“Following Your Passion” Is For Suckers

One of my favorite bloggers is none other than Mark Cuban – yeah the NBA Dallas Mavericks owner – he’s a brilliant writer at Blog Maverick.  Recently he wrote something so good, something I believe in so much – I’m just going to re-run the entire thing because I could not have said it any better myself.  Here’s the post:

Don’t Follow Your Passion, Follow Your Effort

I hear it all the time from people. “I’m passionate about it.” “I’m not going to quit, It’s my passion”. Or I hear it as advice to students and others “Follow your passion”.

What a bunch of BS.  ”Follow Your Passion” is easily the worst advice you could ever give or get.

Why ? Because everyone is passionate about something. Usually more than 1 thing.  We are born with it. There are always going to be things we love to do. That we dream about doing. That we really really want to do with our lives. Those passions aren’t worth a nickel.

Think about all the things you have been passionate about in your life. Think about all those passions that you considered making a career out of or building a company around.  How many were/are there ? Why did you bounce from one to another ?  Why were you not able to make a career or business out of any of those passions ? Or if you have been able to have some success, what was the key to the success.? Was it the passion or the effort you put in to your job or company ?

If you really want to know where you destiny lies, look at where you apply your time.

Time is the most valuable asset you don’t own. You may or may not realize it yet, but how you use or don’t use your time is going to be the best indication of where your future is going to take you .

Let me make this as clear as possible

1. When you work hard at something you become good at it.

2. When you become good at doing something, you will enjoy it more.

3. When you enjoy doing something, there is a very good chance you will become passionate or more passionate about it

4. When you are good at something, passionate and work even harder to excel and be the best at it, good things happen.

Don’t follow your passions, follow your effort. It will lead you to your passions and to success, however you define it.

It’s probably the worst advice we ever give out as HR Professionals – “Oh, just do what you Love!” or “What are you passionate about? Do That!”, etc.  This is development!  This isn’t helping someone truly get better!   It’s psycho-babble that is sold by an industry that has found out they can make money on you by telling you this crap because you like to hear it – it makes you feel good.  But it’s not reality.

Adult learners – for the most part – are hardwired by the time you get them.  They are very hard to change.  But, if they are good at something, and they even put more time and effort into that thing – they can become “really” good at it – they can become “experts”.  When you become an expert you will be amazed at how passionate you become!

3 Things HR Professionals Should Stop Apologizing For

Fast Company recently had an article – “3 Things Professional Women Should Stop Apologizing For“, which were:

  1. Their Financial Expectations (I.E., pay us the same!)
  2. Their Physical Appearance (I.E., Sorry we aren’t club ready – I was up with a sick kid all night!)
  3. Their Professional Accomplishments (I.E., Just because I’m a woman doesn’t mean I can’t brag about what I do great!)

It’s a great article, check it out.  This got me thinking about all things we Apologize for in HR – that we should stop apologizing for – so here’s the Top 3 Things HR Pros should stop apologizing for:

1. You Getting Fired!  Oh, boy this could be #1, #2 and #3!  I can’t tell you how many HR folks I’ve trained over the past 20 years that I’ve specifically said “When you let this person go – Don’t apologize!”  I mean truly, what are you saying! “I’m sorry you are terrible at your job, or made the decision to sexually harass your co-worker – you’re fired!”  When you really think about it – it sounds funny.

2. You Not Getting Promoted.  This is almost the same as apologizing for getting fired.  Instead of apologizing to someone for not getting promoted, how about you give them a great development plan so they can actually get promoted!  Organizations can be big hairy breathing things – sometimes decisions are made and you won’t no the reasons.  HR Pros shouldn’t apologize for you not getting promoted – but they should help you navigate the political and organizational landscape.

