Communicating The Value of Human Resource$

With everything from recruiting, training programs, compliance-oriented tasks, benefits administration and more and the role of HR Professionals continues to expand.  I believe the next step in the evolution of our profession is to gain the proverbial “seat at the table” and for those in progressive companies is to secure it permanently and maximizing the potential.  It is our job as a group of colleagues to propel our roles into this next echelon – but how can we do that?  In order for us to accomplish this we all need to speak the language of the C-suite and quantify our positions into terms they can understand.

I believe it is a misconception that those who practice human resources do so because they are “people people,” that engagement with employees and the desire to build connections drives us at the workplace.  While this may be the case in your particular circumstance we also need to show that we are keenly interested in the company’s bottom line and be able to convert our profession into dollars and cents figures as much as possible.  This will help to convey our input and value in terms that are easily interpreted and, more importantly, show what we can do to an organization’s balance sheet.  Below are some areas that you can quickly and easily place a numerical figure:

Administrative Expenses Many outsourced processes are looking to streamline and actually charge a premium to use particular methods when it comes to utilizing them.  One example is a 401k program; after doing some research it was found that switching to a paperless system actually saved our company $500 per month(!).  Doing some due diligence may allow you to find similar cost-saving measures that have nil to zero impact on your company – except saving money.

Recruiting Costs Using a professional recruiter, an organization can expect to pay anywhere from 15-40% of an individual’s yearly salary per position – if not more.  If you are able to use a company resource, independent job posting or referral you can quickly and easily show a value saved to your organization.  Once an individual has been with the company more than 90 days and if they are a good fit you can conservatively estimate the saved costs to your company by taking 15% of that individual’s salary (sans whichever costs in terms of time and expenses you had) and add that to your financial contribution.

Reducing Turnover This is a huge area for HR professionals and an area we are always looking to improve.  While there are many unquantifiable issues with turnover including decreased morale, lost knowledge and potential damage to employer brand, what actual costs go into turnover?  There are many, including but not limited to administrative fees, applicable benefits for departing employees, portion of time spent training employee, lack of productivity during introductory period, amongst others (a SHRM worksheet, originally provided by the Department of Labor, helps to fully explain all parameters catered to your organization here.  In very brief terms the cost to replace an employee is between 30-150% of an employee’s annual salary.  If you can reduce the turnover during a period of time, give yourself and your department credit for saving 50% of all salaries based from the turnover decrease.

While these items are certainly not 100% and need to be monitored to ensure fairness and quality of operations they are a great way of using concrete figures to help communicate the sometimes vague benefits of a HR department.  With this information at your disposal you can then propose for additional spending in areas that would truly help the company – and you’ll have the vernacular to speak to the C-suite, have your voice heard and be a central partner in your organization.

Thoughts and feedback welcome!

@kcoynehr

The Mutualism Of Volunteering

In nature when plants and animals of different species interact in their relationships generally fall into one of three categories when it comes to how they impact each other.  Parasitic relationships are ones where one party benefits at the other's expense.  There are some relationships where one party benefits but the other is relatively unaffected.  One example is a small bird riding the back of a giant rhinoceros - the bird gets a free ride and the rhinoceros, given it's size, is usually none the wiser.  The final and most advantageous relationship is mutualism, one where all parties that interact together benefit.

After attending a GMSHRM event yesterday evening encouraging mentoring and civic involvement for HR professionals I felt a lot of truth and validity in their words.  During my off time I went and visited the humorous apparel distributor BustedTees where they have a T-Shirt that reads "Volunteering: It Doesn't Pay".  This made me think - yes, by definition there are no monetary benefits – but on multiple levels there are positives for all involved, including…

The Organization You Volunteer For Benefits Whether it is for a school, community group, professional organization – you’re doing a service to help out others.  To truly unlock your passions I’d recommend aligning your volunteering with causes that have a personal reach.  One example that comes to mind is a colleague of mine who was in a major car accident and received 4 pints of blood to save her life – now she helps to organize drives with the local blood bank.  This sense of a personal mission not only benefits the community at large but also…

Volunteering Creates an Intrinsic Satisfaction Generally when individuals volunteer their time they feel that they are contributing to a cause and giving of their time to make a difference.  This creates a sense of mild euphoria for many people and can have a profoundly positive impact on one’s life.  This positive aura often translates into other areas of one’s life, including the professional arena.  As the axiom says, happy employees make happy customers!

It Can Help To Build Your Network Volunteering will help you to meet new individuals from all walks of life and generally there will be many common threads between the individuals you encounter and work with in these programs.  Many relationships, personal and professional, have been forged in this manner.  This is a great way to become interlaced in a community and meet influential persons.  Networking is an essential part of career development and some of the individuals you meet may have a profound impact on your future.

