Jennifer McClure`

Equipping people leaders to navigate change — and design the future — with boldness and purpose.

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Written by Jennifer McClure

Using Social Media: A Missed Opportunity for HR?

Missed opportunity This morning, I’m facilitating the Miami Valley Human Resources Association‘s monthly HR-Xchange meeting, where I’ll be leading a discussion on “Using Social Media & Social Networks – Are You Missing the Opportunities in HR?”. I hope to come back with some insights to share with you as to why many HR professionals are hesitant to get involved with social media and figure out how to use some of these tools to help them to grow in their careers, promote their Employment Brand and connect with/recruit qualified candidates. But don’t worry, we’re not going to stop with just discussing why people aren’t getting on board, we’ll also be talking about how to overcome some of the concerns and just get started.

Here’s an excerpt from a recent post by Mack Collier on his blog The Viral Garden – Social Media isn’t going away, either get on the bus, or get left behind – that speaks to why it’s important for companies (not just HR) to figure this stuff out:

The future doesn’t belong to companies that think that social media is the best thing since sliced bread. It also doesn’t belong to companies that think that it’s all overblown kool-aid drinking, and that’s determined to ignore it, simply because you hate all the hype that social media is getting.

You guys keep fussing about which tools are best, the rest of us will keep figuring out how these tools can WORK TOGETHER to benefit companies.

Social media isn’t going away, and neither is ‘traditional’ marketing. You can either worry about which tools are best, and who is ‘right’, or you can get to work figuring out which tools are right for your company and clients.

Where will you spend your time?

Still think that your HR/Recruiting team (or company) doesn’t need to bother with using Social Media as part of your business strategy? Then check out the statistics presented in the following video – Social Media Revolution – and ask yourself how much longer you can continue ignore it…

Categories: Blog, Human Resources
Posted on August 18, 2009

Written by Jennifer McClure

Is Stinkin’ Thinkin’ Keeping You From Getting What You Want?

While flipping through radio channels on a road trip recently, I came across a call-in show where the topic of the day was How to Attract Your Ideal Man.

The host of the show was an author of one of the many books on “Law of Attraction” and although I’m not much of a believer in that stuff, I decided to listen in anyway. (Not at all because I’m single – I prefer to call it research.)

The first caller to the show – a single mom in her late 30’s – explained how she’d given up on finding a “good man”, as she had a history of attracting only Losers. To help her out, the host asked the caller to describe exactly what she was looking for in her ideal man. She rattled off a few things, such as:

  • I don’t want someone who can’t appreciate what it takes to be a single parent.
  • I don’t want someone who isn’t kind and considerate.
  • I don’t want someone who does not want to be in a committed relationship.

After a few minutes, the host stopped the caller and asked if she recognized that she was creating a list of everything she did not want versus what she did want in an ideal mate. Surprisingly, she hadn’t noticed.

He explained his theory that her negative thinking was a huge part of the reason why she hasn’t been successful in finding the “right” man.

The host then suggested that she take some time to write down all of the things that she doesn’t want, then go back and change the wording in each sentence to instead reflect what she does want. By doing this, she would be changing her negative thinking to positive, which would allow her to actually attract her ideal man – who would ride up on a white horse and take her away to live in a castle far, far away where they would live happily ever after. (Ok, so I may have embellished a wee bit with the last part…)

According to the Law of Attraction, thinking about what you don’t want applies energy and focus in that direction and actually brings those things into your life, while applying positive thinking and intentionally focusing on what you do want sends “positive vibrations” out to the universe and attracts those things to you.

I don’t buy the universal positive vibrations mumbo-jumbo, but I do notice when people position things negatively in terms of their businesses and careers and recognize how often that limits their thinking (and mine) to potential possibilities and opportunities.

Ask a client to describe an ideal candidate for a position and they might say “We won’t consider someone who has worked in a very large company – they don’t fit with our entrepreneurial culture”.

Ask a candidate to describe their ideal opportunity and you might hear “I don’t want to be micro-managed or work in a company where there is a lot of bureaucracy”.

With each of these statements, I have to guard against going into a negative frame of mind, where I start subtracting from a mental list instead of adding to it. I’m also curious to find out more about the bad experience(s) in their past that are likely associated with their concerns, and as a result, we end up spending a lot of time focusing on what won’t or hasn’t worked instead of exploring what can.

Take a moment to consider how you’re describing to others what you’re looking for in terms of your career, your job search or your business. Ask yourself what your ideal opportunity looks like and then write down your thoughts without self-editing (just do a brain dump).

Or, go ahead and make a list of all of the things that you don’t want in your ideal opportunity, because those things may be more clear to you than what you do want at the moment. Once you’ve created your list, go back through it and change any negative words and statements into positive ones.

