I'm up today as part of a post over at the Chairman of all things HR Tech - Steve Boese. Steve's got a great post up from the 8 man Rotation - Steve, Tim Sackett, Lance Haun, Matthew Stollak and myself - on the best sports movies in the opinion of that committee. Go check it out, lots of good stuff from the aforementioned gang. Here's my submittals as part of that post:
He Got Game: Denzel, Spike Lee, a backdrop of hoops and Ray Allen starring as “Jesus Shuttlesworth”. I love the story of a complicated father/son relationship as Denzel tries to parlay his way out of prison by encouraging his son (Jesus) to play at Big State U, which just happens to be the school of choice for the governor. Great music spanning a lot of tastes from dramatic orchestra scores to Public Enemy. Spike Lee perspective in Camera shots. Fun fact: One of my sons got asked at church at a young age what the last name of Jesus (son of god, not Ray Allen) was. That’s a trick question in a church setting. My young son didn’t miss a beat – he raised his hand like Horseshack in Welcome Back Kotter and enthusiastically said, “Shuttlesworth”. Welcome to the Dunn family, where everything has a hoops influence.
Bull Durham: You haven’t lived until you’ve had a son who’s played baseball and coached with another guy who knows all the lines to this movie. The game in front of you actually becomes secondary. You sit down next to a 10 year old in the dugout and say, “get a notepad, because it’s time to practice your cliches.” Two minutes later, the kid is repeating the wisdom of Crash Davis - “I just hope I can help the team” and “It’s a simple game – you throw the ball, you catch the ball”. After he has the cliches down, you bring the kid inside for senior level Crash Davis: “Anything that travels that far should have a stewardess” as an example. Then, the fun is suddenly over when he commits two errors in the field and you resume screaming at him to "man up”. Sports movies can only take you so far.
Any Given Sunday: A must for any sports fan who wants to think about talent from the lens of sports. While I agree with Tim Sackett that the Pacino speech is classic, I’m going deep in this movie and tell you that hall of famer Jim Brown is the hidden gem. Playing the role of Defensive Coordinator, he steals the movie from Pacino and Jamie Foxx with two scenes that are coaching classics. The first scene involves Brown going on a sidelines diatribe towards his defense and a player encouraging him to calm down before he has a stroke, to which Brown replies, “I don’t get strokes Mother#######, I GIVE THEM”. The second scene involves Brown addressing the team at halftime and using a chalkboard diagraming X’s and O’s, with the following gem: “Now you’re dumb enough, so we made it simple enough. We made this #### real ####ing simple (as he pounds the chalk against the board)”. Who among us couldn’t use that line at times in corporate America?
I'm speaking in the ATL tomorrow - specifically Buckhead - at a small breakfast gathering put together by the good folks at Halogen Software. If you're in Atlanta on Thursday and want to join us, hit this link because I'm sure we can squeeze you in. It's free, but there's a lot more value than that price tag would suggest.
My preso is about "The 5 Biggest Lies in HR". I like doing this presentation and it's morphed over time. Lies in HR happen because we have narratives that emerge that we think are great talking points, but over time, they get stale and a different reality emerges.
One of the lies I'll talk about is, "We're Looking for People Who Are Great Teammates".
That's a lie - if you really dig into the totality of the statement.
Do we want great teammates? Sure we do, but being a great teammate doesn't mean a lot if you're a poor fit behaviorally for the job. What makes this rise to the level of being included in the 5 Biggest Lies of HR? The fact that when lazy, our profession and the hiring managers will replace ability to thrive behaviorally in the job/team/company with likability.
Likability is cool, but it fades when you can't get stuff done.
A great example is Rules Orientation. We'll hire people who can follow the operations manual, but in the freak show that most of our companies are, we actually need more people with low rules orientation so we can wing it and get results.
Ah yes - metrics. HR needs to be more metrics driven, right?
But a funny thing happens on your way to being numbers-driven as an HR pro. You give the people what they want, and the people try to hang you with the numbers you're reporting.
So answer this question:
"Which talent metric are you routinely hung out to dry for?"
If you're like most HR pros, the numbers you report that are most likely to get you jacked up on are as follows:
Time to Fill
We report on those things because they're the standard we know, and because they're the standard we know, they're the numbers automated by most HR Tech systems.
But the mistake we make is allowing people to assume that HR is 99% responsible for the performance of those numbers.
Time to Fill is high? What is Recruiting/HR doing? Turnover is up? What is HR doing about that? They own the culture, right?
Wrong. The performance of these numbers is always indicative of blended responsibility. Operations. Line Management. And yes, HR. But blended.
So I'm here today to give you some thoughts about how to change the perception of ownership related to these numbers. You can still report Time to Fill and Organizational Turnover, but you need to create some scoreboards that place pressure on your client groups to perform better than they are.
