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DisruptHR Denver, CO - August 21, 2014
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Welcome to the 2nd DISRUPT DENVER!!! August 21, 2014
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Did you attend the 2nd DisruptHR Denver event at Casselman's on August 21, 2014? Did you wish you had? These are the slides from all of the talented speakers who shared their insights about HR, Leadership, Branding...EVERYTHING disruptive and awesome. Speakers: Kurt Kraiger Michelle Marshall Chanelle Leslie Mel Torgusen Robert Archibold Dave Needham Meredith Masse Suzanne Tuien Luke Wykoff Noelle Oberg Mary Faulkner
Transcript of DisruptHR Denver, CO - August 21, 2014
Welcome to the 2nd DISRUPT DENVER!!!
August 21, 2014
How it works (speakers)
• 20 slides• 15 seconds per slide• NO CONTROL!
#disrupthrDEN
www.facebook.com/disrupthrdenver
Disclaimer
All of the speakers from the event agreed to share their slides. In return, they ask for the following considerations:
• These materials are intended for the use of developing you, your teams, your leadership.
• Remember that the speakers created this material, so be respectful of their work and cite anything you reference.
• If you “borrow” any of the material to make money, write a book, or anything like that, that’s totally uncool. So don’t do it. ‘Kay?
• We encourage you to reach out to the speakers to ask questions, connect, hire as consultants, whatevs. That’s why we’ve included additional contact info as requested.
Kurt KraigerChair, Dept. of PsychologyColorado State University@K_Kraiger
Department of PsychologyCampus Delivery 1876Colorado State UniversityFort Collins, CO 80523-1876(970) 491-6821Skype: kurt.kraigerFacetime: [email protected]://www.linkedin.com/in/[email protected]
Fit Beats Talent!Kurt Kraiger, Ph.D.
Department of PsychologyColorado State University
Chief Strategy Officer
Pop Quiz!
• Who said, “The definition of insanity is doing the same thing over and over, but expecting different results?”
How this applies to HR….
Step Action
1 Generate applicants via recruiter, advertising, link on website….
2 Attract applicants more than we have time to deal with!
3 General screening (e.g., MBTI, personality)
4 1 or more interviews taking up a LOT of time
5 Hire rinse, repeat…..
How we hire:
Step Action Compared to Coin Flip
1 Generate applicants Via recruiter, advertising, link on website….
2 Attract applicants
3 General screening (e.g., MBTI, personality)
4 1 or more interviews
5 Hire
Recruiter judgments: Equal
MBTI, most personality tests: EqualBetter, but not as much as you think!
30%
25%
34%
11%Eager To Change
Reached A Dead End
Satisfied
Passionate
* Harris Interactive, Inc. New Employee/ Employer Equation Survey
So, how’s that working out?
GALLUP (2013) Survey
In a report for the Bureau of Labor Statistics,
• 70% of the American workforce reports being unsatisfied or disengaged in their jobs
• 53% of Coloradoans report being disengaged at work
Timeout!
• “So, what you’re saying is that we often use hiring tools that don’t work, and we wind up with disengaged workers.”
• Yes
And, since you asked….
• We generate a lot of noise, letting any-one who wants to impress us find us
• We trust our gut, not our science
Soooo…hiring for talent is bad?
• No! Hiring for talent is good– If you do it right, and– If the person you
hire is motivated to do their job & stick around
• What’s missing is Hiring for Fit
Imagine a Workplace…
“Work is going to fill a large part of your life, the only way to be truly satisfied, is to do
what you believe is great work.
The only way to do great work is to love what you do.”
Hint: NOT Ashton Kutcher
The Magic Bullet: Hire for Fit
• Fit is: the level of congruence between a person and the environment
• And is usually thought of as:Fit to JobFit to Organization (culture)
Fit is a Beautiful Thing
• And it goes without saying,FIT HAPPENS
(Bad fit)
Fit via Interests and Values• Interests are what you enjoy doing!
Fit via Interests and Values
• Values are what you find deeply important.
When Fit is High…
• We’re energized and engaged;We love to come to work and they want to stay.