By doing this, when you’re asked about your ideal opportunity in the future, you’ll not only be prepared to positively describe it, you can also create an action plan to make it happen! You’ll find it much easier to create an action plan around what you want to accomplish versus what you don’t.

Do you have some examples of how focusing on the negative or what is not desired has affected you or others? Was there a change in thinking at some point followed by positive results? It’s definitely possible to get in your own way by being a Debbie Downer in terms of your business or career (or love life).

I don’t want that for you.

Scratch that. I want much better things for you!

Categories: Blog, Career Development, Job Search
Posted on August 17, 2009

Written by Jennifer McClure

Who Is The Best Recruiter In The World? (And Other Stuff People Ask Me)

Keyword Graph One of the fun things about having a place on the internet where I share my thoughts with the universe is periodically checking the Analytics for this blog. Being a Charts, Graphs and Data Girl, this information definitely interests me and it’s very helpful as I continue to search for my blogging “voice” by seeing what content attracts and engages readers. (And bonus points for the data being frequently amusing too!)

Here’s a sampling from a recent look at some of the data for Cincy Recruiter’s World:

  • Over 18,000 unique visitors have come to this site since it began in October 2008
  • Almost 30,000 pages have been viewed
  • Visitors reside in 121 countries (85 countries sent more than 1 visitor)

Top 6 referring sites:

  1. Smartbrief.com
  2. LinkedIn
  3. Twitter
  4. Punk Rock HR
  5. Fistful of Talent
  6. Facebook

    Most popular posts: (List posts seem to be very popular)

    1. 6 Tips for Developing Executive Presence
    2. 25 Web Resources to Help You Get Your LinkedIn Game On
    3. 10 Social Media Resources for Executive Job Search
    4. 10 People All Recruiters Should Follow on Twitter
    5. Searching for a Job? Don’t Call a Recruiter – Think Like a Recruiter
    6. What Are The Best Interview Questions to Identify Leadership Potential?

    People pondering these questions via search engines also ended up here:

    • “How long is a resamay?” Not sure about a resamay – but I’d suggest 2 pages for a Resume.
    • “How am I going to look when I’m 30?” I don’t know about you kid, but I looked fabulous. 😉
    • “What to do when a Recruiter calls?” Hmmm… I’m thinking you should answer the phone and say hello?
    • “How do you get a Recruiter to pay attention to you?” Be a legitimate match for a position we’re actively recruiting for. Oh, and be likeable. Recruiters are people too and that works with just about anyone.
    • “Who is the best Recruiter in the world?” Wow. I never cease to be amazed by the power of Google to help you find the exact answer your looking for.
    • “What are HR professionals saying to each other?” I think they’re talking about how much they like Recruiters… and how they want to learn how to effectively use Social Media in HR.
    • “Who are some famous business leaders that use charts and graphs and diagrams?” As mentioned above, I do love me some CG & D, but Texas billionaire/former Presidential candidate Ross Perot perfected the art. Note to self: Must get one of those voodoo sticks…
    • “What is a Coaching hat?” I don’t know. But I think I want one.
    • “I hate people and try to avoid interactions with them.” Dude…I don’t know if you’ll find much of what you’re looking for here in Cincy Recruiter’s World, but maybe you will on this blog.
    • “nofaultparadise” Not sure where this is, but to quote my fav Liz Lemon – “I want to go to there.”

    And finally, the gift that keeps on giving… at least 11 visitors who Googled phrases like “paddled + 3rd grade “, “paddled in high school” and the creepy “jenn + got + paddled + detention” ended up here thanks to this post. I can only hope that when they got here, they picked up a few helpful tips and strategies for recruiting, coaching, social media and talent development.

    Thanks to everyone that has participated in this journey thus far! If you haven’t already, I hope you’ll continue down the path with me and subscribe via email or RSS. I also hope you’ll add to the conversation on my posts by sharing your Comments. I really do want to hear from you!

    Unless you hate people and want to avoid interactions with them. Then you can pass…

    Categories: Blog, Blogging, Just For Fun
    Posted on July 27, 2009

    Written by Jennifer McClure

    Using Twitter For Recruiting – Definitely Maybe

    If you’re a Recruiter who has been resisting the idea of checking out Twitter for finding candidates or for sharing your job openings, you’re not alone. But there are several Recruiters and Talent Acquisition pros out there who are finding Twitter to be a fertile new ground for building relationships and accessing potential talent pools that haven’t been previously as accessible through other means. So how do you decide which camp you should be in?

