The Most In-Demand Skills and Competencies for the Future of HR

Wanted

Recently, WANTED Analytics published the “20 Most In-Demand HR Skills” – compiled by listing the most commonly specified tools, technologies and other skills that people in the HR field are required to have based upon online job ads.

WANTED’s list included:

  1. Oracle HRIS
  2. Legal compliance
  3. Oracle PeopleSoft
  4. Applicant Tracking Software (ATS)
  5. Human Resource Information Systems (HRIS)

Click here to see the full list of 20 “in-demand” skills.

I must say that I was disappointed in the content of this list – but not necessarily surprised. As is often the case, it appears that when companies are searching for HR talent, their wish-list is filled with administrative and compliance focused activities.

Boo.

At the same time, the HR profession is maligned and impugned for being focused on process over innovation and administrivia over enabling success in the organization.

But I don’t blame HR. I blame the leaders of organizations who haven’t changed their perceptions, expectations or hiring requirements (see above) for the function that touches every aspect of an organization’s unique competitive advantage – their people.

Over the years, I’ve spoken with many CEO’s and business leaders who bemoan the fact that HR isn’t a strategic partner in their organization, while at the same time compensating their HR professional well below other leaders in the company and also marginalizing their ability to contribute by not including them in discussions beyond policies, payroll and benefits.

In one specific conversation with a CEO who wanted to replace his current Director of HR for not being “strategic”, I asked him how he would describe a strategic HR professional. His response? “Someone who takes care of all of that HR stuff so I don’t have to talk to them.”

Unrealistic.

To get the most out of the HR function, the mandate of every business leader should be to view the department not just as an administrative or “people” function, but as a business function critical to execution of the strategic plan of the company – and to staff this critical business function with the best and brightest talent available to ensure the organization’s success.

Why?

Because the caliber and quality of the talent in the Human Resources/Talent Acquisition functions has a direct effect on the caliber and quality of talent that an organization is able to attract, recruit and retain.

I think the list of the Most In-Demand HR Skills and Competencies for the Future of HR should look more like this:

  1. Strategic thinking
  2. Decision-making
  3. Data analysis
  4. Predictive-modeling
  5. Organizational design
  6. Coaching and influencing
  7. Recruiting/Talent acquisition
  8. Content marketing
  9. Financial acumen
  10. Technology/Information Systems

Let’s stop giving attention to what HR doesn’t do or why HR isn’t needed anymore, and instead focus on hiring and developing HR Leaders with the skills, talents and abilities necessary to have maximum impact in their organizations and within their profession in the future.

Question: What would you add to the list? Leave a comment to let me know what we should expect from HR professionals of the future.

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of leadership development, executive communication skills and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

Dealing With Difficult Employees: What Not To Say [Entrepreneur.com]

As a Leader, it’s part of your job to sometimes have difficult conversations with employees. But nobody likes doing this, so it helps to prepare how you’ll handle the situation in advance.

Recently, myself, Donna Rogers and Susan Strayer LaMotte were asked to share some tips on what to say/what not to say during difficult situations in an article on Entrepreneur.com – Difficult Conversations: What Not To Say.

Entrepreneur.com logo

Here’s a tidbit from the article with my views on what can happen when an employee is angry and ready to unload:

As the person delivering awkward or unpleasant news to a staffer, you often try to make yourself feel better by giving the employee time to defend themselves, but this often disintegrates into an arguing and finger pointing. This then puts you in a defensive posture. “It almost always goes south the more explanation you provide,” says McClure. “If then you get some small fact wrong, it distracts from the actual conversation and you are both on the defensive.

Read more about how to handle this type of difficult situation, as well as two others by checking out the entire article on Entrepreneur.com.

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of leadership development, executive communication skills and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

How Does Human Resources Use Social Media? [Infographic]

Social Media

Recently, BLR’s HR Daily Advisor published the results of their HR Trends survey – sponsored by SuccessFactors.

Although the size was relatively small (300 HR Practitioners), the survey results offer some interesting and specific insights about how HR professionals are utilizing social media in the workplace. Top areas identified for social media integration included:

  1. Recruiting
  2. Employee Communications
  3. Training
  4. Onboarding
  5. Teambuilding

Check out some of the specific responses related to How HR Uses Social Media in the infographic below and download a free copy of the full HR Trends survey results, which includes additional information and insights regarding current practices for retention and engagement, formal programs for tracking and development and key HR metrics.

BLR's 2013 Social Media Infographic

BLR’s 2013 Social Media Infographic: By HR.BLR.com

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of leadership development, executive communication skills and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

ROWE: Can We Afford To Manage By Results Only?

Results Only Work Environment

While attending a conference earlier this year,  I had the opportunity to hear from the Founders of CultureRX – Cali Ressler and Jody Thompson – who are also the authors of “Why Work Sucks and How To Fix It” – described as a field guide for how to operate in the new world or work. During their talk, Cali and Jody shared more about why they believe that it’s not Managers that suck in today’s workplace, it’s the way that we manage people that sucks.

Ressler and Thompson came to this conclusion several years ago while working at the corporate offices of Best Buy and dealing with some of the challenges associated with Best Buy’s “flexible work environment”. Cali (a frustrated department Manager) was constantly fielding questions from her team about what they could and could not do within the confines of the flexible work schedule policy – and Jody (a Change Implementation Manager) was assigned to work with her to resolve these issues.

To overcome many of the challenges created by a system where the clock was the foundation for how work is judged (“Sally worked 60 hours last week” or “Jim worked all weekend.”), Ressler and Thompson ultimately concluded that the definition of work needs to be changed. Work is no longer a place you go, it’s something you do – and defining work as a specific place and a specific time was an industrial age idea that was no longer the reality in the workplace.

With the advent of “knowledge work”, the world of work has evolved to the point that work is no longer defined as “Time + physical presence = results”. Now, the focus should be on the results of work – not on how the work gets done. Hence the concept of ROWE (Results Only Work Environment) was born, where each person is free to do whatever they want, whenever they want, as long as the work gets done – and Managers don’t manage people or time and place, they manage the work.

