Recruiters On Twitter: Rise of “Coffee Talk” Learning

Written by Mona Berberich

In college, one of my teachers regularly told me that the room with the coffee maker is the most important place in an office, because it’s where people learn the most. At the time, I thought that this guy was perhaps a lazy coffee addict who was definitely in the wrong job.

However, 10 years later, I realize that he was right. The space near the coffee machine was where people gathered to briefly put work pressures aside and open up in an informal way — sharing what was on their minds, getting advice from peers and even generating new ideas.

The New Coffee Room

Today, there’s a whole new world of coffee rooms out there — it’s called social media. Whenever people tweet, retweet, read, share or like, they are contributing to something bigger — the social learning community. One of the most important platforms for social learning is Twitter, where many business people “gather” to share information and ideas on an ongoing basis. These behaviors are studied by companies like Leadtail, a social analytics platform vendor, which published a detailed Social Insights Report last week, focused on the Twitter activities of HR professionals.

That report deserves attention because the HR community is vital in transforming workplace culture, defining social business policy, and driving workforce development. In short — talent-minded executives, recruiters and training professionals are shaping the future of social learning.

What Is Social Learning?

For those who aren’t familiar with it, think of social learning as a process where people rely on digital tools to connect with one another, and exchange information with a specific purpose in mind — typically to expand their knowledge, to develop their competence, or to collaborate in resolving a common challenge. In contrast to formal classroom training, where an instructor “lectures” to a group, social learning is characterized by a two-way communication flow. Thanks to advances in mobile, web and collaborative technology, most of us can engage in social learning whenever and wherever we want. And Twitter is one of the most powerful engines of social learning — with information flowing on the stream 24x7x365.

Who Helps Recruiters Learn?

At the request of, Leadtail also drilled down within the HR realm to focus on Twitter behavior among recruiters — looking at engagement, reach and sources of influence from March-June 2013. During that time, recruiters shared 55,576 tweets with a total of 835,336 followers. And, as the graphic below reveals, Meghan M Biro, founder and CEO of TalentCulture, is the HR personality that recruiters most often retweeted.


When you recognize that Meghan has attracted almost 56,000 Twitter followers to-date, the reach and importance of her Twitter presence becomes clear. A single tweet immediately can touch 56,000 people. But her impact doesn’t stop there. As the “most retweeted” recruiter resource, her Twitter “multiplier effect” is astonishing. For example, even if only 10% of her followers see and read a tweet, and only 4 followers retweet that item to their followers … and so on … and so on … you get where this is going. Even one tweet has the potential to get attention from thousands of people, over time. (Example below.)

The Leadtail report features several other key metrics — top 25 media content sources, leading brands that attract recruiter attention, and recruiters’ favorite hashtags. Among those hashtags is #TChat – a moniker that many people associate with Meghan M Biro. Anyone can use the #TChat shorthand to “tag” information of interest to talent-minded professionals. It’s also the tag used to drive the TalentCulture community’s weekly interactive Twitter chat events. Bottom line: It’s hard to move around the Twittersphere and not bump into Meghan or TalentCulture in some form!

Social Learning Hot Spot

As these examples show, Twitter is becoming a magnet for social learning — by facilitating informal knowledge exchange, topic-driven chat events, or even backchannel for industry conferences (as recruiters discovered recently when rallying around the #SHRM2013 hashtag). The attraction is easy to understand. It’s a simple, low-cost, immediate way to engage with people — and it’s a natural extension of social recruiting best practices.

Many recruiters are now at the forefront of social learning on Twitter. And as a recent Huffington Post article suggests, people like Meghan M. Biro are leveraging Twitter to engage the HR community in a way that not only positions her as an expert, but also boosts the credibility and visibility other HR professionals, as well.

What’s Your Social Learning Hot Spot?

Are you a recruiter or HR professional? How are you using Twitter or other social tools to expand your expertise? What challenges and opportunities have you experienced? Let me know in the comments below, or share your perspective on the BetterWeekdays website!

Mona Berberich2(Editor’s Note: Mona Berberich is a Digital Marketing Manager at Better Weekdays, a Chicago-based company that has developed a platform to help HR leaders source, screen and develop talent based on job compatibility. She is a researcher and writer covering HR, career growth, talent management and leadership development. Contact Mona on Google+ or LinkedIn or Twitter.)


Image Credit: Stock.xchng

Class of 2013 Goes To Work #TChat Recap

Written by guest blogger, Katie Paterson

The HR community is so generous! This week at the SHRM conference in Chicago, as well as in online #TChat discussions, you’ve helped Achievers and TalentCulture spotlight issues and opportunities facing the next wave of graduates who are entering the workforce.

The ideas flowed freely throughout the week, from the moment we started pouring margaritas at our #SHRM13 booth! Below are summary points about key #TChat topics, followed by resource links and a Storify highlights slideshow. Thanks to everyone for contributing such useful insights!

Social Tools For Job Seekers

LinkedIn received resounding support as the top social hiring hub. Twitter earned some votes as a secondary portal, with other major players like Facebook and Google+ mentioned in supporting roles.

An interesting sidebar thread touched on tools for showcasing professional portfolios. Pinterest was mentioned as a smart choice, as well as tools designed specifically for portfolios, such as Seelio.

Onboarding Improvement

Mentoring received popular support as a way to strengthen employee indoctrination. Workplace “sherpas” are a natural, easy way to introduce new hires to company culture, workgroup standards, and individual responsibilities. And #TChat-ters agreed that this practice is effective for both recent grads, as well as workforce veterans.

“Buddy systems” were also mentioned as a way to connect new hires with one another as they move through the new-hire experience together. Seasoned employees can offer organizational context, but new hires can bond as they learn from each other, in parallel.

Performance Evaluation Frequency

I think @ValaAfshar said it best:

The #TChat community universally applauded continuous constructive feedback, and @Achievers couldn’t agree more. Several chat participants pushed the concept further — indicating that those who are responsible for providing for feedback should also ask for feedback and suggestions, in return.

Why Recognize Employees?

This point might be preaching to the choir, because #TChat-ters were emphatic about recognizing great performance. But it’s noteworthy that two kinds of benefits were mentioned:

1) Human motivation: Many responses focused out how important it is for individuals to hear about their progress — especially when they meet or exceed expectations.

2) Business advantage: Other comments focused on the fact that recognition helps align employees — reinforcing and redirecting work to keep everyone moving together toward organizational goals.

Improving Retention

To engage recent hires, you recommended multiple ways of involving them in the organization. We couldn’t agree more! Offering meaningful work, fostering an inclusive team environment, and tying individual contributions to a broader mission keeps employees engaged and coming back for more.

It’s important to ask for opinions, provide opportunities for growth, and demonstrate consistently that employees are valued. If you inspire passion in your employees, they’ll reward you — not only by remaining loyal, by being your most consistent and vocal ambassadors.

For more information on what motivates the graduating class of 2013, check out Achievers’ latest whitepaper.

#TChat Week in Review

WED 6/12

#TChat Sneak Peek:  Kevin W. Grossman examined the emotional factors that drive employee engagement in a teaser post: “Feeling The Future Of Work: #TChat Meets #SHRM13.”

SAT 6/15

#TChat Preview: Our Community Manager, Tim McDonald, introduced the week’s topics and special #SHRM13 events in his post, “Stronger! #TChat Preview #SHRM13 Edition.”

SUN 6/16 Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered advice about how companies should attract and retain next-generation talent. Read “Smart Leaders Engage Tomorrow’s Workforce.”

MON 6/17

Margarita Monday Meet-up: #SHRM13 attendees timed-out with Meghan and Kevin at the Achievers booth, while hearing about the latest research on “The Class of 2013: Understanding the Needs of the Future Workforce.” If you missed this event, we invite you to attend the Achievers webinar on June 26 (or on-demand after that date).

WED 6/19

#TChat Twitter: #TChat-ters came together on the Twitter stream for our dynamic weekly idea exchange. If you missed the real-time Twitter action, or would like to review highlights, watch the slideshow below:

#TChat Twitter Highlights: “Looking Forward: Class of 2013”

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Closing Notes & What’s Ahead

NOTE TO BLOGGERS: Did this week’s events prompt you to write about the Class of 2013, or future workforce opportunities and challenges? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week we’re tackling a big topic — literally! Big Data in HR! Stay tuned for details this weekend. And remember: starting next week #TChat Radio moves to Wednesday nights at 6:30pmET — back-to-back with #TChat Twitter!

Until then, the World of Work conversation continues each day. Join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

katieprofile.lpeg(Author Profile: Katie Paterson is the Social Media Community Manager at Achievers, where she is focused on building an online community of Human Resources professionals who want to learn how engaged employees can impact business results. She is passionate about the world of social media, its impact on the workforce, and how it can be integrated into the our lives personally and professionally.)

Image Credit: Stock.xchng


Stronger! #TChat Preview #SHRM13 Edition

(Editor’s Note: Are you looking for a full review of this week’s events and resources? Read the #TChat Recap: The Class of 2013 Goes To Work.”)

Hello Chicago: #TChat Is In The House!

Buzz is everywhere in Chicago and on social media channels, as nearly 20,000 human resources professionals descend upon the city for the annual SHRM Conference & Exposition.

And, as Kevin W. Grossman noted in his recent SHRM “save-the-dates” post, he and his TalentCulture co-founder, Meghan M. Biro will be working the aisles, leading live events and posting updates on the  #SHRM13 Twitter backchannel throughout the week.

As promised, below are details of #TChat events that talent-minded professionals don’t want to miss. So join us! Whether you’re live on the floor, or half-a-world away — the lights are always on, and you’re always welcome to contribute to our “world of work” conversation!

Bolder. Better. Stronger.


Visit the SHRM conference community site

These three words capture the aspirations of #SHRM13 organizers. Nice choice. To those of us at TalentCulture, they represent the promise of a workforce that is empowered to redefine organizational culture and performance. It’s a fearless approach to the future. But talent-minded professionals don’t have to go it alone. Instead, we can leverage the power of a broader professional community — sharing ideas and experiences that can move us all forward, faster.

But what do these three words mean for the next wave — those who are graduating from school, and looking at the world of work from a fresh perspective? It’s estimated that by 2025, Gen Y “millennials” will represent more than 75% of the workforce. That’s a huge generational shift. No wonder Meghan Biro says in that it’s smart for leaders to engage tomorrow’s workforce.

Building Bench Strength: It’s A Process

It’s one thing to recognize the importance of connecting with next-generation workers. But that begs another question: What can organizations do to drive engagement? It’s time to share some credible insights. And that’s the focus of our special “Class of 2013” #TChat events this week:

Achievers Promo

Learn more about the #SHRM13 Meetup

MONDAY JUNE 17 — 3:15-4:00pm Central Time (4:15pmET/1:15pmPT)
Margarita Meet-up at Achievers Booth #2455
“Class of 2013” Panel Discussion

Not to be missed. Meghan and Kevin will multi-task — mixing margaritas while moderating a live panel of HR executives! This should be a fun and fascinating discussion. We’ll highlight key results from a recent workplace expectations survey of 10,000+ graduating students, conducted by our partners at Achievers, in association with ConnectEDU.

WEDNESDAY JUNE 19 — 6:00-7:00pm Central Time (7-8pmET/4-5pmPT)
#TChat Twitter — with Moderator, Katie Paterson, Community Manager, Achievers
“Looking Forward: The Graduating Class of 2013

Let’s talk in more depth about why and how the next generation of leaders is influencing change across all HR functions — from recruiting, onboarding and development, to peformance management, recognition and retention. More importantly, what do these changes imply about the future of work, and the nature of employer/employee relationships?

Q1: What digital “social” tools are job seekers using today to leverage their networks and find jobs. Why?

Q2: How do orgs improve onboarding for new grads with little or no work experience? For seasoned veterans?

Q3: If performance drives business, how often should employees be evaluated and why? What about PT and contract?

Q4: Why is it important to recognize the individual in the workplace regardless of age or experience?

Q5: What can HR leaders do to improve retention for hired new grads and all talent ecosystems?

What are your thoughts? Whether you’re onsite or not, we hope you’ll weigh-in with your ideas, questions and opinions.

We’ll see you here in Chicago — and on the stream!

Image Credit: Pixabay

Connecting With Collaborative Leadership #TChat Recap

Early in March, I wrote a column for, focused on the consequences of collaboration. It was based on a simple but powerful premise:

Collaboration is the keystone of leadership success.

By coincidence, only days later I met Dan Pontefract, who introduced me to a theory he brings to life in his new book, “Flat Army: Creating a Connected And Engaged Organization.”

From the moment I skimmed the pages of Flat Army, I knew that this would be a profoundly rewarding “mind meld” relationship. That seems to be happening more frequently these days. I guess it’s one of the perks of spending most of my waking hours connecting with people who are on missions to unleash the best of human potential in the world of work.

During the months that have followed since I met Dan, he and his “Flat Army” open leadership model have validated what I have always believed:

Collaboration isn’t about being best friends, or even necessarily liking everyone you work with. It is about putting your baggage aside, bringing your best self to the table, and focusing on a common goal — a higher purpose.

Finding Proof: What’s On Your List?

Here’s why collaboration can make a difference. Take a quick moment, and make a list five products or services that you that you never want to live without. No rush — I’ll wait. OK. Got your list? Here’s mine: The iPhone. Downton Abbey. Pinterest. Kit-Kat Bars. Twitter.

Now, guess what? Every one of those items is the result of a successful collaboration. And I bet there’s a team effort behind every one of your “must haves,” too. Sure, some half-crazy genius like Steve Jobs may bring inspiration to the table. But inspiration without collaboration is just a lot of great ideas that easily vaporize before they see light of day.

Collaboration: Why And How

Hopefully, I’ve made a convincing case for WHY collaboration counts. But that’s only part of the equation. We also need a roadmap for HOW to make it happen. And Dan’s “Flat Army” is just the ticket. Together, our vision is complete. “Just like peas-and-carrots,” as Forrest Gump might say. Or at least that’s how I see it!

So this week, it seemed natural to fire-up the TalentCulture social engine, and ask all of you to weigh-in with your ideas about both the “why” and “how” of collaborative leadership. And as always, we weren’t disappointed!  I invite you all to review this week’s highlights and resources below. And I thank you all for your collaborative contributions — this week and every week.

As I said in closing my Forbes post (and as I believe even more strongly now), if you want to see what the potential for collaborative success looks like, you don’t need to look far, my fellow community members. Just look in the mirror. It starts with you.

#TChat Week In Review

WED 6/5


Watch the G+ Hangout now

Introductory Post: Our guest, Dan Pontefract, Senior Director, Learning & Collaboration at TELUS and author of Flat Army, framed the week’s topic in a special post, The Future of Work: An Army Of Open Leaders.

SAT 6/8

#TChat Preview + Sneak Peek Videos: Our Community Manager Tim McDonald, briefly interviewed Dan in a G+ Hangout. See the video in Tim’s post: “Open Leadership: Going Deep.”

SUN 6/9 Post: In my weekly Forbes column, I examined some ways leaders can effectively connect with their teams. Read “Open Up and Lead.”

TUE 6/11


Listen to the #TChat Radio show

#TChat Radio: I sat down with Dan to discuss in more detail the power of open leadership — not only in the office but in society as well. Listen to the recording now: How Open Leaders Win Employee Hearts and Minds.

WED 6/12

#TChat Twitter: #TChat-ters joined us on Twitter to share opinions and ideas about the role and impact of open leadership in today’s world of work. If you missed the event, or want to review highlights, watch the slideshow digest below:

#TChat Highlights: Open Leadership, Going Deep

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Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to guest Dan Pontefract! We’re inspired by your example and your passion for learning and leadership.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about your experience with workplace collaboration, learning and leadership? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, the Society For Human Resource Management annual conference takes Chicago by storm (#SHRM13)! That means we won’t have a Tuesday Radio show. But fear not! #TChat co-creator, KevinWGrossman and I will be reporting from the floor throughout the week — and we’ll drive two #TChat LIVE events:

1) A special “Margarita Meetup” panel discussion on Monday at 3:15pm in the Achievers booth;
2) A related #TChat session at our regular 7pm time on Wednesday.

For more details, see our related post: “Feeling The Future Of Work: #TChat Meets #SHRM13.” And join us anytime on the #TChat Twitter stream, or on our new LinkedIn discussion group. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.

See you — if not at #SHRM13, then most definitely on the stream!

(Editor’s Note: To see the original article by Meghan M. Biro, read  Smart Leaders And The Power Of Collaboration.)

Feeling The Future Of Work: #TChat Meets #SHRM13

(Editor’s Note: Looking for the #TChat Preview post? Read Stronger! #TChat Preview #SHRM13 Edition.)

