talent strategy Archives - Page 4 of 8

Hiring? Promoting? How to Pick an A Player

February 28, 2014/3 Comments/Archives /by TalentCulture Team + Guests

(Editor’s Note: Last week at #TChat Events, the TalentCulture community explored best practices in candidate screening with Chris Mursau, Vice President at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care. Afterward, some of our participants expressed interest in learning more about how the Topgrading method works. In response, Chris shared this post.)

Do you have difficulty determining if a job candidate (or existing employee) is an A, B, or C Player? If so, you’re not alone — only companies with highly sophisticated HR methods have perfected that process. However, this article helps by providing an explanation of how Topgrading experts evaluate current and prospective employees. These distinctions offer a measurable way to assess talent and build a winning team.

In many companies, “A Player” refers to someone highly promotable. Topgrading definitions of A, B, and C are different. “A, B, and C” grades refer to current ability, not promotability. However, Topgrading takes a deeper look within the A Player category to assess promotability. Here’s how:

A Player: The top 10% of talent available for a position. In other words, an A Player is among the best in class. “Available” means willing to accept a job offer:

• At the given compensation level
• With bonus and/or stock that corresponding to the position
• In that specific company, with a particular organization culture (e.g. Family friendly? Highly political? Fast paced? Topgraded and growing?)
• In that particular industry
• In that location
• With specific accountability levels and resources, and
• Reports to a specific person (e.g. Positive A Player or negative C Player?)

In other words, if you’re a terrific leader, many more candidates will be “available” to you than a lousy leader.

A Player Potential: Someone who is predicted to achieve A Player status, usually within 6-12 months.

B Player: The next 25% of available talent below the A Player top 10%, given the same A Player criteria listed above. These employees are “okay” or “adequate,” but they’re marginal performers who lack the potential to be high performers and are not as good as others available for the same pay. B Players are unable, despite training and coaching, to rise to A Player status. If they can qualify for a job as an A Player, they should be considered for it.

C Player: The next 35%, below the A Player 10% and B Player 25%, of talent available for a job. C Players are chronic underperformers.

The only acceptable categories are A Player and A Potential. We further categorize A Players by promotability:

A1: Someone who is promotable two levels
A2: Someone who is promotable one level
A3: Someone who is a high performer, but not promotable

Example: The not-promotable store stocker, sales rep, or first-level supervisor who is an A3, is a high performer, an A Player — but just not promotable. These employees are high performers because they achieve their A-Player accountabilities, plus they’re terrific with customers, they’re totally reliable, they achieve excellent results, they’re highly motivated, super honest, and very resourceful at finding ways to be more effective in driving the company mission.

It’s important to value all of your A Players, including the many who are the heart and soul of your company — including the A3s who are terrific, but are just not promotable.

How Do A, B and C Players Differ On Key Competencies?
The following chart is a bit simplistic, because not all A Players are this great on all competencies, and not all C Players are this bad on all competencies. Also note: for management jobs, Topgraders look at 50 competencies — this chart features only 8. However, it provides some insight into the methodology:

The Best Way to Identify As, Bs and Cs:
If you know the story of Topgrading, you know that this methodology has long been considered one the “secret weapons” Jack Welch used to improve General Electric’s success at picking A Players. In fact, the company’s success rate improved from 25% to well over 90%, using Topgrading to assess candidates for both hire and for promotion.

The methods are similar. Two trained interviewers conduct a tandem Topgrading Interview — and if there are internal candidates for promotion, rather than talking with outside references, the interviewers talk with bosses, peers and subordinates in the company.

It’s important to look for patterns of success. Bottom line, the “magic” of Topgrading comes from understanding how successful a person was in job 1, job 2, job 3, and so on, with the greatest weight given to the most recent jobs.

Summary: Extensive research shows that 75% of people hired or promoted turn out NOT to be A Players or A Potentials. Yet, Topgrading methods regularly achieve 80%+ success. For more real-world understanding of how this approach is applied, see case studies that demonstrate how companies improved from 26% to 85% on average, in hiring and promoting A Players.

Have you used Topgrading or other methods of assessing employee potential? What did you discover in your experience? Share your thoughts and questions in the comments area.

(About the Author: Chris Mursau is Vice President of Topgrading, Inc. He has been practicing, teaching and consulting with companies and individual managers on how to pack their teams with A Players since 2001. He has conducted over 2,500 in-depth assessments for internal and external candidates, helped hundreds of people achiever their A potential, and trained thousands of people in all things Topgrading.)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Stock.xchng

New Rules of Employee Engagement #TChat Recap

February 27, 2014/Archives /by Kevin W. Grossman

(Editor’s Note: Looking for details from the week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“Our employees are our greatest asset.”
Year after year, it seems like employers focus on the same catchphrase.

Meanwhile, workforce engagement statistics continue to crawl along the ocean floor like bottom feeders scouring for scraps. It’s like being caught in a time-travel wormhole that loops back on itself, with only our clothing styles and digital technologies changing along the way.

Even professionals with specialized “knowledge skills” are caught in this spin cycle. And for too many in today’s workforce, it’s not just monotonous, but overwhelming.

Breaking the Perpetual Talent Spin Cycle

Of course, at the end of the day, “overwhelmed” workers are at the mercy of employers. But when all else fails, a disengaged employee’s only true leverage is the power to leave.

Until recently, the economic crisis made that option unthinkable for many. But today, a much different picture is emerging. The ability to exercise career choice is fundamentally changing the workplace, one painful decision at a time. You’ve heard it before – no pain, no gain.

Take Wall Street for example. The financial industry has had a long climb back from the darkest days of recession. But, as a recent NPR Planet Money podcast reports, many new banking recruits are struggling to stay immersed in an industry that puts money above all else. They want to do more than just make money — they want to make the world a better place.

Does Wall Street need to redeem itself, though? Does it need to realign with the needs of the best and brightest it wants to employ? Maybe. Or maybe those recruits should consider other employers — or make their own entrepreneurial magic.

According to new global talent strategy research, companies are focusing on retention, engagement and “attraction of talent” more than they have in nearly a decade. In fact, more than 60% of organizations say that dealing with “the overwhelmed employee” is a top priority.

Employees Rewrite Rules of Engagement

Yes, the overwhelmed employee is redefining the workplace — one painful change at a time. But smart companies are finding ways to be responsive. Here are two examples we discussed at #TChat this week with our guest, Josh Bersin, Founder and Principal of Bersin by Deloitte:

1) Continuous Development: Most knowledge workers are taking it upon themselves to “skill up” — to keep themselves marketable, relevant and valuable. Often this happens outside of the enterprise via MOOCs (Massive Open Online Courses) and online learning sites. Video, in particular, is gaining ground as medium for “anytime” access to self-paced learning. Employers should look for ways to mirror these learning experiences internally.

2) Flexible Work Options: As it becomes increasingly difficult to recruit, hire and retain top performers for highly skilled positions, flexibility has become a negotiating chip. Remote work, nontraditional daily and weekly schedules, contract and part-time relationships, unlimited personal time — you name it. Again, wise companies recognize the value of offering these choices to attract and retain the very best.

Yep, no pain, no gain. Clearly, there’s a long road ahead. But progressive employers are starting to step up to the challenge that overwhelmed employees are presenting. And that’s a step in the right direction.

Want to know what the TalentCulture community says about this topic? Check the #TChat Storify highlights and resource links below. Thanks to everyone who contributed ideas — let’s keep the conversation going on Twitter and Google+!

#TChat Week-In-Review: The Year of The Employee

Watch the #TChat sneak peek hangout now

SUN 2/23:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief G+ hangout, where he talked with Josh Bersin about how today’s talent pool is gaining bargaining power from employers. Read: “Work: Employees Rewrite The Script”

MON 2/24:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, looked at trends affecting today’s talent strategies in: “5 Trends Driving HR Technology in 2014.”

TUE 2/25:
Related Post: “Growth From Within: 7 Ways to Compete on Employee Talent” — by Shawn Murphy

WED 2/26:

Listen to the #TChat Radio show replay

#TChat Radio: Our hosts Meghan M. Biro and Kevin W. Grossman talked with Josh Bersin about the key talent and HR technology trends that are shaping 2014 and beyond. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Josh moved over to the #TChat Twitter stream, where the entire TalentCulture community discussed 5 key questions about emerging workplace talent trends.

See highlights from the Twitter stream the Storify slideshow below:

#TChat Insights: The Year of The Employee

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Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Josh Bersin for sharing new global talent research with our community. Your insights brought tremendous depth and dimension to the discussion.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. 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 at #TChat Events, we’ll take a very special look at forces that are disrupting HR from the inside out, with our guest Steve Browne, Executive Director of HR at LaRosa’s Inc. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 5!

Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.

We’ll see you on the stream!

(Editor’s Note: CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)

Image Credit: Mike Rohde via Flickr

Growth From Within: 7 Ways to Compete on Employee Talent

February 26, 2014/Archives /by Kathleen Kruse

Does your business compete primarily on product and price?

That kind of old-school strategy may win you customers in the near term. However, competing on price or product is really just a race to the bottom.

Along the way, you’ll miss the broader opportunity — the chance to win a sustainable position of market strength.

Rethinking Business Strategy

Competing on price and product is finite. Eventually, either or both will stop yielding the desired business results. Then what can an organization do to kick-start momentum? There are several choices: 1) Retire the product, and replace it with a new one, or 2) Develop a new pricing strategy.

Either option can breathe new life into sales, right? Sure, but only for a limited time. Price and product can be duplicated or replicated. But there’s a source of competitive advantage that is nearly impossible to duplicate or replicate — and that is your workforce.

The Human Element

Does your organization compete by tapping into your people’s infinite, unique potential — their talents, skills, knowledge, experience, energy and creativity?

Access to any of these is boundless. These inherent strengths can be directed toward developing the next great product your customers need, or that pricing strategy that paves the way to increased market share. For example, think of Southwest and its refusal to charge customers for flying with luggage. Southwest was expected to earn over $200 million from baggage fees. Instead, the airline earned over $1 billion by choosing not to charge.

In the 21st century, people are celebrated as the cause for success that catapults organizations to the top. So, what does an organization do to shift its focus to compete on employee talent? Here are seven people-centric ways that signal organizational commitment that puts people first.

1) Identify how employees set your company apart

Spend time understanding how your employees’ skills, experiences, strengths can help advance your strategy. Focus on how they differentiate you from competitors. You should be able to answer this question with confidence: “How does our work environment let our employees’ talents thrive and grow?”

2) Invest in true workforce development

Don’t just send employees to compliance training. Involve them in training that elevates their skills and knowledge. At its best, workforce development makes it possible for employees to learn on-the-job skills that are crucial for their growth, and helps them contribute more effectively to your organization’s goals.

3) Adopt a customer-centric strategy

Look to build and deepen relationship with customers by transforming products, services and the customer experience. Align your employees to create solutions in each of these three areas. This work is meaningful: it helps employees see how their work ties to the bigger picture. Plus employees want to “be in” on important work.

