Obama Administration to Host Conference on Unemployment – HR Need Not Attend

The Obama administration announced that a White House conference would be held in December focusing on the unemployment crisis in the U.S.  Invited to the conference with be Corporate CEO’s, Small Business Owners, Non-profit executives, Economists, Financial Experts, and Labor leaders.  Do you notice a conspicuous absence?  Anyone?   Yes that right, no Human Resources representation.

China Gorman has noted that SHRM is trying to get invited, but no guarantees.  Although I’m happy to hear that an effort is being made, that happiness is completely overshadowed by the fact that they weren’t invited in the first place. Since we don’t have a King in America, that means that not only the President, but none of his advisors felt it important to involve the people that focus on the nation’s human capital had anything to add to the conversation.

So I have two questions for you today: 1. Should HR, as an expertise, be involved in the conversation?  2.  If so, what should SHRM do to get an invite?

Traveling

Traveling today, new post tomorrow (Wed)

Organizations That Rock

There’s been a great deal of discussion on the blog this week about a certain organization.  I wanted to continue to talk about organizations and how we can benefit from being united.  So today I’m asking you what organization, club, civic organization, etc. are you a member of that you feel you personally get the most out of?

Myself, I’m a Freemason, which I find very rewarding.  We as a fraternity do a great deal of work within the community.  In Minnesota we raised and donated the money for the Masonic Cancer Institute at the University of Minnesota, we also provide scholarships for returning veterans.  There are also other (appendent) organizations you can join as a Mason that do wonderful work.  I’m a Knight Templar (that’s me holding the flag, p.s. we are changing the uniform soon in our Commandery, I’m not a fan of the hat), and we support a great deal of eye health research, and my friends the Shriner’s maintain free hospitals throughout the world (did you know that those hospitals have no billing departments?).  On top of the great services we provide to our communities, there’s the education, mentoring, and fellowship, all of which means that every member can get something out of the fraternity.  I can tell you if I spent 100 years as a Mason, I’ll never feel I’ve been able to give as much as I’ve received, and to me that’s when you know a large organization is doing it right, when there results exceed the sum of their parts.

So again, what groups do you belong to that rock?

What If No One Knows You Do a Great Job?

Thanks to everyone for their active discussion over the past couple of days in regards to my opinion that SHRM is not living up the expectations of its members, or potential members. I really appreciate the participation of China Gorman, whose knowledge, class, and passion brought so much to the discussion. Thank you as well to twitterverse for spreading and adding to the discussion. If you would still like to participate in the discussion, please feel free, I think there is still much to say and discuss over both the near and long term. Also, if you completely disagree with me and would like the opportunity write a blog counter to my ideas on the topic, please contact me at whatsapufnstufATgmail.com. I will certainly give anyone that opportunity. Well I’m sorry there wasn’t a new post yesterday, but I wanted to give folks a chance to continue to comment on Tuesday’s topic, and I really did a number on my back, and thanks to the pain there were only random periods of lucidity yesterday. There are a couple of themes from the discussion that I’m going to pick up on over the next several posts (however I do promise another metrics post next week – I’m just to sore to do math right now . @Corey Feldman brought up a brilliant point: “Where I think SHRM has failed is in that it hasn’t risen to a critical level a public consciousness. SHRM members can and do see your efforts, but the public and corporate leaders seem mostly uninformed and/or uninterested in SHRMs efforts.” This really got me thinking, not just about SHRM but about the nature of success in general. Savvy leaders know the value of perception, the concept of “brand value” is a concept based on perception. Credibility is given or taken based on perceptions. My question is this: What adds more value, doing good things that no one is aware of; or doing good things that everyone is aware of? It’s an interesting conundrum, I know. My thought is the value created through public knowledge and awareness (that entry into the public consciousness) in all that we as individual do, is huge, in a good way. Unless you are satisfied with where you are and feel that what you are doing is sufficient to meet your needs, then to grow, advance, expand, whatever, then others outside of your immediate circle HAVE to be aware of your existence and value. For large organizations or communities, that entry into the public mind has the potential for exponential benefits: new membership, new support, new expertise, ect. To me it’s a win/win. What do you think?

