<p><b>Callie and Brooke talk all things social from consistency to the vast importance of head shots to lurkers to meshing your personal and private lives online and more. <br /><br /></b>You don't want to miss this conversation. And beware, Brooke will judge your social presence ;) </p>
Callie and Brooke talk all things social from consistency to the vast importance of head shots to lurkers to meshing your personal and private lives online and more.
You don't want to miss this conversation. And beware, Brooke will judge your social presence ;)
Callie Zipple:
Hi everyone. And welcome back to honest HR. I am your host Callie Zipple, field service director with Sherm. And I just want to take a second to thank those of you who've been here before and are coming back and then welcome any first timers starting out with this episode. Our topic today is social media, but feel free to go back and listen to some of our past episodes. You'll notice that topics and guests have been changing with each episode. So we hope you find something that interests you and that perhaps you'll come back for future episodes. But I mentioned today's topic is social media, and I'm so excited to have our guest here today. She is actually a former college roommate of mine. And you can probably hear me smiling as I introduce her because she has done just some amazing things in this media space.
And I happen to sit with her in person and talk about her past and the things that she's passionate about and things that she's working on right now. And I thought social media is so huge right now that it would be great to have her on as a guest. And of course I'm biased cause I've known her for years, but I'm so excited to hear her take on social media and just the media space in general. So Brooke Auxier, PhD candidate. Whoa, I know. Thank you for being here and welcome to honest HR. If you wouldn't mind, give us a high level overview of who you are and what you're all about.
Brooke:
Hey yeah. Thanks Callie for having me, I'm super excited to be chatting with you this morning. So as you mentioned, we were college roommates back at St. Norbert college where I studied English in media studies. And then after that I shipped up, went to the east coast, came to the University of Maryland where I studied journalism and got my master's in journalism. During that time, I just got really excited about social media. That was in 2010. So all these things were sort of getting a little bit bigger in the space. And so I really wanted to focus my studies on that. Did some research on how social media was taught in journalism, higher education. Had an internship at travel channel, just really sort of got into the whole social media thing. My first job after graduation was working at the discovery channel. I managed social platforms for two networks there, TLC and discovery fit and health.
Then I transitioned to a content marketing firm where I worked with some big brands doing digital media, social media, audience engagement stuff, brands like Marriott, American optometric association. Took a little bit of a hiatus to teach high school. I taught graphic design and website development at a high school in Washington DC. And it was there that I really decided that I wanted to teach at a higher level. So that brought me to my PhD program, which as you said, I'm a PhD candidate at the university of Maryland college park in journalism. Emphasis is really social media and information studies. I'm working on my dissertation right now, which looks at how people determine credibility and reliability of information and social media spaces. So I think it's super relevant to the topics you guys are talking about here. Some of my industry experience since I've been here, I constantly do freelance work for businesses in DC. Restaurants, gyms. I also took an internship last summer, working with apple news doing data analytics and social media.
Right now I'm teaching a lot of courses in social media, working with students trying to help them understand what this space looks like and how they can sort of be more media literate in today's sort of constantly moving very congested, social media environment.
Callie Zipple:
So you said you did a little bit of research into how social media is being taught. Do you think that it's being talked about enough and do you think it's being taught at the lowest level it should be? And what I mean by that is, are they talking about it in elementary school, middle school, high school, or did your research really just focus on college teaching of social media?
Brooke:
Yeah, my research focused on higher education and especially journalism and mass communications programs, which is where I thought social media sort of needs to be taught, especially. But I don't think that social media is being taught, again I'm not in the classroom, but I don't know that it's being taught in grade school, middle school. High school, maybe a little bit, I feel like teachers probably talk about it. I did when I was a high school teacher talking about social media messaging, sort of the implications of having a social media presence and what that could mean sort of safety online, things like that.
