Mark Willaman's Posts - RecruitingBlogs2024-03-28T12:30:01ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketerhttps://storage.ning.com/topology/rest/1.0/file/get/1526997061?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=13zu0bipk33fb&xn_auth=no2015 HR Buying Trends Reporttag:recruitingblogs.com,2015-11-13:502551:BlogPost:19304172015-11-13T18:30:00.000ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketer
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580013?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580013?profile=RESIZE_320x320" width="275"></img></a> This week <a href="http://www.fishervista.com" target="_blank">fisher VISTA</a> released its annual HR Buying Trends Survey Report, a 12-page review and analysis of the results of the company's annual survey of HR buyers. The report gathers intelligence on the purchasing habits, preferences and budgets of buyers throughout the HR marketplace.…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557580013?profile=original" target="_self"><img width="275" src="http://storage.ning.com/topology/rest/1.0/file/get/1557580013?profile=RESIZE_320x320" width="275" class="align-left"/></a>This week <a href="http://www.fishervista.com" target="_blank">fisher VISTA</a> released its annual HR Buying Trends Survey Report, a 12-page review and analysis of the results of the company's annual survey of HR buyers. The report gathers intelligence on the purchasing habits, preferences and budgets of buyers throughout the HR marketplace. <a href="http://www.fishervista.com/wp-content/uploads/2015/11/fisherVISTA_2015BuyersSurveyReport.pdf" target="_blank">You can link direct to the PDF here</a>.</p>
<p>Some of this year’s key findings include:</p>
<ul>
<li>HR spending outlook is strong but product category matters – respondents indicated they planned to spend more per employee in the next 12 months on 4 specific product categories. But less on a lot of other categories. For example, more than 40% of respondents plan to spend more on manager training, employee training, employee benefits, and rewards and recognition.</li>
<li>Buyers are turning back to peers when researching vendors. Search engines had been the clear top choice in recent years, but fell to a close second this year.</li>
<li>Buyers consider familiarity with a vendor’s brand “very important” for only some product categories. This was an interesting finding because knowing how important brand familiarity is for your product category impacts how you spend your marketing money and how you position your solutions.</li>
</ul>
<p>Some other fun facts within the report include information on:</p>
<ul>
<li>The importance of analysts</li>
<li>What social platforms HR buyers value most</li>
<li>How likely HR buyers are to fill out a registration form when downloading content </li>
<li>Percent of HR conference attendees that visit the exhibition hall</li>
</ul>
<p><br/> Again, <a href="http://www.fishervista.com/wp-content/uploads/2015/11/fisherVISTA_2015BuyersSurveyReport.pdf" target="_blank">download the report here</a> (no registration required).</p>
<p>Enjoy.</p>A Glorious Time To Be An HR Marketertag:recruitingblogs.com,2014-07-15:502551:BlogPost:18153272014-07-15T22:23:48.000ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketer
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557531710?profile=original" target="_self"><img class="align-left" height="194" src="http://storage.ning.com/topology/rest/1.0/file/get/1557531710?profile=original" width="193"></img></a></p>
<p><em>Note: This was originally published on the <a href="http://www.hrmarketer.com/blog/2014/07/a-glorious-time-to-be-an-hr-marketer/" target="_blank">HRmarketer.com Blog</a>. </em></p>
<p>Gene Marks recently presented a popular and provocative article on Forbes titled, “…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557531710?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557531710?profile=original" width="193" class="align-left" height="194"/></a></p>
<p><em>Note: This was originally published on the <a href="http://www.hrmarketer.com/blog/2014/07/a-glorious-time-to-be-an-hr-marketer/" target="_blank">HRmarketer.com Blog</a>. </em></p>
<p>Gene Marks recently presented a popular and provocative article on Forbes titled, “<a href="http://www.forbes.com/sites/quickerbettertech/2014/07/07/why-its-a-glorious-time-to-be-in-hr/" target="_blank">Why It’s A ‘Glorious Time’ To Be In HR</a>” in which he wrote:</p>
<p>“There has been a quiet explosion of cloud based HR applications during the past few years. And venture capital firms are literally throwing money at the companies that make them.”</p>
