The Thank You Economy

A fresh (relatively - 2011) read on the importance of relationships and taking care of your customer. The authors explore various ways of connecting to those who buy your products and services, placing a specific emphasis on the role of various social media.

The key take-aways from The Thank You Economy summarized by Get Abstract:

• Your great-grandparents grew up in a world where good customer relationships mattered.
• But corporations’ restless pursuit of profits has led to the elimination of all unnecessary niceties in order to cut costs.
• Social media have returned power to the customer, making firms more mannerly and creating the “Thank You Economy,” which cares “obsessively” about customers.
• The “culture of caring” must start at the top and reverberate through the organization.
• If you want your culture of caring to reach the customer, your employees must share your philosophy. Care more about them than about your clients or your competition.
• Interactions with your customers must be heartfelt, visceral and authentic.
• If your forays into social media haven’t worked, you’re probably doing it wrong.
• Quality is more important than quantity when it comes to social media initiatives. “Use shock and awe to blow your customers’ minds and get them talking.”
• Despite – and due to – technological advances, marketing is more difficult now than ever.
• Social media likely will change in the future as new technologies give rise to new ideas and platforms, but the vibrant, vocal online community is here to stay.

Increase Social Media Visibility to Get a Job

Some researchers claim that 95% of people engage in soft job search techniques at least once a year. "Soft search" means updating your resume, browsing LinkedIn or Glassdoor, as opposed to "hard search", which involves active contacting of recruiters and going to interviews. In either case, you would want to be visible of the labor market, unless you deal in things that criminal or tax authorities would be keen to investigate.

For the last couple of years we grew accustomed to three accounts that were organizing the communication streams of our lives:

• Facebook - to make sure that our friends tag us in most unseemly postures and situations;
• LinkedIn - to maintain contacts in the work space, and
• Twitter - to link the two together and KISS (Keeping It Short and Simple).

Recently the humanity has acquired Google+ as well, but so far I do not see a lot of activity there, but definitely there is lots of potential there, given that the search capabilities are much greater than those of the competitors.

A lot of my friends have accounts in all of those social networks but rarely use them. This is most unfortunate, because search algorithms love recent activity, links and powerful search phrases. Hence, the least you can do to stay afloat and visible in the job market is to follow these simple recommendations on various social engines:

Facebook	5 Facebook Tips to Increase Your Visibility
Twitter	General tips: 6 Ways to Increase Your Visibility on Twitter Twitter Hash Tags: Using Twitter Hash Tags to Boost Your Visibility and Credibility Twitter Lists: 11 Ways to Use Twitter Lists to Increase Brand Visibility
LinkedIn	5 Simple Steps for Improving Your LinkedIn Visibility
Google+	Google+ People Search. Improve Your Visibility.

And here are a couple of articles specifically about job hunting through social media:

• How To Use Social Media in Your Job Search

• Top 10 Social Sites for Finding a Job

Good luck!

Finnair Quality Hunters: Excellent PR Campaign

Today I received an in-mail on LinkedIn inviting me to take part in the Quality Hunters program organized by Finnair. The idea is simple: if you take a job, you´ll get to travel the world and all you need to do is to seek for quality improvement opportunities and actively use social media to keep the world updated on your travels:

Even before the program started, there is already lots of activity on Twitter @qualityhunters. I believe this is a great initiative on increasing media presence in social networks (see Social Networks and Marketing for more great examples on using social media in promotional campaigns) if you consider that:

• Finnair will be putting their Quality Hunters on unsold seats, so, basically, at zero cost;
•  the targeted profile is Generation Y, so social media is virtually their mother milk - they will be very productive even if they do not get the job;
• another characteristic of Gen Y profile is that right now many are struggling to get a job but are very eager to travel the world, so they will jump at this opportunity;
• there are multiple options for tracking performance of Quality Hunters: (1) quantitative - the amount of content generated by them online and (2) qualitative - the nature of the content + actual quality improvement ideas;
• quality improvement ideas come from creativity, so getting young and bright to do it is probably the coolest thing ever. Now compare the costs of this program to costs of hiring a bunch of consultants from BCG or McKinsey (where creativity is synonymous to "you don't work here anymore") - do you get the ROI potential?

Going to Work to Catch a Movie?

Facebook blocked at work? Simply use your personal smartphone.

