I’m presenting Human Capital Supply Chains: Linking Just-In Time Talent to Profits at the Performance Management virtual conference on Tuesday, September 13. The presentation is about more than recruiting software. In fact, it’s about changing the way companies think about human resources.

Too often, we hear about massive layoffs during down times and hiring blitzes during good time. We should ask, “Why didn’t that company’s executives have a better grasp on what the company really needed on a monthly basis?” Or even a weekly basis?

Companies that managed supply chains like that would soon go out of business. So why don’t companies manage human capital as a supply chain, with all the same ways of gathering data, sharing data, and acting efficiently on that data.

On Tuesday at 12:30 pm Eastern time, I’ll be explaining how companies can manage their human capital as efficiently and effectively as they manage all of the other parts of their business. I’ll talk a little bit about recruiting software, but what I’m really interested in is helping companies like yours improve their bottom line with better human capital management.

I hope you can join me. Register here.

My webinar is part of a two-day virtual conference hosted by the Institute for Human Resources, which exists to help HR professionals grow professionally. The conference includes 17 webinars over September 12-13.

We’re very proud to be participating in this event, as we think that the next two years will be a turning point in the HR profession and a vital time for the recovery of our nation.

Join Me at the IHR Virtual Conference is a post from: Human Capital Supply Chains

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In my last post, Blogging 101 for HR Professionals, I talked about why blogging in the HR world is a good idea. I promised a follow-up list describing how to get an HR blog started. Here it is.

7 Easy Steps for Starting and Maintaining an HR Blog

1.      Get permission from the boss. Unless, like me, you are the boss. Then just do it.

2.      Ask a few questions, then limit. What does your company (or HR department) do for people? How does HR contribute to the bottom line? What’s one trend in HR that you’re a part of (and why)? Once you get going, you’ll find plenty to write about. If you’re intellectually engaged in your job and in the HR industry, the real trick, in fact, is limiting yourself. This blog, for example, is focused on recruiting software, the staffing industry, business leadership, and employment patterns. I find lots of other things interesting, of course, but this isn’t the place to write about them.

3.      Start writing. It’s not an essay or a novel – it’s a blog post. Something around 200-500 words is fine. Present your question/puzzle (“I’ve been thinking about…”) and your thoughts.  Remember to have someone look over it before you post. Being good (or even great) at your job does not mean you are good at writing about your job – but with an editor and practice, you can become a good writer.

4.      Keep writing. A blog really isn’t a blog unless you’re posting at least once a week. Twice or three times a week is better. If you approach it as a way of working – that is, a way of getting better at your job by reflecting on it – it won’t seem like a chore. And once you start getting feedback, you’ll probably find that you wish you could blog more than you do.

5.      Spread the word. Start telling people about you blog: your colleagues, your peers in other companies, your mom, whoever. Solicit feedback (especially feedback online) and make changes.

6.      Don’t worry too much. I’d like to think that this blog is better now than when I started it. Remember: the internet is forgiving. If you misspell something on your website, you can make the correction without reprinting anything. If you write a poor post, you can write a better one in a few days, knowing that most readers won’t remember the poor one.

7.      Interact. A blog is more an ongoing conversation with an audience than a soapbox. That’s what’s great about it. I regularly get feedback from my readers/peers that teach me something and gives me fodder for future posts. Which leads to a request…

If you have any further ideas, hints, suggestions, or warnings about writing an HR blog, please leave a comment below! I will definitely follow up in a future post.

For ongoing thoughts about Talent Management, recruiting software, and other employment-related topics, subscribe to this blog.

Blogging 101 for the HR Professional: Part II is a post from: Human Capital Supply Chains

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As you know, I spend a fair amount of time blogging about recruiting software and the talent management industry.  I’m always surprised by the small number of HR professionals who are also blogging.  It’s true, it does take time, but I’ve found that blogging is a great way to get more exposure for our company and products.

My intention in this post is to inspire other HR professional and recruiters to also consider blogging so with that, here are my 5 Reasons Why Blogging in the HR World is a Good Idea (in no particular order);

1.      You engage more with your job. It’s terribly easy to do a job thoughtlessly. When faced with a blank page, however, you have to start to really wonder about the things going on around you, even things you’ve seen a million times. You end up asking, “What are the new ideas out there?”, “Is there a better way to do X?”, “How will social networking impact this industry” and other such questions.