But even at the college level, I think that we're talking about it, but maybe not in a way that's sort of as in depth as it should be in some places. And I know that a lot of work is being done to sort of update curriculum in this area, especially along the lines of sort of media literacy. How do we determine if something online is real or fake or if it should be trusted? So I think that there's definitely work to be done, but there can always be more.
Callie Zipple:
Well, I am really thankful for you being here today. I think social media and we talked about this when we met face to face, but social media is just such a hard area for HR and HR professionals to wrap their arms around because of how free wielding most platforms are and the people on those platforms are. And when we have employees on the social media platforms, it's really hard for HR and managers to understand how they can regulate employees activity in those spaces. So I want to start with a pretty basic question so that our listeners sort of understand the way that we're coming at this topic, but what can a social media presence do for us and why is it so important?
Brooke:
Yeah, so I think at a very basic level, having this presence on social media should be seen as sort of an extension of yourself, sort of a public resume. And what I mean by that is I feel like a lot of times when employers are looking to hire someone they're going to Google you or they're going to look for you on these different platforms. And you want to be able to control what comes up first. So if you got a LinkedIn profile, if you've got Twitter, if you've got Instagram or Facebook, someone types in your name, that's what's going to come up. So it makes you easier to be found by people. It also helps you to connect and sort of stay in tune with what's happening in your industry. Make sure you know what's happening, stay up to date on different topics. It also helps you build that credibility. If people type in your name and they can't find you, they're going to find that a little bit problematic.
So just having any sort of presence, having your space on the internet, whatever that looks like. If you've got a website or just a LinkedIn, just sort of carving out your space. And I think especially for specific jobs and industries, having a social presence is almost non-negotiable at this point, right? So if you want to be a journalist, if you want to work in digital marketing, if you want to be like a brand manager, I feel like in some of those spaces, having a social presence is not even going to be a question.
Callie Zipple:
And it's funny that you say all of that because I just listened to a speaker actually at the leadership development forum, and he said social media often is used for quick touchpoints and spending a little bit of time doing little tasks on social media can add to a huge impact. And I just want to add into the conversation for our listeners, that when we talk social media, usually some people turn off because they say, I already work a nine hour day. I don't have time to do social media. I don't have time to build a social media presence. But the fact of the matter is if you just do small things on one platform or two platforms, you're already building that presence and it doesn't necessarily have to take as much time as in your mind, you think it might.
Brooke:
Yes. I totally agree. What I tell a lot of my students when they're looking for jobs or anyone who's looking to get active in a space is consistency is key. If you tweet once a day, that's better than maybe tweeting five times once a month. Like really just being sort of consistent. And as you say, it doesn't take a ton of time. There are even scheduling tools where if on Sunday night you've got an extra 30 minutes, schedule some things out, one tweet for the rest of the week. Maybe some article that you've read, a link to something else interesting that you've found. It doesn't have to take up a bulk of your time. You don't have to be doing Instagram stories all day long. You don't have to be constantly engaging in things. I think that a little bit goes a long way to your point.
Callie Zipple:
Yeah. And the next sort of transition I want to make for this conversation is about what you just said, sort of being inactive, but having platforms. And so having a presence is one thing. Anybody can create a handle. They're mostly free on pretty much all of our platforms that we've mentioned so far. And sometimes you have a handle, but you don't use it. And in that case, you're considered to have a presence, but you're inactive. And so there's a difference between an active and an inactive presence in social media. So let's talk about that. How can that inactive person that you just mentioned that only tweets one time five times in a month? How can that hurt that person's personal brand?
Brooke:
Yeah, I think that it sort of goes back to the point don't start something you can't keep up. If you start something people want to see that you're staying active. I think that in some spaces having a presence and not using it or having it your last tweet from three years ago is going to make you look worse than not even having one at all. So I think that especially people in specific industries, if you're trying to be a leader at an organization or you're trying to work in digital media, but I think in any industry, you should make an effort to have those updated profiles, if for nothing else, to make sure that your contact information is up to date, your personal information's up to date, especially on a profile like LinkedIn, you don't want to let that sit for even a year probably.