Employment: An Emotional Experience

It’s the most overlooked aspect of employee engagement. And yet, it’s the aspect that matters most — especially if you’re in the graduating class of 2013, and stepping into a still uncertain, fragile global workforce economy.

I’m talking about the emotional element of the employee experience. And that’s not just a hunch. According to recent workforce engagement research, emotional commitment is 4x more powerful than rational commitment in driving employee effort. In other words, when employees are rationally committed to an organization, they’ll stay if they believe it is in their self-interest to do so. But when employees are emotionally committed — when they believe in the value of their job, their team, and their organization — they exert discretionary effort. And discretionary effort is where the engagement magic happens.

That news probably doesn’t surprise you any more than it surprises me. I’m a big believer that we’re loyal first to the work we do, then to the teams with whom we work, and last to the organization that hired us. A sense self worth and job worth is critical, if we want to feel valued on the job. But unfortunately, too often, organizations tend not to focus on these realities.

Time To Rearrange Priorities?

The chief workplace management and well-being scientist at Gallup suggests a fresh approach. In a recent FastCompany interview, Dr. Jim Harter explains that, because individuals have a core need to feel appreciated and valued, organizations should be extremely generous with praise and recognition. In fact, I’d argue that we thrive not only on praise and recognition — but also on continuous constructive feedback about where and how to improve. Both encouragement and guidance are keys to performance and growth.

Achievers Promo

Learn more about the Margarita Meetup at SHRM

But in truth — it’s a stretch to find either, in today’s environment. Harter’s research indicates that nearly 3 of every 4 U.S. workers are either disengaged or actively disengaged from their jobs. Over half are willing to show up for work, but generally do only the minimum required. And another 20% are intentionally counter-productive. I doubt there’s much positive feedback or encouragement happening in those scenarios.

How Do We Turn This Around?

We can’t change what we don’t acknowledge. So I propose that we not only acknowledge the issue — but actively talk about how the “world of work” can tackle disengagement head-on. And what better venue than the SHRM Conference & Exposition next week in Chicago?

Come talk with us and other HR executives and practitioners about this and related issues! My TalentCulture co-creator and #TChat forum co-host, Meghan M. Biro, will join me as we work the #SHRM13 aisles and report LIVE throughout the conference. And don’t forget to save the date for a #TChat double-header next week:

MONDAY JUNE 17 — 3:15-4:00pm Central Time (4:15pmET/1:15pmPT)
Margarita Meet-up at Achievers Booth #2455“CLASS of 2013” Panel
Join our LIVE discussion, focused on results from a recent survey of 10,000+ graduating students. (We’ll post more details in this weekend’s #TChat Preview.)

WEDNESDAY JUNE 19 — 6:00-7:00pm Central Time (7-8pmET/4-5pmPT)
#TChat Twitter — A Closer Look at the Graduating Class of 2013.
For more details, look for our weekly Preview post this weekend, here at TalentCulture.

We’ll see you in Chicago — and on the stream!

HR What Are You Waiting For? #TChat Recap

HR is the only department that asks for funding and C-level approval. Why?

Launch your powerful “world of work” initiatives and help the business grow.

Ask for forgiveness later!

Cy Wakeman passionately and matter-of-factly shared this sentiment about reality-based leadership at the SHRM Talent Management Conference and Exposition this week. It’s an unapologetic challenge to business leaders — especially those in HR — to stop the company coddle. In other words:

  • SHRM LogoStop coddling unhappy employees;
  • Focus on developing those who want to work for you, and expanding their strengths;
  • Accelerate development changes;
  • Encourage differentiation by using “benefits” as a reward for results.

Stop the company coddle, indeed. HR professionals have an opportunity today to truly make a difference in the ongoing success of their organizations. It comes from lifting performance across all members of the workforce — from contingent to full-time. It comes from tapping deeply into individual and collective strengths, and elevating performance to new levels.

It’s not about gaining a “seat at the table.” HR is already there. It’s about making the most of HR’s natural ability to support business strategy. So let’s get to work!

#TChat Topic: “World-Class” Workforce

Cy’s perspectives are very timely — aligning with discussions we had in #TChat events with Elliot Clark, CEO & Chairman of SharedXpertise, publisher of HRO Today and creator of the HRO Today Forum, which is coming up soon in Philadelphia.

HRO TodayElliot echoed Cy’s call for HR to help make organizations flatter, and more agile, and to leverage data for decisions that drive better business results. In the quest for competitive advantage, today’s bravest and most business-savvy HR leaders are building organizations that that are more flexible, more engaged and more resilient. It’s about focusing on mission-critical core talent, while outsourcing other responsibilities to reliable partners who deliver highly responsive business process services and technology infrastructure.

This is what it means to have a “world-class” workforce. “World-class” may have become a buzzword in our industry. But if we don’t aim high, what are the consequences? An underutilized, unhappy workforce undermines the very essence of innovation, drive and success.

#TChat Week-in-Review: Resources

SUN 4/14


Watch Elliot Clark discuss HR issues and trends

Google+ Hangout video:  Our community manager Tim McDonald, briefly framed the week’s issues with HRO Today Forum creator Elliot Clark.

#TChat Preview:  We outlined the week’s topic and key questions in the #TChat Preview post: “Building a World-Class Workforce”

MON 4/15

Meghan on Monday: To kick-off the week, our community CEO, Meghan M. Biro challenged use to look at “The Human Side of Self Service” — which provided context for her column.


Listen to the #TChat Radio recording Meghan brought meaning to popular HR buzzwords in her post: “5 Attributes of a World-Class Workforce”

#TChat Radio: Hosts Kevin and Meghan talked with Elliot Clark about key workforce management trends, and what’s on the agenda for the HRO Today Forum.

WED 4/17

#TChat Twitter The TalentCulture community came together on the Twitter stream to talk about the realities that today’s organization’s face in developing a high-performance workforce. For insights from the stream, watch the Storify slideshow below:

#TChat Twitter Highlights Slideshow: “Building a World-Class Workforce”

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Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to Elliot Clark for joining us to discuss workforce management trends, and the agenda for the HRO Today Forum. Meghan and I are excited to be participating in this year’s Forum, managing and judging the iTalent Competition, as well as running #TChat Twitter live from the conference. We hope #TChat-ters will save the date – and join us live in Philadelphia, or via social streams!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about “The World-Class Workforce” or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we’ll look at the role that social networks play in facilitating corporate responsibility and “social good” business initiatives. Stay tuned for “sneak peek” video and a full preview this weekend!

Until then, as always, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned blog/community website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.

We’ll see you on the stream!

Image credit: Stock.xchng


Narrowing the Unemployment Gaps: #TChat Preview

EDITOR’S NOTE: Want to read the RECAP of this week’s events? Read “#TChat Recap: Is it Time to Hire Yourself?”

There’s just too many of them: 4.8 million who are known as “the long-term unemployed” according to the Bureau of Labor Statistics. These are people who have been out of work for 27 weeks or more, and in fact make up almost 40 percent of all unemployed people.

The current average period a person in the U.S. stays unemployed is about 40 weeks, which is just way too long. Employers who are hiring won’t hire them, and states like New Jersey, Oregon and the District of Columbia passed laws in 2011 and 2012 so employers couldn’t discriminate against the unemployed.

Surely the long-term unemployed would jump for joy at the prospect of being hired, finally; surely, plenty of them are highly qualified. The economy isn’t exactly going gangbusters, after all. What’s the solution? Is there a solution? Should we further legislate who we can or can’t hire?

Probably not — there was a bill in California for the same sort of law as those in New Jersey, Oregon and the like, but Governor Brown vetoed it. But the unemployed ought to be given a fair shake if they do everything in their power to remain relevant and up-to-date with skills through contracting and volunteering, right? Jobs don’t appear magically, so who and what creates them?

This week’s #TChat explores this continuing conundrum on what both the employers can and should do and what the unemployed can and should do to make their business case and close the gaps. Here are the questions to guide our many, many discussions:

Q1: First and foremost, who and what are the true job creators and why?

Q2: What can employers do to make hiring fairer to qualified applicants, currently employed or not?

Q3: What can the out-of-work do to keep themselves relevant and marketable after weeks and weeks of unemployment?

Q4: Should government legislate not discriminating against the unemployed? Why or why not?

Q5: What consumer and B2B technologies are helping both employers and the unemployed close the hiring gaps?

Click to hear this recorded radio show now

So, join yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman). Let’s see if we and you can crowd-source some actionable new ideas for the long-term unemployed to leave the ranks of the long-term unemployed. This week we welcome Dr. Janice Presser (@DrJanice), CEO and a principal of The Gabriel Institute and architect of the underlying technology that powers Teamability™, as well as Kevin Matuszak (@Tooozy), a very special guest who will talk about his creative #HireKevin campaign to work at Applebee’s.

Today, the long-term unemployed need new, catchy tactics and strategies, and Kevin Matuszak’s approach is a great example, fuel for the conversation. Catch Kevin and me, along with our guests, first on Tuesday, Feb. 12, for #TChat Radio from 7:30pm ET / 4:30pm PT and, then, on Wednesday, Feb. 13, for #TChat Twitter from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are). You can also hang out with us.

Chat with us!

Image Credit: Pixabay

HR on the High Road in DC: #TChat Recap

Washington, DC. Our nation’s capitol. What better place to discuss the intersection of business leadership, HR and public policy? It’s the venue for this week’s Society of Human Resource Management Leadership conference (#SHRMLead). And it was the backdrop for yesterday’s dynamic #TChat session, as Illinois SHRM Director, @Donna Rogers, moderated the discussion with polish and panache.

(Speaking of panache, did ya get a peek at #SHRM’s hottest swag? Check the “Ask me about #TChat” bling that the leadership conference crew is rockin this week, thanks to Donna. We like that style!)

But of course, this week’s session went way beyond the buttons.

(To see highlights from the #TChat session, watch the Storify slideshow at the end of this post.)

Tackling Today’s Toughest Topics

Anytime the relationship between business and government is on the table, it sparks passionate opinions from all sides. And this #TChat was no different.

Although there were plenty of lighthearted moments, participants were engaged and the flow was intense. But yesterday’s discussion was different from many “business/government” forums I’ve encountered – especially on social media. This session was actually constructive. The ideas were grounded and realistic. Moreover, the tone was respectful. Despite diverse viewpoints, there were no snarky “gotchas.” No dismissive “know-it-all” comments. No locked-down partisanship on display.

A Lesson for Lawmakers?

Actually, that’s why I consider #TChat such a useful resource. Each week, hundreds of professionals who are deeply interested in the human side of business gather to focus on a single topic that affects us all. Everyone brings “A-game” ideas to share – and the loosely structured virtual environment makes crowdsourcing an efficient and exhilarating experience.

Logo for Society of Human Resources Management (SHRM)It’s not about intense “win/lose” debate. And it’s not about steering everyone toward the same conclusions. Rather, it’s about creating a forum for knowledge sharing that honors plurality of thought. The process is the goal. It’s a model for corporate collaboration. But more important, it’s a laboratory for collective virtual learning. No one has all the answers. But together, we have an opportunity to improve everyone’s game.

It makes me wonder – how much could our nation’s policy makers accomplish, if they embraced the #TChat model as a framework for brainstorming and problem solving?

Hopefully, enlightened organizations like #SHRM can influence the nature of policy dialogue, and show Washington the way! It could happen – even only on a limited scale. In the meantime, we can continue to demonstrate how these new forms of communication can make a difference. What’s more, we can continue to share the #TChat concept with others. If we don’t do it, who will?

To quote one of last night’s participants, Michael Clark at @ReCenterMoment:

Revolutions are always created and sustained by people, not policy.”

We, the people. We, the #TChat people. It’s our revolution. Let’s own it!

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NOTE: For highlights from yesterday’s business/HR/government #TChat session, see the Storify slideshow at the end of this post.

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Closing Notes & Highlights Slideshow

SPECIAL THANKS to this week’s guest moderator, Donna Rogers (@Donna Rogers), HR Management & Development Consultant, and Director of Illinois Society for Human Resource Management. She’s a strong advocate of TalentCulture and #TChat, whose tireless support has helped our community thrive.

Did you miss the #TChat preview? Go here.

NOTE TO BLOGGERS: If this #TChat session inspired you to write about business/HR/public policy issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community, with many ideas worth sharing. Let’s capture as many of them as possible.

WHAT’S AHEAD: No #TChat next week – Happy Thanksgiving! But be sure to mark your calendar now for our special 2nd-Anniversary “double feature” event, the following week! On Wednesday November 28, at 7-8pm ET, we’ll celebrate by looking at how #TChat has helped some of our best-known participants. And the day prior (Tuesday, November 27) we’ll showcase some of those community members on a live Radio #TChat show. It promises to be a week filled with great memories and glimpses of the road ahead. Look for the preview early next week via @TalentCulture and #TChat. Thanks!

Image Credit: Matt Tillett via Flickr

#TChat INSIGHTS Slide Show: Business Leadership, HR & Public Policy

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#TChat INSIGHTS: TalentCulture Goes to Washington

