Jessica Miller-Merrell | , , , , , , , , ,| By
The blogging industry is a fun, exciting, and fickle thing. Technorati Tells us in their July 2011 State of the Blogosphere Report there are reported to be 164 million bloggers. The Human Capital Management blogosphere is just a small drop in that 164 million blogger pan, but that doesn’t make us less important. In fact, I think we are extremely important because much of what we do is misunderstood by senior leaders as well as employees. These folks have a lot to learn about what it is exactly that we (HR and recruiters) do. There’s also a lot of mystery, spam, and secrecy surrounding how to make money and get paid blogging. Add the misinformation of HR coupled with the mystery of blogging, and it makes things quite the challenge.
Let’s Organize the HR Bloggers
Over the last 6 months, I’ve had quite a few emails from fellow bloggers in the industry where I hang my hat. Some of them are new and some of them are seasoned looking for information, insights, and advice into pricing when approached by advertisers, sponsors, or when traveling to an event as a member of the press. While I’m no expert, I have been doing this for a while and I’m happy to help wherever I can. I’ve also been transparent about my pricing since I started offering sponsorships and advertising on Blogging4Jobs. And even still I receive no less than 30 guest post requests and spammy link exchanges a week.
We (HR Bloggers) have a huge opportunity as influencers and content distributors in our marketplace. I also want to make sure that we get compensated appropriately for our hard work and efforts because blogging isn’t easy. We are our own online publication and content distribution business whether as a hobby or full time. I’ve often talked about how mommy bloggers cheapen the blogging marketplace and I think it’s time we think about organizing our own HR niche. I’m not saying we organize ourselves out of the market. I think it’s time for HR bloggers to ban together to be open about pricing norms, helping, strategies, and to set a standard level of expectation while we’re still early in the game.
I am thankful for the opportunity to do what it is I do every single day. But I believe that together we can help create some consistency, control, and level of expectation and learning with other bloggers as well as those vendors that provide service to the HCM practitioner population.
Am I wrong? Am I crazy? I move that we discuss organizing the HR Blogger.