About a month ago, HR rockstar Victorio Milian asked me a very straightforward question:
I’m looking to use Linkedin groups as a branding and employee engagement tool and I’m looking for some suggestions. If you have any ideas or best practices that you could share that would be greatly appreciated.
Amazingly, my response was longer than most of my blog posts. I thought I’d share it with you…
Keep reading…
Spread the Word:
Recently, I’ve been wondering why I use Twitter.
Truth be told, I started using it solely to promote Renegade HR. I thought it was stupid. I used it anyways, but I thought it was a waste of time.
Then I became hooked. Like hardcore hooked. Then I finally settled into a more reasonable amount of usage.
But recently I’ve been thinking about how the people I most admire – the Seth Godins and Steve Jobs of the world – typically aren’t on Twitter. They’re out there making amazing shit that changes the world. They’re not talking about it on Twitter.
And I think that’s why most people are so hesitant to get involved with Twitter in the first place. They’d rather do things than talk about them. So here I was, thinking, “Should I stop Tweeting?”
Keep reading…
Spread the Word:
My buddy Ben Eubanks from Upstart HR tipped me off to this awesome, free ebook on HR Marketing and Social Media.
Written by Kevin Grossman and the HR Marketer team, it’s a great primer for anyone looking to get more involved in social media as an HR pro.
Download HR Marketing: A Conversation Starter
PS: If you haven’t yet, you may also want to check out my work-in-progress, Culture Convo. It’s a step-by-step guide to getting started with employer branding through social media.
Spread the Word:
How would you react if someone said to you, “I don’t use that email thing.”? Would you hire them for an HR job?
Thirty years ago, the internet was just a fad. Only it wasn’t.
Twenty years ago, email was just a fad. Only it wasn’t.
Today, social media is just a fad. Only it isn’t.
If you don’t use “that social media thing,” you need to. Not knowing how is going to be the same as not using email in five years.
Bonus: If you’re social media savvy, why not teach your colleagues and employees how to use these tools?
PS: I’m writing a book on employer branding with social media. Click here to learn more.
Spread the Word:
If you want to connect in person, I’ll be at the Enterprise 2.0 Conference in Boston in two weeks.
The conference runs from June 14 to 17. Tickets are pretty pricey, but I picked up a free Expo Pass using this code: CNRNEB14 CNRMEB21. Not sure if it’s good anymore, but worth a shot, right?
If you’re going, let me know in the comments, or hit me up on twitter. I’d love to connect!
Spread the Word:
Today’s article is a guest post from Sean Conrad of Halogen Software.
Chris’ recent post on The Power of No got me thinking. Especially where he encourages HR pros to say no to things managers should be doing themselves.
There’s a litany of items that fall into this grey area. HR has to report on engagement metrics for example, but the drivers of engagement aren’t solely in their hands – right?
Same goes for coaching and development. It’s not exactly a job you can pin squarely on HR even if the reporting metrics come out of the department.
But HR – you can definitely guide managers on this front. Let’s put it in context.
Keep reading…
Spread the Word:
Serious question: If more managers did their jobs, would HR still exist?
How much of what HR professionals spend a lot of their time on – performance appraisals, succession planning, employee relations – are really things that managers are responsible for?
If managers were actually expected to do these things – trained and evaluated on them – what would the profession of human resources look like? Would it still exist? Would it look drastically different?
Is it time for HR to start putting itself out of business? What do you think?
Spread the Word:
RSS
