Unbridled Talent

The HOW and WHY of LinkedIn, Twitter & Facebook For Business [Webinar Series]

Jennifer — Wed, 08 May 2013 11:07:12 +0000

I get to do many cool things in my job at Unbridled Talent, but one of the best things about my job is the opportunity to travel around and meet professionals who are interested in learning more about how to grow their professional careers or how to implement best practices to improve their company’s performance.

In addition to working with business leaders to define and implement people strategies required to achieve business objectives, I’ve had the opportunity to speak at over 150 conference events, corporate workshops, association meetings and webinars – often about how to utilize social media for career development, why social media matters for business and how to utilize social media tools and resources in Human Resources and Recruiting.

I love my job.

But even though LinkedIn recently reached it’s 10th anniversary, Facebook has turned 9 and Twitter has crossed the 7 year mark, many people are still confused about or unaware of how to best utilize social media tools as business and professional resources. It’s not uncommon for me to talk with someone after an event where the person relates something similar to, “I was skeptical that using social media was something that I (or my organization) needed to do and I didn’t understand it, but now, I believe that it is – and I can!” Best. Feedback. Ever.

And it’s ok.

That’s one of the reasons why Laurie Ruettimann* and I are teaming up to offer a series of upcoming webinars to help business professionals, human resources pros and talent acquisition geeks understand the HOW and WHY of LinkedIn, Twitter and Facebook – and we’d love for you to join us!

We realize that many of you may not be inclined to attend a conference to learn more about how to use LinkedIn, Twitter or Facebook and you also may not have the time or budget resources to do so. So we’re coming to you – in your offices, your cubicles or out on your back deck – via a series of 90 minute webinars to share what we’ve learned about using social media to cultivate awareness, develop your brand/your employer brand and effective ways to nurture both consumer and employment leads in the marketplace.

So here’s the scoop (click on the links for full session descriptions and for registration):

Developing a Strategic and Effective Presence on LinkedIn (May 21, 2013 at 2pm ET/11am PT )

Essential Elements for a Successful Twitter Presence (May 28, 2013 at 2pm ET/11am PT)

Strategies to Establish and Amplify Your Presence on Facebook (June 4, 2013 at 2pm ET/11am PT)

After doing webinars for other companies for years, many of whom charged quite a bit of money, we’d like to offer these webinars at an affordable price ($37 each or $99 for all three) and we’ll also provide everyone who registers with a free toolkit after each webinar that includes a copy of the slide deck, a recording of the webinar and a resource sheet with links to learn more from leading social media resources.

Not available during the specific dates or times? No worries. The webinars will be recorded for access at any time and you’ll still receive the toolkit!

Why are we doing this now? Because we want to help you and we want to share what we’ve learned from years of working as entrepreneurs, recruiters and human resources professionals along with our experience working in a variety of industries – both within corporate America and as external consultants working with some of the best leaders and companies in the world.

Have a question about the webinars or what’s in it for you? Let me know in the comments or you can find both Laurie and I on the interwebs via

LinkedIn – Laurie Ruettimann / LinkedIn – Jennifer McClure

Twitter – Laurie Ruettimann / Twitter – Jennifer McClure

Facebook – Laurie Ruettimann / Facebook – Jennifer McClure

Or just go old school and send me an email!

If you know someone who could benefit from one, two or all three of these webinars, please share this information with your colleagues or clients!

*True story. Laurie is my favorite Cynical Girl, Pixie of the Apocalypse, cat lover and thinker/agitator in the world of work. We “met online” years ago when I found her Punk Rock HR blog, so when we actually met for the first time in person at the 2009 SHRM Annual Conference, we were already BFF’s. Ultimately, Laurie has been one of the most helpful people to me in developing my business and my speaking career and is firmly ensconced in the Unbridled Talent President’s Club. See? Using social media to build real relationships and to grow your business can definitely work!

