by Janine Nicole Dennis | May 12, 2015 | Featured, HR Innovation, HR Technology, HR Technology Trends and Tips
Image courtesy of IBM Smarter Workforce
I love Human Resources.The idea that we are charged with an organizations most prized possession- its people- is no easy task. Everybody has their niche in HR. My role in the organizations I worked for were focused on process improvement and facilitating strategic transformation. In essence, I was often brought in as the person that would see the state of the companies processes and strategies and develop a plan for moving it forward. It is a skill and niche I continue to enjoy as I serve customers through my business.
As HR practitioners, we have enjoyed the luxury of working within siloed niches with very little gumption or energy to look up from our mounting work to see how much the workforce has changed. There are certainly progressive HR departments trying to increase their value and move in unison with the businesses they support. The problem is as a discipline we aren’t moving forward together in a way that will support our survival in the future. You have people on the left hating HR and counting the days to its demise. The ones on the right-who are happy living in Personnel World circa 1980; and then the ones in the middle that are following whatever the latest trend in HR is despite any applicability of the trend to their particular business.
There is so much potential collectively and separately for HR to transform the organizations they serve. It requires us to take a step back from what we think we know and examine the economic, societal and business-specific realities of the overall workforce. To continue down this road of doing HR for the sake of keeping the discipline alive is really to be an accessory to the inevitable death of HR. Business and technology are evolving quicker than we are as a discipline. This realization is not a reason to be defensive, but a memo to all of us that we need to either transform or be transformed.
Last week, IBM announced a partnership with SAP (yes, you read that right) that will allow them to deliver a consistent and streamlined customer experience via an offering of an integration between SAP’s SuccessFactors® Employee Central and IBM Kenexa’s cloud-based HR software Talent Acquisition Suite. This alliance is an effort that will allow IBM customers to move to the cloud; while also reaping the benefits of ongoing support and services from these two tech giants. IBM and SAP are competitors. Each of these companies could have continued in privacy creating and deploying products independent of one another. What I get from this partnership is: they have realized that offering a better product to consumers is far more important than anything they could do separately. Will it be lucrative? Only time, will tell. The point is they looked at the market and they are transforming rather than being transformed.
Everything in life and business travels in cycles. There are times for rebuilding, stagnation, and transformation. We are in an age of evolution and transformation and it is exciting. What can you be doing as an HR practitioner to raise the bar in your own organization?
Stop. Don’t answer that question now, but please accept my invite to IBM Smarter Workforce’s #SWFChat where I will have the pleasure of co-hosting a chat with Denise Holt of Grateez, Inc. about the Transforming HR and the evolution of Talent Management.
You can join us on Crowdchat by following this link: https://www.crowdchat.net/swfchat. I hope to see you there.
For the complete press release on the IBM SAP alliance, please click here. Also, follow the hashtag #IBMSAP on Twitter for more insights from the New Way To Work and IBM communities.
by Janine Nicole Dennis | May 6, 2015 | Career, Featured, Recruiting, Recruitment
Image courtesy of Flickr.com
Yesterday, I was on a show called: Drive Thru HR with two of my friends/colleagues (check out the replay here). We had the chance to discuss what we see as necessary qualities for today’s Recruiters and Talent Acquisition professionals. There’s no question that there has been a shift from when I started over 10 years ago. If you speak to the average jobseeker (and this includes candidates internal to your organization) – that shift isn’t exactly a positive one. It appears that as technology improved the quality of Recruitment has decreased. The opposite should be true; but alas it isn’t and people are fed-up.
I have a few friends in the market looking for new work. As such, I have become the go-to gal for all ridiculous Recruiter stories and antics. While I am rarely shocked, I am often disappointed. For this reason, I am listing the essential qualities that I believe make a Recruiter successful.
1) Jobseeker Advocacy- I am always stunned by the Recruiter that doesn’t get that it is their job to advocate for their candidates. It may be a sore spot for me, because I worked in staffing once upon a time- where everything from your paycheck to your performance depended on your ability to find talent and get them working as soon as possible. Hiring managers look to the TA professional or Recruiter for guidance on the candidate landscape and market. As a Recruiter, it is not only your job to snatch up the best candidates; but it is also your job to advocate for the ones that have the potential to be a great hires. You’re probably thinking- well doesn’t everyone have potential? The answer is “it depends”. However, there are times when the hiring manager wants what they want and despite their stubbornness you have to be courageous enough to advocate for your people; so your qualified applicants have a fair chance at being evaluated. I have advocated for candidates that were not necessarily the hiring managers first choice; but they were the best qualified and it turned out beautifully.
2) Understanding the Need– Too often, I hear about Recruiters engaging jobseekers without fully understanding the job they are recruiting for. Not only does it make the recruiter look ridiculous, but it is also a poor reflection on the company. How can you expect the candidate to get excited when you can’t answer basic questions about the position? Last I checked, the first thing a recruiter needs to do is to sit with the hiring manager and understand what they need . The next step is to do your own independent research about the position to add to what you already know. The moral of the story here is: know what you’re recruiting for and stop trying to herd jobseekers like you would cats.