4) Align your reward mechanisms

Are your reward programs considered irrelevant or worse? Employees should be recognized in ways that are meaningful to them. Rewards must be appropriate and timely. It’s important to motivate people with a mix of regular quick-wins and long-term incentives.

5) Modernize how and where work gets done

Mobile technology and remote work policies can transform how and where your employees get work done. They want the responsibility and flexibility to choose. It’s time to begin trusting your employees to be accountable for when, where and how they contribute. Mobile is not going away.

6) Reevaluate workload

Is there a healthy tension between employee workload and time to get it done? If expectations don’t support optimal performance, then your environment is likely creating distress. Excessive stress leads to anxiety, as people begin to feel undervalued and question their well-being. That’s the start of a long downward slide to disengagement and attrition.

7) Invest in learning employees strengths

Strengths-based leadership is about understanding the kind of work that energizes employees and leads them to perform at their peak. Just as your business must adjust to external factors, it is essential to reshuffle employee responsibilities on an ongoing basis. The more time employees spend in the zone of peak performance, the more likely you’ll see creative contributions from their efforts — and the more meaning you’ll bring to your organization’s value proposition.

Today’s topsy-turvy marketplace sometimes scares executives into behaving like cash-hoarders. But organizations that compete on employee talent position themselves to outwit, outplay, and outlast their competition.

What ideas would you add to this list? Please add your comments.

(Editor’s Note: This post is republished from SwitchandShift, with permission)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Pixabay

Work: Employees Rewrite The Script #TChat Preview

February 22, 2014/Archives /by Kathleen Kruse

(Editor’s Note: Are you seeking highlights and resource links from this week’s #TChat Events? See the #TChat Recap: “New Rules of Employee Engagement.”)

Have you heard the news?

Unless you’ve been living in a cave far removed from the HR grid, you know that employee engagement is alarmingly low — only 30% in the U.S. and 13% globally, according to 2013 reports.

Many workplace experts have examined these engagement trends, considered the causes and suggested solutions. But there’s more to the story than that.

The definition of work is being turned on its head. People are bringing a whole new set of expectations to their jobs today.

This shift is real. It’s a force that even the most successful employers can no longer afford to ignore. And according to Josh Bersin, Founder and Principal of Bersin by Deloitte, this reality is supported by hard data from companies around the globe. As he said when he declared 2014 The Year of the Employee:

“The war for talent is over, and the talent won.”

So, what is really driving today’s workplace transformation? And what are its implications for talent strategies in high-performance organizations? That’s the topic the TalentCulture community is tackling this week at #TChat Events, as Josh Bersin shares new insights from rigorous research his team just completed.

Sneak Peek — The Year of the Employee

To frame this week’s discussion, I briefly spoke with Josh in a G+ hangout, where we talked about the fundamentals that are driving workplace change:

This topic is vital for talent-minded professionals everywhere, so we hope you’ll join the #TChat conversation this week and share your questions, opinions and ideas!

#TChat Events: Are Employees Finally In The Driver’s Seat?

Tune-in to the #TChat Radio show

#TChat Radio — Wed, Feb 26 — 6:30pmET / 3:30pmPT Tune-in to the #TChat Radio show Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Josh Bersin about the key talent and HR technology trends that are shaping 2014 and beyond. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Feb 26 — 7pmET / 4pmPT 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: How are high-performing companies improving the way they recruit and hire?
Q2: How do talent analytics help employers understand workforce performance?
Q3: What are the key engagement initiatives for employers today?
Q4: As competition heats up for top talent, how are employees leveraging their influence?
Q5: What issues do employees face today that are shaping the future of work?

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.

We’ll see you on the stream!

Behavior In Business: 8 Human Insights Leaders Should Know

February 21, 2014/Archives /by TalentCulture Team + Guests

It’s impossible to be in the business world each day and not feel psychology at work. Each of us brings our human nature to a job — regardless of our title, expertise or organizational setting.

Leaders who value the psychological aspects of work life are much more likely to gain trust and inspire top performance from their teams.

These concepts may seem simple, but they can complicate workplace dynamics, and their impact is often measurable. That’s why they deserve attention from anyone who works with and through others to achieve business goals.

Are you thinking today’s leaders already “get it”? If so, this may surprise you…

Leadership Has Evolved? Not So Fast

Recently, the Wall Street Journal published an article, “Now You Know Why Your Boss Is Such An Ape.” It reminds us of how strong and predictable the force of nature can be — especially in a business context. It can be easy to forget that we’re animals — yet we share 99.9% of our genes with apes. In fact, if we compare their behavioral patterns with ours, the similarities are striking.

For example, in both cases, leaders often act cold, or even show disrespect to subordinates in an effort to claim dominance as the “alpha male.” On the other hand, those same leaders are likely to display an incredible amount of respect when interacting with their superiors.

8 Key Behavioral Concepts For Leaders

Psychology offers many more striking insights. Here are 8 that should serve every leader well. It’s not important to remember the terms — but if you remember the concepts, you’ll have a clear advantage in the world of work:

1) Observational Learning

Human learning begins with observation. This is vital for leaders to remember, because employees tend do what you do, not what you say. Those who look up to you will want to model themselves after you. And if your words and actions don’t align, the consequences can harm your organizational culture.

This kind of behavior starts early in humans, as was illustrated in the famous Bobo doll experiment — where children were asked to spend time in a room with an adult. After witnessing the adult display aggressively and verbally abusive behavior toward the doll, children acted in a similar way.

2) Social Contagion

This is the theory of how ideas and emotions spread and go viral. It’s important to recognize this tendancy, especially within a company culture. If a few employees become disengaged, the negativity can spread across the entire company quicker than you might expect.

This concept was illustrated in a University of Michigan study that monitored the spread of eating disorders throughout college campuses. It’s important to look for early signals and work proactively to reverse the impact.

3) Groupthink

Groupthink can be particularly dangerous, so it’s important to remain alert. It’s tricky, because team building activities are beneficial, but too much cohesion can be detrimental.

Groupthink tends to surface when teams take on a mind of their own — usually because members want to avoid conflict within the group. This leads to poor decision making, because groups don’t fully evaluate circumstances, and members are influenced by the rest of the group to comply.

Sometimes groupthink can be an unintended consequence of brainstorming. Rather than creating an atmosphere where multiple participants are inspired to generate a broader spectrum of creative ideas, the brainstorming process itself dampens the creativity of each member.

4) Minimal Group Paradigm

We’ve all seen “cliques” develop in schools and other social environments — that’s essentially minimal group paradigm in action. It’s about arbitrary distinctions between groups (for example, differences in the color of clothing) that lead people to favor one group over another.

Of course, harmful cliques can develop among adults in corporate cultures. However, leaders can avoid this by encouraging team building that reaches across arbitrary boundaries, and supports everyone as part of the same larger group.

5) Social Loafing

Initially I assumed this was about people who lie on the couch while browsing on Facebook — but it’s really much more interesting than that. Over 100 years ago, a study found that people put in 50% less effort when playing tug of war in a team of 8 compared to playing it alone. In other words, we tend to slack off when our efforts can’t be distinguished from the efforts of our teammates.

As important as team building is, autonomy and individuality is an important way to keep people motivated. This sounds counter-intuitive to need for humans to feel they belong to groups. However, there’s a delicate balance between motivating humans as individuals and as team members.

6) Stanford Prison Experiment

This is one my favorite lessons from the realm of psychology. In a Stanford University experiment, participants were assigned roles as prisoners and prison guards in a pseudo prison environment. Guard adapted to their new roles much quicker than expected, and guards became very authoritative and abusive toward prisoners.

This is obviously important for leaders to understand, because job roles clearly have an effect on our perception of ourselves and others. Be careful how you assign titles and responsibilities, and how you manage those expectations within your ranks, over time.

7) Prisoner’s Dilemma

This is another famous psychological experiment that underscores the importance of accountability within teams.

The prisoner’s dilemma is a game where the “rewards” are prison terms. There are 2 prisoners, A and B. If both prisoners betray each other, they each serve a 2 year jail sentence. If prisoner A betrays prisoner B, prisoner A goes free and prisoner B gets 3 years (and vice versa). If they both remain silent, they each serve only 1 year. Of course, it’s in both players’ best interest to stay silent. However, typically, the fear of betrayal leads both to betray each other.

This reminds us that trust and communication is essential for individual and team success — and that the definition of “success” is influenced by self interest.

8) Halo Effect

The halo effect is a popular concept among brand marketers, but it also can apply to perceptions of an employee. In marketing, humans develop positive perceptions of a product when respected sources describe it in positive terms, or when the brand develops strong associations with other attractive brands.

In the workplace, the halo effect involve bias that is either positive or negative. For example, when a leader likes an employee, they may attribute other positive traits to them (e.g. they’re smarter or more committed than others) even if it’s not accurate. This can obviously become a problem, if it affects the leader’s decisions. The best way to avoid this trap is to focus on objective measures of performance.

Obviously, this is just a taste of the behavioral research that can inform workplace leadership. But anyone can learn more — there are tons of great learning resources available online.

How do you see psychology at work in your organization? What has worked for you and what hasn’t? Share your thoughts in the comments area.

About the Author: Jacob Shriar is the Growth Manager at Officevibe, an employee engagement platform. He’s passionate about company culture, and he blogs regularly on productivity, employee engagement, and career tips. When he’s not reinventing the world over a glass of scotch, he likes to find new skills to learn. You can also follow him on Twitter.

Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more.

Applicant Assessments: Testing The Waters

February 17, 2014/Archives /by Nancy Rubin

(Editor’s Note: We invite you to discuss candidate screening techniques in more detail with the entire TalentCulture community, this week at #TChat Events on Wednesday, February 19th. For details, see the #TChat Preview post: Hiring Great Talent: How Do You Decide?)

Can you tell from a resume if an applicant has the skills needed to succeed in a job? How do you know if someone is really the right fit for your company?

If you’re unsure, perhaps pre-employment tests should be part of your evaluation process. Knowledge is power — and assessments can be a powerful addition to any hiring toolkit.

Evaluating Job Candidates: A Smart Strategy

Increasingly, organizations are relying on screening tests to improve their hiring and workforce development decisions. In fact, in a recent survey by Aberdeen Group, 49% of companies said they have an assessment strategy in place — up from only 40% in 2011.

Infographic - How to select assessments for employee screening

See Details: How To Choose Job Candidate Testing Tools

Melissa Hulsey, president and CEO of Ashton Staffing, explains that, with the correct type of test, employers can evaluate candidates effectively across multiple dimensions, including job skills, professional knowledge and cultural fit. It’s even possible to make behavioral predictions and gain insight into core values.

“Properly constructed assessments look below the surface information presented by applicants to systematically predict which one will be the best hire for a position,” explains Dr. Charles Hanler, president of Rocket-Hire, a consultancy that helps improve organizational hiring practices. He compares the resume review and interview process to the tip of an iceberg. The bulk of an iceberg is what remains below the surface — what you can’t see and touch.