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of recruiting & human resources strategy, employment branding and leadership/career development. We offer keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

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Social Recruiting – The Level Playing Field

Jennifer — Mon, 01 Apr 2013 18:18:13 +0000

Today’s post is a guest post from my friend, Mike Larsen. Mike is a former Director of Monster.com and the Founder & CEO of job search and reviews website InsideTrak based in Sydney, Australia. Mike helped me with a project I was working on a couple of years ago related to what’s new/what’s next in the world of recruiting, so when he offered to share some of his insights related to social recruiting, I gladly accepted!

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Last year, there was a lot of hysteria in the press about companies and recruiters using social media to ‘snoop’ on candidates, with more than 90% admitting to having researched potential hires using social media, according to social media monitoring service Reppler.

Surprised? Me neither.

As the human backbone of the Internet, social media has for quite some time provided recruiters with access to an incredible amount of free and publicly available information (check your Facebook privacy settings folks) that should assist in making a great employment match.

I’m all for it.

What might surprise some companies and some recruiters is that candidates are using these same tools (and more) to accessing detailed information about YOU. While Glassdoor certainly pioneered this space, they have been quickly followed by others in the US such as CareerBliss, and in Australia my site InsideTrak.

While some employers might find this a little confronting I believe the majority are seeing this trend as an opportunity to receive real time feedback from current staff, while increasing their number of new hire success stories with eyes-wide-open recruits.

Just as social media has transformed the consumer branding space, so now follow employment brands. As recruitment professionals, it’s quite simply our new reality.

Consider the playing field leveled.

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Pieces of Me – March 29, 2013 Edition

Jennifer — Fri, 29 Mar 2013 11:20:41 +0000

“Pieces of Me” is a regular feature here on the blog, where I’ll share a bit of what’s happening, what’s kicking around in my head, resources I’d like to bring to your attention and a peek into the world as I see it – through lenses colored by Human Resources, Recruiting, Leadership and Career Development.

Something awesome that happened:

Tuesday of this past week (March 26th) was my 5 year Twitter anniversary!

Way back in March 2011, I wrote about the value I had received from Twitter during the first three years in a post titled “Celebrating Twitter As A Business Communication Tool” – and I still feel very much the same today. For me, Twitter is the gift that keeps on giving!

According to Wikipedia, the appropriate gift for the 5 year milestone is Wood. But I still want a pony.

Something I learned:

Well, I re-learned this one.

Recruiting isn’t just about finding the most qualified person or finding someone who matches the skills and experience needed for the position. It’s also not just about finding someone who “fits” the company’s culture. Even if you source candidates who match all of those criteria, it still won’t work out if you haven’t considered the personality of the Boss and whether or not it’s a match for the potential New Hire.

Some employees like lots of direction – and some Bosses aren’t wired that way. Some employees like minimal direction and some Bosses want to be very involved. Neither style is necessarily wrong on either side of the equation and both sides can usually move a bit in each other’s direction, but it’s highly unlikely there will be a match made in Heaven if the Boss and the New Hire’s style of work aren’t a match.

Good recruiting is hard, yo. It’s about way more than just finding people.

Someone who made a difference:

Lance Haun is the wind beneath my blogging wings. Since I moved this blog to WordPress several years ago, he’s helped me with everything from “Oh my gosh, my website is down!” to “I don’t know how to add a badge to my site, can you help?”. This past week, I asked Lance if he could increase the font size on my website – because I couldn’t see my posts anymore with my eyes that I refuse to clothe in glasses. He’s a Champ like that.

But really, Lance is way more than someone who helps me with this website. He’s one of the original HR bloggers (along with Laurie Ruettimann and Kris Dunn) and I’ve learned so much from him over the last few years as he’s moved from HR practitioner, start-up geek, ERE.net Community Manager and now the Editor-In-Chief at SourceCon.

Lance is awesome and I’m happy to call him a friend. He’s got a practical, no-nonsense approach to business, HR, recruiting – and occasionally politics and sports. That’s why he’ll always be Your HR Guy to me.

If you haven’t done so already, check out Lance’s blog, blog, blog, blog and follow him on Twitter.

