I get a lot of questions from readers about HR careers, job searching, HR certification, and more. If you have a question you’d like to see answered here, please send it over! See other questions I’ve answered here.
Is an HR degree required to apply for a job in HR, or are graduates with other degrees also considered for these roles? -Dominique
Six months ago, I would have said no. Right now, I’m going to still say “no” but with a caveat. This changed everything in the job market: Continue reading
“That hiring maanger still has a view of the candidate’s abilities and skills without being exposed to their race, gender, or ethnicity.”
Scot Sessions, Talvista
Did you know that there are nearly 200 cognitive biases that affect our decisions every day? While a decision about where to eat or what to wear is unlikely to have negative consequences, making a biased choice in hiring can lead to negative outcomes for people of color, women, and other minorities.
In this conversation, Ben speaks with Scot Sessions and Elaine Orler from the Talvista team to understand how technology can help minimize hiring biases and lead to better, more equitable outcomes. They discuss resume blinding and how it works and other practical advice for employers looking to hire more inclusively.
Connect with the Talvista team: talvista.com
On Twitter: @scotsessions @elaineorler
Today I had a great call with Molly Shelton. She’s an HR pro that is passionately trying to help those that are looking for HR work, and we are going to put together a resource that you can leverage to help yourself stand out in the hiring process AND show off your passion for HR.
Here’s what you need to do:
- If you are employed, you likely know someone who is out of work in the HR space. PLEASE share this post with them so they can participate if they want.
- If you are looking for work and you want to participate, details are below.
- If you are looking for work and do not want to participate, please share this with someone else you know that may be looking!
How to Participate
This is going to be a multi-author eBook that highlights the ideas and perspectives of the amazing, talented HR pros that are currently looking for work. You are great. I know you’re great. Let’s show the rest of the world that you’re great, shall we?
The ask is fairly straightforward: write 250-300 words on a topic of your choice as it relates to HR, talent, learning, engagement, or whatever topic you think you have a perspective on. That’s it. We will collect 10 of these and publish an eBook featuring you in the content. We will include your LinkedIn profile, LinkedIn profile photo/headshot, and your name alongside your entry.
If you want to participate, fill in your information here.
This is first come, first served. We are limiting the first eBook to 10 authors. There is no cost to participate–we are covering all the design and promotion costs. The deadline for entry is Friday July 24th OR when we receive the first 10 qualified submissions from active HR job seekers. We expect to have the eBook published by end of July so participants can start using it immediately in their job search efforts.
If you want some free resources and education in the meantime, please check out our Freebies page for things like HR Job Titles, the Ultimate Guide to Breaking into HR, and more.
“What really excites someone to join a company? Why do they stay at the company? Every person you talk to has a different story.” Amit Pamar, HR executive at Unisys
This conversation happened at IAMPHENOM, one of the last live events prior to the COVID-19 shutdown.
In today’s episode, Ben interviews Amit Parmar, an HR executive at Unisys, a technology firm with 20,000+ employees. Ben and Amit talk about talent, AI, analytics, digital transformation, and more. The discussion digs into why it doesn’t matter if chatbots are AI or not, how personalization creates better experiences for the workforce, and how we can automate the “grunt work” of HR and focus on the strategic work we need to be doing.
To connect with Amit: https://www.linkedin.com/in/parmar79/
“We need to own what we do. We’ve been apologizing and apologetic for being in HR instead of owning what we do. Every other profession says, I’m a salesperson, I’m a finance person. I’m a marketer. We go, I’m sorry. I’m in HR.” Steve Browne
In this conversation, a replay from the most popular session at HR Summer School 2020, Ben talks with Steve Browne, the most connected person in HR, about how to be an intentional connector, how to add value to relationships, and why HR is an essentially human profession.
If you enjoy the talk with Steve, his new book HR Rising is now available!
Two weeks ago we ran a live, virtual event that has already been seen by tens of thousands of HR professionals, talent leaders, students, and more. One of the sessions gave us technical issues, so we are running what we are lovingly calling an “extra credit” session and I would love to have you attend!
If you didn’t attend HR Summer School, you missed an epic experience. I haven’t published a formal update based on the event, but suffice to say it was like nothing I’ve ever seen before. We had thousands of comments, new connections, and interaction beyond any other HR webcast or webinar you have ever experienced.
FYI: many of our attendees were interested in the books written by the speakers. You can get those here on Amazon. If you want your #HRSummerSchool commemorative shirt or other gear, that’s found here.
Just check out the map below to see where attendees participated from around the world. It probably wouldn’t surprise you after seeing this map to hear that over ONE MILLION minutes of HR Summer School have been watched on LinkedIn already since the event. 😮
Before I get to the extra credit session, let me share with you a few of the many comments from those that participated in HR Summer School live, in no particular order. Click through the images below to see some of the amazing feedback.
One participant told me that she was about to get out of HR because it wasn’t exciting anymore. After two days of participating in the event, she said her passion had been rekindled and that she was excited to look for a new employer that actually values the input from HR in the business. If she had been the only participant, I would have called this event worthwhile, but thankfully (as you can see below) we had so many more amazing participants. Continue reading
“The assessment traditionally has seemed a bit disconnected from the job role. This can come across as friction. You’ve worked hard to find a candidate and you want them to join–this can seem disjointed.”
Jora Gill, SHL
Hiring is a balancing act. We want to drive candidates into the funnel, create positive experiences, and bring the best candidates into the organization, but we also need data to help make the right choice. While AI has been challenged for its impact on hiring, new evidence shows that it can help to minimize erroneous decisions. In this conversation, Ben talks with Jora Gill from SHL about how assessments can be blended into the hiring process for better, more objective decision-making without sacrificing candidate experience.
Learn more about SHL at http://shl.com