Will Forcing Interviews for Women and Minority Candidates Improve Results? (HR Famous Podcast)

In a word, yes.

I've written about the NFL's Rooney Rule here. Go dig into that for a primer. 

The whole point to the Rooney Rule is opening up the perspective of a walled-off hiring manager/executive.  That's why WMware announced a new commitment to include a minority and female candidate in every search at the company.

We're talking about this at length this week on The HR Famous Podcast. Take a listen below!

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In episode 21 of the HR Famous Podcast, long-time HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together to talk about The Rooney Rule and VMware’s new commitment to include a minority and female candidate in every search at the company. The gang also discusses how often they’ve filled up their car tanks during quarantine, and something called Generation Zoom.

Listen below (click this link if you don’t see the player below) and be sure to subscribe, rate, and review (iTunes) and follow (Spotify)!

Show Highlights:

1:30 – How many times have you filled your gas tank during quarantine? Jlee has only filled her tank once since March!

3:00 – Who doesn’t love a best friend duo that runs together? KD and Tim went running in Celebration, Florida together. KD was on Zillow on his phone the entire time they ran in the community and Tim was dying.

5:45 – KD has been reading a lot about “Generation Zoom”; our younger generation that has been learning through distance learning. Jlee talks about how her young kids may have trouble learning in the future since they are losing a lot of development time in school.

9:00 – Do you think there will be a dip in SAT and ACT scores in the coming year? Tim is interested to see where the data falls.

10:45 – First major topic of the day: The Rooney Rule. This NFL rule places interview quotas for minority candidates for coaching positions. Tim talks about how more minority candidates have been put into the interview process and what it’s meant in hiring minority coaches.

16:00 – Jlee discusses her own personal experience getting an opportunity that she might not have based on her resume and how she relates to the experience of Mike Tomlin.

18:00 – Tim talks about some negative views on the Rooney Rule and how often coaching positions are planned and picked out far in advance.

20:00 – KD and Jlee bring up another positive of the Rooney Rule, in that it forces forcing hiring managers to look harder and potentially finding special people that they may not have been able to find before, even if it’s not for that particular position.

22:30 – Second topic of the day: VMware’s CEO (Patrick Gelsinger) announced their company would commit to interviewing a POC and a woman for every single position. KD thinks this sounds similar to the Rooney Rule. KD and Tim praises VMware and other companies who have come out recently with new processes and practices to help diversify their workforce.

26:20 – Jlee brings up potential backlash from recruiters and other hiring managers. She notes that leaders need to give recruiters some leeway in order to reach performance metrics and new interviewing goals.

29:40 – How will this new hiring practice work in practice? KD brings up the self ID process and when it comes into play in the hiring process. Jlee discusses the data recruiters will be giving to hiring managers and how they will report that they are meeting a certain requirement.

33:00 – KD reads VMware’s CEO statement again to Tim and gets his reaction. Tim thinks there are many aspects to this new rule that need to be addressed in order to be successful in finding the best possible candidates.

36:00 – Pat (CEO of VM Ware) is a new best friend of the pod!

36:20 – Jlee and KD praise the leadership at VMware for going ahead with this announcement and implementation of the rule instead of getting bogged down in details and complaints.

38:45 – Jlee and KD talk about the concept of equality vs diversity, with KD bringing up Salesforce’s move years ago to grab the high ground of equality.

41:00 – HR Famous would like to congratulate Patrick Gelsinger from VMware on a job well done with their new version of the Rooney Rule.

 


Do You Have a Direct Report With Writing Talent? You Should!

Look, I get it - some of you won't be hiring for a while based on COVID and the resulting economic struggles. 

Which makes now the perfect time to look at your team of direct reports and ask the following question:

"Do I have someone to carry the writing load in this department?"

I'm not talking about hiring a writer as a standalone position. I'm talking about the need for you to always have someone on your team of direct reports with writing as a key secondary skill. Why is this important? Because you need someone to take the great reactions/outcomes/action plans from you and your team and create effective communications to the masses.