A resource I’d like to share:

Mercer recently released their Talent Barometer Survey, which includes the results from their study of the talent practices of leading global organizations. You can download the 20 page Executive Summary for free at www.mercer.com/talentbarometer.

The Talent Barometer Survey includes findings related to changes in Talent investments, characteristics of an effective Workforce Planning process, key takeaways related to how organizations are addressing the educational gap and the importance of Talent Reviews within an organization to enhance the availability and quality of Talent in the organization.

Juicy.

Throwback:

In November 2012, I was quoted in an article that appeared in the Los Angeles Times – “Put Your Best Face Forward Using Digital Technology”. This article is probably the only place where you’ll find a quote from me related to how pimples may or may not affect the job search process.

I think the gist of what I was trying to say was “be yourself and put your best self out there in your job search”.

Or something that sounded way better.

Upcoming Goodness:

On April 11, 2013, I’ll be hosting the Sourcing and Recruiting Social Summit 2013 in Washington, DC.

I’m excited about channeling my inner Oprah while introducing some of the most knowledgeable and experienced Recruiting and Sourcing professionals in our industry. Who knows, everyone may just end up with a new car once the conference is over. “No dream is too wild, no surprise too impossible to pull off”!

If you want to learn from some of the best, join us in DC next month! Use the code JM100 when registering to receive $100 off the registration fee.

The World As I See It:

I’m not a huge Las Vegas Fan, but I seem to end up there 3 – 4 times a year for conferences and events. So I look for the pretty stuff and hold on to my money.

Chihuly Glass Sculpture – Bellagio – Las Vegas, NV

Paris Hotel & Casino – Las Vegas, NV

Bellagio Fountains – Las Vegas, NV

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What Keeps Senior Level HR Professionals Away From Industry Conferences?

Jennifer — Wed, 27 Mar 2013 18:04:26 +0000

This year, I’ll be attending my 5th SHRM Annual Conference & Exposition June 16 – 19, 2013, which will be held in the beautiful windy city of Chicago.

It’s the BIG show. Picture 10,000 – 15,000+ HR and industry professionals all gathered in one place to get their learn on, to network and to shop till they drop in the Expo Hall for free squeezy balls, pens and drawings for iPads – and maybe a new product or vendor while they’re at it.

I find the conference, the people and the content incredibly valuable each year. But if it’s such a great event, why do senior level professionals make up such a small percentage of attendees at the annual conference – or equivalent industry events?

Check out the attendee breakdown from the 2012 SHRM Annual Conference below. Only 12% of attendees were from the top of the profession. Go to a local SHRM chapter meeting and this group is even less likely to be in attendance.

I’m glad to see that HR professionals at all levels attend the conference and keep coming back year after year.

So why don’t the senior level pros consider it a “must attend” event? What’s missing for them?

I’d love to hear your feedback and thoughts in the Comments section.

Let’s talk about how we can connect with the upper levels of HR in a meaningful way!

I’ll be speaking at the 2013 SHRM Annual Conference this year for the second year in a row – twice! I consider a huge honor!

If you’ll be there (register here), I’d love for you to join me!

MEGA SESSION: The Future of HR: Four Keys For Creating Competitive Advantage Through Innovative People Strategies (1.25 Strategic HRCI credits)

MEGA SESSION: Talent Shortages & Skills Gaps: Equip Your Organization For New Battlefronts In The War For Talent (1.25 General HRCI credits)

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Using Social Media In HR & Recruiting [SLIDESHARE]

Jennifer — Mon, 25 Mar 2013 11:00:31 +0000

Since signing up for a LinkedIn account in early 2006 (member #5,852,039 here), I’ve considered myself a “Social Media Anthropologist”, because I love to study how social media affects the entire employment process – from personal branding, job search, employment branding, recruiting, human resources and employee development.

During that time, I’ve sought out and followed many of the pioneers in our industry who are leading the way and companies who are implementing “best practices” – and I’ve utilized social media to expand my network, attract and recruit talent, communicate with employees and build my personal/business brand.

In the last 8 years, I’ve had the opportunity to share what I’ve learned (and what I’m learning) with business leaders at a variety of industry and corporate events, and I often share those presentations privately with my clients via my Slideshare.net account.

