I Can’t Stop Thinking About…

mind

I have writer’s block. I’ve got nothing witty or insightful in me. I’m so focused on the day to day at hand, the work in front of me that I can’t pop out a blog post to save my life. I’m also thinking about this 3-day weekend ahead of us. Get me out of here! The pool is open! It’s muggy as heck in DC. Let’s DO this! Who’s with me?! So here are six things I’m thinking a lot about these days and trying to figure out.

  • SEO. How findable are your job postings? If someone didn’t know your company existed, if someone didn’t know you were hiring for certain kinds of roles… but they knew they wanted jobs in a particular geography in a particular vertical, could they find you? Sure you could source like crazy and find them, and hope they may be open to making a move at this moment… but what about them finding you? Are you thinking about search engine optimization?
  • Maybe SEO isn’t a problem for you. But then let’s talk about all those eyeballs on your website. All those eyeballs and all that traffic on your website – what percent of that converts to actual applications? What happens to all those people who stop by but never apply? Where’s the net to catch them? Hmmm.
  • What about all those eyeballs that land on your LinkedIn profile. Those eyeballs of job seekers. Who owns your LinkedIn profile? I still say it’s your employer. It seems like I’m in the minority here though. Ha. Jump into the comments there for a conversation.
  • We talk about best practices and emerging channels all the time at HR or recruiting conferences. Like LinkedIn. Heck they have their own conference. But are best practices and emerging channels what you want to go talk about at a conference though? And if you could change the whole HR and recruiting conference experience, what would you change?

I’ve been thinking a lot about conferences lately. What do we learn at these? Sometimes you’re motivated and inspired. I always hope to be. But that aside, we’re fed case studies, we then regurgitate what we “learned.” But where’s the real learning? Is there any actually happening?

New HR and recruiting technology will come and go. New best practices will emerge. Your competitors will be doing something maybe a little bit before you, maybe at the same time, maybe after you but they’ll do it better than you. Then you run and begin looking for the next thing. We’re continually one-upping each other. Distracted by the new shiny object. And I almost feel like that’s what we get at many conferences. Are those the “skills” that are really called for in the future? I’m not sure we’re often, if ever, left with learnings on the actual skills needed to be an HR or recruiting leader at conferences. I dunno…

  • So when you grow in your recruiting or HR career and simply grow as business leader… it’s no longer about the new technology. Or someone else’s best practice that you replicate, one-up or tweak. So as I grow in my own career, it’s interesting to see and hear what other companies are doing… but it’s just interesting. It’s not super helpful for me in my day to day work. As I grow in my career, I’m finding what’s important is simply about being a great consultant, even if internal and problem solving for the issue at hand but making sure it ties back to a bigger picture. Which means being a recruiting or HR leader is about being strategic. Period. Which means it’s also really about being a terrific communicator – to many different kinds of audiences. What if you learned those skills at a conference? Hmmm.
  • And here’s one last bit I’m stuck on after a question that was posed to me recently at a conference – how do you know when it’s time to make a career change? If you’re jaded and cynical, then it’s totally time to get out of HR and recruiting. Or find a change in scenery. Your job is to sell culture and if the koolaid has dried up for you, you can’t be the face for your culture anymore. Move on, please. You’re making recruiters and HR folks look bad.

What are you thinking about on this Friday?

FOT Background Check

Jessica Lee
Jessica Lee is director of digital talent strategy for Marriott International. In this newly minted role, she leads their talent related digital and social media efforts for the Marriott International family of brands... which means she blogs, tweets and plays on Facebook all day. Kind of. In what she'll quickly tell you is her dream job, JLee is working to differentiate and position Marriott to most effectively optimize innovative technologies to address the brand's business needs in the talent space.  Check out the baseline of what Marriott has done on Facebook, or in this profile via Fortune Magazine in which they are called out as a social media star. Pretty freaking cool what they've done already... and she'll work to take it even further to the next level. Don't be fooled by that fancy pants digital stuff though, she's still an everyday HR gal in the trenches at the core. SPHR certified, a decade or so into trench HR life... she can whip up a corrective action plan or source for your purple squirrel in a heartbeat. Talk to Jessica via EmailLinkedInTwitter or Facebook... See Jessica's riffs and rants on Fistful of Talent here...

One Comment

  1. Brenda says:

    Hi Jessica:

    Great thoughts.

    First, conferences should be about building up the HR practitioners tool belt. I would personally love more talks on consulting skills, how to be great HR Business Partner, asking thought provoking questions to build your HR strategy, how to design organizations for today and tomorrow, executive development.

    Second, I am thinking more and more about Linkedin. I do think as a hiring manager you should review your Linkedin profile. Candidates are scoping out your company but you as well to see if you stack up as a great boss. So if you have taken some great workshops on leadership, or have something great to say about your team’s work or the company’s vision, then share it. The candidate is looking for a leader that walks the talk. What a great way to socialize this with prospective employees.

    Thanks!

    Reply

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