Expert Tips for Networking With Other HR Professionals

Entering the realm of professional networking in Human Resources (HR) isn’t just about casual interactions; it’s a vital step towards enriching your career, expanding your knowledge, and gaining deeper insights into industry trends and expectations. Building professional networks goes beyond the exchange of business cards or digital connections. It is a strategic move that is vital for nurturing relationships that are crucial for professional growth. 

In simple terms, networking for HR professionals is about more than just professional interactions. This blog aims to be a helpful guide, providing practical insights, useful resources, and essential networking tips for HR professionals. By sharing experiences and proven practices, the goal is to empower HR professionals, helping them establish meaningful connections and use their network effectively for career advancement.

Also Read: Elevate Your Workforce: 14 Dynamic Employee Development Ideas for 2024

How Do You Network with HR Professionals?

Establishing connections with HR peers provides professionals with access to the latest knowledge essential for staying abreast of contemporary trends. Additionally, it serves as a platform for exchanging expertise, sharing insights, and identifying opportunities in specific areas of interest. 

However, effective networking goes beyond merely attending events or connecting through social media. It requires the development of a deliberate and purposeful strategy. By adhering to specialized networking tips tailored for HR professionals, individuals can significantly enhance the productivity and effectiveness of these connections.

1. Set Your Goals

Before considering strengthening your HR networking, pause for a second to consider your objectives. Are you looking for guidance on your career path, aiming to connect with a mentor, or simply want to stay updated on industry developments? Clearly outlining your goals helps you customize your networking efforts more effectively. Also, pinpointing your target audience—whether it’s HR professionals in specific industries, roles, or locations—makes your approach more purposeful and rewarding. Consider the types of events or platforms where your target audience is likely to show up. This strategic thinking will optimize your networking opportunities, connecting you with the right folks who can support you in reaching your goals.

Additionally, being proactive and reaching out to potential mentors or industry experts can enhance your networking experience. Don’t forget to follow up with contacts and nurture those relationships by adding value and staying engaged in pertinent conversations.

2. Leverage Online Platforms

How do you network with HR professionals? Well, in the digital world, online platforms and social media are your go-to tools for networking with HR professionals. Consider joining specific groups on platforms like LinkedIn that are dedicated to human resources. Another effective strategy is to attend virtual industry events and actively engage in discussions on topics that matter. Let’s break down each method to make it all feel more approachable and relatable.


LinkedIn is a dependable ally for forging connections with HR professionals. What sets it apart from other social media platforms is its tailored design for professional networking, making it an optimal space to showcase your skills and experience to HR professionals. However, before fully leveraging its potential, the primary undertaking is to optimize your LinkedIn profile. Let’s systematically navigate through a few steps to ensure the establishment of meaningful connections with HR professionals on this platform:

  • Fine-tune Your LinkedIn Profile: Ensure your LinkedIn profile narrates your professional journey comprehensively by detailing your experience, skills, and expertise. Add a touch of personality with a professional profile picture, and craft a headline that clearly showcases your role and interests in HR. Consider it your digital introduction, so make every element count!
  • Join Relevant LinkedIn Groups: Scroll through LinkedIn to find groups centered around HR that align with your interests and goals. Becoming part of these communities is a wonderful chance to link up with folks who share similar passions. Participate in group discussions not just to flaunt your expertise but also to have genuine conversations with fellow HR enthusiasts. Treat it as an opportunity to share insights, exchange ideas, and establish authentic connections within the HR community.
  • Connect with HR Professionals: Widen your search for professionals on LinkedIn by utilizing the search function. Seek out individuals based on keywords, job titles, or company names. Refine your search by considering factors such as location, industry, and other criteria to pinpoint the most suitable connections.
  • Personalize Connection Requests: When you are sending connection requests, personalize your messages. Mention common interests, groups, or experiences that can help establish a connection. Avoid sending generic connection requests.
  • Engage with Content: Like, comment, and share content from other HR professionals. This not only helps you stay visible in their network but also provides an opportunity to start conversations.
  • Share Your Insights: Don’t hesitate to post articles, insights, and updates on your LinkedIn profile. This can catch the eye of other HR professionals who may find your content valuable.
  • Join Online HR Events: Engage in virtual events, webinars, and conferences focused on HR. Many professionals share their LinkedIn profiles at these events, simplifying the formation of connections.
  • Explore Profiles: You need to pay attention to the “People also viewed” section, which is typically located on the right side. It may facilitate your connection with HR colleagues and be a great way to network with individuals who share similar educational backgrounds or hobbies.
  • Follow Up with Personal Messages: Once you’ve connected with someone, drop a personalized message expressing your interest. Suggest ways to collaborate or share insights to nurture a more genuine professional relationship.

