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Photo: Edwin Andrade

How Does Data Accessibility Impact Your Culture?

What do we love about the TalentCulture community? It’s a community of participants who understand the power of information and feedback. With that in mind, instead of talking about great surveys and the data they reveal to better our workforces and workplaces, we’re conducting one. We want to know how human capital management (HCM) and payroll technology are helping you — and what effect they’re having on your employee experience and workforce culture. So we created a short survey, all of 10 minutes or less, to find out. And we want you to take it. 

In the spirit of transparency, a quality we all value, we’re sharing the results with those who leave their email at the end of the survey. We’re pretty sure you’re going to want to know what this survey reveals. The questions were designed to find out how we’re using HCM and payroll digital tools, and to what extent organizations are making it possible for employees to access and manage their own data. Employee self-service tools (ESS) are on the rise, but how are we offering them, and which ones are among the most popular? We’re also looking at just what we’re doing on paper and what we’re doing within HCM and payroll systems — from pay stubs to work schedules, from assessments to benefits and training. 

This isn’t just a “do you use this?” survey. We wanted to find out more than just the what. We wanted to find out the how and the why. Did your workplace culture change when you started offering increased accessibility to data? How has it changed, and hopefully improved, the employee experience? What do you wish you could offer, but can’t? And if you can’t, what’s holding you back? We’re looking forward to your answers — and the more people that answer, the bigger the picture we’ll get. No matter what our expectations are, the data is what matters. Your data.

Thank you ahead of time for participating.

The TalentCulture Team

#TChat Recap: Realities Of HR-Vendor Relationships

A new reality is upon us.

According to new KeyInterval Research, HR departments are looking more like a purchasing departments and becoming quite skilled at managing vendor relationships.

But only a small fraction of those vendor-practitioner relationships produce high levels of excellence and return on investment.

This week’s #TChat guests: William Tincup and John Sumser, long-time HR and recruiting industry luminaries, friends and the founders of KeyInternal Research, shared the realities of the ideal HR-vendor relationship with our community.

Our attention must turn from the vendor landscape to the practitioner reality at the intersection between HR and technology. That reality is all about relationships.

But is HR getting better at managing their vendor relationships?

Connecting and building these essential HR-vendor relationships are facilitated by access to cloud, social, and mobile technologies.

Not everyone agrees that relationship management is getting better. HR must still battle bad practices and resistance to innovation.

Leadership can start relationship-building by prioritizing end-user satisfaction: satisfaction means quality adoption. Invest in the right technology and implement an application that works.

The most successful HR implementations are when they align with business outcomes.

The right HR software aligned with business outcomes, prioritizing end-user satisfaction, and leading with an open and positive mindset, are the essential components for creating lasting and meaningful HR-vendor relationships.

See What The #TChat Community Said About HR Vendor Relationships:

What’s Up Next? #TChat Returns Wednesday, March 25th!

#TChat Radio Kicks Off at 7pm ET / 4pm PT — Our weekly radio show runs 30 minutes. Usually, our social community joins us on Twitter as well. The topic: The Predictive Power HR Can Bring

#TChat Twitter Kicks Off at 7:30pm ET / 4:30pm PT — Our halfway point begins with our highly engaging Twitter discussion. We take a social inside look at our weekly topic. Everyone is welcome to share their social insights #TChat.

Join Our Social Community & Stay Up-to-Date!

The TalentCulture conversation continues daily on Twitter, in our LinkedIn group, and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics through our weekly email newsletter. Signing up is just a click away!

Passive-Recruiting Photo credit: Startup Stock Photo

#TChat Recap: #DiceInnovate Relationships Win In Tech Recruiting

The competition for top tech talent is as fierce as ever, and the talent knows it.

According to Dice’s recent Tech Candidate Sentiment Survey, at least 50% of candidate respondents said they wish recruiters would do more research before calling, but this is significantly down from 2013.

Recruiters need to aim with accuracy to successfully source candidates with in-demand STEM skills. Social, mobile, analytics, and cloud are essential tools for authentic relationship-building and tech talent engagement.

