Tag Archives: Blog

How to get millions of free Getty images for your website

Getty changes the game with Embed

The images shown below are from Getty Images. Getty is the main source of legitimate imagery on the web, but have always been regarded as very expensive for the average blogger. They just changed the rules of that game. You are now allowed to use literally millions of Getty images on your web site for no charge, as long as you use their new Embed tool.  You can see how to make it work after the image jump.

This is potentially a big time tool for bloggers. Here how to use Embed from instructions via the Getty website.

Share images on blogs and social media

Getty Images is leading the way in creating a more visual world. Our new embed feature makes it easy, legal, and free for anybody to share our images on websites, blogs, and social media platforms.

Follow these simple steps:

  1. Click an image’s embed icon(</>) from the search results or image detail page.
  2. In the embed window, copy the embed code.
  3. Paste the HTML code you copied into the source code of a website or blog where you want this image to appear.*
  4. Publish and share!

Search images available to embed

 

 

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HR Reincarnate

re·in·car·nate

Society for Human Resource Management
Society for Human Resource Management (Photo credit: Wikipedia)
verb
 ˌrē-inˈkärˌnāt/
  1. 1.
    (as believed in some religions and philosophies) cause (someone) to undergo rebirth in another body.
    “a man may be reincarnated in animal form”
adjective
-nət/
  1. 1.
    reborn in another body.
    “he claims that the girl is his dead daughter reincarnate

Matt Stollak asked me about a piece I wrote back in 2009 called HR – not dead yet, which I wrote while a great debate was raging on one of the old LFR blogs over whether HR was dead or alive.

Here’s part of that piece.

HR is not dying.

I would agree it is bifurcating to a certain extent, from a blended generalist type function into several smaller more specialized areas, like talent management, etc,.  But there is still a need for someone to do the shit work that line  managers hate when it comes to dealing with people.  There is also a need to ensure that the bad managers out there  be required to stick to some form of cultural consistency and conformity.

I think too many HR people hunker down and develop a reactive mentality to issues. We need to stop trying to avoid disasters and litigation.

HR peeps need to step out and make shit happen.

When you do that, you are at the table, whether you got invited or not.

BTW – the invites are not coming any time soon.   You have to create the opportunity. Same holds true for authority and respect. And you have to work to hold on to them once you have them. They are pesky and disappear quickly.

The great companies out there typically have great HR departments under the hood somewhere. But there is also a lot of “What have you done for me lately?”

Stop hiding.

Do the work.

Make shit happen.

HR rocks anywhere that happens.

It still sounds like sound advice to me.

I think the HR conversation has shifted in the blogosphere over the last five years.  Our echo chamber has expanded.  We have more champions of HR like Steve Brown advocating the joys of our profession.  SHRM has adopted social media as an effective means of sharing knowledge.  New bloggers have come on the scene, adding their contributions.

We rarely talk about tables any more.  That’s true progress.

Keep up the good work, HR!

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HR Global Giving

 

HR Gives

Today is a day where we are called to action.  What I was thinking about recently was how can HR bloggers turn their blogs to action.  Granted this is not an original idea, with initiatives like Blog Action Day and others already focusing on an annual issue driven day.

In the unlikely event you have never heard of Blog Action Day, here is their own description from their website.

What is Blog Action Day?Every year since 2007, thousands of bloggers come together for one day to talk about one important issue.  Previously bloggers have focused on the issues of Poverty, Water and Climate Change.

I’ve participated a few times in Blog Action Day.  It’s fun. It feel rewarding, but at the end of it I am not sure what I actually accomplished.  I like a more definitive and measurable outcome, I guess.

Back in 2009 and 2010, a number of HR people took part in a couple of special editions of the HR Carnival which I called the HR Carnival of Giving.  You can check it out here and here.  Bottom line of this was we raised and were able to donate almost $2,000.

I don’t run the Carnival of HR, and I haven’t discussed this with Shauna.  Maybe that isn’t the appropriate forum. Maybe we need to do it somewhere else, or create a website like they did for Blog Action Day.  Right now, I’m more interested in starting the discussion.

Can we do this every year?

Here is a challenge for human resources professionals who blog or who are web savvy.  Let’s use the HR Carnival format to help focus donations to organziations that make a difference on HR issues.  We can decide who that might be each year.

  1. Select a charity that  you support related to the overall theme
  2. Apply your HR and social media skills by doing a “background check” on that organization.  Here is a great place to start your research.
  3. Write up your findings, positive or negative, and post them on your blog.
  4. Submit your personal charitable donation when you submit your link.
  5. We could also do a social media fundraising effort within our networks.