Case in point - organizational turnover. The next time you report turnover, create a supplemental slide that shows what I call Hiring Manager Batting Average (HMBA). HMBA simply shows the percentage of people hired by a manager who are still around after one year. You can roll this up to the departmental level to make it less personal, but its impact is simple - some departments are better at hiring than others. The ones who are bad have the biggest negative impact to your turnover issues. Find out more about this by viewing these slides.
Time to Fill? Well, all positions aren't created equal, which is why I would encourage you to follow up any Time to Fill reporting with some recruiting funnel data - what I'll call the "Show/Interview/Hire' statement. This statement simply evaluates how many candidates a department is shown on average (per open position), then how many they interview out of that to get one hire.
Capitalist Readers - This is a call for anyone with interest and relevant experience recruiting HR pros to consider joining me at Kinetix. Business is good, and we're seeing an uptick in the number of interesting HR positions we're working on. In addition, I've had a lifelong goal to build an HR recruiting practice that I would have used in my days as an HR leader, and now seems as good as time as any - but only if I can find some great recruiters to work with me.
What do I need? I thought you'd never ask. Here's my list:
1. You have to recruit for a living and be good at it.
2. You have to have some connection with the world of HR and Talent - understanding what makes HR pros and related professions tick.
3. You have to agree that the best recruiters make a lot of calls every day.
4. You need the ability to influence and close candidates and hiring managers alike.
5. Preference given to those who are currently recruiting HR pros as part of their gig.
Sound like you? Ideally, I want the person to live in Atlanta, but if you don't and you're reading this and think it's perfect for you, make sure you apply.
Compensation - yes.
Fringe benefits - without question.
Hit me at firstname.lastname@example.org if this is you. Open to all levels on this one.
Let's face it - Fearful of the spotlight and conservative to a fault, HR pros generally aren't the best examples to look towards when it comes to professional branding. Kris Dunn (Kinetix RPO, The HR Capitalist) and Tim Sackett (HRU Technical Resources, TimSackett.com) think that needs to change. That's why they created this series - The Top 20 Branded HR Pros(sponsored by the team at Glassdoor).
KD and Tim searched the globe for HR Pros who used the tools at their disposal (writing, speaking, social and more) to brand themselves in the HR space, but limited the results to actual practitioners in the areas of HR, Recruiting and Talent Management. No consultants, no vendors. They found out well-branded HR pros who are actual practitioners are hard to find.
Tim and KD are running the Top 20 they found here on the HR Capitalist and at TimSackett.com. No rankings, just inclusion in the list and some notes on why. There are at least 20 well-branded HR Pros in the world. These are their stories.
Funny thing about employment branding, personal branding, etc. - the tools change.
Whatever the prominent tools are today, you can bet the tool set will change in the years to come. That's one of the things that makes what Linda Aldred has helped build so amazing.
Linda's the SVP of Human Resources at Texas Children's Hospital in Houston, one of the premier pediatric hospitals in America. She's been at TCH 25 years, which is also amazing because it seems like she would have had to start at 10 years of age for that to be true. Check out the profile below and we'll break it down after the jump:
Energy is always in ample supply when you talk to Linda, and energy is required when you lead the HR function for an organization as big (13,000 employees) and as dynamic (healthcare in America!) as TCH.
When it comes to being branded as an HR leader, Linda always thinks of the organization - and others - first. That's represented by her super power as a branded HR pro - she serves as a digital ambassador first and foremost for the TCH brand. Need examples? Linda was the driving force behind the vision for two employment brand and engagement initiatives - one called InfinitePassion.org and one called TexasChildrensPeople.org. Infinite Passion gets into what makes an organization like TCH tick culturally- its tireless work on behalf of children and the stories of those who love and represent that mission. TexasChildrensPeople.org helps connect top candidates who want to work at TCH to the departments who need them most. While many were a part of bringing both sites to life, it's fair to say neither would have happened without the work of Aldred.
But the strengths as a branded HR leader don't stop there. One of the most interesting things about Linda is her work on Twitter, where she's amassed 1.5K in followers but more importantly - has an HR team actively using the tool to communicate and promote the TCH brand. Corner her on why, and she'll tell you that she poked and prodded the team into social engagement over time. I suspect there's only so many times your SVP of HR can mention you on Twitter before you get engaged with the tools, right? Linda's org is rare in this regard, and it's all about leadership.
What can we learn from Linda Aldred related to branding as an HR Pro? A pretty important lesson actually - you can spend your entire career at the same organization and stay fiercely relevant - as long as you're willing to learn new tools and reinvent things as needed. No one does that better than Aldred.
