Reposted with permission from www.pullingthecork.com.
Not too long ago I talked about the A Really Goode Job recruiting strategy from Murphy-Goode Winery; raving about what a strong recruiting strategy the "competition" recruiting tactic is.
Well, it turns out some people think there is phylloxera all over A Really Goode Job. A recent San Francisco Chronicle article calls the strategy and integrity of A Really Good Job into question and infers that the folks at Murphy-Goode mispresented how the hiring process was going to work.
I am not going to re-hash it all here because you are all smart enough to read it and decide for yourselves. However, one aspect of this controversy does need a little Pulling The Cork.
When the recruiting strategy was announced I read through all the details and no where - I MEAN NO WHERE - did it say the top 50 or the winner would be selected by popular vote. This isn't American Idol or So You Think You Can Dance. The leadership at Murphy-Goode are not stupid enough to leave the recruiting and selection of talent up to the masses.
I received at least 50 requests via Twitter, LinkedIn and Facebook from people asking me to vote for their video. The voting essentially boiled down to a popularity contest among people who have nothing better to do all day than bombard me with a PR and media campaign to get votes. Having the most votes doesn't mean squat when it comes to using social media to drive brand awareness and business.
In the end I hope the people at Murphy-Goode get the right person for this role. It is a cool job with a ton of perks for someone who loves wine and social media. I also hope they have some very strong tracking, data capture, metrics and meaningful ways to determine the ROI. I mean, if they are investing so much time and money in one position when their parent company is laying people off they are going to have to defend it.
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