Connect the HR dots and avoid sliding into the cold dark sea

I read a positive article earlier this week in Workforce Management titled What the CEO Wants from HR. The primary takeaway was the fact that companies need a "strong pipeline of high-level leaders that will drive business growth."

Integrated talent management - that's HR's primary strategic business role is in companies like VF Corp. and Zurich Financial Services and I'm sure many others. This is where HR leadership should be spending the majority of it's strategic time and leave the day-to-day tactical to the HR minions.

Unfortunately most companies large and small still lack the foresight and/or resources and/or prioritization for performance management, succession planning, workforce planning and leadership development. That was validated by a Bersin & Associates Talent Management Webcast I attended this week.

According to the Bersin Webcast, more and more companies are "getting" the fact they need better integrated talent management strategies, particularly when it comes to identifying and developing leaders.

Business leaders are really starting to connect the dots, improving hiring, onboarding, managing and developing employees and leaders - even if cost-cutting and layoffs are still on the table (we've got a ways to go for the good biz ship Titantic Lollipop to turn around and there be many icebergs still afloat).

And then in our latest HR Market Share podcast with Jason Alba, I touched on some of the recent good news from Bersin & Associates HR marketplace research (these hip cats get it):

Employers Capitulate on Business Slowdown – The Turnaround is Coming

According to the summary post, business leaders in most industries have now lowered their expectations and essentially “capitulated” on the 2009 recession. This means that companies have stopped looking into the abyss and have now “reset” their plans with lowered expectations.

Doesn't sound very positive, but it is (bullish according to Bersin).

When we asked HR executives about their key talent strategies, their talent priorities are as follows:

• 67% cite “gaps in their leadership pipeline”, up from 64% in Q1 (this is bullish)
• 66% cite the need to “improve a performance-driven culture”, up from 71% in Q1 (this is bullish also)
• 37% cite the need to “downsize the organization”, down from 33% in Q1, which is also bullish.

Bersin & Associates are hearing the need for sucession planning and leadership development and companies are investing in their plans for the future, while on the supplier side of the fence many talent management firms have been rockin' and rollin', not sliding into the cold dark sea.

So whether you're an integrated talent management firm or a siloed succession planning/workforce planning/leadership development firm, your marketing play should definitely be increasing.

Just connect the HR dots.

HRmarketer's News for HR Newsletter. July Issue Now Available.

It's hard to believe this is our 11th issue of News for HR.

We first published News for HR, a monthly online newsletter for human resource professionals, in September of 2008. It was "Baptism by Fire" as this was our first attempt at publishing a newsletter for HR professionals.

Today, we have an opt-in circulation of over 80,000 HR decision makers and prestigious advertisers like SHRM. I'd say the team responsible for this newsletter has done a terrific job.

The content for the newsletter mostly comes from our HR Directory White Papers+ content database that anyone can contribute to if they have a Profile in our HR Buyers Guide. We currently have nearly 3,000 content sources.

Our News for HR editorial team then selects what they believe to be the best content (articles, white papers, podcasts and webcasts) month-to-month (hint - not promotional). If you want your content featured, create a profile in the Directory and load up some content.

Our policy is to select content on merit alone and we don't trade advertising for content inclusion or give clients preferential treatment. We very much separate our marketing and sales from editorial and our editor is not involved in any aspect of our marketing. I have a funny story about this. Last month we featured a white paper written by the president of The Ephor Group titled Ten Common Board Mistakes (a fabulous white paper!). The Ephor Group is a client of HRmarketer and one of their principals emailed me and thanked us for featuring their story (they received hundreds of downloads of the white paper as a result). I forwarded the email to our editor and she responded "who is the Ephor Group?".

We also feature new products and services from HR vendors each month. If you have something new please send to us! There are fewer new products these days so we need sources. And if you are interested in advertising in the newsletter (or renting the email list for your direct marketing campaigns) our sales team would love to chat with you. Contact us at info [at] hrmarketer.com

Check out the latest issue here. This month's newsletter topics:

Article: Compensation: What's the Big Secret?
Article: Hiring Controversies, Social Networking and Falsified Resumes
Top EmployeeScreenIQ's Annual List of Background Screening Trends
White Paper: Boards in Turbulent Times: Corporate Governance Europe Report 2009
HR Humor: Does Anyone Here Speak English?
Webcast: Clark Hill Reviews I-9 Compliance; How E-Verify Will Impact Your Organization
Podcast: Dealing With Work-Life Stress
HR 180: Significant Objects

What's New? The Latest in HR Software and Services

• Recruitment & Staffing
• Compensation & Benefits
• Talent Management
• Training & Development

Enjoy. And subscribe!