Recently, I opened up several of my previous presentations for public access on Slideshare and I’d like to share one of my Using Social Media In HR & Recruiting presentations from 2012 with you here.

Using Social Media In HR & Recruiting – Jennifer McClure – Oct 2012 from Jennifer McClure

Since the world of social media is constantly changing, this presentation is constantly evolving and regularly updated. The latest version will be the basis for my upcoming pre-conference workshop at the 2013 Louisiana SHRM Conference in Baton Rouge on April 7, 2013. In this workshop, we’ll be digging deeper into developing a social media strategy, choosing tools, managing time and content, as well as “social” recruiting.

I’m looking forward to learning more and sharing more about how social media impacts the employment process in 2013!

Share Your Feedback:

I’d love to hear from you on the challenges you face with implementing a social media strategy in your organization. What do you want to learn more about? What’s new and exciting to you? Share with me in the comments and help me to make 2013′s presentations even better!

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Pieces Of Me – March 22, 2013 Edition

Jennifer — Fri, 22 Mar 2013 11:03:20 +0000

“Pieces of Me” is a (new) regular feature here on the blog, where I’ll share a bit of what’s happening, what’s kicking around in my head, resources I’d like to bring to your attention and a peek into the world as I see it – through lenses colored by Human Resources, Recruiting, Leadership and Career Development.

Something awesome that happened:

You’ve probably heard of the Harlem Shake meme by now. You’re probably over it. I get it. Not every internet meme can match the awesomeness of Grumpy Cat. But what if you capitalized on an opportunity like the catchy (and easy) Harlem Shake craze to add a little levity and team spirit in the workplace? One of my clients recently challenged their employees to participate in a “Harlem Shake Off” competition. No rules. Just a suggestion to have fun, share and vote on their favorites. Sixteen different teams/departments/locations submitted videos! All of them were creative, fun and HILARIOUS. It was great to see employees at all levels engaging in a bit of silliness and fun. I LOL’d more than once.

People Leader Pro Tip: Some of the quietest/most subdued folks in your organization are just waiting to let their inner crazy out. Channel that for good!

Something I learned:

Some client work I’ve been engaged in recently has reminded me that while we like to talk about what’s new/what’s next in the recruiting industry (Can I get a mobile strategy, talent community or big data initiative anyone?), a vast majority of small businesses – and even many larger businesses just aren’t there yet from a systems, processes and/or budget perspective. And that’s ok.

Data is useful only if used. As HR and Recruiting leaders, we must make sure that we’re gathering data, analyzing it and making recommendations/decisions based upon what it tells us. If your organization isn’t effectively doing that, then a new software system or social recruiting strategy isn’t the place to start.

Someone who made a difference:

My friend and mentor – Steve Browne, Executive Director of Human Resources at LaRosa’s, Inc. – shared a Manifesto of sorts earlier this week on his blog Everyday People. Steve’s personal mission is to connect every single HR person on the planet and the post, entitled “HR Evangelism !!”, is a call for intentional connection among the HR community.

I’m honored to know Steve as a human and as an HR/business leader making a difference. Read his post. Connect with him. He’s an intentional connector – and he’s all kinds of awesome.

A resource I’d like to share:

LinkedIn recently released the “LinkedIn Employer Brand Playbook: 5 Steps To Crafting a Highly Social Talent Brand”. The ebook is full of useful facts and figures obtained through analyzing the vast amount of data available on LinkedIn and includes tips on how to get executive buy-in, a checklist to audit your Talent Brand materials and a plan for setting goals and measuring results.

It’s good stuff. It’s free. Get your learn on and download it here.

Throwback:

Last week, I attended the Ultimate Connections Conference in Las Vegas, where I had the opportunity to lead a session on “Moving From HR Leader to Business Leader” and also enjoyed the chance to learn during many of the engaging keynotes and breakout sessions.