Would you join this kind of effort with me?  What issue should we focus on first?  I really want your thoughts.

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Complex Convoluted Catalyst

Getting autobigraphical

David Byrne
David Byrne (Photo credit: marcel maia)

I posted something on Facebook the other day about a seven word autobiography technique from Brain Pickings.  It generated a fair amount of interaction on Facebook, and a clever little blog post from my UK blogger friend Doug Shaw.

I am sharing his post below, but you should go over and check out the comments. They are pretty fun.

Mine was only marginally pretentious.

“Complex convoluted catalyst, I’m still searching.”

SEVEN WORD AUTOBIOGRAPHY

Michael Vandervort recently shared with me an excellent article from the brainpickings website, which is showcasing seven word autobiographies by famous writers, artists, musicians and philosophers.

I am particularly enjoying David Byrne’s selection, partly because he has chosen to ignore the seven word rule. Here’s his contribution:

unfinished, unprocessed, uncertain, unknown, unadorned, underarms, underpants, unfrozen, unsettled, unfussy

As much as I like the article, I like the idea more, and it strikes me that you don’t need to be famous to play with this little challenge.

So – without further ado, here is my seven word autobiography, dreamed up with haste over a coffee.

Restless, in love, taking courage from uncertainty.

What’s yours?

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A blogging tempest before #SHRM12, go figure!

English: Two examples of Sadler "Brown Be...
English: Two examples of Sadler “Brown Betty” teapots (Photo credit: Wikipedia)

Teapots are shaking as America  and the United Kingdom tremble over a blogging controversy

Ok, it’s a little more serious than that. I haven’t seen a mini-tempest like this for a while, and I’m happy to have helped stir the pot!

Big discussion in a blogger group on Facebook and over on HR Fishbowl about the blogger-vendor relationship at HR conferences, revolving around the 2012 SHRM Conference in Atlanta where I will be blogging .

You really should go check out these two posts by Charlie Judy “SHRM Blogger Beware” and a rebuttal post from Jackie Abramian, a guest blogger  the vendor side which is titled “Vendors and Bloggers: Locked in Love and Hate.”

Here some of what I had to say on the topic.

I’ve shared some of this with Jackie privately via email but here are some general suggestions and observations:

Agencies would be better served by HR bloggers by working to develop on-going relationships, rather than random once a year blasts through SHRM. Do stuff like working with us to involve us on an on-going basis with your clients and their products throughout the year via facilitated chats on Twitter, Google Hangouts, and other forms of new media. Many do that now, but there is more market.

Support our blogs. Comment there. Join our dialogues, and have your client/partners do the same. We’re a community of professionals, not a marketing channel. Approach us from that viewpoint.

In the HR blogosphere, many of us are practitioners and we do this for love and to help advance the profession. I rarely get paid directly. for anything I do on the blog. SHRM is comping me a press pass to the conference, and I am paying my own travel expenses which will be well over $1000. Just my POV as a practitioner with a day job and a lot of passion for my profession.

I echo Charlie’s viewpoint to a certain extent. We are there to share the SHRM conference with our readers, and while the vendors are important, the products they sell and the briefings are really that interesting to readers on my blog anyway.

The other part of it is, as bloggers we get asked to give a lot of free promo, and don’t get much back in return for our time. You and your agency get paid for the time you spend, but we don’t.. Not suggesting you should pay us, but somehow the quid pro quo of the investment needs to be a more even deal. Possibly working with a group of bloggers in your customer product “whelelhouse” and treating them as insiders would be a better idea.

One blogger from the UK, @BillBoorman suggested speed briefings today (15 minutes for a group during a certain set period) – that;s not a bad idea either.

That’s my two cents.

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Blogging burnout need not apply

When is it time to quit doing something you once loved?

I’m not sure, because it is a very personal choice.

I was rather surprised to hear from my friend Jessica aka @blogging4jobs is considering giving up blogging. I understand the feeling, but I am not in favor of her doing that.  I think I have already found the solution she needs.

Here it is:

Don’t stop blogging, just blog when you feel like it. That”s what I do, and it works.

Or you can always just hire @Rayanne. Good luck whatever you decide!

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Blogging and bloggers I have learned from

Photo of Robert Scoble, an American blogger, t...
Image via Wikipedia

HR Guide to Blogs and Blogging

I put this list together last year right after HRevolution in 2010.   I thought it might be useful again now.  It is by no means comprehensive!

Here are some excellent resources articles covering a variety of topics related to blogging and using your blog as a business tool.

Does your blog ask the right questions?

