Blog | Jennifer McClure`

I’m Joining The 2013 Candidate Experience Council!

I’m excited to be joining the 2013 Candidate Experience Council, which is part of the non-profit organization – Talent Board – the organization behind the Candidate Experience Awards (CandE’s)! I’ve included a copy of the Press Release issued yesterday, which includes a link to download the 2012 CandE Results Whitepaper (really informative), as well as a link to more information on how to apply for the 2013 Awards.

I know and respect everyone involved with the Talent Board and the Candidate Experience Council, so I’m very honored to be included among such a fine bunch!

Talent Board Introduces 2013 Candidate Experience Council

Wed Mar 20, 2013 1:33pm EDT SAN FRANCISCO, CA, Mar 20 (Marketwire) —

Talent Board, a non-profit organization focused on the promotion and elevation of the candidate experience, today announced details of the Candidate Experience Council, comprised of some of the leading voices in HR and talent acquisition.

As the organization behind the Candidate Experience Awards (CandEs), the Talent Board’s goal is to facilitate the evolution of the employment candidate experience. In just two years, the CandEs have grown considerably (rising from 57 participating organizations and seven sponsors in 2011 to 90 companies and 18 sponsors in 2012 in North America, and expanding the program to the U.K.) as more organizations recognize the bottom line and branding benefits of keeping job seekers engaged and informed about their candidate status.

The Council was created to help steer the future of the CandEs awards and benchmarking program by drawing on the expertise and knowledge of the HR community’s thought leaders. The Council ensures the Talent Board has access to the latest information and a wide variety of ideas that can enhance the program and ensure its continued success as it enters its third year. Through various committees, the members of the Council will be involved in numerous support initiatives by creating deeper awareness of the program, conducting sponsorship outreach, conducting employer and candidate surveys and sharing ideas to various reports and presentations based on the CandEs.

The Candidate Experience Council currently consists of 24 recruiting industry experts, including:

— Chris Brablc, online marketing manager, SmashFly Technologies

— Anna Brekka, senior director, Recruiting Trends

— Linda Brenner, founder and managing director, Designs on Talent

— Master Burnett, director of Strategy, BraveNewTalent

— Peter Clayton, founder, senior producer and host, TotalPicture Radio, Jobs in Pods

— Kelly Dingee, Strategic Recruiting Manager, Staffing Advisors and blogger, Fistful of Talent

— Kris Dunn, partner and CHRO, Kinetix RPO and founder, Fistful of Talent and HR Capitalist

— Andrew Gadomski, founder, Aspen Advisors

— Ben Gotkin, principal consultant Recruiting Toolbox, Inc.

— Kevin Grossman, founder/author of Reach-West and volunteer for Hirewire

— Lance Haun, editor of SourceCon, ERE Media

— Carmen Hudson, principal consultant, Recruiting Toolbox, Inc.

— Jennifer McClure, speaker and consultant, Unbridled Talent

— Joe Murphy, vice president and co-founder, Shaker Consulting Group

— Steven Rothberg, founder, CollegeRecruiter.com

— Josh Schwede, vice president of Business Development, HireVue

— Sean Sheppard, vice president of Sales, TalentCircles

— Susan LaMotte, principal consultant and founder, exaqueo

— Bennett Sung, independent consultant

— William Tincup, founder, Tincup & Co., industry blogger and co-host of DriveThruHR

— John Vlastelica, managing director, Recruiting Toolbox, Inc.

— Bryan Wempen, chief strategy officer, PeopleClues and co-host of DriveThruHR

— Sarah White, founder and CEO, Sarah White & Associates

— Eric Winegardner, vice president, Client Adoption, Monster Worldwide

“In creating the new Council, Talent Board has assembled a truly impressive roster of experts from across the HR community who will be instrumental in promoting the CandEs and shaping the direction of future research on candidate experience,” said Elaine Orler, chairman and co-founder of Talent Board. “The success of the Candidate Experience Awards relies on the hard work of volunteers who generously donate their time and energy to advancing a clearing understanding of how recruiting and hiring practices impact talent acquisition and business success. We are honored to enjoy such profound and growing interest in the CandEs across the industry and to be working with the Council members, who will help us prepare for what is shaping up to be our biggest year yet.”

The Talent Board recently released its “Candidate Experience 2012,” a white paper based on data collected during the 2012 CandEs, this February. The research, which provides insight into candidates’ evolving expectations and employers’ practices in the recruiting, screening and hiring processes, is available for complimentary download at: www.thecandidateexperienceawards.org/download-the-2012-report.

The 2013 Candidate Experience Awards will open this spring to all recruiting operations based in North America and the United Kingdom. Participation is confidential and free.

About The Talent Board

The Talent Board is a non-profit organization focused on the elevation and promotion of a quality candidate experience. The organization, awards program and its sponsors are dedicated to recognizing the candidate experience offered by companies throughout the entire recruitment cycle and to forever changing the manner in which job candidates are treated. More information can be accessed at http://www.thecandidateexperienceawards.org.

Written by Jennifer McClure

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!

Written by Jennifer McClure

Why Personal Branding Is Important for Career Development in HR – #NextChat

Personal Branding. The phrase that doesn’t want to die.

Personal Branding and Human Resources. Not like peanut butter and chocolate. Or is it?.