2.      You engage more with your industry. When you start asking questions, you feel like you have to answer them. So you go on the web, read other HR blogs, and start developing your thoughts on your own blog.

3.      You can become a thought leader. If you produce a steady stream of solid (and occasionally fun) content, your peers in the industry will think of you as a go-to person for HR questions. That can be good for both self-esteem and business.

4.      It’s fun. If you haven’t noticed, I love sharing my “Shakespeare time” with my daughter. There are business lessons to be learned in Shakespeare, to be sure, but the reason I started that blogging stream was simply because I liked it and thought it would be a fun way to put a new spin on things.

5.      It’s good for business. See above. Regular blogging also helps with search engine optimization, and it improves your sense (and, in most cases) your employees’ sense for what the company does and why. You can also promote your products, note upgrades and improvements (especially if you produce software), share customer testimonials, and link to product pages on your website.

My next post: Starting and Maintaining Your Own HR Blog. Stay tuned.

For ongoing thoughts about Talent Management, applicant tracking software, and other employment-related topics, subscribe to this blog.

Blogging 101 for the HR Professional: Part I is a post from: Human Capital Supply Chains

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What do Richard Branson, Arianna Huffington, Michael J. Fox, and Tim Giehll have in common?

They’ll all be at the 2011 SHRM Conference and Exposition on June 26-29 in Las Vegas. If you’re hesitant to go because of the price, read on. There’s a way to get free passes to the Exposition through Bond Talent.

This conference is, in my mind, more important than ever. It seems as if the May unemployment and economic numbers aren’t going to be good, so (as I’ve said in another blog post) well-trained, well-informed staffers, recruiters, and other human resource professionals are vital links between jobs and those who need them.

Here’s what you can expect at the Conference and Exposition:

• Great Speakers and Teachers. And I don’t mean the headliners mentioned above (sorry, but I doubt if Michael J. Fox has anything to teach me about recruiting software). I’m referring to the dozens to top-notch professionals who will lead the 200+ sessions on everything from business management to leadership training to HR certification to compliance issues.
• Exhibitors. I’m always amazed at the wealth of exciting new products and services that show up every year from 700 different suppliers. It reminds me that there’s no way to survive in this industry without constantly improving what one has to offer. Stop by and say “hi” – I’ll be at Booth #717 and make sure we SCAN your badge !!
• Networking.  Social media and email are great, but it’s no secret that face-to-face encounters still drive business in this country. If you go out of your way to talk to exhibitors and the people next to you in sessions, you’ll probably learn more than you will from the great speakers I just mentioned (and you’ll probably teach a thing or two yourself). Plus, you’ll have a new business associate (or several) that you can contact after the conference.
• Fun. It usually goes hand-in-hand with networking, although it’s more likely to occur after dinner! Keith Urban is performing Tuesday night at 8pm, and Las Vegas has plenty of frivolous distractions.

And about those passes….The first 50 people who follow Bond Talent on LinkedIn or Twitter between June 6^th and June 26^th will receive a free one-day pass to the Exposition.

See you there!

2011 SHRM Conference In Las Vegas is a post from: Human Capital Supply Chains

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A while ago, I mentioned to you about how I have a daughter who studies philosophy and literature in college. We’ve discussed multiple different ways her world of arts and my world of business coincide and have even produced a blog from one of those very discussions. Today is another addition to those that I have already shared with you. This day is a day we take some advice from the greatest playwright of our time and apply it to the business world, because what Shakespeare taught us about love and war, he can also teach us about business. Today’s topic: The Taming of the Shrew.

 If you are unfamiliar with the plot of the play, here is a very brief summary: There are two sisters: beautiful and gentle Bianca and her more outspoken and unpleasant sister, Katharina. While Bianca has a number of suitors, their father insists that Bianca cannot be married until her elder sister is first. All of Bianca’s suitors are annoyed by this so they bribe a man named Petruchio to wed Katharina. He agrees and takes her to his country home and denies her food and sleep while complimenting her at the same time. His behavior ends up working on her and in the end she becomes even more of a submissive wife than her younger sister.