The conference was fantastic, and I shared some of my takeaways related to one session in particular led by Lisa Sterling, Head of People Engagement at Ultimate Software in a blog post over on the Ultimate Software blog – Live from #UltiConnect 2013: 4 Ways Today’s Business Leaders Can Embrace Millennials. I’d love for you to check it out. And hug a Millennial today – in a totally business appropriate way, of course.

Upcoming Goodness:

I’m excited about being one of the keynote speakers at the upcoming 2013 Louisiana SHRM Conference in Baton Rouge, Louisiana April 7 – 9, 2013! This conference will be the first opportunity for me to deliver one of my new keynotes for 2013 – “The Future of HR: Delivering Competitive Advantage In Your Organization”. I’ll also be leading a pre-conference 1/2 day workshop on “Using Social Media In HR & Recruiting”. If you’re in, near or can get to #LASHRM13, join us! Robin Schooling and the conference team have done a great job of planning a fantastic learning and connecting opportunity!
The latest edition of my free newsletter will be coming out next week. If you haven’t subscribed yet, today’s you’re lucky day! You can subscribe here. I respect your privacy and your inbox space, so my goal is to make it a worthwhile resource for you!

The World As I See It:

Punxsutawney Phil may be in the process of being prosecuted by my fair city of Cincinnati for “misrepresentation of Spring”, but we did manage a warm, 65-degree day recently, which allowed me and my favorite horse to play outside without coats.

Spring, we’re ready. Bring it!

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I’m Joining The 2013 Candidate Experience Council!

Jennifer — Thu, 21 Mar 2013 16:38:00 +0000

I’m excited to be joining the 2013 Candidate Experience Council, which is part of the non-profit organization – Talent Board – the organization behind the Candidate Experience Awards (CandE’s)! I’ve included a copy of the Press Release issued yesterday, which includes a link to download the 2012 CandE Results Whitepaper (really informative), as well as a link to more information on how to apply for the 2013 Awards.

I know and respect everyone involved with the Talent Board and the Candidate Experience Council, so I’m very honored to be included among such a fine bunch!

Talent Board Introduces 2013 Candidate Experience Council

Wed Mar 20, 2013 1:33pm EDT SAN FRANCISCO, CA, Mar 20 (Marketwire) –

Talent Board, a non-profit organization focused on the promotion and elevation of the candidate experience, today announced details of the Candidate Experience Council, comprised of some of the leading voices in HR and talent acquisition.

As the organization behind the Candidate Experience Awards (CandEs), the Talent Board’s goal is to facilitate the evolution of the employment candidate experience. In just two years, the CandEs have grown considerably (rising from 57 participating organizations and seven sponsors in 2011 to 90 companies and 18 sponsors in 2012 in North America, and expanding the program to the U.K.) as more organizations recognize the bottom line and branding benefits of keeping job seekers engaged and informed about their candidate status.

The Council was created to help steer the future of the CandEs awards and benchmarking program by drawing on the expertise and knowledge of the HR community’s thought leaders. The Council ensures the Talent Board has access to the latest information and a wide variety of ideas that can enhance the program and ensure its continued success as it enters its third year. Through various committees, the members of the Council will be involved in numerous support initiatives by creating deeper awareness of the program, conducting sponsorship outreach, conducting employer and candidate surveys and sharing ideas to various reports and presentations based on the CandEs.

The Candidate Experience Council currently consists of 24 recruiting industry experts, including:

– Chris Brablc, online marketing manager, SmashFly Technologies

– Anna Brekka, senior director, Recruiting Trends

– Linda Brenner, founder and managing director, Designs on Talent

– Master Burnett, director of Strategy, BraveNewTalent

– Peter Clayton, founder, senior producer and host, TotalPicture Radio, Jobs in Pods

– Kelly Dingee, Strategic Recruiting Manager, Staffing Advisors and blogger, Fistful of Talent

– Kris Dunn, partner and CHRO, Kinetix RPO and founder, Fistful of Talent and HR Capitalist

– Andrew Gadomski, founder, Aspen Advisors

– Ben Gotkin, principal consultant Recruiting Toolbox, Inc.

