Tag Archives: technology

3 Things We’ll See in HR by 2022

On Friday of last week (10/20), I was a guest on Michael Cameron’s daily radio program “Win-Win@Work” and had the opportunity to speak about my favorite topic– building and leading a world-class recruiting team. It’s a wonderful thing when you find yourself leading a team that has hit its collective stride. It’s a magical place, a place where the beer flows like wine, and where beautiful women instinctively flock like the salmon of Capistrano. Building and leading a team is the most satisfying part of the job for me, and when things are good, they are really good.

But we know in this crazy Talent Acquisition life, every day is a snapshot – who knows what tomorrow will bring, much less what might happen in 2022. So when Mr. Cameron (makes me feel younger to call anyone “Mister”) asked me at the end of our interview, “where do you see Talent Acquisition in five years?”, I’ll admit I chewed on my tongue a bit ~ five freaking years??

Since, “I don’t have a clue, Mike” is a decidedly bad answer to a live broadcast question, the little man started rummaging my subconscious mind for those thoughts I have when allowed to be future-focused. To my surprise, I think I may have made a little sense, you tell me.

Three things I expect to see in Talent Acquisition by 2022:

  1. Talent Networks/Communities Will Explode ~ If you aren’t building a community already, you better get with the program. Building virtual connections by sharing meaningful information is definitely a “long” play, but when those crops start to come in, you’ll have a pipeline of engaged candidates.
  2. Speed Wins ~ The application process is an absolute beating. Everybody seems to know this, but even with technology advances the process takes, on average, 30 minutes. That’s garbage. Find the key to that door and the kingdom is yours. The huge ATS is going to go buh-bye, and the sooner the better.
  3. Blurred Lines ~ With the increased importance of building a people pipeline via talent networks, Talent Acquisition will continue to morph into a Marketing arm of the organization. Candidate or customer, what’s the difference? We’re just scratching the surface of how to maximize the time we engage with a potential candidate, why not also capture them as potential customers? What we have here is another way to tie Talent Acquisition to financial metrics – yay metrics. Same concepts apply – who’s your audience, what kind of persona are you targeting, and how do you most effectively reach them?

There’s also one other fundamental belief I have that isn’t universally shared. Fundamentally, I still see our job being relationship-driven by talented people in recruiting roles. There’s a swell of Orwellian thinking that technology will replace recruiters as time progresses. Here’s the problem –  the HR-Tech boon of the last several years has, in many ways, resulted in white noise. Too many tools, too many gimmicks (too many blogs, consultants, and “experts” too for that matter.) I still believe the recruiting function needs to be internally based and owned by actual employees of the company. The technology that succeeds will be the kind that frees up recruiters to do what they do best – recruit. 

If you want to listen to the conversation, here’s the link. And yes, I really do sound like that.

I Am Man, Hear Me Roar

helen-reddy-man
“I feel ya Helen”

The recent brouhaha (I’ve been waiting for the chance to use ‘brouhaha’) over Marissa Mayer and her decision to cease telecommuting privileges has increased the sunshine on more than a few ancillary issues. One of these is the assumption (based on the preponderance of the backlash) that women were/are the primary victim of the decision. Maybe….maybe not; there is a terrific article by Kathy Gurciek describing a situation being labeled the “Male Mystique.” I don’t want to steal too much of the author’s thunder, but did want to add my thoughts on the situation. I’ve been a man most of my life, so I feel qualified to comment.

Who is more impacted, men or women? I can’t argue the numbers (mainly because I don’t have any), but I can speak to a change in the mindset of the working man. For Baby Boomers and much of Generation X, “time with Dad” was a pretty small ration of evening appearances on a weekly basis for any number of reasons. For me and my peers, it was because Dad was working/traveling/happy-houring/Elk’s Lodging/Business Dinnering to the tune of 80+ hours a week. That’s just how it was; I’m not blaming Dad, he was doing what he thought was expected of him – have a job, pay the bills, pat the kids on the head when you get the chance.

Thankfully, the kids didn’t like it. Here’s a statistic from the Family & Work Institute (FWI) that speaks to that fact: In 2008, fathers reported spending an average of three (3) hours per work day with their children; that’s up from 1.8 hours per workday in 1977 (I really need to see those numbers, that still seems high.) Additionally, 3/4 of current working Dads surveyed state they would like more time with their kids. And still, men (and women) are actually working more hours than did our parents – technology and flexible work arrangements have made it a possibility, and for many of us, a requirement. For the modern workforce, the work day never really ends unless we turn it off. Anyone still working for a company that employs a “clock-watching” culture can attest to the frustration involved with staying in an office for the sake of “appearing” to be productive. I actually worked at a company that took note of the arrival & departure time for employees – people who stayed late were obviously more dedicated. Stupid? Yes. Reality? Also yes.

I still maintain the opinion that Mayer was completely righteous in her decision to ban the policy if she felt productivity had suffered. I certainly wouldn’t like it if I was one the Yahoo employees who had the privilege yanked, but I always have the option to find a different employer.

Now, if you’ll excuse me, I’m going to listen to Harry Chapin and have a good cry.

John “Whit” Whitaker is Founder of the HR Hardball™ movement and refuses to listen to “In The Living Years.”

Got a thought to share? Send it along!

whit@hrhardball.com

JWhitaker@pritchettnet.com

 

SHRM HR Competency Model

The behemoth has been released from it’s cage! 🙂 SHRM has released the new “Elements for HR Success” as the new guideposts for HR professionals; entry-level, mid-level, senior-level, executive-level, there’s something for us all.  It’s unbelievably detailed, thorough, and overwhelming.

  • Day 1 of the Competency Model Review – Competency 1, “Human Resources Technical Expertise & Practice”

“The ability to apply the principles and practices of human resource management to contribute to the success of the business.”

Sub-competencies include: Strategic Business Management, Workforce Planning and Employment, Human Resource Development, Compensation & Benefits, Risk Management, Employee Labor & Relations, HR Technology, Global & International Human Resource Capabilities, Talent Management, and Change Management.

Now, how does one do all of this?

SHRM-competency
“…once upon a time in HR…”

– Remain current on laws, rulings, and regulations

– Maintains up-to-date knowledge of critical human resource functions, including: Strategic Business Management, Workforce Planning & Employment, Human Resource Development, Compensation and Benefits, Risk Management, Employee and Labor Relations, HR Technology, and Global International HR

– Prioritizes work duties for maximum efficiency

– Develop and utilize best practices

– Delivers customized human resource solutions for organizational challenges

– Seeks professional HR development

– Seeks process improvement through numerous resources

– Utilizes core business and HR-specific technologies to solve business challenges

Now, that’s a hell of a lot to swallow for anyone, but for our benefit SHRM has included standards of proficiency for each level of the profession. The expectation is that these “basic” components of HR knowledge be the standard for technical competence in Human Resources. Next installment, “Entry Level Proficiency Standards.”

John “Whit” Whitaker is Founder and OH (Original Hardballer); like this post? Try this one, this one, or even this one….go ahead, don’t be a weenie.