What can this play teach us about modern day comings and goings? Well…

1. The best kind of partnership is one that is equal. While Petruchio and Katharina eventually get along because she succumbs to his will, it cannot be said that their relationship is a particularly healthy one. She is fearful of him and agrees with him because of this as opposed to because she actually agrees with the ways in which he sees the world. This is a good thing to look at when it comes to business partnerships as well. While another company who is flashier or more popular may seem like a company to make a partnership with, it is always good to look deeper and do proper research before jumping into or agreeing to anything. You never know what you might find if you look just a little deeper.
2. Beauty isn’t everything. I am not talking about beauty in the literal sense, though that is the form in which it takes in this play. I mean that, in the confines of the play, the less beautiful of the two sisters ended up being what could be considered a better wife because she is more adaptive and knows how to handle herself in situations she would rather not be in. This could be said about any business partnership as well – while one company may be more aesthetically pleasing up front, another may be more beneficial to you and your dealings in the long run.

 The point of these blogs is to remind you that the best ways to handle your business and lessons to learn these things by can be found just about anywhere and the sooner you start looking, the more you will find in places you would never expect. To stay at the edge of issues on HR and staffing, be sure to subscribe to the Human Capital Supply Chain Blog.

Do you know a Shrew that needs Taming? is a post from: Human Capital Supply Chains

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We all have moments when we have trouble articulating what we want to say, or putting down the exact words that we want to write. This can be a big problem if it persists and keeps you from moving forward. Many people have their own techniques, habits, and solutions for when the elusive block comes – whether this is a writing block, a thinking block, or a general block of creativity doesn’t matter – because in the end, it all keeps things from getting done. Here are a few suggestions for what you can do when your brain just isn’t agreeing with your goals:

1. Do something else! Let’s say you are working on a proposal and your deadline is in a few hours and you just cannot figure out how to conclude it. You’re staring blankly at a computer screen but nothing comes to mind. Relax! Take a breath and take a step back. Go get a cup of coffee, reorganize your desk drawers, or write responses to a few e-mails you have been meaning to get to. You will find the words you were looking for when you stop actively looking for them.
2. Read. There is nothing wrong with looking up and reading pieces similar to those you are trying to work on and create yourself. If you’re having trouble finishing a blog for your website, go and read some blogs. The same goes for any other kind of project you’re trying to finish – creative, or otherwise.
3. Try Freewriting. Freewriting is a technique used mainly when someone who is writing a fiction or creative piece comes to a block and needs to get their ideas flowing once more. All you have to do is sit down with an empty word document and write for a set amount of time or space. Ten minutes, or a full page or two works. You don’t think about what you’re writing, you don’t read it as you write, you just write. A lot of times when you are done with freewriting and go back to review what you have written, you’ll find you have worked out a lot of problems through just letting your subconscious go.
4. Talk it out. Find an audience – a coworker, an employee, a casual friend. Talk to them about what is keeping you from finishing your work, get their input. It could be more beneficial to speak to someone who knows nothing about the work you are trying to finish, someone who doesn’t even work in the same field as you. That way their input will come from a direction you may not have even considered when you were working on your own.

If you find yourself still stuck after attempting some or all of these techniques, try something else! Anything that seems right to you might just be what you need. For all we know, all you needed was a chocolate bar! To stay at the edge of issues on HR and staffing, be sure to subscribe to the Human Capital Supply Chain Blog.

HR Professionals Need To Write More is a post from: Human Capital Supply Chains

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A while ago, I mentioned to you about how I have a daughter who studies philosophy and literature in college. We’ve discussed multiple different ways her world of arts and my world of business coincide and have even produced a blog from one of those very discussions. This time we have a series of blogs set up for you, this being the first. This day is a day we take some advice from the greatest playwright of our time and apply it to the business world, because what Shakespeare taught us about love and war, he can also teach us about business. Today’s topic: Hamlet.

If you are unfamiliar with the plot of the play, here is a very brief summary: A ghost has been haunting Elsinore castle, bearing an amazing resemblance to a recently deceased King Hamlet. The Prince, son of the king, also named Hamlet, learns from this ghost that his father was murdered by a man named Claudius. The play is about Hamlet’s decisions in relations to his father’s death and whether or not to take revenge on Claudius.

