WEBINAR: Building the Perfect HR Function and Team!

Paycor-hr-coe-logo

Is your HR department the best in the biz? If you answered “yes” you’re probably stretching it – but we know a few HR experts who can actually help you get there! The FOT team is made up of industry pros from multiple top-notch HR shops (with the awards to prove it), and now they want to tell YOU how to be awesome at HR too during our upcoming webinar.

Join us on June 7th at 1 PM ET for our webinar, The FOT Guide to Building an HR Center of Excellence sponsored by Paycor where we will reveal our trade secrets to making your HR shop the best by sharing:

– How to build a solid HR team from the ground up that will put you on track to become a Center of Excellence...

– The 6 pillars necessary to any HR team’s success, and how you can use each one to propel your organization towards greatness...

– 3 key insights that will allow you to move past the foundational HR and put you on a clear path to HR excellence...

– A FREE tool that will allow you to pinpoint where your team is at on the journey to becoming an HR Center of Excellence...

Tim Sackett and I will lead you through how the FOT team would build out your HR COE from scratch, or from where you are right now no matter how bad you think you might be broken!

FOT believes that every HR shop can be a COE. It’s not easy, but it’s also not like we are trying to launch the Space Shuttle! What you need is the knowledge and the plan, which we will give you!

It all goes down on June 7th at 1 PM ET (Noon CT, and 10 AM PT).

REGISTER TODAY FOR THIS FREE WEBINAR BY CLICKING THIS LINK!!!


Announcing the HQ for HR Game Show - Sign Up Today!!!!

Most of you know I founded another site called Fistful of Talent - we are getting ready to do something cool based off of the HQ series many of you play and have some fun in the process...

Fistful of Talent has teamed up with Paycor to bring you HQ for HR every Tuesday at 1PM, starting May 1st. We'll air five episodes with fifteen different HR leaders! Watching this could be the best 15 minutes of your day!  Jeppic2

Here's how it works - hit the link here or below to register for HQ for HR, and you'll automatically receive email notifications each week about when HQ for HR is going live each Tuesday.  Click the link and join us and answer 12 HR body of knowledge questions digitally while you watch your peers answer them live on air.  You can do it from your desk or your phone, we just want you there!
 
After every episode, we'll post a top 10 leaderboard at Fistful of Talent and here at the Capitalist showing who among the participants is an HR LEGEND.  We'll use that leaderboard to invite you on the show live the following week - we'll keep working down the list until we have 3 takers!  The top 5 cumulative scores across the 5 episodes will receive a major award to be announced during Episode 1.
 
PS - no Google allowed - or even Bing, people. We trust you because you look trustable, and let's face it, most of you are in HR.

Check it as FOT's Tim Sackett and your friend KD get down to the nitty-gritty with some of the sharpest minds in the HR/Talent industry! 
 

What Was the First Day of the Rest of Your Professional Life?

Not going to lie - I'm underwater with work today.  Enjoy this blast from the past and be sure to read the comments...

I'm on a little bit of a Dave Grohl kick - as evidenced by this post I did with a money quote from Grohl that really nails how people become world-class at anything (get your first instruments, start practicing your craft and suck, but keep coming back because you're having fun, etc.)

Grohl is basically a proponent of the 10,000 hour rule.  With that in mind, I've got a question for you today: First day rest of your life

"What Was the First Day of the Rest of Your Professional Life?"

Not following me?  Check out the following clip from Grohl at SXSW where he did a keynote (thanks to multiple readers who sent me the link to this) - I've set it to the point where he talks about the first day of the rest of his life.  Click here to listen to the story - it involves a punk rock relative and a trip to Chicago.  I start it at 14:05, listen to at least 16:40 to hear the reference.

The first day of the rest of your life.  What does that mean?  It means what was the inflexion point in your life where you found purpose and challenge that would define who you are for the rest of your life?

What was the first day of the rest of my professional life?  I think there are two:

1.  I was a sophomore in high school and took a roadtrip with some juniors and seniors from our small town to the University of Missouri to play basketball for a weekend - pickup, ragtag hoops in the on-campus rec center.  Figured out I could hang at a young age, and that cemented a work ethic that would allow me to chase hoops in a way that resulted in playing college baskeball on full scholarship, but more importantly gave me the abilty to chase things I really believe in with a singular, dogged focus.  Almost OC in some ways. It's served me well as a transferable skill, but that's the first time I found it - after that day.

