Why HR Bloggers Defy Traditional HR

hr blog

In 2007 when I started my life as an HR blogger I had no idea that I’d be “here” today.  I had given a professional blog some thought to differentiate myself among other HR professionals who served as my professional competition in the city where I lived.  As a middle manager human resource director, I’ve always had a point of view.  It just got lost in translation or sidelined due to office politics.  I was of tired of not having a voice.  I was tired of not having a voice to the obvious.  I was tired, frustrated, and disenchanted with the corporate world of HR.  In HR like the rest of the corporate world, you work hard and pay your dues.  You climb the corporate ladder.  You pay your dues.  It is only once you’ve been made you have a voice.  The HR Blogger turned this notion upside-down.

The practitioner’s point of view often gets lost in a series of marathon conference calls to determine the scheduling for the next week’s meeting.  I was tired of being invisible. I started a blog.

I really think that’s where the power lies for the HR Blogger.  We’re underestimated, flexible, and open to experimentation. Unlike the VP of HR for a Fortune 200 Company, I have much less to loose. My 30 year professional reputation is not at stake.  I am a practitioner just like you.  There’s power in speaking to the likeminded professional, and for most corporate HR professionals, their working world is spent alone.  As a keeper of policy and procedure and flip flop police, we don’t have friends at work because chances are your friend will be the center of next week’s workplace investigation.  And we can’t take that chance.  This is cynical but true.  You, the HR Blogger have a common bond through life and experiences working and living in the world of HR.  There are literally millions of HR professionals riding the waves of office politics and many who have also had enough.  They need to hear your voice.  There’s power in you.

hr blog These practitioner-level HR Bloggers set out to solve problems and share their knowledge.  There were no rules to play by so we made our own.  What we found were best friendships, business opportunities, and passion.

Bloggers defy traditional HR because we blazed our own trail.  We didn’t pay the industry dues the same way.  Dubbed online influencers and thought leaders we’re stuck somewhere between an industry analyst and an expert.  We are ostersized by some because we didn’t follow the traditional path while being respected and revered because we have a voice.

For human resources to truly be successful it starts in the field.  It starts with you.  The internet, social media, and blogging gives the practitioner the power to influence the way it has always been. You can be a part of turning it into what it can be.


Jessica Merrell Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. When she talks, people listen.


Watch the product tour to see how our enterprise recruiting software can empower you to find, engage and hire great talent.
Share on LinkedInTweet about this on TwitterShare on FacebookShare on Google+
@blogging4jobs blogs
Jessica Miller-Merrell Jessica Miller-Merrell, SPHR is a HR consultant, new media strategist, and author who writes at Blogging4Jobs. Jessica is the host of Job Search Secrets, an internet television show for job seekers.
More posts

New Marketplace Additions: December 2016

If you haven’t seen our Marketplace yet, it’s the easiest way to add integrations to SmartRecruiters. We’re always adding new partners, and if you don’t see your preferred partner yet, request it in the Marketplace to make SmartRecruiters your top-to-bottom Talent Acquisition Suite.

In December 2016, we added three new partners, including eSkillFirst Advantage, and T&CC. For more information on these great partners, read below:

read more…

The Essential “Culture Fit” Interview Questions

After four years of startup life, I’ve come to hate the question, “is this candidate a culture fit?”. I hate it almost as much as I am repulsed by the over-used word “hacking.” I hear it every day and it makes me cringe!

Now don’t get me wrong: culture is important. A company’s culture is its personality. It is the environment in which the team operates, which is affected by its mission, goals, and leadership.

In fact, it’s what sets startups apart from the rest of the business world. It’s certainly not the size or age of the company that determines whether it is a startup or not, as there are tiny bureaucratic companies and giant public companies with startup cultures.

So how do companies make sure their culture succeeds when they add a new hire to the team? read more…

Are You Using These Recruiter Training Tips To Optimize Your Hiring Team?

Filling a position can be a tough task. You have to find the right talent, but you don’t want just anyone to sit at that desk. You need fresh talent that is going to take your company to new heights, and be a great asset to your team.

While you may be busy, you might delegate some of your recruiting tasks to other recruiters. At the same time, they probably have their hands full, and might not be taking the time to bring in best and the brightest to review. That being said, Hiring Managers have a lot of power.

If they can provide candidates with a positive, individual experience during the recruitment process, they can bring in excellent new hires and make you look like the great employer that you truly are. However, if your Hiring Managers are making some common recruiting mistakes, you will have a hard time finding those superstar hires.

The good news is that there is any easy way for you to help your Hiring Managers avoid these pitfalls and end up with the best talent the job market has to offer… read more…