With the ROWE concept, the Managers don’t dictate the “How” of work – they focus on the “What” of work. Everyone is measured on results – not just the knowledge worker. Work is objective, not subjective. Managing people, in the sense that “we must all be present in the office in order to communicate and collaborate” is outdated. In a ROWE environment, it’s about managing work – “the deadline for the deliverable is Friday, May 10th at 2pm”. As a result, the Manager is able to go from Hall Monitor to Coach and Mentor.

For many Managers and Human Resources professionals, the concept of ROWE may conjure up thoughts of anarchy and employees running amok, but Ressler and Thompson are quick to point out that in order to make ROWE work, there must be consequences if there are no results. ROWE only works if there is both 100% accountability along with 100% autonomy. In short, “no results, no job.”

I must admit that I like the concept of ROWE and I do believe that a majority of employees, if given the opportunity, will do what it takes to get their work done within established guidelines. But there’s almost always that same old 20% that ruins it for everybody. They’re the ones who don’t play well with others and do just enough to get by. They’ll hit their results, but someone in the 80% typically has to step up and take up their slack.

I’m also not sure that the ROWE concept works in all types of environments (although Ressler and Thompson say that in their consulting experience, it does). As someone who’s worked with companies in a variety of industries, including healthcare, manufacturing and food service companies, I see some difficulty in implementing an “every person is free to do whatever they want, whenever they want as long as the work gets done” philosophy.

So what do you think? Do you have experience with ROWE in your workplace? Does it work, or is this something that sounds good in theory, but not always in practice?

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of people strategies, leadership development and career growth. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact Us to schedule an event or to discuss our strategic consulting and advisory services.

Using Social Media In HR & Recruiting [SLIDESHARE]

Since signing up for a LinkedIn account in early 2006 (member #5,852,039 here), I’ve considered myself a “Social Media Anthropologist”, because I love to study how social media affects the entire employment process – from personal branding, job search, employment branding, recruiting, human resources and employee development.

During that time, I’ve sought out and followed many of the pioneers in our industry who are leading the way and companies who are implementing “best practices” – and I’ve utilized social media to expand my network, attract and recruit talent, communicate with employees and build my personal/business brand.

In the last 8 years, I’ve had the opportunity to share what I’ve learned (and what I’m learning) with business leaders at a variety of industry and corporate events, and I often share those presentations privately with my clients via my Slideshare.net account.

Recently, I opened up several of my previous presentations for public access on Slideshare and I’d like to share one of my Using Social Media In HR & Recruiting presentations from 2012 with you here.

Since the world of social media is constantly changing, this presentation is constantly evolving and regularly updated. The latest version will be the basis for my upcoming pre-conference workshop at the 2013 Louisiana SHRM Conference in Baton Rouge on April 7, 2013. In this workshop, we’ll be digging deeper into developing a social media strategy, choosing tools, managing time and content, as well as “social” recruiting.

I’m looking forward to learning more and sharing more about how social media impacts the employment process in 2013!

Share Your Feedback:

I’d love to hear from you on the challenges you face with implementing a social media strategy in your organization. What do you want to learn more about? What’s new and exciting to you? Share with me in the comments and help me to make 2013′s presentations even better!

 

Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of recruiting & human resources strategy, employment branding and leadership/career development. We offer keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services. 

What Do CEO’s Expect From Strategic HR Leaders?

Recently, Human Resource Executive Online (a great publication worth reading) republished a interesting checklist from Bloomberg Businessweek listing “What CEO’s Expect from CHRO’s”.

I’m kinda in love with this list, so if you’re HR, (even without the lofty title of CHRO), check it out. Ensuring that you’re focusing your time, energy and efforts on these activities is a great way to position yourself within your organization as an HR/Business Leader.

What CEO’s Expect From CHRO’s

  • Collaborating to design and communicate a Vision for the company.
  • Building a pipeline of qualified, energized people to fuel the company?s growth.
  • Selling the company to the “talent population”, in person, via traditional media and online.
  • Reinforcing a culture that emphasizes ingenuity over irrelevant, one-size-fits-all metrics.
  • Teaching all employees, starting with the CEO, to tell the truth at work.
  • Shifting the HR function away from a break/fix model to an embedded function in every business segment.
  • Installing just enough HR process to meet the company’s regulatory compliance needs but not so much that people are stymied or infantilized.
  • Building a culture of collaboration that fuels every important program at the company.
  • Asking team members every day for input on business activities, their own careers, and life in general — not via a sterile, once-a-year employee engagement survey.

Source: Bloomberg Businessweek
September 19, 2012

What would you add to this list?

Want to learn more about making the leap from HR Leader to Business Leader? I’ll be reprising my 2012 SHRM Annual Conference & Exposition mega session at the upcoming 2012 Nonprofit HR Conference on October 8th in DC and at the 2013 SHRM-Atlanta HR Conference April 29 – 30, 2013. Check out more upcoming events on my Speaking & Conference Schedule HERE!

The Conference Board’s Senior HR Executive Conference [Discount Code]

As I’ve said before, I love attending events put on by the folks at The Conference Board. Their conferences and events always feature top-notch quality speakers from leading companies, great content and some great networking opportunities!

The good news is that I have the opportunity to attend another Conference Board event this year – The Senior HR Executive Conference – on November 15th and 16th in New York City – and the even better news is that I’ve got a Discount Code for you if you’d like to attend too.

Enter the Discount Code “JM1″ when registering and you’ll save $500 off of the registration price!

The Senior HR Executive Conference will be held at the New York Marriott Dowtown and the focus of the conference is – “The Future of Work: Growth, Innovation & People.

