• http://www.techtrak.com Maureen Sharib

    “Checking in will become second nature, like following or linking.”

    Maybe. It could be the one app though that just reaches too far. Though maybe people will increasingly not mind the broader implications – but my question is – are they thinking about them? Think about this one. It’s pretty spooky.

    This technology will probably get huge governmental support.

    But you ask about how this will impact recruiting. It’s huge. I wrote about this here:
    http://tinyurl.com/yc6l6z7

  • Tyler Brown

    I for one am less enthusiastic about this. Enabling businesses to track consumers in realtime might reduce waste and promote efficiency, but I can’t help thinking there are better ways to do this. Having frequent updates on position is a bit scary for the reasons laid out by pleaserobme.com as well as plenty of others. If the purpose is competing against friends, there are many other ways of doing so.

  • Paul Norman

    There was lots of discussion about Foursquare, Gowalla, and other location-based apps at SxSW Interactive in Austin last month. Usually SxSW is a crowd of early adopters, but Dennis Crowley (@dens and a founder of Foursquare) talked about their vision of Foursquare becoming fairly mainstream over the next few years as progressive retailers are beginning to leverage the tools already. He also directly addressed a question about the “spookiness” of people knowing where you are at all time (does this open people up for attacks, robbery, etc.). He made a point that the same questions were asked only a few years ago of tools like Facebook and Twitter.
    How to leverage this for recruiting will be an interesting nut to crack, but one that will likely be cracked soon by innovators in our space. Foursquare has close to 600,000 users and is growing by tens of thousands weekly. I’m excited to see who figures this one out first!

  • Tyler Brown

    Paul-
    I’m not impressed with the argument that “the same things were said about Facebook and Twitter”. Facebook is easily configured so that you’re only updating your friends, and not the entire world (in fact, not locking down your Facebook is bad practice, akin to leaving a door open when you go on vacation).

    In addition, while there’s an issue with people reporting their location in Twitter, it’s not geo-tagged the way Foursquare is. Shrugging off these sorts of concerns based on such a comparison assumes a greater degree of similarity than exists.

  • http://theredrecruiter.com Michael Long

    Tyler,

    To Paul’s point and based on what Dennis Crowley shared at SxSW, the degree of risk is often times over emphasized.

    While it is possible for an ill-intentioned person to utilize these services in an effort to hurt others, Dennis shared that they have not received any significant reports of this happening. Of course, it will probably only take a couple small examples being sensationalized in the national media for everyone to fear this technology… but, I don’t think we should.

    I’m fascinated with the future of this topic. Imagine 10 years from now when we can look back at the rich historical data and capture moments in time. What was going on a decade ago? What restaurants used to be here? Have the burgers actually improved? 😉

    In terms of recruiting, I think we will have to work diligently to understand the patterns of behavior of our talent pools. Where do they hang out? What do they like to do? How can our career opportunities tie in to the candidate’s personal life?

    While the “strategy” we employ must be targeted, it also must be general enough to capture the larger pool.

    Perhaps a good start would be to survey internal talent to figure out where they frequent (if they are willing to tell us). Based on that information, I’m sure that TA groups could partner up with targeted establishments and make enticing offers. Free appetizer on XYZ Company for taking a survey… which, of course, includes a compelling appeal to the candidates to evaluate XYZ Company for current opportunities.

    Just some thoughts… who knows where it will actually go???

    It is interesting though. Thanks for your contribution Carmen!

    Michael

  • http://www.researchgoddess.com Amybeth Hale

    There are good arguments for privacy surrounding these tools, however I think it’s important to remember that every single one of these tools is opt-in. You don’t have to use them. In addition to that, once you register for an account you have the option NOT to send updates to Twitter or Facebook, and you always have the option not to connect to other people and let them know what you’re doing. Of course, if you’re on Foursquare and so is your girlfriend and all of a sudden you unfollow her, she’s gonna wonder 🙂 The thing that needs to happen here is that we need to educate people on responsible networking. These apps are much more personal than LinkedIn and therefore we should not just be accepting connection requests because someone follows us on Twitter. But I think in the end it is really important to keep in mind that our hands are not being forced when it comes to any of these geotagging tools. We always have the option not to connect, not to share, and not to use.

    My two cents!

  • http://theredrecruiter.com Michael Long

    Good points Amybeth!

  • Keith Halperin

    Thanks, Carmen. I LOVE these things! Corps essentially bribe/pay/incentivize regular folks (or at least Early Adopters) to give up parts of their privacy. Here’s a scenario (which for all I know is real RIGHT NOW): a company offers you a Frequent Flyer Mile (or some other thing like that) for each minute you allow them to collect and have the rights to total information on you- where you are, what you’re doing, buying, watching. listening to, etc. You can tune it off/opt out any time you like, but if you quit before the contract (like cell phone providers) there are substantial penalties like: “you lose all you FFMs and we still keep your info”. (I believe John Sumser may have alluded to something like this recently.)

    Here’s something a little further down the road (3-10+ years): you know how companies do background checks and many require drug tests? Well, imagine that as a condition of initially employment but gradually of application for employment, companies require access to this information. In effect: “NO ‘OPT-OUTERS’ NEED APPLY.” BTW, I suspect that much of this type of thing may be severely restricted for corporate purposes in the EU, with its privacy laws.

    I also wonder how much of this information if any will be publicly accessible for free to add to each person’s “Public Digital Dossier” which we’ll start as soon as some information about us goes online.

    Cheers,

    Keith

  • http://www.hughesvaladez.com John Hughes

    Tech innovations are great. Need to have recruiting innovation married to each tech innovation in order to be practical. I can see this used at FMI or other large conferences to connect with candidates or potential clients for impromtu meetings or interviews.

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