Choosing Applicant Assessments

It’s essential to choose the right type of assessment for your goals. Tests can produce a mind-numbing array of candidate metrics — personality, cognitive abilities, professional knowledge, work skills, physical and motor abilities, emotional intelligence, language proficiency, drug use and even values like integrity. Yet, when evaluations are properly applied, employers can more quickly and confidently identify candidates who are best qualified for open positions and most likely to succeed in the organization.

As the Society for Industrial & Organizational Psychology explains, there are pros and cons to each of the many types of employment assessments. But before deciding how you’ll test candidates, it’s important to determine what kind of information matters most to you. Tests vary according to their mode of administration (web-based tools vs. paper and pencil), content focus (interpersonal skills, mathematical ability), level of standardization or structure, costs, administrative ease, and other factors.

Although there can be significant benefits from using tests in the employee selection process, there are also multiple issues to consider. In particular:

• Validity Does the test actually measure the characteristic it is designed to measure? For example, does it actually predict future job performance or success?

• Reliability How consistently does a test measure the target characteristic? If an assessment tool isn’t highly reliable, it will be of little value in predicting a candidate’s future job performance. As with validity, a test’s reliability should be verified before it is administered.

• Legality Because employment tests are periodically challenged in court, employers must make sure assessments do not violate federal, state, or local EEO laws, including Title VII.

TYPES OF CANDIDATE TESTS
Assessment Centers	Often used to assess interpersonal skills, communication skills, planning/organizing and analytical skills. Typically involves exercises that reflect job content and types of problems faced on the job.
Biographical Data	Uses questions about education, training, work experience and interests to predict success on the job.
Cognitive Ability Tests	Assesses aptitude or potential to solve job-related problems by focusing on mental abilities such as verbal or mathematical reasoning, or perceptual abilities like speed in recognizing letters of the alphabet.
Integrity Tests	Assesses attitudes and experiences related to honesty, dependability, trustworthiness, reliability and pro-social behavior.
Interviews	The most common type of employment test. Typically assesses interpersonal skills, communication skills and teamwork skills, and can be used to assess job knowledge.
Job Knowledge Tests	Typically uses multiple choice questions or essays to evaluate technical or professional expertise and knowledge required on the job.
Personality Tests	Measures traits related to behavior at work, interpersonal interactions, and satisfaction with different aspects of work.
Physical Ability Tests	Uses tasks or exercises that determine ability to perform. Measures physical attributes and capabilities, such as strength, balance and speed.
Work Samples and Simulations	Measures specific job skills or job knowledge, but can also assess general skills such as organizational, analytic and interpersonal skills.

How Do You Evaluate Job Applicants?

Do you use pre-employment tests to screen applicants before they’re hired? Has this been effective for your organization? How does this help or hinder your company’s candidate experience? Share your experience in the comment area.

Image Credit: Stock.xchng

Employee Engagement: Say It Like You Mean It #TChat Recap

February 13, 2014/Archives /by Kevin W. Grossman

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

Dearest Employee:

How do I love thee? Let me count the ways.

I give you a fair wage. I give you competitive benefits. I give you a safe workspace. I give you freedom to work at home, and innovative tools to communicate. I give you beer bashes and company events. I give you a professional title. I give you a team, a staff, a department. I give you the work you love.

But it’s just not enough, is it? It’s never enough. You just keeping taking, and taking, and taking.

What else can I do? What’s that? Oh, I see. It’s not you, it’s me — is that it?

Talk Is Cheap

Even the most gracious, modest employers can develop this kind of benevolent hubris. But competition for top talent is continuing to heat up, and people are losing interest in luke-warm relationships with their employers. Combine that with the fact that the world of work is getting more stressful for us all — from CEO to freelancer — with blurred lines between professional and personal life.

So, what more will it take to win employee hearts and minds? Workforce wellness pioneer, Virgin Pulse, has advice, based on results of a new U.S. employee survey. And that’s what the TalentCulture community discussed yesterday at #TChat Events with our guests Chris Boyce, CEO at Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group.

Looking For Love In All The Wrong Places

Here’s the good news: Less than 2% of respondents say they hate their company and want out. Even better, 75% say they either “love” their company because it’s a great place to work, or they feel “pretty good” about it. At first blush, that looks like a win for employers. But here’s the rub — only 25% of respondents say they feel love in return.

This gap signals a major opportunity for companies to develop stronger relationships with their troops. But how? The same survey asked employees to rank what they wish mattered more to their employers:

• 44% my financial well-being
• 40% my career development
• 39% my work/life balance
• 35% my emotional health (e.g. reducing stress)
• 29% my overall well-being and quality of life.

You can see where this is going. Other recent research echoes these sentiments. We want a better life overall — and that doesn’t mean just more pay and health coverage. We want employers to invest in us as complete humans.

Two Ways To Connect

Yesterday’s #TChat conversation reinforced this understanding. The TalentCulture community got right to the heart of what motivates people in the workplace:

1) Aim Deeper: Surface perks like nap rooms, chair massages, and ice cream socials are nice, but there are more meaningful, practical options. People respond to things like flexibility to manage their schedule. They need to take care of business and family without compromising either — whether they work in a corporate office, at home, or both. They don’t want to feel guilty or take a financial hit when they’re tending to a family member’s health, or their own.

2) Aim Wider: People want to feel better about themselves while loving the work they do. They respond to programs and resources that improve their overall health and well-being — not just health club reimbursements, but onsite gyms and stress management support, healthy cafeteria options, even financial planning assistance. If they’re being asked to contribute “the total package” to their job, they want to know their employer has a similar commitment to therm.

So, Workforce Cupid, how do I love thee? Let me count the healthy ways. Happy Valentine’s Day.

#TChat Week-In-Review: Love Your Employees, They’ll Love You Back

See Chris Boyce discuss wellness and healthcare costs

SAT 2/8:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief video with Chris Boyce. See the #TChat Preview: “Does Your Workforce Feel the Love?”

SUN 2/9:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, discussed how heartfelt leadership can drive better business results. Read “Let Love Inspire Your Leadership.”

WED 2/12:

Listen to the #TChat Radio show replay

#TChat Radio: Our hosts Meghan M. Biro and Kevin W. Grossman talked with Chris Boyce and Kevin Herman about why and how employers should demonstrate their commitment to workforce well-being. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Chris and Kevin guests moved over to the #TChat Twitter stream, for an open all-hands conversation with the entire TalentCulture community. This dynamic discussion focused on 5 key questions about employee engagement issues and opportunities in today’s business environment.

See highlights from the Twitter stream the Storify slideshow below:

#TChat Insights: Does Your Workforce Feel The Love?

[javascript src=”//storify.com/TalentCulture/does-your-workforce-feel-the-love.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Chris Boyce and Kevin Herman for sharing your perspectives on the importance of driving employee engagement through wellness programs that serve the “whole” person. Your passion and perspectives are invaluable!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about employee engagement strategies? We welcome your thoughts. 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 at #TChat Events, we’ll look at how employers can be more effective at finding and hiring top talent. Our guests are Chris Mursau VP at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care. Look for more details this weekend, and save the date: Wednesday, February 19!

Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.

We’ll see you on the stream!

(Editor’s Note: CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)

Image Credit: Pixabay

Leaders: Is Your "Work" Self the Real Deal?

February 10, 2014/Archives /by Meghan M. Biro

(Editor’s Note: This thought-provoking post was originally published by our valued content partners at SwitchandShift. We are republishing it for the TalentCulture community, with permission. Why? Not because we’re seeking more attention from Google — but because Ted’s message is important. It bears repeating.)

For years now, I have devoted my waking hours to interacting with leaders from all walks of life.

From bootstrapped young ventures to huge business conglomerates. Middle management newbies to C-suite veterans. Non-profits and for-profits, alike. You name it — if it’s about leadership, I’m there. Understanding what makes leaders tick is literally what I’ve been doing for a living for as long as I can remember.

A Troubling Trend

Along the way, I’ve seen a few patterns — and this is one issue that comes up again and again. Sooner or later, at some point in a conversation, a leader will say something like this to me: “I’m one person at home, but another at work.”

Sound familiar? Try this scenario on for size…

• At home, I’m generous and giving.
• At home, I trust the good intentions of those around me.
• At home, with my friends, we let loose and simply enjoy one another’s company, typically with no agenda.
• At home, when I volunteer, I get lost in my work. When I’m done, I feel good for hours afterward. It’s the highlight of my week!
• At home, I’m joyful.
• At home, I’m the real me.
• I wish I could be the real me all the time. If only!

On the other hand…

• At work, I’m analytical and objective. If it can’t be measured, it doesn’t count.
• At work, if you can’t prove it with hard data, don’t bring it up!
• At work, I’m guarded. You have to watch your back.
• At work, I make the tough decisions. It’s simply part of being a leader.
• At work, I only give to my peers in strategic ways, if it’ll benefit me, too. I don’t want to be taken advantage of!
• At work, a lot of my time is spent on pointless tasks. That’s why they call it work, isn’t it?
• At work, I work my tail off. It’s draining. That’s why they pay me, right?
• At work, I’m a stripped down version of the real me.

Does any of this ring a bell? Maybe a little too close to home?

The fact is, we’ve all felt it. Actually, many of us have felt nothing but these feelings throughout our careers. Many of us (especially those who cut our business teeth in the 20th century) have internalized the Industrial Age management philosophy still prevalent today. Many of us who are in this boat don’t yet realize there’s a better way — and we don’t even recognize that some leaders are actually living this better way, right now.

Give Your “Work Self” Permission to Be Fully Human

It’s time to give yourself permission to be fully present at work. Why do I say “permission”? Because we need it. Many of us crave permission to be our whole selves, our real selves. We crave permission to be generous, trusting, giving, and joyful — at work, at home, wherever we are. Some people will always doubt and detract from your efforts, no matter what you say or do to show them that there’s a better way. Forget about them. It hurts me to say that, but it’s important to say. No one can help those who refuse to be helped — those who would rather be “right” than be happy.

Some people are already on board with this whole-self-all-the-time concept. They’re ahead of the curve. If you are, too, then there’s your chorus. Focus on them. It’s important to gain new insights from their experience and let them recharge your batteries.

Your Reality Is Your Story

The vast middle? Those are what I like to call the “willing skeptics.” They aren’t sold on your message, but they’re open to being convinced, if you can back your claims with examples. Gather those examples! Share them early and often! It’s what every compelling author and speaker and teacher and leader does. Be a storyteller. Statistics won’t get you where you need to go. Examples of thriving companies running on modern, human principles? That’s what the willing skeptics are looking for. Put your willing skeptics in the position to think, “If they can do it, and they’re like us, then I bet we can do it, too.” Then show them how, or find someone who can.

People are hungry for positive, uplifting change. The 70% of workers who are disengaged and disaffected? They know there must be a better way, and they’re on the lookout for companies that are living it. They’re polishing their resumes so they can make the leap. This is an existential crisis for the companies who refuse to modernize how they lead — the corporate equivalent of the dinosaur die-off 65 million years ago.