<p>Marks goes on to offer three reasons for the popularity of these cloud HR solutions:</p>
<ol>
<li>Acceptance of the cloud.</li>
<li>A pent-up demand.</li>
<li>A more affordable answer.</li>
</ol>
<p>By and large, I agree with Gene, including his supporting details for the above. But I’ll go one better about the growth: the explosion has not just been limited to cloud offerings. The entire HR space is growing at an unprecedented rate.</p>
<p>But a “glorious” time? Exciting, maybe. Dramatic, certainly. But for HR vendors, the stakes are high, the competition fierce, and the pace frenetic, and those lacking the chops to follow the changes will soon be singing sad songs unless they realize who the real stars are in this brave new universe: marketers, not engineers.</p>
<p>Consider Gene’s opening statement:</p>
<p>“Last month employers in the U.S. added 288,000 jobs. It marked the best five month stretch of job creation since 2008 and the U.S. economy has now officially recovered from the job losses of the last great recession.”</p>
<p>And then contrast it with the following from Stephanie Pomboy (Micromavens):</p>
<p>“As for booming payrolls, we now have three months of data to demonstrate the gains are a function of increased part-time jobs, as companies look to eschew [the Affordable Care Act]. In June, 523,000 full-time jobs were eliminated, leaving full-time employment a stunning 3.4 MILLION below its pre-crisis level.” (Forsyth, R.W., 2014. Stuck in funky town. Barron’s, Jul. 12.)</p>
<p>If you’re like me, you see a problem.</p>
<p>I’ve been in the HR space for nearly 20 years and I have never seen more vendors in this space than at present. And as Gene points out, there is a lot of money being invested. After all, the stock market is seeing all-time highs and interest rates are still at all-time lows, so why not invest in a growing industry with a bright future? Why not indeed? But that’s not the problem. The problem is that we have excess capacity on the vendor side, and not even the rosiest of employment and corporate spending forecasts can justify or support the imbalance</p>
<p>Geoffrey James, writing recently in Inc. on the subject of <a href="http://www.forbes.com/sites/quickerbettertech/2014/07/07/why-its-a-glorious-time-to-be-in-hr/" target="_blank">startup failure</a>, offered up an excellent twist on a classic phrase to explain how similar companies with similar products experience dramatically different trajectories (i.e., why one fails and the other succeeds), and why marketing makes all the difference:</p>
<p>“Building a better mousetrap is a waste of time if nobody knows it exists.”</p>
<p>I’ll go one better here as well, and state that a better mousetrap isn’t even particularly possible, or relevant. <strong>The fact is there are not a lot of technical differences amongst most of these HR-cloud offerings</strong> in their respective categories, and the unique democracy of the cloud means it has actually become exceedingly difficult to build a better mousetrap. So cue the marketers. Because the department that has the best messaging and the best overall tactical execution will get the awareness, interest, adoption, and sale.</p>
<p>If I may, I’ll take the liberty of mashing up the best of Marks’ & James’ aphorisms, and offer up the following as a conclusion:</p>
<p>It’s a glorious time to be building better marketing.</p>Who Engages With The Most HR Events? What Events Get The Most Social Engagement? Who Cares?tag:recruitingblogs.com,2014-04-09:502551:BlogPost:17991862014-04-09T13:00:00.000ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketer
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557525589?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557525589?profile=RESIZE_320x320" style="padding: 1px;" width="250"></img></a> Ever wonder which HR conferences the cool kids go to?</p>
<p>Before the rise of social media, these were the conferences you absolutely needed to attend. Now, it’s possible to get visibility, interact or learn something new without physically being at an event. For who says you have to be present to be an HR conference social butterfly? A growing number of analysts,…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557525589?profile=original" target="_self"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557525589?profile=RESIZE_320x320" width="250" style="padding: 1px;" class="align-right"/></a>Ever wonder which HR conferences the cool kids go to?</p>