Simply put, you can be a great leader with a great team - but if you can't effectively win in how you communicate what's going on to the masses, you'll never realize your potential as a leader or a department.

If you're not managing others yet and think you have the ability to write well in a professional setting, it's time for you to figure out a way to make writing one of your key differentiators.

The topic of great writing on teams is why I taped an episode of BEST HIRE EVER (my podcast on recruiting topics) with Lance Haun, a former HR pro turned professional writer and editor. Take a look at the rundown for the podcast below and give a listen (please subscribe and rate if you like it).

--KD

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In Episode 5 of BEST HIRE EVER, Kris Dunn connects with Lance Haun (Starr Conspiracy, ERE, Former HR Pro) to talk about why hiring at least one great writer for your team makes incredible sense as a leader – regardless of your functional area or line of business. Lance and KD chop it up about how to spot, find and engage a candidate with writing skills in your hiring process, and how professionals looking to leverage their writing skills for career gain can get noticed.

Never satisfied with one great topic, KD and Lance also explore the Haun family’s history of sustainable meat and how Lance’s dad sees an explosion of business at his butcher shop when things like COVID hit the American marketplace.

Please subscribe (Apple) and follow (Spotify) to get the latest delivered to you.  Email subscribers click here if you don't see the player below:

SHOW HIGHLIGHTS:

1:35 - KD starts by calling Lance Haun a killer writer. Lance blushes and begs off and calls his writing history a humbling experience.

2:04 -  KD breaks down Lance. HR pro at the start, starting one of the first HR blogs, then becomes a professional writer in our space at ERE and Starr Conspiracy. Lance describes when he knew writing was his differentiator.

7:30 -  Lance talks about “social proof” as being the addictive side of writing. Translation – reactions to your writing are good.

9:05: Lance and KD talk about the need for great talent to have writing skills. Lance talks about learning styles still including and being influenced by the written word. KD balks and says he thought that the world was being changed forever by video. #joking

12:55 – What’s the best way for a leader to test and confirm that someone can add value as a writer on their team?  Lance recommends communicating more than normal via email as a test – long email threads.  In addition, getting into someone’s process of creating written work product is key to understand their approach to the craft.

16:00 – Lance talks about knowing who the communicators are in your workplace and how that can help drive internal mobility in your company.

19:30 – KD talks about why all leaders – even if they are great writers – need to hire for writing skills so that leader can become an editor rather than a production writer.  #delegate

20:00 – Lance and KD talk about the right way to show your writing skills as a candidate. Maximizing your LinkedIn profile and presence is the path of least resistance and greatest reach for most professionals.

24:00 – Lance and KD talk about negative bias that may exist towards professionals who share their thoughts via blogs, LinkedIn and social.  Being vocal and sharing your thoughts may limit overall opportunity, but you’ll be a candidate of choice for many of the companies and hiring managers that remain.

28:30 – Lance talks about his dad, the butcher shop and how his dad’s business has gone up during the COVID crisis. KD thinks Lance could be the Gary V of meat. Lance talks about surprising his dad by running Facebook ads to drive traffic to the shop during normal times.  Haunsmeats.com


Links for Lance:

Lance Haun on LinkedIn

Lance Haun on Twitter

Haun’s Meats in Walla Walla WA!

KD's GPS

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on LinkedIn

Kris Dunn on Twitter

Kris Dunn on Instagram

 


VIDEO: Using BHAGs as a Goal Setting Technique for High Performers...

Big, hairy, audacious goals, or BHAGs, are visionary, strategy statements designed to focus a group of people around a common initiative. They traditional differ from our other goal setting techniques because BHAGS are usually positioned toward by a large group (rather than individuals) and they typically span a large amount of time than any of our other goals. They’re huge.

Even though BHAGs are generally goals for companies and collective groups, smart managers are increasingly using them for individuals as well. I explain the merits of using BHAGs in this fashion in the following episode of TalentTalks from Saba Software.

