SHRM-Atlanta

Our 23rd Annual SHRM-Atlanta HR Conference  held April 29-30, 2013 at Cobb Galleria Centre is a wrap – what an event!!  As VP of Social Media for SHRM-Atlanta, as well as one of the conference content chairs, our annual conference is an event months in the making.  Of special note — for the weeks leading up to the event, I had the opportunity to interact with  many of our Speakers, Sponsors, and Exhibitors on our 2nd annual Speaker and Sponsor Blog Series that have been spotlighted on the SHRMATL blog.  Our goal was not to just TELL our distinguished members and conference attendees how great the content and the expertise shared would be, but to SHOW you.

I am so grateful to all of our Speaker and Sponsors who contributed — and who, in partnership with Meeting Expectations and our amazing SHRM-Atlanta Volunteers, made this year’s Conference such a success.  But the great features on our blog are far from over!  I also want to say thank you to all of our fantastic #SHRMATL13 press team who were hard at work last week tweeting, shooting video, and starting their blog writing to provide post-conference coverage to this premier event!!

I have listed their names, as well as links to their blogs and twitter id’s where applicable.

Chris Havrilla | Recruiter Chicks | @havrilla
Teela Jackson | Recruiter Chicks | @teelajackson
Alex Putman Social T-Rex | @alexputman
Miriam Salpeter | Keppie Careers | @keppiecareers
Laurie Ruettimann | The Cynical Girl | @lruettimann
Mike Haberman | Omega HR Solutions |  @mikehaberman
Anastasia Bartolucci | Social T-Rex | @anastasialevana
Deborah Herman | HR Optimist | @deborahherman
Jenny DeVaughn | Social Precision | @jennydevaughn
Nakia  Melecio | NKM Consulting Blog | @nakiamelecio
Angie Gilbreath | Random Thoughts From TPAGIRL | @tpagirl
Jim Stroud | The Recruiters Lounge | @jimstroud
Tom Fee | Verity Partners LLC

I hope everyone followed the #SHRMATL13 hashtag on twitter — and by all means keep an eye on the SHRMATL blog for the next couple of weeks for some fantastic insights from our press team on all they saw and heard from the conference!!

Chris Havrilla is a Management Consultant through her own company Havrilla LLC, as well as the incredible team at Recruiting Toolbox, where she focuses on all aspects of strategy, process, technology, and training as it relates to Recruiting, Sourcing, Talent Management and Development. Chris holds a BBA in Management Information Systems and is an often-sought after speaker, writer, and advisor in the recruiting and HR industries.  Chris is currently serving as Vice President, Social Media for SHRM-Atlanta, as well as on the board of the Technology Association of Georgia (TAG) Recruiting Society.  In addition to co-founding and blogging at RecruiterChicks.com, she is also a regular contributor on HRExaminer and Jobsite.com blogs.

Human Resources can be a complicated, tricky and an ever evolving business. There are many visible components to Human Resources; however recruiting seems to rank high in this area. Perhaps this is the case because it affects people on such a per

sonal level, especially in the current job climate.

The way we engage job seekers and the Human Resources community has evolved past networking events and will continue to evolve past social media. Today’s typical HR professional thinks in terms of white papers, the evolved HR professional in terms of engagement (podcast, social platforms etc…) and the futuristic HR professional in terms of instant attraction!

Welcome to the new era of attraction and engagement via Social Reality TV.

Recently I became aware of a new reality based show call “Top Recruiter” which airs in 8-10 part webisodes, each running approximately 8 minutes. Think “The Apprentice” meets “Survivor” minus the voting off! My initial thoughts regarding this format were excitement, intrigue and a small dash of “maybe this could be my big break.”

With an approximate 2+ million in viewership during season 1, the show provides real insight into the decision process of recruiting professionals. Another component provides job seekers with real life advice on their job search.

I believe the next evolution of HR leaders will think futuristic! How do we gain instant attraction for our brand and lead our respective businesses into a new era? Simple; see what is going on around us (outside of HR), embrace it and figure out how to use it for HR and the benefit of our business.

