Guest Article: Sourcing: How to Find Great Talent on Purpose [Podcast] by Ben

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Sourcing isn’t a new activity in the talent acquisition world. There have always been hard to fill jobs, but we’re seeing more of this kind of issue than ever before. In fact, a recent CareerBuilder study puts the cost of open positions at nearly $800,000 annually, tallying up costs that ultimately hurt business performance. Organizational leaders say these are the top problems caused by jobs they can’t fill:

• Productivity loss: 45 percent
• Higher employee turnover: 40 percent
• Lower morale: 39 percent
• Lower quality work: 37 percent
• Inability to grow business: 29 percent
• Revenue loss: 26 percent

In addition, our Lighthouse Research study of talent acquisition priorities pegs sourcing as a top area that business leaders plan to focus on in the coming year (just 1% behind onboarding, which was the highest priority).

In this episode of We’re Only Human, host Ben Eubanks is joined by the amazing Madeline Laurano, co-founder of Aptitude Research and co-host of Research on the Rocks, another HR Happy Hour network show. She and Ben discuss some of the key aspects of sourcing, such as employment branding, recruitment marketing, and technology’s role in the process.

In addition, they examine the impact of AI, machines, and algorithms on the sourcing world, breaking down some of the hype and illuminating an amazing competition that pits recruiters against robots to see who is the best at sourcing great candidates. Not to spoil the surprise, but the real story here exemplifies that to get the best results, we need humans and machines working together. Get all this and more in the latest episode of We’re Only Human on the HR Happy Hour podcast network.

Check out our other episodes in the We’re Only Human podcast archive.

Article source:Ben - Sourcing: How to Find Great Talent on Purpose [Podcast]»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Don't Be A Human Resources Jargolonian by Jay Kuhns, SPHR

Every professional discipline has a unique culture that goes along with it. Key terms, work processes, codes of ethics, behavioral norms, and words that inform various situations or issues are all part of the work.

Some of these words are important and need to be understood and used regularly to demonstrate competency and awareness.

Other words are simply jargon that are used in an attempt to demonstrate competence, but in reality end up clogging conversations, meetings, and other forms of communication with extra words.

Here are a few of my "favorites."

Stakeholder - an important term that is used to recognize the people who are interested in certain issues, projects, or organizations. 

Unfortunately, this perfectly good word is so overused that I get hungry when I hear it...

Fork + Knife = Steak Holder

Synergy - a word that is intended to demonstrate the power of working together. However, this too is so overused I find myself wondering....

Who actually goes home at the end of the day and says "we created so much synergy today!"

No one.

Straw Man - a wonderful concept that should ignite a productive brainstorming session on a certain topic, idea or initiative.

However, never in my life, prior to moving to the consulting side of life, did I ever use the term straw man in my corporate roles....the only thing that comes to mind for me is...

The Wizard of Oz.

How About You
Which words do you love to use, but actually kick off an avalanche of eye rolls around the conference room table?

I'd love to hear from you.

No Excuses.


Article source:Jay Kuhns, SPHR - Don't Be A Human Resources Jargolonian»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: Breast cancer: You can help me eradicate this devastating disease by Ross Clennett

Guest Article: Beggin' and Payin' by Jay Kuhns, SPHR

Ridin' high when I was king,
Played it hard and fast cause I had everything,
You walked away, won me then,
But easy come and easy go and it would end

Too Comfortable
When I look back on my career and think about all the twists and turns, highs and lows, and everything in between one thing becomes clear. Without people giving me an opportunity I would have nothing.

Nothing.

Sometimes I can lose sight of the journey I've been on simply because the pace of life is so hectic. Juggling my responsibilities inside Kinetix as well as with our clients, going full speed in my busy personal life, squeezing in daily workouts, and generally trying to stay out of trouble can all be a distraction. 

I don't necessarily feel bad about being so busy, in fact it is a blessing to have so many exciting things happening...even if they seem to be happening all at the same time!

Stop Begging, Start Paying
The risk, obviously, is that what I have now can erase my memory of what it took to get here. More importantly, it blurs the memory of who got me here.

The early part of my career was all about working hard, and hoping for an opportunity. The professional version of begging, if you will. Fortunately, there were many people who saw something in me, and took risks of their own to give me a chance.

