blogging4jobs

Video & Download — How to Reach HR & Recruiting Webinar

Posted: 21 Jun 2011 10:04 AM PDT

HR Vendor, HR vendors, human resource solutions, HR marketplace, human resource solution, HR solutions, HR solution

Maybe you tuned in for the webinar today titled, “How to Reach HR & Recruiting with Social Media,” but if you didn’t that’s okay too. I will have the webinar available to watch later today. In the meantime, take a look at the slidedeck from our session. You can download it and share with your friends, neighbors, and colleagues. Video of the entire presentation is included at the bottom of this blog post.
For those of you who aren’t familiar with our session, we just wrapped up with a stellar line up for HR industry professionals who understand how to use social media to engage the HR and Recruiting practitioner. I, myself am speaking at the 2011 SHRM Annual Conference next week, and I can tell you that to date I have receive nearly 50 direct mail pieces begging me to stop by a vendors booth at a chance to win an iPad. Problem is that I already have one. Guess I’m not worth that company’s time to consider the possibility. Your old school tactics aren’t working, and our panelists are here to help with that.
If you missed the event, here’s a description and information about our panelists.
Learn how Human Resources, Recruiting, Talent Management consultants and service providers can engage, network, and build relationships with these influential professionals, HR Bloggers, and decision makers online with social media. Learn from some of the top online HR and Recruiting leaders how to develop relationships and engage HR online. Learn best practices, tips, and suggestions for HR vendors and their marketing teams directly from the mouth of panel of HR practitioners.

WEBINAR FEATURES THE TOP HR AND SOCIAL RECRUITING TALENT:

Kris Dunn, (@kris_dunn) the HR Capitalist and creator of Fistful of Talent

Craig Fisher, (@fishdogs) known as Fishdogs and VP Ajax Social Media

William Tincup, (@williamtincup) co-host of leading HR radio show Drive Thru HR

Jessica Miller-Merrell, (@blogging4jobs) known as Blogging4Jobs and CEO of Xceptional HR

Michael Long, (@theredrecruiter) Director of Employment Branding at Rackspace Hosting

Collectively this group boasts no less than 8 blogs and over 200,000 social media connections. Our esteemed panel will be sharing the social media secrets for HR Service Providers to engage, establish relationships, and sell to HR. You can follow along on Twitter with the hash tag #hrsolutions. Webinar attendees will receive pdf copies of the presentation available after the session.
Don’t forget to download a copy of the slide deck and see the video below. It was a great session.

Webinar How to Reach HR & Recruiting w/ Social Media from Jessica Miller-Merrell on Vimeo.

Overachievers And Why We Hate Them

Posted: 21 Jun 2011 04:17 AM PDT

motivating employees, leadership style, employee engagement, working with overachievers, the paradox of excellence, workplace overachievers,

I work very hard at what I do with every client, presentation, and article I write. Some may call me an overachiever. I work long hours, solve complex problems and do it all with a passion and smile most days.
Hate is a very strong word. It’s an emotion, a feeling. Tied very closely to love and lust. So why do organizations, leaders, and co-workers hate overachievers?
Over the weekend I watched one of my favorite movies from the 90′s with John Travolta, Phenomenon. The storyline gives us insights into what life is like for that pesky office or industry overachiever we love to hate.

Over achievers are different. They think different, act different, do different, and work different. And for the hive of humanity different isn’t good. It reminds us we have weakness and our immortality.

Overachievers work differently. John Travolta’s character read six books or more a day. He worked on projects like developing an organic fertilized or creating a less time consuming route in which to deliver mail. A seemingly unconnected group of projects or interests, not unlike your young Gen Y counterpart in your office. He plays around on Facebook, leaves the office and 5 and still manages to get his work done better and before everyone else. Working more doesn’t always equate to more productivity or better quality. Some people just are good at what they do no matter what.

Overachievers want special treatment. In their mind it’s not special just different treatment. They want to be rewarded for their ability to get the job done better than everyone else. That means flex schedules, Fridays off and work from home options. Being an overachiever is alot like being a blogger. I want free access to your conference, perks (free stuff), and respect. I ooze influence. With me, it’s a package deal. Your OA is no different.

Overachievers burn out. OA’s are competitive and action oriented. They blaze trails, work hard, conquer projects and check out. Organizations need to be able to manage these kinds of individuals to take advantage of the passion, knowledge, and perspective they bring to an organization.

These feelings of hate or disdain are fueled by the leader within the organization or department. Their lack of understanding, openings, or willingness to work with an overachiever fuels the negative emotions from team members. While leaders mean well, their responsibility is to motivate, retain, train, and grow their employees. And that starts with communication, conversations, and structure for the underachiever, average achiever, and overachiever.Over achievers operate in what is called “The Paradox of Excellence.” They opt to do the wrong thing well than do the right thing poorly. This drive to be the best conflicts with the ability to ask for help when an OA is in too deep.
While Over Achievers produce and have a phenomenal drive, they drive leaders to the brink of insanity, hence the hate. They refuse help and undermine your leadership. This is why mentorship, training, and special projects are essential to corral that overachiever. Keep them on task, entertained, engrained, and occupied. Because channeling the drive, compassion, and power an overachiever are essential to leading, growing, and rebuilding your department or organization. Teaching your overachiever humility takes practice but is necessary to their future success either with your organization or someone else’s.
Photo Credit Filipspagnoli.

HR Blogger’s Guide to SHRM 2011

Posted: 21 Jun 2011 04:17 AM PDT

shrm 11, shrm, hr blogger, hr blogs, hr social media, human resources social media, corporate social media,

Yes, yes my friends you read correctly. We are afterall only 5 days away from the start of the 2011 SHRM Annual Conference.
You've made the decision to go to SHRM Annual conference starting Sunday, June 26th. Awesome, me too. Maybe you've never gone to SHRM or you could be just overwhelmed with the sheer volume of tweets, information, and people who are also attending. As a fellow HR Blogger, new presenter, and former SHRM Blog Squad Member, I’m here to get you up to speed on the ins, outs, and inbetweens of the 2011 SHRM Annual Conference.

Hash Tag Appropriately. Popular hash tags for include #SHRM11 or thrown in #SHRM for good measure. Not sure what a hash tag is? Watch this video.

Find Your Friends. Geolocation or texting are the two easiest ways to find out where your friends are. Some of my favorite conference meeting texting tools include BalugaPod and GroupMe. Send one text to your entire group of friends to coordinate dinner, drinks, and other events. These were valuable tools earlier this year at SXSW.

When In Doubt, You're Press. I’m crossing my fingers that SHRM will have press seats in the front row for Michael J. Fox, the closing keynote. Get access to VIP events and even the SHRM blogger’s lounge. Being an influencer is a good thing. Use it to your advantage.

Pace Yourself. The Annual SHRM Conference is a marathon. There are events for days from morning until late in the night. I haven’t even mentioned that we’re in Vegas, the city that never sleeps. Use good judgement and consider it a good day if you attend two sessions. Be selective, arrive early, and sit in the front. The people you meet and the conversations you have at the conference are sometimes more valuable than the conference itself.

Wear Comfortable Shoes. You will be walking all over Vegas. The conference center is located off the strip so consider the time spent travelling on the monorail if you going to an event. My feet thanked me when I opted to leave the stilettos at home.

More thoughts on SHRM Annual Conferences present & past –