The other day there was a popular post on the HR Minion blog about cliques. I had a good time reading it, but the comments were great, too! Go here to read the post and then come back when you’re done. I’ll wait.

Okay, then we roll some comments from people who I trust and respect.

I think another point that you didn’t really hit on is the transparency of social media. What used to be fairly private relationships built over e-mail, phone and in person conversations have now gone public. If I don’t follow back someone I don’t know very well on Twitter, it is a cliquish thing to do (something I’ve been called out for).

That’s not clique, that’s human. We only have a capacity for so many connections. Those ebb and flow as time goes on (I don’t believe in connection collections). When this happened in a more private setting, nobody thought it was cliquish because it wasn’t visible. Now it is.

I try to be open with people about it without sounding like a dick and without some sort of “I’m more important than you” attitude. It isn’t about what they’re doing, it is simply a capacity issue. Something I’ve learned the hard way.

Lance Haun

I can certainly understand the number of connections issue. On to another good comment…

As someone who sits on the edge of the HR world I am neutral on the clique being a good thing. No doubt there is a wealth of information that is freely shared. And yes it is a friendly group.

But I do think that frequently it feels as if the only HR “cool kids” are the ones on Twitter or have a Facebook Page.

Certainly not the case.

Are there really only 10-15 (give or take) HR bloggers worth reading? One might think so by looking at the rolls on most sites.

Being the most vocal, the loudest or attending all the conferences and events does not make one worth listening to.

Paul DeBettignies

I don’t have a blogroll (a list of links pointing to other sites I recommend). I had one when I started blogging, but I quickly got tired of feeling like I was leaving people out, so I dumped it and haven’t regretted it a bit. I’m much more open to linking to people in context where it matters most (like the comments above).

Is it a clique, though?

I feel like an outsider myself at times. My blog traffic isn’t earth-shattering, and there are plenty of people with more brains, experience, and writing ability than me. I try to be inclusive of those around me, but I’m especially helpful to the people just getting into the space. They need extra support or they might drop off completely.

I think there are phases to this thing. Once you move past beginner, you are open to recruiting and mentoring others. If you advance to content creation, you have to cut back on the recruiting/mentoring, because you have something else swallowing a big piece of your time. That might be why another commenter said this (emphasis mine)…

This post is fascinating and challenging at the same time.

I have been active in the “HR Community” long before social media and have loved every frustrating minute of it !!

Social Media has actually allowed me to connect with others who are passionate about our field. When you’re passionate (and not apologetic) about HR, people tend to shun you.

Most HR folks love living in their self-imposed silo of misery and it’s well past time to destroy those silos.

I love being connected, active and “branded” in social media because I get to meet folks. Other great humans with diverse thought and approaches that I never would have known if it weren’t for Twitter, Linked In, Facebook, etc.

I don’t have a blog. May never have one. Like guest posting and infiltrating so much more.

Shauna – way to shake the tree a bit !!

If this is a clique – I’m in. I think it’s just great people that want to know each other and get others connected.

Steve Browne

My goal with this gig

I want to meet new people in the online HR space. I want to reach out to the new and aspiring bloggers out there. If you have one post or a full archive, you still are worth reaching out to in my opinion. If you’re just exploring Twitter or LinkedIn, I’m open to helping you as well. I just want to freaking help, darn it!

Am I a part of a community? Yes. Am a a part of multiple communities? Yes. It’s up to the new people to reach out and attempt to integrate themelves, because there’s no way for me (or anyone else) to find all the people who aren’t plugged in yet. I’m a rabid advocate for joining online communities, and I certainly wouldn’t be if I thought the groups were closed or cliquish.

In fact, just to show my openness to you newbies who want to get involved, I will share my email address and offer a guaranteed personal response if you email me. Also, if you’re interested in getting involved but don’t know how, I would love to assist!

How to get started

How did I get connected when I started this thing? I stared reaching out and sharing ideas with those people I admired. Eventually they started treating me like an equal. I love using the metaphor of an ability scale. For instance, I see people like Kris Dunn as a 9 or 10 on the scale. I see myself somewhere near the middle, and I see the newbies like my friend John Jorgenson nearer to the lower end of the scale (he’s going to love me for that one! ).

If you’re just getting started on the front end, you just need to keep doing like John and Kris-help others, reach out to meet new people, and try to add some value to this online community. It works.

Finally, a quick congrats to Shauna for getting the Monster 5 for Friday award for this post!

My comments section isn’t as cool as the ever-lovin’ HR Minion’s, but I can dream, huh?