Take a listen (email subscribers click through for video below if you don't see it) and hit me in the comments with a BHAG that's been useful in your career or managing a talented direct report!!! 


Working Anywhere Means Elite Cities Are Being Shorted...

How's COVID going for you?

I know, what a freaking mess. Nice post by Paul Hebert today over at Fistful of Talent, who's Gostalking about the need for HR Pros to become polymaths, individuals whose knowledge spans a significant number of subjects, known to draw on complex bodies of knowledge to solve specific problems. 

Sounds a lot like what we need in an imploding world are great HR Generalists.

Let's talk about one trend specifically - the idea that people can work anywhere (white collar jobs) in a Post-COVID World.

Do you believe that? If you do, then as a great HR pro, you must adjust your world view to de-prioritize elite cities as a "must have" location for your organization. One company of many - Stitch Fix - is making the move that many of us must contemplate as talent professionals. Stich Fix is getting the hell out of California. More from SFgate.com:

San Francisco-based online personal styling service Stitch Fix is laying off 1,400 stylists in California between now and the end of September, affecting 18% of its workforce, per a statement released on Monday. The online retailer said that after the cuts are made, it will look to hire back in lower-cost states.

The company's model, built around stylists helping subscribers select clothing that is then shipped to customers each month, has been one of the few major success stories in the subscription shopping world.

CEO and founder Katrina Lake, who started the company in 2011, said "all of our California-based stylists will be offered the opportunity to relocate to the new roles in other states."

The company said that the cost of operating in California was becoming increasingly difficult, and plans to hire stylists in other lower-cost states such as Minnesota, Pennsylvania, Ohio and Texas.

Man. If a company like Stich Fix - fashion, style, etc. - is getting out of the Elite City/Elite State game, then you probably need to fire up Talent Neuron from Gartner and figure out where lower cost talent is stateside as well.

Simply put - if people can and will work anywhere, then your ability to find more talent and potentially pay it less grows exponentially. Facebook made a similar move recently - not by firing people in California, but by acknowledging if people choose to work remote and move to a lower cost area, their salary would likely be adjusted for the labor group/area in question.

It's Comp 101. Covid just accelerates the fact that "place" and "location" matters less (note it still matters, but less). We did a decade's worth of transformation in 3 months. 

With this change in mind, the woman who just graduated from Valdosta State (GA) with a degree in fashion and doesn't want to/can't move to an elite city now has a chance to get a job with a premier company.  Same with Facebook - if you're a great developer, you now have a better chance at working for an elite company - without moving from your podunk little town.

Start firing up the research on lower cost talent with the same skills, HR pros.

Side note: My understanding is that Stitch Fix stylists have to serve men looking to upgrade their style. That reminds me of Crazy Stupid Love, with Ryan Gosling but instead featuring a remote stylist trying to convince a 55-year old accountant to give up double pleats. 

Maybe hazard pay for those stylists. 

(Clip with Gosling shopping with Carrell below, email subscribers click through if you don't see it).


Pro Baseball's Return to Work: A Plan HR & Youth Baseball Moms Can Love...

And now comes Major League Baseball with a 67-page Return to Work (RTW) plan, which includes details about how pro baseball will handle their workplace in a RTW, including testing, travel, workplace details (on the field, in the dugouts), protocol for the road and contact with nuclear family as well as friends.

The plan, which was reported by The Athletic (subscription site, I pay) basically summarizes a day in the life of a pro baseball player as this:

No exchanges of lineup cards. New baseballs any time a ball is put in play and touched by multiple players. Players wearing masks except while on the field, standing six feet apart during the singing of the national anthem and “God Bless America,” sitting six feet apart in the dugout and, if necessary, even in the stands.

These are just some of the proposed protocols in a 67-page document concerning health and safety that Major League Baseball delivered to the Major League Baseball Players Association on Friday night. The procedures outlined in the document are subject to union approval and thus could change.