The thing that doesn’t show up in surveys (but should) is this: It isn’t just workers who are unhappy. Even leaders yearn for a better way. They yearn to bring their whole selves to work – to bring their souls with them when they walk through the company doors each morning.

Is that you? Would you like to be a complete you — the trusting, generous, moral, joyful you — all day, every day — and not just when you’re at home?

Here Is Your Permission

Bring your soul to work. It’s essential to your happiness.

If you don’t want to take it from me, take it from the story of Yvon Chouinard, founder and owner of the $500M+ clothing company, Patagonia. Chouinard is the author of Let My People Go Surfing: The Education of a Reluctant Businessman. It’s one of the best business books I’ve ever read (and I’ve read hundreds). It’s a blueprint for how a company can grow to incredible success by embracing the “whole” of everyone in the organization — rather than just their backs, hands and left-brains.

Chouinard founded a company where bringing your soul to work is baked right in as an essential ingredient of the organization. It has served them well. Perhaps that is the permission you need.

And so I repeat — bring your soul to work. It’s essential to your happiness. It’s also essential to the success of your company, as we tread ever deeper into this more “human” century.

(Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Stock.xchng

Leaders: Is Your “Work” Self the Real Deal?

February 10, 2014/4 Comments/Archives /by Ted Coine

(Editor’s Note: This thought-provoking post was originally published by our valued content partners at SwitchandShift. We are republishing it for the TalentCulture community, with permission. Why? Not because we’re seeking more attention from Google — but because Ted’s message is important. It bears repeating.)

For years now, I have devoted my waking hours to interacting with leaders from all walks of life.

From bootstrapped young ventures to huge business conglomerates. Middle management newbies to C-suite veterans. Non-profits and for-profits, alike. You name it — if it’s about leadership, I’m there. Understanding what makes leaders tick is literally what I’ve been doing for a living for as long as I can remember.

A Troubling Trend

Along the way, I’ve seen a few patterns — and this is one issue that comes up again and again. Sooner or later, at some point in a conversation, a leader will say something like this to me: “I’m one person at home, but another at work.”

Sound familiar? Try this scenario on for size…

• At home, I’m generous and giving.
• At home, I trust the good intentions of those around me.
• At home, with my friends, we let loose and simply enjoy one another’s company, typically with no agenda.
• At home, when I volunteer, I get lost in my work. When I’m done, I feel good for hours afterward. It’s the highlight of my week!
• At home, I’m joyful.
• At home, I’m the real me.
• I wish I could be the real me all the time. If only!

On the other hand…

• At work, I’m analytical and objective. If it can’t be measured, it doesn’t count.
• At work, if you can’t prove it with hard data, don’t bring it up!
• At work, I’m guarded. You have to watch your back.
• At work, I make the tough decisions. It’s simply part of being a leader.
• At work, I only give to my peers in strategic ways, if it’ll benefit me, too. I don’t want to be taken advantage of!
• At work, a lot of my time is spent on pointless tasks. That’s why they call it work, isn’t it?
• At work, I work my tail off. It’s draining. That’s why they pay me, right?
• At work, I’m a stripped down version of the real me.

Does any of this ring a bell? Maybe a little too close to home?

The fact is, we’ve all felt it. Actually, many of us have felt nothing but these feelings throughout our careers. Many of us (especially those who cut our business teeth in the 20th century) have internalized the Industrial Age management philosophy still prevalent today. Many of us who are in this boat don’t yet realize there’s a better way — and we don’t even recognize that some leaders are actually living this better way, right now.

Give Your “Work Self” Permission to Be Fully Human

It’s time to give yourself permission to be fully present at work. Why do I say “permission”? Because we need it. Many of us crave permission to be our whole selves, our real selves. We crave permission to be generous, trusting, giving, and joyful — at work, at home, wherever we are. Some people will always doubt and detract from your efforts, no matter what you say or do to show them that there’s a better way. Forget about them. It hurts me to say that, but it’s important to say. No one can help those who refuse to be helped — those who would rather be “right” than be happy.

Some people are already on board with this whole-self-all-the-time concept. They’re ahead of the curve. If you are, too, then there’s your chorus. Focus on them. It’s important to gain new insights from their experience and let them recharge your batteries.

Your Reality Is Your Story

The vast middle? Those are what I like to call the “willing skeptics.” They aren’t sold on your message, but they’re open to being convinced, if you can back your claims with examples. Gather those examples! Share them early and often! It’s what every compelling author and speaker and teacher and leader does. Be a storyteller. Statistics won’t get you where you need to go. Examples of thriving companies running on modern, human principles? That’s what the willing skeptics are looking for. Put your willing skeptics in the position to think, “If they can do it, and they’re like us, then I bet we can do it, too.” Then show them how, or find someone who can.

People are hungry for positive, uplifting change. The 70% of workers who are disengaged and disaffected? They know there must be a better way, and they’re on the lookout for companies that are living it. They’re polishing their resumes so they can make the leap. This is an existential crisis for the companies who refuse to modernize how they lead — the corporate equivalent of the dinosaur die-off 65 million years ago.

The thing that doesn’t show up in surveys (but should) is this: It isn’t just workers who are unhappy. Even leaders yearn for a better way. They yearn to bring their whole selves to work – to bring their souls with them when they walk through the company doors each morning.

Is that you? Would you like to be a complete you — the trusting, generous, moral, joyful you — all day, every day — and not just when you’re at home?

Here Is Your Permission

Bring your soul to work. It’s essential to your happiness.

If you don’t want to take it from me, take it from the story of Yvon Chouinard, founder and owner of the $500M+ clothing company, Patagonia. Chouinard is the author of Let My People Go Surfing: The Education of a Reluctant Businessman. It’s one of the best business books I’ve ever read (and I’ve read hundreds). It’s a blueprint for how a company can grow to incredible success by embracing the “whole” of everyone in the organization — rather than just their backs, hands and left-brains.

Chouinard founded a company where bringing your soul to work is baked right in as an essential ingredient of the organization. It has served them well. Perhaps that is the permission you need.

And so I repeat — bring your soul to work. It’s essential to your happiness. It’s also essential to the success of your company, as we tread ever deeper into this more “human” century.

(Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Stock.xchng

Careers: Better Choices Mean Better Business #TChat Preview

February 1, 2014/Archives /by Tim McDonald

(Editor’s Note: Are you looking for full Storify highlights + resource links from this week’s #TChat Events? Read the #TChat Recap: “Bring Your ‘Genius’ to Work.“)

Happiness at work. Passion for your profession. Finding your bliss.

These days, we hear a lot about the importance of being emotionally connected with our careers.

Sounds like a nice idea — but it’s much more than that. Research shows that it’s a key driver of professional performance. It’s also an essential aspect of employee engagement. Yet statistics show that, for most of us, it remains an elusive goal.

Bucking the Trend

This week at #TChat Events, we’ll look at how each of us can defy those statistics by gaining better understanding of our individual strengths and motivations — and by putting those insights to work through better career choices.

We’ll also look at why it’s smart for business to encourage this kind of investigation and discovery.

And who better to help lead this discussion than career management expert, Maggie Mistal? Before establishing herself as the personality behind the long-running SiriusXM radio show, “Making A Living,” Maggie was Director of Learning & Development at Martha Stewart Living Omnimedia. Also joining us is Laura Rolands, a former HR executive at Chrysler, who, with Maggie’s guidance, launched a rewarding practice as an ADHD coach.

Sneak Peek: Finding Your “Career Core”

To frame this week’s events, I spoke briefly with both Maggie and Laura about how and why it pays for all of us to pursue careers that leverage our strengths. Watch the hangout now:

This discussion has potential to help each of us find more fulfilling work lives, while helping organizations develop more effective talent strategies. So join the #TChat crowd this week to share your ideas and opinions with other “world of work” professionals!

#TChat Events: Claiming Your “Core” Career

#TChat Radio — Wed, Feb 5 — 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Maggie Mistal and Laura Rolands critical about how to find and claim your core career “genius.” Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Feb 5 — 7pmET / 4pmPT

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, in a live chat moderated by Dr. Nancy Rubin.

Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: How can we align our career aspirations with our strengths?
Q2: When a job isn’t fulfilling, what can we do to take charge of our career?
Q3: How can we continually identify and develop skills and talents?
Q4: What value does business gain from encouraging “career genius” in employees?
Q5: How can new technology help us redirect and manage our careers?

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

We’ll see you on the stream!

Tech Recruiting: Skilling Up to Fill the Middle #TChat Recap

January 30, 2014/Archives /by Kevin W. Grossman

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post. And to learn how you can win this week’s Pebble Smartwatch giveaway, visit Dice.)

I remember when I was choosing the cover art for my book, Tech Job Hunt Handbook. I couldn’t help thinking, “How am I going to fill-in the middle?”

That’s the toughest part. Filling the middle. Developing coherent career guidance for technical professionals – from the job search, to the interview, to the hire.

But I did it. And in the process, I learned so much about how technology touches every facet of our lives, how rapidly the world of work is changing, and how important it is to stay relevant while competing for specialized jobs in areas like cloud computing, big data and mobile application development.

Retooling your skills and re-branding yourself is essential, whether you’re trying to be more effective in your current tech job — or seeking a new professional challenge — or recruiting to fill those specialized technical roles. And of course, retooling can’t be a one-shot deal. It has to be an ongoing process.

Continuous Commitment Counts

As the economy inches back, millions of people are quitting their jobs, confident they can find an attractive career next-step. These professionals are open to competent help. But even with today’s fluid, open-for-business talent pool, “filling the middle” is no easy task.

In a recent hiring survey of recruiters and hiring managers, Dice found that 5 of the 12 most challenging cities for tech recruiting are in the Midwest. Why? They’re “tough recruiting locations based on a combination of supply and demand issues.”

Frontline recruiting reports like that are a call-to-action for anyone located in “the middle,” as well as those on both coasts. Whatever your location, a winning hiring strategy takes marketing savvy, selling skills and “in the know” awareness of the technical positions you’re trying to close.

This week’s #TChat Events with Shravan Goli, President of Dice, and Sara Fleischman, Senior Technical Recruiter at Concur reinforced my conviction that “filling the middle” requires ongoing commitment, at two levels:

1) Keep Skilling Up. In today’s workplace, tech industry recruiters may feel more secure than others. But the pace of innovation is relentless — it challenging us all to stay ahead of the curve. It’s not just about matching job candidates step-for-step. It’s about proving your strength in your role, and out-pacing other recruiters who are determined to stay “in the know.”

2) Keep Filling Up. As a tech-savvy recruiter, you may have an edge. But tech lingo isn’t the whole package. You add value by staying aware of salary trends and specifics about how your company, city and regional amenities compare. You’ll also build stronger relationships if you’re always up-to-date with practical guidance, tools and recommendations that help candidates assess new opportunities, get noticed by the right people, ace interviews and negotiate successfully.

Over time, recruiters with that kind of commitment build a reputation as resourceful “go to” career advisors. A talent pipeline eventually follows. And that’s what I call filling the middle with the right stuff.

