SmartBrief on Workforce-Fast, Easy, and Powerful

I can still remember the first time someone asked me if I had ever read SmartBrief on Workforce. I remember thinking, “Why would anyone need that?” And then I started reading several dozen blogs a week and needed a way to cut through the clutter and focus in on the best information. Then I realized how useful of a tool it was.

I had the opportunity to hang out with Mary Ellen Slayter, the editor for the SmartBrief on Workforce publication, at the annual SHRM conference in 2010. It was a great opportunity to find out more about SmartBrief and the work they do.

How it works

Here’s a link to the homepage for SmartBrief on Workforce. As you can see, they aggregate stories, give you a short summary/clip to help you see if it is something you need to know, and link out to the original, larger story if you want to read more. You can get this information in a daily email format or read it on the web.

They cover dozens of topics in their daily newsletters, from leadership to small business and more. Check out all of their business coverage here.

  • The newsletter has great information.
  • It’s delivered right to your inbox so you don’t have to go search for it.
  • And it’s free.
  • What’s not to like?

Why I’m doing the shout out

Mary Ellen Slayter and Charlie Judy are doing a session at HRevolution (learn about the HR Slam here), and as prizes they are giving out gift cards that Mary Ellen was kind enough to provide for us. Thought it would be nice to illuminate the work she does in exchange for her generosity!

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

Difficult People, SHRM, and Enthusiasm-Guest Post Blitz #8

What do difficult people, SHRM’s value proposition (or lack thereof), guinea pigs, and enthusiasm have in common? They are all guest posts I’ve done in the past little while! Looks like I’m a little schizophrenic with the varying topics, but each post has its own merits.

I have several guest posts that went live (fairly recently) elsewhere that you may have missed. Some of them might be a bit different flavor than the usual upstartHR offerings, so be sure to check them out! If you\’re interested in seeing some of my previous escapades, click here for the Guest Post Blitz archive.

My friend Charlie Judy at HR Fishbowl let me share my thoughts on working with difficult people in this short post: Who needs a class? Get rid of them!

John Jorgenson of the newly christened HR Tailgate blog opened up the discussion by letting me reply to his own SHRM-related post with an article of my own: SHRM, Value, and You

Jessica Miller Merrill at Blogging4Jobs opened up the stage and let me discuss science experiments, rodents, and an billion dollar corporation’s product strategies: Guinea Pigs and Google

Lance Haun over at Rehaul lets me talk about one of my favorite elements of a good candidate: enthusiasm-can it get you hired?

On the NASHRM chapter blog, RocketHR, I discussed good work etiquette and not making a bad impression: termination for bad manners? (don’t miss my funny SlideShare presentation at the bottom!)

And finally, Laurie Ruettimann told me to write something about SHRM and how they can stop doing things poorly, so of course I jumped at the chance: SHRM-3 recommendations from a new member.

Just a little bit of my brain floating around the interwebs these days. Anything in there interesting or enjoyable? What’s your favorite piece?