Sirona Says

Will social recruiting start to generate a new range of Job Titles?

It seems that social media and social recruiting, are now quickly starting to become adopted in the mainstream of corporate life. With this adoption, comes the need for companies to put 'labels' on these new jobs. So my guess is that a whole new range of 'creative' job titles will start to appear on websites and job boards over the next 6-12 months.

So, I have taken a guess at some new job titles that could well be being recruited for over the next year ahead. Some are already present (albeit with different interpretations), but many new titles will appear - although I am not sure that Peter Gold's will be too common - Web 2.0 Social Media Talent Community Recruitment Manager!!

So here are my ideas of some of the job titles that will be appearing on websites and job boards soon:

Social Talent Manager

someone responsible for creating and managing the talent pipeline through the social media channels.

Social Media Manager

someone responsible for managing the social media activity within an organisation.

Listening Manager

Someone responsible for monitoring what is being said about company/brand/services on different channels, and differentiates the positive and negative influencer's.

Social Recruiting Manager

someone responsible for recruiting candidates via different and relevant social media channels.

Community Manager

someone who monitors and responds to discussion within relevant communities and engages with the people in that community.

Social Candidate Marketing Manager

someone who uses the social media tools as their primary marketing channel.

Online Brand Reputation Manager

someone who makes use of online tools to monitor and track the brand reputation online, engaging with detractors and influencer's to maintain the reputation.

Recruitment Blogger

someone creates, writes and manages the company/corporate blog environment, with the aim of attracting and engaging with prospective new candidates.

Digital Facilitator

someone who engages with the online world, developing conversations around the products and services that are relevant to the company

Digital Engagement Manager

Someone who is responsible for all customer engagement across the digital and social media channels.

Candidate Experience Manager

someone responsible for the full lifecycle of candidate interaction and engagement with a company with regards to recruitment.

Video Recruiting Manager

someone responsible for using online video channels such as YouTube, as direct recruiting channels.

If you have seen some new and interesting job titles recently, then I would love to see what they are. I know some companies are being very creative with titles, in the social media space. Please share what you have seen in the comments below.

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

How many HR staff does it take to change a lightbulb?

With all the talk of recessionary post election cost cutting in the UK, I thought I would highlight that there may well be a little fat in the public sector, when it comes to the HR departments! I know there is discussion in government circles of centralising HR functions and massive cost cutting, and to be honest I do agree (for organisational efficiencies not necessarily cost cutting) - if it is good enough for the private sector then there is no reason for the public sector to avoid this as well. 

So just to highlight the resources that could be trimmed, take a look at this set of instructions I came across for the changing of a light bulb within public sector HR departments  (how many people?):

• One to change the light bulb.
• The second to assess the risk of the light bulb changing process.
• A third to ensure the light bulb changing process adheres to the internal compliance regime for health and safety during light bulb changes.
• A fourth to ensure that the internal purchase order procedures have been adhered with for light bulb change orders.
• A fifth to audit the supply of the light bulb following the internal purchase order procedure.
• A sixth to report back to the compliance and risk functions that the supply and audit divisions had complied with the light bulb change risk and compliance procedures.
• A seventh to monitor that the light bulb was changed by a member of staff who was cleared by the CIPD to be authorised with light bulb changing management.
• And an eighth being the most important.........they are responsible for costing the light bulb changing process and being creative enough to incorporate the pricing of the eight people into their customers' monthly billing statement without their customer noticing.

Who says you have to be process driven in the public sector!!

OK, so I was only joking! But I bet it made you think...................well maybe just for a minute?

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

With all the talk of recessionary post election cost cutting in the UK, I thought I would highlight that there may well be a little fat in the public sector, when it comes to the HR departments! I know there is discussion in government circles of centralising HR functions and massive cost cutting, and to be honest I do agree (for organisational efficiencies not necessarily cost cutting) - if it is good enough for the private sector then there is no reason for the public sector to avoid this as well. 