The Latest HR Market Share Podcast: Interview with Jason Alba - speaker, author, consultant and founder of JibberJobber.com

The latest HR Market Share podcast is ready for your listening pleasure below (more interviews in the queue as well!). Subscribe to the series in iTunes and look for regular posts to our blog and on the HRmarketer.com site. You can also subscribe to all our past interviews and episodes via Hipcast.

Our latest episode includes some better HR marketplace news about how the turnaround is coming and an interview with Jason Alba - speaker, author, consultant and founder of JibberJobber.com, a personal relationship manager that allows people to manage a job search and optimize networking relationships. Jason is also known for his “I’m on LinkedIn. Now what???” books, which I highly recommend for those trying to better understand LinkedIn and how to brand and pitch themselves. In our interview, Jason offers advice on how people can use social networking tools to brand and pitch themselves for better career management.

Thank you and enjoy!

• JibberJobber.com
  
• I'm on Linked in. Now What???
  
• Employers Capitulate on Business Slowdown – The Turnaround is Coming
• Madmen Yourself
  
• The coolest and most comprehensive collection of HR-related news and content found online is in our HR Directory (get a profile up if you're not already there)
• News for HR Newsletter
• HR Vendor Newsletter
  
• More HR marketplace news here and here

Post by Kevin Grossman (join me on Twitter, Facebook and LinkedIn)

New Study Identifies Strategies to Retain Older Workers

I wrote a blog post this morning on our SeniorCareMarketer.com blog (The Business of Aging) about a new study from The Robert Wood Johnson Foundation and The Lewin Group that discusses strategies to retain older workers.

Robert Wood Johnson you might ask (I did)?

The original motivation behind the study was to help health care agencies retain "experienced" workers (e.g., nurses) but the results are applicable to employers in any industry.

I'd rather not duplicate the post here so please read the post on our SeniorCareMarketer blog if you are interested. It's an interesting study.

We've got tons of popular topics in our HR Directory. Here are the hot ones for July.

For those who still don't know, our HR Directory contains a “White Papers Plus” section with thousands of white papers, articles, videos, blogs, podcasts, webcasts and research. And reciprocally, thousands of HR folk including professionals, suppliers and thought leaders visit each month.

That's a ton of quality content for a lot of quality folk. July’s five most popular resources include:

• The Trouble With Personality Tests – HR Chally Group (White Paper)
• American Medical Review – Ameriplan USA (Video)
• Emotional Intelligence: What’s New, What’s True – The TRACOM Group (White Paper)
• Strategic Method for More Accurate Talent Management Decisions – HR Chally Group (White Paper)
• Best Practices in Talent Management: Factors in ATS Selection – nowHIRE.com (White Paper)

You can find the HRmarketer.com HR Directory here at http://www.hrmarketer.com/community.

The directory helps HR and employee benefit suppliers showcase their companies and share their expertise with the professional HR community. It also allows them to build interactive company profiles and syndicate their content. Since a vendor’s content is hyperlinked to their Web site, it helps HR suppliers improve their search engine optimization (SEO) and generate sales leads.

The five most accessed vendor profiles in July included:

• Accurate Background, Inc. - Background screening solutions
• Arbita - Recruitment marketing technology
• LifeCare, Inc. - Health and productivity solutions to employers
• Cornerstone OnDemand - On-demand, integrated talent management solutions
• nowHIRE.com - applicant tracking and I-9 compliance systems for companies

HR decision makers are looking for sources of information they can trust to help them do their job better and more efficiently. As our buyer research has shown for years, they typically turn to the Internet first. Having great content (content marketing) increases the likelihood of your company showing up on search results – and of prospects finding you first.

HR suppliers and those interested in adding white papers, webcasts and research are invited to visit http://www.hrmarketer.com/community/.

Come join in on the ton of helpful fun!

Marketing and PR: Forget about a friggin' easy button

Yesterday I listened to the latest episode of The Bill Kutik Radio Show. I'm a big fan and was looking forward to Bill's interview with Jeanne Achille, President and CEO of The Devon Group, another great public relations and marketing firm in the HR marketplace.

So anyway, Bill introduces Jeanne and makes the statement that "The Devon Group is the only public relations firm I know of who focuses on the human capital space."

Really. The many other communications firms that also focus on HR like Carrick Marketing Communications, Eagle PR and BackBone, Inc. don't count I guess. And let's not forget another fine (but el loco los mismos) HR marketing firm Starr Tincup.