• Statistically, fit predicts:- job satisfaction- engage- job performance- retention
Measuring Fit for Hiring
• “Can’t I just trust my gut? I can tell if someone is a good fit…”
NO!• To scientifically assess
fit, you need to:– Interests and values of job applicants– Interests and values as properties of jobs– Values expressed within your culture
Database of job applicants with resume data + measures of values & interests
Dept. of Labor data-base of ALL jobs w/ info on values & interests of happy workers
Validated survey of the predominant values of your company
Imagine a Hiring Scenario
• Where you assess talent to do the work• But you also knew…
Who fit
Who did not
Quick Proof of ConceptFit to Job Box Performance Potential
Prediction based on Fit
Zir 0.748 8 3 2 Hit
Ltrxxi 0.668 7 2 3 Hit
Bornxtoin 0.643 9 3 3 Hit
Tiskinn 0.740 6 2 2 Hit
Vrndormolon 0.694 6 2 2 Hit
Protru 0.806 6 2 2 Hit
Moxloy 0.725 6 2 2 Hit
Tuckindo 0.613 6 2 2 Hit
Gaottoch 0.675 6 2 2 Hit
Porchino 0.766 6 2 2 Hit
Distermak 0.790 6 2 2 Hit
McMrckin 0.571 6 2 2 Miss
Rrjrniomi 0.692 6 2 2 Hit
Kromor 0.596 6 2 2 Miss
Groon 0.617 6 2 2 Hit
Bturgoon 0.809 3 2 1 Miss
Blrckburn 0.582 3 2 1 Hit
Morrriono 0.544 2 1 2 Hit
Bluzok 0.658 3 2 1 Miss
And Finally…
Michele Stowe MametChief Administrative OfficerMercy Housing, Inc.
Mercy Housing1999 Broadway, Suite 1000Denver, CO 80202t|303.830.3484f|[email protected]: http://www.linkedin.com/pub/michele-mamet/4/831/945/
Or … getting sh*t done in a habit.
Annie Get Your Nun
The Power of Purpose
We offer you no salary; no recompense; no holiday; no pensions, but much hard work; a poor dwelling; few consolations; many disappointments; frequent sickness; a violent or lonely death.
“… a violent or lonely death.”
THINK BIG
TAKE RISKS
BE CREATIVE
Chanelle LeslieStorytellerHRM America@thisischanelle
[email protected]: https://www.linkedin.com/pub/chanelle-leslie/69/618/7a7 Website: http://www.notsonaked.com.au/photography
Mel TorgusenDirector of EmpowermentPaySimple@melinyellow
(Mel is nervous. Please smile and nod enthusiastically.)
Entitled Millennial
Tuesday 8/19Tech @2:30 Wednesday 8/20Ops @3:00 in WazeeMarketing @3:30 in Wazee Friday 8/22Product Dev @2:30 in WazeeCX @3:00 in Wazee Monday 8/25Biz Dev @2 Tuesday 8/26Finance @2:00Empowerment @2:30 Wednesday 8/27Sales @1:00Welcome Mat(t) @1:30
Tuesday 8/19Tech @2:30 Wednesday 8/20Ops @3:00 in WazeeMarketing @3:30 in Wazee Friday 8/22Product Dev @2:30 in WazeeCX @3:00 in Wazee Monday 8/25Biz Dev @2 Tuesday 8/26Finance @2:00Empowerment @2:30 Wednesday 8/27Sales @1:00Welcome Mat(t) @1:30
Almost done. Get ready to clap.
Bye, bye, bye!
Robert ArchiboldHR Executive & Faculty InstructorUCLA@BoldHR
Delivering Body Language
The New Gridiron
First and 10!!!
Nonverbal power language is 12 to 13 times more powerful than the
spoken word.
Non Verbal Body Language
GeneticLearned
Science of Body Language
Emotions Are Contagious
Emotional Contagion, Signal BarsadeCharisma, Howard Friedman
People don’t remember what you said, they remember what it
felt like to be with you!
MIT Media Lab
Confidence - How Feel
– Success Log (Method Acting) • Remember List (Proud move emotionally)• You tube channel (Inspiration)• Music Play List• Phone a friend
Amy Cuddy Power PosingHarvard Study
Find Launch Stance
More Confident
Less Confident
Where People Look?
Trustworthiness and Connection
Visible Hands
Don’t
First Class Upgrades
First Class
• Launch Stance • Show Hands• Be Curious
Check In
Influence with First Class Body Language
Dave NeedhamOrganizational Punk Rockers & Talent Improvement Catalyst@peakalignment
[email protected]@peakalignmenthttps://www.linkedin.com/in/daveneedham303
Goals are clearManagers 83%Employees 42%
Employee InputManagers 82%Employees 43%
* Performance Review Survey, 2013, Salary.com
3 hrs. x 1000 employees x $35/hour
$105,000
WHO IN THE WORLD IS …..
We hope you’ll make
Innovative Career Consulting
your partner of choice!
toll-free (855) 865-4400www.InnovativeCareerConsulting.com
Meredith MasseSenior Vice PresidentInnovative Career Consulting@ICC_Meredith
[email protected] 303.865.4400 Toll-free 855.865.4400 Mobile 719.648.1448www.InnovativeCareerConsulting.com
Burning Questions
We’ve lost their mind.