Now, it's my turn! In fact, it's been my turn for quite a while. I've embraced connecting with people early in their careers. I love encouraging new members of the teams I've worked with, even to the point of challenging them to think beyond their role with the organization because I thought they could do more right now.

It would be impossible to list everyone who has been influential in my career, but here are a few...

Dad and Mom, far and away the most influential role models in my life

Paul McBride, undergraduate school professor

George Haskett, graduate school professor

Mike McNally, first HR VP that I reported to and early mentor

Kathryn Gillette, CEO, former boss, and mentor

Trish McFarlane, HR leader, social media, blogging mentor and friend

Mike VanDervort, HR leader, social media, blogging mentor and friend

How About You
How do you connect with the early careerists in your company? Do you notice them; or, are you too busy running to your next meeting to "really see" them? 

In addition to my focus on payin' - I'm looking forward to serving as a formal mentor for one of our interns this summer!

How are you payin'?

I'd love to hear from you.

No Excuses.

pic
beggin'
Article source:Jay Kuhns, SPHR - Beggin' and Payin'»

Check out more of Jay Kuhns' work at No Excuses HR

Guest Article: The Change We Need In HR Is Customer Service by Melissa Fairman

Customer service is critical to HR and too often we don’t think of it until we get a complaint. 99.9999% of roles in HR require customer service.  By customer service I mean: a pleasant...
Article source:Melissa Fairman - The Change We Need In HR Is Customer Service»

Check out more of Melissa Fairman's work at HR Remix

Guest Article: Global Employment Laws: Do You Know Your Stuff? by Ben

Did you know, in some countries it is illegal to email employees after normal work hours? This is just one example of the interesting global employment laws that can catch an unsuspecting employer at an inopportune time. For instance, several years ago I was sending some workers to Saudi Arabia, and we found out at the last minute that we had to abide by the “Saudization” requirement, which forced us to hire local workers to support the contract, even if they were not qualified to do the work on the project. It pays to understand the requirements of the country you are working in.

My company Lighthouse Research has partnered with Papaya Global for our 2017 Global HR Practices study, and we asked companies about their level of risk and confidence in their existing resources. One of the preliminary findings of our study highlighted that 70% of companies are at-risk due to limited understanding of local compliance requirements. Additionally, nearly three-fourths of companies manage the complexities of their global workforce in-house, creating a vulnerability to potential problems if they are unaware of local customs, requirements, and regulations.

Did You Know? Global Employment Law Differences

It has been said that companies based in the United States have it “easy.” In terms of labor laws, there are relatively few that govern how businesses operate. Take the common “employment at will” doctrine for example. In essence, companies can terminate workers at any time and for any reason as long as it’s not explicitly based on a discriminatory reason. In other countries, work contracts, workers’ councils, unique benefits requirements, and strict termination rules that define the employment relationship are common.

• Other countries however, commonly rely on actual employment contracts to hire workers. Because workers are tied to contracts, terminations often become complicated. For instance, in Dutch employment law, the statutory period of notice for an employee is one calendar month.
• During one research interview, an international human resource management leader at a German company took some time to explain her challenges with the local workers’ councils. In her story, the company was trying to gather data through an employee survey, but the workers’ council would not allow the HR team to share the information with the consulting partner to analyze and interpret the data, creating a stalemate.
• Other challenging areas include benefits and leave. For instance, employers must pay Chinese workers 300% of the value of any unused vacation days at the end of the year
• Brazil requires employers to offer employees thirty calendar days of paid leave after twelve months of service.

It’s clear that without some awareness of the requirements for global employment, companies can often make costly missteps, but there are ways to minimize the risk associated with global employment. Want to learn more? Check out the rest of the blog at Papaya Global to learn how to get educated before it’s too late.

Article source:Ben - Global Employment Laws: Do You Know Your Stuff?»

Check out more of Ben Uebanks' work at Upstart HR

Guest Article: Why do employers continually fail at onboarding? by Ross Clennett

Allegis Group have just released an excellent report Explore what sets high-performing recruitment organisations apart, a paper that offers insights from nearly 12,000 employers and candidates across various industries and functions from North America and the EMEA and APAC regions, revealing benchmarks that set high-performing recruitment organisations
Article source:Ross Clennett - Why do employers continually fail at onboarding?»

Check out more of Ross Clennett's work at hisblog