So just to highlight the resources that could be trimmed, take a look at this set of instructions I came across for the changing of a light bulb within public sector HR departments  (how many people?):

• One to change the light bulb.
• The second to assess the risk of the light bulb changing process.
• A third to ensure the light bulb changing process adheres to the internal compliance regime for health and safety during light bulb changes.
• A fourth to ensure that the internal purchase order procedures have been adhered with for light bulb change orders.
• A fifth to audit the supply of the light bulb following the internal purchase order procedure.
• A sixth to report back to the compliance and risk functions that the supply and audit divisions had complied with the light bulb change risk and compliance procedures.
• A seventh to monitor that the light bulb was changed by a member of staff who was cleared by the CIPD to be authorised with light bulb changing management.
• And an eighth being the most important.........they are responsible for costing the light bulb changing process and being creative enough to incorporate the pricing of the eight people into their customers' monthly billing statement without their customer noticing.

Who says you have to be process driven in the public sector!!

OK, so I was only joking! But I bet it made you think...................well maybe just for a minute?

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

Are you ready for the new normal that is social recruiting?

Over the course of the next week, I am meeting with many different companies - all with the same question wanting to be answered - does my business need to be using social media to recruit - social recruiting?

One of the first questions I shall be asking is whether their company is ready for social media?

I mean, do they understand that to get properly involved it will take time and commitment? With that commitment comes responsibility; listening; giving; sharing; vision; empowerment and bravery (for being prepared to listen to what is being said out there, about you, in the 'big bad internet'). Still interested?

The next question I ask is whether they are ready for a new normal?

The business world has changed (whether you like it or not), and some of the older traditional styles of recruiting are long gone. Many recruitment advertising agencies failed to see the light, stuck their heads in the sand, resisted change and tried to stick 'to what worked before.' They are no longer around!
Change is occurring and it is happening fast.
Candidates (and clients) no longer like being interrupted (old style marketing) or sold to directly about why they should be talking to your company. It is now very much about relationships, influencing and value-add selling. Still interested? Or are you happy to stay in the dark ages and perish accordingly?

While social media enables and facilitates this new normal, it is still the companies (and individuals) that need to shift their mindset to make it a success.

To be honest, every company I am seeing has answered 'yes' to both of these, so I am looking forward to discussing social recruiting in more detail with them!

My answer, by the way to the question I started with is always the same - yes.........but only as long as you have a sound recruitment strategy in place already. If you have, then social recruiting is certainly a channel you should be using!

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

Have you ever used one of these excuses to justify upsetting people at work?

Wow!! You can be rude to a colleague and co-worker ........well, sort of, as long as you can justify it to yourself!
I am sure I don't need to be the one to tell you, it is fairly easy to p*** off your fellow work colleagues or co-workers - whether it be not making the coffee on your round, relying on others to produce your documents for you or just by being an arrogant, self-opinionated prat!

I was reading a post on the blog Workengagement.com, where they discussed three self justifying rationales for being rude at work. It got me a little intrigued, I have to say. Working in the recruitment sector, you could say I have worked with 'more than a few' people, who seem to have gone out of their way to p*** off everyone around them......just to get to their next placement (ring any bells with you?).
Have you knowingly gone out of your way to upset someone at work? I know I have - I know you won't believe that of me, the shy unassuming person that I am, fearful of giving an opinion .....not!

So, let's assume for a minute you have upset someone at work, and caused a bad working environment, did you justify it to yourself with one of these three excuses?

1. “Sorry for the way I behaved; I was just so stressed.”
   You shout or insult someone because you are under great pressure (real or just perceived) at work. Due to tight deadlines or grueling schedules, people become anxious,irritable and very short-tempered. (Don't look at me - well,ok, occasionally!)
   These types of statements express one person’s tension. They also dump some of that tension onto others. After acting in this way, people tend to acknowledge that they were not on their best behavior. They may even apologise for saying rude things to others, saying, “Sorry for the way I behaved; I was just so stressed.” The implication and the hope is that this was uncharacteristic behavior that won’t happen again, but we know different, don't we, recruiters!
   
