Tag Archives: Kris Dunn

HRM Conference: Social Media with Kris Dunn and Dawn Hrdlica

Yes. I know how to use social media. But I want to be in the middle of a group of HR professionals who battle in the trenches every day and hear what they want to know about the social stuff. While I love doing what I do, I understand that there\’s a whole other world out there of people who could really use this stuff (if only they knew how or what to ask). That\’s why Project:Social was started.

By the way, I\’m coming to you from the Human Resources Management Conference in Tuscaloosa, Alabama. Check back for more coverage of the event!

The fun for me actually started before the actual session. I had the opportunity to share my lunch hour with Dawn and we talked on HRevolution, deep career issues, and blogging. Plus I got to show off pictures of my girls. Always fun. :-)

Killer Quotes

“[Why did I start using this stuff?] I just wanted to start learning about social media for recruiting.” Dawn Hrdlica-Burke

I\’ve received more than I\’ve given with social media/blogging. That\’s why I do what I do. -Kris Dunn

Your handbook is already there to help remove people who have a major error in judgment. Don\’t need a special social media policy. –KD

“Hey, nobody died” (in defense of asking forgiveness, not permission, for testing social tools). –KD

Who I follow in social media: not only people who put out content, but also people who share other resources that are not theirs that are helpful to people in the profession. –KD

I never trust a blog that blocks comments. Controlling the conversation doesn\’t work. –Dawn

social media + HR: Employer branding, recruiting, and career advancement for HR in a digital world

Ten reasons to use social tools

  1. Sucks to be a dinosaur (don\’t be leapfrogged on strategy)
  2. Rock and roll is dead (so is print)
  3. Elvis,Tony Soprano, and the internet (other generations thought they were fads)
  4. elearning is turning into ulearning (don\’t wait on content from SHRM/HRCI)
  5. Toby from the Office (show that you are growing/engaged)
  6. You\’re so vain (Have you googled yourself? What does it say about you?)
  7. I trust people I meet on the net (people with online brands)
  8. You can build professional authority without posting beer bong pics (it’s really not hard to keep it professional)
  9. Network/connections will drive knowledge transfer (be involved to observe what\’s going on)
  10. There\’s better food at the Marriot than at the Motel6 (market pays for rare skills (social media, for instance))

Pitfalls, Landmines, and other practical advice for HR rockstars in the trenches: You say you want a social media revolution

Ten barriers to social tool usage

  1. Don\’t have the access (54% are blocking completely, 90% blocking some)
  2. Don\’t have the tools (already have other stuff filling my work slate, is there room for another piece?)
  3. Underestimating the time (posting a job=5 minutes of work, building a network of social contacts=greater than 5 minutes)
  4. Being overwhelmed (start small—lurk/observe!)
  5. I don\’t get it (well, your grandma does)
  6. My company won\’t let me go public (go internal!)
  7. IT and marketing took over my world (be prepared and be a partner,  not a flunkie)
  8. Where\’s my ROI (time vs. dollars)
  9. I fought the law (don\’t be stupid)
  10. You, you control freak (can\’t control every other conversation, so don\’t try this either)

My thought: The fact that companies don\’t really trust end users/employees is where a lot of the friction (blocking social sites) comes from. If you didn\’t trust them, why in the world did you hire them?

Human Resources Management Conference-I’m going!

ua human resources management conference banner

I was looking through some old emails the other day, and I saw someone mention the Human Resources Management Conference. I thought it sounded interesting, so I clicked through expecting to see a small, local event that might be semi-interesting to attend. Then my jaw dropped. This event is loaded with amazing speakers, great content, and it’s in its 56th year! Wow. So I reached out to the conference organizers to see if I could cover the event for them, and they quickly got back to me with a press pass. This is going to be pretty sweet!

What I’m looking forward to

There are several sessions I am planning to attend (although this could change with the flow of the day). Check out the descriptions from the event brochure to see what kind of cool stuff I have to look forward to!