And then of course there's our little ol' full-service marketing and PR firm - HRmarketer - who has helped over 600 human resource and employee benefit service providers of all shapes and sizes grow their business buy generating publicity, website traffic, sales leads and improved SEO.

But I digress. Regardless of Bill's faux pas, it was a pleasure listening to Jeanne talk about her years of PR experience and how important quality media and analyst relationships are in public relations and the fact that there's a lot of heavy lifting to do, which is the true point of this post.

Heavy-lifting easy buttons don't exist, but the Staples easy button campaign was and is still brilliant. Everybody wants an easy button, and marketing and PR is no exception.

I can't tell you how many folk I speak with who want an easy button to generate visibility and leads. Push a button and your showered with them.

Just because you think you have cool products and services, a great news announcement or fresh marketing campaign doesn't mean the media, analysts or your prospects will.

And just because they don't doesn't mean they're idiots.

But if that's the way you feel then by all means go ahead and:

• Forget about honing your messaging (I sell paradigm-shifting products and services that speak for themselves).
• Forget about creating a marketing and PR "road map" that includes your key differentiators, competitive landscape, editorial calendar and past and planned marketing and PR activities.
• Forget about building a search-optimized marketing website.
• Forget about knowing who your target market is (your primary buyers, influencers and deal-breakers, which was an important group Jeanne brought up).
• Forget about knowing your competitors and how to differentiate.
• Forget about building relationships with the media (and analysts if you're so inclined) and distributing regular news and "educational" marketing releases.
• Forget about sending search-optimized press releases via Internet wire services like PR Web.
  
• Forget about generating quality content that HR decision makers and executive management alike prefer to consume over the usual marketing fodder.
• Forget about executing regular direct marketing campaigns to nurture your primary prospects and introduce them to your products and services and stay in front of them with a mix of content and pure-play (thanks, Jonathan).
• Forget about exhibiting and/or sponsoring at trade shows like the ERE Expo, Onrec, WorldatWorld, SHRM and HR Tech.
  
• Forget about using Webcasts, podcasts and videos to promote your business.
• Forget about social media marketing and developing a strategy and having authentic conversations with your buyers and influencers (what the hell is Twitter anyway?).
• Forget about reviewing your marketing and PR analytics and results - revising and reloading.
  

Forget about a friggin' easy button. It doesn't exist.

Whether you partner with a firm, or hire your own marketing and PR team, or try to do it all yourself, investing the time and resources in marketing will help grow your business - if you do the hard work.

Post by Kevin W. Grossman (join me on Twitter, Facebook and LinkedIn)

A Tale of Getting Inbound Marketing Certified

As most readers of this blog and our articles/white papers know, we talk a lot about marketing tactics, what’s happening in the HR industry, creating and promoting relevant content, using social media to market your product/service, search engine optimization, etc. And since I speak with marketing/ PR professionals and business owners every day about their marketing strategies and struggles, I decided to attend Inbound Marketing University, hosted by Hubspot a few weeks ago. It was a series of 10 FREE webcasts over five days. They pulled together some industry experts who covered all things related to inbound marketing. Class topics and presenters included:

1. How to Blog Effectively for Business, with Ann Handley & Mack Collier, MarketingProfs
2. SEO Crash Course to Get Found, with Lee Odden, Top Rank Marketing
3. Social Media and Building Community, with Chris Brogan, New Marketing Labs
4. Successful Business Uses for Facebook and LinkedIn, with Elyse Tager, elymedia
5. Viral Marketing and World Wide Raves, with David Meerman Scott, author of New Rules of Marketing & PR and World Wide Raves
6. Advanced SEO Tactics: On Beyond Keyword Research, with Rand Fishkin, SEOmoz
7. Calls to Action and Landing Page Best Practices with Jeanne Hopkins, MECLABS, Marketing Experiments
8. Inbound Lead Nurturing, with Brian Carroll, MECLABS, InTouch
9. Successful Email Marketing with Eric Groves, Constant Contact
10. Analyzing Inbound Marketing with Marshall Sponder, Monster.com, Web Analytics Association for Social Media

And to enhance the whole “university” experience, they finished the series with a certification exam to become a “Certified Inbound Marketer”.

Some of the best sessions, in my opinion, included Chris Brogan on Social Media and Building Community and our friend David Meerman Scott on Viral Marketing and World Wide Raves. There were some incredible SEO tidbits presented by Rand Fishkin in Advanced SEO Tactics. My favorite term he used was “link juice” in regard to the power of external links from reputable web sites into your site.