But my favorite are the diagrams that show how the dugouts are going to be handled. Some of you have been volunteers in youth baseball, and if you've every had a bad day trying to make 5 and 6 year olds keep their hands off each other, you may have tried a plan like MLB is pondering for Post-COVID baseball.

Highlights:

--Assigned seats 6 ft apart in dugout.

--Assigned places for water bottles and gloves.

--Banishing some players to areas outside of dugouts.

--No spitting or smokeless tobacco.

--No standing in entrance to dugout.

This plan is straight from the Baseball Mom handbook for 5 year-olds. 

"If you can't keep your hands off each other, I'll fix it."

See diagrams below for dugout details in 67-page guide (email subscribers click through for images):

MLB1

MLB2

Of Course, HR pros will love this method of brining order to a dugout. Whether it's MLB, a 5-year old dugout or your office break room, you're going to have to tell them what to do and where to go for awhile.

Or no juice boxes after we're done.


BEST HIRE EVER PODCAST - Liz Desio, NYC HR Pro Impacted by COVID...

Hi Gang - ramping up a new podcast called BEST HIRE EVER, where I'll be talking about hiring top Liz talent with undeniably talented corporate leaders, recruiters and candidates. Today's guest is EPIC as
I talk to Liz Desio, a resident of NYC and HR Pro. Great talk about Liz’s personal experience with a COVID-19 lay-off, writing, and HR.

Liz's story makes this a must listen - use the show highlights below to spin to what interests you most, but Liz's story about heading to NYC and hustling to be a journalist before landing in the world of Recruiting/HR is a doozy. Talented lady that you should figure out if you can hire 100%. Enjoy the pod and don't forget to subscribe, rate and review (if you love it) on Apple Podcasts, Spotify or Google Play.


Show Highlights:

1:08: KD introduces Liz, HR Pro and Candidate! KD gives some backstory on how they were introduced and why she’s on BHE

4:45: Liz takes us through her career. UVA grad, move to Brooklyn, hustling, getting hired in first HR job (hard knock life), getting out, getting a really good job in HR and then hitting COVID.

14:33: Liz’s take on being a new manager and the challenges she faced dealing with imposter’s syndrome.

16:05: KD asks Liz to share the story of getting laid off during Covid – You can check out her article here: https://medium.com/@lizdesio/making-peace-with-getting-laid-off-9bead164c43a

25:33: KD then pivots to reflective Liz, the one that wrote the post comparing herself to an early character on The Wire who gets killed off in season 1 - https://medium.com/@lizdesio/when-trying-to-switch-career-fields-makes-you-feel-like-dangelo-from-the-wire-4102c0bded99

33:48: KD and Liz discuss his take that recruiting prepares you to be an HR Generalist better than most.

40:15: KD asks Liz what your dream job is in HR. They discuss.

Kinetix

The HR Capitalist

Fistful of Talent

Boss Leadership Training Series

Kris Dunn on LinkedIn

Kris Dunn on Twitter

Kris Dunn on Instagram

KD's Book - The 9 Faces of HR

Liz Desio on Medium

Liz Desio on LinkedIn


THE HR FAMOUS PODCAST: E13 - Fat Fingered Americans + Airbnb Pays New Grads Not to Show Up Until 2021...

In episode 13 of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee, Tim Sackett, and Kris Dunn try to defeat boredom and come together to talk about quarantine listening habits, Airbnb’s hiring practices, unpaid internships, and Netflix doc American Factory. The team discusses their feelings and thoughts on Airbnb’s postponed hiring, unpaid internships and other working experiences, and the documentary American Factory.

Listen below and be sure to subscribe, rate, and review (iTunes) and follow (Spotify)!

Show Highlights:

2:30 - The team starts out sharing with us their favorite quarantine comfort music playlists full of music. Turns out the group has some different tastes: Tim likes basic Spotify playlists, Jlee likes Nick Jonas, and KD likes grunge. This also features a brief discussion of Post Malone’s tattoos. 

