Best Buy has a unique way of managing their employees: You can do whatever you want, whenever you want, as long as your work gets done. That means you can work from the beach, sleep until noon, or sneak out midday to catch a movie.

They don’t when or how you do your work. They care about your outcomes. It’s actually a lot like being in college.

To learn more, check out this presentation that I put together for one of my grad school classes (click play to hear the audio – you can also download the mp3).

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Download the slides to this presentation (and more) at the Renegade Resource Center.

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Do you remember that post all of five days ago about how the revolution was going underground? Apparently I was lying.

After a few comments on the website, a bunch of emails, and a lot of tweets from disappointed readers, I’ve decided to keep the site going.

In addition to working full-time, I’m currently wrapping up my last semester of grad school, planning a wedding, and still trying to unpack (six months after moving into my new house). I may be posting less frequently for a little while, so don’t get worried if you don’t see new articles as often as you used to.

Instead of shutting the site down all together, I’ll still be writing, albeit on a less frequent basis.

Thanks for all of the support – I’m glad to be back!

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The Revolution is going underground.

The movement to revolutionize HR, hire great people and inspire them to do amazing things is an important one. However, I’m retiring the site.

I want to thank all of my passionate and dedicated readers. The discussion and dialogue that’s emerged on and because of this site has been fantastic. Thanks for all of your support.

Renegade HR will remain up for about a week, after which, I will be taking it down. (the site will remain up, so you can still browse old articles)

UPDATE: By popular demand, Renegade HR is back.

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I’m a big fan of using social media to develop and employer brand, build a pipeline of potential candidates, and source for open positions.

Measuring ROI on HR initiatives is rarely easy, and the open and often anonymous nature of social media makes it seem even more difficult. The ever Jessica Lee dropped an awesome post the other week on Fistful of Talent titled 4 Ways to Measure ROI + Metrics of Social Media Recruiting.

Keep reading…

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I need your help. In honor March Madness, Fistful of Talent has set up a bracket-style competition to determine the best HR blogs on the net. Readers get to vote on their favorite blogs.

They’re currently on round two. In the first round, I narrowly won by only a slight margin. Help me out – vote today using the widget at the bottom of this post (email subscribers will most likely need to click through to my site to vote).

Here’s my article, and here’s who I’m up against. Thanks!

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Mike Rowe knows a lot about work. On his show, Dirty Jobs, he’s had the opportunity to meet the people who do the kind of work that many of us wouldn’t dare.

Mike recently gave a talk at TED about work, and specifically the type of work that we celebrate in the United States. His conclusion: We spend a lot of time celebrating innovation, but not enough time rewarding imitation.

Keep reading…

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Seriously, are they? All these recruiting gurus seem to think so, but I’ve never seen any proof or evidence that they actually are.

The other day, I stumbled upon an article posted last year on ERE.net titled, The 20 Principles of Strategic Recruiting. It’s a good list, but principle number six just jumped out at me:

Target employed “non-lookers.” The best recruiting processes are designed to identify and successfully hire currently employed top performers.

So again, why? Is a top performer who’s looking somehow less desirable than a top-performer who is?

I get that top-performers who are looking don’t always just wander into your organization and aren’t always available when you have the perfect opening for them, so seeking them out makes sense. But I hear time and time again that passive candidates are better than active ones, and I don’t know why.

Executive recruiter Steven Gilbert defines active and passive candidates differently: Passive candidates are the ones who just don’t know about your open position yet.

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