3. You not liking your Boss, your Job, your Pay.  Ugh!  We tend to apologize for all these personal ‘happy’ choices a person makes.  The last time I checked, I never forced anyone to take a job, or forced them to accept the pay I was offering them, or forced them to work in the occupation or career they chose.  These are their own personal choices – if you don’t like it – LEAVE!  Go be happy somewhere else.  I hope that you’ll be happy here – but I can’t force you to be happy. I’ll try and give you a solid leader, with good pay and challenging work – but sometimes what I see as solid, good and challenging might not meet your expectations.  That’s when you need to make a happiness decision!

So, what should you apologize for a HR Pro?  I can think of two things that I apologize for on a regular basis: 1) Things I can Control (If I control it, and I screw it up, I need to offer you an apology); 2) Surprises!  (I might not be able to control surprises – but they suck when it comes to business and your livelihood – I apologize for surprises because in HR it’s my job to make sure those don’t happen to you as an employee).

Video Interviewing for Cavemen

When I start to think about adding something like Live Video Interviewing or Video Screening to my HR/Recruiting Toolbox – I instantly go to about 100 reasons why we can’t do that in our environment!

It’s too Technical!

It will take too much time!

It will cost too much!

I’m not smart enough to make this happen – and I don’t want to look like an idiot in my organization!

The Kris Dunn and I are two 40ish white guys – who normally struggle changing the clocks on our VCR DVD players – so we get it – we get your feelings – this HR technical stuff, is well, at times, just too technical!

So, we decided to do something about this for our fellow HR/Talent Pros – we’re doing a free, live webinar on the 5 Ways to Use Video to Raise your HR  & Recruiting Game.  Our intent is to break this down so even your Mom and her iPhone can show you how to add video into your HR Shop – whether you have a 1 person HR shop or a 100 person HR shop – we’ve got some ideas for you.  If you haven’t used any video let in your HR Shop – this is a must see Webinar – it will blow your hiring managers away and help you fill reqs so much faster – and the value proposition is ridiculously cheap!

Kris and I have gotten to play around with this and through trial and error, and a few IT folks yelling at us, I think we have some simple ideas that can help you begin.  Plus, for all those who register for the Webinar – we’ll provide you with a Tool Kit to help give you some step-by-step instructions to get started – again For Free. Why do we do this for Free?  I would ask myself – well we don’t!  We have a sponsor – HireVue – who pays the technology bill to allow us to provide it for Free!  Win-Win for you.

Sign Up Today – unfortunately we have a “Technology” limit of how many people we can accept and our last Webinar filled up very quickly!  (isn’t that such a cheesy sales line!)

 

Rookie Hiring Mistakes

The New York Times recently had a good article titles “The Top 10 Rookie Mistakes for Entrepreneurs” which looks at the top reasons people usually fail when starting a new business.  As you can imagine many of the reasons where typical: expense control, fiscal responsibility, having a strong value proposition, etc.  But out of all 10 reasons there was one glaring omission on why so many new business owners fail – when it comes to hiring and the HR side of the business:

11. Holding on to Bad Hires too long.

This might be the biggest Rookie hiring mistake ever – it definitely is something we can all relate to – I don’t know of one leader that at some point in their career hasn’t done this!

Here’s the problem with this mistake:

  • You want to believe that your hiring process works – so, the person just needs more time.
  • You want to believe in the person – I mean all people want to do well, right!? – so, you give them more time.
  • You want to believe you, as a leader, can help the person through this – so, you give them more time.
  • You want to believe that you don’t make hiring mistakes, that’s for other idiots – so, you give them more time.
  • You want to believe, period. So, you give them more time.

This happens to the best leaders in the world – usually numerous times – before they get how bad this is for themselves and their organizations.

I think most people see ‘holding on to bad hires’ as a sign of weakness.  “Oh, you know Tim, he doesn’t have the balls to just go and fire Joe!  If Joe worked for me, he wouldn’t have made it one day!”  We hear this kind of stuff from our managers all the time!  The truth is, this has nothing to do with weakness – this has everything to do with Hope.  We never hire someone thinking “Oh, boy this gal is great, I can’t to fire her in 90 days!”   You don’t hire, to fire.  That’s why this becomes so tough.