Harris Interactive have revealed the results of their research on how much time (and on what, and how often, and who, etc.) office workers spend their time playing with their mobile devices, e.g.

Read the full results here: http://aol.it/ogCEPW.

Who reads LinkedIn recommendations?

When I look at my LinkedIn profile recommendations, I want to hire myself right away. For instance,

Monika Hamori
fue tu asesor

“Sergey is one of the brightest and most capable colleagues that I have worked with. It is a pleasure for me to write a recommendation for him. While an MBA student at IE Business School, Sergey worked as my research assistant. He contributed to a white paper on the career management issues of young high-potentials and to papers on executive search firms and CEO careers. I was truly impressed with the effort and the thoughtfulness with which he carried out his tasks. He not only - very professionally - executed the tasks that I told him to do, but often came back to me and suggested more sutiable ways of doing a particular task. I benefited greatly from working with him, which is very rare for me in a relationship with a research assistant. Based on his dedication to work and his extremely great analytical abilities, I am pleased to recommend Sergey for any project or employer, I am confident that he'll do very well.” 

Professor, Instituto de Empresa Business School (académico)

But do headhunters and employers share the same sentiments?

It's nice to receive recommendations, and there are several reasons for that:

• you ask for recommendations from the people you know will comment well on your achievements;
• I have never seen a "negative" recommendation on LinkedIn - I guess someone would rather not write anything than spend time on critique no matter how constructive it is, because the profile owner will never display it publicly;
• reading good things makes us feel better - it's a basic self-esteem principle.

Unfortunately, all this is too well known to recruiters and other job sites users, so nobody expects miracles. Thus, unless you have a truly weighty name to put behind the recommendation, is it worth the pain of going around and soliciting those? I have noticed recently that my classmates started recommending each other on LinkedIn. Maybe it won't hurt, but it oh so well reminds me of the fable about the cuckoo and the rooster praising each other on exceptional quality of their singing. 

Facebook is #1 (in webpages most prohibited by companies)

Today I would like to talk about the study done by Open DNS, a company specializing in Internet security. Their findings are indeed contradictory. On the one hand, Facebook is the most often blocked site in the workplace, but on the other hand, more and more people are joining companies via the Facebook channel. How can this inconsistency be resolved? Below is the list of the 10 "winners" - sites that are most commonly blocked by organizations, Facebook, surely, leading the pack.

10. eBay.com: This virtual marketplace got into the 10 with a 1.6% share for being considered to create heavy addiction: once someone decides to take part in an auction, they will be constantly connected there.

9. Meebo.com: If a company prohibits the use of a Messenger, this program replaces it. This is an easy instant way to communicate and share resources, such as files. Allegedly, employees can spend hours talking to each other on subjects other than work, and 1.6% of companies prefer to block it.

8. Ad.Yieldmanager.com: This web resource is being blocked by 1.8% of companies for producing large amounts of spam and creating security risks for the IT systems.

7. Orkut.com: A social networking site popular only in Brazil and India, 2.1% of companies decided to block it.

6. Hotmail.com: For 2.1% of the surveyed companies, checking personal e-mail is as unproductive and being on social networks on work hours - time that should be spent on completing organizational tasks.

5. Twitter.com: 4.2% of employers think that their workers waste time tweeting or trying to find information about themselves. The truth is that Twitter, like many other social media tools, help the very same companies staying in closer contact with their key stakeholders, including the employees and the clients.

4. Ad.Doubleclick.net: About 5.7% of companies block this site, an ad portal that is a true headache for the IT staff because of all the cookies that get saved on the computers and may create a risk of a virus infection.

3. YouTube.com: 11.9% of bosses disagree that their subordinates should use that site at work, but it could be a useful and irreplaceable tool in many ways. For instance, according to studies, one session of watching funny videos boosts creativity and capacity to tackle complex problems.

2. Myspace.com: 13% of companies do not want to take risks, and thus keep this site far away from their employees. Mostly they are afraid of information leaks via that channel.

1. Facebook.com: And Facebook continues breaking records, now with 23% of employers deciding to block this popular social networking site. For companies the reasons are not only spending excessive time on that page, but also the security issues that are associated with it.

Up until now I have mostly been using LinkedIn of all the social networks to look for jobs. Twitter is moving in that direction, primarily by using hash tags (e.g. #jobs, #jobhuntchat, #jobsearch, #jobadvice). Many companies have recruitment sections on their Facebook pages already, but according to the article below, we are taking it even further now. 