So if you have aspirations of being a Social Reality TV celeb, there is a chance. Season 2 will begin shooting in Summer 2013. There is still time to submit your application and become the next BIG thing!

If you are camera-shy, then perhaps your business can utilize this trend to spotlight your organizations brand via sponsorship. Check out Top Recruiter TV

Make that transition in becoming an HR business leader by thinking futuristic and implementing actions that impact and drive your business. Keep it real HR peeps!!

According to a recent Emerging Workforce Study by Spherion, companies in 2012 are nearly twice as likely to have a social networking strategy in place as they were in 2009. However, less than half (only 45%) of today’s organizations actually have a formal social media policy for social and digital media initiatives.

Recently, a few of my colleagues and I were discussing how much more we are using social media to connect and share information than even a year ago. While individuals are rapidly adopting social networking, many organizations are struggling to respond. Even companies attempting to totally avoid social media must recognize that many of their employees and customers are using Twitter, Facebook, LinkedIn, YouTube and other social media platforms, which can directly impact the organization.

Companies that are using social media formally most commonly apply it to:

Organizational Uses of Social Media

• Recruitment and selection
• Socializing and onboarding
• Training and development
• Knowledge sharing and transfer
• Branding and marketing
• Creativity and problem solving
• Influencing organizational culture

Social Media: Benefits and Risks

Despite the potential risks and benefits of social media in the workplace, a recent SHRM Research Study: Social Media in the Workplace found that 72 percent of organizations do not have a clear strategy or goals for their social media activities. Working in the learning and development field, I am most familiar with weighing the benefits and risks of the formal use of social media when it comes to training and knowledge sharing:

Are you interested in learning about some of the benefits and risks of other organizational uses of social media such as; recruitment and selection, socialization and onboarding, branding and marketing, creativity and problem solving and influencing organizational culture/change?

What about understanding the strategic questions to ask and policies to put in place for the formal organizational use of social media?

You can start by checking out the SHRM Foundation Executive Briefing: Social Media in the Workplace: Issues and Strategic Questions

The research concludes that managers should carefully consider the benefits and risks of social media, just as they do when developing other new policies or evaluating a new vendor. Currently, no definitive standard of best practices exists. To minimize risk, leaders must remember that the same compliance, legal and ethical principles that apply to other HR practices also apply to social media.

Charlotte F. Hughes is an expert talent development professional with extensive experience in leadership and organizational development as a partner with business leaders and HR in multiple industries. In her role as Senior Learning and Development Consultant with Kimberly-Clark she is responsible for helping human resources and business leaders with performance improvement and learning solutions that drive business goals. You can connect with Charlotte on LinkedIn and read more from Charlotte on her TalentFocus Blog.

I am so pleased to report that Social Media played a larger role than ever at the SHRM 2012 Annual Conference (SHRM12) held here in Atlanta last week. I just saw some recent twitter statistics that 3,800 people got on Twitter

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one and sent 25,200 tweets! I was honored to be a part of the SHRM12 Blogger/Press team – and as such attended keynotes, sessions, SHRM and vendor briefings, the expo floor and of course the myriad of socials, dinners, and networking events. All to be able to share with the universe, through various social channels, insights I gathered along the way.

Due to the amazing efforts by SHRM’s Director of Social Engagement, Curtis Midkiff, social media and engagement was taken to a whole new level at this conference. The SHRM12 Blogger/Press team was full of thought leaders covering all aspects and disciplines in our industry — and all with strong, active voices across the various social media channels. Most impressive though was the creation of The Buzz and The Hive.

The Hive at SHRM12

The Buzz is a microsite built as a social engagement tool to connect attendees, speakers, SHRM Staff, and volunteers and exchange ideas on everything from what to pack, eat, wear, and do, to what sessions look to be the most promising. The Hive was my favorite addition though – a 3000 square foot social media mecca – located smack dab in the middle of the two buildings that housed the conference. There were speakers, panels, and “Smart Bars” where anyone could go and ask questions about getting started or taking their social presence to the next level from a host of social media trailblazers. Many new experiments that I believe will pay off big dividends.