Only after we get scared and hardened from enough bad hires – do you truly understand what the negative impact is, to hanging on them for too long.  Many people will say – they are “long to hire, and quick to fire”, but that’s a lie.  The majority of us are quick to hire, and long to fire.  It’s a rookie mistake – one we all do, or have done.  So, what am I telling you?  When you know.  When you truly know (your gut tells you, your metrics tell you, your peers are telling you) that you’ve made a bad hire – do the right thing for you and your organization.  Remember – you didn’t fire them, they fired themselves.

 

 

5 Things That Demonstrate You’re Not Getting Paid Enough

I was reading an article recently, it was one of those “Best Places To Work” type of articles.  Since I run a company, I’m always looking out for good ideas on how to take care of your employees without spending a dime – unfortunately – “Best Places” companies that make these lists usually don’t give you these type 0f ideas!   What you get from “Best Places” articles are all the over the top crap – gourmet cat food for your in cube pet-mate, free liposuction for your spouse and discounted tattoo eyeliner coupons.  I would love for my company to be on the top of every single “Best Places” to work article – but we probably won’t.  I care too much about my employees to make that happen.

What?!?

Yes, you read that right – My greatest weakness is I care too much!

It costs an organization a ton of money to make a “Best Places” list – not in actually applying to make the list (oh yeah, they are chosen randomly – you have to apply – the Top 100 Greatest Places to Work isn’t really the Top 100 Greatest Places to Work – it was the Top of the companies that applied for the award Greatest Places to Work), but in doing all the silly crap they do, so they sound like a great place to work.  Many of the best places to work, will never be on a list, because they are spending their time, money and effort – on their employees!

Here are some things that “Best Places to Work” companies and You Not Getting Paid Enough have in common”

1. If you’re company has unlimited gourmet free breakfast, lunch and dinner provided – you’re not getting paid enough.  Cut that crap out and pay me $10K more per year – I’ll bring in my own Greek Yogurt and granola.

2. If your company pays to have your laundry done and your house clean – you’re not getting paid enough.

3. If your company is taking you on luxury vacations and dinners that cost more than your monthly home mortgage – you’re not getting paid enough.

4. If your company spend more on marketing themselves as a great place to work, than on your employee development – you’re not getting paid enough.

5. If your CEO flies to work on a daily or weekly basis – you’re not getting paid enough.

So, how do I show my employees that I care and that we have a great place to work?  I don’t waste money on things that ultimately become a negative when I need to take them away because we aren’t making the money for our shareholders.  All great places to work, eventually become average or crappy places to work – because sustaining luxury programs that you put in place when your doing well – become negatives to engagement when you tighten your boot straps.

Pay your people fairly. Meet their needs as adults. Treat them professionally and with respect.  That’s a great place to work.

Are You Drowning In Your Position

You know the crazy thing about drowning?  It doesn’t look like you’re drowning! Read this from Mario Vittone:

  1. Except in rare circumstances, drowning people are physiologically unable to call out for help. The respiratory system was designed for breathing. Speech is the secondary or overlaid function. Breathing must be fulfilled, before speech occurs.
  2. Drowning people’s mouths alternately sink below and reappear above the surface of the water. The mouths of drowning people are not above the surface of the water long enough for them to exhale, inhale, and call out for help. When the drowning people’s mouths are above the surface, they exhale and inhale quickly as their mouths start to sink below the surface of the water.
  3. Drowning people cannot wave for help. Nature instinctively forces them to extend their arms laterally and press down on the water’s surface. Pressing down on the surface of the water, permits drowning people to leverage their bodies so they can lift their mouths out of the water to breathe.
  4. Throughout the Instinctive Drowning Response, drowning people cannot voluntarily control their arm movements. Physiologically, drowning people who are struggling on the surface of the water cannot stop drowning and perform voluntary movements such as waving for help, moving toward a rescuer, or reaching out for a piece of rescue equipment.
  5. From beginning to end of the Instinctive Drowning Response people’s bodies remain upright in the water, with no evidence of a supporting kick. Unless rescued by a trained lifeguard, these drowning people can only struggle on the surface of the water from 20 to 60 seconds before submersion occurs.