 There are three lessons we can learn from this play that apply in the business world, and they are…

1. Nothing is certain.  We must always be prepared for the worst. In Hamlet’s case, it’s making sure that there aren’t men waiting to kill him behind every curtain. In our case, it is about properly taking care of our employees and ourselves in order to keep everyone happy (and healthy). We can never be certain that a plan will work out so we must exhaust all options to ensure that it does. If we have a business meeting coming up, we should consult multiple people in order to make the best plan of order, just like Hamlet consults with multiple people to help solidify what he plans on doing.
2. When is the right time to act, and when isn’t. In the play, Hamlet goes to great extent to find out the truth about whether Claudius is truly guilty for his father’s death. He does not instantly assume that the ghostly apparition that spoke to him is right. In the business world, it is a daunting task to keep track of the truth, but it is a necessary one. Before taking action, always take everything in to consideration. If you hear something unpleasant about one of your employees that could bring shame to your company, find out the truth first. Talk to the employee themselves, ask around. If you do this before making any rash decisions, you may save yourself a lot of trouble. At the very least, unlike Hamlet, you will not have to worry about any goblets filled with poison.
3. Revenge doesn’t help anyone. When it comes to conflict in the office, it is always good to let yourself cool down and assess the situation before striking out. In Hamlet’s case, a swift set of vengeful actions results in nearly everyone’s demise. This is a bit extreme in comparison to conflicts in the office, but the idea is still the same: stay calm, think first.

The point of these blogs is to remind you that the best ways to handle your business and lessons to learn these things by can be found just about anywhere and the sooner you start looking, the more you will find in places you would never expect. To stay at the edge of issues on HR and staffing, be sure to subscribe to the Human Capital Supply Chain Blog.

The Liberal Arts CEO and Shakespeare is a post from: Human Capital Supply Chains

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An HR thought leader is someone who has innovative ideas and concepts – someone who, despite what is going on around them, defies convention and tries something new and succeeds. It is a term that was coined over fifteen years ago and has a lot of new dynamics in the current age. I have recently written to you about resources for those who desire to be on the track to HR thought leadership but there is more to sharing innovative ideas than just outlets. There are common traits that can be found in those who are HR thought leaders in this day and age and my goal is to share some of those with you today so that you may hone such traits in yourself and your work.

1.       Fearlessness. If you want your voice to be heard and your idea to be listened to, it is very likely that you will have to put yourself in multiple situations that could very well be outside the realm of your comfort zone. It’s okay! Do it! Talk to people you don’t know, ask questions that you need answers to, go to meetings and conferences and forums and you will begin to be recognized as long as you are not afraid to put yourself out there. No harm in trying, no matter what.
2.       Passion. One thing that can make a lot of ideas fall flat is a lack of passion. You may have an idea that you know could be very marketable but for some reason it just doesn’t inspire you or fire you up like other things do. People can sense this. People can tell when what you are pitching to them is something that comes from deep down inside. People respond well to “belly fire” more so than they do to most other things. If you want to be a thought leader, you have to believe in what you are doing. Don’t do anything halfway.
3.       Humility. Even if you’re positive that your idea is the best idea in the entire history of ideas, there is always room for growth. Remember this and stay humble because any help is useful help and you never know when some advice may make all the difference. People don’t want to help someone who believes they will never need it. Sometimes you do.
4.        Drive. Never! Give! Up! That’s the most important lesson here – drive. If you want to fly higher than anyone else, you have to continue to practice your craft, hone your work. You have to put in extra hours, get up early, write it all down, and keep on growing and working and believing. If you really believe you can do it, you have to keep doing it until you reach your goal. Once you reach your goal, keep climbing.

In the end, being an HR thought leader comes down to you. It comes down to your confidence and your drive. It comes down to your desire to really share your ideas with the world. If you believe you can change it, there’s no reason not to try. To stay at the edge of issues on HR and staffing, be sure to subscribe to the Human Capital Supply Chain Blog.