Storified by TalentCulture · Thu, Nov 15 2012 07:25:55

Some of the rowdiest #TChatters in the room #TChat
@MeghanMBiro I am at the celtics game with hall of fame legend Bob Cousy – #tchat
I’m so excited. Hello all from #yyj Canada :) #TChat
Dog stole my solo cup again…guess I’ll have to join the #tchat party without it.
Drink 2 is a KNOCKOUT punch! #TChat
#SHRMlead look for Cindy – she will tell you where we are at National Pastimes Bar on the lower level #tchat
If you are at #SHRMLead join us for #Tchat in the NAtional Pastime lounge (ask for us)
Here we go! Button delivery prep for #TChat
Q1: In what ways is public policy shaping the future of the workplace – for better or worse? #TChat #tchatDonna Rogers, SPHR
A1) Here’s the crux of it: Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #TChatJonathan Kreindler
A1: Public policy needs to level the playing field when competition won’t solve problems of public interest #tchatGreg Marcus
A1: Public policy should address urgent prob>deteriorating environment, ageing population, jobless youth, mental health, innovation #tchatIrene Becker
A1. Healthcare Reform (& specifically health exchanges) may support more people abandoning trad jobs 4 contracting & freelance work. #tchatBob Lehto
A1. USA is only country in world that’s always debating value of education, training and development. #tchatMichael Clark
A1: Public policy in Cda, Australia and Chile has led to innovation in terms of welcoming entrepreneurs and innovators building biz #tchatIrene Becker
A1. companies/orgs/business isn’t black and white anymore. policy needs to think about the gray areas and non-traditionals #tchatAshley Lauren Perez
A1 Some of us HR folk hate to hear about a new piece of legislation, but it wouldn’t be-if businesses did the right thing. #TChatJanine Truitt
A1. Determine relatively collective values, find leadership, align public policies, improve life for as many as possible. #tchatMichael Clark
A1: There has to be accountability and public policy has to not only further and protect the rights of employees but further biz #tchatIrene Becker
A1. I agree that education must adapt to better support Tomorrow’s workforce. #tchatBob Lehto
A1: Latest surveys say the French are the most productive per hour and they have the shortest wk day and longest vacations. #tchatIrene Becker
A1. Too many contradictions in public policy: work harder for less, maximum uncertainty, support children in high-stakes testing… #tchatMichael Clark
A1: policy assumes work = job — what about for those of us who don’t have a traditional job? our numbers are growing rapidly #tchatSusan Mazza
A1 – Public policies > regulations & accountability. That’s the good news, bad news. #tchatAnne Messenger
A1. i think it can help for protection purposes but i think it also can be really annoying when it comes to innovation/progression #tchatAshley Lauren Perez
A1 Regional policies affect regional economies and opportunities; businesses will choose communities that fit best. #tchatStephen Abbott
A1. A prominent university executive told me, “You would laugh out loud if you saw our operating budget.” #tchatMichael Clark
A1: It seems that public policy makers ignore the fact that they are creating a competitive disadvantage for US business. #TchatJohn R. Bell
A1) impact of Obamacare (both real and perceived consequences) will influence what small bus owners do #tchatRich Grant
A1 At the state level, public policy can provide an employer friendly landscape to do business or not. #tchatShawn LaCroix
A1: In Canada small business does not have to adhere to the same scrutiny at all as mid size and large biz #tchatIrene Becker
A1 Public policy is needed because business does not do the right thing voluntarily! e.g. people treatment! #TChatIan Welsh
A1: Public policy began with all good intentions. Protect rights, prevent abuse. But has it become a bloated regulatory bureaucracy? #tchatMark Salke
YES @ToddNoebel: A1. Public policy impacts benefits, investments, innovation investments, hiring HR should insert & help shape #TchatMeghan M. Biro
A1: One disturbing aspect of public policy is over-regulation. <= not political, but constantly changing. #TChatTom Bolt
A1. K-20 education funding and programs are decimated while record numbers of people are seeking education and training. #tchatMichael Clark
A1: Keeping up on new policies for smaller businesses can be a challenge. I hear: “Not sure if this impacts us” #tchatAlli Polin
A1. People say to me, “Do we have to throw more $$$ at education!” I say, “YES!!!” #tchatMichael Clark
A1. Fully developed talent will awaken our economy and save our planet. #tchatMichael Clark
A1. Public policy impacts benefits, capital investments, innovation investments, hiring and more. HR should insert & help shape #TchatTodd Noebel
A1: Public policy process is too slow to effect or shape the workplace. #TChatRobert Rojo
A1 Public policy provides guidance on the administration of HR. Keeps us in check whether we like it or not #TChatJanine Truitt
A1) improved technology infrastructure-big impact in Maine. Upside – more broadband in rural areas Down-too many call ctr jobs #tchatRich Grant
A1: Oh, boy, already we’re in deep waters. #tchatAnne Messenger
A1: The infamous fiscal cliff will continue economic uncertainty… job uncertainty. Huge impact on incoming #20somethings. #TChatJon M
A1. We are underfunding, over-regulating and deemphasizing education. #tchatMichael Clark
A1: Lawsuit/ allegations that have come as a result of ridiculous public policy will challenge SMB’s who have everything to lose
A1 provides accountability and consequences for violations EEO, FLSA etc #tchatShawn LaCroix
A1. Public Policy also drives educational trends which translates into the supply side of graduates #Tchat #SHRMLeadDave Ryan, SPHR
A1: The more open, yields more business. The more closed sends business elsewhere. #tchatRob McGahen
A1: Too many are now hiring less FT which impacts engagement, and in some cases level of talent #tchatAlli Polin
A1: Don’t we already have enough public policy in the workplace? #tchatRayanne
A1: I’m gonna say for the better, and yet we haven’t gone far enough yet (more JOBS Act, please). Keep it civil, kids. #tchatKevin W. Grossman
A1: Sadly, public policies, like Obamacare may break already struggling companies with 50 or more employees.
True!! We need communication >> @CASUDI: A1 Can Public Policy really know & understand what is going on the workplace? #TChatMeghan M. Biro
A1: Some public policy is leading to more telecommuting. #TCHatBrent Skinner
A1: #Leaders #HR must be accountable for PUBLIC Policy – Actions speak. #SHRMLead #TChatMeghan M. Biro
A1. To understand impact of public policy on future of workplace, we have to start with K-12 education. #tchatMichael Clark
A1: I’m not using the O word…healthcare reform. #tchatKathy Herndon, GPHR
A1 Can Public Policy really know & understand what is going on the workplace? #tchatCASUDI
A1: Public policies like 1938 #FLSA limits #HR’s ability to design innovative, 21st century #workflex strategies for orgs #Tchat #shrmleadLisa Horn
A1: This would require legislation actually being passed by Congress, for improvements to happen, right? #tchatRob McGahen
A1 Through tax incentives & Credits. #TChat #SHRMLeadDave Ryan, SPHR
Q2: Why and how can HR and leaders stay ahead of regulations — to benefit organizational stakeholders? #tchatDonna Rogers, SPHR
A2. I truly believe #communities like this are creating significant positive change. #tchatMichael Clark
A2. Public policy creation must be done by people that see and comprehend big picture and single individual. #tchatMichael Clark
A2. How many people shaping public policy know K-20 education AND large, medium, small business organizations? #tchatMichael Clark
A2: it seems that legistlation continues to pit employees against business and vice versa – how do we change that? #tchatSusan Mazza
A2 Legislators have to focus on what is needed by society, not what business wants! #TChatIan Welsh
A2: Before we accept potential (new) policies we have to understand them to be able to intelligently advocate for change #tchatAlli Polin
A2. The revolution’s always created and sustained by people, not policy. #tchatMichael Clark
A2. if hr doesn’t stand up, they’ll lose talent. many people are starting their own ventures to break out of restrictions from policy #tchatAshley Lauren Perez
A2 Common sense has gotten away from HR. In many cases we are playing a popularity contest that doesn’t favor the employee. Bad Biz! #TChatJanine Truitt
A2 Creativity is not going to happen in oppressive unregulated business environments! #TChatIan Welsh
A2. I’m seeing more and more “entrepreneurial” jobs within world of work in business and education. #tchatMichael Clark
A2: HR perspective vital in regulatory process.#SHRM Gvt Affairs always looking for input. #tchat #SHRMLEADKathleen Coulombe
A2 – Definition of “the right thing to do”? Tricky. Fine-line time. #tchatAnne Messenger
A2. Are human resources professionals given opportunities to shape work force policy? #tchatMichael Clark
A2. Definitely use SHRM resources and Social Media connections to share content and an understanding of policies #tchatChris Fields
A2: Regular self-evaluation, industry-wide support systems and maintenance of leading standards. #tchatRoger Veliquette
A2: Splitting up responsibilities across HR in larger orgs help to ensure people & culture aren’t ignored #tchatAlli Polin
A2: We may not like the concept of public policy, but recent history shows us what happens when checks & balances are not sufficient #tchatIrene Becker
A2. Be authentic. | cc @nancyrubin #tchatJustin Mass
A2. We cannot allow policy to stand in the way to talent development. #tchatMichael Clark
A2: Make sure INNOVATION a core value, align all depts (esp HR) to this value, Lead and be ahead of regulations. #TChatKeith C Rogers
A2: Like an agile lawyer, HR must show other functions how to work within regulations & generate desired biz outcome. #TchatJohn R. Bell
A2 If HR stops being a groupie to the C-Suite and gets back to working for the people they may find there will be less regulation. #TChatJanine Truitt
A2) Be transparent #tchatnancyrubin
A2 I think it’s not about staying ahead but more walking alongside, holding hands and leading Government..they are often clueless :-/ #TChatEnzo Guardino
A2: We need new processes for dialogue re legistlation – the debate model results in winners/losers vs. learning and better ideas #tchatSusan Mazza
A2. Read – Talk with each other – Stay informed #tchatChris Fields
A2: Listen to employees and work to foster open, collaborative environments to safeguard against the need for regulation #TChatIntern Employers
A2. HR professionals must be time, space, $ for mentoring and reverse mentoring. #tchatMichael Clark
A2: If you do the right thing, why would the regulations even matter? #tchatRob McGahen
A2: HR Leaders need to b/c and stay connected-u can’t mandate/regulate openness, agility, collaboration, – u experience it. #TChatAngela Maiers
A2: Leaders need to be good maze navigators… find the paths through policies w/ best result. #TChatJon M
A2) the prob can be, the more you read about pending legislation, the more confused you get. Too much political positioning #tchatRich Grant
A2: Live up to their employment branding,, for God’s sake!
A2: HR can be a catalyst and an advocate for the org when ahead & a partner when regulations are in place & impact #tchatAlli Polin
A2. Be knowledgable about trends – know where biz & emp trends r going – and b there b4 it becomes PUBLIC POLICY #Tchat #SHRMLeadDave Ryan, SPHR
A2 Secondarily, by presenting options to obviate or address pending regs to avoid compliance/risk issues #TchatTodd Noebel
A2 Business has to learn how to positively harness requirements rather than negatively oppose #TChatIan Welsh
A2 HR pros need to anticipate changes in workforce planning, economy and legislation to fast change adapt and stay ahead #tchatShawn LaCroix
A2: Just do the right thing. #tchatRob McGahen
A2. stop throwing their hands up in the air and accepting what is. HR needs to fight for whats right for them and the org #tchatAshley Lauren Perez
A2: They should create own regulations that benefit employees & whoever they serve, clients or customers, but fall w/i guidelines.
A2: Um, heavy investment in lobbyists? #tchatMark Salke
A2 HR leaders must get involved in making “innovative” policies :-) that fit the scenerios #tchatCASUDI
A2: Ack. That’s a tough one. By staying ahead of regulations but not creating so many contradictory ones? Focus on self-regulation. #tchatKevin W. Grossman
A2) meaning keeping up with regulations? Need a team of smart, unbiased lawyers to help interpret new regs #tchatRich Grant
A2) Stay connected, be pro-active, share what you know and ask others when you don’t #tchatnancyrubin
A2: Partner with orgs that monitor and study policies and long-term impact (i.e. Mercer). #tchatKathy Herndon, GPHR
A2: Never stop learning. Policy often comes without a guide on how to do it. Follow HR bloggers and news on #SoMe #TChatTom Bolt
A2: HR needs to remain connected & be active outside of the org to be effective inside the org w/regulations #tchatAlli Polin
A2: Listening to employees is a novel concept, but worth considering in this day and age #tchatRayanne
A2: the operative word is leaders- it is not a department or job title- it is a systems change @ThinDifference #TChatAngela Maiers
A2 First and foremost by being involved with legislators to see what’s coming and advise org stakeholders #TchatTodd Noebel
A2. Savvy HR professionals are doing what they always do, staying ahead of as many curve balls as possible. #tchatMichael Clark
A2: HR and Leaders either solve problems or make them – just like any employee. They need to figure out how to “solve”
A2 create a great empowered place to work. A great company shouldn’t be hovering near the margins of compliance #tchatShawn LaCroix
A2. #HR reps & leaders need to stay on top of regulators & communicate w/ employees because open dialogue/transparency = key #tchatGabrielle Kur
A2: I’m gonna go for the low-hanging fruit: hierarchical? #TChatBrent Skinner
A2: Probably most any style would work with a #veteran, as long as respectful management is taking place
Q3: What role can technology play in forging more constructive ties between business and policy makers? #tchatDonna Rogers, SPHR
A3: It’s all about communication
A3. The solution to everything: Engagement, engagement, engagement! #tchatMichael Clark
A3: I tell you what, Labor/HR Policymakers should join #tchat! Would they ever get a snootful!Mark Salke
A3. Interesting, that so many of us know what to do: Focus on people first! Yet, it’s not happening like it could. #tchatMichael Clark
A3 Technology is great, but it’s a mere vessel. Plain old communication is still king in many instances & that is failing miserably. #TChatJanine Truitt
#Tchat A3 by listening to chats or conversations on the social web, policy makers can understand better what needs to be addressed & howMila Araujo
A3 – Social media seriously enables the fringes of a company to move their ideas across the matrix #TChatLeAnna J. Carey
A3: Tech. can help bis/policymakers understand & respond to realtime issues. (see:Newark Mayor @CoryBooker using Twitter for #Sandy) #TChatIntern Employers
A3 – Tech is quick and sexy. Longterm, still imp’t to know your stuff, be rational, reasonable, have relationships. #tchatAnne Messenger
They do but you can follow up w/ mail. @AlliPolin: A3: I use tech to get in touch with my legislators. not sure if they get my msg :/ #tchatMike Walters
A3. Governmental institutions and policy makers should be required to participate in the Social Revolution. #tchatMichael Clark
A3. HR must be tech savvy – not to limit tech, but learn its potential to increase engagement and productivity. #tchatChris Fields
A3 Social media is a game changer and so is analytics – tech is a tool – not what you have so much as what you do with it #tchatnancyrubin
A3. Also use #SoMe and tech to stay informed – in addition to communicating. #haveavoice #tchatTiffany Kuehl
A3: Technology should also help identify drivers of performance as well as critical problems to be resolved thru effective policies #tchatIrene Becker
A3 Tech has to be “sold” to the policy makers to show that it is efficient, cost effective & that u can’t hide from progress. #TChatEnzo Guardino
A3: Technology is a tool that will amplify the values of the organization, for good or ill #tchatGreg Marcus
A3. The development of #socialmedia has been life changing for gov relations! It demands transparency & 2-way comm #tchatGabrielle Kur
A3. Tech has brought more open communication than ever, supporting collaboration in a virtual way:) #TchatNisha Raghavan
A3) policy makers need help getting the right data, right info. With technology, there’s too much noise. Gotta be smart to filter it #tchatRich Grant
A3: #HRVoice Baby! Using tech to write your MOC makes sure u #haveavoice with Legislators! #tchat #SHRMLEADKathleen Coulombe
Lemme know when u find it MT @brentskinner A3: Where is the SoMe chat where fed regulators discuss their ideas with biz leaders? Hmm? #TCHatRobert Moore
A3. Tech can speed things up… Make it happen faster. 2 Edge sword #Tchat #SHRMLeadDave Ryan, SPHR
A3: Tech, when used well, can make info available real time to HR and create a forum for questions / clarification / input #tchatAlli Polin
A3 Technology opens up more avenues for greater communication #TchatChelsea C
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3: Technology provides data, but it must be used to formutlate policies to optimize human potential, business growth and survival #tchatIrene Becker
A3: For starters, helping to consolidate disparate systems into a manageable network for such a complex array of, well, stuff. #tchatKevin W. Grossman
A3: I use tech to get in touch with my legislators… not sure if they get my msg :/ when no response #tchatAlli Polin
A3 – Done well, technology can quickly arm HR leaders with accurate data to make their case. #tchatAnne Messenger
A3: Technology is a tool to compile data. Relevant good policy is about addressing urgent prob-youth unemploy, aging pop etc. #tchatIrene Becker
A3: Policy makers need to actively engage technology for anything else to happen. #tchatRob McGahen
A3: Where is the social media chat where federal regulators discuss their ideas with biz leaders? Hmm? #TCHatBrent Skinner
A3. Technology allows us to share but as we’ve seen in the news some stuff shouldn’t be shared. Tech can change security policies #tchatChris Fields
A3) Technology compresses space and time – makes communication and collaboration easier (or should) #tchatnancyrubin
A3 technology has the ability to provide accurate measures and transparency to each side govt/business/workforce #tchatShawn LaCroix
A3 Business and policy makers should have their ears to social media- #TChat perhaps- to hear what people really think. #realitycheck #TChatJanine Truitt
A3) use of technology to provide policy makers with better data. Not more, but more actionable data #tchatRich Grant
A3: Track. Communicate. Hold policymakers accountable to their word and good practices. #TChatJon M
A3: Technology is a tool that can enable policy makers to understand facts, formulate policy to help critical areas. #tchatIrene Becker
A3 HR has not kept pace w/the changing market requirements – intrapreneurs & tech innovation are needed to sustain co’s #TchatLeAnna J. Carey
A3: Policy makers can engage technology. It’s not 1950 anymore. #tchatRob McGahen
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3 Tech has paved way 4 more open communication between biz & policy makers. When I was House staffer, #SM didn’t exist! #tchat #shrmleadLisa Horn
A3 Thirdly (tertiarily?), monitor trends in work/labor to ID potential issues and provide guidance #TchatTodd Noebel
Q4: To what degree is public policy helping or hindering innovation in talent strategy? What should HR do? #tchatDonna Rogers, SPHR
Deaf, DUMB & blind is the norm. @ReCenterMoment: A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatEnzo Guardino
A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatMichael Clark
A4: Advocacy & innovation can play together #tchatAlli Polin
A4. I have a lot to learn about public policy, but I know the “human” in human resources quite well. #tchatMichael Clark
A4: could/should policy address the issue of workplace bullying? #tchatGreg Marcus
A4. We can’t keep chopping away at the trunk, while urging the top to grow. #tchatMichael Clark
A4 In gov’t & for federal contractors #OFCCP gets a bad rap, but I see it as a means of keeping things fair and equitable in hiring #TChatJanine Truitt
A4. It has never more important for HR professionals to receive continuing education and training. #tchatMichael Clark
A4: healthcare policy has a huge impact on HR #tchatGreg Marcus
A4. Creating insecurity in your HR department, creates insecurity in the entire organization. #tchatMichael Clark
A4. Reducing retirement security creates a lot of insecurity. #tchatMichael Clark
A4 Public policy that promotes a feeling of worth of an individual promotes innovation & a person more likely to speak up, feel free! #TChatIan Welsh
A4. Middle managers and human professionals must collaborate to attract, develop, retain, transform talent. #tchatMichael Clark
A4: Public policy should only be about public employees. Let private sector alone. Free market works. Best Orgs/culture/leaders win #TChatKeith C Rogers
A4 If we managed risk, issues, and ethics appropriately-at the business level we would not be dealing with EEO, OFCCP, NLRB etc. #TChatJanine Truitt
A4. My experience has proven HR #Leadership is critical for bringing world of work into 21st century. #tchatMichael Clark
A4: Policy comes from improper use of innovation. #tchatRob McGahen
A4: How long does it actually take for an idea to become policy, weeks, months…years?? #TChatRobert Rojo
A4: Guidelines are good as long as they do not restrict creativity or allow for a monopoly.
A4: It sounds wrong, but with regards to policy, do the minimum required. Dedicate resources to talent development. #tchatKathy Herndon, GPHR
A4: I used to be the one that trained on OFCCP – yikes! Still, many were challenged to comply even after understanding #tchatAlli Polin
A4: Policies like #sec127 help #HR profs recruit and retain talent. Vital to ensure US competitiveness. #SHRMLEAD #TchatKathleen Coulombe
A4) outdated policy is why the US EI system bleeds $17B to fraud EVERY year. Don’t count on policy to improve HR. #TChatJonathan Kreindler
A4: HR can still be compliant w/o letting policy interpretation win over doing what’s right for people #tchatAlli Polin
A4. Because of the complexity of integrating social media, power is shifting back to HR. #tchatMichael Clark
A4 Simply no $ available. We need to convince the simple principle that they have to invest in the future; redirect useless spending. #TChatEnzo Guardino
A4: Sometimes policy can be tone-deaf to the dynamic nature of talent acquisition? #TCHatBrent Skinner
A4: This one is tough & answers could be controversial? #TCHatBrent Skinner
A4. Entrepreneurs are too busy doing-being “their thing” to focus much on public policy. #tchatMichael Clark
A4. invest in your employees, their development, and give them the empowerment to be innovative. educate them #tchatAshley Lauren Perez
A4 Public policy scares HR into becoming compliance zombies. This kills innovation & the bigger picture gets lost in translation. #TChatJanine Truitt
A4: PubPolicy makes it more arduous to fire underperformers. HR must ensure better hiring strategies & processes. #TchatJohn R. Bell
A4 IMO PUBLIC POLICY rarely helps w/innovation #Tchat #SHRMLeadDave Ryan, SPHR
A4. I think public policy is behind tech so it does not hinder…policy tends to be reactionary … #tchatChris Fields
A4: Hiring more PT to avoid $$$ implications of FT hires is not putting talent strategy or innovation first #tchatAlli Polin
A4: Innovation is always ahead of policy. People who use that innovation for bad forces policy to be developed. #tchatRob McGahen
A4. The best talent in the best organizations does not think about public policy at all. #tchatMichael Clark
A4: HR needs to educate & advocate internally for talent. #tchatAlli Polin
A4) same as A1) Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #tchatJonathan Kreindler
A4 There is policy concerning ATS and EEOC requirements – how is that playing out? #tchatMarla Gottschalk PhD
A4: #TChat to Washington! Raise your voice! #tchatKathy Herndon, GPHR
A4: Join SHRM and storm DC! #tchatKevin W. Grossman
Q5: Should some aspects of the workplace remain separate from public policy oversight? Why and how? #tchatDonna Rogers, SPHR
A5) Yes – anything that has to happen quickly. #tchat #booyah!Jonathan Kreindler
A5: I’m gonna go off the beaten path and say no. Keep friends close and enemies closer #TChatIntern Employers
A5 There always has to be some oversight to determine where public policy may be necessary #TChatIan Welsh
A5 How the money is spent…give us the dosh and leave us alone to spend it ad we see fit…then revel in the results. #TChatEnzo Guardino
A5. Boutique organizations, driven by entrepreneurs, are central players in transforming world of work. #tchatMichael Clark
A5 But alas, people will always try to abuse others and privileges and this is why public policy and HR will be the best of friends. #TChatJanine Truitt
A5: I’m hard pressed to find a place that policy doesn’t already play a part. #tchatAlli Polin
A5 In a perfect world, we would shower our businesses and employees with HR goodness and innovation w/o fear of policy backlash. #TChatJanine Truitt
A5 Of course. But if there are abuses, it will be legislated. #tchatMarla Gottschalk PhD
A5: Can oversight be separate from regulation? Telling how vs. protecting rights? #tchatAlli Polin
A5. It really depends on your political views. One side believes in more gov. control and regulation. The other side doesn’t. #tchatMike Walters
A5: Nearly every aspect of employment process already dictated by federal statute or regulation #tchat #shrmleadLisa Horn
A5: WHOA!! This is such a dangerous and fiery topic – especially following the election
A5: If you are doing the right thing, then yes! #tchatRob McGahen
A5: Small companies need different policies that large ones. “It just isn’t fair” cried the left… #tchatRayanne
A5: More of it than what is now? #TChatBrent Skinner
A5: Public oversight has no idea what the true work environment is like – they aren’t even good listeners #tchatRayanne