Take away the eventually water death – and this seems eerily familiar to some of our employees…

As HR Pros/Hiring Managers/Supervisors we have people who are drowning in their positions right now – but we can’t “see” them drowning.  Employees have natural things they do in terms of self-preservation, much like some one who is truly drowning.  They begin to do: put in extra time at the office, they seem a little to stressed for normal work, they make things bigger than what they are (this gives them an excuse in case of failure), etc. – it gives you an impression “they’re on top of it” – but they aren’t.  They tend not to ask for help – they don’t want anyone to know they’re in trouble – they can handle it on their own.

How do you spot an employee who is going under?

1. Look for employees who are disengaging with key relationships they need to have to get their job done.  Why?  Employees who are drowning – will disconnect from those who will be the first ones to spot them drowning – key hiring managers or peers from other departments – which buys them time from their own supervisors finding out they aren’t staying afloat.

2. They become defensive or blame shift – when this isn’t usually part of their normal behavior.  Another mechanism they use as a life preserver –  “it’s not me – it’s them!”

3. Drowning employees tend to cling to each other.  Rarely will you see a drowning employee hanging with a top performer (that’s one more person who will see they aren’t making it).

How do you save an employee who is drowning?

That’s even tougher than spotting them!  Because it takes you confronting them, and not allowing them to cop-out, most HR Pros/Hiring Managers/Supervisors find this very uncomfortable (hello Performance Management!) It basically takes you jumping into their role – deep – and pulling them out.  Most of us don’t like getting our clothes wet and ruining our iPhone – so we try and throw them things to help instead – additional training, words of encouragement, EAP, discipline…sound familiar?  When what they need is some full life saving – to push them up for air and take them to shore (you’re sick of metaphors at this point! – actually do the job with them for a while, so them how it should be done).  You still might decide when it’s all done to let the person go – they just can’t handle the position – but some will actually learn from the experience and turn out to be really good.

Why We Pick Bad Leaders

Have you ever worked for a boss that was horrible?  That’s an easy question to answer, isn’t it!  The person came immediately to your mind (for my staff reading this, if I came to your mind first, your fired! I tease – you’re not fired – just come see me after your done reading this…) Almost all of us, probably 99.99% of us, have worked for a boss/leader we thought was just God awful.  It’s the perplexity of leadership.  I like to blame the entire leadership book industry.  Someone gets a promotion to a leadership position and they instantly get online for the latest leadership babble that’s being sold by some idiot that was lucky enough to be in the right place at the right time of a successful company and now she or he is going to tell us how to be a great leader using 7 simple steps!  BS!

But, really, why do we hire such bad leaders?  CNN had an article recently that looked into this:

“The short answer is, we focus on all the wrong things, like a candidate’s charm, their stellar résumé or their academic credentials. None of this has any bearing on leadership potential. And despite claims to the contrary, even a candidate’s past results have little bearing on whether the promoted individual will succeed once promoted.

At best, a “track record” tells only half of the story. In a new position, the candidate will have to face new obstacles, deal with a new team, manage more people introduce new products and do it all without a clear road map.”

Ok, so we aren’t focused on hiring the right traits that makes a great leader.  The reality is, in most of our organizations, we hire “next-man-up” philosophy.  “Hey, Jill, is the best producer in the group, congrat’s Jill! you’re now the next boss!”  About 90% of leadership hires happen like this – most of you will attempt to call that “Succession Planning” – but it’s not – it’s “convenience planning” and it’s bad HR.

