Warren Buffett’s #2 Would Hire HR Generalists Over HR Specialists...

Let's start out with a definition of what an HR Generalist is from my viewpoint:

HR Generalist - a HR pro at any level who is in charge of a client group of employees - M_Awesome-Tee-For-Hr-Generalistmeaning they provide HR services to a location, a business unit, a functional area or geographical area.  As part of this role, they provide counsel, service and insight across the HR Body of Knowledge - comp, benefits, recruiting, employee relations, legal, etc.

An HR Generalist can exist at the individual contributor level or manage people, as well as exist at the HR Rep, HR Manager, Director, VP and CHRO level.

Some people define an HR Generalist as a early career HR title.  Don't be fooled.  An HR generalist is more about mindset and world-view than it is about a title.  If you serve a client group and they come to you seeking counsel on every item under the sun, you're probably a generalist.

Good news - The guy behind Warren Buffet thinks you're the valuable type of talent that exists inside an organization.  More from The Hustle:

Behind every lauded genius, there tends to be a No. 2: A Pippen to Michael, a Woz to Jobs, and, dare we say, a Munger to Buffett.

For 40 years, Charlie Munger has served behind the scenes as Warren Buffett’s most trusted business partner.

He’s played a pivotal role in managing Berkshire Hathaway’s $178B stock market portfolio (Q3 of last year), advising him to invest in electric vehicle powerhouse BYD back in 2008, and many others.

While Munger has worked tirelessly over his 70-year career, there is one thing (or, technically many things) he contributes to his success.

Knowing a little about everything

According to Munger, his theory on work ethic, AKA ‘expert-generalism’ goes somewhat against the ever-popular 10,000 hour rule.  

According to Quartz, rather than “lasering” in only on investment theory, his strategy is to study “widely and deeply” in many fields that he could one day apply as an investor.

Bill Gates once said, “[Munger] is truly the broadest thinker I’ve ever encountered… Our longest correspondence was a detailed discussion on the mating habits of naked mole rats and what humans might learn from them.”

You can be an expert-generalist too

Orit Gadiesh, the Bain & Co. chairman who coined the term, describes expert-generalism as “the ability and curiosity to master and collect expertise in many different disciplines.”

Research shows EG’s have:

Hmm, sounds like the world could use a few more EG’s.

If you're an HR generalist at any level, be proud.  You're a trusted advisor that understands that the world is gray, and you also know how important you are in helping those in your client group navigate all the complexity and chaos that comes with managing a workforce.

Simply put, HR Generalists are the most important cog in the HR world.  Be proud, because you are irreplaceable.  

 


What Is Your Pettiest Reason For Being Lukewarm On A Candidate?

I'm asking. You know you have some type of petty thing - that's caused you to rank a candidate lower than they should have been.

I'm not talking about bias with a capital "B".  I'm talking about bias with a smaller than lower case "b".   It's so petty that the "b" in bias is actual two font sizes smaller than the rest of the word.  

Mine?  I have a hard time with candidates who take me out of my normal messaging environment.  Namely, the ability to use iMessage across different devices and communicate with team members is a preference - not a necessity.  I've hired people that I can't message on the iMessage platform before, and will in the future.  Best candidate wins. 

But when I pick up my phone to SMS a candidate rather than iMessage from my mac, I need to remind myself best candidate wins.  Twice.

What's your pettiest reason for being lukewarm on a candidate?  Hit me in the comments, or message me.  Unless you're not IOS - if that's the case, definitely hit me in the comments.


5 Ways Using Adobe Document Cloud Makes Your HR Function Look Best in Breed

If there’s one thing we know, it’s that negative stereotypes about HR Pros are common.  You know them because you live them:

--HR’s great at making rules

--HR’s great at saying “no”

--HR usually trails other functional areas in evolving with the times.

Am I talking about you? Probably not – if you’re doing things like reading blogs, looking for industry news via social and seeking best practices, odds are you’re in the top quartile of our profession related to looking progressive and staying current.

But that doesn’t mean others don’t judge you by the stereotypes.  Appearances matter, and outsiders routinely assume that you are part of sleepy portion of the HR nation.

That’s why you need a plan to separate you from the HR masses. I talk a lot about ways to do this at the HR Capitalist – everything from enhancing your LinkedIn profile to the projects you work on (and how you promote those to the world) impacts how others see you.

I’m here today with a few simple recommendations that can probably do as much – if not more – as anything to drive others to view you as a progressive, forward-thinking “he/she gets it” HR leader.

You should use Adobe Sign as part of your HR practice and infrastructure

For the uninitiated, Adobe Sign is the world`s most trusted e-signature solution, providing the easiest signing experience, effortless mobility, and unsurpassed security. 