You want to keep that updated. And again, you want to be engaging in relevant conversations, sharing things that you've read, even if they're interesting, even if they're not related to industry, but just saying, oh, I read this article and whatever website and I thought it was interesting. And I think just showing that you're active and engaged in that you started a profile for a reason and that you can sort of keep it up because I think a lot of people sort of understand more and more these days that doesn't take a lot of time to sort of keep these things fresh.
Callie Zipple:
It's so funny that you mentioned LinkedIn because I am so self-conscious of my LinkedIn profile in that if my picture has not been updated in like three months, I'm literally like, do I even still look like the picture I have on my LinkedIn profile? And that actually started, that was started in me by our professor, Matt Solik. I remember when we were sitting at St. Norbert, he said, make sure you keep your LinkedIn profile picture up to date, because if somebody's searching you on LinkedIn and your picture doesn't match the person that walks in for the interview, they're going to feel like they got catfished. So that has been something that I have honestly thought about on a regular basis to make sure that I'm getting updated head shots or asking somebody to take a photo of me if it's not really one of those official headshots, just to make sure that anybody who's looking at me on social media would see the same person if they were to meet me in person.
Speaker 3:
This is Bailey. And I can attest to that. Callie will take a headshot anywhere. She takes a headshot every two months. You're going to take a headshot. And like you had one what, two days ago, and you're going to take another one at the volunteer leader summit in November. Yeah.
Callie Zipple:
Yeah. Honestly, I have a plethora of headshots that I will use on various platforms just because some of them will look more professional. And it's funny because I send them out to my parents and my brother and I'm like, which one's better. And my brother will come back and be like, oh, this one you look more fun and laid back. And then the other ones, my mom will be like, well, that one you have better hair. So I'm getting feedback from all these people on my headshots, because that has been something that has ingrained in me and I will get a headshot anywhere. And it's become more important because since I started the role that I have with Sherm, I recreated my online presence. Before this role, I was probably considered a lurker or whatever you call people with inactive presence, where I was going around liking everything, but I wasn't really sharing anything of my own content.
And now that I've been sharing my own content and have sort of reinvented myself on social media and I travel to all of these various Sherm events, I meet people that I'm friends with first on social that if I didn't have an updated profile picture with bang, by the way, because that was a big change that I went through like six months ago and I didn't change my profile picture for three months and so when I was meeting people, they were like, oh my God, are you Callie? Because you look way different than your profile picture. And so anyways I digress, but it's one thing I would say to people is make sure that your picture is refreshed on a regular basis and that it matches the person they would be seeing in person.
Brooke:
I love that advice. I actually just had mine updated. A good perk of working at a college of journalism is that there's tons of students around here with excellent cameras and killer photography skills. So I'm always just like, Hey, you have your camera with you today? And update those head shots. But I think it is important just to keep not only photos, but anything else that's relevant. You don't want to have to be like, oh, I actually haven't updated my LinkedIn profile, but I've done this, this and this. But just sort of keeping things fresh in that space is important.
Callie Zipple:
Yeah. I remember each time I've started a new job. I've made sure that I have the job description available on day one so that I can update my LinkedIn profile. The worst thing is that you have all of your past roles outlined as far as what you're doing and then the role that you're currently sitting in just says your title and the place that you're working. So that's another suggestion I would give people for LinkedIn is make sure that when you do change roles, you know exactly what you're going to be doing or what's going to be expected of you on day one, whether that's through your interview process and talking with your manager or requesting a job description up front so that you can have that as updated as the rest of your profile.
I want to shift gears a little bit from having maybe two separate presence on social. So a lot of times we hear that it's important to keep your personal and your professional lives separate specifically from a social media perspective. So how important is that in your opinion and how can we make that happen?