  • Leadership GPS – Growth, Performance, Sustainment®What is your organizational direction? Are you ready to emphasize growth over survival?Are you ready to demonstrate to your organizational leaders that they are vitaland valuable? Are you ready to re-calibrate your organizational GPS? This lively andinteractive session addresses the basic foundations for leadership training that canactually improve the business bottom-line.
  • Managing For High Performance and Retention: Key Drivers of Employee Engagement – Based on extensive analysis of data from 90,000 employees around the world, this presentation discusses the top 10 ways in which managers can drive higher levels of performance and commitment from the workforce. It specifically examines how managers directly and indirectly drive employee performance through engagement. Further, the presentation considers how the manager influences employee engagement with the broader organization in addition to the team and to the employee\’s immediate work.
  • Social Media as an HR Tool: How It Can Help and How It Can Hurt – Does your organization twitter, blog, wiki, link in and have “face” time on the web? This timely session focuses on not only using social media as an HR tool for recruiting, screening, training and development, building a community image and more, but also covers social media liabilities – what is being used against companies that you should avoid. Our presenters teach how to use social media in HR while watching out for pitfalls and liabilities.
  • On the Recruiting Trail – It\’s now widely recognized that HR is a key function in driving business forward and influencing business strategy. Companies are more aware of the value and importance of HR functions and the need to recruit and retain the best workforce. Companies also demand that diversity of thought and experience be brought to the table to address their needs in a more comprehensive way. From the Strategy Model to the Intake Model this session takes a look at how to automate and accelerate each step in the recruitment process.

Why this event is unique

Although I’m not a big football fan, since it’s held on the University of Alabama campus, everything has a football theme to it. Scoring, half time, and tailgating are just a few of the terms that run through the agenda, and I love to see people having fun and breaking the mold of conference customs. :-)

If you’re in the Alabama area and think you might like to attend, here’s the link to sign up online.

On a side note, hopefully I’ll be able to wrangle Kris Dunn into a conversation. Only had the opportunity to meet him once before but definitely looking forward to it again!

I’ve had some major conference envy recently with everyone attending other events, so now it’s my turn to attend a killer show and bring the content to you live!

The HR Capitalist Challenge

Kris Dunn NASHRMOkay, so I may have made up the name for the HR Capitalist Challenge (HRCC), but I didn’t make up the idea. Kris Dunn wrote a post last week about having passion for what you do. Like KD, I firmly believe that being passionate about what you do will put you ahead of so many others.

Pause: If you don’t know who Kris Dunn is, then you might want to check out his site linked above. He’s a pretty cool guy. The photo you see here is from when he came to my local SHRM chapter and spoke about using social media as a business professional. You can see from the line that he was pretty popular.

So what’s the HRCC, the thrill-inducing topic of this post? In his article, Kris talked about three questions that really show what your passion looks like. I’m going to answer the questions for myself. I’m also forwarding the challenge onto the rest of you. Continue reading

Rules for New HR Professionals

If you\’re a fan of Fistful of Talent (I made it into the top 1 zillion blogs over there at some point or another. Boo-ya!), then you may have seen the recent FOTV video where Kris Dunn, AKA the HR Capitalist, gave his rules for new HR professionals to succeed. While he had to be succinct in the video, I had the opportunity to discuss it with him in person recently. He reiterated his points and made sure that I understood completely where he was coming from. His main ideas are in bold, and my own commentary follows each point.

Know HR and Execute

If you\’re going to build some credibility as a new HR professional, then you\’re going to have to prove that you know your stuff. If you are a dunce when it comes to HR matters, then no amount of passion or people skills will get people to follow your lead. If you have to take some classes, get your certification, or just do more in the area of career development, don\’t let anything stand in your way from being knowledgeable in the HR arena.

Have an opinion. (passion=credibility)

Too many HR professionals are afraid to put their foot down and stick to their guns. If you want to show people that you\’re a wishy-washy, spineless drone, then don\’t ever take a stand on anything. And let me know how that goes for you. Probably not well.

Another point that he made in the video was that passion equals credibility. It was a quick comment mentioned in passing, but it was the phrase that struck me the hardest. Passion equals credibility. Is that really true for a new HR professional? If I\’m passionate about something, does that mean that I\’m automatically credible? I can\’t say that it will always be true, but I could make the case that if you\’re sufficiently passionate about a certain topic (HR, perhaps?), then you would certainly be credible as well.

Communicate in multiple ways

All too many of my generational brethren are completely incapable of expressing themselves. Whether it\’s face-to-face, written, or just verbal communication, each has a definite impact on your ability to succeed as a new HR professional. Know how to express yourself verbally, nonverbally, and in the written form. It will make an amazing difference. I\’ve always written fairly well, but once I started writing on a daily basis, I realized just how much better my overall communication skills had become.

So, if you\’re a new HR professional, and you\’re looking for some tips on how to be successful, then I think you should be focusing on these items at the very least. I think you\’d be surprised at how much of a difference it will make in your own career. And if you have another rule for new HR professionals, then please drop it in the comments below. I’m collecting these for an upcoming project, and I’d love to have more input.