The common thread throughout the series was about creating valuable content, and then promoting it, linking to it, etc., which we are constantly talking about with our own clients, so it was nice to hear it from so many other thoughtful marketing experts. For our take on this topic, check out our latest article “Using Original Content to generate Online Visibility, Web Site Traffic and Sales Leads.”

When you create valuable content – whether it’s a blog post, a best practices tip sheet, a white paper or an eBook – you are sharing your expertise and thought leadership, which effectively communicates why a prospect should trust you, and ultimately why they should come to your organization when they need a specific product or service.

Are you providing content that is valuable to your audience – information that helps them solve a problem, or helps them do their job better? Are you sending search optimized press releases to promote your content, and in a form which allows you to include keyword hyperlinks to help with your SEO? (By the way, don’t link your company name – you should hopefully already be found by that! But use the keyword phrases that you want to be found by when people are searching the internet.) Are you sharing that content in places where your prospects can find it – i.e. – through social media - LinkedIn, Twitter, Facebook, and our own HR Directory? If not, why not? It is the direction marketing and public relations are heading, so it’s time to dive in.

By the way – I passed the certification exam! :-)

Post by Jocelyn Cook

The Latest HR Market Share Podcast: Interview with Bill Vick, founder of XtremeRecruiting.tv and EmploymentDigest.net

The latest HR Market Share podcast is ready for your listening pleasure below (more interviews in the queue as well!). Subscribe to the series in iTunes and look for regular posts to our blog and on the HRmarketer.com site. You can also subscribe to all our past interviews and episodes via Hipcast.

Our latest episode includes some more 2009 SHRM Conference and Expo comments and an interview with Bill Vick, founder of XtremeRecruiting.tv and EmploymentDigest.net. By definition Bill’s a HeadHunter, serial entrepreneur, author, publisher, big biller, speaker, recruiting coach, social media and recruiting industry consultant. He believes everybody has the ability to achieve success in life and his goal is to help others succeed. I had a powerful conversation with Bill about the state of recruiting, social media and more.

Thank you and enjoy!

• XtremeRecruiting.tv
  
• EmploymentDigest.net
  
• How to make the SHRM Annual Conference a Lead Generation Extravaganza Extraordinaire
  
• The coolest and most comprehensive collection of HR-related news and content found online is in our HR Directory (get a profile up if you're not already there)
• News for HR Newsletter
• HR Vendor Newsletter
  
• More HR marketplace news here and here

Post by Kevin Grossman (join me on Twitter, Facebook and LinkedIn)

Your focus list for social media marketing

Every Saturday there's a farmer's market down the street from us. We love to go mingle with the neighborhood folk, shop for locally grown fruits and vegetables, and listen to some live music.

A cacophonic community of organic conversation. Kind of like social media marketing, or at least the way it's supposed to work.

In the old school rules of marketing and PR, there were very definitive processes about direct marketing, PR, advertising, and measuring the return of all those.

But social media marketing is messy and not as clear on how to track results, and ain't that a beautiful thing?

However, we don't go to the market without a list of things we need every week, and HR suppliers invested in social marketing shouldn't go without one either.

My friends at The Glowan Consulting Group shared a great tip yesterday about making two lists (brief segue here that ties in):

List 1: Your Focus List (the road ahead)
What are you trying to achieve? What makes you happy? What's important to you? Design your time around those things. Because time is your one limited resource and no matter how hard you try you can't

List 2: Your Ignore List (the distractions)
To succeed in using your time wisely, you have to ask the equally important but often avoided complementary questions: what are you willing not to achieve? What doesn't make you happy? What's not important to you? What gets in the way?

These lists are more work/life lists than anything else, but when immersing yourself in social media, it can all be quite overwhelming. How much time do I invest? How much information do I have to try to consume everyday? There's a lot of stuff out there, a lot of noise, and a lot of crap to wade through.

Make a focus list that includes:

The communities you want to have "marketing" conversations with. There are the big three with Facebook, Twitter and LinkedIn, but what about other communities like ERE.net and HR.com (and isn't there a new SHRM community coming as well?). And don't forget the Ning networks like RecruitingBlogs and RecruiterEarth and so many more. But don't overwhelm yourself; you'll have to have an ignore list as well.

