Reimagining HR in a Talent-Driven Economy

Laurie Ruettimann, SPHR, SHRM-SCP

CALLIEHR Business Partner

She/Her/Hers

B.B.A University of Illinois

PHR, SHRM-CP

New Mom

Dog Lover

WHAT WOULD YOU DO?

#9HR MANAGER

GLASSDOOR’S BEST JOBS IN AMERICA LIST

$113,300 per year*Job Outlook, 2018-28

Growing 7% (Faster than average)

EVERY HR JOB DESCRIPTION ON THE INTERNET“Must be brave, creative, collaborative, decisive, talent-focused, have the ability

to find compromises, goal-driven, persuasive, quick-thinking, strong sense of

right and wrong, be optimistic, have high social and emotional intelligence with

the skills to navigate a highly political environment, work well with others,

perform and present with executive authority, display common sense, be timely

and attentive, have the ability to deal with difficult people and provide feedback,

value diversity and inclusion, and possess a positive and flexible attitude.”

“CEOs want you to be a mind reader, order-taker, strategic partner but not too strategic, deferential to power, and good at math so you can read spreadsheets but not so good that you’ll ask for more money.”

Callie, on what executives really want from HR in 2020.

HR is stuck.

HR needs to be reimagined.

Solution #1: Reimagine HR as

Experience Brokers

WHAT IS THE EXPERIENCE ECONOMY?

Employees do not want choice.

They want exactly what they want when they want it.

COOPERDirector of People Ops

He/Him/His

Central Michigan University

Masters, Human Resource Management

Advisory Board Member, YMCA

COOPER1. Tackle Automation and

Digitization

2. Stay Ahead of Government Policy

3. Improve the Daily Life of Employees

PRIORITY 1: TACKLE AUTOMATION & DIGITIZATIONAutomation is the technology by which a process or procedure is performed with minimal human assistance.

Digitization is the automation of existing manual and paper-based processes, enabled by the digitization of information; from an analog to a digital format.

WHAT IS AUTOMATION & DIGITIZATION?● Office Productivity Suites● Knowledge Management Software● Process Automation● HRIS Platforms● Recruiting Tech Stacks● Learning Experience Platforms (LxP)● Data Processing● Security/Risk Mitigation● AI/Machine Learning● Big Data

You can’t do this alone.

“Spend time over the last few days of 2019 watching the world outside of work. It will soon be 2020 outside of work; what year is it inside your organization, and what can you do to close the chasm? Put it on a whiteboard alongside your vision.”

- JASON AVERBOOK

THOUGHT LEADERS● Tim Sackett

● Jennifer McClure

● Steve Boese

● Sarah Morgan

● Steve Browne

● Victorio Milian

● Enrique Rubio

● Sarah Brennan

● William Tincup

● Vadim Liberman

● Don MacPherson

Resources● TLNT.com

● DisruptHR.co

● HackingHR.io

● FistfulofTalent.com

● RecruitingDaily.com

● WorkHuman.com/blog

● 12Geniuses.com

● https://techatwork.substack.com/about (Lance Haun)

● TheBuzzonHR.com

PRIORITY 2: STAY AHEAD OF GOVERNMENT POLICY● Labor Policy

● Political Promises & Threats

● Health and Human Services Programs

● Veterans Issues

● State Laws

● Municipal Decrees

● Global Privacy Laws

● Corporate Social Responsibility

● Elections

● Political Trends

You can’t do this alone.

HR.BLR.COM

EMPLOYEE ROUNDTABLES

PRIORITY 3: IMPROVE THE DAILY LIFE OF EMPLOYEES● Culture

● Working Conditions

● Communication Tools

● Work-Life Balance

● Opportunities for Growth

● Accessibility

● Transparency

● Wage Equality

● Compelling Benefits

● Wellbeing Programs

● Free Beer

You can’t do this alone.

First.Stop talking about culture.

Your company doesn’t have a culture. It has a mood. An atmosphere. A vibe.