Can we all agree to one thing (this statement is a setup because I know we can’t agree to this!)?  Being able to do the “job” (meaning the specific tasks of the functional area you’re a leader for) has very little to do with one’s success at being a leader.  Can we?  And yet, it becomes the first thing we focus on when going to hire a leader.  “Well, how good of a coder were they? How do you expect them to manage coders if they aren’t the best coder?”  You’ve had this conversation haven’t you!?  Most of the best leaders of all time, had very little functional skill of the leadership position they were successful in.  What they did have were these things:

  • Integrity
  • Passion
  • Courage
  • Vision
  • Judgement
  • Empathy
  • Emotional Intelligence

We pick bad leaders because we don’t focus on the traits above.  It doesn’t matter if the person can do the job of those they are managing – great leaders will overcome this fact very easily.  If that’s your biggest worry, they probably won’t be a good leader anyway.  When you have a great leader – the conversation never goes around whether the person can do the job of those they manage – it’s a non-issue.  They can lead and leaders know how to engage those who can do to make their departments great.

Make HR Suck Less

Are you working in a HR department that sucks?  You know if you are, it’s alright, you can admit it – it’s the first step of changing it.

I bet I talk to over a hundred HR Pros a year that begin the conversation with – “our HR department sucks!” or “my company doesn’t get it when it comes to HR” or “Our HR department is terrible”.   It’s not the outlier, it’s the norm.  So, many HR Pros working in HR functions where the organization has the feeling that “HR” sucks in our company.  If you’re not in one now – great – but chances are you have either been in one before, or eventually you’ll make a “grass is greener” decision and put yourself into this situation.

You know what?  We have the power to make HR Suck Less.  Yes, you do.  Stop it, you do.  No really, you do. Alright that’s enough, just play along with me at least!

Here are the 3 steps to making HR Suck Less:

1.  Stop doing stuff that Sucks.  But Tim! We have to do this stuff.  No you don’t – if your HR shop blew up tomorrow – your organization would still go on.  Over time you’ve “negotiated” to do all this sucky stuff – thinking it would “help” the organization, or give you “influence”, etc.  Stop that.  Give it away, push it out to other departments – start doing stuff that doesn’t suck, more than doing stuff that does suck.  It’s not easy, but it can be done, little by little.

2.  Get rid of people in HR who Suck.  Some people get real comfortable with sucking.  They wear their suckiness around like a badge of honor.  You need to cut the suck out of your department – like cancer!

3. Stop saying that you Suck.  We brand ourselves internally with everything we do – and if you say that you suck at something – the organizational will believe you suck at something.  If you say we are the best in the industry at recruiting our competitions talent away from them – you’ll be forced to live up to that – and little by little you will live up to that and the organization will begin to believe it as well.  Signs and Symbols!

Every single HR Shop who feels they suck – doesn’t have to suck.  If you feel you don’t suck, but everyone else tells you that you suck – you suck.  You’re just delusional and you keep telling yourself things like “we have to do this stuff”, “it’s the law”, “we don’t have a choice”, etc.   This is the first sign you’re comfortable with sucking – you aren’t listening to your organization.  No one has to suck – you can decide to do things in a complete different way. Perception is reality in terms of sucking.  You need to change perceptions, not reality.  You can still accomplish the exact same things, just do it in a way that people think you rock.  Start saying “Yes” to everything – not “No”.  “No” sucks.

Sucking less is a decision – not a skill.  You all have the skills – you just need to make the decision – to stand up and believe – Today we will no longer Suck!

Hey Managers! Here are a Few Ways to Make HR Proud

Guest Post today from Connie Costigan who is the Director of Marketing Communications for Halogen Software.  This is not a sponsored post – this guest spot was given because I think Halogen is one of the few HR Software companies that get Talent Management, plus Connie is a good writer. Check it out:

I admit it. If I read one more book, blog post, or article on how to… motivate, engage, inspire, be a better leader, get results through my people… I might pass out from exhaustion. And it’s not that I’m not passionate about these topics.