8:00 - Onto the rundown for the episode. Airbnb has postponed post-grad hires to 2021 and the crew talks about investment they have made for their own PR. Tim weighs in on the workforce needs for Airbnb and other tech companies and how they will continue going forward. 

11:45 - KD sees through Airbnb’s “publicity stunt” and calls them out for being unfair for postponing post-grad hires until August 2021. Tim discusses some potential writing on the wall that may have led to this decision. Maybe they’re being forward thinking? KD seems skeptical. 

15:00 - Bro trip! KD talks about the last Airbnb he stayed in with Tim in Orlando. The pictures sure weren’t telling the whole truth….

16:20 - Marriott plug from Jlee! #notsponsored

17:00 - Topic change: internships! Lots of internships have been cancelled for summer 2020 leaving soon to be grads and recent grads in a bind. Also, Hipster Sackett is the best Tim Sackett

20:30 - Tim discusses the evolution of unpaid internships. He believes young adults need to use unpaid internships to build relationships, have experiences, and find mentors to advocate for them. Do you believe in unpaid internships? Should all interns be paid?

23:15 - Who can afford unpaid internships (especially in this economy)? Jlee discusses the need to look at capabilities and skills rather than experiences for new grads in order to level the playing field. 

25:30 - KD discusses the addiction to doing internships with huge brands. He advocates for looking locally to gain experiences instead of going for the big guys. 

26:45 - “Interns have zero value” - Tim Sackett. What is the real point of internships? Recruiting. (Just saying an intern is writing this right now so no value???)

28:00 - Should companies be allowed to advertise unpaid internships? KD says no but thinks that unpaid experiences should be allowed in order to benefit the person looking for a resume booster. 

29:45 - Jlee predicts Tim’s Glassdoor ratings will be plummeting. 

30:30 - American Factory time! KD challenged Jlee and Tim to watch the 2020 Academy Award winning documentary about a Chinese company who took over a GM plant in Toledo, Ohio. The team discusses their likes and dislikes. 

35:05 - Jlee weighs in on the depiction of Chinese culture in the documentary. Although she came in skeptical, she was pleasantly surprised by the reception of the workers in the movie. 

36:10 - Motor City native Tim discusses fat-fingered Americans and the camaraderie and commitment of the Chinese company. 

40:00 - The crew ends on their favorite scene. Tim likes the chairman’s frankness about unions and Jlee agrees. She especially likes the interpretation from Chinese to English. KD likes the cut between the Chinese company energy to the Toledo break room. 

43:30 - Watch American Factory!


Raymond K. Hessel (Fight Club) and Thinking About Wasted Time During COVID-19...

By now, most of you are approaching the 30-day mark of the great American COVID lockdown. That means the fear has started to subside, and at some point, you started thinking deeper thoughts.

You know the deep thoughts I'm talking about - the regrets, the analysis of your current situation and the "looking inward" planning for how you're going to approach all of this s**t different once the world opens back up.

I hope we all approach life differently. That would be a cool outcome from an otherwise shitty time in all of our lives.

How we hold ourselves accountable 12 months from now when we're all back to our normal lives and the COVID lockdown isn't even in our rearview mirror anymore? 

That's where we need the equivalent of Tyler Durden. That's right, Tyler Durden from the book/movie Fight Club. I stumbled across the movie late one night when I couldn't sleep about a week ago.  There's a great scene in the movie where Tyler Durden pulls a QuickTrip-typle store worker in an alley and threatens to kill him, then starts questioning him about what he wanted to be before he started working as a clerk.

The answer was a Veterinarian. Tyler hears that and then does what he was going to do all along. He says that he's going to let the clerk (Raymond K. Hessel) live, but if he's not on his way to becoming a veterinarian in 6 weeks (a year in the book), he's going to kill him.