Failure is Spelled S-H-R-M

I checked my office mail box yesterday, and once again there was an opportunity presented to me to re-join SHRM.  I picked it up, opened it, and actually thought about doing it.    For those that know me, you know that was a major leap, even taking a moment to consider it, was the closest I’ve come to endorsing SHRM in years.

Well, I looked at it and I thought about it, and in the end, it went right into the recycle bin (you can be angry and still be green).  Why?  Well in my mind, this was a year where the stars were aligned for SHRM to rise from the ashes of mediocrity and become a true leader.  There was effusive love after NOLA about a SHRM that was poised to be dynamic, focus on the latest and greatest tools and thoughts, led by dynamic game changing leadership that everyone could get behind. 

That was great to hear and read.  There was a sense of excitement that was sweeping through the ranks of HR, during a period when they needed something to feel good about.   But over time the failure of SHRM materialized.  The failure driven most by their silence.  This year has offered two huge opportunities for SHRM to take center stage and contribute to society as a whole, and we’ve heard not a peep (and if we as HR pro’s haven’t heard a peep, then think what our colleagues have heard from our lead association?):

• Unemployment and the Recession – 10% unemployment is about to become a reality, HR exists to help companies profit through strategic utilization and management of the workforce.  Shouldn’t the premier HR organization have some access to expertise to formulate some sort of opinion on how to best keep America working?  Shoot, the country is looking for guidance on this very topic, what a great opportunity to step in and show what HR has to offer, but that’s not what has happened and the silence of SHRM has been damning. 
• Health Care – here’s another one that is in SHRM’s wheelhouse.  Companies and individuals are confused on health care reform and how it could impact them.  This is an opportunity for SHRM to step forward and say “We as the HR community feel  ____________  is the best route forward.”  SHRM could help lead the way one way or another, but instead chooses deafening silence as its response.

I dare any person to show me where “Silence” is a prized competency in a leader.  The time for silence has long passed, the time to step forward and speak is upon you SHRM.  Either your goal is to be a leader in our HR community, or simply to be another racket out there designed to fleece its members not only of their money, but also of their hopes.

 

Friday Fun – Monsters

It’s Halloween weekend, so I’ll stick with that for the Friday fun today.

Think quick, what monster are you most afraid of?  Which monster are you least afraid of?

 

Here’s mine:

Most afraid of: Zombies.  I remember watching  Children Shouldn’t Play With Dead Things and Night of the Living Dead as a double feature as a kid.  I really remember not being able to sleep for days after that.  I have dedicated my life to preparing for the impending zombie war and educating those around me into proper zombie safety.

Least afraid of: Vampires.  Really, if all you need to keep them at bay is some garlic and a crucifix, then aren’t their attacks really an I.Q. test on our population?

Diversity Recruiting Do’s and Don’ts

The word “Diversity” is in and of itself a wonderful word.  It’s a simple word to understand, but (oh, you knew there was going to be a “but”) it is a word that for many companies is easier spoken than acted upon. 

I have worked with and for many companies over the years and each and everyone drove home the point of how important that diversity is to them.   I feel pretty confident in assuming there are not any companies in the U.S. that are willing to claim they are too diverse.

Having spent my career in Recruiting, I have noticed a trend throughout my career.  When a company lacks diversity it is initially considered a recruiting problem.  Sometimes it is, sometimes it isn’t.  More often than not it’s something that touches many areas and must be addressed in each. 

I’m not here to describe or debate how to best execute a diversity strategy.  What I am here to do today is to discuss some do’s and don’ts of diversity recruiting that I’ve learned over the years.

Do determine first whether or not recruiting is truly the issue.  I’ve often worked with companies where they swear up and down they are not getting enough diverse candidates, when in fact that isn’t the case.  Most companies allow for candidate self selection of EEO criteria.  Go back and look at all of your candidate pools and break them out first by EEO categories and see how they compare to your targets.  Second do the same for the group that was considered “qualified”, then again for those who receive interviews at each stage.  Do the percentage breakdowns stay “true” over the course of the process for the positions analyzed?  If so, it probably ain’t a recruiting issue, it’s probably a hiring issue, contact your HR professional take two aspirins… If the percentages don’t stay “true” there’s a good chance you need to improve your outreach and diversity recruiting.