HR Thought Leadership and YOU Part 2 is a post from: Human Capital Supply Chains

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Social Media, recently and over the past few years, has gotten bigger and bigger. With websites like Facebook, Twitter, LinkedIn and many others, a whole new path of interaction for businesses and their recruiteres has been opened. It gives companies a chance to make new connections with potential passive contacts. Just like with anything, there are many great ways it can be utilized by recruiters, but there are also a number of potholes to look out for if you want to make sure to use social networking in the best way.

1. Spam. A lot of social media websites lend themselves to being used constantly. While tweeting or posting what you’re doing every ten minutes might be okay for a personal account on one of these websites, if your business does the same, people will get annoyed fast. If your tweets are so frequent that they fill up the feeds of everyone following you – whether or not the content you are posting may be relevant or interesting – they will get annoyed and could be compelled to remove you from their feed. Like with all things, moderation is important.
2. Inactivity. On the opposite side of posting too much is not posting enough. Once you make an account on a social networking site and people know that you are there, if you abandon it, it is likely that potential candidates, customers or contacts will see it and assume that you are no longer in business, or some other unfortunate outcome.
3. Impersonal. Just like with the two sides of the coin when it come to how much content you post, there is the question of what content you post. I have seen Facebook pages for companies that have little to no information save for a link to their company’s website and a few words. While this may seem more stoic and businesslike, it leaves a lot to be assumed. Having some information about the company, and even the people who work there, adds a personal touch and as long as it is done tastefully, can help keep people revisiting your page.
4. Too personal. The other side of this coin is posting too much personal information. It’s endearing to see a post celebrating someone’s birthday or something that is as much of a milestone as that, but if too much is posted, such as a comment about office shenanigans multiple times a day, it gives an air that is not as businesslike as most people prefer.
5. Lack of interaction. Remember that just posting tweets or updates isn’t the only way to take part in social networking, but discussing and interacting with others who are posting on their own and your pages as well can make you more interesting to them and others who see their pages.

 I hope that these five things to look out for will help you better manage your social networking now and for the time to come. To stay at the edge of issues on HR and staffing, be sure to subscribe to the Human Capital Supply Chain Blog.

Top 5 Social Networking Potholes is a post from: Human Capital Supply Chains

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A thought leader is someone who has innovative ideas and concepts – someone who, despite what is going on around them, defies convention and tries something new and succeeds. It is a term that was coined over fifteen years ago and has a lot of new dynamics in the current age. The advent of social media and the continuing advance of technology makes being innovative and sharing those innovative ideas. How do we utilize these things to share our ideas? What things are there for us to use? Here are a few suggested resources you can use to help share your ideas with those who can help support you on your way to thought leadership.

1. Your community! While the internet has boundless forums and websites and so on and so forth that can help you share your ideas and gain recognition, the first place to always go is your own community. Your colleagues, customers, friends, and family – all of these people will listen to your ideas and it is very likely that if they like it they will share it with their own colleagues, customers, friends, and family. The power of speaking with those around you is surprisingly strong and people are usually quite eager to help those they know out if they believe in their ideas.
2. Social Media. I know I talk a lot about social media here, but that is because it can be a useful tool. There are both good and bad ways to utilize it, but that’s for another blog. Sites like Facebook, LinkedIn, Twitter, Tumblr, and many others can be used to help share and connect with people who may have similar ideas to you. Also, using Google to find more specialized forums and think tank type sites can help you as well. Be vigilant!
3. Self-publishing. If you have formed your idea enough, the world of self publishing is a very useful one. Many of the major publishers look to self publishers as a way of finding new and upcoming manuscripts so if you are confident enough about your idea you can take that next step by writing about it in a manuscript and going from there – who knows who could pick it up, or who could read it – the possibilities are endless.
4. Listen to advice! That’s my biggest tip, if there is any tip to give it is this one. Anyone who offers you help or gives you advice, listen. There are many bits of genuine information lying in a lot of the places you would least expect to find them. If you just look, search, and persevere, the right path is always there.

In the end, being a thought leader comes down to you. It comes down to your confidence and your drive. It comes down to your desire to really share your ideas with the world. If you believe you can change it, there’s no reason not to try. To stay at the edge of issues on HR and staffing, be sure to subscribe to the Human Capital Supply Chain Blog.

Are YOU an HR Thought Leader ?? is a post from: Human Capital Supply Chains

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