Other Social Media Platforms

Expand your digital footprint beyond LinkedIn. Diversify your connections by using other social platforms like X (formerly Twitter) or industry forums. Having a diverse online presence not only boosts visibility but also allows you to connect with HR professionals who may not be active on LinkedIn. Share valuable content, pose insightful questions, and actively participate in meaningful conversations. 

Crafting an online persona goes beyond specific platforms, contributing to a comprehensive professional identity.

3. Attend Events and Conferences

Attending events and conferences is a classic yet powerful networking strategy. However, success lies in choosing events aligned with your specific HR interests. Before attending, prepare a compelling elevator pitch and conversation starters. Actively participate in sessions and seize every networking opportunity. After the event, follow up with newfound connections, turning initial encounters into enduring professional relationships.

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4. Get Involved With Professional Organizations

Joining professional organizations enriches your networking experience. Volunteer for local SHRM chapters, committees, or leadership positions to immerse yourself in the HR community. Attend networking events and workshops organized by these associations, where shared interests create a natural foundation for meaningful connections.

5. Go Beyond the Basics

How do you build an HR network? Think big! Carving out your space in the industry requires thinking outside the box. Consider following the additional networking tips for HR professionals listed below.

Offer Your Expertise

Establish yourself as an authority in an HR niche, like employee experience and project management, by actively participating in conferences or contributing articles to esteemed industry publications. This strategic move is not merely about elevating your credibility within the HR community; it’s an effort to engage with professionals who value your insightful perspectives and depth of knowledge. 

Furthermore, disseminating your expertise through guest blog posts, conducting webinars, or participating in professional forums serves not only to showcase your proficiency but also to attract similarly oriented professionals actively seeking guidance and meaningful connections.

Seek Informational Interviews

Tap into the wealth of knowledge of seasoned HR professionals through informational interviews. Pose insightful questions and express genuine interest in their expertise to attain valuable insights and advice, improving your skills in your chosen niche. Networking with established professionals not only fosters collaboration but also creates opportunities for career advancement.

Host Networking Events

Organize informal gatherings with colleagues to have relaxed and genuine conversations that go beyond formalities.

Also Read: People Strategy Leaders Podcast For The Future of Work

6. Building Lasting Relationships

Networking is about building lasting relationships that go beyond transactional exchanges. Approach interactions with genuineness and authenticity, actively listening to others. In addition, extend support when required and follow up regularly to foster meaningful connections.

Let’s Sum Up

Networking is not a mere tool in the HR world now; it is a skill that you have to cultivate on an ongoing basis. When networking as an HR professional, these strategies show that success comes from being strategic, engaging positively, and consistently nurturing relationships. The networking tips for HR professionals discussed above will not only help you advance in your career but also add richness to it.

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Frequently Asked Questions

  • How to prepare an elevator pitch to network as an HR professional at events?

To prepare an elevator pitch for networking at events as an HR professional, start by briefly introducing yourself and your role. Then, highlight your unique skills and experiences in HR, focusing on what sets you apart. Finally, mention what you’re currently looking for or what you can offer potential connections.

  • How do you follow up with connections made after an event?

You can send them a friendly email or message mentioning where you met and expressing your interest in continuing the conversation. Don’t forget to thank them for their time and suggest a specific next step, like a coffee meeting or a follow-up call.

  • What are some common mistakes to steer clear of when conducting informational interviews?

When conducting informational interviews in HR, it’s important to avoid focusing only on yourself and not being prepared with relevant questions. Additionally, remember to maintain professionalism, respect boundaries, and always follow up with a thank-you message afterward.

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7 HR Tasks That Could (And Should) Have Been Automated Yesterday

Imagine having to cook every meal from scratch, day in and day out. It would take up a significant amount of your time and energy, leaving you little room to focus on other important tasks. But with a personal chef, you could enjoy delicious, healthy meals without having to spend hours in the kitchen. It could be expensive, but surely worthwhile, keeping your work-life balance intact. Here we’re discussing outsourcing and automation, and this applies to your work-life as well. 

As an HR professional, it is possible to eliminate the tasks that you dislike and focus on more productive tasks.