Vision
Mission
Values
¼ of 10 million
116 million…
6xengaged
3xgreat
quality of life.
Kolbe A Indexwww.Kolbe.com
StrengthsFinderwww.gallupstrengthscenter.com
Suzanne TulienBrand Elevation EnthusiastThe Brand Ascension Group@suztulien
719.660.2533Http://www.BrandAscension.comhttp://www.facebook.com/brandascensionhttp://www.linkedin.com/suzannetulien
- A brand you fully identify with
- Is top of mind for you- Would recommend
without hesitation
Outloud…
Is it the Business Brand YOU Work for?
186%Source: Watson Wyatt Worldwide
TRUST
PERFORMANCE
BRAND DNA…
enlist, equip, engage + empower
OUT-BEHAVE
1. ENLIST
Your Brand starts from the INSIDE OUT…
External perceptions
assets 85%
70%Experience.
(Source: Enterprise IG and Ken Irons, Market Leader)
EQUIP• Brand Story Narrative• Internal Newsletters• Internal Brand Posters• Qrtly Employee Mtgs.• Sales Meetings• Celebrations• Mascots• Contests• Employee Award Programs
2.
“Your customer’s perception is a LAGGING INDICATOR
of your internal culture.”-- Tony Hsieh, Zappos
equip to become
3. ENGAGE- Brand Awareness Events- Company process
development- Community Events- Contests- Celebrations- Task Teams
Values = Fun & Giving Back- Joy Gang- Grant Teams
Source: Watson Wyatt Worldwide
communication
4x
+engagement
27%
50%
50%
38%
4. EMPOWER
1. AUTONOMYResource: MIT, Carnegie Mellon + Univ. of Chicago study
empower
2. MASTERYResource: MIT, Carnegie Mellon + Univ. of Chicago study
empower
3. PURPOSEResource: MIT, Carnegie Mellon + Univ. of Chicago study
empower
WALK THE TALKBE THE BRAND
Luke WyckoffChief Visionary OfficerSocial Media Energy@lukewyckoff
Social Media Energy750 West Hampden Ave., Suite 516Englewood, CO 80110 Phone: 720-524-3400Cell: [email protected]
30% of all Google searches, about 300 million per month,
are employment related.
92% of companies use social media for
recruiting
94% of recruiters use, or plan to use social media
for recruiting. This number has increased steadily for the last 6
years.
Employers who used social media to hire found a 49% improvement in candidate
quality over candidates sourced only through traditional recruiting
channels.
51% of workers who currently have a job are either actively seeking, or open to a new job. This means fully
71% of all workers in the U.S. are “on the job market” (meaning
unemployed and looking, employed and looking, or employed and
open).
1 in 3 employers rejected candidates based on something
they found about them online
Millennials are changing the recruiting industry. An
Aberdeen study found that 73% of 18-34 year olds
found their last job through a social network.
94% of recruiters are active on LinkedIn, but only 36% of
candidates are. Job seekers, by a wide margin, prefer
Facebook, with 83% reporting they are active there,
compared to just 65% of recruiters.
14.4 MILLION people in the US have used Social Media to Search for a
Job
1st applications are typically received 200 seconds after a job is
posted on social media
76% of social job seekers found their current
position through Facebook
30% of social job seekers earn over
$100K per year
43% of companies spend less than $1,000 a month
on social recruiting efforts
Some Companies are still living in the Dark
Ages. 36% of companies are NOT engaged in
Social Media Recruiting
LOVE at first sight...Can it also happen during an
interview?
Fact
14.5% male population is over 6 ft
58% CEOs are male & over 6 ft
BE WISER INYOUR
TALENTDECISIONS
Actively know your biases
Be a talent magnet
Change the traditional environment
KEEPCALM
AND
SPEEDINTERVIEW
% of business leaders who think HR is either underperforming or just getting by
42
% who think HR isn’t ready to tackle basic tasks like performance mgt, succession
planning, & e-learning
45
% who feel like their companies don’t have a good handle on data related to
the HR function
47
Data from Deloitte University Press, via Laurie Ruettimann’s eBook I am HR
Why I (still)
work in HR
a confession in 20 slides – or
however many are left
I want to be a
stunt car driver!
What do you want to do
tonight, Brain?The same
thing we do every night…
Strategery
I make HR matter:1. Offer your insight2. Embrace variety3. Think (and act) strategically4. Seek out the different & new5. Help shape culture6. Do it all
Thank you for coming!See you at our next event!
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