One final point, not to be forgotten –

It Helps Your Personal Brand Sometimes lost in the shuffle is that volunteering can help to establish yourself and your identity.  The others that you work with when you give your energy and time see you in a new dimension and it certainly adds a layer to your professional identity.  This is why volunteering is highly recommended for all persons regardless of career status or position – it is truly a win-win for all involved and the results really do “pay” when you pay it forward.

How can you get involved?  Organizations and volunteer boards are always looking for assistance!  Ask those in your network, professional affiliations, friends and neighbors about the opportunities that exist near you.  Find one that aligns with personal passions of yours and get involved where everybody truly wins!

-Kevin
@kcoynehr

Tips And Suggestions For A Successful Phone Interview

In today's recruiting world with the advents of modern technology and mobile devices contact between interviewers and interviewees is easier than ever.  Lately I have been participating in many phone interviews - some have been fantastic, some could have gone better.  In the interest of paying it forward and educating those who are in this process here are some advices that will (hopefully) serve you well going forward.

Create a professional e-mail address
Have you ever received a communique from an organization where the address is "baseballfan437@company.com" or "ILUVBIEBER_999@organization.org"?  Neither have I.  However I daily receive resumes where these informal e-mail addresses are featured prominently on the top of professional resumes and right off the bat it leaves a questionable opinion about the individual.  First impressions are critical and your e-mail address should be comparable to that or the company you are applying for.

Be truly available - not just there - at the time of the call
When I schedule a phone interview I first touch base with the candidate and schedule a time with them within the next 24-48 hours.  There have been situations where I have been speaking with the individual and they were driving a car, with friends, outside with the wind blowing, etc.  When the interview is set ensure that you have the time to speak with the interviewer (I'd recommend leaving a full hour, if possible) in a quiet setting without interruptions.  If the the company is making time for you, make time for them.

Move the call to a land-line
Nearly everybody has a cell phone which is great for initial contact and quick calls but it is certainly not the best medium for an extended call.  Additionally mobile devices are more susceptible to reception issues, battery life, technical difficulties - not to mention that the interviewer will more than likely be using a land line themselves.  A hard wire phone will allow you to have a much more reliable, clear and strong connection - not to mention will help you to stand out amongst those speaking via cell!  Additionally a cellular phone can be used as a backup plan which is always good to have in your pocket (no pun intended).  I highly recommend that, when scheduling a phone interview, offer an alternate contact number to their interviewer to speak to you using a land line phone.  They will be more than happy to oblige.

Keep your answers succinct
It is human nature to be distracted easily (and despite my best attempts - full disclosure - I have succumb from time to time).  When the interviewee is not actually present and the interviewer is in their office with e-mails on their computer paperwork piling up on their desk minds can sometimes wander.  Your best course of action?  Keep your answers between 1-2 minutes - enough to provide ample detail but short enough to keep the interviewers interest and keep the process moving through the questions.

Be fully prepared
A good interviewer will provide you with background information before, such as the company's website, a full job description, the names of those you will be meeting, etc - use it!  I have been frustrated when I take the time to speak to somebody and they have not read or reviewed the details prior to a scheduled interview.  Additionally if the company has given you materials to review having them in front of you (as well as your cover letter, resume, etc) is highly encouraged.

Ask questions 
Phone interviews should be a two-way street - the company wants to find out more about you and you as a candidate should be asking questions about the job, the team, challenges, opportunities, etc.  I am always impressed by candidates who ask poignant questions as it shows the candidate has a professional curiosity, is really keen for the role, has done their homework and respects the time of all involved.

and my most critical suggestion...

Realize that moving forward the interviewer and yourself are now intertwined
What do I mean by that?  Typically if an individual performs well on an interview the next step is to bring them in person to the facility.  The interviewer now has an increased stake in the game as the candidates that they select to move to the subsequent rounds reflect on them as a professional.  As a recruiter if I am not impressed by somebody I have a very hard time introducing them to my colleagues and my boss as the caliber of the individuals I find reflects directly on me.

What does that mean for you?  Make the interviewer want to present you to their colleagues.  When speaking on the phone sound excited and energetic!  Demonstrate your professionalism and show how you're the right selection for the job.  Be somebody who YOU would want to bring in. If you keep that in mind (and the rest of the above) during your next phone interview you will be one step closer to landing that job you've always wanted

Kevin
@kcoynehr

Reactions to Citrix's "Work Anywhere" Workplace

Last Thursday evening with the South Florida Organizational Development Network (SFLODN) I had the opportunity to visit Citrix in Ft. Lauderdale and see their new "work anywhere" concept.  In a nutshell Citrix has taken part of the buildings and instead of having the traditional cubicles and corner office physical structures based off of position and hierarchy they have instead created a system of neighborhoods engineered to foster collaboration,  team work and cater to the needs of each individual based off what they are doing at that specific time.  Here is some more information via @SunSentinel here http://bit.ly/L306iy

A workplace that mirrors it's occupants

As technology evolves further and further, I saw a cardinal axiom of work is changing as well.  The phrase "What have you done for me lately" is morphing into "What can you do for me now?"  The instantaneous flow of free information has adjusted what we expect from our team members; nowadays it's not what you know, as information is easily and rapidly disseminated anywhere in real-time, but rather what are you doing with what you know.

