Communicate Like An Executive To Get Your Ideas Heard

Do you want to be a leader who gets noticed by the C-suite, and is known as someone who can add value to any strategic conversation? Then you must learn to communicate like an executive – whether you hold an executive title, or not.

In order to be heard; in order to present effective business cases; in order to get approval to make the changes you want to make; you must be able to communicate in a way that executives can relate to, and understand.

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Who wants to go to Sioux Falls, South Dakota in the middle of winter? I do!

I’m honored to have been invited to join in on the first DisruptHR Sioux Falls event on March 9, 2017. They’re even going to let me speak twice, which means double the fun!

Date: March 9, 2017
Event: DisruptHR Sioux Falls
Topic: "Next Practices vs Best Practices: The Different Between Disruption And Destruction Of HR
Sponsor: DisruptHR Sioux Falls
Venue: The Bakery
Location: 910 N Main Ave
Sioux Falls, South Dakota 57104
United States
Public: Public
Registration: Click here to register.

To inquire about Jennifer's availability for your upcoming event - http://unbridledtalent.com/contact

4 Steps to Build An Effective Business Case and Gain Executive Approval

As a business leader, you fill a critical role inside your company. You lead or initiate key projects that can positively – or negatively – impact business performance.


As a result, you must master the art of building (and selling) an effective business case in order to gain executive approval to implement key strategies necessary to achieve strategic business objectives.

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I’m thrilled to be a part of the Only Human Conference, which will be held in Reykjavík, Iceland February 23 – 24, 2017!

At the conference, I’ll be sharing about The Future of HR in the opening keynote address, and will also be leading a 1/2 day workshop the second day on the strategies and mindset necessary for HR leaders to be viewed as business leaders in their organizations, and to contribute maximum value.

And if all goes well, I’ll manage to find an Icelandic horse, and take a tolt around the country! 🙂

Date: February 23, 2017—February 24, 2017
Event: Only Human Conference
Topic: The Future of HR: 4 Strategies to Meet Business Challenges and Deliver Maximum Impact on Results
Sponsor: Only Human Events
Venue: Icelandair Hotel Reykjavik Natura
Location: Nauholsvegur 52
Reykjavík
Iceland
Public: Public
Registration: Click here to register.

To inquire about Jennifer's availability for your upcoming event - http://unbridledtalent.com/contact

How Does A CHRO Add Value In An Organization?

Last September, I had the opportunity to attend and speak at the 2016 IBM HR Summit, held in Boston Massachusetts.

While at the Summit, I enjoyed learning more about more about how Fortune 1000 HR and business leaders are addressing challenges and creating opportunities in the areas of candidate experience, employee experience, talent analytics, workforce science, and cognitive solutions.

I also had the opportunity to share some of my thoughts in this 2-minute video below about the challenges CHRO’s face, how they can add value, and how the role of human resources is evolving.

What do you think? What’s ahead for HR and CHRO’s in 2017?

Making The Case For Change In Order To Hire The Talent You Need

Is your organization struggling to attract and recruit talent with the skills and experience needed to remain competitive, and grow?

If so, you’re going to need to rethink your recruiting process, and explore new avenues for hiring, and recruiting globally could be one path you choose.

Click the link below for my latest post on VISANOW’s blog to understand how to successfully approach introducing a global hiring strategy in your organization:

Making The Case For Changemaking-the-case-for-change-november-8-2016

The Difference Between BEST Practices And NEXT Practices In Recruiting

Earlier this year, I gave keynote presentations at the Minnesota Recruiters Conference, and the Philadelphia CareerBuilder Roadshow on the topic: “The Challenge Ahead For Recruiters Is Clear – Which Path Will You Choose?”

The Difference Between Best Practices And Next Practices In Recruiting

My goal with this presentation is to challenge recruiters and talent acquisition leaders to think creatively about how to approach recruiting talent now – and in the future – and also to consider whether following “best practices” will lead to success if everyone else is doing the same thing.

The folks at CareerBuilder did a great job of summarizing several of the key points from the program, and have used the information to put together an informative guide titled: “From Best Practices To Next Practices: Your Guide To The Future of Recruitment”.

You can download the free 11-page resource here.

Download Your Guide To The Future of Recruitment

Topics covered in the presentation and summary guide include:

  1. Finding People For Jobs vs. Matching People With Work
  2. Recruitment Marketing vs. Relationship Marketing
  3. Employer Branding vs. Employee Branding
  4. Job Ads vs. Sales Copy
  5. External Hires vs. Internal Hires
  6. Employee Referral Bonuses vs. Employee Referral Education
  7. Talent Communities vs. Resources For Communities

Future recruitment success means choosing a path of creativity and innovation in your recruitment strategy, which is imperative as the competition for top talent continues to heat up. I believe the difference will be made based upon whether you choose to implement BEST practices or NEXT practices in recruitment.

The choice is yours to make. Which path will you choose?

 

5 Mistakes Successful Speakers Never Make

I make my living as a professional communicator, which means I have the honor of speaking with audiences at over 50 corporate, association and conference events each year. Whenever possible, I like to attend other sessions at these events – because I enjoy learning, and I also want to watch great speakers, so I can continue to grow and improve as a speaker myself.

Last year, I attended a conference breakout session led by a speaker with an impressive title. His bio listed many professional accomplishments and years of experience in a topic that I was very interested in learning more about. Even though his session was scheduled a few hours before my closing keynote, I made a point to get to the venue early in order to take advantage of the opportunity to learn from him.

Unfortunately, very quickly into the 75 minute session, it became clear that learning was going to be a challenge. Even though his professional experience and accomplishments related to the subject were impressive, the speaker conveyed zero excitement or passion for the findings of the case studies and research that he was sharing, and he didn’t seem to care at all about connecting with the the audience.

Pretty soon, in an effort to salvage the time investment as a learning opportunity, my note taking shifted towards capturing quotes and actions from the speaker that affected my ability to learn from him.

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I’m honored to be included among the 50 Most Game-Changing Influencers In Recruitment, according to devskiller.com!

If you’re interested in talent acquisition, candidate experience, employer branding and recruitment, the folks on this list are great to follow and learn from.

Date: February 16, 2016
Appearance: 50 Most Game-Changing Influencers In Recruitment [DevSKiller]
Outlet: DevSKiller
Format: Other