Share Your Ideas — Win a Smartwatch!

Thanks to everyone who joined this week’s #TChat Events. We value your ideas. In fact, Dice is so interested in your input that they’re giving away a cool Pebble Smartwatch to a lucky participant!

Entering is easy. Just share your tech recruiting ideas or questions with Dice by Friday, February 7th. Then find out who wins at #TChat on Wednesday February 12th! (See details and enter now.)

#TChat Week-In-Review: How to Find Top Tech Talent

See the Preview Post now

SAT 1/25:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring two “sneak peek” hangouts with guests, Shravan Goli and Sara Fleischman. See the #TChat Preview now: “Finding Tech Talent to Fuel the Future”

SUN 1/26:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered guidance based on her personal experience as a tech industry talent strategist. Read “How Leaders Hire Top Tech Talent.”

RELATED POSTS:
“What Makes Tech Talent Tick?” — by Dr. Nancy Rubin
“Tech Pros’ Salaries, Confidence Rise” — January Trend Report by Dice

Listen to the #TChat Radio replay

WED 1/29:
#TChat Radio: Host Meghan M. Biro talked with Shravan Goli, and Sara Fleischman about what it takes to recruit tech talent in today’s competitive environment. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Shravan, and Sara joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Finding Tech Talent to Fuel the Future

[javascript src=”//storify.com/TalentCulture/finding-tech-talent-to-fuel-the-future.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Shravan Goli, and Sara Fleischman for sharing your perspectives on tech recruiting tools, techniques and trends. We value your time and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about tech recruiting issues? We welcome your thoughts. 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 at #TChat Events, we’ll look at how each of us can be more effective at managing our careers, with one of the nation’s best known career coaches, Maggie Mistal, and one of her clients, Laura Rolands. So save the date, Wednesday, February 5, and prepare to raise your professional game!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our NEW Google+ community, and elsewhere on social media.

We’ll see you on the stream!

Image Credit: Top Student Challenges

Finding Tech Talent to Fuel the Future #TChat Preview

January 25, 2014/Archives /by Tim McDonald

(Editor’s Note: Looking for full highlights and resource links from this week’s #TChat Events? Read the #TChat Recap: “Tech Recruiting: Skilling Up to Fill the Middle.“)

Recently, we’ve seen the rise of the “digital detox” — when individuals temporarily go “off the grid” to reconnect with life apart from technology.

But of course, it’s impossible to escape fully anymore. Technology is now deeply embedded in daily life — its pervasiveness reaches far and wide. And not surprisingly, as innovation continues at full speed, competition for skilled technical talent is more fierce than ever.

How can employers stay ahead of that curve? And what should recruiters do to help lead the way in attracting technology rockstars?

That’s the topic we’re tackling at #TChat Events this week, with Shravan Goli, President of Dice, The Career Hub For Tech, and Sara Fleischman, Senior Technical Recruiter at Concur.

Sneak Peeks: Facing Tech Recruiting Challenges

To frame this week’s events, I spoke briefly with both Shravan and Sara about how businesses can recruit effectively in today’s environment. Shravan suggested three success factors in an audio hangout:

And Sara added her perspective as a technology recruiter:

Is your organization feeling the impact of the tech talent shortage? How are you addressing this? What does this trend mean for business innovation, overall? Join us this week to discuss your ideas and opinions with the #TChat crowd.

Share Your Insights, Win a Smartwatch!

As extra incentive to submit your best ideas, everyone who participates in #TChat Events this week will be eligible to win a cool Pebble Smartwatch from Dice! After the the #TChat Radio Show and #TChat Twitter Dice shared details about how to enter before the Feb 7th deadline. See details now!

#TChat Events: Tech Recruiting In a World of Pervasive Technology

#TChat Radio — Wed, Jan 29 — 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Shravan Goli and Sara Fleischman about critical tech recruiting issues and trends. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Jan 29 — 7pmET / 4pmPT

Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, for a live discussion with the entire TalentCulture community.

Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: How do tech recruiters stay skilled up and “in the know”?
Q2: Why is finding tech talent so difficult?
Q3: How do recruiters tap into high-tech hot spots to find tech talent?
Q4: How do employers create a culture that attracts skilled tech talent?
Q5: What recruiting technologies appeal to high-tech professionals?

We look forward to hearing your ideas and opinions, as talent-minded professionals who care about recruiting issues and trends.

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and on our LinkedIn Discussion Group. So feel free to drop by anytime and share your questions, ideas and opinions.

We’ll see you on the stream!

Workplace Greatness: No Guarantees #TChat Recap

January 23, 2014/Archives /by Kevin W. Grossman

There we were — discussing the factors that make “great” employers so special.

I couldn’t resist asking how organizations on Fortune Magazine’s list of “100 Best Companies to Work For” compare with those featured in Jim Collins‘ best-selling books, Built to Last and From Good to Great.

Similarities? Differences?

Learn more about the 2014 list

That’s a tough question to answer in a single 30-minute radio show. But this week’s #TChat guest came well prepared. China Gorman, CEO of Great Place to Work Institute, has been crunching numbers to create the 2014 best employers list — and her perspective reflects a lifetime of leadership and HR expertise.

She made a compelling business case

• The 100 Best consistently perform 2x better financially than the stock market average
• The 100 Best experience up to 65% less voluntary turnover than competitors
• Companies returning to this year’s list saw unprecedented growth in 2013.

But even as China shared these facts, back-to-back tweets appeared on the Twitter stream. The first from #TChat regular, Donna Rogers:

Great point @KevinWGrossman ! I worked for one of the companies in @JimCollins book and they were not great anymore! #TChat

— Donna Rogers, SPHR (@DonnaRogersHR) January 22, 2014

The second came from a fresh voice — another Jim Collins (unrelated to the author):

@DonnaRogersHR @KevinWGrossman It’s @level5leaders please. I’m fine with good. Great is too much work.

— Jim Collins (@jimcollins) January 22, 2014

These comments inspired me to dig deeper.

In a follow-up book, How the Mighty Fall, Jim Collins (the author) revisited 11 of the 60 companies he had previously profiled as winners. These once “great companies” had stumbled for multiple reasons — from hubris, to overreach, to denial.

The sobering conclusion? Unless fallen companies return to the fundamentals that made them great, death is inevitable.

Two Implications for “Great” Employers Everywhere

1) Greatness can fade fast. Poor decision-making, heavy-handed micro-management, bad expansion bets, products that fail, fluctuating global economics, government regulation (or lack thereof) — many factors conspire to “kill” even the best companies. But the quickest road to ruin comes when organizations lose talent to competitors because employees lose “love” for what they do, who they do it with, and why they’re doing it.

2) Perpetual salvation requires rigorous work. The work that makes companies shine — a focused, flexible business model, a compelling value proposition, a workforce that feels fairly recognized and rewarded – is the same work that keeps them moving forward through peaks and valleys. Business is a non-stop gauntlet of no guarantees — and it never gets any easier.

So, what have we learned? Great is good, if you can get it. But good can also be great, if that’s where longevity lives.

#TChat Week-In-Review: Lessons From Great Workplaces

SAT 1/18:

Watch the Preview hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guest, China Gorman. See the #TChat Preview now: “Best Employers: What Makes Them Work?”

SUN 1/19:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro explored the connection between employee engagement and business performance in her weekly Forbes.com column. Read “Happy Employees = Hefty Profits.”

RECENT RELATED POSTS:
“How Great Companies Attract Top Talent” — by China Gorman
“Your Corporate Culture: What’s Inside?” — by Dr. Nancy Rubin

Listen to the #TChat Radio replay!

WED 1/22:
#TChat Radio: Hosts Meghan M. Biro and I talked with China Gorman about what makes “Best Companies to Work For” so special. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, China and I joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: “Best” Employers: What Makes Them Work?

[javascript src=”//storify.com/TalentCulture/best-employers-what-makes-them-work.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to China Gorman for sharing your perspectives of effective workplace environments. We value your time, your expertise and your commitment to the TalentCulture community!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about workplace culture issues? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 29, when we explore the impact of pervasive technology on modern recruiting. We’ll be joined by top executives from Dice, the career hub for tech, so save the date, and prepare to share your questions and opinions!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group, and elsewhere on social media.

We’ll see you on the stream!

Image Credit: WIkipedia

Best Employers: What Makes Them Work? #TChat Preview

January 18, 2014/Archives /by Tim McDonald

(Editor’s Note: Looking for full highlights and resource links from this week’s #TChat Events? Read the recap: “Workplace Greatness: No Guarantees.“)

We’ve all heard the bad news about the state of today’s workplace. Years of economic recession, business upheaval and intense global competition have taken a toll on organizational culture and employee engagement. Media channels are brimming with stories of employers that miss the mark.

So, where’s the good news?

Learn more about the 2014 list

Maybe that’s why Fortune Magazine‘s “100 Best Places to Work For” list is so popular. Each year, it shines a light on what really works. We’re reminded that organizational excellence is all around us, and we have a chance to learn from those examples.

Fortunately this week, the TalentCulture community gets a front-row seat in that learning process, as China Gorman joins us at #TChat events!

As many of you know, China is CEO of Great Place to Work Institute — the firm that produces the “Best Companies to Work For” list. The 2014 edition was announced last Thursday, so we’ll be looking at the very latest results. And based on what I’ve seen, this year’s list deserves closer attention.

Sneak Peek: Shifting Priorities

To set the tone for this week’s events, China joined me for a brief “sneak peek” Hangout, where she explained that the 2014 study reveals two new top management priorities:

Last week, she shared other takeaways in a TalentCulture blog post: How Great Companies Attract Top Talent.

What are your thoughts about employers on this year’s “best” list? Do you see evidence that organizational culture is gaining ground as a source of competitive advantage? What role should “best practices” play in improving talent strategies? Join us this week to share your ideas and opinions with the #TChat crowd!

#TChat Events: Lessons From Great Workplaces

#TChat Radio — Wed, Jan 22 — 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio Show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with China Gorman about what it takes to create and sustain an extraordinary workplace culture. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Jan 22 — 7pmET / 4pmPT

Immediately following the radio show, Meghan, Kevin and China will move to the #TChat Twitter stream, where Dr. Nancy Rubin will moderate a live discussion with the entire TalentCulture community.

Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: How does a company become a “great place to work”?
Q2: What characteristics do fast-growing and great workplaces share?
Q3: How does an employer brand interact with the recruiting process??
Q4: Why is a great workplace more about business strategy than HR?
Q5: How can HR convince leadership that workplace technology is a smart investment?

We look forward to hearing your ideas and opinions, as talent-minded professionals who care about the human side of business.

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and on our LinkedIn Discussion Group. So feel free to drop by anytime and share your questions, ideas and opinions.

We’ll see you on the stream!

Putting a Face on Remote Work #TChat Recap

January 16, 2014/Archives /by Kevin W. Grossman

Say, “Good Morning.”