The Top 20 Branded HR Pros is brought to you by Glassdoor, who invites you to attend the Annual Glassdoor Employer Branding Summit on September 25th, where a stellar speaker lineup of industry experts and thought leaders exploring the intersection of employer branding and talent acquisition, the candidate experience and employee engagement.
Tickets are sold out, but wait! You can attend the livestream online featuring studio coverage with Kris Dunn and Tim Sackett by registering here(click to register). Fun and games are sure to be a part of that coverage.
Hey Peeps - I had a friend tell me there was a problem with the "About FOT" profile and went to fix it and realized I hadn't read it for a couple of years. For those of you unaware, I have another site I do called "Fistful of Talent". It's more Talent Management-centric than this one, and I share the writing responsibilities with 15 other people, most of whom are brilliant.
If you like the HR Capitalist, odds are you'll like Fistful of Talent. Go ever there and subscribe today, and for all, the history of FOT appears below (hard to believe we're coming up on 8 years). Forgive the third person perspective... sharing as it appears over at FOT:
The origin of FOT is simple to trace. In late 2007, Kris Dunn (KD) got a call from a major conference company: “We want to hire you to create a Talent Management blog for our new website”, the suits said, “Like the HR Capitalist, but without all the boring HR stuff like legal issues and employee relations tactics – just the sexy stuff.”
KD went to meet with company in question. In his hotel room that night, he had a moment of Rage Against the Machine clarity about ownership and the man. Even though hundreds of people considered KD to be “the man” by that point in his HR career. Ironic.
He went back the next day and told the suits he couldn’t do a second blog like the Capitalist and keep his day job (a goal of his at the time), but offered up an alternative – KD would own the new site and round up an all-star collection of HR and recruiting practitioners to provide daily insights with a trace of attitude and snark. The conference company in question could hold exclusive advertising rights as long as they felt the new site met their needs.
And so FOT was born. To name the site, KD conducted a poll of 500 HR/Recruiting professionals, giving them 5 different names to choose from for the new site’s name. KD was positive the new site was going to be called “Talent Entourage”, a hunch that now seems both ridiculous and influence-induced. To fix the vote, KD included a couple of crappy afterthoughts, including a laugher – “Fistful of Talent“.
Craptastic won. Fistful of Talent ran away with the vote, taking 70% of the caucus. Talent Entourage limped in at 6%. KD thought about naming it what he wanted anyway, then did what so many dictators do – grudgingly giving the masses what they demanded to prevent revolt, while pledging to work in as many Entourage references as possible.
Like a bass player who can’t sing looking to get a band together, KD turned to the equivalent of digital classifieds to recruit the original writers for FOT – putting up a help wanted ad/post at the HR Capitalist, asking readers of the Capitalist to raise their hand if they wanted to write in a similar voice at the site that would become FOT.
Ah yes - LinkedIn. You love it, but does it love you?
Like a jealous boy/girlfriend, yes - as long as you are loyal, including not doing things that look like you're getting ready to cheat.
What? Well, LinkedIn just removed your ability to automatically export your contacts - you know, the ones you originally uploaded, then started simply using LinkedIn as your rolodex for future connections.
"LinkedIn users now have to wait up to three days if they want a list of their contacts on the service.
Previously, the social networking site provided a way for users to instantly export their contacts. It was a useful feature for people looking to manage their contacts elsewhere. Under a change made Thursday, users now must make a request to download their account data. In a page describing the new process, LinkedIn says users will receive an email within 72 hours with a link to download the archive when it is ready.
A link to the instructions for the process appears in very small type on the LinkedIn export settings page. The change was reported earlier by VentureBeat."
On a related note, LinkedIn still stands ready to suck ALL the contacts out of your outlook, gmail or other contact manager. That can happen immediately. (Italics notes word spoken with snark/irony)
LinkedIn is growing up - and it doesn't need to care about what you think anymore. Critical mass has been reached.
Like you, I use it everyday. Like you, I thought LinkedIn and us were in this together. Sorry to say, that's incorrect, and this move is a small example of that reality.
Not sure why, but got a couple of notes yesterday on this post I did last year over at FOT. For those of you with kids who are home for the summer, you're seeing them on the couch vegging out. You're nervous that they're going to end up underemployed. This is re-post is for you.
Wow. That title is harsh. Time to man up/woman up.
As whatever higher being you believe in knows—I’ve got my own challenges as a dad. But there’s a couple of things I see out there in the world. And when I see them, I know your kid may end up as a 40-year old barista. Now, my kid may end up that way as well, and that’s okay for him and for your kids—as long as it’s voluntary.
Being a voluntary 40-year old barista—because you have passion—rocks. But being an involuntary 40-year old barista? That’s a place you don’t want your kids to be. So, gather round the campfire, kids, because I’m highly opinionated and ready to go.