Details from the conference website and scheduled speakers include:

In spite of the recent negative economic news, growth and innovation remain critically important.  In fact, now more than ever, companies must continue to focus growth through innovation to remain competitive. At the heart of that agenda is the workforce, getting the right people in place, the right culture to grow and innovate. The 2011 Senior HR Executive Conference is a must attend event for all HR professionals. This year the conference has been extended with specialized breakout sessions on each day to add breadth and depth to the event, featuring:

  • Expanded content – two full days of sessions which include two afternoons of tracked, highly interactive sessions, focusing on Management & Process, Issues & Strategies and Talent & Leadership
  • Insights from world-class companies on developing a workforce that is productive, innovative and engaged
  • Keynote sessions and CHRO panels focused on innovation and talent, leadership, global growth and the future of the organization
  • Facilitated, interactive, improvisational workshops on how to think different, lead and collaborate

Confirmed Speakers Include:

Archana Singh, Corporate Vice President, AMD
Steve Hinden, Vice President, Executive Compensation, American Express
Shirley Gaufin, Chief Human Resources Officer, Black & Veatch
Lynne Oldham, Head of Human Resources, North America, BNP Paribas
Richard Stephens, Senior Vice President, Human Resources and Administration, The Boeing Company
Rosalyn Taylor O’Neale, Vice President, Chief Diversity & Inclusion Officer, Campbell Soup Company
Bill Adams, Senior Faculty, Center for Creative Leadership
Brenda Dennis, Strategy and Planning, Cisco
Tana Cashion, Vice President, Human Resources, Devon Energy Corporation
Nadia Owens, Vice President, Total Rewards, DIAGEO
Judith Edge, Corporate Vice President, Human Resources, FedEx Corporation
Glenn Gilkey, Senior Vice President of Human Resources, Fluor Corporation
Nicholas Garbis, Strategic Workforce Planning Leader, GE Energy Global Strategy and Planning
Jared Lucas, Director, Human Resources, LinkedIn
Tanya Srepel, Vice President, Human Resources, Strategies and Global Initiatives, General Mills
Caroline Stockdale, Senior Vice President and CHRO, Medtronic Inc.
Patricia Milligan, President, Human Capital, Mercer
Brian Kelly, Partner, Mercer
Monique Matheson, Vice President, Human Resources, North America, Nike
Johnna Torsone, Executive Vice President and Chief Human Resources Officer, Pitney Bowes
Paul Salvatore, Co-chair of the Labor and Employment Law Department, Proskauer
Susan Schmitt, Senior Vice President, Human Resources, Rockwell Automation
Pamela Culpepper, Senior Vice President, Global Diversity and Inclusion Officer,PepsiCo
Jennifer Mann, Vice President, Human Resources, SAS

Join executives from: AES, Allstate, Avnet, BNP Paribas, Central Intelligence Agency, Comcast, H.J. Heinz, Jostens, Nationwide Insurance, New York Life, Newmont Mining Corporation, PricewaterhouseCoopers LLP, The Cheesecake factory, Thomson Reuters,  U.S. Department of the Navy, and many more!

Download the full conference agenda HERE.

REGISTRATION DETAILS
To register (don’t forget your Discount Code of “JM1″), or for more information: visit www.conference-board.org/hrexecutive or call (212) 339-0345.

 

Note: I’ll be attending the Senior HR Executive Conference as a guest of The Conference Board in order to share with my network and clients some of my learnings from the event, but I’m not asked to say/write anything other than my personal insights. Just wanted you to know.

Top 100 HR & Recruiting Industry Pros To Follow On Twitter (2011)

One of the more popular posts on this blog is “Who Should Recruiters Follow On Twitter? 100+ Suggestions“, so for this week’s “Top __” list, I’ve created an “updated and improved” version of that list to share with you.

The list includes a variety of professionals in the HR and Recruiting spaces – not just practitioners (although there are many). The list also includes consultants, a few pundits and maybe even a “thought leader” or two. In other words, it’s a good mix of people throughout the industry who share a variety of perspectives and includes many people who’s entire day-job is to study and share best practices with me and you.

Since there are many, many HR & recruiting professionals using Twitter, I wanted to try to create a “Top 100″ list of people who are truly engaging and are providing value that is recognized by their Followers. As with prior lists I’ve created, my methodology is not perfect – but at least it’s consistent. To create this list, I looked at hundreds (yes hundreds) of Twitter accounts where Human Resources, HR, recruiting, etc. were mentioned in the person’s bio. (So if you’re not on this list and you think you should be, check your bio to ensure you have the right keywords included for which you want to be found.)

And while people are “ranked” on this list, it certainly doesn’t mean some are better than others. These tweeters come in all flavors. Some are verbose. Some savor their words – quality over quantity. Some share a lot of links. Some include quite a bit of their personal lives in their tweets. But all tweet about HR & recruiting at some point.

Methodology:

  1. Only individual accounts were included (i.e. no company accounts or multi-contributor accounts.)
  2. Accounts were ranked on number of Followers, Twitter Grader score, Klout and the number of Twitter Lists they have been added to by their followers. Each category was ranked 1 – 100 and weighted equally. My goal in using these measures was to not just look at who’s got the most Followers, but also their reach, influence and effect on their Followers.

Want to follow individuals on this list? Click on their Twitter name to check out their Bio and follow or click on this TweepML icon to see/follow the entire list.
Blue

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 Top 100 HR & Recruiting Industry Pros To Follow On Twitter (2011)

1. Jessica Miller-Merrell (CEO – Xceptional HR) @blogging4jobs

Follower: 58278                        Grader: 100            Klout: 77           Listed: 1388

 

2. William Tincup (CEO – Tincup & Co.) @williamtincup

Followers: 51007                        Grader: 100            Klout: 72            Listed: 958

 

3. Craig Fisher (Vice President, Sales – Ajax Social Media) @Fishdogs

Followers: 25045                        Grader: 100            Klout: 70            Listed: 893

 

4. Laurie Ruettimann (Principal Strategist – Starr Tincup) @lruettimann

Followers: 14327                        Grader: 100            Klout: 70            Listed: 893

 

5. Jennifer McClure (President & Chief Talent Strategist – Unbridled Talent LLC) @JenniferMcClure

Followers: 13494                        Grader: 100            Klout: 70            Listed: 1123

 

6. Jenny DeVaughn (Manager, Social Media & Employment Branding – Waste Management, Inc.) @JennyDeVaughn

Followers: 9648                        Grader: 100            Klout: 66            Listed: 1619