My friend Chris Ferdinandi of Renegade HR has been writing a great eBook titled “Culture Convo.” It’s about how to use social tools to talk about your culture and share your employer brand with the world. I was lucky enough to get a preview copy, and I have to say that it’s an amazing tool that you must have. But that’s not even the best part. Before the book launches to the public, Chris is giving away some fantastic free stuff to get you rolling in the right direction. Here’s a snippet of his description…

You’ll learn:

• How to use six of today’s most popular social media channels: Facebook, Twitter, LinkedIn, Blogging, YouTube and Flickr.
• How to get started, what to talk about, and how often to post.
• How to get your employees involved.
• How to measure your success. Continue Reading »

I’m working with the Monster Street Team to cover the SHRM annual conference. Click here for the whole story.

I had a chance to sit in on the SHRM10 social media panel featuring Curtis Midkiff, Mike Vandervort, Bryan Wempen, and Laurie Ruettimann. It was interesting that they stuck it in an early morning time slot in a private area instead of keeping it more public for people to participate and learn from the panel.

(Subscribers may have to click through to view.)

AKA An open letter to HR professionals who think it’s a good idea to regulate the snot out of everything

Dear fellow HR professionals,

Hey! So, I’m not sure if you know much about me, but I’m a different kind of HR guy. I like being open and honest and treating people like… Well, people. Our employees aren’t children (and if they are, that’s a whole other issue!), so why do we treat them that way?

This ain’t my first rodeo

I talked about this before in a video. I attended a supervisor training where we spent two whole days listening to people whose favorite phrases were don’t do this and don’t do that. I can understand setting those minimum standards, but I don’t understand why there’s no attempt to reach higher. Why aren’t we giving our people lessons on coaching and leadership in addition to the rest of that stuff?

Think about it Continue Reading »

AKA Living in the Social Stone Age

So, when I heard that there was going to be a Carnival of HR on social media use, I was pumped. Not because I had any results to share, but because my current company is on the far opposite end from fluent usage (i.e. Stone Age) and I need some tips to make it happen. So I’ve written this post to tell what we could do if social stuff ever got the approval it needs.

Life in the Social Stone Age

We don’t use social media. We have no plans to. Although I inject a bit it where I can (sharing blog posts, creating short videos, etc.), it can’t take root on this rocky ground. People keep trying to treat it like it’s a passing fad instead of a huge competitive advantage in the social sphere.

Here’s a snippet from a post by Chris Ferdinandi that says it all.

How would you react if someone said to you, “I don’t use that email thing.”? Would you hire them for an HR job?

Thirty years ago, the internet was just a fad. Only it wasn’t. Continue Reading »

Today we have a guest post from Steve Browne, an HR pro who I’ve recently come into contact with and have already developed a respect for. I recently joined his HR Net group, and after you hear what he has to say, you might want to do the same. Hit him up in the comments if you’d like to know more about the group. In this post, he’s sharing his thoughts on HR’s isolation and how we need to be getting out there. Enjoy!

Human Resources is one of the most fulfilling, challenging, uplifting and… lonely professions. You see, almost any position within a company has a place they can go to and vent (HR) or complain about employees (HR) or grouse about Senior Management (HR). Where can HR go?

Often it’s to a bar. I mean really! Since we are the bartenders (with no copyright infringement to Sharlyn Lauby) in our own organizations listening to every story of woe and sense of frustration from our employees about other employees, we’re just missing the long wooden bar and the stools. (That would be a cool office for HR though!)

People are tough. However, that’s why most great HR professionals are in HR! They truly are “people” people. So, where can they go?

The great voices in HR that are flooding the waves of Social Media forums such as blogs, Facebook and Twitter are sending out great messages… But, more often than not, it’s to each other and their great thoughts never reach practitioners.

Why? Continue Reading »

Okay, HRCI (Human Resources Certification Institute), it’s time for a social media makeover! I alluded to this post when I was talking about everything else going on in my world recently. I am doing my best not to be mean-spirited or rude, because that doesn’t help anyone do anything better. Everything I say today should be taken with a smile. (<–Like that!)

HRCI on Twitter

Near the end of last year, I realized that HRCI was on Twitter. Being a lover of HR certification, I was thrilled to see them there. I had a few back-and-forth chats with Alexis, and we shared a few tips and ideas back and forth. Fun was had by all. Although they were using their URL in every. single. tweet. I was still inclined to give ‘em a break.

Flash forward to the past few weeks. They’ve been doing work on their website. How did I know that? Well, they’ve tweeted over a dozen times in a three day period about what you can do on their website. Okay, so they’re sharing. That’s something, I suppose. Continue Reading »