Talk about an accountability partner.

Keep reflecting deeply about how you're going to change when things get back to normal.  Find someone to hold you accountable, just make sure it's someone more stable than Tyler Durden.

Video clip and book excerpt form the Raymond K Hessel scene below (email subscribers click through for video). Watch, read and reflect. COVID sucks, btw. Stay healthy and help flatten the curve.

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Book Excerpt from Fight Club quote (Chuck Palahniuk)

“Listen, now, you’re going to die, Raymond K. K. K. Hessel, tonight. You might die in one second or in one hour, you decide. So lie to me. Tell me the first thing off the top of your head. Make something up. I don’t give a shit. I have a gun.

Finally, you were listening and coming out of the little tragedy in your head.

Fill in the blank. What does Raymond Hessel want to be when he grows up?

Go home, you said you just wanted to go home, please.

No shit, I said. But after that, how did you want to spend your life? If you could do anything in the world.

Make something up.

You didn’t know.

Then you’re dead right now, I said. I said, now turn your head.

Death to commence in ten, in nine, in eight.

A vet, you said. You want to be a vet, a veterinarian.

You could be in school working your ass off, Raymond Hessel, or you could be dead. You choose. I stuffed your wallet into the back of your jeans. So you really wanted to be an animal doctor. I took the saltwater muzzle of the gun off one cheek and pressed it against another. Is that what you’ve always wanted to be, Dr. Raymond K. K. K. K. Hessel, a veterinarian?…

So, I said, go back to school. If you wake up tomorrow morning, you find a way to get back into school.

I have your license.

I know who you are. I know where you live. I’m keeping your license, and I’m going to check on you, mister Raymond K. Hessel. In three months, and then six months, and then a year, and if you aren’t back in school on your way to being a veterinarian, you will be dead…

Raymond K. K. Hessel, your dinner is going to taste better than any meal you’ve ever eaten, and tomorrow will be the most beautiful day of your life.


The HR Famous Podcast: e9 - For HR Leaders, "1" is the Loneliest Number...

In Episode 9 of The HR Famous Podcast, long-time HR leaders (and friends) Jessica Lee and Tim Sackett (Temporarily “Furloughed” from HR Famous, KD) come together and talk about what it’s like to be an HR Leader during the COVID-19 Crisis.

The team talks about how home/work life has changed for them the last month and the importance of finding your support system. We acknowledge the challenges up ahead for HR leaders and look to past experiences during times of crisis. Listen as the team discusses how industries are relying on each other, the birth of “Gen C” and how to implement fluid strategies during constant change.

Listen below and be sure to subscribe, rate and review (iTunes) and follow (Spotify)!!! Listen on iTunesSpotify and Google Play.

SHOW HIGHLIGHTS:

1:30 - Jessica is Back! Kris is now furloughed and Tim and JLee talk about how young they look! Tim says we hate hiring two types of people: Old people and Fat people!

4:00 – Things the bug you about your WFH partners! JLee dishes on what bugs her most about BobbyJ, and Tim shares an amazing drink recipe. Tim found out his house isn’t big enough for WFH for him, since the rest of his family already took all the good spots!

9:00 – What’s it like to be an HR Leader in the world of COVID? JLee believes being an HR leader today can be lonely and isolating when we are dealing with so much heavy stuff. So, Tim and JLee talk through how do we support each other and find coping mechanisms. Everyone thinks HR knows the plan, which adds so much stress to us and our teams. Tim comes clean that he and KD talk every day!

13:10 – It’s okay to be human during a crisis in HR. It’s super hard to prepare for the crap side of HR. Laying folks off, delivering bad news, etc. We all love the great side of HR, but the last decade has made most of us forget about the bad side of HR. Tim gives stories from the trenches when he was considered the Grim Reaper!

17:25 – All Industries rely on each other in times of crisis. The big question is do we become more global or less global from the fallout of all of this. We rely on other countries for so much, but we now know we might need some America-based supply chains to protect ourselves in major crisis.