Don’t assume.  Folks, this is basic.  We all know that when you assume what happens.  Yet so much diversity recruiting is based on good intentioned but wrong assumptions…

So Do measure and analyze.  For example:  Your company may use Monster and Hotjobs as its primary sources of candidates.  Now you need to increase diversity, so you put your jobs on a diversity niche site.  Great.  Do the results change.  Here’s a secret run analytics (or better yet ask the job board to run them for you) on diversity traffic to their site vs. your positions.  Do this early on.  Look to see if there is a disconnect between diverse candidates and your posting.  What’s the click rate?  What’s the pass through?  How does that compare to the boards demographics as a whole as it relates to your target area? I say this because it’s best if you…

Don’t confuse activity with action.  Often times companies spend money on diversity niche sites without realizing that diverse candidates most often conduct their job searches like non-diverse candidates.  They don’t start at niche sites, they start with google or job boards, or aggregators.  So before you go to a niche site ensure you’re optimized, and that your postings are attractive to all candidates.  A great way to ensure the latter is to make sure you…

Do reach out.  Not sure if your posting, message, branding, reputation, what have you is resonating.  Ask your audience what they think and enlist their help in improving it.  Generally, the standard route of putting clip art pictures of a diverse workforce on your candidate marketing materials, no matter how brilliant that seems to you, is not a game changer.  There are many great organizations that will not only willingly help you review and craft a message/brand, but because they are involved will become lasting partners and evangelists.  You would be amazed at how many companies give reach out lip service.  A best practice I’ve observed at an employer was that every member of the executive team had to be an active member of one external diversity organization.  I can write a whole separate blog post of how that was the game changer this company needed (up to that point, they we’re heavily skewed white male as an organization and as part of an industry that was skewed the same – they broke the ground and led the change).

Do not treat candidates differently.  One of the most eye opening speakers I’ve ever seen on the topic of diversity is Chris Metzler.  If you get the chance read his stuff or see him speak.  He throws a lot of conventional wisdom in the trash where it belongs.  One amazing point I saw him make was when he asked a room full of Recruiting and HR professionals to raise their hands if when they bring in a diverse candidate to interview, as part of the process for that candidate they have them meet with someone else at the company that is diverse, but isn’t part of the interview team for non-diverse candidates.  Darn near every hand went up in that room, including mine.  He looked around and with a wry smile, essentially told all of us how wrong we were to do that.  His research indicated that when you provide a different (albeit good intentioned) process for a diverse candidate, instead of them intended perception of “see how much we value diversity, and how successful diverse workers are here”, what you really say is “see your different, so we have to have a different process for you, we don’t put our other (non-diverse) candidates through this, well, because, they’re not different.”  He said it much more eloquently, by the way, but I think you get the picture.

What has worked for your organizations in the past?

Does Fortune Favor the Bold?

Yesterday some readers skewered me on my laissez faire attitude towards relocation.  These weren’t random readers, these are long time readers and readers whom I respect and whose opinions I value.  I understand what each is saying, and I appreciate that I speak in generalizations and that there are certain individual cases where my generalizations won’t apply. 

That being said, I feel that there is a universal truth in my thesis on relocation, and that truth is that fortune favors the bold.  Obama – bold, Bill Gates – bold, Lenny Bruce – bold, Jack Welch – bold.  The list goes on and on.  Taking risks can pay great rewards, being timid, cannot.

I understand the flip side as well, that risks can equal great failure.  So what?  That failure is what allows you to rationally assess the risk/reward equation and determine if it’s right for you, or if you need to walk away.  But know this, nothing has a zero chance of failure.  So you take risks every day, just by waking up and going about your day. 

I think many people have an irrational fear of risks.  It’s build into our society for some reason.  We fear so many things without knowing the statistical odds of that fear ever being realized.  We rationalize our fears on volume (the chatter generated online, on t.v., etc) not statistics or practical knowledge. 