2. "Don't you know what you are doing? Am I the only one that can do this job?"
   You choose the pushy and aggressive route, rather than just being assertive. You believe that as a leader you have to drive people hard, to get a good day's work out if them, and believe (arrogantly) that you are doing them a favour - they are learning from you after all!
   The boundary between assertive and pushy is thin. Looking after yourself and your task in hand - project deadline or client presentation maybe -  can result in stepping on everyone else. Assertiveness is a powerful tool that can slide into aggression when charged with extra emotion.
   In leadership positions, it can be tempting to take a tough approach: focus on results and take no prisoners. But in doing so, there is an ever-present danger of showing disrespect to others. What employees perceive as disrespect, you perceive as mentoring. Recruiters call it tough love.
   
3. "Sorry, I was only joking.......I was ...honestly"
   This is probably going to have the majority of you nodding your head as you read this. You believe others are being too sensitive and don't take too kindly to the "joke" or comment you made at their expense. So you justify it by saying that they  take offense too easily and that they lack a sense of humor. You actually then take the thinking a stage further by saying that they are too 'soft and delicate' to be working in your team.
   This attitude provides the comfort of entirely denying one’s bad behavior. You put any fault would be with the person taking offense who lacks humor or a feel for the group’s "lively and straightforward culture."

Sorry to say, I have been guilty of all of these in my time and I bet you have as well at some stage. But the hardest part is to actually recognise it and learn from it next time. I did.

Are there other good self justifying reasons, for any specific actions that have happened in your workplace? 

Go on, share them with me, you know you want to. Just change the names of the individuals!

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

50 Practical tips to help job seekers find a job, including LinkedIn, Twitter and Facebook advice.

One of my passions over the years has been trying to help job seekers with advice and direction with regards to finding new jobs. I have written many blog posts with advice from loads of different angles, but there has been one document that I keep getting asked for, over and over again.

Obviously everyone has heard of social media, and many job seekers are turning to it as a way of finding a job. The trouble is they are just not sure where to start. To that end I wrote a guide to help job seekers, entitled;

50 Top Tips for Job Seekers: 50 Practical Tips To Help You Find a Job

It covers:

Back to basics tips | Linkedin Tips | Facebook Tips | Twitter Tips | Key Job Seeker Reminders

It has been downloaded hundreds of times, but I keep getting asked where people can get it from, so here it is again - this time with a simple download from this blog - just click on the link below to download the great document.

Download 50 Top Tips for Job Seekers 2010

If there are people you know looking for work, please feel free to share the information with them as you act of Paying it Forward.

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

How delivering a successful recruitment strategy made my client very happy

As someone who consults with organisations about recruitment, there are times when you lose track of everything you have achieved on a project - especially with a large and lengthy project.

Recently I finished a large recruitment project for a household name European client (sorry I have to keep that anonymous currently). While putting together and delivering the final project presentation, the achievements made for some good reading.
Many of you reading this blog, will know that I am passionate about recruitment, and delivering quality and value (to both clients and job seekers), so I thought I would share with you some of what we achieved  on this project (just to demonstrate that blogging is not all that I do!)

Here are just some of the successful parts of the project that we successfully delivered on time and on budget:

• Initiated and implemented the company's first ever employee engagement surveys and external employer brand survey
• Re-engineered all online recruitment workflows and processes
• Introduced social media into the recruiting process
• Designed and rolled out two new online recruitment platforms, one for volume recruitment campaigns and one for multiple, multi country location recruitment
• Dramatically improved the candidate experience online, developing and improving the employer brand at the same time
• Introduction of candidate assessment filtering
• Put the business focus back into recruitment as a key business area
• Aligned the online recruitment processes with the needs of the business
• Improved recruiting and diversity reporting
• Massively increased the recruitment functionality and time saving across multiple locations
• Saved a large portion of the Rain Forest by removing paper CV's!!

I have to say that I have been lucky that I was working with a forward thinking and responsive client (they are not all like that are they?) and an online recruitment provider that was just a pleasure to work with (well most of the time anyway!), and who was as passionate about delivering success as I was.

So, onwards now into some new projects, a good number of which will no doubt be focused around social recruiting (if all the meetings I have had recently are anything to go by!).