Go ahead. Say it out loud. Oh, but say it to someone else. Preferably in the morning. In person. Or on the phone. Or even online.

If it’s later in the day, maybe you can say, “Good Afternoon.” Or “I’m going to grab a bite to eat” when you leave for lunch.

Or when you want feedback on an idea, simply ask, “Gotta minute?”

Face-to-face — keyboard-to-keyboard — whatever it takes. Human interactions are the glue that keeps us all grounded and helps us get work done. And these days more than ever, more of us are getting more work done remotely.

Collaboration platforms, video conferencing, social networks — even our phones — these are the tools that keep us connected and empowered, wherever we roam in today’s fluid world of work.

These technologies help us plan and problem solve more efficiently than ever. Of course, they can also help us interrupt and disrupt workflows. It may be harder to be a dreaded “gotta-minute” goblin when you work from home, but it still happens.

So seriously. Gotta minute? Because it’s those disruptive, frictionless human connections, those moments when we’re relating to one another personally and professionally – that’s what keep us moving forward, together. The connections may be virtual, but the results are real.

As we explored the virtual work frontier this week with #TChat guest Mike Hostetler, Founder and CEO of appendTo, two core themes emerged:

1) Be yourself: Whether you operate from home or a centralized office, it’s essential to “show up” and be authentic. Acknowledge me throughout the day. Keep me in the loop on the good, the bad and the ugly — and don’t be afraid to tell me why. That’s the stuff that binds us in a common mission, even through rough times. Paychecks are great, but there’s no substitute for genuine human connection and shared purpose.

2) See yourself: When you work virtually, don’t forget that, in the eyes of your colleagues and managers, you’re part of something larger than yourself. It’s smart to invest in that context. It may mean periodic in-person visits to the headquarters “mothership,” or catching up at conferences and training events, or even regular (perhaps awkward) team video conferences. It may not always be fun, but the effort can make a big difference in the quality of your performance and your team’s results.

So let’s learn from the wisdom of our talent-minded crowd, and let’s stay connected. OK?
“Good morning, #TChat. How are you doing today?”

#TChat Week-In-Review: Remote Work Continues to Rise

SAT 1/11:

Watch the #TChat Preview hangout

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guest, Mike Hostetler, Founder and CEO of appendTo. See the #TChat Preview now: “Virtual Workplace? For Real!”

SUN 1/12:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro discussed what’s at stake for leaders as the future of work becomes increasingly virutal. Read “Telecommuting Is The Future Of Work.”

RECENT RELATED POSTS:
“Telecommuting: 5 Ways Companies Benefit” by Daniel Newman
“Telecommuting Tools: What’s Your Plan?” by Dr. Nancy Rubin

WED 1/15:

Listen now to the #TChat Radio replay

#TChat Radio: Hosts Meghan M. Biro, and Kevin W. Grossman talked with entrepreneur Mike Hostetler about what it takes to create and sustain successful virtual teams. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Mike joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: Virtual Workplace? For Real!

[javascript src=”//storify.com/TalentCulture/virtual-workplace-for-real.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Hostetler for sharing your perspectives on creating and managing remote teams. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about remote workgroups? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 22, when China Gorman, CEO at Great Place To Work, reveals emerging trends in employment practices, with illustrations from Fortune Magazine’s recently announced “2014 Best Companies To Work For” list. See the #TChat Radio preview now.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

What’s Your Culture Tattoo? #TChat Recap

January 9, 2014/3 Comments/Archives /by Kevin W. Grossman

This Friday is tattoo day at work. Seriously. Tattoo day.

Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)

The Art of Business Culture

Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?

The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.

And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.

According to Bersin by Deloitte 2014 workforce predictions:

“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”

Change Agents and Purposeful Symbols

This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”

(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)

So, ask yourself these questions:

• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.

• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?

Hey — if you show me your tat, I’ll show you mine. On purpose.

For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!

#TChat Week-In-Review: Leading a Culture Makeover

SUN 1/5:

Watch the #TChat sneak peek hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?”

MON 1/6:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested multiple ideas for leaders who need to drive cultural change. Read “5 Ways to Recognize Your Talent Culture.”

WED 1/8:

Listen now to the #TChat Radio replay

#TChat Radio: Host Meghan M. Biro, spoke with Mike Myatt about the role that leaders play in transforming organizational cultures — focusing on several real-world examples. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: New Year, New Company Culture?

[javascript src=”//storify.com/TalentCulture/new-year-new-company-culture.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

What's Your Culture Tattoo? #TChat Recap

January 9, 2014/Archives /by Meghan M. Biro

This Friday is tattoo day at work. Seriously. Tattoo day.

Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)

The Art of Business Culture

Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?

The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.

And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.

According to Bersin by Deloitte 2014 workforce predictions:

“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”

Change Agents and Purposeful Symbols

This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”

(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)

So, ask yourself these questions:

• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.

• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?

Hey — if you show me your tat, I’ll show you mine. On purpose.

For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!

#TChat Week-In-Review: Leading a Culture Makeover

SUN 1/5:

Watch the #TChat sneak peek hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?”

MON 1/6:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested multiple ideas for leaders who need to drive cultural change. Read “5 Ways to Recognize Your Talent Culture.”

WED 1/8:

Listen now to the #TChat Radio replay

#TChat Radio: Host Meghan M. Biro, spoke with Mike Myatt about the role that leaders play in transforming organizational cultures — focusing on several real-world examples. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: New Year, New Company Culture?

[javascript src=”//storify.com/TalentCulture/new-year-new-company-culture.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

Telecommuting: 5 Ways Companies Benefit

January 6, 2014/Archives /by Daniel Newman

Last year, when Yahoo! CEO Marissa Mayer banned telecommuting for her employees, the decision stirred a vigorous debate about whether it’s valid for any business to let employees work from home.

As I see it, any organization can boost the personal and professional productivity of its workforce through telecommuting. And the more widely it is embraced, the better for the company.

Therefore, it’s a smart move to integrate technologies that make the work-from-home process smoother and more seamless.

Telecommuting Success: It’s More Than Technology

However, simply putting new technology into place and allowing your workforce to telecommute won’t make your business productive. Successful virtual work initiatives still require effective management. Leaders need to engage team members (as if they were physically at the office) and make sure they are kept in the loop, so they remain psychologically and socially connected, even when they don’t share a physical office space.

5 Key Business Benefits

But that said, when virtual work options are implemented appropriately, the advantages are abundant. For example, here are five major ways companies can benefit:

1) Morale: Happier employees get more done. In many cities, employees deal with a grinding commute, only to sit in an office where they interact very little with their coworkers. Whether the telecommuting arrangement is permanent or just a weekly flex day, the reduced travel and stress can provide a tremendous boost in employee morale.

2) Talent Acquisition: This can be a significant advantage in both large and small markets, because the best talent isn’t always within driving distance. This is certainly affected by the scope of the position, but businesses that don’t require day-to-day physical access to a shared office can benefit by finding the best candidates, regardless of physical location. Telecommuting lets companies choose from a much larger talent pool when it’s time to recruit for open positions.

3) Productivity: If you have ever worked remotely you probably know that you can accomplish much more when the conditions are right. At many offices, constant distractions mean less work gets done than the company desires. While face-to-face camaraderie may help employees build relationships, beyond small talk, there isn’t much that can be accomplished sitting in a meeting room that can’t be accomplished from a distance, using collaboration tools.

4) Flexibility: Trying to bring teams together in the same space and time isn’t necessarily easier because everyone travels to a central office. The technology that companies adopt to enable telecommuting allows teams to collaborate in real time from anywhere members are located. Participants can access teleconferencing, web conferencing and telepresence from almost anywhere. So when people can’t be in the same physical place, the meeting will still go on.

5) Adoption: I have said this for as long as I can remember: ”Eat your own dog food!” Any business that considers itself a high-tech organization should adopt tools, structures and processes required for successful telecommuting. What’s more, these capabilities should be promoted as a way the workforce can achieve maximum productivity and work-life balance. Using this technology day in and day out can truly bring the organization closer. And the value of that connection can be priceless, as it translates to better selling, delivery and support of the solutions your customers need.

What other ways can organizations benefit from telecommuting? Does your company allow telecommuting? If not, why? Share your opinions and ideas in the comments below.

(Editor’s Note: This post was adapted with permission from an article written for and published in Commercial Integrator Magazine and republished by Millennial CEO.)

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Stock.xchng

New Year, New Company Culture? #TChat Preview

January 4, 2014/Archives /by Tim McDonald

(Editor’s Note: Are you looking for a full recap of this week’s events and resources? Read the #TChat Recap: “What’s Your Culture Tattoo?“)

“It’s never too late to start all over again.”
—John Kay

As we move into 2014, it’s natural to take stock of our status — where we are, where we’re headed and how to get there.

That future-minded theme is the framework for #TChat Events throughout the month of January. And we’re excited to kick off the series this week with Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt.

A year ago, Mike wrote a compelling Forbes post, “10 Reasons Your Top Talent Will Leave You,” which challenged business leaders to take a hard look at the how they undermine organizational culture and workforce commitment. His conclusion was stark — unless companies address these fundamental issues from the top down, it’s only a matter of time before employees will look elsewhere.

Of course, some executives will never get it. But what’s really alarming is how common these issues seem to be in today’s world of work. According to employee engagement research, most companies are long over-due for an extreme culture makeover.

But how? What can leaders do to intervene successfully?

That’s the focus of Mike’s new book, “Hacking Leadership” — 11 Gaps Every Business Needs to Close, and Secrets to Closing Them Quickly. So we asked him to join the TalentCulture community this week for a conversation about how to fix organizational cultures that are failing on multiple levels.

“Sneak Peek” Hangout

I had an opportunity to conduct a brief hangout with Mike, where he set the stage for this week’s conversation:

Also, to help you prepare for this week’s #TChat events, we’ve listed questions (at the end of this post), and selected several related articles:

• 8 Strategies to Successfully Change Your Corporate Culture
• When Your Culture Needs a Makeover
• If You Want to Change Corporate Culture, Dare to Tell the Truth
• How To Build a Great Corporate Culture
• How Organizational Design Can Help Improve Corporate Culture

For everyone who wants to crack the code on cultural change, this promises to be an interesting and helpful week. So bring your ideas and opinions — and let’s talk!

#TChat Asks: Is It Time For A Business Culture Makeover?

#TChat Radio — Wed, Jan 8 — 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Mike Myatt about how to assess cultural health, and steps leaders can take to turn around a struggling organization. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Jan 8 — 7pmET / 4pmPT

Immediately following the radio show, Meghan and Mike will move to the #TChat Twitter stream, where Dr. Nancy Rubin will lead an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: What factors motivate people to remain with an employer?
Q2: How do leaders know if their culture needs a makeover?
Q3: What role can recruiting play in driving healthy cultures?
Q4: What critical development activities build employee commitment?
Q5: What technologies help leaders makeover business culture?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and in our LinkedIn Discussion Group. So don’t be shy! Please join us, and share your questions, ideas and opinions.