I’m a perfect example of this.  I’m not the smartest or most talented dude, but I’m very successful.  I’m successful because I’ve never feared taking risks.  What’s the worst thing that could happen to me?  I wind up poor and alone?  So what?  That just means I pick myself up again and get going. 

The biggest aversion I have to risk is simply hurting someone else with my sphere.  So I do calculate that in, and do involve them in discussions.  Luckily, there’s a lot of trust and the same end desire there, so it’s never been an issue (common sense is the key to being bold, in my opinion). 

Whether it was taking the leap the first time I went on stage, or moving to the middle of nowhere (where if I would have failed there are no other jobs for me), or choosing to wear the uniform in a combat arms unit, I’ve always taken risks, and I feel that I am better for it. 

What about you?  Are you a risk taker or risk adverse?  Why?

Relocation Isn’t a Bad Word

My many heartfelt thanks to teresahrgirl for taking over the shop last week.  I had a chance to read her stuff yesterday, and I think you will all agree that she’s got some mad blog skills.  She certainly sparked some great discussions!  Thanks to everyone who participated and contributed last week!

My vacation gave me plenty of time to reflect and recharge (my hearing has finally returned after the concert).   One of the things I reflected on was something that there has been discussion on lately on several sites, and that’s many people’s aversion to relocation.

I love my hometown of Cleveland, but I don’t think I’m giving away any secrets when I say the city isn’t what it used to be.  It’s mired in poverty, double digit unemployment, and rife with allegations of political corruption.  The industries that fueled the economy are dead or dying, and there are no signs that new industry is on the way to replace any of it.  So why stay? 

This is the discussion I had with my former team.  Why stay if it isn’t going to get better?  Some folks cited “family” as their main reason.   I can’t say that I understand that.  100 years ago, when my literal forefathers got on a boat from Italy bound for the U.S., they did it for their family.  At the time, their prospects were bleak in their native land, so they went to seek a better life.  They could have stayed, but they knew the short term discomfort of separating or uprooting their families, would be outweighed by the long term gains of their relocation. 

The second most common reason given for not being willing to relocate was mortgages, particularly folks owe more on their home that what it’s worth.  My argument there is that it is no excuse to follow one bad decision with another.  If you’re in over your head, don’t make it worse by staying in a bad situation.  If where you live isn’t going to get better, then is your situation with your home going to improve?  Sometimes you have to take your licks and cut your losses.  The folks that do it first will be in a better position than those that wait.

The final reason was the “it will get better” line.  I call it a line, because that’s all it is.  “It will get better.”  Will it?  How much? When?  Folks, our current economic situation is transformative.   Jobs in the next decade will go where it makes the most economic sense, and that’s not into the rust belt cities with high taxes, inept government, and an un or undereducated work force. 

One of the reasons that for so long the United States was unique, was we as citizens had the freedom to move about the country to pursue the best opportunities for ourselves and our families.  We could move from State to State and make our own choices.  If you could earn more and have a better life in Virginia, then by God, move to Virginia.  It taxes were too high, we could chose to move to a lower tax State, or a State with better schools, or a myriad of other reasons.  I’m not sure what changed, what made us grow complacent?  Do we feel entitled to success?  Should everything come to us?  I’m truly perplexed. 

Cleveland will always be where my heart is, but it won’t always be my home.  My heart will never change, but my home, is a temporary thing, I choose not to define myself by my home, but by my contribution, which I hope benefits more than just myself.

Friday Fun

Ok, So comes the end of my week of blogging and honestly I really enjoyed it! 

Since its Friday, and I don’t want to go against our HR tradition of saying F#$K IT, here is a  funny video to kill the time with.  I’ve always loved Ninjas.. Ever since the brother of the girl who used to babysit me when I was little dressed up in his Ninja outfit complete with  mask, sneaked into her window, and scared the crap outta me.  He thought it was sooo hilarious.  Ahhh the memories…….

PSST… Don’t tell Puf that I’m the one who left those lollipops all over the posting room  

Urban Ninja - ninjas for me are what clowns are to some people.  Even though this is funny, it freaks me out still.  Enjoy!