<p>Before the rise of social media, these were the conferences you absolutely needed to attend. Now, it’s possible to get visibility, interact or learn something new without physically being at an event. For who says you have to be present to be an HR conference social butterfly? A growing number of analysts, influencers, HR professionals and brands are following this exact strategy.</p>
<p>To show this, we used HRmarketer Insight software to see who, over the last six months, has engaged (socially) with the most HR and related conferences. The results are in the graphic on this page (the numbers represent the total number of conferences they’ve engaged with). More on this later.</p>
<p><strong>Who Cares?</strong></p>
<p>First we want to emphasize this: by no means are we advocating that you stop attending events! Heck no. There are a number of events that everyone in the HCM marketplace should attend. What we’re saying is, <strong>for all the other events, just because you don’t go doesn’t mean you can’t participate.</strong></p>
<p>When you use this strategy, there are more events your brand needs to know about. But sometimes you don’t know an event is important to you until the day it starts. For example, what if you notice a key competitor or influencer or demographic you are trying to nurture is tweeting about an event you were not aware of? No problem. You can quickly join the live conversation taking place on social.</p>
<p>Welcome to marketing in 2014. Today’s socially driven environment requires rapid decision-making and the ability to quickly allocate capital to emerging opportunities—there is no such thing as a static marketing plan anymore. This includes your conference participation plan. So how do you assemble the list of events you need to participate in?</p>
<p>A good place to start is asking these questions:</p>
<ul>
<li>What events is your social network engaging with?</li>
<li>What events are your competitors’ followers engaging with?</li>
<li>What events is your competition engaging with?</li>
<li>What events are the industry’s top analysts and influencers engaging with?</li>
<li>What events do people with SPHR in their Twitter bio engage with?</li>
<li>What events does [enter name] participate in?</li>
</ul>
<p>Now back to the graphic: The top brands participating in the most conferences include:</p>
<ol>
<li>HRIS World</li>
<li>ceVoke</li>
<li>HRIS Career World</li>
<li>THW Research</li>
<li>Talentculture</li>
<li>HRmarketer.</li>
</ol>
<p>Naomi Bloom, a strategic advisor/market influencer/blogger/speaker in the HR technology marketplace, is the top-ranked individual, as she engaged with nearly 30 HR -related conferences in the six-month time frame. That’s impressive not only because of the number but because of what she contributed to the conversations. Same with Holger Mueller, principal analyst at Constellation Research who engaged with 25 HR-related conferences. Also impressive.</p>
<p>Other notable individuals making the top 10 include Meghan Biro, Bryan Wempen, Jason Averbook, William Tincup and Matt Charney (and RecruitingBlogs).</p>
<p>Out of respect for the companies and individuals shown, we are not publishing the specific events they engaged with— For what it’s worth, as a group, these individuals and brands engaged with 93 unique conferences/events the last six months; we will provide a sampling of the most popular events amongst this group below.</p>
<p><strong>Events Engaged With The Most</strong></p>
<p>Before we get to the list of the top events, here is a quick explanation. For an event to qualify, it obviously needed a unique event hashtag (and to do a good job at promoting it). Also note that for this analysis we chose to include recurring online “events” like TChat and DriveThruHR. These types of events are growing in popularity and are very important information sources for the industry.</p>
<p>The top-20 events (with hashtags in parentheses), in ranked order:</p>
<ol>
<li>HR Technology Conference (HRtechconf)</li>
<li>TChat (tchat)</li>
<li>DriveThruHR (DTHR)</li>
<li>HR Tech Europe (hrtecheurope)</li>
<li>Dreamforce (DF13)</li>
<li>IBM Connect (IBMConnect)</li>
<li>Oracle HCM World (HCMWorld)</li>
<li>LinkedIn Talent Connect (intalent)</li>
<li>Oracle OpenWorld (OOW13)</li>
<li>SourceCon (SourceCon)</li>
<li>Workday Rising (Wdayrising)</li>
<li>TruLondon (trulondon)</li>
<li>Human Capital Institute conferences (hcievents)</li>
<li>Influence HR (influencehr)</li>
<li>Kronos Works (KW2013)</li>
<li>SuccessConnect (sconnect)</li>
<li>DiceTru (DiceTru)</li>
<li>HIMSS Conference (HIMSS14)</li>
<li>National Wellness (Wellness)</li>
<li>HRPA Conference (hrpa2014)</li>
</ol>