We’ll see you on the stream!

Image Credit: Stock.xchng

2014: Year of the Social Employer Brand Ambassador

December 19, 2013/Archives /by Jeff Waldman

We already know that social media is extremely powerful for business communication. Essentially, anyone with an internet connection has the potential to cultivate and grow a brand. Corporate brand, product brand, personal brand, employer brand — the possibilities are limitless.

It’s as easy as flipping on a light switch! Well maybe not that easy, but social channels have blown traditional media out of the water, and there’s no going back.

Of course, with its potential to drive brand development, social proliferation can also have a huge impact on talent acquisition and retention. How does that work? The idea in leveraging social media to grow a brand is through a fan base that we call “brand ambassadors.” Collectively, your ambassador group functions like a marketing and promotional team that amplifies the message for whatever it is that you’re trying to sell — products, services, yourself or your organization.

Employer Brand Ambassadors: What’s the Challenge?

If you’re an employer, which audience should be your biggest, most important source of brand ambassadors? Customers? Industry thought leaders? Local media outlets? Nope — it’s your employees. But do organizations currently view employees this way? Based on my experience in working with HR executives, I struggle to say yes.

We know that social media instantly connects you with the online world, and the most effective way to grow an employer brand is through social media channels — Facebook, Twitter, Google Plus, LinkedIn, blogs, Instagram, Pinterest — the list goes on. So ideally, if employees are your prime brand ambassadors, and social media is the best way to grow your brand, you should be able to say that, when your employees interact with others on social channels, they’re effectively promoting your organization as a great place to work.

Are you confident making that claim? Unfortunately for most employers, the answer seems to be NO!

Enter My Bold Prediction for 2014

With the holiday season upon us, we’re seeing our share of blog posts about HR Technology predictions for 2014. One of many good reads is from Craig Bryant at the TLNT blog, “5 Predictions for Where HR Technology is Going in 2014.”

My key prediction is a tad bold, but here goes: I think that organizations are ready to give their employees the right tools, so they can easily represent the company as brand ambassadors on social media. In other words, employers will actively explore and implement cloud-based solutions that make it simple for employees to curate and share high-quality, on-brand content with their connections.

Why Does This Shift Matter?

The biggest barrier organizations face when integrating social media across business functions is the inability to ensure a consistent, coherent brand message and voice. It’s about mitigating risk and ensuring that employee social media activity creates a net positive impact, and doesn’t result in PR fiascos. (Case in point: HMV employees react to firing on Twitter.)

Organizations that figure out how to remove these barriers so employees can comfortably operate as employer brand ambassadors will see huge gains in all facets of their business. Think about it — if your company has 500 employees, and each employee has an average social media network of 300 people, that’s a direct network of 150,000. All of these 150,000 connections have a network of their own, so before you know it, you’re reaching millions — all because you enabled your inner circle.

Mark my words: 2014 will be a watershed year of “employee enablement.” Organizations will gain momentum by creating and supporting brand ambassadors who come from within their ranks.

There are very few players in this space, but watch for momentum in the year ahead. You’ll want to look at platforms like PostBeyond, Jostle and EveryoneSocial to see how they help organizations support employees as brand ambassadors. Fasten your seat belts ladies and gentlemen, 2014 is going to be a milestone year for social HR business tools!

(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Pixabay

#TChatHoliday: Sharing Warm Wishes, Community-Style!

December 19, 2013/Archives /by Tim McDonald

The holidays are a perfect time to reflect upon the past year’s experiences, and look ahead to new opportunities — something the TalentCulture community does continuously.

But earlier this week, Kevin W. Grossman joined me for a brief hangout to compare notes about what it has meant to connect with all of you this year, what our holiday plans are, and best of all, why we’re so excited for 2014!

Of course, we’re not the only ones with ideas, plans and goodwill to share with the community. We’d love to hear from you, too!

Just leave a comment below — or post a tweet, photo or video from Vine or Instagram, and include the hashtag #TChatHoliday. As we roll into the New Year, we’ll curate and share your greetings, memories and aspirations for all to see.

THANK YOU for being part of our growing, thriving, continuous world of work conversation! We appreciate everyone who is helping us explore this new form of community building.

We hope that you enjoyed Hanukkah and Thanksgiving holidays. And we wish you a Merry Christmas, Heri za Kwanzaa and Happy New Year!

Looking forward to our next #TChat on January 8 — but until then, make the most of this time to catch-up with those who matter most to you. Stay safe, and be merry!

Image credit: Kirkland’s

Managerial Magnets: Becoming A Leader Others Want To Follow

December 17, 2013/Archives /by TalentCulture Team + Guests

Written by Roberta Matuson

Are you a manager who’s ready for a professional breakthrough? Then it’s time to become the kind leader people will do anything to work for. The kind of leader who draws others to you. It’s time to become a magnetic leader.

Contrary to popular belief, great leaders aren’t born that way. Most are developed, coached and mentored throughout their careers. But why wait for someone else to guide you? Magnetic role models are all around us. So, no matter what your title or level of experience, you can observe more closely and strengthen your own skill set anytime.

Here are 5 best practices to help you get started:

1) Put Your Team First

When in doubt, put the interests of your employees ahead of your own. For example, it’s tempting to volunteer your department to organize this year’s charity event. After all, it would be great PR for you and the rest of your team. But everyone has been working on weekends to complete a critical project on time and within budget. They’re already burned out.

This is a good time to take a pass. Your team needs a break. Let them recharge. There will always be other volunteer opportunities.

2) Go to Bat for Your Employees

Let’s say you’ve been discussing a potential reorganization with your superiors. However, upon reflection, you believe the timing isn’t right for your organization to make that move. You feel uncomfortable asking your manager to reconsider the current plan.

Be bold. Let your boss know you’ve had a change of heart. Explain your rationale, and be prepared to offer alternative solutions. Regardless of the outcome, your employees will eventually figure out that you had the courage to push back when others would have retreated. Those who walk through the fire with you will stick by your side through thick or thin.

3) Learn to “Manage Up”

In my book, Suddenly in Charge, I explain that managing up isn’t about brown-nosing. It’s about developing strong relationships with those above you and throughout the organization, so you can get your people the resources they need to perform well.

In every company, there are people who are somehow able to get what they need while everyone else waits on the sidelines. These people have taken the time to build strong relationships up and down the organization. You can bet these resourceful leaders have no problem keeping top talent on their team. Observe how they work — and if an opportunity presents itself, ask for some tips.

4) Make Yourself Visible and Accessible

Magnetic leaders are visible both inside and outside their organization. Get involved in a professional association. Whenever possible, step up and volunteer to take a leadership position. You’ll be seen as a leader in your field, based on that affiliation. Don’t be surprised if others come to you seeking advice or a position on your team.

5) Treat People the Way You’d Like to be Treated

I bet you’ve heard this one before, right? It seems so obvious — but when is the last time you saw someone in a managerial role who consistently follows this creed?

In my book, Talent Magnetism, I tell the story of magnetic leader, Chris Patterson, CEO of Interchanges, who took it upon himself to help an employee who was in crisis. Patterson made it his personal mission to provide his employee with the best care possible during a life-threatening illness. He did so with compassion and conviction. This is a guy who is magnetic in every way.

Magnetic leaders are highly valued by their organizations — and are compensated accordingly. But it’s not just a reward for their effort and contributions to corporate objectives. Their employers know that leaders who display these characteristics are highly attractive to competitive organizations.

Do you know role models who demonstrate the value of magnetic leadership? What do they do that makes them so attractive to others in their professional sphere? Please share your experiences and ideas in the comments area.

(About the Author: Roberta Matuson, The Talent Maximizer®, is the President of Matuson Consulting, a firm that helps organizations achieve dramatic growth and market leadership through the maximization of talent. Her new book, Talent Magnetism, is available for download or purchase at Amazon.com. Connect with Roberta on Twitter or on LinkedIn.)

(Editor’s Note: This post is adapted from Brazen Life, with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Rebecca Krebs via Flickr

Candidate Experience: Survey Insights #TChat Preview

December 8, 2013/Archives /by Tim McDonald

(Editor’s Note: Are you looking for full highlights and resource links from this week’s events? Read the #TChat Recap: “Candidate Experience: Getting It Right.”)

“Candidate Experience.”

The concept has been gaining visibility in HR circles for years. Along the way, we’ve explored the topic multiple times at #TChat events, and on this blog.

The term isn’t yet part of a typical job seeker’s vocabulary. But people don’t need to speak HR lingo to know if a prospective employer treats them with courtesy and common sense. Regardless of whether a candidate is hired, those impressions make a lasting impact. And in a world where both top talent and brand loyalty are scarce, companies ignore these fundamentals at their peril.

Candidate Feedback: Thunder Rolls

Of course, word now travels incredibly fast on social channels. And with organizations like The Talent Board (the “CandE” Candidate Experience Awards people) paying close attention, the voice of the candidate is getting louder all the time.

In fact, response to this year’s “CandE” survey was thunderous. Nearly 50,000 former job candidates invested 40 minutes each to tell The Talent Board how employers managed their application and interviewing process. Imagine the insights that will come from all of those data points!

Fortunately, we don’t have to wait much longer to find out, because this week, we’ll hear “early returns” from two of the leaders behind the survey:

• Elaine Orler, President of Talent Function Group and chairman of The Talent Board;
• Gerry Crispin, Staffing Strategist and Co-Founder of CareerXroads Colloquium.

Sneak Peek Survey Results

To kick-off this week’s discussion, Gerry joined me for a brief G+ Hangout, where we discussed the focus and importance of this year’s analysis:

If you’re an HR professional, or a business leader who wants to know how to win hearts and minds through recruiting best practices, you won’t want to miss this week’s #TChat conversation!

#TChat Events: Candidate Survey: Early Insights

#TChat Radio — Wed, Dec 11 — 6:30pmET / 3:30pmPT

Tune-in to the #TChat Radio show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Gerry Crispin and Elaine Orler about early findings from the candidate experience survey — and implications for HR. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Dec 11 — 7pmET / 4pmPT

Immediately following the radio show, our discussion moves to the #TChat Twitter stream for an open chat with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: Why does “candidate experience” continue to be a hot topic?
Q2: As a “perpetual candidate,” what would you like employers to fix?
Q3: What hiring process improvements have you seen that worked?
Q4: Why don’t more companies request + act on candidate feedback?
Q5: What technology traps keep the candidate experience painful?

We look forward to hearing your feedback, as talent-minded professionals — so bring your best ideas from both sides of the hiring table.

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!

Intrapreneurial Spirit: Cultural Alchemy

December 4, 2013/Archives /by TalentCulture Team + Guests

Written by Renée Warren, CEO, Onboardly

Perfection is hard to define — especially when it comes to finding the right talent for your company. I know this all too well. Running a small communications agency in Canada would seem like an easy next step, after my success as a freelance consultant. But finding the right people to join me and believe in my vision was a tough sell.