The environment in your office doesn’t live up to the word culture.

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Your company has preferences.

Your hiring managers make choices.

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Second.Even if you did have a culture, you can’t hire for it.

You’re not smart enough to do it.

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Third.In the experience economy, hiring for “culture” and “fit” is a losing strategy.

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HOW TO HIRE FOR “CULTURE”● Win/loss study. Who is your company? How do you get work done?● Industry benchmarking. How do your financials rate?● Infrastructure and role analysis. What competencies do you need now and in the future?● Job description creation, testing, validation. What are your titles and correlation to compensation?● Sourcing/screening/hiring channel and process creation, testing, validation. How do we create a

reliable and bias-free process?● Interview process creation, testing, validation. Who says yes and no?● Assessment selection. How do we know if we’re right? How do we choose the right tech?● Training human intermediaries on biases and blind spots. Can we check ourselves?● Total rewards philosophy implementation. How do we do this fairly and consistently?● Performance management and internal mobility evaluation. How do you know when someone is

good, bad, or ready for a change?

Reimagine HR by followingthought leaders.

Join employee roundtables to help demystify politics and government policy.

Stop talking about culture and start talking about individual, personalized experiences.

Solution #2:Reimagine HR as Employees, Too

MICOLETalent Acquisition Manager

She/Her/Hers

William & Mary Online MBA

SHRM-SCP, GPHR

Volunteer, No Kid Hungry

MICOLE“Improve diversity hire numbers.”

36-52%Many employees are hired from employee referrals.

82%82% of employers rated employee referrals above all other sources

for generating the best return on investment. (Source: CareerBuilder)

45%After two years, retention of referred employees is 45% compared to 20% from job

boards. (Source: FirstBird)

Employee referral programs do not improve diversity scores.

35%Female and minority applicants were much less likely to report receiving an

employee referral than their white male counterparts. More specifically, white women were 12% less likely to receive a referral, men of color were 26% less likely

and women of color were 35% less likely. (Source: PayScale)

WHAT’S WRONG WITH EMPLOYEE REFERRAL PROGRAMS?1. Talent pool is limited.2. Qualified applicants are ignored.3. Hiring process is biased.4. Interviews are unreliable and invalid.5. Candidates are given crazy personality assessments.6. The background check process takes too long.7. Offer paperwork doesn’t sell the opportunity.8. Pre-boarding takes forever.9. Onboarding is inconsistent.

10. Employee communication is poor.

You can’t do this alone.

“We went back to the drawing board and asked our hiring managers to be our partners.

Did they care about the future of our organization? Do they believe we could do better? Would they devote time, resources and budget to solving this business problem?

Or would this languish as an HR issue?”- Micole

Reimagine HR by seeing yourself as an employee within the experience economy.

Reimagine HR by opening up your work to everybody.

Solution #3:Give HR to the CEO

STEVEEntrepreneur, Founder

He/Him/His

Dropped out of the B.S. degree program offered by the Russ College of Engineering and Technology

Former Recruiter

Basketball, Music, Skiing

STEVE“How do I create the best People Team at my new company?”

LET THE CEO RUN HR

The idea that your corporate system can run without the daily care of the most important person who can create an optimal work environment is idiotic at best and negligent at worst.

Who can do better for employees than the CEO?

LET THE CEO RUN HR

When your CEO runs HR, it breaks down this notion that there are people and then there are profits.

The system is reconfigured.

LET THE CEO RUN HR

CEOs are actively involved in investor relations, sales calls, and all kinds of executive communication strategies to improve revenue and profitability.

Take that same care and attention and apply it to your people, and you'll have, in theory, dramatically different results.

You can’t do this alone.

HOW TO REIMAGINE HR1. Be experience brokers.

2. See yourself as an employee.

3. Grab your CEO and tell him HR is his/her/their job, too.

Thanks.Letsfixwork.comhello@letsfixwork.com