We can blame Tom Peters for starting the whole personal branding thing way back in 1997 with his article – “The Brand Called You” in Fast Company Magazine – , but the phrase really came into its own in the latter part of the last decade as technology and social media provided everyone from underdogs to big dogs the opportunity to better manage their careers, get noticed and reach a global audience if desired.

One of the first talks that I gave as a “professional” Speaker way back in 2007 was at a women’s professional networking group on the topic of “Personal Branding For Career Success” – and I’ll be delivering a 1/2 day workshop on the same topic this weekend for MBA students at Xavier University. The concept of defining and developing your Personal Brand remains an important topic for career management. And if you’re working in Human Resources, that goes for you and your professional counterparts too! Even if you don’t want to think so.

To understand more about how the concepts of Personal Branding can help you as an HR Pro, I’d like to invite you to join me and the good folks from SHRM | We Know Next today, September 12th, at 3pm ET for a “Twitter chat” about Personal Branding and why it’s important for HR pros. You can participate in, or follow the “chat” on Twitter via the hashtag – #Nextchat. (New to Twitter chats? Learn more here – How to Participate in a Twitter Chat.)

Have questions? We’ll attempt to answer them. Have input or expertise? I’d love to hear from you. Think this Personal Branding thing is the greatest thing since sliced bread – or a bunch of hooey? I definitely want you to share your thoughts!

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For more details on tomorrow’s #Nextchat, check out the SHRM – We Know Next blog – Nextchat: “Why Personal Branding Is Important for Career Development in HR” – September 12, 2012 @ 3pm ET

If someone were to ask you to write down what you believe your “personal brand” is today, what would you write? Are you excited about it? Does it really describe your character, personality and passions?

In today’s competitive labor market, building a personal brand with a strong online presence is critical to your career, so it’s important to prioritize and identify ways to get noticed inside and outside of the office. There is tremendous value in personal branding and in the concepts of understanding who you are and being able to communicate your value, as well as to articulate what differentiates you from others in your field.

Whether you know it or not, people have a perception of you — and you need to take control of that.

Join us at 3 p.m on 9/12 for #Nextchat with Jennifer McClure of Unbridled Talent. We’ll discuss the ways a busy HR pro can accomplish building their Personal Brand.

Q1. Why is personal branding so important for career development in HR?

Q2. How can HR pros use social media to help create and promote their personal brand?

Q3. Is face to face networking still important to creating a personal brand? Why?/why not?

Q4. What are the best ways that busy HR pros can develop a personal brand with limited time and on a limited budget?

Q5. How can developing a personal brand aid your career as an HR pro?

Written by Jennifer McClure

Social Media For HR – Now & Next [Interview With Laurie Ruettimann]

I’m on vacation this week – well as much of a vacation as a self-employed person can take – and I’m coming down from a fantastic month of attending and speaking at conferences, as well as connecting with a ton of new professional relationships and long-time social media friends!

However, I wanted to take a moment to share this great Q&A led by Curtis Midkiff with my friend and Cynical Girl – Laurie Ruettimann – from The Hive at the 2012 SHRM Annual Conference. Watch this brief video (email subscribers click through to view) to learn more about:

Tips for HR pros who want to get involved with social media for their job.

How to find usable info on Twitter

Using social media to facilitate connecting with professional relationships online – and offline

Is Twitter a credible source of information?

How do you use social media to connect different generations (or can you)?

Are you doing it wrong by using social media as part of the hiring process?

What’s coming next? (Hint: Going retro.)

You can also learn how women like Laurie’s Mom are using Facebook. Now that’s money right there.

SHRM Day 2: Ask an Expert Session: Laurie Ruettimann

Written by Jennifer McClure

Employer Brand Strategies Increasing In Importance [INFOGRAPHIC]

Next week, I’m looking forward to attending The Conference Board’s Extending Your Brand to Employees Conference in NYC.

For the last 2 years, this has been one of my favorite events to attend to meet Employer Brand, Human Resources and Recruiting professionals and to learn best practices in the recruiting and employment processes from several of today’s leading companies, such as IBM, FedEx, 3M, Mayo Clinic, Cisco, Pfizer and more.

At the conference, I’m especially looking forward to hearing from Steve Cadigan, Vice President of Talent at LinkedIn, as well as the pre-conference workshop led by folks form LinkedIn on “Bringing Your Brand to Life With LinkedIn”. (You can probably tell I’m a LinkedIn Fan Girl.)

If you’d like to share in what I learn from the conference, I’ll be tweeting (hashtag #tcbeyb) and sharing updates on this blog as well as Unbridled Talent’s Facebook Page. If you’ll be in NYC next week (or can get there) and you’d like to register for the conference, enter code “JM1” at checkout for a $500 discount!

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To highlight the increasing importance of Employer Brand Strategies, the folks at Bernard Hodes Group recently published a proprietary research report on The Growing Value of Employer Brands, and published a cool summary Infographic, which I’ve shared below.

Some highlights from the report include:

The responsibility for Employer Branding efforts lies most often with Human Resources (51%)

The most popular external resource for communicating Employer Brand is a company’s Career Site (78%)

For employees, the largest factor in considering an employer as attractive is Compensation (64%), while only 25% of employers share that opinion (Can you say disconnect?)

Employer Brand ROI expectations for employers include an increase in applicant quality (89%) and increase employee engagement (61%)

The Growing Value of Employer Brands – Bernard Hodes Group

To obtain a copy of the Hodes’ proprietary research report, head over HERE.

I’m Joining The 2013 Candidate Experience Council!