<p>Not surprisingly, the HR Technology Conference ranked No. 1. Not only is this conference one of the most popular events in the industry, but the event organizers do a superb job at social marketing for the event. And the demographics that attend the event are very active on social. In fact, more than 4,000 people engaged with this conference on social in 2013.</p>
<p>It is also not surprising that HR technology and recruiting events dominate the list, while few employee benefits events make the list.</p>
<p>The employee benefits marketplace (including the vendors) has traditionally been the laggard of the HCM marketplace when it comes to the use of technology in marketing. Note to benefits vendors and event organizers: incorporate aggressive social and content marketing into your marketing—with so many of your competitors lagging behind on social, there is lots of opportunity for you to stand out in your marketplace.</p>What Can You Discover From Analyzing an Event Twitter Hashtag? A Lot.tag:recruitingblogs.com,2014-04-02:502551:BlogPost:17977862014-04-02T16:30:00.000ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketer
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557528681?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557528681?profile=RESIZE_1024x1024" style="padding: 1px;" width="600"></img></a></p>
<p>HRmarketer software analyzes a lot of HR marketplace data. Every day, this includes tens of thousands of HR-related tweets, Facebook updates and LinkedIn updates, as well as 5,000-plus new articles and blog posts. We bring this up because our ability to analyze this data allows us to answer some interesting questions.</p>
<p>Today’s question is: <strong>What can you…</strong></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557528681?profile=original" target="_self"><img width="600" src="http://storage.ning.com/topology/rest/1.0/file/get/1557528681?profile=RESIZE_1024x1024" width="600" style="padding: 1px;" class="align-full"/></a></p>
<p>HRmarketer software analyzes a lot of HR marketplace data. Every day, this includes tens of thousands of HR-related tweets, Facebook updates and LinkedIn updates, as well as 5,000-plus new articles and blog posts. We bring this up because our ability to analyze this data allows us to answer some interesting questions.</p>
<p>Today’s question is: <strong>What can you discover from analyzing an event’s Twitter hashtag?</strong></p>
<p>Quite a bit, actually. To show you, since we’re starting to look forward to the <a href="http://www.hrtechnologyconference.com/register.html" target="_blank">2014 HR Technology® Conference</a>, let’s look at the hashtag for the 2013 show, #HRTechConf. The conference has one of the highest Twitter Engagement scores of any HR event. See the graphic on this post for a detailed breakdown.</p>
<p>Scroll down for more fun facts about #HRTechConf. But first here are some things you can do with data from event hashtags:</p>
<ul>
<li>Generate lists of vendors, analysts, influencers, consultants, journalists and practitioners who engage with a particular event.</li>
<li>Use this information to improve your pre-event visibility campaigns for the next year’s event—or select the events you should attend.</li>
<li>Use this information to improve your influencer/analyst relations.</li>
<li>Use this information for your media relations outreach.</li>
<li>Get a list of the events key analysts and influencers engage with to help you decide what other events to participate in (this is possible when you compare the hashtags for multiple events within an industry or topic area)</li>
<li>See what content gets shared the most and use it to come up with your own content marketing ideas.</li>
<li>Track which events your competitors are engaging with.</li>
</ul>
<p>And, as promised, here is some other interesting information about the people and brands that tweeted with “#HRTechConf” from September to November, 2013.</p>
<p><strong>Top U.S. States of the People and Brands who Tweeted with #HRTechConf</strong></p>
<ol>
<li>California</li>
<li>New York</li>
<li>Illinois</li>
<li>Texas</li>
<li>Massachusetts</li>
<li>Georgia</li>
<li>Florida</li>
<li>Colorado</li>
<li>District of Columbia</li>
<li>North Carolina</li>
</ol>
<p><strong>Top International Locations of the People and Brands who Tweeted with #HRTechConf</strong></p>
<ol>
<li>United Kingdom</li>
<li>Australia</li>
<li>India</li>
<li>France</li>
<li>Ireland</li>
<li>Canada</li>
<li>Dubai, UAE</li>
<li>Belgium</li>
<li>Netherlands</li>
<li>Mexico</li>
</ol>
<p><strong>Top Hashtags in the Twitter Bios of the People and Brands who Tweeted with #HRTechConf</strong></p>
<ol>
<li>HR</li>
<li>HCM</li>
<li>SocialMedia</li>
<li>marketing</li>