– Kevin Grossman, founder/author of Reach-West and volunteer for Hirewire

– Lance Haun, editor of SourceCon, ERE Media

– Carmen Hudson, principal consultant, Recruiting Toolbox, Inc.

– Jennifer McClure, speaker and consultant, Unbridled Talent

– Joe Murphy, vice president and co-founder, Shaker Consulting Group

– Steven Rothberg, founder, CollegeRecruiter.com

– Josh Schwede, vice president of Business Development, HireVue

– Sean Sheppard, vice president of Sales, TalentCircles

– Susan LaMotte, principal consultant and founder, exaqueo

– Bennett Sung, independent consultant

– William Tincup, founder, Tincup & Co., industry blogger and co-host of DriveThruHR

– John Vlastelica, managing director, Recruiting Toolbox, Inc.

– Bryan Wempen, chief strategy officer, PeopleClues and co-host of DriveThruHR

– Sarah White, founder and CEO, Sarah White & Associates

– Eric Winegardner, vice president, Client Adoption, Monster Worldwide

“In creating the new Council, Talent Board has assembled a truly impressive roster of experts from across the HR community who will be instrumental in promoting the CandEs and shaping the direction of future research on candidate experience,” said Elaine Orler, chairman and co-founder of Talent Board. “The success of the Candidate Experience Awards relies on the hard work of volunteers who generously donate their time and energy to advancing a clearing understanding of how recruiting and hiring practices impact talent acquisition and business success. We are honored to enjoy such profound and growing interest in the CandEs across the industry and to be working with the Council members, who will help us prepare for what is shaping up to be our biggest year yet.”

The Talent Board recently released its “Candidate Experience 2012,” a white paper based on data collected during the 2012 CandEs, this February. The research, which provides insight into candidates’ evolving expectations and employers’ practices in the recruiting, screening and hiring processes, is available for complimentary download at: www.thecandidateexperienceawards.org/download-the-2012-report.

The 2013 Candidate Experience Awards will open this spring to all recruiting operations based in North America and the United Kingdom. Participation is confidential and free.

About The Talent Board

The Talent Board is a non-profit organization focused on the elevation and promotion of a quality candidate experience. The organization, awards program and its sponsors are dedicated to recognizing the candidate experience offered by companies throughout the entire recruitment cycle and to forever changing the manner in which job candidates are treated. More information can be accessed at http://www.thecandidateexperienceawards.org.

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What Do CEO’s Expect From Strategic HR Leaders?

Jennifer — Mon, 01 Oct 2012 17:40:55 +0000

Recently, Human Resource Executive Online (a great publication worth reading) republished a interesting checklist from Bloomberg Businessweek listing “What CEO’s Expect from CHRO’s”.

I’m kinda in love with this list, so if you’re HR, (even without the lofty title of CHRO), check it out. Ensuring that you’re focusing your time, energy and efforts on these activities is a great way to position yourself within your organization as an HR/Business Leader.

What CEO’s Expect From CHRO’s

Collaborating to design and communicate a Vision for the company.

Building a pipeline of qualified, energized people to fuel the company?s growth.

Selling the company to the “talent population”, in person, via traditional media and online.

Reinforcing a culture that emphasizes ingenuity over irrelevant, one-size-fits-all metrics.

Teaching all employees, starting with the CEO, to tell the truth at work.

Shifting the HR function away from a break/fix model to an embedded function in every business segment.

Installing just enough HR process to meet the company’s regulatory compliance needs but not so much that people are stymied or infantilized.

Building a culture of collaboration that fuels every important program at the company.

Asking team members every day for input on business activities, their own careers, and life in general — not via a sterile, once-a-year employee engagement survey.

Source: Bloomberg Businessweek
September 19, 2012

What would you add to this list?

Want to learn more about making the leap from HR Leader to Business Leader? I’ll be reprising my 2012 SHRM Annual Conference & Exposition mega session at the upcoming 2012 Nonprofit HR Conference on October 8th in DC and at the 2013 SHRM-Atlanta HR Conference April 29 – 30, 2013. Check out more upcoming events on my Speaking & Conference Schedule HERE!