This week’s #TChat guests Ashley Fox, Program Associate at Partnership for Public Service; and Pete Radloff, Lead Technical Recruiter with comScore, shared how the right online research tools and continuous relationship-building help talent acquisition teams win in tech recruiting.

Recruiters and hiring managers are challenged by bad practices, new technology adaptation, and a “we’ve always done it this way” mindset. We fear change.

Companies who continue to post-and-pray will pay with their pockets. Leaders who prioritize relationships will win. The “Best Employer” companies are led by CEOs who embrace people practices as a profit-generating strategy.

Relationships are “time-consuming” but the ROI will amaze you. It’s all about what Ted Rubin calls “Return on Relationship”: the value a company or brand gains by nurturing relationships.

You have to be human in this culture to create and maintain a healthy talent pipeline. Engage with your talent from all angles.

Ashley and Pete reminded our community about the 3 R’s of recruiting: relationships, research, and retry.

Let’s win in tech recruiting by embracing the 3 R’s with a constant effort, on all fronts, with a human face.

See What The #TChat Community Said About Research & Relationship-Building In Tech Recruiting:

 

What’s Up Next? #TChat Returns Wednesday, March 25th!

#TChat Radio Kicks Off at 7pm ET / 4pm PT — Our weekly radio show runs 30 minutes. Usually, our social community joins us on Twitter as well. The topic: The Realities Of The Ideal HR-Vendor Relationship

#TChat Twitter Kicks Off at 7:30pm ET / 4:30pm PT — Our halfway point begins with our highly engaging Twitter discussion. We take a social inside look at our weekly topic. Everyone is welcome to share their social insights #TChat.

Join Our Social Community & Stay Up-to-Date!

The TalentCulture conversation continues daily on Twitter, in our LinkedIn group, and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics through our weekly email newsletter. Signing up is just a click away!

Passive-Recruiting Photo credit: Startup Stock Photo

#TChat Preview: The Hot HR Technology Trends Of 2014

The TalentCulture #TChat Show is back live on Wednesday, July 23, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET.

Last week we talked about values based leadership and this week we’re going to talk about the state of HR Technology with a co-chair of Human Resource Executive’s HR Technology® Conference and a technology editor for LRP Publications. He also writes an HR blog and hosts the HR Happy Hour Show, a radio program and podcast.

Yeah, that guy — Mr. Steve Boese.

Employee engagement and recognition, company culture, cloud computing, HR data management, talent analytics and integrated HR and talent acquisition and management systems continue to be hot trends in the HR tech space, not to mention social collaboration and video (from recruitment to onboarding to core talent management).

And a better user experience to boot is what it’s all about today. There’s a renaissance of new edge applications improving recruiting, learning and talent engagement, and HR buyers are more sophisticated that ever before.

And we have a bonus round. Our #TChat community members can get $600 off of the HR Tech Conference full rate (expires August 4). Pssst…the secret code is TW14 (case sensitive).

This year’s HR Technology Conference & Exposition is coming up fast (October 7-10), so join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about the state of HR technology with this week’s guest: Steve Boese, a co-chair of Human Resource Executive’s HR Technology® Conference and a technology editor for LRP Publications.

Sneak Peek: The Hot HR Technology Trends of 2014

We spoke briefly with Scott Boese in our video preview to learn more about this week’s #TChat topic. Check out our YouTube Channel for the full video!

Related Reading:

Steve Boese: Which Tech Advice Is Good Advice? #SHRM14

John Sumser: Find The Thread In HR Technology

Meghan M. Biro: The Hot HR Technology Trends Of 2014

Stephanie Reyes: HR Technology – From Thought To Action

Trish McFarlane: HR Technology: Little Training, Big Regrets (KnowledgeGraphic)

Todd Raphael: More Alphas, More Betas, More Vegans In The Recruiting Technology Startup World

Sneak Peek: The Hot HR Technology Trends Of 2014

We hope you’ll join the #TChat conversation this week and share your questions, opinions and ideas with our guests and the TalentCulture Community.