3) Humility– We have all been in a position to look for new employment at one point or another. The Recruitment Process is not the place for a power trip. Often times, people are at their lowest when they are coming in for an interview- especially at the entry-level. Anything you can do to make them feel at ease-so they can put their best foot forward is advisable. Treat candidates as you would want to be treated.
4) Setting Expectations- Recruiters are busy. Nobody gets that more than I do. That being said, help yourself and the candidate by letting them know what to expect in the beginning-so they don’t have to constantly bug you for status updates. If you do this and there are still complaints, you can at least rest easy at night knowing you attempted to provide some guidance to your candidates for what they should expect during the hiring process. If candidates know what to expect they will be less inclined to stalk you for answers.
5) Get Out There- I don’t care how much Social Recruiting you do- it is no substitution for getting out of the office and out to events to meet with potential candidates. In my previous life, I was often the only Recruiter willing to go to events, job fairs and the like. Some of my co-workers were reluctant to do so relying only on internet sourcing to fill positions. To each their own, but it is almost blasphemous to be a Recruiter and not want to be out and about networking. Step away from the screen and get out to an event. It allows people to connect with you in person rather than the normal channel of applying online.
We all get busy or forget to follow-up from time-to-time. However, these should not be the defining a whole industry such as Recruitment. As with any job, the focus for Recruiters should be to deliver a consistent and quality experience. Your reputation and your company’s reputation depends on it.
by Janine Nicole Dennis | Apr 15, 2015 | Featured, Human Resources, Life, Women in Business, Women's Rights
Image courtesy of Flickr.com
As I turned on my computer yesterday and started to navigate my various social accounts, I found out that it was #EqualPayDay. It was a day for all of us to discuss the obvious issue with pay equity in this country. It also marks how far into the year women must work in order as much as their male counterparts earned in 2014. I’m always down for a good social campaign, but something about #EqualPayDay feels banal.
It is well documented that women are paid less than men in the workplace. We also know that black and latino women fare the worse with regard to pay equity. The bigger question is: what are employers going to do about it? It’s cute to hop on social media and tweet your support for the day, but again what is anyone going to do about it?
I am a solopreneur with a little over two years under my belt as a business owner. I can assure you when my time comes to hire a few good women to assist me with building my legacy they will be compensated adequately for their efforts regardless of gender, color or any other identifiable criteria beyond their control. That’s my vision for my company. I have powerhouse women friends who also own their own businesses and have dedicated themselves to filling in all the pay equity gaps women have had to deal with for eternity by offering: fair salaries, childcare and eldercare options, real maternity leave that isn’t confined to a 12 week FMLA allotment etc. You see, the end to the gender pay gap in this country has to start with good intentions. If you have little or no regard for a certain subsection of citizens or better yet the people you employ (who happen to be human beings like you) none of this will change.
Food for thought…
Women don’t just get screwed on salary alone, it is the entire package and delivery that creates economic disparity. Every unpaid medical or maternity leave, the inordinate costs of childcare and eldercare; and wages that have stopped increasing or do so marginally prevents us from being able to sustain ourselves and our families. According to a recent study by the Center For American Progress, over 50% of women work outside of the household and contribute to their families economic security.
I have been pretty transparent about my salary negotiation missteps over the course of my career. However, what’s really disturbing is that the “sisterhood” isn’t collectively on the same page when it comes to closing this gap. Out of the seven positions I have held over the course of my career, I have had one male boss. The rest have been women. In all circumstances, not one of them ever advocated or demanded I be paid my worth. They used to lie and tell me that they were pulling for me to get the raises I was fighting for, but it was hot air. It was never their intention to ensure that I was paid a fair wage for my efforts.
Here’s the bottom-line, if I work hard and provide quality outcomes I expect to be paid commensurate with the result. I don’t want to hear: “hang in there” “I’m rooting for you” “Budgets are tight” or “maybe next year”. Women want this to change now- not in 2049 or 2178.
I say all of this to say leaning-in never increased my salary, asking for more never increased my salary and it had little to do with my ability or lack thereof to negotiate. The system in many companies is not geared to serve the interests of women or minorities for that matter. The companies that care and want to see everyone succeed do so because they start with good intentions, consistent action and passion for establishing fair workplace standards.
I know many of you felt empowered yesterday, but what are you doing about it today in your own businesses? I’ll wait.
by Janine Nicole Dennis | Mar 19, 2015 | Advice, Career, Featured, Life
Image courtesy of Flickr.com
Series Introduction
Every year, I like to find a different way of celebrating my favorite day: my birthday. Since I am turning 32 next month (I know…awww…), I’ve decided to share 32 revelations I have had during the course of my life about everything from life in general to business. Think of it as daily inspiration for you and therapy for me. It is a challenge for me, because I don’t think I have ever published a post everyday in the entire existence of The Aristocracy of HR. Plus, I recognize that while I am fairly generous in sharing on social media and here, I have only just scraped the surface on sharing who I am when I’m not pontificating how HR and Business can do better. Let’s use the month of March to get to know one another better. I hope at the end of the month, you walk away with something you can use in your own life or business.