I feel that Citrix has taken a step forward bearing this in mind.  By requiring it's employees to release themselves of books, binders and other physical tangible objects the company is requiring multiple progressive principles to be adopted by their teams.  First, all employees are required to understand and adapt themselves with current technologies.  Without them they cannot do their work and this necessitates their team members to be current and prepared.  Secondly, and perhaps on a more unconscious level, it creates compliance with the mentality described above, that all employees need to be ready at anytime, anywhere and, using modern technology, to be able to deliver in the limelight right now.

"It's all a case of history repeating"

As I heard more about this concept I thought of how human beings were eons ago and how our bodies fit that situation.  We as people are designed to move, roam and graze, dating back to the epochs of our former hunter-gather society.  Humans were not designed to have a sedentary lifestyle (which also attributes to the obesity dilemma our world now faces as well).  Instead of traversing against the grain and forcing it's employees into static workspaces Citrix, in my view, has adopted this mobile mentality forged over thousands of years.  In a unique case of "if you can't beat 'em' join 'em," Citrix has opted to incorporate the design of our minds and bodies into where they work.  The results?  While they may be unclear and subjective to the opinions of each user the fact that this is more aligned with how we are as a species looks promising.

Will it work for our company?

This is a question that was on my mind and also many of the other participants as well.  To be honest - I don't know for sure.  Citrix is a fast moving, creative technology company and their company goals and the products they develop align well with this workplace strategy.  For other types of organizations it may not be such a good fit.  That would be a discussion for you and senior management to have.  I also advocate employee engagement to gauge their response; see how your teams feel about such a radical change.  Also if you can visit Citrix to see it yourself that is highly recommended as well.  Maybe not going to the full degree of change but adapting some best practices may help you glean portions that would have the most beneficial impacts for your organization.

To close, it is an experiment and I appreciate the good people at Citrix for allowing our group to visit and learn about their facilities.  I admire their forward thinking and will keep an eye out to see what is next.  As always, thoughts and comments are welcomed and appreciated!

Kevin

Essentials of Onboarding

You've scoured the lands searching for the right candidate - not A candidate, but THE candidate - and you have been fortunate enough to secure them to work for your company.  They have signed on the dotted line and are starting on Monday.  But are you prepared to do your best to assimilate and retain this new hire?  Here are a few tips and points from my experience that have made a tremendous difference in having a smooth or rocky start for new team members.

Onboarding begins well before Day 1

First impressions are made within 7-10 seconds and they are very powerful and, if bad, can be very difficult to overcome.  From the moment your candidate first hears of the company, visits your website and sees your organization in the media an opinion is formed as to it's caliber and quality.  Maintaining these at an optimal level will help to leave a favorable image in the eyes and heart of your prodigy.  Additionally during the recruitment process - did you return calls and emails in a timely manner?  Were there any surprises or disappointments during the process?  Did you answer all questions fully and completely?  These are the small things that make a big difference in the infancy of professional relationships

Be prepared!

When your new team member arrives on Day 1 partner with your HR Manager and the other members of your leadership to formally welcome the new individual.  Having a small plant at the desk, keeping the workplace neat and tidy and having business cards ready are all small things that can excite your new employee and make them proud to be working at your organization.  Also take the time to introduce them to the team and help them start their internal network within the office - being new can be intimidating.  Additionally make sure that all orientation procedures that your company has to offer, from literature to presentations, are available and ready for your new employee.  Finally be prepared to spend a good portion of the day with your new employee - show them the facilities in depth and also do lunch.  This will help them to feel comfortable and welcome

Check-in Frequently

During the first few weeks of employment the expectations of what is to be done may not be 100% clear.  Having frequent meetings with your new team member will help them to best understand their new job as well as initiate the feedback loop to help reinforce positive performance and also curtail any behaviors or areas for improvement through coaching and training.

At the end of the day, showing care and going the extra mile will surely pay dividends in the long run.  Use this time to set the tone for an effective, positive working relationship - it is an invaluable investment.  This is not the end-all list for sure but the above are some valuable tips from experience that go a log way to bringing your new team member into the fold and up to speed sooner than later - as well as establish the relationship and rapport to build a long term career.  Your thoughts are also welcome and appreciated - please comment and share!