#TChat Events: The Hot HR Technology Trends Of 2014

TChatRadio_logo_020813#TChat Radio — Wed, July 23 — 7 pmET / 4 pm PT Tune-in to the #TChat Radio show Our hosts, Meghan M. Biro and Kevin W. Grossman talk with our guest Steve Boese.

Tune-in LIVE online this Wednesday!

#TChat Twitter Chat — Wed, July 23 — 7 pmET / 4 pm PT Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:

Q1: What’s new or interesting in HR technology today? #TChat (Tweet this Question)

Q2: What are the reasons why recruiting and learning technologies are in high demand? #TChat (Tweet this Question)

Q3: What are key HR buyer questions about technology and implementation? #TChat (Tweet this Question)

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and in our new TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions. See you there!!

TalentCulture World of Work was created for HR professionals, leadership executives, and the global workforce. Our community delves into subjects like HR technologyleadershipemployee engagement, and corporate culture everyday.

To get more World of Work goodness, please sign up for our newsletter, listen to our #TChat Radio Channel or sign up for our RSS feed.

Do you have great content you want to share with us? Become a TalentCulture contributor!

photo credit: Matthew Clark Photography & Design via photopin cc

The Business of Talent: Magic? #TChat Recap

A Really Big Show…

Sleight of hand. Misdirection. Levitation. The Grand Illusion. Sounds like a great Vegas act. But is this any way to describe “people” practices in today’s world of work?

Truthfully, we’ve all seen it and felt it. Many of us have developed mastery at it. Even when it’s unintended, a bit of smoke-and-mirrors comes in handy when working the crowd on the “talent” side of the house.

No worries. Your secret is safe here. #TChat isn’t a confessional, but those of us who’ve been responsible for aspects of talent acquisition, development or performance management have learned what works well enough to comply with business rules and get the job done. But how well is that working for the organization?

We’re Not in Kansas Anymore

It’s not that we’re not trying to be more accountable and transparent. Besides, new social tools and technologies are shining light up our sleeves, for better or worse.

However, we are naturally stalwart creatures of comfort and habit — we don’t adapt easily. Incrementally perhaps, but not easily. It’s tempting to fall back on the same old tricks of the trade, even as external catalysts are forcing us to change for the better. Progress isn’t necessarily linear movement.

For example, consider the conversation we had this week with #TChat Radio guest, Josh Bersin. Josh is the Founder and Principal of Bersin by Deloitte, leading provider of research-based membership programs in human resources (HR), talent and learning.

Among other things, Josh shed light on factors that are driving the global disparity between skills demand and supply. One point in particular — new talent selection, mobility and succession planning have long been determined primarily by gut instinct.

A Capable Workforce = Sustainable Magic

But saying that talent strategies should focus on hard skills is no longer magical enough. The softer skills — communication, empathy, team-building — are just as integral to selection and development, if not more so.

Josh looks at challenges in human capital management through this more strategic lens. It’s what he calls capabilities development, where both hard and soft skills are addressed in a holistic way. As organizations reinforce and expand these combined capabilities in real-time, and provide flexible context that responds to workforce competencies, we can expect business performance to improve.

The foundation is solid – we’re now able to glean useful talent insights from powerful tools that help us process and analyze the disparate “people” data we’ve held in cold storage for decades. And other technologies are enabling continuous learning and development, across business functions, and throughout the entire employee life cycle. High art, indeed.

Showtime!

Of course, magic shows still have their place — marketing spin helps to attract, retain and entertain. Meanwhile, we can feel confident relying more on science than art to inform our instincts as we move forward with workforce decisions. Talent-minded professionals are limited only by our willingness to adapt. We can lead by example.

#TChat Week-in-Review

If you missed any of this week’s events – or to revisit insights anytime – just follow the links below…

SUN 3/17  TalentCulture CEO, Meghan M. Biro, kicked off the week by looking at how strong leaders are strong learners in her Forbes.com post: “The New Rules of Leadership.”

TChatRadio_logo_020813

Listen to the recorded show with Josh Bersin…

MON 3/18  #TChat Weekly Preview laid out key questions for the week: “Learning, Leadership and Talent”

TUE 3/19  #TChat Radio Show: Josh Bersin discussed how market factors and technology innovation are leading organizations to dramatically shift fundamental “people” practices – including talent acquisition, development and performance management. The 30-minute show is packed with insights for HR and learning professionals, as well as business managers.