2. I was living in St. Louis as a 29-year old and trying to get back to the Southeast and in networking with some BellSouth Executives they said the following: "Kris, we don't have anything we can put you in within Marketing, but we've got this HR Manager spot.  You used to be a college basketball coach, right?  Why don't you try that?"

DING.  It was the first day of the rest of my professional life.  I have to say the ride has been fun, and I can't imagine myself doing anything else.

What was the first day of the rest of the your professional life?  Hit me in the comments (or in email as many do) and tell me when it all changed for you.


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.  

 


VIDEO HANGOUT THURSDAY - The Psychology of Recruitment: Brain Hacking to Get Agreement...

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 of 2017. 
 
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 HR pros and 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 January 25th (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 - 

The Psychology of Recruitment: Brain Hacking to Get Agreement
 
While technology continues to have greater importance in our day-to-day lives and jobs, knowing the things that make us uniquely human is just as critical. How you use social psychology, and our decision biases to help connect, engage and influence a job candidates is where you can make a huge difference. 

Join Paul Hebert and Dawn Burke of FOT for this 25 minute video hangout as they riff on:

1--How you can use aversion to your advantage - even when the person doesn't have a job to lose.

2--Understanding how getting small commitments can drive even bigger ones.

3--Leveraging "framing" when you talk to candidates to help you lock in salary and other things you might normally have difficulty discussing with candidates


It will be fun and fast. You'll want to join us because it will turn your recruiting game up to 11.  Or if it's already an 11, it will turn it up to 12.

(Hint - one of the weirdest influence techniques is included in this session. Listen in and Paul will explain it.)

REGISTER FOR THE HANGOUT BY CLICKING THIS LINK!!! 


ASK THE CAPITALIST: Are HR Pros with MBAs Special Anymore?

Kris- 

Would love to know your opinion on a trend I am seeing as I'm screening HR Director candidates... DOCTOR IS IN 

I used to encourage HR undergrads to pursue their MBA instead of a Masters in HR. I felt it held more value for businesses and was a tough program that would advance them in ways a specialized degree couldn't. 

I am shocked at the number of candidates I am seeing with an MBA and MA in HR. 

The result for me is I am losing respect for the MBA! I mean, if sooo many people can get one, is it really a tough program? Does it really demonstrate anything special anymore? 

What do you think? Am I way off track with my line of thinking? 

-AW

---

AW - 

I obviously have to lead with a Groucho Marx quote here - "I'd never belong to any club that would have me as a member".

Your advice is still relevant, and if it's any consolation, lots of young HR pros took your advice, right?  Now they're pissed off that people like you won't get out of the way fast enough, and in a cocktail of following AW's advice and having time on their hands - they've got more degrees than they've had jobs.  I say this as someone with 3 degrees, including a MBA.  But I'm Gen X - now a veteran of all this we call HR.

You're obviously seeing the explosion related to accessibility and availability of the MBA.  Distance learning and lots of options has made the MBA tag a bit easy to gather, which I think means you've got to evaluate what the candidates are actually presenting in a couple of different ways:

1. Where did they pick up the MBA and did they actually have to work hard to achieve it? Traditional programs where you have to spend time in class still rule in my eyes - that commitment, along with the interaction that occurs when you have to work in groups with other humans is still the most important thing.  That being said, there's a lot of online MBA programs that work the hell out of people, with University of Phoenix coming to mind.  Of course, there are a lot of diploma mills as well, which is why you feel the way you do.  

Good rule of thumb - any school with a directional name without reference to a state or city is a problem.  Southeast Missouri?  Says legit to me.  Southeastern University?  Wait, Southeastern where?  Oh, university... <shudder>

2. The most important thing related to the MBA is what they learned and how it's changed them.  With that in mind, some of your interview process has to go after what they learned from the MBA program and how they applied it.  Additionally, how has it changed them?  If someone really took the MBA and ran with it, when you ask them for a portfolio of their work at their job, you'd like to think they could provide that to you.

No portfolio means they checked off a box.  Existence of a portfolio means it changed their worldview a bit and now are looking to create work product that helps them in the future.

I still like the MBA.  I just think you'll have to do a little work to figure out what Steve Martin learned in The Jerk - what's S*** and what's Shinola.  


A Very Special Christmas Eve Story From the HR Capitalist...