I am a big believer in the power of social and mobile to engage, broadcast, market, and even showcase expertise. We had a fun little social experiment of our own planning for a SHRM-Atlanta Post-Seinfeld soiree that we called the #SecretSocial. It was so named because we decided we would only communicate the event via social and mobile channels — starting the day of the event — to see what kind of turnout we would have. People had the chance to opt-in to a mobile group to receive texts about social happenings. In addition to Facebook and Twitter, we utilized this mobile list to also alert them to our event. The first communications went out around noon for the event that was to start 9:30pm. So much for secret – I am pleased to say it was a smashing success – the Park Bar was full inside and out – and our guests were even treated to our fabulous Guest DJ, Curtis Midkiff himself! Check out our YouTube channel for highlights of Curtis working his magic on the crowd…

So don’t ignore or hide from the power of social or mobile — embrace and use it to engage our membership and showcase our future events and people!! Also you don’t know what insights, scoops, access or inside information and specials you may be missing by not being a part of the Buzz or back channels around the people, groups, events, or venues of interest to you. Go viral – SHRM-Atlanta has a fabulous social media team that can help guide you. It will make a difference!!

Inside Park Bar #SHRMAtl #SHRM12 #SecretSocial

Outside the Park Bar #SHRMAtl #SHRM12 #SecretSocial

#SecretSocial Shout-outs: Special thanks to the Curtis Midkiff, Edwardo Jackson (JCM Entertainment LLC), DJ “L Smash”, and our fabulous venue Park Bar — as always you all make a great social gathering even better!

Chris Havrilla started her career as a software engineer and IT consultant. She quickly found her passion centered around the difference talent can make in an organization — working her way up from recruiter to recruiting leader at companies like Deloitte, Eclipsys/Allscripts, and Hitachi. Since then, she’s been independently consulting on all aspects of strategy, people, process, and technology as it relates to Recruiting, Sourcing, and Talent Management for clients ranging from the SMB market to the Fortune 500. Now, as a Principal Consultant with Recruiting Toolbox, Chris helps clients identify and implement the right recruiting and sourcing systems and tools, build and deploy the right recruitment strategies and methods, and bring her real-world practitioner focus to make it all work well together – people + process + technology.

Chris regularly contributes to the HR/Recruitment community as a blogger and speaker. In addition to co-founding and blogging at RecruiterChicks.com, she is currently serving as Vice President, Social Media for SHRM-Atlanta, as well as on the board of the Technology Association of Georgia (TAG) Recruiting Society.

SHRM 64th Annual Conference & Exposition being held in our great city of Atlanta on June 24-27, 2012!! SHRM-Atlanta is excited to welcome everyone to ‘Hotlanta’ and put together a short video we are sharing on all of our Social Media channels starring some of our fabulous members and highlighting some of the great places to go and see while here!

Please check it out and feel free to share on your own social sites as well!

Special thanks to our EVP of Marketing, Teela Jackson for making this video happen — as well as my Co-VP of Social Media, Alex Putman, for producing and editing this fun clip to greatness

Just a tip — Be sure to keep an eye on our own blog and other #SHRMAtl social channels to follow coverage leading up to, during, and after the big event, as well as highlights of SHRM-Atlanta’s chapter and membership involvement. We also hope to also cross post the blog activities of myself and Michael Haberman, who will be attending the conference as part of the #SHRM12 social media/blogger press team.

As for the SHRM itself, there is no doubt this conference will be the place to be June 24-27th, but they have created several online opportunities to follow the #SHRM12 conference and network with other attendees. In addition to their Facebook, Twitter, LinkedIn, and YouTube platforms, SHRM has also built a new social engagement tool, the BUZZ — which will allow you to connect with your fellow attendees before and during the conference. You can read advice from the SHRM Staff, the blogger press team, speakers, other attendees, AND volunteers — of which so many will come from our own SHRM-Atlanta membership!! Share your own tips or get ideas for getting the most out of Atlanta and the conference experience – from where to go, what to do, and what to pack to asking fellow attendees about their favorite speakers.

It’s gonna be HOT ya’ll, so stay tuned and connected!!!