WED 3/29  #TChat Twitter: The TalentCulture community showed up in full force at our weekly Twitter forum to report from the trenches about their experiences and ideas. Check out these highlights from the conversation…

#TChat Twitter Highlights Slideshow: Learning, Leadership and Talent

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Closing Notes & What’s Ahead

THANKS: Again, thanks to Josh Bersin for joining us this week, to help us understand how organizations can better leverage talent in today’s world of work. Your expertise and insights are invaluable to our community.

NOTE TO BLOGGERS: Did this week’s events inspire you to write about leadership, learning and talent? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week – fasten your seatbelts as we take the community for a spin into the brave new world of social learning, with our very own community leaders, Justin Mass (learning technology evangelist at Adobe) and Michael Clark (leadership development expert at ReCenter).

Until then, we’ll continue to tackle World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.

We’ll see you on the stream!

Image Credit: Stock.xchng

A Talent Community for Angels

Post written by Thom Haslam

One of the most beloved movies of all time, It’s A Wonderful Life is a favorite of every cable station during the holidays.  This heart warming story of a Guardian Angel earning its wings is also one of the greatest movies about careers in the history of Hollywood.  The story revolves around George Bailey, who has dreams of doing big things in his career, with hopes of “lassoing the moon.”  He reaches his goal eventually, but not in the way he dreamt it would happen. No, George never leaves his home town of Bedford Falls, but over the years he builds a company Talent Community that helps him overcome career hurdle of becoming, as his brother says at the climax of the film, “The richest man in town!”

Social Recruiting

Unfortunately, we’ve been drinking too much Egg Nog during all those reruns and the message has been missed.  Instead, companies have joined the stampede to Social Recruiting by establishing a “talent community” on Facebook or LinkedIn and attracting as many followers as possible.  As George demonstrates, it’s the quality of interactions he has over the course of his career that earns him all his riches.  The giant Fan Page Communities are great places for people who have applied for a job to get their voices heard, but are not great for meaningful exchanges that will cultivate a talented person who is not looking for a job.

In its current form Social Recruiting is labor intensive.  A company that builds a Fan Page with a promise of interaction for all comers, finds it impossible to stop the constant flow of chatter that is needed.  The millions spent for this purpose is breathtaking, but the Return On Investment has been called into question – rightfully so.  These activities probably shouldn’t be considered Talent Communities as they’re more appropriate for marketing products.  To be successful, a Talent Community needs a more structured engagement program that cultivates people of interest and provides an Employment Message with justified expectations.

Talent Community Difference

The promise of Talent Communities to provide a more efficient employment process can be huge, with recruiting time spent, talent quality, hiring costs and “time to hire” metrics drastically altered from what we have all come to expect over the last 40 years.  By maintaining a specific Community goal, a company has a real opportunity to attract workers like George Bailey who aren’t looking for a new job, but are focused on taking on greater challenges instead.  The elusive “other 80%” of the workforce, that have been difficult to attract with employment advertising and referrals, can be cultivated with a Talent Community.  This can be a major break through that if fully embraced can change the employment landscape forever.

Talent Neighborhoods

The broader Talent Community’s main focus is to increase the exposure of the Employment Value Proposition or Branding on an industry wide pool of talent, while smaller Talent Neighborhoods provide for development of targeted hiring Short Lists.  A company can get the most out of their Neighborhoods by segmenting them into numerous functional areas of need.  In this way, a recruiting organization can tailor their message to a more targeted group, and the size of the company wide Community can be pared down to a more manageable level for interaction and engagement with the various division or team based hiring authorities.

Obviously, it makes sense to create Talent Neighborhoods for roles within a company that experience a high degree of turnover or that come open several times during the year so a “renewable recruiting” program for these jobs is created, saving time and money.

