THE TIME IS NOW

An interesting thought occurred to me when reading a recent article on Fistful of Talent, how do we as HR Pros ensure that we are at the forefront of understanding how our business is changing while ensuring that we are "on the bus" to be a change agent?

We can no longer be stuck in the past, the keepers of the status-quo.  We have to be out there in the trenches with our employees, helping them to understand and embrace the forward movement of the business.  We have to focus on those top performers, and get away from the therapist style of coaching. Are you in???

I learn the best by being in the field on the front line with our employee's and leader's and can honestly say that I would not have it any other way!  It is amazing the things you can learn, and how you can grow as an HR pro for the employees you support.  

Tweeting HR

I have often read many "warning" posts about the use of Twitter as a recruitment tool.  I find this funny, since using Twitter can allow you to reach 100's if not 1000's more candidates that you would the traditional way.  LinkedIn, Facebook, CraigsList, CareerBuilder, Monster.com, these are all wonderful tools to recruit candidates, but they are not as free flowing and creative as utilizing a good Tweet to attract individuals.  The KEY to using twitter successfully is to have followers (A LOT OF FOLLOWERS).  How do you increase your followers?  By following other's, and posting interesting content.  If you follow another Twitter user, they will most likely follow you.  Then their followers see that they are following you, and then they do the same, and so it goes.  Tony Bowers posted "Six Tips for using Twitter as a recruitment tool" on www.techrepublic.com... the abbreviated version is:

1. Create a branded company Twitter profile.
2. Don't be a Twitter wallflower.
3. Create a protocol for your job tweets.
4. Help your search by using 3rd party tools such as TweetBeep.
5. Encourage your staff to re-tweet job openings.
6. Don't be a one-track tweeter... Be varied and creative in your approach.

The full post can be seen here:  http://tek.io/i7KT9c