FACEBOOK RECRUITING INNOVATION

For talent acquisition professionals, recruiting on facebook is not a new concept.  Creating both a seamless and engaging process from the time an active or passive candidate sees or hears about an opportunity and enabling them to apply for a job – without ever leaving facebook, however, is.

A few months ago, Bernard Hodes Group created Social JobMatcher, enabling companies to socialize their career site and referrals.  They didn’t stop there..  A couple of weeks ago, the team announced their “Instream Jobs Facebook Application“.  The recruiting facebook app allows candidates see your career opportunities while on your company page – or right in their news stream – and apply without leaving facebook.

I had a chance to catch up with Hodes’ VP of Digital & Social and Digital Strategy, Shannon Seery Gude (@seerysm) and asked her about Instream.  Here’s what shared, “We took lessons from the successful consumer focused retail Facebook apps and applied them in making our new InStream Jobs app. The app is a first of its kind in the recruiting space, bringing job updates front and center and publishing directly to a Company’s Page Wall (rather than to custom page section) which allows Fans of your Company Page to conveniently consume your job content straight from their Live News Feed.” When asked what’s the most exciting component of Instream, she added, “Companies have never had the ability to share jobs and other contextually relevant information in such a rich and engaging way on Facebook, until now“.

Other application features of the Hodes’ Instream app include:

• Job seekers who “like” a company will see job opportunities in their personal news stream
• Viewing a full job title and description without leaving Facebook, as opposed to posting only a job title and brief description.
• Viewing up to three similar job openings.
• Starting a job search within the application that will take users directly to their search results on the company’s career site.
• Displaying videos and/or photos that can be viewed within the application.

While we’ve seen many facets of social recruiting, very few organizations have made progress towards simplifying the candidate experience and process, while focusing on engagement.  Kudos to the team at Hodes for just that.

Story-Telling and Social Media

I already talked about Jennifer Aaker as the guru of personal branding. In that blogpost I posed three questions:

• what sets you aside from the rest of the crowd?
• why is it difficult for others to be what you are?
• how do you communicate your personal brand?

Some of the answers can be found in Jennifer´s new book "The Dragonfly Effect", which mainly talks about how social media can help in building your personal brand. One of the four “dragonfly wings” that comprise the authors’ framework and give the book its name is engagement, which they define as “truly making people feel emotionally connected to helping you achieve your goals” through storytelling, authenticity, and establishing a personal connection.

Here is just one of the stories featured in the book... but how inspiring!

Social-media engagement: A case study from The Dragonfly Effect

Scott Harrison was at the top of his world. The 28-year-old New York–based nightclub and fashion promoter excelled at bringing models and hedge-fund kings together and selling them $500 bottles of vodka. He had money and power. Yet his lifestyle brought something else: emptiness. Harrison felt spiritually bankrupt.

So he walked away, volunteering to serve on a floating hospital offering free medical care in the world’s poorest nations. Serving as the ship’s photojournalist, Harrison was quickly immersed in a very different world. Thousands would flock to the ship looking for solutions to debilitating problems: enormous tumors, cleft lips and palates, flesh eaten by bacteria from waterborne diseases. Harrison’s camera lens brought into focus astonishing poverty and pain, and he began documenting the struggles of these people and their courage.

After eight months, he moved back to New York, but not to his former life. Aware that many of the diseases and medical problems he witnessed stemmed from inadequate access to clean drinking water, he decided to do something about it. In 2006, he founded charity: water, a nonprofit designed to bring clean and safe drinking water to people in developing nations.

Harrison launched the organization on his 31st birthday by asking friends to donate $31 instead of giving him a gift. It was a success—the birthday generated $15,000 and helped build charity: water’s first few wells in Uganda. In the three years that followed, Harrison’s simple birthday wish snowballed into donations that today total more than $20 million, translating into almost 3,000 water projects spanning everything from hand-dug wells and deep wells to protection for springs to rainwater harvesting. The organization has now provided clean water to more than 1.4 million people spanning 17 countries. Its success can be explained through four design principles for generating engagement with a brand through social media.