Chris Havrilla is currently retained as a Consultant through her company Havrilla LLC, where she focuses on all aspects of strategy, process, and technology as it relates to Recruiting, Sourcing, and Talent Management for clients ranging from the SMB market to the Fortune 500. In addition to co-founding and blogging at RecruiterChicks.com, Chris is currently serving as Vice President, Social Media for SHRM-Atlanta, as well as on the board of the Technology Association of Georgia (TAG) Recruiting Society.

Did you know that there are over 1 billion (with a “B”) smart phone users globally?  By 2015 smart phone usage will overtake desktops.  Do you think this mobile explosion will have an impact on talent acquisition?  Consider this scenario…

The year is 2015, the war for top talent continues (yes, it is still happening).  You are at a dinner party and strike up conversation with someone, realizing they are the perfect VP of HR for that long, exhausting search you have been conducting for 5 months!  Here is how it would play out, past, present and future;

In 2004 you hand them a business card, request a resume and wait a few days to receive via email, hoping it does not get caught up in your spam filter.

2012:  You may hand them a business card and then look them up on LinkedIn, sending a connect request (hoping they remember and liked you).

2015:  Snap a picture of them with your mobile device and instantly go to their web profile.  Your device recognizes their image and returns web results instantly via something called augmented reality!

Now granted, snapping a picture of someone to search their image may sound creepy, but so did “following” someone just a few short years ago.  How realistic is the above scenario?  Want to learn more about what the future of talent acquisition holds in terms of mobile and social recruiting?  Then join me at the 22^nd Annual SHRM-Atlanta Conference where I will discuss the future strategies, tools and practices of talent acquisition.

Session Date and Time:                  Wednesday, March 14, 1:45 pm – 2:45 pm
Session Title:                                   The Future of Talent Acquisition
Content Area:                                   HR and Technology

Alex Putman has led successful teams in global talent acquisition for high growth companies encompassing five continents. In his role as Director of Global Talent Acquisition with Case-Mate he is responsible for talent acquisition, recruitment branding and building talent communities on a global scale. You can connect with Alex via most social networks including LinkedIN & Twitter and follow his blog Social T-Rex.

FOR IMMEDIATE RELEASE 
Mary Lynn Miller, Chief Operating Officer
404.869.2568
mmiller@shrmatlanta.org

FOR ADDITIONAL INFORMATION
Jean Yahres, Association Director
404.760.8129
jyahres@shrmatlanta.org

Georgia’s Largest Human Resources Conference to Gather Hundreds for Education & Networking:  Hosted by SHRM-Atlanta October 17-18

Atlanta (September 15, 2011) – SHRM-Atlanta, the Atlanta Chapter of the Society of Human Resources Management, hosts the 21st Annual SHRM-Atlanta Human Resources Conference on October 17 and 18 at the Cobb Galleria Centre. Human resources professionals and other individuals with an interest in human resources from all over Georgia are invited to attend this two-day conference to network, learn and share ideas with other HR practitioners, as well as earn continuing education credits from the Human Resources Certification Institute (HRCI). The event is the largest gathering of the human resources community in Georgia this year; last year’s conference drew over 1,000 participants. Kat Cole, president of Cinnabon, presents the keynote address, “Transformational Leadership: Building Teams for Success through Times of Rapid Change,” on Monday, October 17 at 9:40 a.m.

The theme, “Working for a Better Atlanta,” spotlights Atlanta’s position as a vital economic center and the role of human resources professionals in shaping a more prosperous future. “The SHRM-Atlanta community has really come together to produce an unparalleled opportunity to meet and explore the critical issues – and opportunities – the HR profession currently faces,” said Mary Lynn Miller, SHRM-Atlanta’s chief operating officer. “Legislative changes and compliance, using social networking for recruiting, tackling recruitment and retention as the cost of providing benefits increases… we’re gathering the experts under one roof so HR practitioners at all levels find new insights and tools to improve their personal and company performance.”

Over 60 concurrent breakout sessions organized into seven educational tracks are planned. Confirmed speakers include leaders from MetLife, Merrill Lynch, Cox Enterprises, AARP and a number of other prominent corporations, consultancies and law firms. Tracks include: Business Acumen & Leadership, Law & Legislation, Total Rewards, Organizational Evolution, Talent Management, Diversity & Inclusion and HR Leveraging Technology.