TalentCulture Goes to Washington: #TChat Preview

I was recently talking to a friend who’s been in the workforce a lot longer than I have. He’s a baby boomer who remembers the terrifying lack of jobs when he graduated in 1975. He remembers 1987’s Black Monday. He lived through the dotcom boom and bust. He reminds me that everything runs in cycles, including employment, but says he’s more pessimistic today than he’s ever been.

Perhaps it’s a consequence of age, or perhaps it’s a reaction to the culture of uncertainty we’re living in. Either way I feel his pain, and in talking with other Leaders and HR pros I know I’m not alone in having friends like this, and hearing stories like his from every generation. The future of the world of work is a scary thing to think about right now.

Employers no longer have the upper hand in what happens with employees; at best they do some navigating. Public policy on everything from healthcare to retirement to taxes is changing the world of work. People across the board need an advocate — all the families out there juggling multiple jobs to squeak by, recent graduates still living at home because they can’t find a full-time job, seniors approaching retirement and stumped as to how to protect, let alone add to, their retirement savings.

I believe that HR can step up and fill the gap. It’s time for HR leaders to stretch out of the role of risk manager and into the role of employee advocate and brand ambassador. How can we do that? We can understand public policy and its effect on the business climate. We can study regulations. And we can work with policymakers through organizations such as The Society for Human Resource Management (SHRM), which this week will send HR leaders to Washington to address Congress on the topics of retirement security and employer-subsidized education.

Normally #TChat World of Work stays away from the third rail of politics, but this week we’ll step a bit closer (while minding the gap) with a discussion of how public policy is re-shaping the world of work. Mr. Smith went to Washington, yes, and so will TalentCulture. Following are our questions for the week:

Q1: In what ways is public policy shaping the future of the workplace – for better or worse?

Q2: Why and how can HR and leaders stay ahead of regulations — to benefit organizational stakeholders?

Q3: What role can tech play in forging more constructive ties between business and policy makers?

Q4: To what degree is public policy helping or hindering innovation in talent strategy? What should HR do?

Q5: Should some aspects of the workplace remain separate from public policy oversight? Why and how?

The TalentCulture community is a powerful group of thinkers. Let’s put our virtual heads together this week and get serious about what we can do, as leaders, to help employers and employees chart a course through the next months and years. Join #TChat on Twitter this Wednesday, Nov. 14, at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are). Moderating live, from Washington, D.C., will be SHRM’s very own Donna Rogers (@DonnaRogersHR), founder of Rogers Human Resources Consulting. We’ll steer clear of personal politics, but we’ll be looking for your opinions on the intersection of HR and public policy. Join the conversation, and remember: no complaining unless you take action.

Image credit: Washington, D.C. – The White House, by Stefan Fussan

HR Is Not the Quiet Kid in the Boardroom…Anymore: #TChat Recap

It had been but a few days since I had joined Twitter. My time on the stream was spent searching terms like HR, workplace and innovation, and following those who shared content in these areas. I had been watching and listening to see who and what resonated with me, what ignited my brain, what made me go “ah-ha” when no one was watching me behind the comfort of my computer screen.

It came suddenly — 140 characters of a call to action. I couldn’t leave an idea behind, I just couldn’t and I didn’t. I typed what I thought and I clicked it out to the Twitterverse. I left everything on the social stage, and what happened next was unexpected and extraordinary: My tweet was quoted in the recap blog post. Validation — someone out there was listening.

By leaving no idea behind, I left an impression, a meaningful one, and here I am one year later writing the recap for the very chat that indoctrinated me into the social world of work.

Field Trip

I had the honor of attending the 13th Annual Illinois State Human Resource Conference and Exposition held just outside Chicago this week as a #TChat ambassador and collaborator. I helped facilitate our first-ever live #TChat event integrating social engagement with a traditional, brick-and-mortar conference. That’s what this week’s #TChat was about — leading at the intersection of social and physical, HR and digital, people and potential.

This week’s #TChat was also about removing the barrier blocking perceptions about social HR — by simply talking about social HR with workplace leaders on the front lines. When we remove walls, we find that we’ve always been just a few steps away from greatness, connecting face to face and sharing opportunities. This is HR 4.0 – it’s about celebrating the art of the social conversation across the organization, whether in person or in 140 characters.

Report Card

An A+ goes to our community at the conference and on Twitter, as well as our panel of leaders for waving the flag of workplace culture. That’s what it’s really about at the end of the day, right? We create the conditions for an organization to thrive in a sustainable way, and there will be more on that next week. As for this week’s event, we came from different countries and technologies, paraded our ideas, and cultivated connections. The exchanges were epic, and the event was unprecedented. #TChat Live at the Illinois State HR Conference & Expo was an Olympic event in the World of Work. …and everyone came out a winner.

Editor’s Note — Thank you for joining this week’s special-edition #TChat #ILSHRM event. Next week’s #TChat will occur at the regular time: 7pm ET (6-7pm CT, 4-5pm PT, or wherever you are). We look forward to seeing you there.

Image Credit: Stock.xchng

HR Leadership Can Make All the Difference: #TChat Recap

We wish that the world defined us only by our successes, but the reality is we define ourselves continually by our failures. We build monuments to greatness like statues and skyscrapers and sweeping internal processes, while the foundations of each are filled with poor decisions, inefficient planning, half-hearted executions and the shell casings of emotional gunfire.

In fact, we long to point out where the bodies lay lifeless, and we remain excited even after they’re removed. We want to feel better about our failures, but because societal and religious mores force those feelings to be repressed, the feelings seep out and stain like sweat rings on a hot day. Then we cover our eyes quickly as if being forced to look into that same hot sun.

Imagine dealing with this everyday, throughout the entire lifespan of each and every employee. Shatter the glass half empty at your feet and you’ve got wet shards of different sizes, from full-time to part-time to flex-time to contractor. Human resource professionals have to manage all this mess as well as facilitate and mediate the supervisors in between. It’s no wonder we’ve got so many rules and regulations around people management.

Maybe if we explored what it means to be more human on the HR job and how that pays dividends in small business and the enterprise we’d come closer to reconciling the ratio of failure to success. Maybe if we took a more holistic and transparent approach to performance management instead of transactional silos of shame we’d come a lot closer to growth Nirvana, both personally and professionally.

Thankfully that’s the way it begins — change — the movement from one state to another, from a static status quo state to a hopefully more progressive and productive state. Like moving from flat two dimensions to a vibrant three. The change begins in small groups, the sharing of new knowledge of what can be done that hasn’t been done before and the return of that “change” investment. The new knowledge fills the room, some of it permeating each exposed pore, entering the bloodstream and flooding our brains with possibility.

The possibility that our failures truly define our success and understanding the why of it all — that’s where HR can truly make a difference today: to know the business, staff the business, teach the business and grow the business, all predicated on managing the messy yet mingled bad with the good.

Join us for our first-ever World of Work live #TChat Session at the 13th Annual Illinois HR Conference & Exposition, one of the many HR Super Social Hero events that occur throughout the year. We want to personally thank Dave Ryan (@DaveTheHRCzar), Susan Avello (@SusanAvello),  Donna Rogers (@DonnaRogersHR), John Jorgensen (@jkjhr), and many, many other friends who have always supported our efforts to make the World of Work more social. We certainly like hanging out with our friends in the trenches, and it all starts with #ILSHRM coming up next week, on Aug. 5-7, 2012. Our live session will be Monday, Aug. 6, from 5-6 pm CST.

In the meantime, did you miss this week’s preview? Go here, and be on the watch for more tweets and slideshows from us. You Rock!

Image credit: Sears Tower, by Marcin Wichary

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#TChat INSIGHTS: Becoming (Social) HR Leaders