Brooke:
Yeah. So I think I might have a little bit of an interesting take here and I think we are also talking a little bit about public versus private accounts, right? And I'm actually very against, unless there's a real reason for like safety concerns or something to have a private account. I don't think that private accounts or separate professional and personal accounts are really necessary. I think it sort of muddies the waters and confuses people. If I see a student because I teach in a newsroom environment and so we have an application process. If I see a student with a private Twitter account, I am very suspicious. Immediately I'm like, what do you have going on behind that request button? So I think that it's important to sort of mesh the two as best you can. And I also mention this with the caveat that there are some platforms that if you want to keep completely personal, I know I do this for my Facebook. I've got it pretty locked down as far as security.
I don't like have it open to everyone to immediately see, but if someone requests me and I accept them, they're going to see whatever I've got posted there. And I make sure that whatever I post is not something that I wouldn't want my aunt to see, my boss to see, my students to see. So I think that the important thing is to sort of decide by platform what is best for you, but then sort of meshing your two lives as best you can. I think one of the mistakes that people make when they're looking for jobs or even students, is they try to be like very professional all the time. And I think people want to know that you're a human, right? They're not trying to hire a robot. I don't want a robot sitting in my class.
I'd rather have a human. I want to know that you ran a marathon. I want to know that you have a dog. I want to know all these things. So I think that, correct me if I'm wrong, but I think recruiters and human resource managers want to know that you've got a life outside of your professional life. They want to know what you're interested in. And you never know what's going to resonate with someone when they're looking through your profiles too. So I think that being able to showcase your personal life and your interests and your hobbies, along with yourself as a professional is sort of an important sort of combination to make happen on your social profiles.
Callie Zipple:
I would completely agree. And I would sort of mirror what you said about your Facebook account. I have kept my Facebook account the most personal of all of my platforms and I am pretty particular about who I accept on that platform, just because for me, that's where I share most about me and about what's going on in my life. And I am very woke to the fact that not everybody cares about me and my life as much as I do. So the people that I've accepted on Facebook, I have already decided that they care a little bit more than the people who follow me on places like Twitter and LinkedIn. So I don't have any qualms about sharing pictures of my dog or pictures of me and my husband or pictures of things that we're doing, the standard here we are eating, here's what my food looks like pictures.
Those go on Facebook for me. I use my Twitter and my LinkedIn and my Instagram account for a little bit more professional appearances or posts. And the reason that I think that's so important is because I want to make sure that I have some sort of control over what people are seeing and what people are digesting about me as a person. And I will say that I've used the Instagram platform to be as most personal in my professional platforms, just because I feel like that's the nature of that platform is to share things that are happening on a more personal level. But I think you're right. Identify the platforms and what you want to use those platforms for and then be consistent in that use.
Brooke:
Yeah. And I think that another mistake people make, like let's not pretend that anything that you post is completely private, right? Screenshots exists. That's a thing that can happen. So I think even if you think, oh, my Twitter account is locked. It's private, no one can see anything. Or my Snapchat, I talk to high school and college students about this a lot. Oh, if you snap something, it disappears and it goes away and no one's ever going to see it. Well, no screenshots exists. The cloud is a thing. That content doesn't just go nowhere. So I think just being obviously cognizant and mindful of what you're posting anywhere, if you don't want someone to see it a hundred percent, you don't want your boss or your grandmother or whatever to ever see it, best practices to not post it, regardless of platform or regardless of privacy or security measures that you might have taken on that platform.
Callie Zipple:
I love that. That resonates with me so much because I think especially in HR and we're going to get to this actually now, but people on social will find everything. I mean, there are people that are employed specifically to look into things that are about you on the internet. So you're right. We can take all of the social security measures in the world and at some point somebody's going to see that thing that we thought was private. So I love that and it totally resonates with me.
But I mentioned HR and social media. So let's take a shift from our personal brands on social media to employer brands on social media and how can employers use these various platforms to get their name out there and why is it so important for employers to have that presence on social?