If you are considering recruitment projects at the moment, and would like to know more about some of the things we did to deliver this project successfully, feel free to contact me for a more detailed discussion.

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

A simple guide to what RSS is and how to use it as part of your social recruiting strategy

Have you seen these orange 'things' on websites and ever wondered what they are? The other day, I was giving some advice to a newbie blogger, and as she had put 'an orange thing' on her new blog, I asked her which RSS reader she used to read other blogs.
Her answer was typical of many people - ".....every other blog had an 'orange thing' on it so I thought I should put one on my blog as well, but I don't know what it is - I just thought it had to be there!"

If you are already familiar with RSS, then fantastic, I hope you use it effectively as an information gathering tool (but what about a recruitment tool?).
If you don't then let me explain what it is and why you should be using it today - whether as part of a social recruiting strategy, a news aggregator, a competitor tracker or a way to keep track of specific followers, subjects or hashtags on Twitter.

So what is RSS?

RSS stands for ‘Really Simple Syndication’, and it is a technology that is being used by millions of web users around the world to keep track of their favorite websites in an easy way.

In simple terms, what RSS technology does is to get websites to tell you when they have updated their information. Then it 'collects' these updates for you and stores them in a suitable place for you to read, at a time when it is convenient for you.
It saves you time and helps you to get the information you want quickly after it was published. Many people describe it as a ‘news feed’ that you subscribe to.

The best analogy is that of a 'subscription’. It’s like subscribing to a magazine that is delivered to you periodically but instead of it coming in your physical mail box each month when the magazine is published it is delivered to your ‘RSS Reader’ every time your favorite website updates its information.

How to Use RSS

You first need to get is an RSS Reader - which will allow you to read the RSS feeds you subscribe to. I use Google Reader and it works very well, as it looks like an email inbox which makes it very easy to read. But there are other that you can use such as Feedly which works very well, and of course you can use your outlook to 'collect' RSS feeds.

There are many feed readers going around with a variety of approaches and features - however if you are a newbie then starting with Google Reader is as good as place as any, because you can insert it into your iGoogle and have the reader on your iGoogle homepage (which is very useful indeed!)
As you subscribe to feeds you’ll see that unread entries from the sites you’re tracking will be marked as bold. As you click on them you’ll see the latest update and can read it right there in the feed reader. You are given the option to click through to the actual site or move onto the next unread item - marking the last one as ‘read’.

The best way to learn how to use Google Reader is to simply subscribe to some feeds and give it a go. Both have helpful help sections to get you up and running.

Web Site RSS Buttons

When you have been on different websites, you may have noticed a lot of little orange  buttons and widgets appearing like the one here. They come in all shapes and sizes as can be seen in the image at the top.
There are plenty more - but any time you see any of these buttons or anything like them it means that the site you are viewing almost certainly has a feed that you can subscribe to.                                                                                                                                           

In most cases it’s as simple as either copying and pasting the link associated with the button into your RSS Reader or clicking the button and following the instructions to subscribe using the feed reader of your choice (shown here).

Most of the time your Reader will do the the work for you - Google is good at this!

You will see underneath the header Current Feed Content a list of all the latest feeds - with my last blog post showing there.

Once you’ve done this and have subscribed to a few feeds you’ll begin to see unread items in your Feed Reader and you can start reading.

As a starting point here is my RSS feed for this blog http://feeds.feedburner.com/SironaSays

Once you have started using RSS to collect all the websites and blogs you like reading, you will wonder how you ever coped without it!

How to use RSS as part of your social recruiting strategy

1. Listening

Many people underestimate the power of RSS, and recruiters are no exception. I have previously mentioned the need to listen and monitor to what is being said about you (a key part of any social recruiting strategy), your brand and your company in the marketplace. RSS is a great way to track this.

First set up three new folders in your RSS Reader - name, brand and company name (and more if you want).
Next go to Google Alerts and set up three sets of alerts - direct the alerts to your Reader to collect the information. Then do the same with Socialmention.com (this is a more social media focused monitoring tool).
There you go, done! You now have a self updating information source of where your various names are being mentioned on the internet.