Heavenly Hiring

Taking lessons from a fictional character like George Bailey may not always be a good recipe for success, but the desire for career consumers to want an upwardly mobile work life at a job they love should not be left to fiction.  For the past 40 years we have screened out nine out of ten workers for every req we filled, mostly with little to no explanation except, “you weren’t good enough,” and workers haven’t appreciated it.  With Talent Communities we have the opportunity to eliminate  decades of neglect and change the way our country’s work force view their career so that bells are heard jingling throughout the economy and talent shortages of angels in heaven are a thing of the past…

 

HR Demo Show Vegas – Humanizing Employer Brands Makes Me Happy

There are technologies that transform an economy (railroads), and technologies that lead to an industry (and an economy) treading water (railroads.) HR technology is a transformative set of technologies, one I can’t wait to dig in to. The place to see what’s coming up for us HR and Recruiting practitioners is the HR Demo Show, to be held May 24-25 at The Venetian in Las Vegas.

Did I say Las Vegas? Yup. I will be making an appearance on a blog squad that includes friends like Maren Hogan Craig Fisher and Geoff Web. I also look forward to meeting Jessica Miller-Merrell IRL for the first time. Fun times.

In this case I’m talking about new technologies for the workplace and talent management, not trains. Technologies have transformed many businesses and industries and displaced others. But its value as a creator of strategic value has been under attack for some time.

Flashback way back yonder to the year 2003 Nicholas Carr published ‘IT Doesn’t Matter’ in the Harvard Business Review, followed by a book, Does IT Matter? in 2004. His argument (to paraphrase the article, and some of Carr’s rebuttal of various criticisms): because IT is structural, built in to a company’s operations, it is no longer a strategic differentiator or source of advantage to businesses. Sure, it helps with competitiveness – you need to be on par with those in your industry in your use of IT to survive – but it’s no longer a source of tremendous advantage. IT has become a commodity.

Back to the present. Not so fast. Technology is very much transforming industries. In Recruiting and HR specifically, technology is a transformative power because today’s social tools have the power to enable emotional connections between employers, employees and job seekers (future employees). This is a hugely important tool for connecting with and hiring the right talent. And it’s no sceret I love any valuable tool that helps employer’s humanize their workplace brand when recruiting new people to teams. Job seekers “buy into” a workplace culture when they accept a job offer – it’s an emotional connection made with people first and foremost.

Things are changing fast in the world of software tools designed to support Recruitment and HR functions within a workplace. As Kevin W Grossman says, the next five to 10 years should be an interesting time for talent management technologies in our space. Cue the flash and sizzle: be at the HR Demo Show to hear what’s changing.

So much is exciting. I am going to look at things that promise much improvement for talent management in the workplace:

  • Humanizing talent acquisition—by facilitating human interaction and establishing emotional connections between employers and job candidates. Taleo looks like an interesting option here.
  • Helping to build an employment brand—by creating talent communities via social, mobile, cloud and collaboration technologies and activities.
  • Going beyond standard applicant tracking system features—by reaching into the CRM realm to keep the pipeline filled with truly qualified candidates, to grab and nurture candidates’ interest, and to empower global recruitment and multi-lingual outreach. Kenexa has an interesting set of offerings, as does Epicor.
  • Getting social networking to work effectively by driving applicants back to companies’ career portals; giving companies a clearer picture of their social media efforts/effectiveness, and helping them track and manage referrals more efficiently.

I’ll be attending talks on RPO, HRO and MSP practices and IT solutions, and reporting back to you. There’s a ‘demo’ in the show name, so I’ll be going to demos of various interesting and geeky offerings – right up my alley. I’ll be separating the very cool from the not-so-cool and on where we can use new technologies for strategic, competitive advantage.

It’s Vegas, so there will definitely be a stroll and a dance (or five) down the Strip (no cards, please) or a stop at the Red Square. There will be opportunity to connect with my fellow HR and Recruitment practitioners and purveyors of HR systems. And there will be lots of opportunity to find out about talent management, and how systems will help our industry make this a priority to stay innovative.

Join me in Vegas. Or check in here and hear what I’m hearing. HR/Recruiting technologies are on the cusp, and I don’t want to miss the opportunity, the transformation, the prospect of creating competitive advantage.

IMAGE VIA Flickr