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Why Personal Branding Is Important for Career Development in HR – #NextChat

Jennifer — Wed, 12 Sep 2012 06:25:08 +0000

Personal Branding. The phrase that doesn’t want to die.

Personal Branding and Human Resources. Not like peanut butter and chocolate. Or is it?.

We can blame Tom Peters for starting the whole personal branding thing way back in 1997 with his article – “The Brand Called You” in Fast Company Magazine - , but the phrase really came into its own in the latter part of the last decade as technology and social media provided everyone from underdogs to big dogs the opportunity to better manage their careers, get noticed and reach a global audience if desired.

One of the first talks that I gave as a “professional” Speaker way back in 2007 was at a women’s professional networking group on the topic of “Personal Branding For Career Success” – and I’ll be delivering a 1/2 day workshop on the same topic this weekend for MBA students at Xavier University. The concept of defining and developing your Personal Brand remains an important topic for career management. And if you’re working in Human Resources, that goes for you and your professional counterparts too! Even if you don’t want to think so.

To understand more about how the concepts of Personal Branding can help you as an HR Pro, I’d like to invite you to join me and the good folks from SHRM | We Know Next today, September 12th, at 3pm ET for a “Twitter chat” about Personal Branding and why it’s important for HR pros. You can participate in, or follow the “chat” on Twitter via the hashtag – #Nextchat. (New to Twitter chats? Learn more here – How to Participate in a Twitter Chat.)

Have questions? We’ll attempt to answer them. Have input or expertise? I’d love to hear from you. Think this Personal Branding thing is the greatest thing since sliced bread – or a bunch of hooey? I definitely want you to share your thoughts!

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For more details on tomorrow’s #Nextchat, check out the SHRM – We Know Next blog – Nextchat: “Why Personal Branding Is Important for Career Development in HR” – September 12, 2012 @ 3pm ET

If someone were to ask you to write down what you believe your “personal brand” is today, what would you write? Are you excited about it? Does it really describe your character, personality and passions?

In today’s competitive labor market, building a personal brand with a strong online presence is critical to your career, so it’s important to prioritize and identify ways to get noticed inside and outside of the office. There is tremendous value in personal branding and in the concepts of understanding who you are and being able to communicate your value, as well as to articulate what differentiates you from others in your field.

Whether you know it or not, people have a perception of you — and you need to take control of that.

Join us at 3 p.m on 9/12 for #Nextchat with Jennifer McClure of Unbridled Talent. We’ll discuss the ways a busy HR pro can accomplish building their Personal Brand.

Q1. Why is personal branding so important for career development in HR?

Q2. How can HR pros use social media to help create and promote their personal brand?

Q3. Is face to face networking still important to creating a personal brand? Why?/why not?

Q4. What are the best ways that busy HR pros can develop a personal brand with limited time and on a limited budget?

Q5. How can developing a personal brand aid your career as an HR pro?

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Social Media For HR – Now & Next [Interview With Laurie Ruettimann]

Jennifer — Mon, 02 Jul 2012 18:54:12 +0000

I’m on vacation this week – well as much of a vacation as a self-employed person can take – and I’m coming down from a fantastic month of attending and speaking at conferences, as well as connecting with a ton of new professional relationships and long-time social media friends!

However, I wanted to take a moment to share this great Q&A led by Curtis Midkiff with my friend and Cynical Girl – Laurie Ruettimann – from The Hive at the 2012 SHRM Annual Conference. Watch this brief video (email subscribers click through to view) to learn more about:

Tips for HR pros who want to get involved with social media for their job.

How to find usable info on Twitter

Using social media to facilitate connecting with professional relationships online – and offline

Is Twitter a credible source of information?

How do you use social media to connect different generations (or can you)?

Are you doing it wrong by using social media as part of the hiring process?

What’s coming next? (Hint: Going retro.)

You can also learn how women like Laurie’s Mom are using Facebook. Now that’s money right there.

SHRM Day 2: Ask an Expert Session: Laurie Ruettimann