Archive for September, 2009

This is an exciting time to be a human resource professional.  Whether positive or negative, there is a huge spotlight on our profession, forcing our leaders to ensure all the “ducks are in a row” so to speak.  From monumental changes in employment law to health care reform, HR pros are on a first name basis with the business community.

I have been in the HR field since I graduated from college in 2004.  Since that time I have watched and actively participated in our profession gaining momentum.  We have gone from finally winning that seat at the table to fighting to keep it.  Some may consider having to fight to keep our seat a negative aspect of our jobs but I disagree.  This type of fight forces us to stay abreast of all the groundbreaking concepts, opinions and research surrounding our field.  It keeps us in the foreground of a monstrous business field, where the finance department usually gets all the attention.

The evolution of HR has been a long time coming and with tools like social media, it will continue to have a huge impact on how we do our jobs.  It excites me to see the unlimited opportunities for the improvement of our profession through technology.  For example, the HR blogging community now has clout, not just for interesting opinions on tough subject matter but for initiating necessary discussions to help us progress.  China Miner Gorman, Chief Global Member Engagement Officer for the Society for Human Resource Management believes:

“Blogging, micro-blogging and social media are no longer viewed as taboo.  In fact, they are becoming much more mainstream for HR, and our SHRM members are very interested in understanding what’s happening out there.  Blogs, for instance, are a venue where people tend to say what’s really on their mind, whether constructive or negative.  For HR, the value is in knowing what people (employees, customers and other stakeholders) really think about policies and practices.  As you know, at the SHRM Annual Conference in New Orleans, we held our first-ever session on HR blogging.  The beauty of that panel was that we had four very different types of HR bloggers on stage talking about how they got into blogging and what it has meant to their professional development and their professional effectiveness.  Their experiences were in some ways similar, yet different – but they were all blogging for and about HR.  That’s what was really motivating to see.  HR is making its voice heard like never before.”

HR bloggers have become “celebrities” in our field.  With their help there has been a push for more education in linking HR with technology.  I recently talked with Ben Eubanks of Upstart HR and posed the following question:  Is linking technology with HR essential?  He replied, “No it’s not essential to link technology and HR.  Human resources can go on with its traditional role, planning the office birthdays and making sure people take the exact number of sick leave hours.  It can also sit in the corner when real strategies are being planned.  However, if HR is going to be something bigger and better, then embracing technology is an amazing way to make a difference.  Communicate with employees.  Capture, analyze and forecast metrics.  Use technology to make HR indispensable.”

A great example of how far we’ve come is the advent of HRevolution, an “un-conference” that will focus on integrating technology like social media and blogging with functional human resources. The event will be held in Louisville, KY on November 6^th and 7^th (register here).  When I first heard of this event I was very excited.  To that end I had a discussion with HRevolution co-founder and blogger for HR Ringleader, Trish McFarlane who said, “For me, the idea came from hearing so many HR people involved in social media talking about how conferences were not delivering relevant information on social media for HR.  I hope that each person that comes will be able to teach what they know and how they apply social media to HR.  I also hope that each participant walks away with some actionable take aways from what they learned.”  Sharing is a big part of the evolutionary HR movement and is essential to its success.

I hope by now you are actively participating in the evolution of our industry.  If not, why?  Get involved – take an active stand and show your company why you deserve to be respected.  Don’t be the quiet HR pro who just “goes with the flow.” Do something that provides value to the industry.  I’m not saying you need to start your own blog but you can read, comment and initiate conversations with this community.  I promise…you won’t be disappointed.

Fresh out of college – plunged into the fast-paced world of third-party staffing, I learned a number of good lessons about recruiting.

You see, the pressure was on.  Having paid for college myself, I was under water with student loans and additional debts that had accumulated over the course of my college career.  Even though I had been working about 60 hours a week, the cost of living in Washington, D.C. was very high! 

Once the staffing industry found me, there was no turning back.  It had to work!

I must have driven my various mentors crazy.  The questions just kept pouring out… “How do I…” – “What’s the best way to…” – “Is it legal to…” – Needless to say, they were very patient!

Beyond the processes and best practices, there comes a point when a recruiter develops their own style.  A moment when you realize… “Hey!  I’m a recruiter and I finally know what I’m doing!”

My “moment” came during a recruiting call.  It was the moment I realized how impactful clear expectations can be for a candidate.  While chatting with a potential applicant, I started getting very keyed in on explaining the expectations of the role – how they would be judged, what would make them successful, the good and bad parts about the position.  I’m not sure why I became so blunt… it just happened.

To my surprise, the candidate not only grew more interested, they openly appreciated the candor.

Long story short, the candidate accepted the position and started up in a contract-to-hire role with my client.  Later, she went on to get hired by the company.  I never told her that she solidified the way I recruit… perhaps I will someday.  Until then, I will take the lesson and use it in my future work.

Honesty and openness with candidates will lead to better hires and a higher level of retention.  If you want to keep them, make sure they know what they are getting in to.  You would want the same.

Do you sugarcoat your recruiting or do you put it all out there?  Do you have a non-negotiable part of your recruiting process?

Photo Credit, tiffa130

Michael Long (The Red Recruiter) is a small business owner that wears red shoes every single day. Based out of San Antonio, TX, Michael’s firm specializes in identifying the very best Human Resources and Social Media talent across the country. In addition to scouting out the best and the brightest, Michael is continuously engaged in speaking, training and consulting on the topic of social media as it applies to recruiting, job search, human resources and overall corporate strategy. @theredrecruiter

Graphic via BOLDT.US

Unless you’ve been under a rock for the past few months you’ve already heard of Swine Flu – it’s not a pandemic for pig farmers across the country, it’s the H1N1 strand of the flu virus.  Has the paranoia begun to affect your workplace?  Have you been purposely avoiding public areas like the lunch room or over-using hand sanitizer?

According to the Center for Disease Control, H1N1 Swine Flu is “a new influenza virus causing illness in people. This new virus was first detected in people in the United States in April 2009. This virus is spreading from person-to-person worldwide, probably in much the same way that regular seasonal influenza viruses spread. On June 11, 2009, the World Health Organization (WHO) signaled that a pandemic of H1N1 Swine Flu was underway.”

A large component of a human resource professional’s job is to educate the employees of their organization.  A successful human resource professional is one who does not remain secluded in an office – they take the initiative to reach out and show an interest in the organization’s employees.  We should be seen as a resource, not as the stereotypical “bad news bear.”

In the case of H1N1, education is a key to protecting your work environment.  You will help to mitigate any widespread panic through education.  If you do some research you will find that there are multiple resources available on this topic.  Take an opportunity to do some homework and create a game plan for how to handle the Swine Flu and other precautions in your organization.  It will be a good exercise in crisis management.

Most state health departments have created hotlines or websites for the public to use as a resource.  For example, the Florida Department of Health developed www.myflusafety.com – providing the latest information on the virus.

Another great resource is the Society for Human Resource Management who has created an entire section on their website devoted to employer resources related to the Swine Flu.  Every day new tips and facts are released that cause a stir in the media.  For example, a SHRM article states, “Requiring employees to receive any type of immunizations could create possible problems with the Americans with Disabilities Act.”  Did that ever come to mind in your thoughts regarding the Swine Flu?

Regardless of whether or not you have super-human immune system or not, as an HR professional you can be the face of clarity on issues such as the Swine Flu.  Do some research and help to keep your organization healthy.  Oh, and don’t worry about bacon, to my knowledge there has not been any link between this glorious treat and the Swine Flu!