Tell a story. Harrison’s personal journey—evoking themes of redemption, change, and hope—engaged others on an emotional level. By candidly discussing in media interviews and YouTube videos why and how he started charity: water, the thoughtful, accessible, and youthful Harrison helped viewers fall in love with him and his cause.

Empathize with your audience. Let people engage with your brand to learn what’s important to them and how it relates to your campaign. charity: water evoked empathy through the use of photographs and videos that revealed the urgency of the water problem in the developing world. Instead of relying just on statistics, the organization promoted compelling stories that forced people to think about what it would be like to live without access to clean water.

Emphasize authenticity. True passion is contagious, and the more authenticity you convey, the more easily others can connect with you and your cause. Because of charity: water’s commitment to transparency, donors not only understand the history that gave rise to the organization but also know exactly where their money goes. Reports and updates on the charity’s Web site connect donors directly to the results of their generosity.

Match the media with the message. How and where you say something can be as important as what you say. charity: water has a staff member dedicated to updating various social-media platforms and creating distinctive messages for Twitter and Facebook fan pages. The organization also relies heavily on video. One of charity: water’s most effective video projects involved convincing Terry George, the director of the film Hotel Rwanda, to make a 60-second public-service announcement in which movie star Jennifer Connelly took a gasoline can to New York City’s Central Park, filled the can with dirty water from the lagoon, and brought it home to serve to her two children. The producers of the reality TV show American Idol agreed to broadcast the spot during the program, ensuring that more than 25 million viewers saw it.

10 Things You Need To Know About Social Media for Your Job Search

10 Things You Need To Know About Social Media for Your Job Search

Published by: Vault.com | Post a Comment

We've all heard the horror stories about workers losing jobs or candidates being passed over for interview because of something they did on a social networking site. But did you know that many companies are actively recruiting via social media?

With that being the case, wouldn't it be nice to know what it is that recruiters are looking for when they check out your profile. Or even to know which sites they're visiting, and what advice they have for candidates on maintaining their profiles?

In the summer of 2010, Vault asked thousands of job seekers and recruiters about their experiences with social media. The results—from over 3,500 candidates and 150 companies—provide answers to many of the questions about using social media to further your career success.

To see this great piece of research (and it´s really cool!!!), 

10 Things You Need To Know About Social Media for Your Job Search

Why are CEOs distrustful of social networks?

I´ve noticed that recently quite a large number of my social contacts have drastically reduced their virtual presence in Facebook. Some have declared of that publically, posting an update such as:

Going on a FB diet. You are welcome to contact me on my mobile phone.

or

Dear friends, I am taking a break from facebook for a while, in the meantime stay well.

... while others merely disappered quetly like a trace of fire smoke in an autumn sky.


Does it have to deal with the Social Network, the movie? Or the increased number of cases when people have really suffered because of their online activity, particularly with regards to their employment and relationships with colleagues and superiors. I recall a blog conversation of a lady who was complaining of the comments her boss was posting on Twitter!

At the same time, there is evidence that people are less willing to be active on social networks are they grow through the ranks. The CEOs of top U.S. companies tend to avoid social media, according to a study by UberCEO.com.

The study found that most of the 2009 Fortune top-100 CEOs were markedly absent from the social media community, including Facebook, Twitter, LinkedIn, and Wikipedia. The study specifically revealed that:

* Only two CEOs had Facebook accounts, and 81% lacked a personal Facebook.

* Only 13 CEOs had profiles on the professional networking site Linkedln.

* Three-quarters of the CEOs have a Wikipedia entry, but nearly a third of those had limited or outdated information.

* Not one Fortune 100 CEO had a blog.

Small wonder that nowadays most Twitter or Facebook accounts for senior managers are being handled by their assistants. Social networks are becoming less personal and more "social" (or should I say "promotional"?) the more senior someone is.

Have you ever been fired with an e-mail?

It's now common knowledge that Facebook users like to end (begin) their relationships online with changing their status to single (in a relationship/it's complicated/married). If you don't do anything on a social network nowadays, it sort of does not exit. 40% of Facebook users update their status to show to their loved/hated ones that they have plans and 25% found out that they are no longer in a relationship through this appropriate invention of Mr Zuckerberg. Obsession with the modern ways of relaying bad news brought about a host of online resources, intending to help people break up with objects of their affection by means other than the old good face-to-face scandal. Check out this one: e-mail, SMS, even YouTube and many other manners to communicate the inevitable:

http://www.mademan.com/how-break-online

A word of caution: these tricks work both ways...