Brooke:
Yeah. So I think one of the big mistakes that brands or companies, departments, whatever level is happening at make is sort of ignoring social saying, oh, we don't really need that. It's not important to us. Or delegating it to an intern or making it a side project for somebody and not sort of making it an integral part of their strategy regardless of what that strategy is. So I think it's immensely important to not just sort of set and forget like, oh, we have a Facebook page and it's there. So it's all that matters.
Don't just do it sometimes. Like I said, consistency is key. It's also important to become part of the conversations that you're trying to be a part of. So just like as someone who's looking for a job, you're trying to sort of sell yourself and put your best foot forward, companies should be doing the same thing. You never know who's going to be looking for a new job and be like, oh, I really love what they're doing in this space. And I know it seems kind of silly, but someone could easily see a Facebook post and be like, oh, that seems like actually a really cool place. I wonder if they're hiring, I'm looking for a new job. And I think what companies or universities or whoever's hiring sort of fail to forget in this space is that what you're selling is sort of like a brand or a culture.
People I think now nowadays are sort of looking for companies and brands that are sort of socially responsible, that treat their employees well, they want to see what sort of social good you're contributing to. So I think highlighting all of those things, having profiles on your employees, going behind the scenes a little bit, showing different events that you're at, different volunteer opportunities that your employees are engaging in is an important way to show just sort of what you're doing aside from selling something, which is what most companies are doing. And making it more of a community, more engaging, trying to ask questions and really engage and be active in whatever conversation they're trying to be a part of.
Callie Zipple:
So you said something that I get asked a lot by HR practitioners who are at organizations that don't have a social presence. Is it better to open a Facebook profile and let it sit there or not open one at all if they don't have the manpower or strategy or whatever behind that platform?
Brooke:
That's a hard question. I mean, I will judge you if I see that you've got a Facebook page and you haven't posted in three years. I think that's just a big, and I know I care a lot about social media, so maybe I'm an outlier, but it sort of looks lazy to me. It looks like at one point you really had aspirations and then you sort of gave up. But I think that for a lot of search purposes, having a Facebook page is important because it's going to show up in a search that happens on Google or whatever other search engineer you're using. So I guess I can understand both perspectives, sort of the set and forget it or just sort of not having one at all. But I think that what I will say is that having a presence and having nothing on it looks very lazy to me.
Callie Zipple:
I like that. And I think I would agree. And I think that's typically what I tell people, but also going back to what I had said earlier in our conversation, it doesn't take that much to post one thing a week. So I think the reason that people don't open Facebook profiles or various profiles about their organization is because they don't feel like they have the time to do it. So they're scared of how much time commitment it would be. And if people are sitting out there saying we really need a social media presence, I just don't have the time to do it. Just open it, start it. And you'll see that it's a lot easier than you think it might be.
Brooke:
And I think a lot of the problem too, two points on that, a lot of the problem is people don't feel like they have the understanding of the platform in order to use it. And a lot of these, as we know, are pretty intuitive, they're pretty easy to use. They also have a lot of training programs. Facebook is doing really great things in terms of training people, especially in like media and publishing industries, how to use their platform. So seeking out those sort of tutorials are a really good way to sort of get knowledge about how to use the platform. And the second point is that even if you've got no one fully on staff to man these things, interns get a lot of slack, I feel like in the social media space, like, oh, it must have been the interns who tweeted that horrible tweet.
If that's the best you can do is hire an intern to handle it, lots of students are at universities taking classes in this, and there are lots of brilliant, brilliant young people who know their way around social media. So I don't want to in any way discredit having an intern take it on as a project, but there needs to be a strategy. There needs to be consistency. And there needs to be some sort of oversight letting anyone come into your organization and just run rogue with your Facebook or Twitter is not a smart idea. Same goes for an intern. But if that's sort of the only thing you can do is hire an intern and have them take that on as a project, not a side project that they just do on Fridays, but a project that they really take on and strategize and put thought into, I think that's better than nothing.