Regardless of where you are in the HR Tech continuum, many of you know you’re still stuck in a sea of paper documents. Upgrading any part of your HR Tech stack doesn’t mean you automatically eliminate paper. Ironically, one of the biggest impacts you can have on how your HR practice is viewed is to change your signature gathering game.

That’s where the Adobe Sign solution starts to make a lot of sense.  Here’s 5 Ways Using Adobe Document Cloud Makes Your HR Function Look Best in Breed:

1.    Make all your forms mobile. This just in – most of the people you need signatures from are reading your request for a signature from a mobile device.  Imagine the power of creating a form using Adobe Acrobat and having the ability to easily execute a signature right from a mobile device.  Advantage: you and your HR practice.

2.    Don’t send paper to candidates. First impressions matter, and many of us in HR fail this initial test with candidates. We have career sites that allow candidates to apply for jobs digitally, but eventually we have this thing called “definition of an applicant.” That’s a fancy way of saying that we’re going to email you a document with a formal application and background authorization forms to make it official. The offer letter faces the same problem.  We typically ask candidates to print those out, sign, scan and return.  Feels like 1999, and I’m not talking about the cool Prince song. Adobe Sign can fast forward your HR practice to today – or tomorrow. 

3.    Eliminate the new hire paperwork package that looks like it came from a mortgage provider. You know the drill – your new employees are excited about working for your company, then you hit them with 300 pages of new hire paperwork and make them sign 30 times on their first day. Imagine the perception and reaction if you gave them an iPad and had that entire package available digitally. You’ll be a hero.

4.    Get legally important training executed and acknowledged without the usual cattle call. Every HR Pro has a recurring need to get company-wide items like safety and harassment training completed. A few of us have clunky LMS systems to help them navigate this cattle call, but most of us are left with email blasts and pleas for people to sign acknowledgments to help us close the project. Adobe Sign can help you spend 10% of the time you currently do on these time-intensive projects.

5.    Make HR service immediate by converting paper forms to Adobe Sign and delivering via mobile. I get it, you put all your forms up on your Intranet. Too bad people just want to call you to ask where to find the form.  If you email them a link to that Intranet form, you’re still relying on them to print and return it to you. If you use Adobe Sign, you send them a form they execute as soon as they open your email.  Which way sounds smarter?

For those of you that feel like you’re behind on HR technology, I have great news. By onboarding products like Adobe Sign and Adobe Acrobat and doing a light project to make your forms and signatures digital in nature, you can leapfrog your peers and competitors who have spent significant money on recruiting, performance management systems and other forms of advanced HR tech.

Turns out, making it easy to do business with your HR practice on core paperwork via Adobe Document Cloud has the biggest ROI available in HR Tech.

This post was brought to you in partnership with Adobe Document Cloud.


Let's Hangout and Talk - Getting Ready to Staff Up at the Start of 2018...

If you’re a client or follower of Jobvite, you know the Recruiter Nation Live series.  It started with the Recruiter Nation Live Conference in San Francisco last June, and continued with the Recruiter Nation Live Roadshow that brought real recruiter talk to 9 cities in North America over the last three months. 
 
The feedback was great – you loved it, so we’re back with the latest in the series – the Recruiter Nation Live Hangout Series, hosted by Fistful of Talent and me.  Once a month, FOT will host a live Hangout designed to keep the conversation among recruiters going – focused on things you can use, like the best-kept secrets of today’s smartest and most efficient recruiters, Jedi-mind tricks proven to make you more persuasive/get great candidate response and strategies to hold your hiring managers accountable for their choices–so everyone wins.

 ----------------------------------------------

Our next hangout is at 1pm ET on December 14th (this Thursday!).  It's an informal thing - we fire up the video and a few slides (emphasis on "few") and run through a few things in 20-25 minutes...

Topic - GETTING READY FOR THE JANUARY 2018 HIRING RUSH!! (WITH FOTers DAWN BURKE AND KRIS DUNN)

REGISTER FOR THE HANGOUT BY CLICKING THIS LINK!!!

TOPICS/THE GOOD STUFF -
 
--How to build your internal and external recruiting “posse” for 2018. 

--What year-end “house-cleaning” (especially within your technology platforms/ATS) must be done to start 2018 with a clean slate. 

--How to partner with your executives and hiring managers to get great results - together. 

--What reporting would help you manage expectations and influence your internal clients to recognize the great work you're doing?

REGISTER FOR THE HANGOUT BY CLICKING THIS LINK!!! 

 


BOOM: Amazon Announces Intent to Build Second HQ in a City Outside of Seattle...