Storified by TalentCulture · Fri, Aug 03 2012 07:38:46

…. RT @rmcgahen Who else is ready for another kick ass #tchat [today]? I know I am.
RT @SabrinaLBaker: Woo Hoo RT @talentculture: We’re amped to be #TChat-ing w/ @DwaneLay @DonnaRogersHR at #ILSHRM! Rogers, SPHR
Q1: In HR & the world of work, what does it mean to do the opposite of what’s been done to spark disruptive change? #TChat RT @susanavelloSean Charles
A1: Doing something different than what was done in the past to get over staleness. #tchatRob McGahen
A1 give up control. Truly involve and engage people. Have real conversations. Trust. #tchatPam Ross
a1. Learn the job and business inside out… then look for ways to make it better. Knowledge is power. #tchatAshley Lauren Perez
A1: Change doesn’t have to be done for the sake of change, innovation is not always revolution but evolution is necessary #tchatJen Olney
A1 Is it how HR sees itself? I don’t think so. It changing the view of the “brand”. #tchatMarla Gottschalk PhD
A1: Your job is not to say no. Start with yes, then modify to fit. #TChatTrepability
@MeghanMBiro @susanavello A1 #TChat it means to #bealeaderBurke Allen
A1: Back up disruption with business case using real data, not emotional attachment to #SoMe #TChatTom Bolt
A1: Make everyone a brand ambassador, regardless of what they do, and in what capacity they do it. #tchatKevin W. Grossman
#Tchat A1 Change for the sake of change is not effective. Must have bona fide reason and facts to back it up.Cyndy Trivella
A1 Partner with people that you know think differently from you. #TChatMary E. Wright
A1: Encourages folks to think outside the box and see things differently. #TChatJess ‘Babs’ Bahr
A1: Change or disruption for its own sake is pointless. Too often we change just to do it – first determine need/rationale. #tchatDoctor Daniel Crosby
A1 keep the lawyers at arms length #TChatBill Boorman
A1-Get some skin in the game vs. policy-police. Be upfront, outspoken, and available. #HR #TchatInsperity Careers
A1: Emphasize the “social” but never lose sight of the fact that it is a business activity. Encourage innovative enhancement #TChatTom Bolt
Joining for a bit for #tchat. A1: flexibility!Elizabeth Rominger
#Tchat A1 When people re-evaluate the history of a system or procedure, often times an update or refresh is needed to the process.Cyndy Trivella
A1 make sure everyone has all the information to educate and inform rather than regulate #TChatBill Boorman
A1: Be genuine! Ppl are sick of disingenuous actions that don’t get them anywhere. #tchatPlatinum Resource
#TChat A1 – Quit trying to herd cats and start trying to motivate and inspire people.Joan Ginsberg
A1 Quash cynicism, not enthusiasm. #TChatMary E. Wright
A1: Mired in status quo? Remind ppl there are other “quos” to consider <= stupid stuff I say sometimes. #TChatTom Bolt
A1: Don’t try to “disrupt”, try to see things from a diff view, and innovation just happens. Don’t force it #tchatDeb Maher
A1 Work out how you can do things rather than why you cant #TChatBill Boorman
A1: Being an early adopter also can mean you become the SME in the field faster. #tchatDawn Rasmussen
A1 Being the innovators in the organization, not blocking it. Collaborating and sharing, not secret keeping. #tchatPam Ross
A1 Technology is reshaping the landscape to create new possibilities for shifting the paradigm. Embrace it! #tchatDawn Rasmussen
#Tchat A1 Working with the best interest of the company in mind sets the stage for credibility.Cyndy Trivella
A1 Welcome the messenger for change. #TChatMary E. Wright
A1: Keep it simple and be social first #TChatBill Boorman
A1: It means to turn the corporate hierarchy on its head every once in a while & lead from beside. #TChatBrent Skinner
A1 Being a change agent and not being afraid to go against the grain even if it means dealing with political backlash #TChatJanine Truitt
A1 think of the old quote “if you don’t like change you’ll like irrelevance even less” – never be afraid to challenge status quo #TChatmatthew papuchis
A1: Letting full-time employees take flex time when needed as long as the biz isn’t disrupted, only the status quo. #tchatKevin W. Grossman
A1 stopping crying about a seat at the table, sitting down and engaging with leaders to build business thru people #tchatPam Ross
A1. Don’t be scared to ask “Why?” Asking why is how businesses find innovative ways to work more efficiently. #tchatAshley Lauren Perez
#Tchat A1 Staying ahead of the curve on new technology for example, helps set someone apart.Cyndy Trivella
A1: Challenge is not to be an early adopter but to build bridge over the gap before everybody else. #TChatTom Bolt
A1: Actually understanding the business so you can be that “strategic partner” #tchatJoshua Barger
A1- Be out in front and be OK with it. #tchatAndrea Jenkins
A1: Stepping outside of the old/narrow admin role and becoming more active and visible in other areas of the business
A1: Always keep the business goals in mind and devise new ways to reach the objectives #TChatChina Gorman
A1: My best ideas come from closing my eyes and opening my mind in an org that let’s me dream. #tchatDeb Maher
A1. Do not accept the statement “it can’t be done.” Find a way to get it done and show the naysayers #tchatAshley Lauren Perez
A1: being an early adopter and working against stereotypes #TChatChina Gorman
You guys will love this one > Q2: What are the traits that make for a great HR pro? #tchatSusan Avello
A2: Honest, truthful and open to change! #tchatRob McGahen
A2 More important now than ever b4 for HR pros to know how market dynamics impact IT, marketing, sales, etc. competencies. #tchatJoe Sanchez
A2: #tchat HR practitioners who work in recruitment are most effective when they can point job seekers to alternative occupations.Catherine Chambers
#TCHAT A2: A person who understands the linkage between investing in people and organizational success, and who champions this cause.Catherine Chambers
A2: HR is people-marketing. #TChatTrepability
A2 Think Global, create granular. #TChatMary E. Wright
A2 A great HR pro never thinks they know it all or have done it all. They have a passion of learning and staying ahead of the curve. #TChatJanine Truitt
A2: HR pros are catalysts for change. Many gr8 leaders today but too many mired in the past. #TChatTom Bolt
a2. to know how to make employees feel like assets of the business… because, well… they are :) #tchatAshley Lauren Perez
A2 The ability to create and enforce policy without losing respect for those to whom it applies. #TChatMary E. Wright
A2: HR pros know that business is human at the core #tchatJen Olney
A2 They are on the cutting edge of organization – help leaders align talent with that direction… #tchatMarla Gottschalk PhD
A2: A great HR Pro is a business professional first with a speciality in HR #tchatJoshua Barger
A2 HR has to have the ability to see doom and gloom before it hits and be ready with solutions for their partners. #TChatJanine Truitt
A2: Start with being you. That’s pretty good, you know. Next, learn more, get practice, become an expert. #TChatTrepability
A2: Self love and love for the people of the company. #TChatSean Charles
A2 be willing to influence without glory #TChatBill Boorman
A2: Know the business, staff the business, teach the business, grow the business. #tchatKevin W. Grossman
A2: HR Pros first and foremost understand people. Businesses are “People” -> The great ones know that! #TChatDaniel Newman
A2 Someone who gets people and knows their craft, creative, can think on their feet and above all fair and ethical. #TChatJanine Truitt
A2 The ability to plan and work to plan, while retaining the spirit and ability to pivot. #TChatMary E. Wright
A2: Manage HR like a business. What do your customers need? How do I measure value, optimize? What strategic goals can I support? #tchatAlyssa Burkus
A2 A passion for people is number one #TChatBill Boorman
#TChat A2 – biz smarts, positive outlook/personality, intellectual curiosityJoan Ginsberg
#Tchat A2 When HR settles, the whole company suffers. Must have courage to stand up for what is in company’s best interest.Cyndy Trivella
A2 Ability to reach for business goals without losing sight of employee needs, wants, rights. #TChatMary E. Wright
A2 flexible to business need and patient #TChatBill Boorman
A2. the ability to see talent in people and embrace it before the business even realizes they needed it. One-step-ahead. #hiresmart #tchatAshley Lauren Perez
A2: You can’t get everything in one person so start with what you need – how does this person need to interact with people? #TChatTrepability
A2: A Great HR Pro has all the great #Leadership qualities. Perhaps #Empathy is the most important. #TchatDaniel Newman
A2: I remember an #HR pro once saying to me, “you control ethics, professionalism & integrity. Everything else is an externality.” #tchatCLOUDTalent
A2: Being HUMAN ;-) #TChat cc: @pamelamaerossBrent Skinner
A2) the best HR pros straddle the line between policies and people. Genuine interest in both and can work in both worlds #tchatKyle Irwin
A2: Empathy. Anyone can do the admin work, but connecting with emps makes you a great #hr pro. #tchatScott Williams
A2 an enabler rather than a regulator #TChatBill Boorman
A2 Flexible thinker – excellent listener – representative of the organizational “heart”. #tchatMarla Gottschalk PhD
A2. Empathy! And the ability to see potential in employees and pair it up with situations that can help them progress #tchatAshley Lauren Perez
A2: Learn to listen and learn. The true pro understands they don’t know it all <= stole that one from Plato #TChatTom Bolt
A2: no different than any other business leadership position – except mastery of the #HR body of knowledge #TChat why any different?China Gorman
A2: Lead Genuine….Be Social…Try Something New. #SocialHR #TChatMeghan M. Biro
A2- In general be open, honest, innovative and TOUGH. #tchatAndrea Jenkins
A2 – An HR Pro has to be able to rip her heart out and watch it bleed on the table! #TChat #RequiredSkillsJason Lee Overbey
#Tchat A2 A thirst for knowledge and inner directive to do what is right for the company and people it employs, along with strong biz acumenCyndy Trivella
A2: #HR #people that lead with their heart, their mind and their creativity. A balance…Always! #TChatMeghan M. Biro
A2. The best #HR pros start with business problems. #tchatJustin Mass
A2: Ability to empathize with others, HR is the gatekeepers & have to deal w/all sorts of folks #TChatJess ‘Babs’ Bahr
A2: a retentless desire to win #tchatpaul jacobs
A2 #tchat Continuous learning & an evolving mind w few fixed traits.Michael Leiter
A2: swhat you know about business needs to be as important as what you know about HR #TChatChina Gorman
A2 The ability to absorb panic and display calm in response. #TChatMary E. Wright
A2: business acumen, vision, courage, #TchatChina Gorman
Moving right along ………..Q3: How do great leaders lead in business today and why? #tchatSusan Avello
A3: By working well not just up the ladder, but down as well. #tchatRob McGahen
A3 #hrtech tool #3 @Axonify – bursts of training, gamified learning, much faster time to competence #tchatPam Ross
A3: Great leaders lead with out even knowing it. It’s the passion that leads. #tchatBeverly Davis
A3) A leader is the dealer. He needs others to play and makes sure they have a stake in the game. Solitaire is a time suck. #TChatMary E. Wright
#Tchat A3 At the end of the day, a confident & capable leader will be able to back up any decision and maintain the respect of others.Cyndy Trivella
A3- Respected leaders are thoughtful, open, decisive (they can say “No”), inspirational, dependable and real. #tchatAndrea Jenkins
A3: Seems to me, a business is all about people. Great ideas, great products, great success all flow out from them. #tchatCLOUDTalent
A3. Keep it real. I’d rather trust a person who makes mistakes and learns than someone who tries to always display a perfect version. #tchatAshley Lauren Perez
A3. I’ve heard a case made for iconic leadership, eg. Steve Jobs, Phil Jackson, Bono. Not always “serve” or get-out-of-the-way types. #tchatBob Merberg
A3: A leader is whatever (S)he needs to be in the moment. No one right answer. #tchatDoctor Daniel Crosby
A3: Spend more time listening than speaking #TChatSean Charles
A3: Positive attitude and excellent communication mixed with productive behaviors #TChatSean Charles
A3 Delegate the good jobs, too. It breeds enthusiasm. #TChatMary E. Wright
A3 – Compassion (learned that from my previous CEO – @jeffweiner ) @TalentCulture #TChatCole Fox
A3: By caring about their employees #TChatJess ‘Babs’ Bahr
A3: Sometimes, they lead from the front, & other times from behind. But mostly, #leaders 2day lead from beside. #TChatBrent Skinner
A3: Great leaders need binoculars and a rear-view mirror. And a moral frickin’ compass. #tchatKevin W. Grossman
A3) A great leader Influences. There, I said it! Influence comes through and permeates throughout the culture of the organization #tchatSusan Avello
A3 great leaders create purpose for the team. They influence behavior rather than control it. They align people with results #tchatPam Ross
A3: never stop learning + embrace change + empower employees to do the same #TChatSylvia Dahlby
A3. A leader that knows they don’t know everything and are humble enough to open up and listen to others gets a gold star from me! #tchatAshley Lauren Perez
A3: Inspiration, not perspiration. Never let em see you sweat. You won’t if you focus on inspiring. #TChatTrepability
A3: Intuition seasoned with Logic #TChatSean Charles
A3 By pulling people up ladder, not by pulling ladder up behind them. People follow passion: succession/mentoring/ display passion #TChatMary E. Wright
A3: There is NO difference between #HR and a #Leader < What if we all looked at it this way? Can you imagine? #TChatMeghan M. Biro
A3: Leaders are inspiration to others. There is no followership training so they have to come willingly. #TChatTom Bolt
A3: Leader needs to keep one eye inside the org and one on the market/biz landscape. #TChatTrepability
A3. Leaders make followers feel like they’re all in it together and that every contribution truly makes a difference. Inspiration! #tchatAshley Lauren Perez
A3: The bestest (yes) HR leaders have an eye for innovation, a thirst for process improvement, and a good dose of humanity. #tchatDawn Rasmussen
A3: Great leaders inspire civility, respect and cultivate cultures that inspire beyond just a paycheck, loyalty is revered #tchatJen Olney
A3. By showing a vision, listening and inspiring employees to lead – so they feel empowered within the company. #tchatAnita
A3: great leaders engage their people in meeting the goals of the org thru the execution of the strategy. They lead people. #TChatChina Gorman
#Tchat A3 HR needs to ask a lot of questions and listen well. That is how strategic and well-formed solutions will be developed.Cyndy Trivella
A3: have the positive attitude to lead and inspire others to greatness. #tchatPlatinum Resource
A3 #tchat Great leaders know it’s not really all about them; it’s about the othersMichael Leiter
A3: Leadership is about non-coercive influence toward an objective. If you can do that, boom. #TChatDoctor Daniel Crosby
A3: Great leaders know what needs to be done, and trusts their team to use their creativity to make it happen
A3 with passion, integrity, trust, openness, transparency #tchatPam Ross
A3 -put the right people in the right roles with the right goals then get out of their way! Surround yourself with other gr8 leaders #TChatmatthew papuchis
A3 By example. Its a trust thing. #TChatMary E. Wright
a3. they don’t just lead and expect others to follow. they jump in the crowd, socialize, listen, determine needs, and put to practice #tchatAshley Lauren Perez
A3: Great leaders of today stay open-minded and try to keep a beat on what’s going on. #tchatEmilie Mecklenborg
A3: Leaders are decisive. Followers smell weakness without looking for it. #TChatTom Bolt
A3: As an Apple alum, the leader doesn’t so much lead as set the vision & then allow all to lead from that core. #tchatCLOUDTalent
A3 great leaders know when to lead, when to manage and when to command #TChatBill Boorman
A3 #tchat Great leaders inspire respectful, creative interactions among their team membersMichael Leiter
A3: Great HR leaders translate business vision into acquisition of skilled talent that embody that vision and company culture. #tchatDawn Rasmussen
We’re at ………..>Q4: What are the cool new HR technology tools and why? #tchatSusan Avello
A4: Anything that makes information exchange better, easier and more meaningful. #tchatRob McGahen
A4 If you don’t have analytics tied to real business objectives, why measure? Imbed holistic analytics in your #HRIS #tchatDeb Maher
@pamelamaeross: A4 #hrtech tool #4 @smallimprove – socializes workplace, simplifies performance management, 360s etc great for SMB #TChatPam Ross
A4: The tech is the vehicle; the people are the power, the fuel. #TChat cc: @CLOUDTalentBrent Skinner
A4 #hrtech tool #5 the many options for internal social networks for collaboration, connection, groups, etc. #TChatPam Ross
A4 Focus on EEs, not tech- that’s where the innovation happens #tchatDeb Maher
A4 I must say- I don’t know where the Instagram thing is going in the #HR space, but the companies that are doing deserve a kudos #TChatJanine Truitt
A4 Can I be really simplistic and say how much I love Doodle? #TChatMary E. Wright
A4: Tech that gets us from transactional silos of data death to predictive insight across the enterprise (and the hall). #tchatKevin W. Grossman
A4. HR tech can be great but we need to make sure everyone is trained and utilizing it efficiently, otherwise there’s no point. #tchatAshley Lauren Perez
A4:I have grown fond of sharepoint – great way to build collaboration and sense of community – esp important in decentralized orgs. #TChatmatthew papuchis
A4: Now that the ATS is in the cloud, it can be accessed by anyone from everywhere. Hiring is now truly a team sport! #TChatSimplicant
A4: Make sure you know where you’re going before you rev up the engine. #TChatTrepability
@susanavello A4: #tchat and we have gr8 tech to help with preventing the watering down of a culture from the top to the edgesBurke Allen
A4: i don’t care about cool. I care about effective; about getting better results w/employees, customers, etc. #TchatChina Gorman
A4: I like what is getting built on Salesforce right now #TChatBill Boorman
A4: I like the HR Magazine app. Room for improvement, but saves on paper. #tchatKami McClelland
#Tchat A4 Technology needs to provide seamless access 24/7/365 to keep up with the demands of a fast-paced workforce.Cyndy Trivella
A4: #talentnetworks #tchat #subjective :)Sean Sheppard
A4 #hrtech tool #1: @rypple. Helps build culture of continuous feedback, holds people accountable, shares objectives openly #tchatPam Ross
A4: Anything that helps you understand how to put teams together and make the struggling ones better. #Teamability cc: @teamingtech #TChatTrepability
A4. Social Media like Yammer and WorkSimple can be a tool too- Performance management, reward, and recognition tool #tchatAshley Lauren Perez
#Tchat A4 Any technology that can connect the dots between one piece of software and another is A+Cyndy Trivella
Last question before I go have my beer > • Q5: Where does social media make sense as an HR and recruiting tool and why? #tchatSusan Avello
A5: When you are looking for the best and brightest. #tchatRob McGahen
A5: May get some flack — for all the higher #HR functions, #SoMe works everywhere, but needs good leaders. #TChatBrent Skinner
A5: Social media helps get the word out re: co brand/culture. Tell about your great co, and they will want to work there 2. #tchatKami McClelland
A5 SoMe best tool for internal messaging of HR policies. Immediate, fetching and tracks receipt, too! #TChatMary E. Wright
A5: It gives us access to insights on candidates not available anywhere else to make better decisions #TChatSean Charles
A5 Rethink what u mean by social media in #HR.Not just twitter /FB. Internal social media: profiles,chat rooms in an #HRIS #tchatDeb Maher
A5: Social media is not a magic solution, it requires dedication and effort to be effective to engage and communicate #tchatJen Olney
A5: There is probably a best-fit social niche for most companies. #TChatTrepability
A5: Where? in use. Why? because it works. #TChatSean Charles
A5 You find talent-Sourcing. Talent finds you-Branding. Both are acts of social media. No choice. Talent hunt is now on steroids. #TChatMary E. Wright
A5 SoMe is good for branding, engagement, boosting morale-need I go on… #TChatJanine Truitt
A5- It’s good way to look deeper than just a resume. Aids in a culture fit, influence in the community etc… #tchatAndrea Jenkins
A5: #SocialHR #HRTech is NOW — We’ve been waiting and the market is here. Listen, Research and then DO. #TChatMeghan M. Biro
A5: Social media is another vehicle for communication and shouldn’t be looked at as a separate entity. #TChatJess ‘Babs’ Bahr
A5 Focus on INTERNAL Social Media-imbed in ur #HRIS just in time while ee is in a process-connect w experts in org #tchatDeb Maher
A5. SM can be a way to show how amazing a company and its culture is. This can make talent want to apply and fight to get in. #tchatAshley Lauren Perez
A5 Social media is great for showing off your brand to a huge audience. Makes people think “I’d love to work there!” Great ROI #tchatKyle Irwin
#Tchat A5 The beauty abt social is that it’s easy and it’s everywhere. Don’t need to over think it.Cyndy Trivella
A5 if your not a social business, social media wont work #TChatBill Boorman
A5 -opportunities to connect employment brand to consumer brand. Lots of orgs have gr8 customer brands w/no connection to emp. brand #TChatmatthew papuchis
A5. Not everyone is a super awesome resume writer. SM can be a saving grace if recruiters are looking at it. #tchatAshley Lauren Perez
A5: If you think #socmedia and #hr only meet at recruiting and perf mgmt, you’re missing a big opportunity #tchatAndrea
A5: When #SoMe is fully integrated into HR life, asking where it applies would be like asking where the telephone applies. #TChatTom Bolt
Social media form one of the largest and most effective networks. Optimize your message and they can work well! #tchat A5Lois Martin
A5: Recruiting using social streams to look for candidate influence, engagement, and personality / cultural fit in action. #TChatKeith C Rogers
A5. SM can bring more of a personality to go along with a resume. I’m impressed by ppl on SM vs. their resume sometimes. #tchatAshley Lauren Perez
A5: It’s all about using #HRTech Smart and Soon…Really. Do your research! #TChatMeghan M. Biro
#Tchat A5 HR needs to maintain pace with job seeker demand. If job seekers want to apply via mobile (for example) then HR needs to get thereCyndy Trivella
A5: stop talking about social media and just integrate #TChatBill Boorman
A5: As a recruiting tool, new services are developing that can help make sense of that unstructured data to uncover new talent pools
A5: Utilizing social media properly can “sell” your company for you, making recruitment of grade A candidates that much easier. #tchatScott Williams
A5. Also, it can be good for recruiters to track candidates. Resumes don’t always show all the candidate’s abilities/potential #tchatAshley Lauren Perez
A5: Social media doesn’t have to make sense. It exists. There is a high noise to signal ratio. But it isn’t going away. #TChatTrepability
A5. As I said earlier, it can be a way to do performance management #tchatAshley Lauren Perez
A5: Anywhere it works. #TChatTom Bolt
great and inspiring chat! Thanks all for my 60 minute weekly leadership course :) @susanavello #TChatmatthew papuchis
Great chat. Thanks all! #tchatCLOUDTalent
Super #TChat tonight! Thanks.China Gorman
Thanks all for another great
That was a fun first #tchat for me! Thanks guys! Hope to be back next week.Scott Williams
The #TChat community never disappoints! Thanks for another great chat – don’t forget, the #TChat stream is open 24/7. Keep sharing, people!TalentCulture
Thanks to all of you who participated in our discussion. We hope you walk away with great insight! I know I am! #tchatSusan Avello

Becoming (Social) HR Leaders: #TChat Preview

HR means a lot of different things to a lot of different people. To me it’s been my career. I’m not sure how else to write this in the moment. I have a lot of respect for HR practitioners that are KICKING it in the trenches every day.