Ready? Here’s five ways you can tell that your kid may end up as a 40-year old barista:
1. You aren’t pumping him up on math and science performance-enhancing experiences. You’re going to allow your child to pick a Liberal Arts major. And, why the chart to the right shows that it’s not as bad as originally thought, you need to get your kid into math and science. You should be influencing Johnny with these types of charts right now. You want to be a writer, Johnny? Cool… get a kick-ass degree and a minor in English or Journalism.
2. You give your kids what they want—all the time. What do they want? A second game console? A new pair of kicks even though they just got a pair 1 month ago? Screw that. They need to know that denial is the spice of life. If you’re giving them everything, they’re never going to be hungry. Start telling them no, or tell them to go out and drum up some business in the neighborhood… unless your neighborhood is tough, at which point they should stay inside. But then, the 1st-world problems in this post really don’t apply to you, right?
3. Your helicoptering ways mean they never learn how to manage up. You helicoptering in on every situation they are involved in, either directly or indirectly. You should be listening to what’s going on, then giving them advice on how to manage up in any situation— then have them report back to you on how it’s going. Rinse, repeat. You doing it for them isn’t preparing them for anything.
4. Your kids are 23 or older, and you’re giving them cash flow that’s the equivalent of a low end call center job while they “get on their feet.” This means they never have to take that low-end call center job and feel how bad it sucks. So, they never get hungry. If you’re giving a 23-year old that much cash flow—and a lot of you are—then you’re basically taking the claws out of the lion. They’ll never really hunt on their own. You’d be surprised how many Boomers and late Gen-Xers are bankrolling their 25-year old kids. It continues for many into the 30s, and even the 40s.
5. You’re not actively selling your kids on their likely reality—that they are going to an in-state, state school unless they qualify for Ivy. Private schools—I feel you. There are a lot of positives. Unfortunately, unless the private school is Ivy, Vandy or Stanford, the ROI doesn’t come close to justifying the cost. If you allow them to think that Wistera College (I made it up, but I bet the co-ed scene is awesome and they have a crew team) at 50K a year is a viable option (they’ll study Liberal Arts, by the way), you’re hosed.
Employment. You’re thinking about it as a parent for your kids. Being a barista isn’t a bad thing. But for all the polish on that job and the jazzy music, it’s the suburban equivalent of going to work at the plant. New world order—I wish there were more plants. It’s the big town equivalent of working at a convenience store, which is what small-town kids do when it all goes wrong.
Small town kids with similar outcomes also used to work as video store clerks.
The new jobs being created are low end. The competition is going to get rougher for the real careers. Let’s put on our helmets and get to work as parents. They’re your kids and my kids, so you know they’re going to be smart and witty. But if we aren’t careful, they’ll be having work conversations that sound a lot like the video below—while they earn $10.00 per hour (email subscribers, click through for video from “Clerks”).
"LinkedIn is setting out to revolutionize the way HR is viewed in the eyes of the world. From Friday, July 31st to Saturday, August 1st, LinkedIn will be hosting a non-technical hackathon.
Throughout this 16-hour event, interns will not be building an app or a website, but rather will solve a big, complex business problem with an innovative, game-changing idea. The event is FREE to attend and there will be plenty of FREE food, drinks, activities, music, swag, and networking opportunities. The best teams will showcase their project to a panel of expert, high-profile judges for a chance to win killer prizes.
Registration is now open! Be sure to sign-up, as spots are filling up quickly."
You can go to the site and watch the video. In that video, you'll see various members of the LinkedIn HR and Talent team talk about what's happening - there excited about it! Which should be cool, right?
It's cool until you stop and think about the LinkedIn model. LinkedIn is pure genius. It rode into town on the cloak of career development - build your network! That's right up there with Apple Pie, Mom and the American Flag.
We beat down the cop-like HR pros who dared questioned the intent of LinkedIn. Same thing for the C-level leaders who also questioned whether this might make employees more poachable. Then LinkedIn pivoted once the network effect was in place and started building a recruiting business.
Now LinkedIn is going to solve HR - but without any of HR pros who might have great ideas - or real world perspective - on how to do it.
Interns? Love 'em. But interns have never had to think about risk management - while attempting to recruit for 100 openings - while being expected to ramp a leadership development academy from scratch - while investigating the Director from Marketing for chronic harassment. Which is to say the ideas will probably be cool - but will have little to do with the realities that most HR pros in companies big and small face every day.
LinkedIn walked in the back door and built a business model off the access that companies - and HR pros - gave them.
Now there going to fix HR with a hackathon that doesn't include any of the HR people that pay them. Interesting.
I'm not mad at you, LinkedIn. I just think it's interesting that you're doing a hackathon to fix HR without anyone who does the work.
I know, I know - fresh minds. Good luck with that - I'm sure the ideas will be strategic.