<li>Leadership</li>
<li>cloud</li>
<li>HRtech</li>
<li>talent</li>
<li>TChat</li>
<li>Payroll</li>
<li>Recruiting</li>
<li>Mobile</li>
<li>Recruitment</li>
<li>Innovation</li>
<li>BigData</li>
<li>Jobs</li>
<li>Technology</li>
<li>SaaS</li>
<li>ADP</li>
<li>HRIS</li>
</ol>
<p>Cool, right? If you are interested in the data we have, visit <a href="http://www.hrmarketer.com/web/conference-insight-reports/">http://www.hrmarketer.com/web/conference-insight-reports/</a> to learn more. </p>
<p></p>Marketing Metrics HR Vendors Will Soon Be Paying a Lot of Attention Totag:recruitingblogs.com,2014-03-27:502551:BlogPost:17970322014-03-27T17:42:54.000ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketer
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557529151?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557529151?profile=RESIZE_320x320" style="padding: 5px;" width="264"></img></a> In an excellent Barron’s article from earlier this year titled “<a href="http://online.barrons.com/article/SB50001424053111904710004579360891658884968.html?mod=BOL_twm_col#articleTabs_article%3D1" target="_blank">It’s Not the Earnings, It’s ‘The Metrics’ That Really Matter</a>,” Tiernan Ray writes:</p>
<p>“The Metrics are those details of an earnings announcement that defy…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557529151?profile=original" target="_self"><img width="264" src="http://storage.ning.com/topology/rest/1.0/file/get/1557529151?profile=RESIZE_320x320" width="264" style="padding: 5px;" class="align-left"/></a>In an excellent Barron’s article from earlier this year titled “<a href="http://online.barrons.com/article/SB50001424053111904710004579360891658884968.html?mod=BOL_twm_col#articleTabs_article%3D1" target="_blank">It’s Not the Earnings, It’s ‘The Metrics’ That Really Matter</a>,” Tiernan Ray writes:</p>
<p>“The Metrics are those details of an earnings announcement that defy traditional headline news, the sort of stuff buried a paragraph or two down in the press release, below the revenue and earnings numbers, that can be scanned by non-human eyes before it can be fully absorbed by the human mind.”</p>
<p>The prime example, he writes, was Twitter’s fourth-quarter 2013 earnings report. Twitter beat Wall Street’s expectations and projected higher revenue for this year. Then its stock tanked 24%.</p>
<p>Why? This metric:</p>
<p>1. ‘Active’ users were lower than expectations.</p>
<p>LinkedIn provided another example. It too announced earnings in Q4 2013 that beat expectations, but beneath the revenue numbers were these unsatisfying metrics:</p>
<p>1. Unique visitors declined.</p>
<p>2. Page views were down.</p>
<p>In social, metrics such as user growth and engagement are what matters, equally or more so than revenue results. Look at Yelp. Its shares recently rose in spite of profit estimates being cut. Why? You got it, improving “metrics.” In Yelp’s case, the number of “Active” businesses on the service rose faster than the prior quarter.</p>
<p>These stories provide insights into the metrics that will soon be top of mind for marketing departments, and they have to do with the value of your network on social. The metrics used to value your network will matter because there is a direct monetary value in your social network.</p>
<p>If you’re an “<strong>influencer</strong>,” the value of your network matters because it impacts your billable rates and advertising prices.</p>
<p>If you’re an <strong>analyst</strong> it matters because it’s a sign of authority, credibility and influence—things buyers expect from analysts.</p>
<p>And if you’re a <strong>vendor</strong> it matters because the more relevant (e.g., targeted) and “active” your network, the more likely you are to have higher engagement from that network — and this impacts revenue. And if you are a recruiter - well, you know the value (<em><span class="font-size-1">recruiters, no surprise, are way ahead of the curve in understanding how to build valuable networks and leveraging the value of their networks - in the HR marketplace the recruiters and recruiting vendors have always been the leaders in using technology to do their jobs better and improve their products</span></em>). </p>
<p>Have you been buying Twitter followers or Facebook likes? Sorry, bad idea as this <a href="http://www.youtube.com/watch?v=oVfHeWTKjag" target="_blank">viral Facebook Fraud video</a> explains. Network size, if not made up of the right people, hurts you. Size isn’t as important as metrics such as audience demographics and engagement. Soon, this will be painfully obvious to you, your competitors and the marketplace.</p>