Ask someone on the street and they’ll say, “The lady who tells me I’m hired, gives me my employee handbook and sets up my benefits.” Ask someone inside a company and they’ll say, “The guy who tells me I’m hired, gives me my employee handbook and sets up my benefits.” Ask executive management and they’ll say, “The lady who tells me I’m hired, gives me my employee handbook and sets up my benefits.”

Wait, what? This cannot be….HR is so much more. And yes, this includes talent management and employer branding and…marketing and CEOs. We are all uniting and becoming social. This pretty much includes many different units in the workplace. Why we call #TChat The World of Work. It’s everyone.

Unfortunately lots of people (still) dislike HR departments and many still view them as the office caricature, the resume screener, back office administrator and compliance office police officer that nobody wants to work with, one of the grim realities HR pros deal with on a daily basis. The reality is so many more also know how to keep the hiring pipeline full, how to help deal with difficult or disruptive employees, and how to build and sustain an attractive workplace culture.

But let’s be honest: HR is usually seen less as curators of workplace culture and more as the police brought in to direct traffic or quell a riot. So how do we change it up? What can we do to be seen as core to the management team, positive influences, trusted partners committed to building a rewarding and resilient workplace?

Sociable vs Social – There’s a Big Difference

The key for HR is to become more human; to be more social. This doesn’t mean office birthday parties or the annual holiday party or having a beer with the work gang after work. What it means is that we have to stop focusing on managing risk and start focusing on creating and sustaining social interactions in the workplace — to hiring responsible and accountable employees who communicate and collaborate and all the other buzz “c” words you can think of, as well as doing their jobs (and then some) to help the business grow and thrive.

We have to drop the game face and show our human side. People, after all, work for people, follow people to jobs, leave jobs because of people. We have to be people before we can lead.


In the interests of exploring what it means to be more human on the HR job and how that pays dividends in small business and the enterprise, we’ve decided to look at what it takes to become social HR leaders in this week’s TalentCulture #TChat World of Work. From using social technologies and tools to spark disruptive change in the workplace to dissecting the qualities of leadership, we’re eager to hear what the community of chatters thinks about what it takes to be a social HR leader.

Susan Avello (@SusanAvello), someone who knows a thing or two about social HR, will be our guest moderator. Alongside her, to field your tweets, will be yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman), as well as Sean Charles (@SocialMediaSean), Salima Nathoo (@SocialSalima) and Brent Skinner (@BrentSkinner). Be sure to join us at 7 PM EST / 4 PM PDT!

This will also be a preview to our first-ever World of Work live #TChat Session at the 13th Annual Illinois HR Conference & Exposition, one of the many HR Super Social Hero events that occur throughout the year. I want to personally thank Dave Ryan (@DaveTheHRCzar), Susan Avello (@SusanAvello),  Donna Rogers (@DonnaRogersHR), John Jorgensen (@jkjhr), and many , many other friends who have always supported our efforts to make the World of Work more social. I like hanging out my friends in the trenches and it all starts with #ILSHRM coming up next week August 5-7, 2012. Our live session will be Monday, August 6, from 5-6 pm CST. I’m honored to be here with many of my friends and colleagues.

Here are the questions we’ll be discussing in this week’s #TChat (and next week at #ILSHRM):

  • Q1: In HR and the world of work, what does it mean to do the opposite of what’s been done to spark disruptive change?
  • Q2: What are the traits that make for a great HR pro?
  • Q3: How do great leaders lead in business today and why?
  • Q4: What are the cool new HR technology tools and why?
  • Q5: Where does social media make sense as an HR and recruiting tool and why?
So join us tonight, Wednesday, August 1, and if you’re in Chicago starting on August 5, come see us at the Illinois State SHRM session! Meghan M. Biro and Kevin W. Grossman look forward to discussing the above questions with our esteemed panel:
Geoff Webb (@SocialHRGuy) and Salima Nathoo (@SocialSalima) will be our special live audience moderators — because like our weekly online #TChat, this session’s all about participation and inclusion — for everybody. Let’s be inclusive and social. We can do this.

 Image Credit: Stock.xchng

Perks Don't Kill Potential, People Do: #TChat Recap

I’ve been in the dentist’s chair two times in the last two weeks. There’s one scheduled for next week, too. Ugh. This exercise is tough on the teeth, but even more wearing on the wallet. Of course I could never really tell the latter to my colleagues who work within the walls of a formal workplace, where life in the bullpen and dental benefits are business as usual.

No ma’am, I wouldn’t dare utter a word of these woes of mine. Doing so would risk a barrage of comments like, “Well you get to work in your pj’s,” and, “At least you can make an appointment for any time you want.” True. Can’t argue with that. “But at least you get benefits,” I’d retort, using in my inside voice.

What does that mean, anyway — benefits? As Cyndy Trivella said in last night’s #TChat, “doggie daycare reimbursement and free dry-cleaning no longer cut it,” especially when career perk couture includes in-office massages and a workplace Nintendo Wii. Organizations are no longer in a war for talent. No, that would be too obvious; they’re instead operating in stealth mode, ninja recruiting with weapons of mass relaxation.

Innovation and entrepreneurship paired with good old-fashioned hard work have created a new era of “fringe” benefits. When I say fringe, I mean like the sci-fi TV show, where each episode unfolds another twist in the mystery of unexplained phenomena. In the real world, sci-fi is replaced by “start-up” and is a matter of fact.

As an entrepreneur I get that I won’t be able to access the Area 51 of benefits. This is my reality — but I also get some pretty sweet perks… like having a voice. Despite all the fancy tricks organizations are throwing around these days, it seems like they aren’t necessarily getting Recognition 101: Listening right. At least that’s what the #TChat community told us last night.

So the not-having-a-dental-plan thing isn’t sounding all that terrible now. I almost feel guilty saying I also get to travel to fantastic places on occasion (my recent Bermuda tan is a dead giveaway). And then there’s my upcoming trip to Chicago in early August for the 2012 Illinois State Society for Human Resource Management Conference.

OK, technically we’ll be outside of the city, but it’s to collaborate with TalentCulture co-founders Meghan M. Biro and Kevin W. Grossman to host a live #TChat, so it’s still awesome. We’ll be part of the perk that the conference is (for many). And literally, we’ll be giving people a voice — a mic, speaker, the whole shebang — on a topic that’s about giving talent a voice (again, literally).

After all, that’s what its about — creating the space to ask what #TChat-ter and thought leader Vala Afshar says are the most important questions: “What do you think?” and “How can I help?” Then, its up to us, all of us, to “listen loudly.”

Community is the collective voice of #TChat and you exercised your voice last night, as you do every week. Thank you! To see what we mean, check out the slide show below. If you missed the preview, you can read it here. Stay tuned for additional information on our exciting collaboration with #ILSHRM12 and more, and if you’re attending, be sure to give us a shout-out in the stream and in person!

Image Credit: Stock.xchng

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#TChat INSIGHTS: Give me a Break

