HR Bloggers Need to be Regulated? Who Cares. Let’s Stop Talking About Ourselves…

Jessica Lee Uncategorized

Uh oh… some of my fellow HR bloggers are a bit peeved about a piece that ran on Workforce recently about whether there needs to be a tighter rein on HR bloggers.

So, here’s the thing. Chances are that the majority of you out there who are reading this? You’re probably not upset about nor are you remotely interested in the article itself. And for that matter, you’re probably not interested in this blog posting of mine about the articImb_ibm_dole as is the case with the vast majority of HR pros out there because – listen up, folks – the reality is that most HR people don’t read HR or recruiting blogs. This blog included. And therefore, most don’t care about whether there are conflicts of interest in our little industry and the subsequent little squabble conversation that’s broken out as a result of the article. Gasp! Did I really go there?

Now, comments may come in on this little bloggy of ours about how I’m wrong, or why the article was irresponsible, or inflammatory, or threatening, or disrespectful, or <insert your negative adjective of choice here>. Fine, get it out of your system and vent your frustrations. And then once you’re done? Let’s move on from this navel gazing and get back to the real work of figuring out how to master all things social media for our organizations. For real. A tighter rein on HR bloggers doesn’t matter in the grand scheme of things, especially when HR and recruiting blogging isn’t that widespread.

One of the top challenges I find myself talking about when it comes to the average HR or recruiting pro jumping into social media and getting started is that you can get sucked in and distracted by all the chatter taking place. You’re told that with social media you should be authentic, and that you should show your personal side… and then one thing leads to another and you’re sharing about the bad date you went on, your cats, your naughty or nice children or maybe your love life. And I made rookie mistakes in the beginning with all of my oversharing. You get caught up in all sorts of conversations about all kinds of non-HR and recruiting stuff because absolutely, the community you build is nice and lovely and oh-so supportive. But if you get too caught up, you may find yourself wondering why you got involved in social media in the first place at which point I’d say… ask yourself – have you made an impact in your organization with your usage of social media? Do you have a business objective with all of it? And what the heck is the relevance to your workplace?

Blogging and social media – whether you’re a consumer or a producer of information – is absolutely good for your organization and your career’s health but only if used in moderation and if used properly. You have to be clear. And you have to be focused. And when you lose that clarity and focus? That’s when social media’s credibility and the credibility of HR bloggers is lost.

The Workforce article may have set off conversations and chatter within the blogging community about whether HR bloggers are indeed credible and relevant, and whether they ought to be regulated or need to be more transparent about their affiliations and relationships. And you can argue all sorts of points on those matters… but I’d like us to stop. Let’s all take a deep breath, and then move on. Let’s stop talking about ourselves. Let’s stop talking about each other. Instead, let’s focus on and talk about what progress we’re actually making in our organizations because of and through social media. Let’s talk about practical applications for social media for HR pros and recruiters. And let’s talk about results. Everything else? It just doesn’t matter. And if we continue to talk about anything else, HR bloggers really won’t matter in the grand scheme of things.