Keep Calm and Float On
GoKart Labs routinely uses words like agile, disruptive and lean to describe the way we approach business. These words were applied ‘differently’ the day we learned about a broken water main flooding several hundred thousand gallons of water through the first six floors of our building.
“Well, my friends, it’s been quite a day,” said a humbled Don Smithmier, co-founder of the four suddenly displaced businesses that share the space; GoKart Labs, Rumble, Bring Me The News, and Sophia.org. “You just never know what the universe has in store for us.”
Ever prepared, the GoKart Labs team executed its disaster recovery plan. While a few computers were lost, all data was safe. Most people worked from home, which allowed all client work to continue without a hitch.
The remaining GoKartians quickly identified relocation possibilities, mobilizing a plan to be completely moved and operational by the start of the next business day.
Rick Kupchella, founder of the soaked Bringmethenews.com, took comfort: “No injuries. Very thankful for that. Just water damage and wet socks.”
Smithmier addressed a GoKart team anxious for next steps. ”The damage to our space is extensive. The clean-up chief is rating it a 10 out of 10 - the worst he’s seen. But our gracious friends at Capella University offered a vacant floor in their tower.”
The next day we were allowed into our building to move essentials. Dozens of industrial fans hummed in unison, fighting against standing water and a musty mildew stench. It was downright beyond thunderdome.
Creatives and developers, newspeople and educators, business types and musicians lugged equipment and personal effects up and down the dank back stairs.
Rick Meyer, co-founder of Rumble Music, markered waves on the glass of a Keep Calm and Carry On poster. Jess Ford, Executive Producer and co-founder of Rumble took inventory of the studio loss while keeping communication lines open with clients, staff and Rumble’s second studio in the Venice area of Los Angeles.
Executive Assistant Rebecca Zanger kept moods light, “The beer fridge is alive and kicking!” while taking on the very serious business of handling telecommunications, mail and delivery rerouting.
“Our goal is to minimize disruptions to client work,” Smithmier told the team. “When in doubt, think ‘clients first’ and plan your day accordingly.”
After the long Memorial Day weekend, we trooped into Capella Tower, our new home for the following weeks. Long hallways and rows of cubicles inspired a range of ideas to make the place more “us”.
GoKart Director of Media Analytics, Rob Rosen got us started. “How about a slip and slide?’
By way of e-mail, the stream began: Nerf guns… Archery Range… Roller derby… Office Double Dare… Everybody loves green slime!
On a day where agile and disruptive simply meant finding a way to continue, the resiliency of our business was evident. The sense of pride was clear to A.J. Meyer, partner and co-founder in the four businesses.
“It’s a testament to the strength and agility of our team,” added Meyer. “In 30 hours, we saved what we could, moved workstations AND our network to Capella Tower and maintained operations the entire time. I couldn’t be more proud of everyone.”
Are You a Fit at GoKart?
IF you’re a kick ass designer, developer, or account services professional who matches some of the criteria below, we should hang out five days a week and create amazing stuff.
You…
- built a vegan rickshaw food truck/cart made of buckwheat hull resin & power it with puppies (rescue puppies, of course).
- also serve locally grown organic vegan morsels… and bacon.
- do your best thinking while riding/fixing/modding motorcycles OR while pedaling around town on your custom fixie.
- have/want a tattoo sleeve with impossibly good stories in every detail.
- save time by listing the musical instruments you don’t play.
- teach hot yoga at local community centers.
- compete in endurance races and/or plan outfits around Zumba classes.
- quit smoking by switching to electric.
- once won two exercise bikes and a year’s supply of Dynatrim on a tv game show (admittedly, this is a bit specific, but we’ve had good results with this in the past).
- once bowled a turkey on one throw.
- created a line of flavored extracts because you couldn’t find a good one!
If this sounds like you, you’re probably too busy to look at our current openings. But if not, we’d love to hear from you (or the puppies you trained to represent your affairs).
Talent Recruitment through Social Media
Online job applications flood in more than physical resumes ever could. But as companies make social media an extension of the hiring process, sifting through for a good ‘cultural fit’ is getting easier for employees and employers alike. In today’s transient workforce, social media offers a more targeted and transparent approach.
More Transparent
With ‘Best Place to Work’ lists and employer review websites like Glassdoor forcing transparency, the applicant has never been so informed. In the searchable world, companies offering unique visibility into their cultures project a welcoming confidence.
Cadbury welcomes interviewees in through its Google+ account, chatting live with candidates across the country to streamline recruitment. This allows hiring managers to get beyond the resume with more applicants in a shorter period of time.
Campbell Mithun took to Twitter for their “Lucky 13” internship program, having applicants submit 13 tweets over 13 days. As applicants engaged, discussions sparked bringing in both desired talent and national press on the event.
More Targeted
In the agency world, it’s emphasized that a potential employee fits the culture. R/GA implemented a process called “The Social Interview.” R/GA connects with the applicants on Facebook and friends answer for the applicant. Talented people run in packs, so a social interview process showcases R/GA’s brand and job openings to the deeper talent pool connected to the applicant.
Not Just Employers
As employers create social strategies for recruitment, individuals do the same. Many people treat themselves as brands when going through the hiring process, aligning their social channels under a clear identity. This puts them at an advantage to be targeted and hired by companies emphasizing social evaluation.
Though a slick social media presence does not an effective employee make, it does not hurt either.
As social media recruitment mashes up with traditional hiring practices, do you see limitations for one side or the other? How have social channels affected your approach to finding talent or finding work?