Now back to work. I have seen many examples when the outcomes of performance appraisal or succession planning decisions have been communicated to the employees via phone (acceptable), e-mail (raising eyebrows) and even an SMS (funny and then sad).

The question of the month: has anyone been let go by an electronic message or a text? 

Comments are welcome and the author of the best horror story will get the prize of public appreciation... Thanks!

Limits of Online Recruitment

Internet is a reality. Blogs are now a part of business. People spend their productive work time in 2.0 applications and are getting money for it. I get it: the world has changed, but how far can we go?

I had a very interesting chat this week with Miguel Mangas, Online Marketing Director for Spain and Portugal at Meetic. Meetic is a dating site. One of those... "join thousands of singles looking for love today". Noble cause and I am sure many people did find someone to spend an evening together, a couple of months or an entire life. However, what Miguel is trying to assess now is opportunities of this web service for recruitment.

The idea is that this tool can work for fresh graduates from universities in the initial steps of their careers. Before you start using the site, you have to complete a 90-question questionnaire, which translates into your psychological profile, which is shared with you free of charge. Unlike the assessments that you go through when entering a company, it is likely that you will be more sincere and honest with yourself answering the questions in hope that this will help you meet your other half. Hence, the validity rates are high. Drawing on other personal information, such as education, areas of interest and maybe current company or at least industry, it is possible to concoct an aggregated job candidate profile, which then can be shared with recruiters.

This has not been launched yet, and my question to Miguel was whether any data privacy laws could be violated. The conversation turned onto a slippery road, and I posed another challenge: how would a person feel if s/he is selected for the job, but then every day the recruiter (whoever that might be) or even the line manager are aware of that person's "romantic profile". The third question I asked was about the company image if it resorts to such search techniques and who actually would be most interested to use this service.

That was a conversation over a glass of gin&tonic and obviously we were just swapping ideas and chatting, but the problems remains on a larger scale: how sure can we be that our personal information is not shared across the web with anyone but those we want it to be shared with? In Germany there is already a law that Facebook information cannot be used in the recruitment process. In the UK a teacher was fired for posting a private comment on Facebook. The borders between private and public are getting blurry. Obviously, it is your personal responsibility to filter what is appearing in the www, but protection from unsanctioned access to your data is an acute problem yet to be resolved.

Get connected

The buzz around Web 2.0 starts getting unbearable. Everyone is doing it. Last week there was a presentation by Capgemini Consulting on campus, and they were proudly telling about their featured project on culture change at a manufacturing company in Finland through proliferation of Web 2.0 tools (Facebook, Wikis, messengers, etc.). Social Network, the movie, is what everyone is talking about these days. Our lives are changing, but what is more interesting - the perceptions and underlying beliefs are altering as well.

For instance, I grew up believing that bad news travel much faster than good news. Really, the grapevine has always been thriving on chaos, suffering and misery. Nowadays, primarily because of social networks, happiness spreads more robustly than unhappiness, according to Nicholas Christakis and James Fowler, authors of the book Connected: The Surprising Power of Our Social Networks and How They Shape Our Lives:

Our connections affect every aspect of our daily lives. . . . How we feel, what we know, whom we marry, whether we fall ill, how much money we make, and whether we vote all depend on the ties that bind us. Social networks spread happiness, generosity, and love. They are always there, exerting both subtle and dramatic influence over our choices, actions, thoughts, feelings, even our desires. And our connections do not end with the people we know. Beyond our own social horizons, friends of friends of friends can start chain reactions that eventually reach us, like waves from distant lands that wash up on our shores.

The problem with Web 2.0 at work though is that the news is not always happy for all people. Let's say someone gets promoted - some people will be lining up to attack, and guess what: if there is something negative they have to say about the person, who is getting promoted, a social network is a perfect platform.

What the social networks really bring into the organization is creativity, which can become unleashed. In a recent Gallup article we find that:

Much of creativity is just new combinations put together from different pieces of information and material. That's how networks can really amplify creativity.

Thus, it looks like social networks are winning the battle over the corporate mind, but I guess there is a limit to anything. No matter how conducive they may be for virtual collaboration, knowledge sharing, newcomer integration, etc., too much of anything is bad for you. At least this maxim, which we learnt as kids, still holds water.