 

7. Steven Rothberg (President & Founder – CollegeRecruiter.com) @StevenRothberg

Followers: 88963                       Grader:  100            Klout: 60            Listed: 2190

 

8. Michael Long (Head of Culture Branding – Rackspace Hosting) @theredrecruiter

Followers: 22179                        Grader: 100            Klout: 64            Listed: 850

 

9. Meghan M. Biro (Principal & Founder – TalentCulture, LLC) @MeghanMBiro

Followers: 12941                        Grader: 100            Klout: 65            Listed: 848

 

10. Paul Debettignies (VP Recruiting & Co-Founder – HireCast Consulting) @MNHeadhunter

Followers: 8215                        Grader: 100            Klout: 70            Listed: 759

 

11. Bill Boorman (Founder – @BillBoorman) @billboorman

Followers: 8108                        Grader: 100            Klout: 69            Listed: 810

 

12. Jim Stroud (Director of Sourcing & Social Strategy – Bernard Hodes Group) @jimstroud

Followers: 11103                        Grader: 100            Klout: 68            Listed: 588

 

13. Margo Rose (Social Media Recruiter – Jackson National Life) @HRMargo

Followers: 8366                        Grader: 100            Klout: 66            Listed: 830

 

14. Gautam Ghosh (Product Evangelist – Qontext, Inc.) @GautamGhosh

Followers: 6495                        Grader: 100            Klout: 71            Listed: 880

 

15. Michael VanDervort (Social Media Community Manager – Publix) @MikeVanDervort

Followers: 11225                        Grader: 100            Klout: 64            Listed: 651

 

16. Joe Gerstandt (Speaker/Facilitator/Writer – joegerstandt.com) @joegerstandt

Followers: 9085                        Grader: 100            Klout: 66            Listed: 554

 

17. Morgan Missen (Head of Talent – foursquare) @mm

Followers: 13337                        Grader: 100            Klout: 65            Listed: 481

 

18. Mark Stelzner (Founder – Inflexion Advisors) @stelzner

Followers: 9152                        Grader: 100            Klout: 65            Listed: 578

 

19. Jason Buss (VP, Talent Acquisition & Diversity – Ameriprise Financial) @jjbuss

Followers: 45887                        Grader: 100            Klout: 56           Listed: 852

 

20. Bill Vick (Principal – Vick & Associates) @BillVick

Followers: 13108                        Grader: 100            Klout: 60           Listed: 742

 

21. Kevin W. Grossman (Chief Marketplace Evangelist – HRMarketer.com) @KevinWGrossman

Followers: 7857                        Grader: 100            Klout: 70            Listed: 469

 

22. Shally Steckerl (Executive Vice President – Arbita) @Shally

Followers: 11106                        Grader: 100            Klout: 64            Listed: 490

 

23. Steve Boese (Director, Talent Management Strategy – Oracle) @steveboese

Followers: 6941                        Grader: 100            Klout: 66            Listed: 589

 

24. Jim Durbin (Managing Principal – Social Media Talent) @smheadhunter

Followers: 7343                        Grader: 100            Klout: 62            Listed: 900

 

25. Moises Lopez (Health Sourcing Lead – Accenture) @Moiseslopez

Followers: 16474                        Grader: 100            Klout: 58            Listed: 568

 

26. Recruiting Animal (Recruiter – Self Employed) @animal

Followers: 6880                        Grader: 100            Klout: 65            Listed: 578

 

27. Mike Ramer (President – Ramer Search Consultants, Inc.) @MikeRamer

Followers: 11296                        Grader: 100            Klout: 55            Listed: 603

 

28. Irina Shamaeva (Partner, Chief Sourcer – Brain Gain Recruiting) @braingain

Followers: 14192                        Grader: 100            Klout: 52            Listed: 662

 

29. Rich DeMatteo (Co-Founder – Bad Rhino, Inc.) @CornOnTheJob

Followers: 5609                        Grader: 100            Klout: 66            Listed: 544

 

30. Amybeth Hale (Editor – The Fordyce Letter & SourceCon – ERE Media) @researchgoddess

Followers: 6561                        Grader: 100            Klout: 65            Listed: 479

 

31. Andy Headworth (Founder – Sirona Consulting) @andyheadworth

Followers: 6963                        Grader: 100            Klout: 65            Listed: 445

 

32. Greg Savage (Founder & CEO – Firebrand Talent Search) @greg_savage

Followers: 7557                        Grader: 100            Klout: 66            Listed: 371

 

33. Trish McFarlane (HR Business Partner – St. Louis Children’s Hospital) @TrishMcFarlane

Followers: 6899                        Grader: 100            Klout: 60            Listed: 634

 

34. Bryan Wempen (EVP & Candidate Experience Expert – PeopleClues) @bryanwempen

Followers: 16462                        Grader: 100            Klout: 63            Listed: 318

 

35. Kris Dunn (Partner & Chief Human Resources Officer – Kinetix) @Kris_Dunn

Followers: 6894                        Grader: 100            Klout: 64            Listed: 454

 

36. Charlie Judy (Global Director, Human Capital Strategic Development/Operations – Navigant Consulting) @HRFishbowl

Followers: 5492                        Grader: 100            Klout: 67            Listed: 421

 

37. Susan Strayer (Sr. Director Global Employment Brand & Marketing – Marriott International) @SusanStrayer

Followers: 8554                        Grader: 100            Klout: 53            Listed: 507

 

38. Harry Urschel (Executive Recruiter/CEO – e-Executives) @eExecutives

Followers: 8049                        Grader: 100            Klout: 57            Listed: 408

 

39. Thomas Shaw (Founder & Managing Director – Recruitment Director) @ThomasShaw

Followers: 19596                        Grader: 100            Klout: 44            Listed: 656

 

40. Chris Hoyt (Talent Engagement & Marketing Leader – PepsiCo) @TheRecruiterGuy

Followers: 8487                        Grader: 100            Klout: 51            Listed: 570

 

41. Geoff Webb (CEO – Radical Events) @radicalrecruit

Followers: 4798                        Grader: 100            Klout: 69            Listed: 311