Building your network connections organically. Listen to what they're talking about. Comment on it. Share information of your own. Just don't force your marketing rap on them from the get go; you can't game social media, because it can and will game you right back by biting you in the butt. This isn't like direct marketing, so if you aren't hanging out and chatting and sharing information and paying it all forward - being authentic - then these folks are going to get that quickly and your connections will dissolve.

Contextual posting of information. Remember, your social media marketing "conversations" can and should be contextual and aren't always for every social networking audience.

Listening to the influencers in the HR marketplace. There are too many to list here, and I'm not including a lot of valuable supplier blogs and resources, but if you're targeting HR and executive management, here are some folks across the space I try to "listen" to regularly:

• Benefit's Buzz
• The Bill Kutik Radio Show
• Bill Vick's XtremeRecruiting.tv
• BlogERP: Jim Holincheck's HCM Software Blog
• Cheezhead
• Domestic Violence in the Workplace
• Fistful of Talent
• the hr capitalist
• HR Technology Blog
• hr bartender
• Human Race Horses
• johnsumser.com
• Josh Bersin's Blog - The Business of Talent
• LeadingBlog
• Libby Sartain's and Mark Schumann's Brand For Talent
• Peter Clayton's Total Picture Radio
• Punk Rock HR
• Steve Boese's HR Technology
• Todd Raphael's World of Talent
• Winning Workplaces

How much time do you want to invest. Other HR marketers have told me they invest on the average 30-60 minutes per day. That's a good average that I invest as well. Don't spend ours jacking around on Twitter. Trust me, you can, and so you may as well stay up all night playing Legend of Zelda (oh, that was me in college - sorry).

Tracking visibility, traffic and leads. Who's sharing your contextual contributions? Who's retweeting you? Who's quoting you in their blogs? How much website traffic are you generating from your content marketing in social media circles? How many folks are downloading your content from your social media efforts? You can measure all these things.

Whether or not you want to hire a firm to help you with social media marketing. Yesterday, David Meerman Scott wrote:

There is really only one question to ask your prospective social media agency. It doesn't matter if they are your existing ad agency or PR agency or a potential new agency. Ask the prospective agency to show the agency social media presence. Ask about such things as blogs, Twitter feeds, YouTube videos, Web site(s), Facebook profiles, ebooks, and any other stuff they have. Make it an open-ended question. This not to say that an agency needs to do everything. But they should be out there.

Yes, they should be out there (and we are). 'Cause if they're not, then you're certainly getting gamed. Enough said there.

Man, I gotta work on my ignore list.

The Latest HR Market Share Podcast: Interview with David Russell, CEO of MANAGEtoWIN and Success With People

The latest HR Market Share podcast is ready for your listening pleasure below (more interviews in the queue as well!). Subscribe to the series in iTunes and look for regular posts to our blog and on the HRmarketer.com site. You can also subscribe to all our past interviews and episodes via Hipcast.

Our latest episode includes some 2009 SHRM Conference and Expo comments and a great interview with David Russell, the CEO of two companies, MANAGEtoWIN, Inc. and Success With People, Inc., and the publisher of a free website, www.LeaderZones.com, as well as an author, speaker, coach, consultant, and change agent. In this interview, our very own Jonathan Goodman discusses with David the state of people management in small and medium organizations across corporate and non-profit organizations and his ideas about how to create systematic power as a people manager.

Thank you and enjoy!

• Success With People
• MANAGEtoWIN
• LeaderZones.com
• Think Fresh: quality over quantity at the SHRM 2009 Conference & Expo
  
• The coolest and most comprehensive collection of HR-related news and content found online is in our HR Directory (get a profile up if you're not already there)
• News for HR Newsletter
• HR Vendor Newsletter
  
• More HR marketplace news here and here

Post by Kevin Grossman (join me on Twitter, Facebook and LinkedIn)

How to make the SHRM Annual Conference a Lead Generation Extravaganza Extraordinaire

At the SHRM Annual Conference in New Orleans last week I made a special effort to learn more about the lead generation plans of the vendors exhibiting in the Expo hall. On one side of the attention-grabbing pendulum you have the Monster, CareerBuilder, OC Tanner group with very high production values complete with themed uniforms for staff, fuzzy toys, and towering island booths; the other side of that pendulum swing were those vendors (who shall be nameless) who had a table, pens and sometimes did not even have a live person staffing the booth (which is pretty shameful IMO).

One example of a SHRM Expo exhibiting effort done well is that of Mangrove Employer Services. Mangrove created a program that made people cross the conference floor to find their booth. The thing I thought was so smart about Mangrove’s strategy is that they incorporated a way for the attendee to experience their solution - actually use it.  