Callie Zipple:
And make sure that's sustainable. Right? If you hire an intern now to start up your platform, you better in a year, know who your next intern's going to be so that they can maintain that and keep that presence sustainable.
Brooke:
Right. Right. Along with the consistency is key thing sort of don't have a killer social presence for three months and then nothing for the next nine.
Callie Zipple:
Totally agree. So let's talk about the culmination of personal brand and employer brand. And this is sort of how recruiting candidates through social media comes to be. So employers are definitely using social media to recruit candidates and signed candidates and source candidates. So what should a job seeker who's out on social media and who has a social media presence watch out for when they are tweeting on LinkedIn, on Facebook and using those platforms to apply for jobs?
Brooke:
Yeah. So, I mean, I feel like you probably know better than I do, but I feel like a lot of times search engines are the first place people go after they see a resume come in. They're going to Google the person, see what's happening. LinkedIn is a good thing to sort of keep updated. So I always tell students that I work with to keep everything current, especially as it relates to your resume on LinkedIn, obviously keep things appropriate. Hopefully that goes without saying. And then again to be yourself, like show your humanness. We don't need to see you at a party on a Saturday night doing what you do. But if you are out at a football game, if you are walking around campus one day, let us see that you're a human and you've got other things going on.
And that other part back to the consistency, I think is really important. And I think just being active in different spaces online, you never know where recruiters are hanging out either for professional purposes or personal purposes. And so if you are in, let's say a Facebook group, and someone's talking a lot about the internship that they're at and how passionate they are for their work. You never know who's going to going to be like, Hey, you know what? We're looking for an intern like this girl seems great. I think it's also important on your platforms to show your passion for the industry. So along with being a human, belong to those groups and communities that are relevant to the industry you're trying to get into. Show that you're reading about topics that are important there, and then show how you're passionate. So maybe like photos, videos of you doing what you do or volunteering somewhere, or just being active in this space. I think all of those things sort of add up to someone who's super recruitable and sort of desirable as a hire.
Callie Zipple:
Yeah. And the only thing I will add is that you said that I probably know more than you and frankly, you know as much as I do so we're doing good here in this conversation, but whatever you put in front of somebody, whether it's your resume or your cover letter or what it is via their applicant tracking system, you better make sure that it matches your online presence. And even further than that, your in person interview, you should not be saying a single thing that can be refuted online. And the easiest way to put this into perspective for people from an individual or a candidate perspective is if you're sitting in your interview and your recruiter says, I can't stand Cheetos, I hate them, they're the worst. And you sit there and you agree with that person in that moment because you're trying to build rapport and then you leave your interview and that recruiter Googles you or finds your Facebook profile and your Facebook picture is you holding a bag of Cheetos, you've automatically lost credibility with that recruiter.
And that's a big deal when you're sitting in front of somebody and you say something, and then they look on Facebook and see that you're doing the complete opposite or if you are not really holding up to what you've said in person, people are going to have a hard time trusting you. And it comes back. There's a movie that actually, I just thought of there where a woman says she's a vegetarian or something and her Facebook profile is of her eating a rack of ribs. So it's a real thing. And people lose credibility and people lose trust almost immediately when they see things like that happening online.
Brooke:
That is an incredible example. And I will also say that it can go the other way, right? So if a recruiter maybe finds you on LinkedIn or through Twitter or Facebook and see you being active in some space, and you've like built up your social media profile to sort of be this exaggerated version of yourself. A lot of times we know there's like a lot of brand management and impression management that happens in social media spaces. If you come in for an interview and you are not that person, that is not a good look. So I think tempering what you put on your social media profile. We all want to put our best foot forward right. In these spaces. But I think it's important to sort of walk that line between like, look, I'm living my best life. And like, this is not actually who I am.