 

42. Glen Cathey (Market Vice President – Kforce, Inc.) @GlenCathey

Followers: 6254                        Grader: 100            Klout: 59            Listed: 443

 

43. Stephanie A. Lloyd (Partner/Director Acquisition Team – Deloitte) @StephanieALloyd

Followers: 7308                        Grader: 100            Klout: 53            Listed: 448

 

44. Karla Porter (Director of Workforce Development & HR – Greater Wilkes-Barre Chamber of Commerce) @karla_porter

Followers: 5575                        Grader: 100            Klout: 60            Listed: 399

 

45. John Sumser (Principal Analyst – HrxAnalysts) @JohnSumser

Followers: 5256                        Grader: 100            Klout: 62            Listed: 397

 

46. Geoff Peterson (Managing Principal – General Lead) @GeoffPeterson

Followers: 32547                        Grader: 100           Klout: 45            Listed: 428

 

47. Matt Alder (Founder & Futurologist – MetaShift) @mattalder

Followers: 5094                        Grader: 100            Klout: 63            Listed: 349

 

48. Sarah White (Talent Acquisition Process & Technology Consultant – HCMFreelancer.com) @ImSoSarah

Followers: 4745                        Grader: 100            Klout: 56            Listed: 498

 

49. Sharlyn Lauby (President – ITM Group, Inc.) @sharlyn_lauby

Followers: 7686                        Grader: 100            Klout: 49            Listed: 454

 

50. Kirk Abraham (Partner – EASTeam) @EASTeam

Followers: 26757                      Grader: 100            Klout: 42            Listed: 408

 

51. China Gorman (CEO – CMG Group) @ChinaGorman

Followers: 5532                        Grader: 100            Klout: 58            Listed: 348

 

52. Lance Haun (Community Director – ERE Media) @thelance

Followers: 4145                        Grader: 100            Klout: 59            Listed: 395

 

53. Barry Deutsch (Partner & Executive Recruiter – Impact Hiring Solutions) @Barry_at_IMPACT

Followers: 10295                        Grader: 100            Klout: 49            Listed: 311

 

54. Jessica Lee (Vice President, Talent Acquisition – APCO Worldwide) @jessica_lee

Followers: 6445                        Grader: 100            Klout: 49            Listed: 471

 

55. Jason Averbook (CEO & Co-Founder – Knowledge-Infusion) @jasonaverbook

Followers: 4678                        Grader: 100            Klout: 64            Listed: 228

 

56. Josh Bersin (CEO & President – Bersin & Associates) @Josh_Bersin

Followers: 7494                        Grader: 100            Klout: 49            Listed: 322

 

57. Miles Jennings (CEO & Founder – Recruiter.com) @milesj

Followers: 5924                        Grader: 100            Klout: 57            Listed: 259

 

58. Harry Joiner (Ecommerce Recruiter – EcommerceRecruiter.com) @EcommerceJobs

Followers: 5567                        Grader: 100            Klout: 56            Listed: 268

 

59. Kelly Dingee (Strategic Recruiting Manager – Staffing Advisors) @SourcerKelly

Followers: 5743                        Grader: 100            Klout: 49            Listed: 376

 

60. Tracy Tran (Owner & CEO – Tran Recruiting, LLC) @tracytran

Followers: 3435                        Grader: 100            Klout: 64            Listed: 283

 

61. Peggy McKee (Owner/Sr. Recruiter – PHC Consulting) @salesrecruiter

Followers: 10183                       Grader: 100            Klout: 42            Listed: 350

 

62. Traci Deveau (Process Consultant – SilkRoad Technology) @Devoted2HR

Followers: 4238                        Grader: 100            Klout: 52            Listed: 370

 

63. Steve Browne (Executive Director of HR – LaRosas, Inc.) @sbrownehr

Followers: 4654                        Grader: 100            Klout: 54            Listed: 305

 

64. Sue Marks (CEO – Pinstripe, Inc.) @SueMarks

Followers: 6508                        Grader: 100            Klout: 50            Listed: 284

 

65. Ben Eubanks (HR Generalist – Pinnacle Solutions, Inc.) @beneubanks

Followers: 4050                        Grader: 100            Klout: 51            Listed: 388

 

66. Keith McIlvaine (HR Corporate Recruiter – Victaulic) @kufarms

Followers: 4688                        Grader: 100            Klout: 52            Listed: 290

 

67. Kristi Jones (HR Consultant – Self Employed) @kjoneskc

Followers: 5639                       Grader: 100            Klout: 49            Listed: 274

 

68. Naomi Bloom (Managing Partner – Bloom & Wallace) @InFullBloomUS

Followers: 3993                        Grader: 100            Klout: 54            Listed: 272

 

69. Karen Mattonen (CVO – HireCentrix) @HireCentrix

Followers: 6979                        Grader: 100             Klout: 50            Listed: 188

 

70. Kevin Wheeler (Founder & Chairman – Future of Talent Institute) @kwheeler

Followers: 4769                        Grader: 100            Klout: 52            Listed: 223

 

71. Jon Ingham (Author, blogger, consultant – Strategic HCM) @joningham

Followers: 5171                        Grader: 100            Klout: 43            Listed: 357

 

72. Peter Gold (Managing Director – Hire Strategies Limited) @petergold99

Followers: 5636                        Grader: 100            Klout: 50            Listed: 216

 

73. Carmen Hudson (Engagement Manager, Sourcing & Social Media Strategy – Recruiting Toolbox) @peopleshark

Followers: 3544                        Grader: 100            Klout: 54            Listed: 233

 

74. Chris Havrilla (Principal – Havrilla, LLC) @havrilla

Followers: 3807                        Grader: 100            Klout: 53            Listed: 220

 

75. Jeff Lipschultz (Principal – A-List Solutions) @JLipschultz

Followers: 4785                        Grader: 100            Klout: 42            Listed: 341

 

76. Adrienne Graham (Talent Acquisition Consultant – Hues Consulting & Management, Inc.) @talentdiva

Followers: 6722                        Grader: 100            Klout: 23            Listed: 319