Capitalist Note: This story is a Christmas Eve tradition at the HR Capitalist. Merry Christmas...

It's Christmas Eve. Time for anticipation. Time for reflection.

Time for an outrageous demand towards a candidate that could only occur from the bowels of corporateGrinch3_18101208 America.

Gather round the tree kids, because it's story time, HR Capitalist style. Bring me a Diet Mountain Dew while you're at it, because this eggnog sucks. 

Everyone here? Good.

The year is 2002 and it's Christmas Eve.  The Capitalist has just become a VP of HR in corporate America, and just got a new boss, who let's say - is a little INTENSE.  The Capitalist finds himself at home on Christmas Eve, piddling with some work, etc.  His cell phone rings.  The Capitalist flexes his bicep (remember, phones were much bigger then), picks up the phone and answers the call.  It's the boss of the Capitalist:

Capitalist: Don, what's up?

Bossman/EVP (1B Line of business): Kris, glad I got you.  I'm ready to make an offer to the Director of Finance candidate we like.

Capitalist: Sweet.  I'll call her today and let her know.  Nice Christmas present.

Bossman: Great.  Just one little catch.  I need to know today that she accepts.

Capitalist:  You need an answer today? You know it's Christmas Eve and it's 12:30pm right now, correct?

Bossman - Yeah, I know.  But I just got word from a friend that corporate is thinking about making me take Sparkman from Atlanta as part of a succession plan, and you know what I think about him.  So rather than wait on that, we're going to move on Carol, and we need her to accept today so I can go into the next week and tell them that it's already filled when they call me.

Capitalist: Why don't we just say we have an offer out if that happens and give her a couple of days to think about it?

Bossman: Not good enough. Corporate will make us retract the offer.  Get it done today.  Gotta go! We're opening some presents!  <Click>

After the call, the Capitalist gathered himself on the reality of making a demand like a three hour window to accept an offer on Christmas Eve, and you know what he did?  He made the freaking call, boys and girls.  It went a little something like this:

Capitalist:  Carol!  How are you?  Kris Dunn from <company name retracted>.  Got a couple of minutes to talk? I've got good news...

Carol: Kris, can you repeat that?  I'm at Church with my three kids.  They always get so excited around Christmas.. (Church bells ringing in the background)

Capitalist:  You bet Carol, got great news for you going into the holiday.  We want you to join the team, and here's some detail for you... (Capitalist outlines broad specs of the deal, selling as hard as he can)

Carol:  Well Kris, that is great news.  Send me the offer package and I'll look it over on Christmas Day and call you back the day after Christmas.

Capitalist: Well Carol, it's funny you say that.  Because I'm in a little bit of a pinch here (long, apologetic intro into the issue), and well, I need you to decide by close of business today to accept the offer or not.

Carol: Kris, you know it's Christmas, right? That I'm with my kids? I'm currently in church?

Capitalist:  I know.  Still, you're the one we want and we have to close it today to ensure we can bring you aboard. 

Carol: <silence for 10 seconds>.  Send the package.  I'll look at it.  Goodbye. (Capitalist trying to apologize again but unable to before hearing <Click>)

And that, boys and girls, is how you know you've arrived in the show.  Cost of a Monster posting? $200-$400 depending on volume.  Cost of a third party recruiter placement? 10-15K..

The realization you've just crossed a line on Christmas Eve that only Gordon Gekko and Ari Gold could appreciate?  Priceless...

PS - Carol accepted and rocked the house at our company.  Merry Christmas and Happy Holidays....


Male HR Manager Takes Down Female Congressional Candidate with Harassment Claim... #metoo

As warranted by the stupid, inappropriate behavior of some men, the #metoo movement has mostly outed those men for the harassers they are.  But now, we have our first public female victim of the #metoo movement.

This one is juicy folks, because as HR pros, you know more about this one than anyone else in the world.  Read on, analysis after the clip below.  More from the Washington Post: Andrea-ramsey-congress

A Democratic candidate hoping to flip a hotly contested congressional seat in Kansas has dropped out of the race after allegations that she sexually harassed a male subordinate resurfaced during her campaign.  Andrea Ramsey, 57, who was running to unseat Republican Kevin Yoder in a district that includes Kansas City in 2018, is one of the few, if only, women in public life to step down thus far amid a national conversation about sex and power dynamics in the workplace.