    Recently, Joshua Kahn – an Accenture Talent Consultant embedded at Best Buy as a Pipeline Generation Expert – responded to a debate (on Twitter of course) among several Recruiters as to whether or not Twitter is an effective tool for posting jobs by taking to his blog – find+attract – and sharing his thoughts. As with everything I’ve seen from Josh – including his recent presentation at the ERE Social Recruiting Summit – his post on “Should You Post Jobs to Twitter” is spot on. If you’re trying to figure out if Twitter is a tool to add to your Recruiter’s Toolbox, then check out Josh’s post.

    Some things Josh suggests considering to determine if Twitter is a viable recruiting tool include:

    Twitter-bird-big

    Ground Zero: Twitter will only be a useful recruiting tool for you if the people you’re trying to hire are on Twitter. (duh)
    Obvious Point 1: The number of Followers you have on Twitter matters.

    Obvious Point 2: “Who” your Followers are matters.

    Obvious Point 3: It’s important to post jobs during high traffic times and maybe more than once.

    Obvious Point 4: Use URL shorteners to track your results and determine if your job posting links are being clicked.

    Other important things to consider:

    • Use relevant Hashtags to post your jobs.
    • Don’t have a Job Board mentality with Twitter. Remember it’s a social network.
    • Add links and code to your Career Site that allow your jobs to be shared on Twitter.
    • Enable the community of people who have a vested interest in the job to participate on Twitter. (Best Buy uses ConnectTweet to allow multiple employees to tweet via one account.)
    • Follow appropriate Hashtags and Conferences to access potential candidates for your jobs.

    Nice “secret sauce” recipe on using Twitter for recruiting by a Candidate Sourcing expert!

    What tips and tricks do you think have been left out? Anything you’d add that you’ve found helpful – or not helpful – in using Twitter for recruiting?

    Categories: Blog, Recruiting, Twitter
    Posted on July 21, 2009

    Written by Jennifer McClure

    Social Media for HR Professionals Webinar – Two Perspectives

    Yin yang This week, The National Institute of Business Management will be hosting a webinar titled Social Media for HR Professionals featuring myself and employment lawyer Cynthia L. Gibson – a Partner at Katz, Teller, Brant & Hild. There is a fee to attend (that goes to NIBM), but if you’re interested in both how social media/social networks can be used by Human Resources professionals and how to address some of the legal concerns, this may be for you.

    The webinar is scheduled for 1:00 p.m. – 2:15 p.m on Thursday, July 23rd EST. If you’re interested, you can register here.

    Here’s a summary of what we’ll be discussing straight from the NIBM website:

    Twitter, Facebook and LinkedIn have had a major impact on the way people interact and communicate and as an HR professional, it’s up to you to understand and set rules for these social media technologies in the workplace.

    Unfortunately, the impact is not always positive. Improper use of social media at work can damage morale… hurt productivity… and even expose your company to a lawsuit and that’s all the more reason you need to be aware of both the opportunities and the pitfalls of social media. That’s why The HR Specialist has teamed a leading HR social media expert with a top employment attorney to give you the full picture on how this communications revolution affects your workplace – and your work.

    Introducing Social Media for HR Professionals. HR Tips and Strategies from a “Social Media Addict”

    Social Media for HR Professionals will acquaint you with the tools of social media and explain how those tools should (and should NOT) be used in the workplace. You’ll discover how to successfully employ social media while managing the legal risks. Presenter Jennifer McClure combines her 20 years of HR experience with her knowledge of social media – she’s a self-described social-media “addict” – to help you navigate this brave new world. She’ll be joined by attorney Cynthia Gibson – an expert in employment law matters, and a certified Senior Professional in Human Resources.

    Whether you’re a Twitter devotee or new to the game… a Facebook aficionado or a beginner… this insightful webinar will help you formulate policies, train your staff, recruit top talent and more. We’ll discuss:

    * What Social Media/Web 2.0 is
    * How HR can benefit
    * The difference between profession-based and “pure” social networks
    * Using social media in recruiting, career development and employment branding
    * Three internal legal risks of social media
    * Three external legal risks of social media
    * Analyzing how your employees use social media
    * Developing a social media policy for your workplace
    * And much more!

    Make sure you’re getting everything you should out of social media – while not getting in hot water.  Sign up for Social Media for HR Professionals today!

    P.S. FREE Bonus Gift. Register for Social Media for HR Professionals, and we’ll send you How to Draft a Company Social Networking Policy – an exclusive white paper – absolutely free.

    P.P.S. Your satisfaction is unconditionally guaranteed. If Social Media for HR Professionals fails to meet your needs, we will refund 100% of your tuition – no questions asked. Your exclusive white paper is yours to keep.

    Yin_Yang uploaded by dalehugo

    Categories: Blog, Facebook, Human Resources, LinkedIn, Twitter
    Posted on July 20, 2009

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