 

77. Christa Foley (Recruiting Manager – Zappos.com) @electra

Followers: 6488                        Grader: 100            Klout: 44            Listed: 222

 

78. Shannon Seery-Gude (Vice President, Digital & Social Strategy – Benard Hodes Group) @seerysm

Followers: 4639                         Grader: 100             Klout: 49            Listed: 224

 

79. Darryl Dioso (Lead Consultant – Resource Management Solutions Group) @DarrylRMSG

Followers: 7791                        Grader: 100            Klout: 42            Listed: 209

 

80. Shauna Moerke (HR Administrator – The Outsource Group) @HR_Minion

Followers: 3351                        Grader: 100             Klout: 44             Listed: 320

 

81. Nora Burns (Principal/Sr. Consultant – Insightful Endeavors) @NoraBurns

Followers: 4177                         Grader: 100            Klout: 47            Listed: 218

 

82. Michael Specht (HR Technology & Enterprise 2.0 Consultant – Inspect Pty Ltd) @mspecht

Followers: 4222                         Grader: 100             Klout: 43            Listed: 235

 

83. David Graziano (Talent Acquisition Specialist – Social Recruiting Strategist) @DavidGraziano

Followers: 5119                        Grader: 100            Klout: 41            Listed: 220

 

84. Ryan Leary (Sourcing Science/Sourcing Lead – Kenexa) @ryanleary

Followers: 3611                        Grader: 100            Klout; 38            Listed: 294

 

85. Stacy Williamson (Recruiter – ESPN) @RecruiterStacy

Followers: 8700                        Grader: 96            Klout: 60            Listed: 246

 

86. Arie Ball (Vice President, Talent Acquisition – Sodexo) @Arie_Ball

Followers: 4082                        Grader: 100            Klout; 48            Listed: 162

 

87. Deirdre Honner (Associate Director, Human Resources – Calvin College) @theHRmaven

Followers: 3808                        Grader: 100            Klout: 35            Listed: 233

 

88. Ryan Estis (Chief Experience Officer – Ryan Estis & Associates) @ryanestis

Followers: 2753                        Grader: 100            Klout: 52            Listed: 156

 

89. Kimberly Roden (Director of Human Resources – Cover-All Technologies) @Kimberly_Roden

Followers: 2980                        Grader: 98.3            Klout: 62            Listed: 288

 

90. Mervyn Dinnen (Content & Community Manager – Jobsite) @MervynDinnen

Followers: 2775                        Grader: 98.2            Klout: 67            Listed: 213

 

91. Susan Burns (Director, Talent Acquisition & Diversity – Bonneville Power Administration) @TalentSynch

Followers: 3536                        Grader: 100            Klout: 31            Listed: 218

 

92. Glenn Gutmacher (Recruiter – Sourcing SWAT Team Group Manager & Talent Search Architect – Avenade) @gutmach

Followers: 3789                        Grader: 100             Klout: 34            Listed: 166

 

93. Lisa Rosendahl (Human Resources Director – Veteran’s Health Administration) @lisarosendahl

Followers: 3697                        Grader: 98.5            Klout: 48            Listed: 391

 

94. Robin Schooling (Vice President Human Resources – Louisiana Lottery Corporation) @RobinSchooling

Followers: 2685                        Grader: 98.1            Klout: 64            Listed: 244

 

95. Steve Levy (Managing Director, Technology & Social Media – Twiller-Moore) @LevyRecruits

Followers: 3201                        Grader: 97.8            Klout: 62            Listed: 293

 

96. Eric Peterson (Diversity & Inclusion Manager – Society for Human Resource Management) @EPetersonSHRM

Followers: 2793                        Grader: 98.3            Klout: 63            Listed: 213

 

97. Tim Sackett (Executive Vice President – HRU Technical Resources) @TimSackett

Followers; 3098                        Grader: 98.1            Klout: 58            Listed: 264

 

98. Duane Roberts (Technical Recruiter- Andiamo! Group) @DuaneRoberts

Followers: 4097                        Grader: 100            Klout: 34            Listed: 72

 

99. Cindy Ausman (Managing Partner – Gartner Partners, LLC) @CindyRecruiter

Followers: 3618                        Grader: 100            Klout: 31            Listed: 140

 

100. Franny Oxford (Vice President Human Resources – Leedo Building Solutions) @Frannyo

Followers: 2377                        Grader: 98.1            Klout: 67            Listed: 198

NOTE: If you’re wondering how you stack up, minimum number of followers to make the list – 2,377, minimum Twitter Grader score – 96, minimum Klout score – 23, minimum number of lists – 72.

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So who’d I miss? Who are your favorites – on or not on this list?

The Conference Board’s 2011 Future Leaders Conference (Discount Code)

If you’ve taken a look at my Speaking & Conference schedule for the next few months, you’ll see that I’ll be attending and/or speaking at several really great events. I’m excited about them all for a variety of reasons and each will provide its share of takeaways, new relationships and opportunities!

One upcoming event I’d like to highlight for you (and offer you a discount code) is the 2011 Future Leaders Conference in Chicago, Illinois September 14 – 15, 2011. The theme for the conference is – “Rethinking How We Attract, Identify, & Develop High Potential & Next Generation Leadership Talent” and this conference is put on by the good folks at The Conference Board.