19:38 GenC is created! We are now calling kids who grow up during Coronavirus times – GenC’s! Tim talks about how his GenZ sons are graduating college in a bad economy and how that has a real impact for those kids who went through primary school during the Great Recession and now come out to the real work world during a pandemic.

23:15 – Fluidity with how you lead. In times of crisis we still need to plan, but you better be fluid with those plans because the only thing we know right now about leadership is as soon as you think you have it down, things will change!

25:15 – Tim gives a shout out to friend of HR Famous Trish McFarland! Introverts you need to contact your extroverted friends and make sure they’re doing okay, and JLee tells Tim he needs to watch Tiger King on Netflix!


Opportunity for Great HR Pros: Making Remote Work Recommendations Post-Covid While Cutting Rent...

It's all going to change! Once people have worked from home for this long of stretch, they're never coming back to the office!

If I could short the stock of every expert who has made these proclamations in the COVID-19 Cubeslockdown era, I would. That being said, the world of work IS likely to change based on what we've learned. But offices aren't going away. They'll change.

In white collar America, the trend has long been leaning towards more remote work. Some companies have taken the full plunge, some have barely dipped their toe in the true "remote workforce" water.

The most likely outcome in a post-COVID world? Companies with large white collar workforces are likely to ask the following questions after we're through this crisis:

What did we learn about our people's ability to work 100% remote?

What adjustments do we want to make to our previous assumptions about using remote workers?

What positive financial implications can this have for our business?

Ding! Ding! Ding! Hey HR leaders and HR pros! Some of the your companies will be late to ask these questions because everyone is in survival mode, even after people return to the office. That's why thinking about the future of work at your company should be something you own. So let's work through what your game plan should be.  Ready? Here we go.

1--Get the number of white collar professional FTEs at any location in your company. For sake of this exercise, I'm going to use "200 FTEs"

2--Get lease info - the amount of rent you pay to a landlord to support those FTEs with office space. For our exercise, I'll use this calculator that says on average, a 25 person company with average space requirements would need an estimated 6,250 square feet (25 people x 250 sf/employee).  Do the math for 200, and you arrive at 50,000 feet of space for a company/location with 200 white collar workers.

3--Calculate your current cost - I'll use an average of $24 bucks per square foot for decent space in Atlanta, which means the annual cost for 50,000 feet is $1,200,000 (note this is an effective per square foot rate after rebates, free rent and T&I).

4--Now you - the HR/Talent Pro - make a recommendation to you leadership team on that we learned a lot about working remote during COVID, and your company should take advantage of more remote work as not only a recruiting advantage, but a financial advantage.  

Run the numbers based on your current state/future state. If your company was almost 100% work in the office, you make the recommendation that we're going to drop the number of days worked in the office by your workforce by 40% (moving from 5 days a week in the office to 3), and the impact is clear. If you already had some remote days, do your own math but make the cuts related to time in the office significant.

5--Calculate the savings and make your recommendation. If your annual cost for rent is $1,200,000, and you propose to drop days in the office by 40% - and you state that over time, that equates into an opportunity not just offer remote work as a recruiting advantage, but as a financial advantage that could deliver $480,000 in savings.

Some of you will say your lease has 5 years to run. That's what subleases are for, Sparky. Some of you will say the owner/founder of your business owns the building. Sounds like a sweet deal for Tommy. You can still sublease, my friend. If you sublease the space you don't need at $12 per square foot, you're looking at $240,000 in annual savings in the example above.

And of course, if your lease and your agreement is up for renewal or will be in the next year, you should do this math quickly and make your recommendation.

THE WORLD OF WORK WILL CHANGE due to the Shelter in Place lockdown we experienced via COVID-19. It just won't go 100% remote.

Grab this opportunity as an HR Leader and make your recommendation for remote work. Regardless of your current position as a company, more remote work is a recruiting advantage - and a financial one as well.