2. Competitors

Ever thought of tracking your competitors or key industry players? Well you can do it the same way. But this time, track down their blogs and/or latest news feeds on their websites - remember to look out for the orange symbol - and subscribe to those in your Reader, again with a separate folder for easy management.

3. Twitter

Most people haven't thought of this. If there are key people on Twitter that you are tracking (new clients,  
candidates etc) or you have a search string you find to be particularly useful, then you can subscribe to this information in your Reader. On the side of every Twitter search (shown here) is the orange symbol. That is the feed for that search or tweet stream, and if you subscribe to that in your Reader, you will have all new tweets appear in your Reader.

This is especially useful if you track companies/individuals across different timezones, as you would certainly miss out on Tweets otherwise.

I am a massive fan of RSS, and wouldn't be without using it, as it allows me to track and read 40-50 blogs without having to go to each blog in turn. So make your life easier today and get yourself using RSS!

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

The Social Media World Forum Comes to London

It does seem that the first quarter of 2010 has a whole raft of social media conferences, covering every specialty you can imagine - some of which I am speaking at!

There is one conference/exhibition that is looking to be the 'daddy' of them all - The Social Media World Forum on the 15/16th March at Olympia, London. The speakers in this event read like a brand who's who in social media activities over the last year.

As someone from the recruitment sector, there is much to interest me from the latest in social media brand engagement, social media monitoring tools through to building community based management in your brand.
I think for the first time, large numbers of employers will be attending this show in March to try and understand how they can be utilising social media in their workplace, to engage with their employers and future employees.

If you are interested in attending there is a discount available until the 15th February.

Is Google now effectively a huge social media drug dealer?

>>>disclosure<<< I am a big Google fan by the way!

When I was speaking to my IT provider yesterday, we were having one of our regular discussion around service offerings etc During the chat he levied that Google is effectively no different to a huge drug dealer - they dangle great things in front of you that it knows you want, and then keeps giving you more and more.  Then when you become completely dependant on them for everything - whammo - they have got you - you are in so deep, you just don't get out!

Now I am not a drug dealer, but I have watched NYPD Blue, CSI and Prime Suspect (obviously essential research for this post) so I "know" how these dealers do it! They feed you the drugs that you want to feed your habit, then when your hooked, they have the power to do what they want with you!

Think I am mad?

You use Googlemail - they have all your contacts; next you sync these contacts with your computer and your smartphone You become reliant on the (usual) unnerving reliability of their emails

You use Google Search - you no longer search on the internet, you Google things. (When was the last time you used another search engine?)

You dumped your Internet Explorer (or Firefox) to use the faster Google web operation system - Chrome; after all they did tell you to use it, didn't they (and of course you felt obliged to try it.....didn't you?)

You use Google Reader for all your incoming news via RSS. (they make it so easy don't they?)

You use Google Calender to manage your diary - and of course it syncs with your email inbox and your contacts - perfect!

You use Google Alerts to tell you what is going on, on the web with yourname, brand, product or service

You think the only video website is YouTube, and you visit it every day (along with billions of others!). And with YouTube going to host films, TV shows and live sports, will you go anywhere else?

You use Google docs to store all your documents, spreadsheets and presentations in the cloud for easy access, and to share with others if needed.

You have Google analytics embedded in your website and blog, tracking EVERYTHING to do with your website, day in, day out.

You advertise your business on Google Adwords - well, why wouldn't you - it is brilliant!

You either buy goods or sell goods using Google Checkout. The way they have made payments so simple is so clever isn't it?

Now Google have even started to (Google) Wave at you, telling you that email is dead and that Google Wave IS THE future -  well they would wouldn't they?

And now this is all wrapped up in one mobile device with an operation system called Android. Appropriate, don't you think? We have become controlled human Google robots!!

There are ELEVEN tools/products/services here (and there are loads more) - how many do you regularly use?

Well using my drug analogy - I must be completely hooked - I use 10 of the 11!! (Only my faithful Blackberry saves me from the full count!)