At this conference, attendees will:

  • Explore best-in-class approaches to attract, identify, assess, and develop emerging leaders
  • Discuss leadership development strategies, methodologies, and tools used to meet the needs of high potential talent
  • Learn about unique challenges of next generation leadership development in emerging markets
  • Network with innovative leaders and discover new ideas to drive leadership development

Over the last couple of years, I’ve attended several Conference Board events and I can say with no hesitation that they are some of the highest quality, most well-run events around. Each of their conferences include great speakers (the majority of whom are practitioners) from leading companies sharing best practices and their experiences. The Future Leaders Conference will be no exception. Check out the lineup of some of the scheduled speakers:

Padma Thiruvengadam, former Vice President, Asia Pacific/Canada Operations – Oncology, Pfizer Inc.
Kirsten Aranda, Director – Talent Management, Boeing
Marc Wenzel, Vice President of Sales and Partnerships,ThinkWise Inc.
Melanie Tinto, Senior Director, Global Talent Management, Wal-Mart Stores, Inc.
Maureen A Gillan-Myer, SVP Human Resources – Regional Head of Resourcing & Talent, HSBC North America
Bonnie Fetch, Director, People and Organizational Development, Human Services Division, Caterpillar Inc.
Tim Toterhi, Senior Director, Global Learning & Development, Quintiles
Brian Fishel, SVP Enterprise Leadership Development, Bank of America
Gary Ranker, Ph.D., The Global Senior Executive Coach
Donny Huang, Managing Partner, 4stones Cross Cultural Consulting Group
Susan B. Greer, Director, Leadership, Education and Delivery Services, IRS Human Capital Office
Sandy Mobley, Owner, The Learning Advantage
Carolon Donnally, Management and Program Analyst, Leadership, Education and Delivery Services, IRS Human Capital Office
Susan Rusconi, Head of Leadership Development, Adobe Systems, Inc.
Ronald J. Alsop, Editor, Workforce Management
John Seely-Brown, Independent Co-chair, Deloitte Center for the Edge, and Visiting scholar and advisor to the Provost, University of Southern California

This conference is a “must attend” for Human Resources Leaders, Leadership Development Professionals, Talent Management Professionals and Senior Business Leaders interested in developing high potential talent, as well as those responsible for global human resources and diversity, talent acquisition, learning and employee development, and succession planning.

For more information, or if you’d like to register and join me at The Future Leaders Conference in Chicago September 14th – 15th, visit The Conference Board’s website – www.conferenceboard.org/futureleaders  or call (212) 339-0345.

BONUS: Enter the discount code JM1 to receive $500 off of the conference registration price.

 

Note: I’ll be attending the Future Leaders Conference as a guest of The Conference Board in order to share with my network and clients some of my learnings from the event. But I’m not asked to say/write anything other than my personal insights. Just wanted you to know.

Top 25 HR Blogs Written By Human Resources Practitioners (2011)

I’ve decided to start a new series here on the Unbridled Talent blog! <insert loud cheer from the crowd>

I’ll be creating weekly Top __ lists for the HR & Recruiting industry to share as resources with my readers – and also with the audience members at conferences and events where I’ll be speaking. Hopefully, these resource lists will provide some new contacts and information that may be helpful to HR and Recruiting professionals with their professional development and daily work.

One of the most frequent questions I’m asked is is – “Who are some true HR practitioners – people working in the trenches with titles like HR Manager, HR Director, VP of HR, CHRO, etc. – that blog about HR issues?“. In the past, I’ve shared a few of my personal favorites, but I wanted to somehow quantify my recommendations to ensure that I’m directing people to some of the best resources on the web.

Let me say upfront that the methodology I’ve used is not perfect. Free online tools don’t always provide the best data, but hopefully by scoring everyone on the same scale, the list can be useful. For more information on the tools and methodology used to compile this list, the details are at the bottom of this post.

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Don’t think you have the time to blog and do it effectively while grinding away in your Human Resources role? You may not, but many of your peers are making the time! To be included near the top of this list certainly takes some dedication, high quality content and longevity as a blogger. However, the following HR pros regularly take the time to share their wisdom, experiences and successes/failures for you and I to learn from. Check out the list to see if you can find any new favorites!

Want to subscribe to all 25 blogs in Google Reader? Here’s a blog bundle with all included and a one click subscribe option HERE.

Top 25 HR Practitioner Blogs of 2011

1.  The HR Capitalist – (Kris Dunn, SPHR) – Chief Human Resources Officer & Partner, Kinetix

Birmingham, Alabama

Average Posts Per Week – 4.70  Average Comments Per Post 5.17

Google Page Rank – 6  Alexa Global Rank – 693,008  Back Links – 256

 

2.  HR Ringleader – (Trisha McFarlane) – HR Business Partner, St. Louis Children’s Hospital

St. Louis, MO

Average Posts Per Week – 2.75  Average Comments Per Post – 2.75

Google Page Rank – 4  Alexa Global Rank – 990,624  Back Links – 81

 

3.  HR Fishbowl  – (Charlie Judy, SPHR, CPA) – Global Director, Human Capital Strategic Development/Operations, Navigant Consulting

Chicago, IL

Average Posts Per Week – 1.95  Average Comments Per Post 3.47

Google Page Rank – 3  Alexa Global Rank – 1,640,774  Back Links – 29

 

4.  upstartHR – (Ben Eubanks) – HR Generalist, Pinnacle Solutions, Inc.

Huntsville, AL

Average Posts Per Week – 1.61  Average Comments Per Post 1.64

Google Page Rank – 4  Alexa Global Rank – 1,392,791  Back Links – 75

 

5.  Shauna Moerke is… The HR Minion – (Shauna Moerke, PHR) – HR Administrator, The Outsource Group

Orlando, FL

Average Posts Per Week – 1.26  Average Comments Per Post 2.45

Google Page Rank – 4  Alexa Global Rank – 2,928,044  Back Links – 49

 

6.  Simply Lisa - (Lisa Rosendahl) – Human Resources Director, Veteran’s Health Administration

St. Cloud, MN

Average Posts Per Week – 0.34  Average Comments Per Post 3.33

Google Page Rank – 4  Alexa Global Rank – 3,481,136  Back Links – 82

 

7.  Lean HR – (Dwane Lay, MBA, SSBB, SPHR) – Manager, HR Global Operational Excellence, Ingersoll Rand

St. Louis, MO

Average Posts Per Week – 4.93  Average Comments Per Post 0.93

Google Page Rank – 3  Alexa Global Rank – 3,253,580  Back Links – 28

 

8.  HR Schoolhouse - (Robin Schooling, SPHR) – Vice President of Human Resources, Louisiana Lottery Corporation

Baton Rouge, LA

Average Posts Per Week – 3.21  Average Comments Per Post 1.82

Google Page Rank – 3  Alexa Global Rank – 4,086,289  Back Links – 14

 