Information overTWEET

The blog of a friend kept showing up in my inbox. I felt guilty not reading it each week, and couldn't get it to go into my junk mail. Then I saw the unsubscribe button. 

Click. No more weekly navel-gazing posts.

How was I to know that my friend would be notified?

____________________________________

This scary personal story was shared by a victim of e-nnoyance: the new peril of information overdose attacking us from the abyss of the internet vastness. Continuous Partial Attention is already a recognized psychological phenomenon, which probably will be beyond grasp of the representatives of my generation, but those in their teens right now have no issues whatsoever texting on their cellphones, browsing the web and watching TV at the same time.

Are we really becoming unable to live without the modern devices of staying in touch. I can't help recalling the character of Drew Barrymore in He's Just Not That Into You complaining how she checks her blackberries, e-mails, cell phones and gets rejected by all those multiple technologies and misses the times when there was just one phone with one answering machine and the answering machine either had a message on it or it did not.

Have you heard of a term "a blackberry prayer"? I was frantic when I heard it for the first time from one of our professors. Respectable-looking ladies and gentlemen looking into their zippers in deep concentration one-on-one with their smart friends, pretending to pay attention to what is going around. Friends on Facebook are not real and the Twitter updates carry less and less informational value. In another Drew Barrymore movie (Ever After), the step-mother said that one should not speak unless it improves the silence. True as ever.

Communicating all the time, snow-balling the information with "sharing" and "retwitting", creating tons of "noise" with own webpage, blogs and livejournals - information has become a commodity. Retaining knowledge in one's head is a faux pas: regarded as something antique - why do you need to learn something when you can just google it? How do we sort through the weeds and divide the ideas from stuff? Unless there is some sort of an algorithm or a magic trick, the rate of hitting the "unsubscribe" button will be soaring soon.

Losing IT

If I am becoming addicted to Facebook, is it clinical? Chronic? Curable?

Is losing a cell phone is like losing your life - you cease to exist?

Do you type faster than you write?

What's the difference in time of answering one e-mail and switching a TV channel?

Do you check your e-mail "just in case" more than 10 times a day?

Do you spend more time together with your Blackberry or your significant other(s)? Do you take it to bed with you?

Do you develop a headache if you do not spend enough time at your computer?

Do you remember all your logins and passwords but keep missing birthdays of your close friends?

Do you feel guilty now and make a note in your smart phone to spend less time online?...

Mobile Job Search

In a rather insightful article in The Washington Post you can learn how your job search can be facilitated with the help of modern technology, particularly the smartphone applications. It looks like those snazzy little intelligent machines are becoming a sine qua non of today's life. Scary... Adapt or die.

What are the must-have mobile apps for job seekers? Consider these, in addition to LinkedIn, Twitter and Craigslist:

-- iJob delivers "millions of jobs to your iPhone" and allows keyword searches.

-- BeamMe is a free universal business card exchange on your BlackBerry or iPhone.

-- LinkUp allows you to search company Web sites for jobs by keyword, location and category and apply from your iPhone.

-- Real-Time Jobs analyzes, indexes and makes searchable Twitter status updates so you can identify job openings.

-- Indeed.com lets you take the job search engine with you, including recent searches and jobs added since your last search.

-- TwitterFon keeps up to date with Twitter so you can send or reply to tweets.

-- Hire*A*Droid, a job-search app for Android users, supports LinkUp, Indeed and SimplyHired, allowing users to find job listings fast.

-- 148apps.com reviews iPhone apps in business, productivity and many other subjects.

-- Makeuseof.com offers Web sites, apps and tips for productivity.

-- CNET has a mobile download section with reviews, lists and news at download.cnet.com.

No Facebook?

How did people let each other know what was happening in their lives before the social networks were created? I mean - how weird must it have been to write long letters and sit for hours over a kitchen table swapping news, rumors and war stories? Nowadays it is so much easier, faster and non-committing. How non-committing it is is a question, particularly in the light of the recent developments in Germany, where Angela Merkel is planning to put a ban on using information contained in personal social networks (e.g. Facebook, Twitter, Tuenti) in hiring practices - read the full article here.

However, this is too serious of a topic for a Friday blog post, so have a little fun with this attempt to simulate what Facebook entries might have looked like in the fairly distant past. Have a great weekend!