Striking Intrapreneurial Gold

I needed to recruit intelligent, resourceful, self-motivated individuals — people who could easily see the big picture and ‘read the play.’ People who didn’t need an employee manual, hand-holding or a perfect office environment to be creative.

So, I hired a few ambitious young people and was surprised at what happened next. They actually helped define the company culture. It blew my mind.

At the time, I wasn’t seeking help to clarify our “why,” or establish our organizational culture. I figured those things would come in time. Little did I know, in recruiting these mavericks, not only would my job get easier, but a unique culture would also emerge.

I learned that these individuals aren’t just hard working employees. They actually are all intrapreneurs — professionals who build businesses from the inside out. And that has made all the difference.

Intrapreneurs Onboard

How did this intrapreneurial crew help create the perfect culture for our growing agency? I’ve identified 5 essential contributions:

1) A Sense of Ownership

Intrapraneurs tend to have a better understanding of the big picture, and their ideas often reach beyond their day-to-day tasks. Our team members are strong believers in the work they do and they embrace responsibility for the results they achieve. They believe they are integral to the organization’s success — they’re not merely working in a position for a paycheck. This passion and attachment only grows stronger with time.

As living, breathing examples of the company culture, the team attracts others to our sphere. They set out to make sure that our culture is heavily entwined with day-to-day operations, and their ambitious attitude becomes contagious. It’s a deciding factor for customers, partners and additional employees, when committing to our organization.

2) Things You Can’t Teach

Intrapreneurs have a way of transforming an organization beyond expectations “because they are self‐motivated free thinkers, masters at navigating around bureaucratic and political inertia,” explains Vijay Govindarajan in a Harvard Business Review post.

Sure, some of these skills can be learned. However, the way this magical mixture comes together is often the product of innate characteristics, rather than the result of training. Members of this special breed either use company culture as a means to excel in a role, or they commit to crafting a culture that will elevate the organization as a whole.

Sounds too good to be true? There is some bad news: It’s often hard to identify this aptitude in a typical job interview. Intrapreneurial aptitude actually can take time — months, or even years — to surface. But if you have a knack for identifying human potential, you’ll be able to recruit ambitious, creative, self-directed individuals who are intrapreneurs at the core.

3) Always Adding Value

Some people go to work to make money, while others go to serve a purpose. Money is important to make ends meet, but it’s not the only reason why people stay with a company and love their careers. When someone is genuinely invested in their work, they will go to great lengths to contribute their best effort. They will work harder and longer to produce the results they seek.

More often than not, this “extra effort” comes from those with an intrapreneurial mindset — from people who refuse to stop until the job is done well. They are exemplary at shaping and contributing to cultures that create business value. Their work is not only self-fulfilling, but something that supports performance across the entire team.

4) Leaders Without the Title

Intrapreneurs are clearly leaders in their own right. They will proactively seek ways to cut costs and increase revenues, even beyond a CEO’s expectations. Regardless of the significance associated with change, an intrapreneur takes on the responsibility as though they own the company — and they make decisions, accordingly.

Perhaps more importantly, these people are visionaries who are willing to challenge the status quo. They “have a dream, and overcome obstacles to achieving it by selling the dream to others” (Hisrich, Peters, and Shepherd, 2010.) Their support of the company often is on par with upper management’s level of commitment.

5) Follow the Magic

No doubt, you already have natural intrapreneurs within the walls of your company. You may know and work side-by-side with some already. But you may not recognize others yet. Surprisingly, these “hidden gems” are not always your classic top talent. However, they are unique. And when you uncover them, if you encourage and nurture them, magic can happen.

How so? Intrapreneurs have a way of making complex processes into something more simple. They see the light at the end of a tunnel that others would abandon. They can think creatively inside and out of the box. They aren’t afraid of taking risks, and they are tenacious problem solvers. Magic? I’d say so.

Letting Your Inner Entrepreneurs Shine

Don’t ignore the signs of an intrapreneur. When you spot them, help them understand that you’re aware of their potential, and then support them throughout their journey. That “go” signal and encouragement from you may be just the thing to kick-start their mission — or keep them on course. Remember, these individuals may not “look” like the typical “CEO” candidate, but can (and will) create magic for you and the company.

It has happened for me. I know it can happen for others. Find the gold in your ranks and let it shine. Give them freedom to make choices and see things through to the next level. If your experience is anything like mine, you’ll never regret it.

Are intrapreneurs actively driving your organizational culture? How do you support them? And how are they contributing to your organization’s success?

Learn More: “Business In Your Business” Conference

For more insight about how to foster intrapreneurship in your organization, check out the “Business In Your Business” International Intrapreneurship Conference in Barcelona, Spain, December 12-13, 2013. Experienced intrapreneurs and inspiring experts will share how the process works for them and explain how you can implement it, too. BONUS DISCOUNT: Get 10% off on your attendance fee — enter the code “TalentCulture“ when you register online.

(About the Author: Renée Warren is the CEO of Onboardly, a company that works with early stage startups to help them with customer acquisition and to gain visibility. She has worked with companies such as Udemy, Manpacks, and Beaucoo, helping them create an online presence that consistently gets their products in front of thousands of potential customers. Often referred to as a ‘geek in stilettos,’ Renée is passionate about creating a life that allows her to be the world’s best mom and build a company that continues to create value for its customers through inbound marketing.)

(Image Credit: Dan Brown on Flickr)

Survival Tips for HR Departments of One

November 29, 2013/Archives /by Donna Rogers

Written by Donna Rogers, SPHR

My HR career began in corporate training more than 22 years ago. Our department included three trainers and a coordinator. We reported to an HR director with responsibility for multiple functions — payroll, employment, compensation, policies & procedures, and more. It was definitely not an HR department of one.

However, after several years there and at another large corporation, I downsized dramatically into exactly that — an HR department of one. Me, myself, and I. “We” worked for the greater good of two small family-run companies; the first had 130 employees, and several years later I moved to an organization with 150 employees. Both were in the manufacturing sector, although my corporate experience had been in financial services.

Boy, were those positions different from my big-company background! However, my corporate experience helped me bring professionalism and thoughtfully designed programs to those smaller organizations. And not surprisingly, I continued to learn, even as I found ways to implement HR best practices without the luxury of an HR staff.

Are you looking for guidance as a one-person HR department? Here are 4 key lessons from my past:

4 Tips For HR Departments of One

1) Assess The Territory
It’s essential to get to know the management team and staff as deeply and quickly as possible. My first step was to schedule meetings with each division head and anyone else involved in the process of hiring, firing, and performance management. I created an agenda for each meeting, and I focused not just on gathering situational intelligence, but also on sharing my expectations and asking for ideas about how I could help meet organizational goals. These sessions don’t need to be formal; however, they should reveal enough insights for you to prepare a mini HR needs assessment.

2) Create A Roadmap
Your needs assessment can be your guide, as you write a project plan that prioritizes everything you need to accomplish — including ideas gleaned from the management team. Once I had this plan in place, I had the ability to gain management buy-in — and then there was no stopping me from moving forward to reach my goals. Until, of course, reality struck when I discovered just how limited the budget would be.

3) Think Resourcefully
Financial constraints can put a tremendous crimp in your ability to implement effective HR programs. In my second position, I faced a double whammy. We were cash-strapped, and existing vendors were reluctant to extend credit because the company had a D- rating from Dun & Bradstreet and Standard and Poor’s. It was the first time I had to pay COD (cash on delivery) for anything in business. With a lack of financial resources, I tapped into my professional network instead. My industry connections were a huge asset, as I called upon them for advice and suggestions to overcome budget obstacles. And in those days “a call” was literally that – a “phone” call — almost unheard of these days with email, social media, and professional online groups available at our fingertips. However, even now, I believe that a quick call can be the fastest, most effective way to get things done.

4) Make Technology Your Friend
Of course, technology doesn’t stop with telephones. And the most important thing you can do as an HR Department of One is to rely upon technology to help you work more efficiently. Implementing a solid HRIS (Human Resources Information System) can save hours — sometimes days — when generating management reports, tracking compliance, developing HR plans and conducting program analysis. Also, if cost is an issue (or even when it’s not) you can easily leverage social media for multiple purposes. For example, low-cost social survey tools help you instantly gather feedback from employees about job satisfaction. Social channels also offer a wide variety of career-related destinations and communities where you can drive recruitment that positions your organization as a talent acquisition leader.

These days, I’m one of the resources that HR departments of one rely upon for advice and assistance, when they don’t have the time or expertise to perform those services, themselves. I’m here to help fill essential gaps — whether it’s providing an objective opinion about staffing issues, mapping out a new program, or providing regulatory guidance as an alternative to costly attorneys or full-service consulting firms. For example, I’ve worked side-by-side with Dave Ryan to help him accomplish HR goals at Mel-O-Cream Donuts.

It’s rewarding to work in this capacity. Having operated in my clients’ role previously, I understand what they are going through. I can suggest solutions that I know will make their job easier. I can recommend no-cost/low-cost resources. And I can show them a better way to help HR support business objectives. It advances their company’s mission, and at the same time, it advances the practice of HR.

What do you think about the future of HR departments? Are companies likely to rely more heavily on these decentralized models? Is that a smart trend for business? And what does it mean for those of us who are HR professionals? Share your thoughts in the comments area.

(About the Author: Donna Rogers, SPHR, instructor of management at University of Illinois Springfield, and owner of Rogers HR Consulting. She has a Masters in Human Resources Development from UIUC, a Bachelor’s in Public Relations from ISU. Her firm is an HRCI Pre-Approved Provider and Small Business of the Year award winner. She earned the HR Professional of the Year and Lifetime Achievement Award from CIC-SHRM. She regularly delivers numerous presentations among professional groups, previously taught at Robert Morris College and has guest lectured at Benedictine University. She also serves her HR professional peers as a North Central Region – Membership Advisory Committee Representative, and is the Past Director for the Illinois State Council of SHRM. Connect with Donna on Twitter or LinkedIn.)

(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, and anytime at our ongoing Twitter conversation. Learn more…)

Image Credit: Stock.xchng

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The Human Element

1) Identify how employees set your company apart

2) Invest in true workforce development

3) Adopt a customer-centric strategy

4) Align your reward mechanisms

5) Modernize how and where work gets done

6) Reevaluate workload

7) Invest in learning employees strengths

Sneak Peek — The Year of the Employee

#TChat Events: Are Employees Finally In The Driver’s Seat?

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2) Social Contagion

3) Groupthink

4) Minimal Group Paradigm

5) Social Loafing

6) Stanford Prison Experiment

7) Prisoner’s Dilemma

8) Halo Effect

Evaluating Job Candidates: A Smart Strategy

Choosing Applicant Assessments

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How Do You Evaluate Job Applicants?

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Looking For Love In All The Wrong Places

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#TChat Week-In-Review: Love Your Employees, They’ll Love You Back

#TChat Insights: Does Your Workforce Feel The Love?

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Give Your “Work Self” Permission to Be Fully Human

Your Reality Is Your Story

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A Troubling Trend

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Sneak Peeks: Facing Tech Recruiting Challenges

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