As an HR professional, there’s a lot on the table to complete by the ‘end of the day’, right? You may wish to eliminate this term, but you can neither complete your tasks or nor remove this word from your work life. Unfortunately, as an HR professional, you do a lot of work like generating reports, filling out attendance forms, maintaining databases, and many other not-so-fun tasks. By the end of it, you are not even sure if the report you generated has been touched.

This reinventing era demands HR professionals to deliver smart work. And for that, it is important to learn the art of prioritization, to understand what work serves little value and which tasks can be eliminated or automated to deliver value to the table.

In this blog, we will discover some HR tasks that could have been automated yesterday, so, the sooner the better. There are so many tasks that you may think you can do manually because you do them the best, but who knows, one day ChatGPT will be in our lives and have the power to reduce our potential to zero.

So, before we get into the important HR tasks that can be automated right now, what exactly is human resource automation? 

HR Tasks Automation

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What is HR automation? 

The use of technology to streamline and optimise various HR functions such as recruiting, onboarding, training, payroll, and performance management is referred to as HR automation. It entails the use of software, tools, and platforms to automate routine and repetitive HR tasks, thereby reducing HR professionals’ workload and time spent.

This allows them to focus on more strategic and value-added activities that can contribute to the organization’s growth and success.

HR automation can help organisations save money, increase efficiency, and improve employee satisfaction.

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The Benefits of HR Automation

HR automation has completely revolutionized the operational landscape for businesses, bringing about simplification and enhanced efficacy in HR processes. The adoption of HR automation software offers a multitude of advantages that play a pivotal role in bolstering an organization’s triumph.

  1. HR automation enhances productivity by reducing processing time and facilitating seamless data sharing. Essential tasks like employee onboarding, performance management, talent management, and time and attendance tracking can be automated, resulting in swift processing and enabling HR personnel to dedicate their time to more intricate responsibilities.
  2. Furthermore, HR automation fosters greater employee engagement, which contributes to lower turnover rates. By automating HR processes, employees gain control over their personal information, benefits, and time off requests. This empowerment fosters higher job satisfaction and cultivates a workforce that is more actively involved.
  3. Moreover, organizations benefit financially from HR automation by reducing costs associated with paper-based processing. This encompasses expenses related to printing, storage, and retrieval of physical documents. Additionally, it mitigates compliance risks and policy violations, ensuring adherence to pertinent laws and regulations.
  4. Automation also streamlines the hiring process, empowering HR personnel to swiftly and cost-effectively identify and select the most suitable candidates. It minimizes data entry errors and the misplacement or loss of documents, further enhancing the efficiency of the hiring process.
  5. Finally, HR automation generates insightful reports that facilitate informed decision-making for the organization. These reports offer valuable data on various HR metrics such as employee performance, turnover rates, and training needs. Armed with this information, stakeholders can make data-driven decisions and develop a more effective HR strategy.

Benefits of HR Automation Infographic

Also Read: Benefits Of Having HR Management Software In Organization

7 HR Tasks That Can Be Automated in a Blink of an Eye!


Recruiting plays a vital role in HR, yet it can be a time-consuming task to review resumes and conduct interviews. Automated recruiting tools, such as applicant tracking systems (ATS), can effectively streamline the process. ATS software scans resumes for relevant keywords and qualifications, matches them with job descriptions, and ranks candidates based on their suitability. This enables HR professionals to save time and swiftly identify the most qualified candidates.


Onboarding entails introducing new hires to their roles and the company culture. However, it often involves lengthy procedures like paperwork, orientation sessions, and training. Automating certain tasks can expedite the process. For instance, software can generate and send welcome emails to new hires, digitally collect their information, and assign training modules. This empowers HR professionals to efficiently bring new employees up to speed.

Benefits administration:

Managing employee benefits can be intricate and time-consuming. Automated solutions alleviate this burden by helping HR professionals track enrollment, oversee benefits administration, and generate reports. This grants them more time to concentrate on other essential HR functions, such as talent management and employee engagement.

Performance management:

Performance management encompasses setting goals, monitoring progress, and providing feedback. It can be a laborious process, but automation can enhance efficiency. For instance, software can track employee goals and progress, issue reminders for upcoming deadlines, and provide feedback based on predetermined criteria. This enables HR professionals to identify areas where employees excel or require improvement and take appropriate actions.