 

Damn!

Amazon announced on Thursday that it is planning to open another headquarters called Amazon HQ2 in US city TBD.

Amazon HQ2 will cost $5 billion and eventually house up to 50,000 Amazon staff, Amazon said in a press release.

Amazon said it wants HQ2 to be in a metropolitan area with a "stable and business friendly environment" and more than 1 million people. The company also wants HQ2 to be within 45 minutes of an international airport and in a location where there is potential to attract strong technical talent.

Amazon is inviting city representatives and those working for regional economic development organizations to submit a proposal if they want to host Amazon's second headquarters.

To me, the obvious choice is the ATL.  But I'm biased because that's my second home.  

I'll leave you with this - if you have any doubt of the economic impact of the Amazon HQ2, take a look at the numbers in the chart below related to their presence in Seattle.  This is a much/much/much bigger deal from an economic standpoint that a city landing a sports team.  It's probably the biggest economic development event that will happen in America in the next century.  (email subscribers click through if you don't see the chart below)

Let's go ATL.  Click on the chart below to blow it up and be amazed...

 

Amazon impact

 


Sleepy HR Pros Won't Spend More than 30 Seconds On This Post... (The Mary Meeker Slides)

Only the true players will spend 5 minutes or more with this post and it's referred content...It's deep, but pure gold...

Kleiner Perkins general partner Mary Meeker launched the 22nd edition of the Internet Trends Report at the Code Conference in Rancho Palos Verdes, California, on May 31, 2017. Dating back to 1995, when Mary was still an equity analyst at Morgan Stanley, the annual report compiles and analyzes data from a wide range of sources, providing insights on the state of the Internet Economy. The deck covers a broad array of topics, including global internet user trends, advertising and e-commerce, gaming, online media, digital health, and much, much more. This guide is intended to highlight some of the key topics of discussion in this year’s edition – and to help media navigate the report.

It's deep.  I can guarantee if you spend 10 minutes with it, you'll find 4-5 things to share with you team and you'll look smart as hell.  A trend-spotter, if you will...

Highlights of the 300 slide deck from ReCode (full deck below from Slideshare, click through if you don't see the slides):

  • Global smartphone growth is slowing: Smartphone shipments grew 3 percent year over year last year, versus 10 percent the year before. This is in addition to continued slowing internet growth, which Meeker discussed last year. (editors note - what's next?  Apple needs a new product)
  • Voice is beginning to replace typing in online queries. Twenty percent of mobile queries were made via voice in 2016, while accuracy is now about 95 percent. (editor's note - holy ****)
  • In 10 years, Netflix went from 0 to more than 30 percent of home entertainment revenue in the U.S. This is happening while TV viewership continues to decline. (editor's note - holy ****, even with all those shared passwords?)
  • Entrepreneurs are often fans of gaming, Meeker said, quoting Elon Musk, Reid Hoffman and Mark Zuckerberg. Global interactive gaming is becoming mainstream, with 2.6 billion gamers in 2017 versus 100 million in 1995. Global gaming revenue is estimated to be around $100 billion in 2016, and China is now the top market for interactive gaming.
  • China remains a fascinating market, with huge growth in mobile services and payments and services like on-demand bike sharing. (More here: The highlights of Meeker's China slides.)
  • While internet growth is slowing globally, that’s not the case in India, the fastest growing large economy. The number of internet users in India grew more than 28 percent in 2016. That’s only 27 percent online penetration, which means there’s lots of room for internet user-ship to grow. Mobile internet usage is growing as the cost of bandwidth declines. (More here: The highlights of Meeker's India slides.)
  • In the U.S. in 2016, 60 percent of the most highly valued tech companies were founded by first- or second-generation Americans and are responsible for 1.5 million employees. Those companies include tech titans Apple, Alphabet, Amazon and Facebook.
  • Healthcare: Wearables are gaining adoption with about 25 percent of Americans owning one, up 12 percent from 2016. Leading tech brands are well-positioned in the digital health market, with 60 percent of consumers willing to share their health data with the likes of Google in 2016.

Daaaaamn.  There's a lot here.  This one's for the true players. Enjoy...


HOW TO: Use Social Media Ad Buys to Get Better Recruiting Results...

My team at Kinetix is dropping a whitepaper today - The Talent Acquisition/HR Leader's Guide To Social Media Buys for Recruiting.  You should check it out.

There's a lot of options for your recruitment marketing spend - Job Boards, Indeed, the new Google Jobs (actually not asking for your spend yet, just disrupting for now) - it's a confusing Social ad buysmarketplace and it's easy to miss changes in what works.