<p>Let’s say your HR technology company just hired an agency to increase the size of your social network. Things are looking good. Your Twitter network has grown to 225,000 followers, the aggregate follower count for your Followers is over 500 million and in a typical month you’re getting hundreds of retweets, mentions and favorites. What if you knew that:</p>
<ul>
<li>60% of your followers are inactive (haven’t tweeted in two-plus months)</li>
<li>10% are bots (not managed by a human)</li>
<li>10% are not relevant (have nothing to do with your industry)</li>
</ul>
<p>OK — maybe that’s not so bad. At least 45,000 are targeted and they seem to be engaged with you. But are they? Of the 20% that are active and relevant, what if only 10% meet your desired geographic location, job title and company size? And of this group, what if less than 1% have ever actively engaged with any of your social updates or content? And of this 1%, what if their aggregate follower count is under 50,000?</p>
<p>How are you feeling now?</p>
<p>What if you had this information for not only your brand, but also for your competition and the influencers and analysts you’re thinking of hiring or inviting to your next analysts day? What if you had the names and contact info for people engaging with your competitors but not you? Or detailed metrics for your share of voice versus your competition and what content gets the most social engagement for you and your competition (and by whom)?</p>
<p>Social makes much of this information available to anyone who wants to take the time to get it. Of course, there is also software that can do the job for you. <a href="http://www.HRmarketer.com" target="_blank">HRmarketer</a> is introducing a business and competitive intelligence suite in a few weeks that will provide much of this information. However you get it, get it. Having this information will remove the subjectivity of “influence” and bring a more accurate, scientific and disciplined approach to your content and social marketing. You can use these new metrics to measure the value of and grow your online brand — and the effectiveness of the people or agencies you’re hiring to grow your brand.</p>
<p>And those are “The Metrics” That Really Matter.</p>What Media Properties Does the HR Marketplace Mention Most on Twitter? The Data Says…tag:recruitingblogs.com,2014-03-25:502551:BlogPost:17967202014-03-25T17:30:00.000ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketer
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557528777?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557528777?profile=original" width="143"></img></a> <a href="http://www.hrmarketer.com/web/" target="_blank">HRmarketer software</a> analyzes more HR marketplace data than anyone else. Every day, this includes tens of thousands of HR- and benefits-related tweets, Facebook updates and LinkedIn updates, as well as 5,000-plus new articles and blog posts.</p>
<p>We bring this up because our ability to analyze this data allows us…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557528777?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557528777?profile=original" width="143" class="align-left"/></a><a href="http://www.hrmarketer.com/web/" target="_blank">HRmarketer software</a> analyzes more HR marketplace data than anyone else. Every day, this includes tens of thousands of HR- and benefits-related tweets, Facebook updates and LinkedIn updates, as well as 5,000-plus new articles and blog posts.</p>
<p>We bring this up because our ability to analyze this data allows us to answer some interesting questions. Today’s question: <strong>What media properties does the HR marketplace mention the most online?</strong></p>
<p>See the list below our handy graph, which is to scale:</p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557529049?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557529049?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p>1. <a href="https://twitter.com/forbes" target="_blank">Forbes</a></p>
<p>2. <a href="https://twitter.com/harvardbiz" target="_blank">Harvard Business Review</a></p>
<p>3. <a href="https://twitter.com/inc" target="_blank">Inc.</a></p>
<p>4. <a href="https://twitter.com/tlnt_com" target="_blank">TLNT</a></p>
<p>5. <a href="https://twitter.com/mashable" target="_blank">Mashable</a></p>
<p>6. <a href="https://twitter.com/wsj" target="_blank">Wall Street Journal</a></p>
<p>7. <a href="https://twitter.com/guardian" target="_blank">The Guardian</a></p>
<p>8. <a href="https://twitter.com/nytimes" target="_blank">New York Times</a></p>
<p>9. <a href="https://twitter.com/entmagazine" target="_blank">Entrepreneur</a></p>
