - everything might need to be taken off the figurative & literal table)

Maybe the approach is what needs attention: TalentSpring & Notchup both take unique approaches to the problem.

TalentSpring - Peer Rated Resumes, smart approach

Notchup - Employers pay you to interview you (though still based on an HR person reading your resume, still a potential flaw, but much better than the current zoo).

Great points from both! Side note, the title should read - Is "years of experience" a good measure of someone's talent?