9.  The HR Juggler – (Alison Chisnell) – Group HR Director, Informa Business Information

United Kingdom

Average Posts Per Week – 1.38  Average Comments Per Post 5.08

Google Page Rank – 3  Alexa Global Rank – 2,946,077  Back Links – 7

 

10.  Welcome To The Occupation – (Paul Smith) – Human Resources Manager, Delaware Valley Regional Planning Commission

Philadelphia, PA

Average Posts Per Week – 1.72  Average Comments Per Post 1.33

Google Page Rank – 3  Alexa Global Rank – 4,902,675  Back Links – 39

 

11.  The HR Maven – (Deirdre Honner, SPHR) – Associate Director Human Resources, Calvin College

Grand Rapids, MI

Average Posts Per Week – 0.57  Average Comments Per Post 1.60

Google Page Rank – 4  Alexa Global Rank – 6,023,957  Back Links – 32

 

12.  The Tim Sackett Project - (Tim Sackett, SPHR) – Executive Vice President, HRU Technical Resources

Lansing, MI

Average Posts Per Week – 2.75  Average Comments Per Post 1.17

Google Page Rank – 3  Alexa Global Rank – 3,566,144  Back Links – 10

 

13.  change-effect - (Neil Morrison) – Group HR Director, Random House

United Kingdom

Average Posts Per Week – 0.69  Average Comments Per Post 10.83

Google Page Rank – 3  Alexa Global Rank – 6,550,349  Back Links – 8

 

14.  No Excuses HR - (Jay Kuhns, SPHR) – Vice President of Human Resources, All Children’s Hospital

Tampa, FL

Average Posts Per Week – 3.79  Average Comments Per Post 2.73

Google Page Rank – 2  Alexa Global Rank – 4,216,142  Back Links – 11

 

15.  H.R. Official – (Dave Ryan, SPHR) – Director of Human Resources, Mel-O-Cream Donuts International, Inc.

Springfield, IL

Average Posts Per Week – 1.03  Average Comments Per Post 3.00

Google Page Rank – 4  Alexa Global Rank – 4,455,574  Back Links – 5

 

16.  Everyday People – (Steve Browne, SPHR) – Executive Director of HR, LaRosa’s Pizza

Cincinnati, OH

Average Posts Per Week – 0.92  Average Comments Per Post 3.13

Google Page Rank – 3  Alexa Global Rank – 6,710,519  Back Links -  4

 

17.  Unconventional HR – (Kimberly Roden) – Director of Human Resources, Cover-All Technologies

New York, NY

Average Posts Per Week – 0.11  Average Comments Per Post 10.00

Google Page Rank – 3  Alexa Global Rank – 7,834,773  Back Links -  6

 

18.  tHRyving – (Kelly Long) – HR Project Lead, Rackspace Hosting

San Antonio, TX

Average Posts Per Week – 0.11  Average Comments Per Post 1.00

Google Page Rank – 3  Alexa Global Rank – 4,932,055  Back Links -  11

 

19.  The HR Introvert - (Timothy Gardner) – Director Organizational Effectiveness, Kimberly Clark

Atlanta, GA

Average Posts Per Week – 1/15, Average Comments Per Post 0.30

Google Page Rank – 3,  Alexa Global Rank – 9,599,028, Back Links – 8 TimJGardner

 

20.  HR Soot - (William Gould, CEBS, SPHR) – Chief People Resources Officer,  Winona Health

La Crosse, Wisconsin

Average Posts Per Week – 0.34  Average Comments Per Post 2.33

Google Page Rank – 3  Alexa Global Rank – 8,036,037  Back Links – 5

 

21.  HR Insomniac – (Dawn Hrdlica-Burke, PHR) – Vice President of People, DAXKO

Birmingham, AL

Average Posts Per Week – 0.69  Average Comments Per Post 2.00

Google Page Rank – 2  Alexa Global Rank – 6,813,717  Back Links – 7

 

22.  Do The Work  – (Franny Oxford) – Vice President of Human Resources, Leedo Building Solutions

Houston, TX

Average Posts Per Week – 0.34  Average Comments Per Post 1.33

Google Page Rank – 2  Alexa Global Rank – 9,886,002  Back Links – 17

 

23.  HR whY? – (Steve Geraghty-Harrison) – Human Resources Manager, exp Global, Inc. 

Tallahassee, FL

Average Posts Per Week – 0.23  Average Comments Per Post 0.00

Google Page Rank – 3  Alexa Global Rank -13,916,326  Back Links – 14

 

24.  Victorio Milian – (Victorio Milian, SPHR) – Associate General Manager of Talent, The Disney Store

New York, NY

Average Posts Per Week – 0.57  Average Comments Per Post 0.40

Google Page Rank – 3  Alexa Global Rank – 10,382,871  Back Links – 5

 

25.  HD Leader - (Jeff Williams, PHR) – Human Resources Project Manager, Walmart

Chicago, IL

Average Posts Per Week – 2.07  Average Comments Per Post 0.33

Google Page Rank – 2  Alexa Global Rank – 12,169,766  Back Links – 7

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Who’s missing from the list that you would include? Please share any additions and comments in the Comments section!

I searched the world wide web, blog rolls of popular bloggers and other Top HR blog lists, but couldn’t find an HR practitioner blogger west of Texas or outside of the UK. I know that’s got to be wrong, so please help to make sure everyone is included!

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Ranking Methodology:

  1. Title, Company Name & Location were all taken from LinkedIn Profiles.
  2. Average Posts Per Week and Average Comments Per Week were calculated between the date range of June 1, 2011 – July 31, 2011 (61 days).
  3. Google PageRank was used to consider the blog’s long-term performance and “importance”. PRChecker.info was used to obtain PageRank results for this list.
  4. Alexa Global Rank & Back Links were obtained at Alexa.com. (Note: Alexa rankings are known to be often inaccurate, but hopefully are an effective enough means to measure some level of how popular a site is and the level of ‘authority’ due to link backs from other sites.)