Employers have increased their focus on measurement in recent years with a 4x growth in the number of companies with an HR analytics team. Why this relatively sudden change, and what can it tell us? Continue reading
The quest to hire developers, data scientists, and technology engineers is more competitive than ever before. It seems as though organizations in almost every industry need to grow their teams due to the ever-increasing need for a strong digital presence, apps, in-house I.T., tight cyber security, and other critical tech and A.I. based roles.
“With all of the tech startups and niche pharma companies popping up all over the country, it’s no wonder there’s much more demand for A.I and I.T specialists than supply. It poses a real challenge for hiring managers,” explains Sarah Groom, Director at Groom & Associates.
If you find attracting talent for these hot fields seems nearly impossible, your recruiting tactics might be in need of some updating. For a better shot at attracting A.I and I.T talent, consider these five rules. Continue reading
Recently Ben had the opportunity to attend Oracle Open World and speak with some amazing HR leaders at companies doing business across the globe. This is one of the interviews from that event. Ben interviews Jim Rhodes, VP of HR Information Systems at Emerson Electric, a firm with a global workforce of more than 75,000. The conversation explores how to build a business case for HCM technologies, what it takes to create a strong selection team, and more. Continue reading
Credit checking is an option usually used by banks to assess the financial situation of potential lenders and see how good they are at money management. Lately, recruitment agencies are learning from them and hedging their risks by looking at the credit report. This is a typical background check, together with the criminal record.
Last week at LinkedIn Talent Connect in Dallas, I had the opportunity to sit down and talk with one of the other speakers about his session. Peter Sursi is a talent acquisition/HR pro working in the FBI to modernize some of their approaches to finding and keeping talent. He’s not what you might expect from a government agency: he is energetic, passionate, and forward-thinking. Yes, this is HR/career advice from the FBI, of all places!
During our conversation, we talked about what makes the difference between teams that are successful long-term when it comes to HR and which ones continue to struggle for years with being strategic, creating value for the business, etc. The quote was a powerful one:
We can’t be emotionally invested in the process. We have to be emotionally invested in the people.
The Big Takeaway
The problem with that? The business doesn’t always see HR as a requirement to getting the job done. They often see it as a nuisance or a blocker of other necessary activities. The “no” police, in other words. This negative perception even discourages people from trying to get into HR in the first place!
In this quote we see that we should flip it: be invested in the people, care about their results, think about how to help them and eliminate barriers to their success.
Don’t get caught in caring more about your process than you do about the people.
Don’t Let the Light Go Out!
So many people I talk to got into HR because they want to help people. Because they enjoy working with people. And so on. But something often happens where you stop really caring about the people and instead become clingy with your processes, tools, and requirements.
I can still remember ~10 years ago when I was early in my HR career and someone told me that my passion for the profession and the people would eventually wane. I’d stop caring so much. I’d just settle for mediocre.
Maybe it’s because I have a little redneck in me (hello from Huntsville Alabama!) but I decided then and there that I wouldn’t easily let go of that spark that drove me. It’s kept me going all this time and I don’t see it going out any time soon. I want to leave a legacy with my HR career, and I want you to do the same.
What about your spark? Is it still going strong? Do you need to relight it and refocus on why you got started in this profession in the first place? Whether you chose it or you fell into it by accident, you’re here now and it’s up to each of us to make sure we don’t turn into the crusty old HR lady that cares more about process than people.
I’ll hold you accountable if you’ll do the same for me. Deal?
Today, almost every company has workers that are either remote, telecommuting, or virtual. There is incredible value in this for businesses and for workers, but the challenge comes in engaging these people that you rarely (if ever) see face to face.
In today’s conversation, Ben interviews Beth Hearn, an HR leader with PeopleStrategy who has a variety of experience working at technology firms with remote staff. She shares a great set of ideas, from the simple ways to say you care (think templates and employee gifts) to the more challenging (and more valuable) methods like culture books that capture the key moments in time for your people.
If you want to connect with Beth, check her out on LinkedIn: https://www.linkedin.com/in/bethhearn/
This episode is sponsored by PeopleStrategy
Starting a business requires tremendous effort. One of the things that startup business owners need to be aware of and adhere to is industry compliance laws. Sure, you are looking to make profits, but you have to do so by following regulatory requirements.
Unless you have substantial venture capital, the chances are that your startup may not have enough money to operate as you would like. Most executives use the lack of adequate funding as an excuse to bypass compliance laws. Others are simply unaware of the existing laws and regulations. Ignorance is bliss, but not in the startup world. You do not want your startup’s operations stifled by huge fines or penalties for breaching compliance laws.
Failure to adhere to compliance laws can put your business in the red. 60% of companies that breach compliance laws are never able to get back on their feet. The scenario is even worse for startups that are yet to make a mark in their fields.
If you are thinking of starting a business, here are several things you need to know about compliance.