Do page views matter for the average blogger?

How to use a blog to increase organic traffic to your site

6 ways to leverage the long tail in your marketing via your blog.

BookSneeze: free books for bloggers

#BlogChat on twitter every Sunday

Bloggers you might want to follow

What follows are links to two different types of blogging resources.

Bloggers I have learned from

Chris Brogan

Robert Scoble

Ben Eubanks

Francine Hardaway

IZEA

Blog tips to help you make money

Copywriting tips for online marketing success

Get started blogging today!

Confessions of a professional blogger

HR Bloggers

The Cynical Girl

Sharlyn Lauby

Blogging 4 Jobs

25 Best HR Experts, Blogs and Influencers to Track in 2010

HR blogs on Alltop

Top 50 HR blogs of 2009

50 best HR blogs for Wisdom

John Sumser and his Top 100 Influencers series

Recruiting Blogs and especially, Raye Anne Thorn

Top 50 HR blogs of 2009

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Take me to the river, drop me in the water

With apologies to the Talking Heads

Today, more than 5000 bloggers from 130 countries are coming together for a single day of blogging about a single topic: water.  If you would like to learn more, check out this video or click here.

Blog Action Day 2010: Water from Blog Action Day on Vimeo.

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The organizational perils of live blogging

Shish Kabob (2)
Image by LincolnStein via Flickr

Illinois SHRM leaders pushing the envelope

I am getting ready to start day two of the Illinois SHRM State Conference and Exposition.   The organization was kind enough to invite me to attend as part of their initial blogging team.  You can check out some of the presentation slide decks here if you like.   The leadership here have done a great job putting together a very nice program, especially since they were forced to relocate their entire program to a new venue in only three months,  after finding out that the original location of the conference had been double booked, and Illinois SHRM was the group on the loosing end.  Nice job all around by John Jorgenson and his team.

One of the  new things on the agenda here at #ILSHRM are the efforts of the state leadership to provide more information and exposure to social media.   They have a social media director for the state chapter in Dave Ryan.   They brought in Curtis Midkiff, the social media director for SHRM National.   They sponsored the blog team that I am a part of, and they had at least two concurrent session on social media.  This is all part of an effort to raise the knowledge level of their members by providing information and exposure to various facets of social media.

Role of a conference social media/ blog team

There are a number of reasons to have a blogging team or social media squad on-site at a conference.  These can include:

  1. extending the conference experience to those unable to attend.
  2. providing an opportunity to interact with professionals using social media on a regular basis
  3. publicizing the event and its content before, during and after the event
  4. a sort of celebrity entertainment factor
  5. education and exposure

There was a major collision of all these yesterday here at the conference.  I’m not going to rehash the entire dialogue from yesterday afternoon, but it elicited a flurry of discussion and some criticism on twitter about the tone of some of the tweets coming out of a social media session  yesterday afternoon.   You can check it out for yourself in the Twub link for #ILSHRM, and make your own assessment.

There are some lessons to be learned from this event, including these:

  • The organization sponsoring a social media squad takes some risk, including the possibility of generating controversy from time to time.
  • The members of the social media team have a purpose, which primarily is the education of conference attendees and the external audience of twitter followers and blog readers.
  • The level and quality of presentations on social media, and all topics at a conference is going to vary.  It is appropriate to comment on this, but the tone should generally be professional.
  • A certain amount of levity and criticism, even “snarkyness” is to be expected from time to time. It is a part of the entertainment factor of this whole deal.

Here’s the bottom line.  The Illinois SHRM Conference had a great first day at their 2010 show, and while they may have had a couple of rough spots, they got their money’s worth out of day one at the conference, including some great exposure for their leadership efforts on the HR/Social Media space.  I’m getting ready to head down for the start of day 2!

Will you join me?

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Insights on Social Media

St. Petersburg, Florida skyline from The Pier
Image via Wikipedia

Why Social Media Matters in Human Resources

This is the 3rd of 4 interview vignettes that I shot for Jobing at the HR Florida State Conference and Exposition.  In this one, I share my views on why social media is more than a fad, and why human resources professionals need to understand social media and how it works.

I will be sharing more thoughts on this subject when I speak to the Suncoast Human Resource Management Association in St. Petersburg, Florida on July 14, 2010.  If you wish to attend, you can register here. T

Topics I will cover include:

  • A quick overview of the social web and tools like Facebook, twitter and blogs.
  • Why social media is a critical competency for HR.
  • How various groups, including your own employees may be using social media to damage your brand, and how to protect yourself.
  • How these tools can help you maintain positive employee relations.

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