The Resource Partner Showcase opens on Monday, October 17 at 9 a.m. and features over 100 exhibitors providing products and services to help human resources professionals work more efficiently. For the second year, the Technology Association of Georgia (TAG) presents “Tech Row,” a series of vendor booths representing TAG’s member companies providing products and services to the HR community. Admission to the Showcase is free and open to the general public.

A highlight of the agenda is the 2011 SHAPE Awards, taking place Monday, October 17, to recognize individual HR professionals and teams who exemplify the highest professional standards in the industry. Networking opportunities also include a roundtable breakfast held Tuesday, October 18 where conference attendees share ideas and knowledge about specific topics or areas of expertise.

Full-access, student and one-day registration rates are available, ranging from $230 – $650. Group discounts for five or more participants from the same organization are available. Admission to the Resource Partner Showcase (exhibition hall) is free. For detailed rate information, the full agenda and additional information regarding the 21st Annual SHRM-Atlanta Human Resources Conference, visit shrmatlanta.org.

About SHRM-Atlanta
SHRM-Atlanta, the Atlanta Chapter of the Society for Human Resource Management, was founded in 1965, and has current membership of over 2500 individuals. SHRM-Atlanta seeks to promote the professionalism of the Human Resources Management field by offering members a wide variety of professional development opportunities and a common forum in which to share ideas and experiences. Serving the Atlanta HR professional, SHRM-Atlanta provides opportunities for career development and community involvement both inside and outside of the Chapter. SHRM-Atlanta – Working for a Better Atlanta!
www.shrm-atlanta.org

On Twitter: @shrmatl
Conference hashtag: #shrmatl11

“Companies have long set aside resources to develop and market consumer brands. Now, some are finding that to attract and retain the best job candidates, they need to put similar resources into their so-called employer brands.” (Wall Street Journal, May 16, 2011, pg. B9) How is your organization targeting potential employees to make it a desirable place to work? Furthermore, how is your company retaining its valued employees?

Here are a few statistics for you to consider:

• There are approximately 78 million people in the baby boom generation who will be retiring sooner or later (Maybe, later than sooner but they will be retiring), but only 46 million in Gen X, approximately 32-47 years old to fill those spots. Big labor shortages are coming as is the talent war.
• By 2012, 70% of the workforce will be women and minorities. By 2014, 48% of the workforce will be women.
• The MetLife Inc. ninth Annual Study of Employee Benefit Trends indicated that employees have “grown more dissatisfied and disloyal, to the point where a startling one in three employees hopes to be working elsewhere in the next 12 months.”

Have I got your attention now?  As Human Resource experts, we have our work cutout for us. We need to become an even stronger strategic influencer at the organization table.

How do we play that role well?

1. Bring the near-term future scenario to the table, including the above cited statistics, in order to light a fire within the power players. Senior leaders may have put this issue on the back-burner because it has been an employer’s market over the last several years. Come equipped with the longer-term picture to add emphasis that this is not just a short-term issue. Know the specifics for your industry.
2. Educate senior leaders about the motivations of each generation, what they are looking for in work. Senior leader Boomers need to understand that Gen Xers and Millenials are not motivated by the same things that motivate them. Creating the right culture can do more to attract this talent than compensation packages.
3. Scrub your company’s approach to recruiting. The logo and products or services are not enough to attract talent. For example, include video profiles on your careers website of actual employees. What hard-to-fill positions are available that potential candidates might not know are opportunities in your organization? Appeal to these technology-savvy generations by leveraging LinkedIn, Facebook, Twitter and iPad apps.
4. As more women move into the ranks of leadership and accept more responsibility, the potential for stress levels to rise is inevitable. Keep in mind, women manifest stress very differently than men. Stressed-out men are Type A (the stress syndrome we have heard about all these years). Women become Type E, everything to everybody, a very different set of behaviors. What is your organization doing to help these high potential women cope? If nothing, these talented women may just find a company that is more work-life balance friendly.