One of the places most of you haven't experimented with yet is doing social media ad buys to drive candidate flow.  Simply posting your jobs on social platforms without targeting has very limited effectiveness. You need to target and spend to make it really work. The process works like this - each of the major social platforms has targeting options where you can pick who you (by career track) want to see your ad, which can be a job, content related to a career at your company or a mixture of both.

You target and then pay the social platform on a per-click basis.  Sounds easy, right?

Well, all social platforms aren't created equal when it comes to their effectiveness in helping your recruiting efforts.  That's where this paper comes in handy - download it today and we'll give you the following:

--Data on which social media ad platforms you should be using to drive raw candidate flow to your jobs.

--The Kinetix experience related to which social media ad platform delivers the best results when trying to attract quality applicants.

--A rundown of factors that Talent Acquisition and HR Leaders should evaluate when picking the right social platform for their industry and recruiting pain.

--And of course, we rate 4 major social platforms related to their overall recruiting effectiveness so you know where to go first!

Download The Talent Acquisition/HR Leader's Guide to Social Media Buys for Recruiting today and learn how to stay ahead of the recruiting and hiring curve using social.

Remember - if you need recruiting help, Kinetix is just a phone call/text away!  

Download the paper via the form below or use any of the links in this email.


A CHRO Reader Sounds Off: Have HR Vendors Lost Their Ever-Loving Minds?

If you choose to click through and read this, you have experienced a large uptick in the volume and aggressiveness level of pitches from HR vendors.  I could say more to introduce this post, but the best path is just to allow a CHRO friend of mine tell you how he feels.

"Dan" is a CHRO for a large employer in the US with thousands and thousands of employees.  He's a good Sales memesand talented guy is not moved to overreaction.  He sent me and a few other friends this note last Friday to say WTF related to what he's experiencing related to outreach from HR vendors... I changed the names to protect the source and the vendor, see his note and enjoy:

Fellow “Really Cool” HR Friends,

Well, you may object to my sneaky inclusion of myself amongst the hipsters, but I digress . . .

So, my Friday RANT which has been building for years . . . the NUMBER OF ACTUAL SALES (or even sales visits) TO ME THAT HAVE RESULTED FROM INITIAL “MARKETING” like you see below?  Free craft beer if you guess correctly . . .

ZERO.

Who are these people?  I guess they’re at least getting a sniff or two from maybe a .001% population who just cannot say no to a “live” sales call when they read the Oh-So-Compelling email.  But it still bewilders (read: angers) me that the most likely millennial group of sales types have deluded themselves into thinking that with a carpet bomber email blast – from an email list that the “receiver” DID NOT approve – will endear them to the prospect.

Besides, I know who’s behind the “keyboard” on sales emails like John from Schwing below, which now forces me to hit the delete button nigh on 25 times a day, or if I’m feeling Catholic guilt, spend 30 seconds (it adds up) replying “no thanks” politely.  It’s a lovable millennial, who hit send on the mass marketing email from his smartphone while he’s on break at the violent Berkeley protests against free speech (if said speech happens to be lean right).

I have a new personal rule . . . if you prospect me with inane “first approaches” like the below email (and his Co, Schwing, I’m sure is just swell), I will permanently black list you from ever being granted a live audience with me or my team.

Harsh?  No.  Short-sighted?  Probably, but the B.S. marketing has gone too far.  You want bi’ness?  Hold a happy hour in our fair city, and pony up to our SHRM chapter for access.  Let us confirm that you’re not a Watson computer “marketing” to us.  That you actually drink beer or wine. 

And the folks who sell the contact lists should be publicaly hanged in the the park here on our campus so that there’s a good view until the bodies decompose.

Oh, by the way, HAVE A GREAT WEEKEND!  And get off of my lawn.

That's an epic rant.  And correct.  His frustration is felt by most of you, who note an uptick in the number of emails, but also in the number and brazenness of the follow ups.  My favorite follow ups to the cited initial emails and calls include:

  1. Did you get my note?  
  2. Did I make you mad?
  3. Please choose one of the following related to why you haven't responded (always includes a playful or fun answer.  Schwing!)
  4. PHONE Only - "This is John, I'm calling you back on the message you left me.  Call me back at XXX.XXX.XXXX".

What I love about America is this - anyone can start their own company.  That includes the HR Space.

What I hate about America is this - anyone can start their own company.  That includes the HR Space.

Honk if you feel Dan's pain.  HR vendors, take note. If you're part of the problem, it's probably time to pivot on your approach.

BONUS - including one of my 100 Best All Time Movie Clips for HR - pitch scene from Boiler Room included below (email subscribers click through for the video):