The allegations against Ramsey were outlined in a 2005 lawsuit and a complaint filed by a dismissed employee, Gary Funkhouser, to the federal Equal Employment Opportunity Commission, when Ramsey was working as an executive vice president of human resources at medical testing company LabOne, according to the Kansas City Star.

In the federal complaint about sex discrimination and retaliation, Funkhouser accused Ramsey, then Andrea Thomas, according to the Star, of making “unwelcome and inappropriate sexual comments and innuendos” when he was a human resources manager for LabOne.

Funkhouser alleged that he had suffered consequences at work because he had rebuffed an advance he said she made during a business trip in 2005.

“After I told her I was not interested in having a sexual relationship with her, she stopped talking to me,” he wrote, according to documents filed in court. “In the office, she completely ignored me and avoided having any contact with me.”

The EEOC closed its investigation in 2005, saying that it was “unable to conclude that the information obtained establishes violations of the statutes.” Though Ramsey was not charged directly in the lawsuit, she had been named in the complaint. It was settled by the company after mediation in 2006 and had begun to be discussed in political circles recently, the Star reported.

Without naming Funkhouser, Ramsey said that a man decided to bring a lawsuit against the company after she eliminated his position.

“He named me in the allegations, claiming I fired him because he refused to have sex with me,” she wrote. “That is a lie.”

Hell hath no fury like a HR pro fired, especially one that thought he/she was on the inside, only to be on the outside.  Do I know the guy made it up?  Do I think Ramsey hit on the guy on the road?

I don't know what happened, but here's what I know:

1--The fact that it was an HR pro bringing the claim makes it different from any we have seen.

2--HR pros know things.  Things like how to bring EEOC claims - their awareness of how to do things like this is higher than almost everyone else's in your company, mainly because they have defended those claims.  They also know those claims are usually settled.

3--Ramsey didn't have to directly hit on him to have this coming.  It's possible that the HR manager in question felt like he was being harassed in other ways and just made that "she wanted to sleep with me on the road" detail up.  Or - as we've learned so many times with harassment, he may have interpreted her offer to come have a drink in the hotel lobby as a solicitation to get busy.  Maybe it was.  #funkhousertoo

4--She apparently didn't open her door in a partially open robe like Weinstein when she asked him to come up and "pick up the comp study to read for the meeting in the morning".  At least I didn't read that detail.  LOL.

5--The name Funkhouser is cool.  If you're wondering where you heard that before, Marty Funkhouser is a recurring character on HBO's Curb Your Enthusiasm.  Imagine being at that company and saying, "Did you hear about the Funkhouser lawsuit against Andrea?"

The bottom line is this. Hell hath no fury like an HR pro fired or caught up in a reorganization.  The savvy HR leader knows the answer - Andrea Ramsey should have loaded up young Funkhouser with an exceptional severance package on the way out.  

I'll repeat one of my core sayings - "In America, allegations are free."  Anyone can file a claim.   And it's that fact that we all should remember as HR leaders as we go through various reorganizations.

Anyone can file a claim, but HR pros?  They know more about how to do it and the process that happens afterwords than anyone in the world.

 

 

 

 


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.


VIDEO: Jamming Your Business Approach/Best Practice Down Someone's Throat...

The scene - team discussion about a direction with client work.

The problem - client doesn't know what they want.  They're attempting to neuter rock star work, which will hurt the end product.

What do you do?  Your choices

1--Neuter the work.  Work product suffers, but you take a "the client is always right" approach and give them what they ask for.  Cross off the client as a reference - They'll be happy, but you won't be proud of the work.

2--Battle with them.  They're wrong.  You're right.  Let's go to war.

Of course, there is a third approach - you've got to educate them why you're approach works, maybe give them a concession or two and try to work as a consultant to take most of what you know they need.  Senior level influence in this regard - you can show them others in the industry are already deploying your approach or find others in their organization who support you.

Need a video to parody this approach?  I thought you'd never ask.  Take a look at the video below (email subscribers click through to see the video) - it's from my life as a card-carrying member of Gen X.  It's a music video from a alt-rock group called Sum41, and the intro is what I want you to look at, as the band visits a music executive who tells them he wants them to change their name to the "The Sums" based on the success of groups like "The Strokes" and "The White Stripes".

Favorite quotes from the exec:

"Do you smoke? You do now, smoke 'em up Johnny".

"What's your name? (kid says Derrick)  Not anymore it's not. It's Sven"

Get out there and influence.  They need what you got, people.