Time and attendance tracking:

Manual time and attendance tracking is susceptible to errors and consumes significant time. Automated solutions simplify this process by accurately tracking employee hours, generating reports, and calculating pay. This ensures that HR professionals can precisely and promptly compensate employees.

Payroll processing:

Payroll processing entails calculating employee wages, taxes, and benefit deductions. It can be complex and time-consuming, but automation simplifies certain tasks. Software can track employee hours, calculate pay, and generate reports for tax and compliance purposes. This guarantees that HR professionals accurately and punctually compensate employees while mitigating the risk of errors or compliance breaches.


Offboarding involves the smooth separation of employees from the company, including revoking system access and retrieving company property. Although sensitive, automating specific tasks helps ensure a seamless transition. Software can automatically deactivate employee accounts, schedule exit interviews, and generate compliance reports. This empowers HR professionals to treat departing employees fairly and in accordance with company policies and regulations.

Employee Offboarding - HR Tasks Automation

Also Read: Your Comprehensive Guide to 360 Degree Feedback in the Modern Workplace

Engagedly is your Trusted HR Automation Partner, Here’s Why?

Engagedly stands as an all-encompassing HR automation platform (talent management platform) meticulously crafted to streamline HR processes and enhance employee engagement. Here are several reasons why Engagedly is an esteemed HR automation partner:

Comprehensive HR Solutions:

Engagedly offers a comprehensive range of HR solutions, including talent management, goal setting, employee feedback, 360-degree reviews, pulse surveys, learning management, and more. This empowers organizations to oversee all facets of their HR operations seamlessly from a unified platform.

User-Friendly Interface:

Engagedly boasts a user-friendly interface that ensures effortless navigation and usability. The platform prioritizes user experience, offering intuitive features and tools that require minimal to no training.


Engagedly excels in adaptability, effortlessly tailoring itself to suit the distinctive needs of any organization. It presents an array of customization options, allowing for personalized templates, workflows, and branding.

Continuous Feedback:

Engagedly champions continuous feedback capabilities, allowing employees to receive real-time feedback instead of relying solely on annual performance reviews. This enables organizations to swiftly identify and address issues while fostering a culture where employees feel valued and engaged.

Analytics and Reporting:

Engagedly empowers organizations with comprehensive analytics and reporting functionalities, facilitating data-driven decision-making. The platform offers an extensive array of reports and dashboards that provide invaluable insights into employee performance, engagement, and development.


Engagedly seamlessly integrates with an extensive range of third-party tools and platforms, including HRIS, ATS, and payroll systems. This ensures effortless integration with an organization’s existing HR technology stack.

Outstanding Support:

Engagedly prides itself on offering exceptional customer support, providing dedicated account managers who assist organizations in maximizing the platform’s potential. Moreover, Engagedly offers comprehensive online resources, including video tutorials and a knowledge base, to aid users in navigating the platform smoothly.

Also Read: Performance Management Tools And Techniques Every HR Leader Needs

Frequently Asked Questions

Q1. What are some benefits of automating HR tasks?

Ans. HR tasks can be automated to save time, cut down on errors, and boost productivity. HR professionals may be able to concentrate on more strategic tasks like talent management and employee engagement as a result. 

Automating HR tasks can also lower the risk of legal action or penalties and help ensure compliance with regulations.

Q2. Which HR tasks are best suited for automation? 

Ans. The following HR processes are good candidates for automation: hiring, onboarding, benefits administration, performance management, time and attendance tracking, payroll processing, and offboarding. Software and other automation tools can be used to streamline these tasks, which are frequently monotonous and time-consuming.

Q3. Will automating HR tasks replace human workers? 

Ans. No, automating HR duties won’t replace employees. Instead, its purpose is to support HR professionals in simplifying their processes and dedicating more time to strategic tasks. Automation assists HR professionals by reducing the time and effort spent on repetitive tasks, allowing them to concentrate on responsibilities that demand human judgement and decision-making. By streamlining routine tasks, automation enables HR professionals to focus on more meaningful and impactful work.

Q4. What should organizations consider before automating HR tasks?

Ans. Organizations should consider their budget, the complexity of their HR processes, and the potential impact on employees before automating HR tasks. The automation process requires transparency and clear communication. Furthermore, organisations should ensure that the software or automation tools used are dependable, secure, and regulatory compliant. Consideration of these factors will assist organisations in making informed decisions about automating HR tasks while prioritising employee well-being.

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