#TChat INSIGHTS: Give me a Break

Storified by TalentCulture · Wed, Jul 18 2012 17:35:41

Only 60 minutes until #TChat! Preview: #workflex #usguysTalentCulture
Here I am w/ @ittechexec getting ready for back-2-back #tchat & #tcfchat gr8 forums for our techies!
Q1: Extreme perks—are these examples of strong #leadership or something else (or both)? #TChatSalima Nathoo
A1: Don’t really have 1st hand recent experience with EP’s but would think in recovering economy it is necessary for retention. #TChatTom Bolt
A1: Extreme perks are a way for employers to be competitive and attract the best. Look at Silicon Valley’s competition for coders
A1: They are great examples of ways orgs try to put employees first in order to retain them & keep the environment comfortable #tchatJoshua Barger
A1: EP can be a short term fix but when the well runs dry, what is your next trick? #tchatJen Olney
A1: extreme persk seem to be more of a recruiting strategy I think. Candidates are in limited, well..the ones that comp want #tchatPlatinum Resource
A1 It seems the motivation behind “extreme perks” reflects the strength (or not) of the leadership ~ does that make sense? #tchatCASUDI
A1: In the right circumstance, both. If ur bribing an unhappy employee then no, if ur rewarding ur team then, yes #TChatBrandie McCallum
A1: Leadership has to be on board, friend has a 4 story slide @ his work, if ldrship didn’t encourage that it’d never exist! #tchatJess ‘Babs’ Bahr
A1 Workplace perks don’t have to be ‘extreme’ to be effective. Start w/”thank yous” and work up. #tchatSam Fiorella
A1: Opposite is not true: No EP’s does not necessarily indicate weak leadership. #TChatTom Bolt
A1: Compensation comes in many forms beyond cash. #tchatRob McGahen
A1 Not my area of expertise-but I would say this trend is the result of smart and innovative leadership/staying ahead of the curve. #TChatJanine Truitt
A1: With strong demand for extremely specialized skills, it’s strong leadership to offer extreme perks to attract and rtn these folks #tchatRichard S Pearson
A1: Extreme Perks can be seen as good leadership because they just want to make sure that they keep the the best employees #tchatJumpstart HR
A1 EP are good ex’s of strong, along w/ innovative, leadership & culture imo. Strong bc they recognize importance of ee’s #TchatClaire Crossley
YES! MRT @CzarinaofHR: A1 I would say this trend is the result of smart and innovative leadership/staying ahead of the curve. #TChatCyndy Trivella
A1. Leaders should be compensated/pai d well but have the sense to know what is too much #TchatDave Ryan, SPHR
A1: It seems such perks started as a way to reward best talent: Good Leadership! Have perks become the only way? Sustainable? #tchatMark Salke
A1 With cash compensation being scarce…it’s only natural that orgs find other innovative ways to reward & retain their employees #TChatJanine Truitt
Focus on retention not just attraction! MT @JumpstartHR: A1: EP good leadership b/c they want to make sure to keep the best employees #tchatJess ‘Babs’ Bahr
A1: It depends, sometimes extreme perks can be an example of poor #leadership, in other cases they are #motivating. #tchatBusinessWorldRising
A1:both? seems like some “perks” are really just treating ppl like adults w a brain & not worker bots who shd feel lucky 2 b employed #tchatErin Hommeland
#TChat a1: people spend a lot of time at work these days, EPs can attract candidates because their employer can make life a little easierAshley Lauren Perez
A1: Extreme perks = tricks often used 2 get ppl hired and keep them, but don’t look behind the curtain, Dorothy! #TchatStephen Van Vreede
A1 – I personally think paid for education, paid training courses, heath and fitness related perks are best – help emp. and co. grow #tchatRichard S Pearson
+1RT @JumpstartHR A1: Extreme Perks can be seen as good leadership becoz they just want to make sure they keep the the best employees #TChatPadma Mohanram
A1: If co can’t afford EP’s it is def not leadership. Incentives can be special T-shirt or coffee mugs. Attention is appreciated #TChatTom Bolt
A1: Torn on this one — how do #leaders look when times get tough & they must scale back the extreme perks? #TChatBrent Skinner
A1: Extreme perks on 1 side show desire to retain. On the other lack of sincere work ethic. #TchatBeverly Davis
A1: Ham at Christmas, turkey at Thanksgiving–not extreme perks but employees thought giver was best boss ever #TchatCareer Action
A1: Nothing beats the feeling of surprising an employee with an extreme perk #TChatSean Charles
A1: Supply donuts on Friday morning and watch “sick day” numbers drop!! #tchatSam Fiorella
A1: shows generosity and investing in the employer beyond just short term. #tchatPlatinum Resource
A1 Leaders keep an ear to the ground & know what would work in their culture as well as what is being done across their industry #TChatJanine Truitt
A1: Extreme perks can back fire. Give 2 much 2 soon & expectation for future rewards can get out of whack #TChatSean Charles
A1 “Extreme perks” may not necessarily be the ones most valued by employees. Leaders need to know what’s valued. #tchatJoe Sanchez
A1 Life is so busy for ee’s- an org that offers possibilities that will make life easier is bound to be the employer of choice #TChatJanine Truitt
Q2: Most of the economy is lagging. Is the tech market really all that different? What’s driving the generosity? #TChatSalima Nathoo
A2: The ever growing and changing demand for the next best thing is driving the generosity #tchatBusinessWorldRising
A2: Has to do with income and profitability. Tech usually leads and talent costs more. #TChatTom Bolt
A2 imo, budget alignment due to culture/sector difference. Recruiting & hi-turnover costly; spend $$ on retaining ee’s #TchatClaire Crossley
A2: If generosity becomes seen as entitlement it will be difficult to cut out EP’s when things go sour. #TChatTom Bolt
A2 Current generosity is a focus on keeping the best talent IMO > not all bad! #tchatCASUDI
A2: BIG Perks are a result of BIG competition, not BIG corporate generosity. #justsayin #tchatSam Fiorella
A2 – I’d suggest part of the generosity is that the industry grew in a new generation; more trad biz r trying to figure it out. #tchatJudi Samuels
A2: Just following up to Q1, really I think it’s a tool to stand out and attract the best talent. The benefits pay for themselves #tchatJoshua Barger
A2: #tech market can’t decide if there’s a talent shortage in US. Definitely is for select tech #jobs, so comps attracting talent #TchatStephen Van Vreede
A2: Perhaps lots of lessons learned from the tech bubble bursting. People are being smarter. #tchatRob McGahen
#TChat a2: they understand that all ppl r different and try to be innovative about offering alternative work environments. They take chancesAshley Lauren Perez
A2: It’s the People in the Tech Market that are differ, they are more creative, kno their staff #TChatBrandie McCallum
A2: Tech is 1 industry that is resistant to fluctuations in economy. A driving force for the economy & therefore makes its own rules #tchatP
latinum Resource
A2. If you got big profits – you can have big perks #NoProblem #TchatDave Ryan, SPHR
A2: I suspect market for talent is like any other… supply and demand drives pricing (comp and perks) #tchatCLOUDTalent
A2 Many orgs are turning to tech to improve inefficiencies and manual processes in an effort to streamline and get lean #TChatTeala Wilson
A2. #tech market is diff for ppl w/much needed, hard-2-find skills. Comps aren’t being generous; their eager to attract/retain. #tchatSheree Van Vreede
A2: In short, market forces driving #tech job market and perks offered. Always pesky fundamental truth of supply vs demand #TchatStephen Van Vreede
A2: It’s risk & reward – I’m willing to invest in big perks now so that EE productivity will pay them off in the long run
A2 The generosity in tech is driven by the in demand jobs and the cream of the crop talent they have to attract. #TChatJanine Truitt
A2: The tech market is always in demand and if they want to retain their employees, they have to be generous #tchatJumpstart HR
A2: It’s more about recognition. Recognize that ppl want to be appreciate in diff ways. Regularily. We make you $$ so pay it forward #tchatPlatinum Resource
A2 A lot of tech ppl worked for companies that sucked & didn’t appreciate the nerds, so they started a company and made it awesome #tchatJess ‘Babs’ Bahr
A2. Generosity seems to be an outcome of the evolution of sustainable employee engagement #TChatSalima Nathoo
A2: Creativity in tech is knowing what makes your folks tick, doesn’t have to be large, just has to inspire #tchatJen Olney
A2: Generosity comes from shortage of developers & engineers w very specialized skillsets: simple supply & demand despite bad economy #TchatWendy Beecham
A2: Money! People with big pockets are still investing heavily in Tech right now #Oracle #SalesForce #TChatSean Charles
A2: Tech industry knows how to tailor their perks. As long they are specific & relevant they are seen as generous. Pass the donut plz #tchatPlatinum Resource
A2 The tech industry is a different animal altogether. They are an industry driven by innovation so their perks must follow suit. #TChatJanine Truitt
A2: Tech market needs highly skilled workers, who are therefore in high demand. So, yes, it’s def diff. #TChatBrent Skinner
A2 – best perk stock options!!! Surprising how they motivate and attract talent!!! #tchatRichard S Pearson
A2: Since the dot com boom days, extreme perks have become part of the fabric of this industry’s culture. Candidates expect them. #tchatDave Ellis
Q3: How can companies in a competitive market for talent exercise #innovation in attracting and retaining talent? #TChatSalima Nathoo
A3: Attracting: Fast-track the hiring process so that black holes don’t suck the life out of the program. #TChatTom Bolt
A2: Supply and demand. Tech talent is limited. Competition is therefore stiff. May the best indoor playground win! #TChatJoel Peterson
A2: big skills gap is killing jobs and economic growth but those with skills and their tech employers are quite well #tchatJohn T. Lawrence
A3: Retaining talent: Promote a culture that listens to employees and respond…even if the answer is no, say something. #TChatTom Bolt
THIS -> MRT @czarinaofhr: A2 Tech industry is diff animal altogether, an industry driven by innovation so perks must follow suit. #TChatBrent Skinner
A3: Offering an exciting and enjoyable workplace b/c they need to be able to picture themselves working there #tchatJumpstart HR
A3 Doing that extra for your employees whether EP or inspiring them to make a difference :-) Best perk= making a difference! #tchatCASUDI
A3 Perks can be costly but not always necessary if orgs are innovative; sometimes it *is* the small things that matter! #TchatClaire Crossley
A3: The key is to tailor your brand and your perks to the talent types you want to attract
A3 Letting go of old insecurities around how an ee should be rewarded. Employers need to be accepting and willing to bend a little. #TChatJanine Truitt
A3: Make an effort to fill the individual needs of the employee; Just b/c no one else uses MS Project doesn’t mean I don’t want it! #tchatJess ‘Babs’ Bahr
A3. Ignite innovation at the personal brand level. Hire those who identify themselves w/innovation then let them unleash it. #TChatSalima Nathoo
#TChat A3: have employees create and suggest their own perks and let them be awarded it when they reach goals they set or themselves & teamAshley Lauren Perez
A3: innovative co attract/retain talent by allowing employees, who are also customers, speak to what’s next for the co #TChatBeverly Davis
A3: Be creative, and generous, with compensation packages. People will love you. #tchatRob McGahen
A3: Maintain a culture that rewards… excellence, loyalty, teamwork, innovation etc. Not just perks for the sake of perks #tchatDave Ellis
A3: Being purposeful when hiring: look beyond skills to fit- if they really fit and are committed 2 mission= retention + loyalty #TchatWendy Beecham
Straight to my heart MT @CASUDI A3 Doing extra 4 ur ees whether EP or inspirng to make a difference :-) Best perk=making a difference #tchatDeb Maher
A3: Even if there are extreme perks, not being able to wake up and be excited to go to work would not retain even the best talent #tchatJumpstart HR
A3. To fuel innovation – we must excepting of failures #tchatDave Ryan, SPHR
A3: Employee involvement in the process is huge – if you are offering perks that no one takes advantage of – are they really perks? #tchatJoshua Barger
A3 Really get to know your target candidate. Show up in places they wouldn’t expect to find you (But dont be a creepy stalker either) #TChatTeala Wilson
A3: Create the culture that attracts talent to seek out your company, not just for $$ but for innovation and leadership #tchatJen Olney
A3: Priority 1: value existing emps + retention of top performers, elim of poor performers…then attracting easier, less frequent #tchatStephen Van Vreede
A3: Attracting top talent is automatic when you build company that people WANT to work for. Simple as that. #tchatSensei Marketing
A3: Monetary compensation is primary, but for #innovation in #retention & #engagement, think beyond $$$ #TChatBrent Skinner
A3 Many orgs expect ee’s to do more w/ less of everything from resources to compensation and as a result employees are less engaged. #TChatJanine Truitt
A3: Let your team know everyday that they matter. It’s all in the experience not the outcome. #TChat #YouMatterSean Charles
A3: attract – w/ benefits/value. retain – w/ continuous recognition & value in the process + perks sporadically = #happyemployee #tchatPlatinum Resource
A3: In some industries monetary only goes so far – for some, it’s the culture, environment, and engagement in unique projects
#tchat a3: ask candidates what attracts them to the company and build off of that.Ashley Lauren Perez
A3: Innovation ok but not really necessary. Pay fairly and treat ppl w/ excellence. What more is needed? #tchatStephen Van Vreede
A3 If you’re a company that can’t afford a perk let alone an extreme perk try saying “thank you” once in awhile. It still works. #TChatJanine Truitt
A3: Leadership needs to be on purpose. Recognize >> Reward >> Repeat! #TChatSean Charles
MRT @CzarinaofHR: A3 If U R at a CO that can’t afford a perks try saying “thank you” once in awhile. It still works. #TChat <#TrythisDave Ryan, SPHR
A3: flex work schedules, open workspaces, open communication, casual dress and be willing to
pay for the best when u find them #tchatJohn T. Lawrence
#TChat a3: even if I didn’t get hired by a company, I’d be willing to network w them if it meant giving them ideas to help them & employeesAshley Lauren Perez
Q4: A healthy economy begets dynamic compensation & benefits for employees. How does HR technology figure in? #TChatSalima Nathoo
A4: Flexible and responsive HR tech will keep employees in the know and comfortable with the culture. #TChatTom Bolt
A4: HR also needs to learn how to collect, analyze and deliver big data to upper management…not poss w/o tech. #TChatTom Bolt
A4: working remotely! Why this isn’t standard is beyond me. We have the tech & capability. Would solve a lot of unemployment #tchatPlatinum Resource
A4: Using HR tech for performance reviews that provide the best perks to employees that contribute most to company’s success #tchatJumpstart HR
A4: I don’t agree with statement that “healthy economy begets dynamic compensation & benefits…” Is that based in fact? #TchatStephen Van Vreede
A4 Through the magic of #hrtech HR gets to tie what they know about employees needs to the business strategy-good ol’ hr analytics. #TChatJanine Truitt
A4: #HRTech can help to retain your top talent through social recognition programs. #TChatSean Charles
A4: Companies can afford more expensive #hrtech solutions, e.g., mobile tech for retail floor worker recognition. #TChatBrent Skinner
A4: This is an interesting one – using big data to determine needs and to analyze utilization of existing benefits perhaps #tchatJoshua Barger
A4. You can’t outsource or techify/digify/socialize (yes I made up words) pure human incentive. Or can you? #TChatSalima Nathoo
A4: #HR should be careful not to hide behind #tech. Easy to disengage from ppl #TchatStephen Van Vreede
A4: social 360 perf review program floats best talent to the top, kills good ol’ boy culture and inspires all #tchatJohn T. Lawrence
A4: It improves the work environment beyond compensation for all. #tchatRob McGahen
A4: HR Tech should include internal social networks for productivity, retention…& eventually new acquisitions. #tchatSam Fiorella
Q5: Are we cruisin’ for a bruisin’? Or is extremism in perks this time different than last time? Why or why not? #TChatSalima Nathoo
A5: Diff because not all companies are enjoying improved business or recovery from recession. #TChatTom Bolt
@SocialSalima A5: extremism is never a good position. #tchatSven Tilburg @ 40FS
A5: BTW, high profile executives with visible unrealistic perks are not good practice in any time. #TChatTom Bolt
A5: Bruisin comin…History teaches 1 thing…that we fail to learn from our mistakes =) #TchatStephen Van Vreede
A5: Comps. are conscious of the budget implications of these perks. If it becomes too much and not maintainable, things can be cut
A5: For some companies EP are about looking good NOT being good, they need to reflect the good culture not lack of #tchatJess ‘Babs’ Bahr
A5 Balance is necessary. Re: perks I think consistency is a must but over-rewarding is against the law of human conditioning. #TChatJanine Truitt
A5 imo, not extreme only rare & culture-based. Signing bonus (as @DebAMaher ment’d) costly but different perk & culture #TchatClaire Crossley
A5: Hopefully orgs have learned to do more with less since 2008 and make attractive perks w/out putting them in the red #tchatJoshua Barger
A5: *Extreme Recognition* is the silver bullet. Without it $$$ will only take you so far #TChatSean Charles
A5 Companies are stretching ee’s too thin and haven’t even scratched the surface of offering proper perks. Let’s get back to basics! #TChatJanine Truitt
A5: Perhaps because the rest of the economy is struggling, that thought will linger in perk extremists’ minds. #TChatBrent Skinner
A5: Co that do good always do better. Focus on doing good and you will grow big. Focus on being big and you’ll be so big you’ll fail #tchatBeverly Davis
A5 What is considered an extreme perk? This would change depending on diverse backgrounds and values #TChatTeala Wilson

How to Get Ahead in the Talent War

I’ve frequently talked not only about the necessity of creating a personal, humanized brand statement for job seekers and employees in general, but also about how a company’s employer brand becomes key in the talent acquisition and retention process.

NOTE this post is mine from 2010. I’m still here talking about this topic I’m passionate about. Why – You ask? Because we have more work to do. Our next Social Talent Show is tomorrow with the one and only Libby Sartain, former HR executive for Yahoo and Southwest, who will focus on these topics and share tips on how to align employee and company brand. One of my very favorite topics for many reasons.

Very often, leaders believe a company’s brand is just a marketing tool, and that it doesn’t have to do with the people working for the company. That’s exactly the opposite. The best talent will be attracted to your business because of its appealing brand, the image it conveys to the public, and your employees will want to stay and give their best because of your workplace culture.

The big tech companies understood that very early: The talent war is rampant in technology, and engineers are now attracted not only by financial aspects, but mostly because of a brand’s name, and when they do join these companies, the workplace culture is so strong, every little detail embodies what the company stands for –  that employees all feel part of a kind of family.

Now I’m not saying you need to build a cult or anything like that, but workplace culture and the employer’s brand go hand in hand, becoming the best ways to attract and retain talent that is slipping away.

And that leads me to my second tip: If you have both, great, but it’s incredibly important for the employer’s brand benot only to be appealing, but also to genuinely reflect “what it’s like” to work there; otherwise, after a few months or weeks, employees will feel fooled and start looking elsewhere.

In the same manner, when a company “oversells” their employer brand in the recruiting process, leaders run the risk of losing talent in the long run due to poor communication in the recruiting, hiring, and onboarding process.

So how to avoid that? As a company, build a brand that is true to you, to what the company is really about, nothing more, and then LIVE your brand. It will be that much easier if it’s genuine, and workplace culture will get reflected in everyday life at work.

It’s a little bit like the story of a pet store that wouldn’t allow employees to bring their dogs in. Not very authentic. But if the pet store’s brand promise is the love of dogs, then everybody working there should feel that love: The company can even have a dog sitting system, or employees’ dog contests, to truly live the brand.

Build a workplace culture that is consistent with the brand displayed to the public. You can win!

That’s my take. For more on these topics, join us tomorrow with Libby Sartain, HR expert and employer branding guru, at 2pm EST and 11 am PST – Register here! Share your story and join the conversation to build the future of work!

Image Credit: Pixabay

TLNT Transform! Join the TalentCulture Crew There

Editor’s Note: This post originally appeared on

Maybe you missed it in the end-of-the-year rush, but late last month, I was a guest on TotalPicture Radio With Peter Clayton, and we talked about a lot of different things concerning HR, talent management, the news trends of 2011, and of course, TLNT.

If you didn’t get a chance to hear the interview, you can access the radio podcast here.

We also talked quite a bit about the TLNT Transform conference that’s coming up next month in Austin, Texas, and I thought it was worth excerpting that section of the Q&A here, because it gives a lot of information about just why you should attend this forward-thinking, groundbreaking talent management event on Feb. 27-28.

A forward-looking conference

Here’s how the conversation went:

Peter Clayton: I want to talk to you about the TLNT Transform Conference, which will be held February 27 and 28 in lovely Austin, Texas. On the conference website you say “Transform will be an experience unlike any other HR event you have ever attended.” Why so?

John Hollon: Well … you talked about ERE Media being (the) parent company of TLNT. ERE is known for their ERE Expos and their conferences and such.

Peter: Yes, they do a great job – always.

John: It’s simply a logical extension of that for TLNT to have a conference. We launched Transform, which as you said is going to be on February 27-28 in Austin, Texas. I’ve gone to many conferences and I’ve got to tell you, I’ve been to every different type. I’ve seen them. I go to a number every year, as I know that you have. I’ve been through the full gamut of conference experiences and what really struck (all of) us about conferences, and particularly the big SHRM conference in June … (is) they’re very much about the here and now. They’re very much about what you need to do today.

What we wanted to do was to make Transform be forward-looking, not just about what you need to do to succeed today – what do you need to do to succeed in the future, what you need to do to get ahead (next) year or (in the) years to come. So that was the focal point. We also looked at having very different types of speakers there. So that’s our goal — to be a very forward-looking, very different conference experience from the other (conferences) that I’m familiar with, and (that) I think most everybody is.

Speakers such as Billy Beane of Moneyball fame

Peter: One of your keynote speakers is Billy Beane, who’s the general manager of the Oakland A’s. Of course he’s played by Brad Pitt in the movie Moneyball. I have not seen him at a conference, so I’m looking forward to that. Who are some of the other people that you’re bringing in?

Oakland Athletics general manager Billy Beane is played by Brad Pitt in the movie Moneyball.

John: Billy Beane is a big name and one of the reasons why we got him is that as I think the movie Moneyball shows really well; it’s about a talent management system that’s sort of ahead of its time. He did a really good job there. He’s going to talk about that.

We (also) have people like Jim Knight. Jim is the senior director of training at Hard Rock International. He really goes around the world training (people). He is going to be talking about how to build a team of rock stars.

We have Libby Sartain. (As) a lot of folks know, she was the chairperson of SHRM way back in 2000. Libby’s famous for (being) the chief human resource officer at both Southwest Airlines and Yahoo. Even though the bloom is off the Yahoo rose a little bit, both of those were very forward-looking companies when she was there. She is going to talk about that.

I also got my friend Tim Sackett (on the agenda) as well as a number of others. Some of the people who write for TLNT will be there, people like Tim, Ann Bares (she talks about compensation), and Mel Kleiman, who’s Houston-based and does a lot about hiring. In fact, we run a piece from him every Monday on hiring wisdom. Eric Meyer, who’s a Philadelphia attorney who also writes a lot about legal matters as (they) pertain to employees in the social media space (will be there). That’s gotten to be very hot. He’s going to be leading a panel discussion with a number of HR professionals about that. My friend Ron Thomas, who was the senior vice president at Martha Stewart Living … is the (conference) chairperson who is going to be keeping the trains moving at the conference.

We’re going to have sessions on engagement and health care, and just about all the things that people are dealing with now. I think it’s going to be a great conference, a great event, and I really hope people can find the time and budget to come down and see us in Austin (in February).

An event you need to put on your schedule

Part of the thinking was (that) this conference, because it’s at the end of February, is a little bit ahead of when most of the spring conferences start, so there shouldn’t be any real conflicts with folks. For people in the north, it’s a way that at that point – and I’ve lived up north and you sort of get tired of the winter by the time the middle part of February kicks in – it’s a way to get out of the cold and to get down to some place a little bit warm. We hope that will be a draw too.

Peter: Do you have an Expo component to this event?

John: Yes, we’re going to have an Expo Hall. We’re going to have a number of vendors there. We’ve had really great response from a lot of those people. If you look at the Transform website … you can see a lot of our sponsors who will be there: Pinstripe, HR Marketer,, Employee Screen IQ, People Report, BPI … there’s just a whole bunch of them and we will have more. It’s a little bit tough because we’re at the end of the year right now, so a lot of people aren’t thinking about (conferences), but it’s going to come up real fast, because again, it’s February 27 and 28. That’s really only a couple of months down the road. We certainly have some great discounts in place for people who will sign up now and go.

I think it will be well worth their while. Our hope is to build on this and to make Transform a real annual event that’s really worth going to. A big part of our thinking is, we sort of looked at it and once you get past the big SHRM annual conference that they always have in June – last year it was in Las Vegas, this year it’s going to be in Atlanta… it’s sort of like, what’s the next (big) conference? Once you get away from the niche (conferences) like HR Technology and things of that sort .. we really couldn’t think of a general HR talent management conference that sort of jumped out.

