Category Archives: General

Hire for attitude, train for everything else

I’ve always been of the opinion that companies should hire for will and train for skill. While you can train someone on how to perform task X, you can’t train them to be excited and energetic. And I’m not the only one who thinks that way. I heard this great segment on the Dave Ramsey show recently and it made so much sense from a talent management perspective that I just had to share.

We have five books that we give you when you are hired, and they\’re short, easy-to-read books. All teach a core value—a principle—that we espouse inside of our organization. You\’re required to read all of them within the first 90 days of employment. Continue reading →

That Social Media Thing

AKA Living in the Social Stone Age

So, when I heard that there was going to be a Carnival of HR on social media use, I was pumped. Not because I had any results to share, but because my current company is on the far opposite end from fluent usage (i.e. Stone Age) and I need some tips to make it happen. So I’ve written this post to tell what we could do if social stuff ever got the approval it needs.

Life in the Social Stone Age

We don’t use social media. We have no plans to. Although I inject a bit it where I can (sharing blog posts, creating short videos, etc.), it can’t take root on this rocky ground. People keep trying to treat it like it’s a passing fad instead of a huge competitive advantage in the social sphere.

Here’s a snippet from a post by Chris Ferdinandi that says it all.

How would you react if someone said to you, “I don\’t use that email thing.”? Would you hire them for an HR job?

Thirty years ago, the internet was just a fad. Only it wasn\’t. Continue reading →

Sharing-stylish ever since your mother forced it on you

I spend a lot of time writing. Sometimes things turn out well, and other times things I write are probably best described as “an affront to humanity.” :-) Seriously, though, I have a few different posts I’ve written recently that you might be interested in reading.

And the most-viewed post (ever!) was ironically a guest post by my friend Robin Schooling from over in Louisiana. She wrote about the importance of growing and developing to avoid stagnation as HR professionals. I highly recommend it!

Have you read anything fantastic in recent weeks? I’d love to hear about it!

I’m giving away free blogging help

Yes, you heard me correctly. I know this isn’t going to be for everyone, but if you decide a year down the road that you’d like to start blogging, just come back to this post. I promise I won’t say, “I told you so.” :-)

Anyway, I have been working like a madman to put together a free resource for those people who are on the verge of starting a blog but just can’t seem to make that final push. It seems like such a huge, difficult task. Well, hopefully I can assist with that.

The big push

At HRevolution this year, we had a very large crowd at the blogging session. If I could go back and redo it, I would have broken the groups into different levels of experience. But since my time machine’s in the shop, I am trying to fix things the only way I know how. So if you were one of those people who said, “I might like to start a blog, but I’m not sure of the why/how/what/etc.” then this is a resource for you.

I’ve created several lessons just for those looking for help to create a blog and get it running smoothly. If you’re one of those people and you are interested in what I’ve cooked up, just head over to the lessons and check them out.

Click here to go to the beginner blogger lessons

 

How to pass the GPHR exam

Today we’re rocking a guest post by Nancy Slotnick. I saw recently that she was successful in passing the GPHR exam, and I knew that she’d be a great resource to pull in for a guest post. Plus, she doesn’t have her own blog, so any chance I can get her to do some writing is a win for everyone. :-)

If you like this post feel free to subscribe or check into the GPHR study guide. It’s GPHR specific, and the testing tips are definitely helpful for the GPHR certification exam. I also have dozens of free resources listed on the PHR/SPHR/GPHR page!

Why did you decide to get your GPHR certification?

I have thought about sitting for the GPHR since taking the SPHR approximately a year before retiring from the Army.  At that time, I was already considering several different options for employment in Human Resources following retirement from the Army, including the possibility of joining the consulting business that my husband had started several years before.  I had spent my 25 year military career in Human Resources and had already decided that I wanted to stay in the profession.

My decisions to pursue my MBA with a focus in Strategic Human Resources as well as to prepare and sit for the SPHR were intended to fill perceived gaps between military HR and civilian HR practice.  At the time, I decided not to sit for the GPHR for two primary reasons.  I did not anticipate doing international work and I did not believe that I had the necessary experience.  At the time, I completely (and incorrectly) discounted the international nature of much of my military service as being applicable to the GPHR. Continue reading →

As President and CEO, I’m…

As President and CEO ’round these here parts, I’m going to be giving myself the day off. What? Oh, yeah. You heard me. It’s somewhere in that employee manual thingy I created if you want to flip through there. Eh, it’s somewhere near the back. Oh, never mind.

Today is my wedding anniversary.

So, what the heck does that mean for you? Well, you can check out a few posts I’ve written for my other HR blog or you can even get in touch with my softer side by checking out the note I left my wife on the adoption blog. Bring a hankie. ;-)

I’ll catch you guys later this week.

Onboarding-Intimate and Personal Contact

Whoa! What a title, huh? I’ll get to that in a minute, but first I’d like to ask if you have an onboarding program. How do you introduce new people to your organization?

A few well-known onboarding methods:

  • Is it by tossing them a manual with instructions to “read through and ask questions?”
  • Do you make them watch a video or slideshow detailing the long (AKA boring) history of your organization?
  • Or do you surround them with people who are willing and able to help, guide, and provide the support necessary to prepare them as a representative of your brand and an employee of your company?

In case it wasn’t totally clear, the last one was supposed to be the “right” answer, if there even is one. I was reading this really old book a few days back, and I ran across this great explanation. Onboarding isn’t new, and people have been doing it the right way (and the wrong way) for many years. Check it out:

See that? I’ll repeat it for you.

This company undertakes to form an intimate and personal contact with its new employees… This personal touch is regarded as all important.

Why do I care?

My organization is of medium size, but our employees are scattered to the far corners of the state. Creating and sharing a new onboarding program is something I’ve been increasingly interested in recently. A few other resources I’ve found:

Have anything more you’d like to add? I’d love to hear your ideas for what makes an onboarding program succeed (or fail).