Kevin

Standing Out From The New White Noise

If falling asleep presents a difficulty, one home remedy of sorts for this is where an individual is told to focus on some idle, cursory noise, such as the rhythmic hum of a fan of the slight rumble of a freezer; anything monotonous enough to lull the individual into slumber.

Today the internet, technology and specifically social media has allowed anybody to reach out to virtually anybody else on Earth.  This is a double edged sword in that sometimes great, outstanding individuals can be lost in the shuffle, a new type of "white noise" comparable to that  described above.  Today we will dive into methods that each individual can be just that - an individual - and separate themselves from the background and enter the limelight.

Establish your professional brand

A close colleague of mine once said "differentiate or die."  Personally I think that is a bit extreme but there is much to be gleaned from that advice.  Being unique and different is a great way to stand out from the crowd and establish your professional identity.  Likewise if you take a vanilla approach and have a bland image lacking focus you may very well succumb to the proverbial white noise.  I can recollect when I was 15 years old I saw a Hearse with flames painted on the side and will never forget it (of course I urge you to stand out for the right reasons - just making a point).

Step outside your comfort zone

In Baz Luhrmann's mid-90's one hit wonder "Sunscreen Song" he advised all listeners to do one thing everyday that scared them.  In much the same way I urge all professionals to expand beyond the norm to help establish their image.  Doing things such as starting a blog, engaging in (or hosting) speaking engagements or obtaining an updated certification are great ways to increase your presence in your industry as well as create aspects of your profile to help you enter the limelight and shine.

Network, Network, Network!

Returning to the beginning of this post, so much is done by computers and via social media that the significance of a face-to-face meeting cannot be understated.  Rather than just being seen on a screen or on a piece of paper when others see you as a live individual the message you are trying to send takes on much greater significance.  I cannot take credit for this advice as it has been described by many of my professional contacts and friends but I can voucher for it's validity.  A few suggestions to get involved are with professional organizations, alumni network groups or you can check newspapers or online (such as www.meetup.com) to find likeminded individuals.

These are just a few suggestions - there are many more!  Glad to have input and shared ideas - feel free to comment!

Kevin

Telecommuting - Is It Right For You And Your Company?

Recently the CEO of Yahoo Melissa Meyer made a broad, sweeping decision that telecommuting would be prohibited at the company and that all employees had to come to work.  Personally I readily admit that I am not informed enough to judge the decision whether or not it was best for Yahoo but from my experience and research I have found that sweeping, dramatic changes that are not supported by the majority of constituents rarely work out.  For today's entry I'm going to put my two cents in for employers and employees regarding virtual workplaces.

For Employers - When it comes to offering the option of telecommuting for employees I think it is best to ask several questions up front to ascertain whether this work arrangement when it comes to each company.  Some key points include...

Is face-to-face communication important?  Some professions, especially those in a team environment, may benefit dramatically from seeing all participants live and in person.  Other independent positions, such as accountants, may not require the constant live human contact to share ideas and opinions and working remotely may be an option that is easier to exercise.
How often are employees out of the office to begin with?  Some positions, such as those in sales or recruiting, may need employees to be off site frequently and for extended periods of time.  If this is the case offering a telecommuting option may be the best idea to help with work/life balance with employees as well as save on overhead costs.
Are performance standards, metrics and expectations clear and are there strong channels of communication available?  This is integral to make sure your distance workers are on target and have the support and assistance they need to get the job done.

For Employees - Here are some key questions to ask yourselves to determine if this is the right solution for you...

What stage of your career are you in?  Networking, knowing the right people and being at the right place at the right time can be essential components in any career path.  While promotions and advancement are still possible working remotely you will likely have a much greater variety of professional experiences and meetings in an office setting versus being away.  I would advise those starting in their careers to avoid this option to help establish themselves and build rapport with colleagues.
Can you separate home and work environments?  When working at home, your house becomes your office and vice-versa.  Telecommuters have reported a blurring of realities which can go one of two ways; first, some say that because work is omnipresent that they never feel like they're "off the clock" while others have claimed that a myriad of personal distractions had affected their performance in a negative way.  Knowing your personalty and tendency is critical for making the best choice for yourself.

In conclusion I feel it is best for both employees and employers alike to look at each situation closely and determine what is the best in each individual scenario.  When I was in college I had a part time internship where I worked Tuesdays and Thursdays on-site and worked remotely on Friday.  This was a great balance - building relationships and experiences while avoiding the commute one day per week.  Additionally setting performance based goals and communicating effectively are essential to verify jobs are being completed and all have the support they need.  I feel that finding that unique balance of what is best for all parties involved on a case-by-case basis is the ideal solution moving forward.