It’s just that as a manager — not an HR pro — working in the talent management space, I probably review a lot more material on these subjects than most.

And so… I want to do it all — test every reasonably sound management practice I’ve ever read or heard about. In the past year alone my physical and virtual “management” bookshelf has become so full my brain can’t contain it all…. Thinking Fast and Slow, Drive, The Carrot Principle, All In, The Rules of Management, an HBR Management Tip of the Day, my awesome “Leader as Coach” training binder, FOT and the FOT contributor blogs, a slew of other great HR sites… it’s never-ending.

I know HR peeps, I know. This isn’t an issue for a lot — if not most — of your managers. You spend an inordinate amount of time babysitting them, trying to protect them from themselves, trying to get them to be stewards of your talent programs. And hoping they won’t screw up things that you care about — like closing that elusive candidate faster, improving engagement scores, reducing your voluntary turnover metrics, getting a decent ROI for the leadership development program you just rolled out… your list is endless too.

So, as a manager who wants to get better so I can make my team even better, I’ve decided to focus on just 5 key management mantras I can remember, to move the fly wheel bit by bit, and make my HR team proud. Here’s a rundown, and some of the resources I use for each.

Lead with “Why”. Some very smart people have taught me that the best leaders start with “why”. That means nurturing a culture of belief with my team that begins with why the organization exists (not just what and how we do it — but why!) Then they’ll understand why we’re going to do a, b and c to support it, and they’ll be inspired to come up with a brilliant x, y and z to help achieve it. So before kicking off a project, or assigning work, I explain the rationale and try my best to tie it back to the big “why”.

Understand Motivation. Yes Dan Pink has it right. There IS a surprising truth about what motivates us. But I’m not a mind-reader and I’m not going to waste my time guessing. If I care enough — and I do — I’ll ask. So I’ve started to use this Motivation Self-Assessment Worksheet with my team to figure out whether achievement, affiliation, autonomy, power, security or intellectual stimulation are their biggest motivators . (Shout out to Henryk Krajewski over at Anderson Leadership Group for sharing the worksheet). I try not to typecast and assume a team member will always be driven by the same motivator every time, but I do keep these in mind when considering assignments, projects, or how to inspire passion around an idea. And sometimes, if I can’t quite figure out their key motivator on a particular issue, I just bulldoze right over motivation, and push on to what’s best for the business. Because that’s my job too.

Foster Accountability. I think about accountability a lot. How managers should hold themselves accountable and jointly own team goals — achieved or not. How each of my employees’ goals is linked to our corporate objectives, making them accountable for those as well. How we’re all accountable to help deliver on our organization’s mission, to live our values. There’s even an element of accountability in connection to our development opportunities. If we’re investing in growth and development, and strengthening key competencies, then the team knows they’re responsible for putting their learning or new ideas into practice. Our internal commitments — to each other, to other departments, to our customers — are all about accountability. There’s no room for finger-pointing and excuses. We share an obligation to do as we say we will, and here effective managers go first. It builds trust. It builds engagement. It supports long term success.

Sustain a Culture of Recognition. I’m not talking about random ‘atta-boys’, where I run around saying ‘good job’, ‘good job’ about all kinds of work. I’m talking about recognizing the great effort and results that I want to see repeated. This is very specific and ties back to leading with why. When I give recognition for a job well done, I try to be specific about the behavior and to tie the result back to what it meant for the customer, for the business, for the team. The experts say it’s that very precise context that managers should strive to recognize. I try to be specific, and heartfelt. That can be a boon to motivation when done right. Thanks to Chester Elton and Adrian Gostick for the awesome volumes of material they’ve published on this front.