Day 14 of 31- Ask Questions
Questions are more important than we give it credit. In the past I have accepted salary offerings and never once asked if there was room to go higher. My lack of confidence and inability to live with the temporary discomfort that would come as a result of asking for more money cost me thousands of dollars in earnings over the course of my career. A lack of questions is damaging as it leads people to think we are satisfied or even happy with a set of circumstances when we aren’t questioning things. When I didn’t negotiate or ask for raises it gave my superiors a false sense of comfort that I was happy and even satisfied with my work and compensation. By the time, I went to have a serious discussion about my salary they were acted as if I ambushed them with my seemingly out-of-the-blue concerns. I have learned over the years that you get what you ask for. People who negotiate and ask for what they want-usually get it.
The real issue with asking questions isn’t necessarily the question itself, but the answer. There is a fear that the answer may not favor our initial intention of asking the question. No one wants to be seen as a fool or have a request rejected. As such, we sit in silence never knowing what could have been if we only had the courage to simply ask for what we want. When I finally learned the value of a question, things were revealed to me that I wouldn’t have known otherwise . This new knowledge helped me to drive decisions regarding my life and career. When I had enough guts to ask for what I wanted, I was told “no” which pushed me to keep working towards my goals. However, in 50% or more of these instances, I got exactly what I asked for.
That journey to figuring out my purpose that I discussed earlier in the series has only been made possible because I have been asking lots and lots of questions of myself and others the past few years. I see questions as my foundation and the answers as the sails that are steering my ship.
What about you? What sorts of questions are you asking these days to evaluate your life, career, etc?
Czarina’s Lesson: Even if the answer is “no” there is something to be learned and/or gained from asking for what you want.
by Janine Nicole Dennis | Mar 16, 2015 | Ask Czarina, Featured, Life
Image courtesy of Flickr.com
Series Introduction
Every year, I like to find a different way of celebrating my favorite day: my birthday. Since I am turning 32 next month (I know…awww…), I’ve decided to share 32 revelations I have had during the course of my life about everything from life in general to business. Think of it as daily inspiration for you and therapy for me. It is a challenge for me, because I don’t think I have ever published a post everyday in the entire existence of The Aristocracy of HR. Plus, I recognize that while I am fairly generous in sharing on social media and here, I have only just scraped the surface on sharing who I am when I’m not pontificating how HR and Business can do better. Let’s use the month of March to get to know one another better. I hope at the end of the month, you walk away with something you can use in your own life or business.
Day 11 of 31- Knowing When To Move On
Whether it be people, places or things we all need to know when to move on. Moving on is complicated. There’s emotional attachment, complex circumstances that often times impede the process, but nevertheless you have to be able to see when your season is changing or shifting. When I was younger, I saw the signs that let me know it was time to cut something off, but my actions propelled me to hang in there with people and situations that were already moving on. I was outgrowing them and they were outgrowing me and we were essentially trying to make something last past its time.
Case and point, I had a friend in my 20’s that essentially used me. My mom warned me over and over again that she was a user and manipulator. I knew her requests and taking were consistent with my mom’s warning, but I saw my withdrawal from the friendship as me not being a good friend. In time, my life accelerated at the speed of light and she carried on as well, but would pop in and out as it suited her. It was only at the time that I started making room for new people and things in my life-that I finally saw that she was everything my mom said.
So…I pulled back a little and then a little bit more- until suddenly she disappeared completely. In the past seven years, I have heard from her twice. Each time, she has been in turmoil and looking for advice. The moment that I completely knew I was done was when I shared the news of an accolade I achieved last October. I sent a short text to let some of my colleagues and girlfriends know I was in Black Enterprise asking for support. Guess who never had a moment to send well wishes or a congratulations? It’s not important for you to know how I have supported her, but it is necessary that you understand that you must constantly evaluate the people, circumstances and things in your life that are no longer a fit.
I have become more brazen and deliberate in my thirties. The way I manage my relationships and friendships goes a little something like this: If you are negative, I get rid of you. If you are a taker and never give, I will get rid of you. If I get the sense, that you can only share in my sorrow and not in my joy, I will cut you off. 2006 was the year I started purging my life of people who were no longer a piece to my puzzle. In that time, I have gotten rid of and/or allowed divine intervention to remove approximately 5-6 people who could no longer remain in my circle of trust. In return, I now have a solid group of friends and acquaintances that are aligned with where I am now and where I’m going in the future.
Czarina’s Lesson: There’s a huge world of people and new experiences waiting for you. Don’t hold on to people or situations out of obligation; hold on because they add value.