Callie Zipple:
You need to show up the same person that they're seeing online as I think what we're getting at here, but I want to shift again to another thing that HR practitioners lose sleepover. And that's how others are talking about us online. And in this day and age, when people get to sit behind their monitor and be anonymous in some of their posting and their feedback, there's so much more of a possibility that someone's going to say something negative because it's easier for them to do that with the social media platforms that we have right now. And I'm thinking specifically from a company perspective, Glassdoor. So how do you have any tips for organizations or HR practitioners to handle these sorts of negative comments or negative press in a well thought out, and I'm not going to say positive because I think that's too much of a stretch and that's too difficult, but in a well thought out manner?
Brooke:
Yes. Anonymity and that protection of a screen are just very scary things. Especially from a brand perspective, though, I think that if companies can respond in sort of a tempered way and they feel like the person that they're talking to would respond in a way that's not going to escalate, absolutely respond, reach out. You also have the option to always take things off the platform. So my favorite thing is when I see brands say, Hey, we're so sorry you experienced this. Email us at this. So instead of having like a thread, a chain of back and forth and that's very public, everyone can see that. Sort of take it off the platform. It shows people who see the message, okay, they've made an effort and they've taken it off platform. They don't know what happened, but that they've made an effort instead of being like, oh gosh, this is a nightmare unfolding before my eyes.
But I will say that some things truly just deserve to be ignored, right? There are things that should not be responded to. And if it's on a platform that you own, that just deserve to be deleted because they're horrendous and awful and whatever. So as long as you own, I know on something like Glassdoor you probably don't have those rights, but if it's your Facebook page, it's your Twitter or not your Twitter account. But Facebook, this is true. Just delete it, right. There are some things that just don't deserve to see the light of day.
Another point I will make on that is from like a personal perspective. So away from the brand, if there's an employee or a recruiter or something experiencing harassment online, that's one thing that should not be ignored. We all know that these things can escalate very quickly, both online and off. And so sort of bringing that to the attention of someone is not ridiculous and not crazy. Some things are worthy of being reported and flagged and documented for sure in these spaces.
Callie Zipple:
I like that. I agree with all of it. And I specifically agree with saying, Hey, thanks for your feedback, email us here. Let's talk about it. The only thing I'll say about that is that still doesn't give you the right to respond in a negative or heated manner. Because as we said before, there's always screenshots. There's always ways that that could get out and into the public at some point. So that's the only thing that I will add. And I just want to take a second to thank you. It's been so great talking to you, and I think this topic transcends HR, and I think it's relevant to people at all levels in all organizations and really in any function or department.
So I just, again, want to thank you for your time today, Brooke. I usually invite our guests to share communication channels in case people want to continue the conversation. So do you mind sharing with us how people can reach out to you or connect with you either on social or other ways?
Brooke:
Of course, my name is Brooke Auxier. Last name is A U X I E R. That's important for all of these. LinkedIn, you can find me just at Brooke Auxier. Twitter is @BrookeAuxiere. Email brooke.auxiergmail.com. Please reach out if you have any questions, comments, I would love to sort of continue the conversation, answer any questions you might have. And thank you so much for having me, Callie. This has been fun.
Callie Zipple:
It has been fun. And again, I just thank you for being here. I think, like I said, the topic in conversation was great. I think it will resonate with more than just our listeners. And will probably get shared quite a bit on all of our platforms, but if you want to connect with me as a reminder. I am on LinkedIn. I'm on Twitter, Instagram ShermCallieZ. Don't forget about our sherm.org on HR page. You can sign up for updates from us about the podcast, as well as suggest upcoming topics and guests to us. We hear you. We do respond. There are people out there that can attest to that. So please feel free to see us on that sherm.org on HR page or subscribe iTunes, Spotify, wherever else you listen to your podcast. Thanks again, everybody for coming out and we will see you next time for a new episode of honest HR.