<p>10. <a href="https://twitter.com/techcrunch" target="_blank">TechCrunch</a></p>
<p>11. <a href="https://twitter.com/fastcompany" target="_blank">Fast Company</a></p>
<p>12. <a href="https://twitter.com/talentculture" target="_blank">TalentCulture</a></p>
<p>13. <a href="https://twitter.com/blogging4jobs" target="_blank">Blogging4Jobs</a></p>
<p>14. <a href="https://twitter.com/washingtonpost" target="_blank">Washington Post</a></p>
<p>15. <a href="https://twitter.com/fistfuloftalent" target="_blank">Fistful of Talent</a></p>
<p>16. <a href="https://twitter.com/time" target="_blank">Time (@TIME)</a></p>
<p>17. <a href="https://twitter.com/usatoday" target="_blank">USA Today</a></p>
<p>18. <a href="https://twitter.com/ere_net" target="_blank">ERE</a></p>
<p>19. <a href="https://twitter.com/slate" target="_blank">Slate</a></p>
<p>A few takeaways:</p>
<ul>
<li>Forbes, No.1 on the list, had more than twice as many mentions than No. 5 Mashable and more than six times as many as No. 19 Slate.</li>
<li>That Forbes and Mashable were on the list at all is interesting. The reason why is because both have invited key HR and recruiting influencers to publish on their websites, and the results are clearly showing on social media.</li>
<li>Many traditional HR and benefits trade magazines didn’t make the list. In most cases, this is because their content is behind firewalls and/or they don’t actively promote it on social.</li>
<li>That major newspapers such as The Wall Street Journal, The New York Times, The Washington Post and The Guardian made the list shows how HR is becoming more of a mainstream news topic.</li>
</ul>
<p><em>A quick note on how we arrived at this ranking: Using <a href="http://www.hrmarketer.com/web/market-insight-intelligence/" target="_blank">HRmarketer Insight</a> we analyzed the tweets of people who are active on Twitter and whose profile indicated they are part of the HR marketplace (we capped our sample size at roughly 5,000 people) <strong>for a two-week period</strong>, and counted how many of them @mentioned each outlet. If a person @mentioned an outlet more than once, that only counted as one @mention. </em></p>[INFOGRAPHIC] The Faces of Learning and Leadership Developmenttag:recruitingblogs.com,2013-12-17:502551:BlogPost:17777102013-12-17T22:30:00.000ZMark Willamanhttps://recruitingblogs.com/profile/HRmarketer
<p><img class="align-left" height="153" src="http://storage.ning.com/topology/rest/1.0/file/get/1557523867?profile=RESIZE_320x320" width="267"></img> Learning and leadership development are crucial parts of a successful talent strategy. This week we began a series of infographics that analyze the online co<span style="font-size: 13px;">nversations taking place on topics related to learning and leadership development.</span></p>
<p>The series kicks off with “The Faces of Learning and Leadership Development,” which identifies 25 leading advocates—the people mentioned most frequently in social posts that link to content (articles,…</p>
<p><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557523867?profile=RESIZE_320x320" width="267" class="align-left" height="153"/>Learning and leadership development are crucial parts of a successful talent strategy. This week we began a series of infographics that analyze the online co<span style="font-size: 13px;">nversations taking place on topics related to learning and leadership development.</span></p>
<p>The series kicks off with “The Faces of Learning and Leadership Development,” which identifies 25 leading advocates—the people mentioned most frequently in social posts that link to content (articles, blog posts, etc.) related to learning and leadership <span style="font-size: 13px;">development over a period of three months. </span></p>
<p><span style="font-size: 13px;">Content was considered related to learning and leadership development if it included any of the approximately 100 or so learning and leadership development topics and terms we pre-identified. </span><span style="font-size: 13px;">We hope you find the information useful. </span></p>
<p><em><span class="font-size-2">(Keep in mind that this infographic represents a snapshot of what’s happening online today, as lists like this change often. It is important to regularly monitor the online conversations related to your business and industry so you can target your messaging to the right audiences and improve your visibility and reach.)</span></em></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557524045?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557524045?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>