Georgina Stephens

🚀 HR Vendors And Consultants – What Do HR Directors Think of Your Marketing Efforts? 🚀 ⛔ It’s never been so bad. HR directors are inundated now more than ever with marketing and sales messages from suppliers. Just check out this quote from one chief people officer I have spoken to: “You get around 30 requests from vendors to connect/ask for a call and typically 30/50 emails now a week with people requesting meetings to buy you a coffee. This week I have had two vendors (who I’ve never heard of) put an invite directly into my calendar as they have got hold of my email in the hope that my EA or I may accept the call with them.” This is just one of many eye-opening comments I received when I carried out a survey of around 100 HR directors and chief people officers to find out how they make decisions about the products and services they purchase. I discovered five key mistakes HR vendors and consultants are making in their marketing and sales approaches to this specific HR audience: Mistake #1: Misidentifying the decision-maker  Mistake #2: The pitfall of feature-overload Mistake #3: Neglecting brand consistency and awareness Mistake #4: Over-relying on singular marketing efforts Mistake #5: The ‘too-salesy’ trap. I’ve distilled these mistakes into a free short 5-day educational email course which unpacks the common pitfalls many vendors make and, more importantly, how to avoid them. Each day we tackle one specific mistake, providing vendors with insights and strategies to enhance their outreach and engagement efforts. 📊 The toolkit and accompanying 24-page report offers insights into the preferences, challenges and decision-making processes of your key audience. The actionable strategies will enable HR suppliers to: 🎯 Precisely target and engage HR leaders 📈 Elevate your marketing effectiveness 🤝 Build lasting relationships with top HR decision-makers. So if you are looking to enhance your marketing approach to HR directors check out The HR Vendors Marketing Toolkit for the data-driven insights you need to succeed. From understanding what truly influences HR directors to mastering the art of engaging without overwhelming, it has it all! 💼📋 👉 Sign up now to gain access to this FREE short email course (you can consume it over your coffee each day) as well as the detailed report at the end and make every interaction count! Link in the comments below. 👇 And if you’re an HR practitioner I’d love to hear your vendor horror stories in the comments below! 😱 #HRVendors #MarketingStrategies #HRTech #HRDirectors #BusinessGrowth #HRConsultants

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A lot of time, money and brainpower (definition required 😉) is spent on HR interventions without a common understanding the topic in question e.g. engagement, performance, culture. Rob Briner’s article brings home the point.

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Here’s a PSA if you’re in HR and managing redundancies right now ‼️ It’s THAT time of year - when organisations decide to change it up, save costs and restructure **face palm** So if you’re an HR human - know that it’s NORMAL to: - Have feelings and be sad - Feel wiped out by people-ing - Say no to the BAU stuff - Question your career - Have a lil swear (or 3) - Feel overwhelmed Remember: that you’re only one human, and you can only do so much! Here’s my survival tips: - make time each day to ‘feel the feels’ from your day - and just breathe, decompress and s t o p - speak to your HR mates - we’ve all been there, and we can all sympathise and make stupid jokes to cheer you up (I even sent a lil song to The HR Geek Squad today 😂) - build in ‘nice time’ or something to look forward to that’s just for you: and make it a daily practice: a takeout coffee, mindful time with pets, a walk, a movie, a bath and a good book - remember that it WILL end - it’s a process and it’ll be ok: the way you treat people makes a difference - even in hard times. What advice are you adding for your HR friends who are going through it? Drop any nuggets of knowledge in the comments - let’s make a nice space for our HR mates! #HR #HRBusinessPartner #HRTips

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BACK BY POPULAR DEMAND, my one-pagers on how to build inclusion at work. This series will focus on your key HR processes. First up, my top tips for making your end-to-end hiring processes more inclusive. Look out for other top tips on inclusive talent processes, flexible working and more. I'd love to hear your feedback on these, including what other processes would be beneficial, then I'll keep writing!

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I love being told that businesses don't need HR support, that's great for them. But if you employ people then chances are you will experience some type of issue and then they are going to need highly qualified expert advice AKA me 😇 Take our new FREE HR Quiz to see how things are for you. ❓

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