So, do you see what I mean now? They have done a fantastic job of getting us all hooked. Just how many of us would be bothered to exit Google and source similar services elsewhere (many of which are not as good either)?

I can tell you the answer.... not many!!

Google has us all hooked, we respond like nodding puppy dogs - but when are they going to make us pay for it all?

Maybe they will, maybe they won't.......but one thing is for certain, they won't be stopping anytime soon from delivering you further exciting products to get you even more addicted to your social media fix!!

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

There is workplace stress and THEN there is recruiter stress!!

As a longstanding recruiter, I am very well aware of the dreaded six letter world called stress. But, within the recruitment industry - client side and agency side - medium to high stress levels go with the territory, don't they?

BUPA did a survey a while ago and discovered that  whole series of workplace stress triggers, with the top four being:

1. Lack of control over work
2. Excessive time pressures
3. Excessive or inflexible working hours
4. Too much or too little work

But what some people don't get is that the world of recruitment is a WHOLE different ball game, when it comes to stress! (just ask my wife, my doctor, my heart specialist and my therapist - only joking .......no seriously I am only joking!!)

So in no particular order here are a number of 'stress inducers' common to the recruitment industry:

1. Candidate rejects an offer when telling you there is nothing else, only to find out they have been lying all along and have other offers on the table
   
2. You lose a candidate because the client has taken too long to decide
   
3. Candidate not turning up for an interview you have taken 3 weeks to arrange
   
4. Clients not selecting your 'perfect' candidate for interview
   
5. 8.AM Monday meetings (after a bad previous week!)
   
6. Your placement not turning up on the first day AND then not being able to contact them at all!
   
7. Your contractor 'having a mind of his own' and upsetting the client
   
8. Client who 'sacks'your placement in the first week and then refuses to pay!
   
9. Sales meetings when the market is tough and there is just one, smart arse know it all who has been the only one to archive their target (and they are the best pal of the Sales Manager to boot!)
   
10. The 'guaranteed' placement' goes wrong!!Your pipeline has been toileted
    
11. You have promised the client CV's, and your are already past your deadline because your two best candidates haven't got back to you with an update
    
12. You find that great CV only to find out another agency sent the CV first to your client

Of course there are many more examples, and if there are any ones I have missed please do let me know!!

Come on folks, you must know some classics!

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

As a longstanding recruiter, I am very well aware of the dreaded six letter world called stress. But, within the recruitment industry - client side and agency side - medium to high stress levels go with the territory, don't they?

BUPA did a survey a while ago and discovered that  whole series of workplace stress triggers, with the top four being:

1. Lack of control over work
2. Excessive time pressures
3. Excessive or inflexible working hours
4. Too much or too little work

But what some people don't get is that the world of recruitment is a WHOLE different ball game, when it comes to stress! (just ask my wife, my doctor, my heart specialist and my therapist - only joking .......no seriously I am only joking!!)

So in no particular order here are a number of 'stress inducers' common to the recruitment industry:

1. Candidate rejects an offer when telling you there is nothing else, only to find out they have been lying all along and have other offers on the table
   
2. You lose a candidate because the client has taken too long to decide
   
3. Candidate not turning up for an interview you have taken 3 weeks to arrange
   
4. Clients not selecting your 'perfect' candidate for interview
   
5. 8.AM Monday meetings (after a bad previous week!)
   
6. Your placement not turning up on the first day AND then not being able to contact them at all!
   
7. Your contractor 'having a mind of his own' and upsetting the client
   
8. Client who 'sacks'your placement in the first week and then refuses to pay!
   
9. Sales meetings when the market is tough and there is just one, smart arse know it all who has been the only one to archive their target (and they are the best pal of the Sales Manager to boot!)
   
10. The 'guaranteed' placement' goes wrong!!Your pipeline has been toileted
    
11. You have promised the client CV's, and your are already past your deadline because your two best candidates haven't got back to you with an update
    
12. You find that great CV only to find out another agency sent the CV first to your client

Of course there are many more examples, and if there are any ones I have missed please do let me know!!

Come on folks, you must know some classics!

If you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.