So our feeling is that Transform, if we really do it right, is going to be able to fill that gap. Yes, you need to go to SHRM but there’s also this thing Transform … that is a great forward-looking event that will really help you to get on top of where you need to be, and what you need to be doing, succeed in the future.

How to get an additional $250 off registration

You can hear the entire radio podcast interview here.

And one more important thing: We really want you to join us next month in Austin, so take advantage of this great deal so you can attend Transform. We have a  discount code for #Tchat followers – TF12TCH for $250 discount off Transform

John Hollon is Vice President for Editorial of, and the former Editor of Workforce Management. He has written extensively about human resources and talent management. Contact him at, and follow him on Twitter at

Beauty is Pain: An Overlooked Discrimination

As it is National Disability Awareness month; I recently presented on bias-free interviewing at my Company’s Operations Conference. In addition to going over the legal aspects of discrimination; we talked extensively about how to interview and how to avoid natural biases. It got me thinking about another kind of discrimination that’s common in the workplace; though one would hardly call it a ‘disability:’  the beauty bias.

I had always assumed that there were hiring managers that would tend to hire people who are more attractive, since we all hear statistics that back up that assertion; such as how taller men and women make more money than their shorter counter-parts (over $750/inch over 5’6”!).  Or who can forget the famous Kelly Girls of times past?  ‘Beautiful’ was unabashedly encouraged to apply; not only did it help them catch a job…. But a husband, too!  Needless to say, in my role as Head of Corporate HR; I strive to ensure we have an inclusive workplace; as free from prejudice as possible.

That said, when it comes to the “beauty bias?” I do think attractive men are much more likely to get hired by other men and women; but attractive women are likely to struggle when the hiring manager is a woman or when the position is considered “masculine” in nature.

“Masculine” Jobs

A study by Ken Podratz, of Rice University, found that while average-looking and attractive men were picked more often for jobs such as switchboard operator or tow-truck driver; beautiful women lost these same positions to less attractive females. In some jobs, an employer’s gender was a factor: Men were eager to place female beauties in jobs that emphasize appearance or interpersonal contact; like receptionists, secretaries, or public relations professionals.  However, female employers were less willing to do so.  When it came to “male-oriented” jobs or jobs in which appearance wasn’t considered important; both men and women opted for the less attractive women.

The reason? “Physical attractiveness is correlated with perceived femininity in women,” says Podratz. “If a highly attractive female applies for a hypermasculine job such as truck driver or security guard; she is likely to be seen as less capable of meeting the physical demands of the job.” These results “open up a can of worms,” says Podratz, who, in this study, asked 66 subjects to consider 204 headshots, all rated for attractiveness, as candidates for jobs.   Looks like there’s a whole new reason for women to say, “Don’t hate [on] me because I’m beautiful.”

Doubly so if she happens to be working for a Queen Bee.

Queen Bee Syndrome

Question:  How many women were in Margaret Thatcher’s cabinet?
Answer: One (and she was no looker!).

The Queen Bee” syndrome was first defined by G.L. Staines, T.E. Jayaratne, and C. Tavris in 1973. It describes a woman in a position of authority who views or treats subordinates more critically if they are female.  Women who are considered beautiful by the Queen Bee may suffer even more from her aggression.  They often see other, usually younger, women as competitors and will refuse to help them advance within a company; preferring to mentor a male over a female employee. Some “queen bees” may even actively take steps to hinder another woman’s advancement as they are seen as direct competitors.  And goodness help the beauty that the Queen Bee sees as competition not only in the workplace; but as someone who might detract from her self image.

When it Comes to Beauty; Proof is in the Pudding

Newsweek polled hiring managers about a woman’s level of attractiveness in the work place. Not surprisingly, women in the workplace are often faced with a double bind: they are expected to be sexy but can be punished for being too attractive. Sixty-one percent of the hiring managers that were  surveyed—60 percent of whom were men—said they believe a woman would benefit from wearing clothing that shows off her figure at work. Meanwhile, 47 percent of those same managers said they believe some women are penalized for being too good-looking in the office.  As a whole, women are perceived to benefit more from their looks: 39 percent of managers believe that being “very good-looking” is more of an advantage for women than men, while only 16 percent believe the opposite—that it’s more beneficial to men than to women.

Early into my HR career I ran into this lady in the restroom in the building where we had our Corporate Offices.  She was, by all accounts, gorgeous:  blue, big-eyed, tall, leggy blonde without a trace of discernable body fat.  She was also crying.  When I asked her what was wrong; she explained she had just interviewed for a Sales Management role for her Employer (not my Company, thankfully).  Her sales were higher than the most of her team; and she also had a PhD in Consumer Psychology!  She went on to say that her VP had told her that she’d be better off “without the stress” of management & that she was “made for the Sales floor.”  I did my best to console her; but it got me to thinking:  For her, and probably many others… Beauty Equated to Professional Pain.

Maybe there was a legitimate reason she was denied the promotion she sought that she failed to mention; but I realized being beautiful came with its own set of issues… it wasn’t an automatic pass to Easy Street.  That Sales lady was suffering… even if only in her mind it was because of that long blonde hair, baby blue eyes, and mile long legs.  She was fighting a battle just like the rest of us; and likely still is… except she’s doing it in size 4 Calvin Klein shift dresses and Manolos.  Suddenly my comfortable Nine West heels felt even better than they had moments before.

I came to understand that we, as a society, set up the very situations that create this continued & often overlooked type of discrimination in the workplace.  It’s just as inappropriate to deny a qualified worker employment or advancement opportunities on the basis that they’re “beautiful” as it is to shut out the person in a wheelchair.   And this month, when once again as a Nation we shine a spotlight on discriminatory employment practices; maybe we should all, as Leaders, make a conscious effort to leave the pain that comes with beauty out of the workplace and to the footwear we choose to wear… where it belongs.

Author’s note:  I wrote this piece as part of a collaborative project with Crystal Miller; who was writing an article for MonsterThinking.  The two of us have talked for ages about while there is much said & written about discrimination due to race, religion, disability, and gender in general; the bias for & against beauty is one that’s often overlooked in the world of work.  You can see her article on MonsterThinking.Com, “Beauty at Work:  How Physical Appearance Impacts Job Search & Careers”  here.

Image Credit: GiniMiniGi via stock.xchng

Emergence of Talent Communities… Not Pools

Some technologies are flashy but don’t really change anything at all in how we think about our lives – cloud computing, for example. Unless you’re in the IT industry, odds are you’ve heard a lot about it, but don’t really understand why you should care. Yet you’re using it right now if you are using Salesforce at work to manage customer contacts and information, or Google Docs to share and collaborate on documents, or Dropbox to share and store files with friends and family.

Consumer technology  is a different matter. We’ve all changed how we live and interact since mobile phones shrank from suitcase size bricks – a weird indulgence or curiosity – to a powerful, minicomputer-strength must-have.  Mobile technology is perhaps the easiest place to observe, both from a business and a consumer point of view, the value of emerging technologies, and the pace of change in technology.

Still, much new technology seems to drive people apart. Even mobile technology can create a barrier to interaction and communication. When was the last time you called instead of texted? Visited in person rather than left a VM? What often happens with technologies is they change the mode of interaction. We lose the one-to-one, person to person interaction and move instead to indirect interactions – transactional, informational or tacit.

But where new technologies have a social component, there’s hope!

Within HR and Recruiting, for example, a new technology is unfolding – one which will, in my opinion, change how people find new careers and how companies recruit. Talent Communities are here, driven by the powerful engines of social media, search, big data, ubiquitous computing and social communities. The term Talent Community is now replacing what many recruiters have traditionally called talent pools. Simply having a database of resumes to sort through to make a talent match has transformed into what we know as social recruiting. Talent Community does not equal a resume database alone – it’s much more than this.

Like all technological waves, Talent Communities can be positive or negative, depending on your attitude, intent, motivation and skill. I see numerous powerful benefits for employer brands and benefits for job seekers. I also see reason for caution if the human touch is not included in a thoughtful way for brands that are in either passive or active hiring mode. I’ve seen a few too many companies fail in this area by automating the candidate experience and not thinking about a real strategy to implement ahead of time. They see social media as the end all be all and just dive in without really thinking. Not a wise idea.

There’s no question Talent Communities are the next wave in talent acquisition. But the technology is immature still, especially for small employer brands which might not be able to field a great community manager and, thus, will rely more heavily on technologies and platforms.

What’s important, from my point of view, is the recognition by employer brands and technology providers that candidates – job seekers active and passive – are looking for a place to belong both in the workplace and in social community, and that requires a human touch at some point and hopefully on a daily basis. Recruiting a relationship driven business after all. Social media has simply given recruiters more options to find and develop relationships with talented people. And talented people are now adopting social media into their daily lives. This will only grow as we move forward.

Social media has made it possible for us to connect using weak bonds, lacking the human touch. Relationships formed via social media tend to occur between people who are sort of like us, or who are friends of friends, or former colleagues, or friends of former colleagues. These are people, and interactions, that are based in part on a shared sense of culture. Personality-culture fit is my topic about which I am passionate, so I have become a strong advocate of social media.

Social media has been working its way into HR. Recruiters and corporate brands are looking for candidates with some history or connections to recommend them, but they want to go beyond their candidate databases and tap into new talent sources (who may or may not be looking) who might be interested in the employer brands they represent. How to do this? Using social media tools, like Talent Communities.

Talent Communities are a way for employer brands to form strong bonds with potential candidates, using a human-mediated but almost purely web-managed set of interactions. Because these interactions come to us via social channels they are trusted – what McKinsey might call tacit interactions. Companies and brand managers create a Talent Community, a virtual community that represents your employer brand. The Talent Community should be managed by a wise human – a community manager, a role the open source software industry relies on – who believes in the brand; attracting new members by relying on social-media sourced recommendations. Voila, a Talent Community arises.

The short story: this is a game-changing use of technology. The long story – like all major technology shifts, some people will be bruised, some brands will be clumsy.

Keep an eye on the topic of Talent Communities. I’ll have more to say at HREvolution – See you in Vegas! Look forward to IRL with everyone. Phew.

It’s the next wave. Get ready to ride. I’m in. Let’s do this.

What Your Workers Really Think About HR: #TChat Preview

Originally posted by Charles Purdy on MonsterThinking Blog

If you’re in an HR or recruiting position, you likely interact with a lot of job seekers and employees, and  you may believe that you already know everything you need to know about their mindsets and attitudes.  After all, you’re in the people business.

Plus, you’re busy! You’ve got an inbox full of resumes and a calendar full of meetings and interviews, and you think you’re making things easier by applying an unchanging checklist to the job seekers you have to sort through.

It’s time to think again. Preconceived notions can hurt you and your business, because they may be leading you to reject top talent before you can discover it.

At Monster, we talk to job seekers every day; like with #TChat, we know conversation counts.  Because, after all, that’s the ultimate goal of connecting.  And here are just a few of the commonly held recruiting notions that today’s worker – who, statistically speaking, is likely also a job seeker – want HR pros to know:

5 Job Search Myths and The New Recruiting Realities

MYTH #1: Currently employed candidates are preferable

You don’t still ignore “active” candidates in favor of “passive” ones, do you? The line between people who are actively looking for a career change and people who aren’t has blurred — Monster polls have found that a considerable majority of employed people would jump ship for the right opportunity. (As a side note, this makes employee engagement very important right now — what are you doing to keep your current employees engaged?)

MYTH #2: Gaps in employment make a candidate undesirable

Times have been tough, right? Great workers have been laid off and had a hard time finding new employment. Rejecting candidates for gaps in employment means you reject a lot of great talent out of hand. Look into “gaps,” and you’ll see that many candidates have been filling downtime with personal-development activities that make them better hires, not worse.

MYTH #3: It’s all about salary

This just isn’t true for today’s workers. It’s no longer about throwing money at great candidates — especially for younger workers, quality-of-life issues can trump monetary compensation. Want to make your company more attractive to talented people? Look into adopting flex-time and flex-space policies. Provide on-the-job learning opportunities (and make sure that all employees, even “entry-level” ones, are treated with respect and shown how they contribute to company success). And think about how your company can promote its green and social-good efforts — corporate responsibility is becoming more and more important to workers.

MYTH #4: “Overqualified” people are unacceptably risky hires

That “overqualified” worker has the expertise your company needs. Instead of rejecting him or her outright, find out why he or she wants to head in a new career direction. As with salary, many great candidates are now less interested in titles and more motivated by other concerns.

MYTH #5: Over 50 means over the hill

Now more than ever, age is just a number. People are living longer and putting retirement off for later — not only because they need income, but also because they want to stay engaged with their careers (or begin a new one). Like “overqualified” workers, Baby Boomers are a great untapped employment-market and expertise resource.

#TCHAT Questions (06.28.11)

What recruiting myths are you challenging? Have you uncovered any other outdated recruiting mindsets? What can HR do about it?  Tonight’s special #TChat Live! from SHRM 11 will focus on the current state of affairs with regard to talent management and HR leadership.

If you’re at SHRM 11 this week, stop by ARIA Resort & Casino’s Bluethorn Meeting Room #3 for our meet-up today. Food and drinks will be available. You don’t have to be in Vegas to follow the action. Search for hashtag #TChat on Twitter or your favorite Twitter client and join the conversation.

It’s sure to be a lively discussion, so we hope you can join us at 8 PM ET/5 PM ET on Twitter for #TChat!

Q1: What does HR do? Is that different from what they’re supposed to do?

Q2: Why should HR be responsible for all talent management and recruiting? Why not?

Q3: What are the common misperceptions other departments have about HR and why?

Q4: What’s HR getting right in today’s world of work and business?

Q5: HR pros: What can employees do differently to better partner with HR?

Q6: What does the future of HR look like? Does it have one?

Visit for more great information on #TChat, as well as other great resources on careers and hiring.

Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”

We’ll be joining the conversation this Tuesday night as co-hosts with Meghan M. Biro and Kevin W. Grossman from 8-9 p.m. (Eastern) via @MonsterCareers and @Monster_Works.

Should Colleges Add Recruiting Major? #TChat Recap

I’m pretty sure the overall consensus was:  “Yes, we should offer college degrees in recruiting and talent acquisition.” And yes social media is driving the future of recruiting and many other industries.

But how to get there, well, that’s where the beauty of diverse opinion spread its colorful wings.  What was clear in my analysis of the smart and savvy Twitter steam last night was the fact that this kind of a degree should be graduate level and culminate in an MBA of sorts like HR programs that exist today — i.e., a six-year program with lots of educated bells and whistles taught by those with real-world recruiting and talent strategy experience twining reality with theory.

On the same educational track, there were those last night who had advanced degrees in human resources actually working in HR today (very exciting), and then there those of us who did the psych/anthro combo in college and who played HR/recruiting on various 1970’s cop TV shows (kind of exciting).

Don’t look at me that way.

Then there were those last night who just wrote something to the effect of, “Go to work in talent acquisition and recruiting and do it.  That’s the best educational experience you’re ever going to get.”

The best way to know and grow is to do; teachers, mentors and those training newbies should definitely d0-do.  I made a similar tongue-in-cheek remark last night, but I really meant it, the fact formal and informal knowledge sharing must originate from those who already do.  Experience doesn’t appear in a magical well we drink from.

Although I’ve been told about some ancient artesian well high up in the Sierra Nevada mountains…

An alternative to the college degree route would be industry certification, most of which HR owns in global organizations such as SHRM as well as others.  In recruiting, there really aren’t any certifications being offered.  There is AIRS and there’s also a new certification program called Black Belt Recruiter, but otherwise not as well known.

Would college degrees and certifications add validity and credibility to the recruiting and talent acquisition profession?  Does it in HR?  I guess that depends on who you’re talking with, but in the corporate world I’d say a qualified yes.

Again, either way, the best way to know is to d0-do.  And I truly mean that.

You can find last night’s transcript here and here.   We didn’t ask all the questions below, but only because a couple were answered within ones previous to them:

  • Q1: New territory. Let’s define what a recruiting/career/talent acquisition strategy college minor/major should be.
  • Q2: Are these separate majors/college degrees? Why or why not?
  • Q3: Compared to on the job experience, how would these college degrees improve the profession?
  • Q4: What would you consider to be the 3 most important pillars of this college curriculum and why?
  • Q5: Should it be a 2-year degree or 4-year, or options for both?  Why?
  • Q6: Who should teach these college classes and why?
  • Q7: You can get college degrees in HR/biz mgmnt, but should there be one for the recruiting/talent/business of careers?
  • Q8: And what about certification?  HR has them but should careers/recruiting/talent strategy as well?  Why?

Thank you all for joining us last night!  Next week’s topic is “For fear of firing– reconciling being a good leader/boss with being a good person” and will be moderated by TalentCulture’s very own Meghan M. Biro.

Tweet you next time.  I’ll see some of you at the ERE Expo tonight in sunny rainy San Diego.