Author Archives: Ben

But I’m too busy for social media…

trenchhrThis is a tribute to the TrenchHR LinkedIn group created by my friend Charlie Judy. Recently I joined and asked a question about how to respond to people who say they are too busy to use social media tools. In less than 48 hours I had a great number of responses from people who practice HR every day and have combated this issue in their own lives. Read on for some great ideas and a lively discussion on the value of social media in the life of an HR/recruiting professional!

“But I’m too busy already…”

So, when I’m pushing HR people to join LinkedIn, start reading blogs, etc., the first response is usually “but I’m too busy already” or “I don’t have time for something else.” Looking for some good responses to those comments. I can say, “Look at me!” But that really doesn’t help my case. :-) These people think they want to start doing this stuff, but they are talking themselves out of it before they even start. Suggestions?

Ben Eubanks Continue reading →

Poaching talent-why isn’t anyone choosing you?

One of the common topics around the HR and recruiting space is talent. How to find it, recruit it, motivate it, retain it, and (at times) get rid of it. Poaching talent is a fact of life. If you get one of those great people to agree to come work for you, there’s only a matter of time before they are courted by another employer.

One thing we don’t really ever consider is the other side of the poaching equation. I saw this funny comic the other day and just had to share. Stuart at 1.00 FTE is a funny guy and this comic ranks up there with my daily Dilbert addiction.

war for talent

Source: 1.00 FTE

HRevolution 2011 Video

I shot the video below a while back, and it is currently playing on the HRevolution 2011 event registration page. By the way, tickets are for sale… :-) I thought it would be fun to share some of the back story of the event, how it’s different from other conferences, and what you should expect if you decide to attend. If you’ve already seen the video, feel free to share it with someone else! If not, then it’s a great primer on this revolutionary HR/recruiting event!

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Nepotism in the Workplace-How to Stop It

You are my favorite!Favoritism. Bias. Preferential treatment. Nepotism in the workplace. How do you stop it from becoming an issue? Today we have a special post with someone needing assistance. Let’s pitch in and help.

Sometime last year I posted a rant from someone who was being stepped on at work. That person received help anonymously through the comments and today I have another post from another frustrated, anonymous HR pro. Let’s hear what they have to say and then give some tips and pointers in the comments. If you’re looking for more info, here’s a post on how to communicate with difficult people at work.

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So here’s my deal. I’m an HR rep at a well-respected organization. We’ve been quite successful and I would say we are in the top 5 or 10% in the state for our industry. Continue reading →

Young HR Pros and #SHRM

I’m not sure how many of you knew it, but I have the honor of serving as the chairman for the SHRM YP committee. Not sure what that is? Well, the video below will clue you in. I talk about some of the things the Society for Human Resource Management is doing to target young professionals and a few reasons why it’s a hot button issue for me.

This week is going to be a busy one for me, so I’m considering a full week of videos. I recorded a handful while I was out of town last week, and if I can pull them together, you can listen/watch instead of read this week. Enjoy!

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Section 127 and employer education assistance

I shot this video as a way to share how Section 127 impacted me in my career and life. It’s on the chopping block this time around and I’m hoping Congress gets their act together to keep this thing going strong! Basically, Section 127 is a way for employers to get tax advantages from helping employees to pay for their education. Sounds kind of dry, but when you get into how it affects peoples’ lives (like my story below), you see how important it really is.

Subscribers will need to click through to view the video below. Continue reading →