Human Resources

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The Role and Future of HR: The CEO’s Perspective

• CEOs believe that they don’t have enough power in decision making
• CEOs believe that HR makes contributions in strategic areas including talent management, succession planning, engagement, recruitment and retention
• **Important: expect HR managers to map out HR strategy in relation to business strategy
• HR managers often confidante of executives
• CEOs credit HR reps for helping attract talent to fuel growth
• CEOs credit HR reps for helping be transparent and clear when downsizing
• HR managers need to also understand challenges and business needs of front line managers
• In manufacturing, HR still viewed as the people who hire and fire, not as strategic business allies
• What the CEO expects from HR rep:

• Talent management and succession planning
• Creating the employment brand
• Four generations in the workplace

• Recruiting, building teams, dealing with change, motivating

• Employee communications
• Social media
• Trend analysis and forecasting

• Social trends

• Change management

How Companies can Attract the College Talent

• Large, well established companies find that they have trouble attracting young talent because they aren’t new and trendy

• Known as “brand problem”

• What millennials look for in employers (in order):

• People and cultural fit
• Career potential
• Work/life balance
• Compensation
• Challenging environment
• Company mission
• Innovation
• New graduate program
• Market leadership
• Target audience
• Alumni and friends

• How millennials hear about companies (in order)

• Friends
• Job board
• On campus
• Social media
• News
• Use their product

• Get your best people to engage with students
• Go where students are (online)
• Make the application process easy and engaging
• Prioritize meaning over swag

From Employment Brand to Talent Brand

• Due to social media, a company cant position a message and be done with it because its not a one way message
• Social media has created a marketplace of interaction between recruiters, employees, customers and prospects
• Brand is now decided by ^ people
• People ask each other for referrals about a company
• Need to relay culture of a company through videos, blogs, real-time updates
• Must create talent brand

The problem with using personality tests for hiring

• Most effective hiring selection practices (in order)

• Multi-measure tests (cognitive ability, personality, interests)
• Cognitive ability tests
• Integrity tests
• Reference checks
• Emotional intelligence tests
• Personality tests
• Job experience

• Can sometimes manipulate personality tests into making yourself seem a desirable way to your employer
• Sometimes peoples answers would be different over time
• Test must be predictive of future performance and possesses these attributes:

• Measures stable traits that wont change
• Are normative so you can compare against other people
• Have a candidness scale so you can tell how likely it is that they’re lying
• Have high reliability so it related to the job

Why job interviewers should focus on the candidates, not selling the organization

• Interviewers who were more focused on enticing the applicant made poorer hiring decisions

Why Google stopped asking bizarre, crazy-hard interview questions

• Hard questions don’t prove anything
• Now uses well structured, behavioural interviews that ask for situational questions and for stories about past experiences
• Looking for leaders
• Looking for humility and ownership

Should performance reviews be crowdsourced?

• Asking for 360 degree evaluation
• Unreliable because:

• People care more about the rewards associated with finishing the task than the actual content of the evaluation itself
• Can have legal repercussions if an employee sues the company or it can help if it backs up the firing of an employee
• Employees don’t have a clear understanding of their peers goals or duties thus it makes judging difficult

How to give good feedback

• Too many leaders still treat feedback as a once-a-year event rather than an ongoing discipline
• 5 ways to improve feedback:

• Feedback is not about forms

• Should be documented only to say that it happened, not exactly what was said

• Feedback delayed is feedback denied

• Must have FAST feedback - Frequent, accurate, specific, timely

• If you want feedback, ask for it
• Giving people a raise isn’t the same as giving them feedback
• Always get feedback on your feedback