Have the Tough Conversations. When something isn’t working right — it can be a behavioral issue, a competence issue, a goal achievement issue, whatever — I need to address it… soon. So I tell myself: “put that sick feeling in the pit of your stomach aside and deal with it.” Constructive feedback shouldn’t be saved for the performance review. It’s a no-brainer. Managers should KNOW this because it’s a fundamental tenet of “managing.” If something has gone off the rails, or could, a tough conversation has to happen. And managers need to be prepared before having one. I use two great resources to help me. The first one is the brain child of Kris Dunn and Tim Sackett actually. I was lucky enough to collaborate with Tim and Kris on this topic last year for a webinar — “The 5 Faces Managers See During Performance Reviews,” and Kris posted a great synopsis over at the Kinetix website. It helps classify the typical employee profiles that a manager might face in response to feedback during the appraisal process. But since more often than not, I’m providing feedback outside of the appraisal cycle, I also like to use a framework from Jamie Resker over at Employee Performance Solutions — The 10 Most Common Responses to Performance Feedback and How to Respond to Them. Understanding these reactions and what to do if confronted by them helps give me the confidence to initiate an important conversation, rather than sweep it under the rug (a.k.a. be a lame manager.)

There you go. My top 5 day-to-day mantras for leading and managing. HR pros — you’re never a shy bunch — what else should or shouldn’t be on this list?

It’s Back! FOT’s Top 25 HR/Recruiting Blogs!

Fistful of Talent – which I’m proud to be a member of – is releasing it’s Top 25 HR and Recruiting Blogs.  What’s really cool about this list – unlike some other lists I have poetically mentioned in prior posts – is this isn’t made up by some random analysis, of random metrics – this thing is totally un-apologetically 100% subjective!  That’s right, we (the FOT Tribe) sent in our own Top 25 HR and Recruiting Blogs that we love to read -the blogs we are fans of – and we ranked them 1 to 25.  Simple – yet very effective!

I’m not saying that it’s easy to pick the Top 25 – for starters no FOTer blog can be a part of our list – which right there eliminates probably the 10 greatest blogs on the planet! So, I might have to recommend to Kris that next year we call the list – The Top 11-35 HR and Recruiting Blogs!    That being said we looked at hundreds of blogs – many of us have our personal favorites – many of us really like and read blogs that our out of the HR world – as our personal favorites.  What I can tell you – is the Top 25 – are solid!  If you are looking for a list of HR and Recruiting blogs to follow – you won’t go wrong with any of these!

FOT’s own Steve Boese will be doing his thing tonight at the HR Happy Hour – unveiling the winners and talking HR with some of the top HR bloggers in the business – go check him out –

http://www.blogtalkradio.com/steve-boese/2012/03/23/hr-happy-hour-141–the-hr-blog-power-rankings


HR Happy Hour Episode 141 – ‘The HR Blog Power Rankings’

Sponsored by Aquire

Thursday March 22, 2012 – 8PM ET

Call in –             646-378-1086      

Follow the backchannel onTwitter – hashtag: #HRHappyHour

This week in a very special episode of the HR Happy Hour Show, and presented in conjunction with the Fistful of Talent blog, we will count down the Top 25 HR and Recruiting blogs as determined by the Editors and Contributors at Fistful of Talent.

The Fistful of Talent Blog Power Rankings make their return to an HR blogging ecosystem that is developing, evolving, and changing all the time. It can be tough for the HR and Talent professional out there just getting started reading blogs to know where to go, and what sources provide consistently excellent and quality content.

And even for the more savvy HR pro, I will bet there are a few blogs in the FOT Top 25 that you have missed, and should be added to your reader straight away.

Tonight on the show we will recap FOT top 25 blogs 25 through 6, and then reveal the Top 5, counting them down in classic Casey Kasem fashion. And we will talk live with some of the Top 5 bloggers as well.

Additionally, we will take your calls on your favorite blogs, and the state of the HR blogosphere as well.

This will be a fun show and I hope you can join us!