So, what are you and your organization doing to shine its image as a great place to work? Would you advise your best friend (given the appropriate skill set) to work there? Better yet, if you had to do it over again, would you work for your company? Why or why not is a good place to start the discussion to ensure your organization is able to attract and retain the right talent to sustain it. Then, onto a shiny employer brand…

Dr. Jane Goldner, president of The Goldner Group, is one of the nation’s leading authorities on talent retention and trusted advisor to Fortune 100 Companies, government and military organizations, and to mid-sized businesses. She is the author of Driven to Success: A 10-Point Checkup for Achieving High Performance in Business, a step-by-step business guide for leaders. Dr. Goldner is a highly rated adjunct professor at Kennesaw State University Coles College of Business. She is a recovering Type E Woman who focuses on helping other women recognize and address their Type E behaviors.

The job market has changed. It’s more competitive, more fast-paced and the use of social media is now the norm. Job seekers must take an even proactive role in finding opportunities and the importance of networking has never been more relevant. How do you make the big world out there a bit smaller?

One great tool is LinkedIn.

Called “The Facebook for Professionals”, it’s a place where over 100 million people have posted their professional backgrounds for purpose of expanding their network, sharing their expertise and getting known.  Do you have a LinkedIn profile?  If not, you may be left out.

Here are 6 tips on how to get the most out of putting yourself out there.

1. Create a complete free profile at www.linkedin.com.  The site will walk you through the process. Have your resume handy for easy access to key information.
2. Post a professional photo. Key word here:  Professional.  Not a picture of you and your dog, a cartoon or avatar, or worse; no picture at all! Forward-facing, SMILING, professionally dressed, head shot with a neutral background.
3. Invite others to connect with you. You’ll be surprised at how many people you do know out there!  When sending a message to connect, edit the text in the invitation to make it personal. It shows that you took the extra time and makes a positive impression.
4. Be easy to find. To make your public profile URL easier to find, edit it and use your full name. For example, mine is www.linkedin.com/in/MarieCumbest. LinkedIn ranks higher in search engines than Twitter and Facebook so promote your link by putting it on your resume, cover letter, business card, and all marketing materials.
5. Join groups. There are more than 700,000 to choose from and you can join up to 60.  Click on “Groups You May Like” and LinkedIn will make some suggestions for you. When you join the groups, you can connect directly with others in the group – expanding your network!
6. Remember to keep your postings and comments professional. You won’t get a second chance to make a positive first impression.

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Utilize these tips to get your LinkedIn profile up and running and you won’t be left out.

This post was submitted by guest blogger Marie Cumbest.  Marie is the VP of Client Services at Career Spa, LLC,  the organization that provides one-on-one coaching and support for all professionals who want to elevate their careers to the next level. Find Marie on LinkedIn or on Twitter (@mariecumbest).

When you work in social media, there is a balance between being transparent and providing too much personal information. In my work, I decided several years ago not to say anything online that I wouldn’t discuss in person to a client, employer or my most esteemed relative. Here are points to consider before taking your personal reflections online:

1. How will this affect my family and friends? Your actions online can potentially harm your family’s interests and ultimately, their safety.  Also, you may have relatives or children who have political or other career aspirations.

2. What is the best channel for me to share this information? When I have bad news to share with my family and close friends, I call or speak to them in person first. Even though it would be a timesaver, in the long run, initially posting this type of news to Facebook will generate more questions than answers.

3. What does this information reflect about my professional brand? Each update, post and tweet matters. They collectively affect your reputation and image. If your feeling about the subject is temporary or it will pass, you shouldn’t share it online.

4. How would I feel if I read these insights from one of my mentors? Think about how you would react if someone from your trusted network posted it. Would it drive you to help them or question their judgment?

If you are on the fence about any comment or topic, my recommendation would be not to post the material. There are so many interesting trends and solutions that you can provide in your niche. Share your best knowledge, not something that truly needs to stay in your ever-changing thought bubble.

This post originally appeared at http://socialprecision.com/blog/2011/4/25/transparency-vs-too-much-information-tmi.html.