Are you #lookingforwork in HR? Let us help!

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.

The funds for this effort are being generated by sales of the HR Summer School replay on HumanResourceAcademy.org

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. 

We’re Only Human 86: Working on the HR Tasks that Matter with Amit Parmar

“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/

WOH 85: Stop Apologizing for Being in HR

“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!

HR Summer School Logo

#HRSummerSchool: Time for Extra Credit!

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. 😮

Screenshot_20200606-100958~2

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

Creating a Profitable Medical Business

A successful physician’s office is a combination of a standard business and a care-giver’s trusting and open office. The perfect balance makes for a professional atmosphere that welcomes those that are ill, hurting, or curious; however, the friendly attitude and efficient nature are often what drives the patients to return time and again. How can you know if the balance of business practices and patient care is balanced enough to help you create a profitable medical business? Here are some helpful tips.

Using Technology

As technology continues to change, the ability of the stand-alone medical office needs to adapt. From contacting after-hours medical staff for emergencies to having the ability to make appointments online, your website must allow the newest and best innovations available. Billing, reviewing doctor’s orders, and refilling prescriptions should also be easy for your clients as they click through your website. Do not forget to update your phone system when you renovate other office technologies. Your customers should have a click-through system available instead of being placed on hold. Continue reading

WOH 83: Balancing Candidate Experience and Objective Hiring with AI

“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 

WOH 82: Hiring for Neurodiversity – A Case Study

“We are wasting talent. We can’t afford as a nation, as a society, to waste talent.” 

 Brenda Weitzberg, Founder and Executive Director of Aspiritech

When we talk about diversity in the workplace, we often overlook the concept of neurodiversity, which encompasses the broad range of intellectual capabilities that individuals have. In today’s episode, Ben interviews Brenda Weitzberg about her company, Aspiritech, and how it is able to hire individuals on the autism spectrum for specific tasks that suit the unique strengths of individuals with autism.

The capabilities of each person, regardless of the color of their skin, their gender, or their mental clarity, are unique. As Brenda says in the interview, “When you’ve seen one person with autism, you’ve just seen one person. You haven’t seen them all.” Let’s learn more about how to open up opportunities for those that are neurodiverse.

Learn more at aspiritech.org