Here are the highlights:

1. Rich Cangemi, ceo, had the original idea: Make each of the SHRM attendees an “employee” of Mangrove and send them information on a paycheck that was waiting for them. To collect their paycheck, attendees had to visit booth. Their pay varied from $2 - $500!
2. Incorporate a special themed program called “Boycott of Time Suckage” complete with a dedicated website (www.boycotttimesuckage.com).
3. Get the IT department to set up a page that will incorporate individual and secure Employee ID and password and get ready to assign each attendee with one.
4. Develop a direct mail postcard with individual instructions on log in information, what to do and how to receive their paycheck.
5. Set up a “help line” that would re-direct any questions to the business development team to assist in finding the paycheck, which of course gave them the opportunity to start a conversation, to gather information and qualify opportunities for further appointments – BRILLIANT.
6. The attendees who found their paycheck online – came to get their money – real money!
7. They also had a list of people that received postcards and the amounts of their paychecks – and were ready for the frantic “Am I on that list too?” Of course they were!
8. The team was also equipped with a quick one or two answer “Time Suckage” survey that they asked the attendee to participate in.
9. Success, success, success

The pre-show planning began in November last year. All of the departments were in on it so that everyone on the team knew what was happening - show coordinators, graphic designer, agency, shipping, IT, Sales, Marketing, PR and Finance departments.

Now, wasn’t that a better plan than giving out pens and squishy stress balls?

Linda Athans, Mangrove’s marketing manager stressed the importance of tying the entire experience to Mangrove’s product offering – showing how seamless their Employee Self Service offering is – and using the experience to create opportunities for their prospects to interact with the business development and sales team. Appreciative SHRM attendees took the time to speak with the booth staff while getting their “paycheck” – providing their opinion and insight on what is happening to them at work – and providing great sales leads.

Mangrove provides a great case study of marketing as a conversation starter.

I am not saying that any of the other companies at SHRM did not have well strategized plans; I am saying that I noticed this smaller payroll company who had one busy booth, certainly rivaling larger vendors with bigger budgets.

Well done Rich, Linda and team!

Post by Rita Jackson

Rating HR Conferences. A quick promo from HRmarketer.com

A little over a year ago, we launched a Community section in HRmarketer.com that in addition to many other cool tools allowed HR vendors to review conferences and events they attended. The Yelp of HR events if you will. HRmarketer.com members can also review HR analysts, journalists and others.

While it has not been as popular as we'd like it to be (that's our fault which we will change), we are seeing a lot of good reviews posted. Some of the events reviewed on HRmarketer include (in no particular order - reviews are grouped by year so you can see past years reviews as well):

• SHRM Annual Conference & Exposition (Annual)
• HR Technology Conference and Expo (Annual)
• NY HR Week Conference and Expo (Annual)
• SHRM Staffing Management Conference & Exposition (Annual)
• ERE Media ERE Expo Spring Conference (Annual)
• theHRShow
• American Society on Aging (ASA) Aging in America Conference (Annual)
• National Retail Federation (NRF) Annual Convention & Expo (Annual)
• Kennedy Information Recruiting Conference & Expo (Annual)
• Electronic Recruiting Exchange (ERE) ER Expo Fall Conference (Annual)
• HR Tech
• Women in Leadership Summit (Annual)
• Global Partnering & Integration Summit (Annual)
• International Association of Employment Web Sites (IAEWS) Fall Member Congress (Annual)
• Art and Science of Health Promotion Conference (Annual)
• Healthcare Financial Management Association (HFMA) Annual National Institute (Annual)
• Southern California Workers Comp Conference (Annual)
• Benefits Selling Expo (Annual)
• SHRM Global Forum Conference & Exhibition (Annual)
• ONREC Expo (Annual)
• HR Southwest Conference (Annual)
• WorldatWork Total Rewards Conference & Exhibition (Annual)
• Human Resources Forum USA (Annual)

We're debating on whether or not to make this feature available to the general public - now, it's only available to HRmarketer members. If you have an opinion, please let us know.

Anyway, we're working on some really cool new features that will soon "recommend" HR conferences to people who attend a particular event. For example, when looking at a profile for Event A you will see some suggestions for other similar events you may like. The same technology will be used to recommend blogs, media outlets, etc.

If you have any other great product suggestions we'd love to hear them.

In the meantime, if you are an HRmarketer.com member and want to review the recent SHRM 2009 Annual Conference, please login and visit the SHRM profile to post your comment.

Happy 4th!