The Only Thing Leaders Should Have Top Of Mind For 2018 is Integrity

Integrity

This is the time of year that predictions are made and data is shared about what the strategic and operational goals are for the upcoming year. Although management firms spend an inordinate amount of time and money collecting this data all year long for these much-coveted reports, there is rarely anything earth-shattering about what CEO’s, business leaders or professionals have to say about where their focus will be in the new year. The usual banter will be about increasing engagement, improving candidate experience, technology, finding the best talent etc. As you can see, nothing really shocking.

However, 2017 has been illuminating. I wanted to say “different”, but that would mean that what I am about to share is new as of this year and it isn’t. In fact, what I will share is the result of something somewhere in the archives of time that started off as a snowball and is now an avalanche of end-of-the-world proportions crushing souls and careers to boot. This thing I speak of is the erosion of integrity and values in business.

2017 is the first year in my existence where just about every month there has been some company, company head or public figure who has come under scrutiny for either illegal or unethical practices. There have been so many “sorry’s” and “apologies flung around this year that it is becoming nauseating and unbelievable. The travesty in it all is that people who knew that all of this unethical and illegal behavior was the very thing that contributed to the fame, fortune and prestige always knew the things we see playing out. They were just waiting and hoping that the rest of the world would see it someday. So what has changed this year? For the first time ever and for reasons unknown to me, people were willing to believe the stories otherwise known over the years as individual gripes, “crazy talk”, imaginary happenings, urban legends and conspiracy theory this year. Suddenly, what was always in the shadows and dark got its much-deserved light via social media, blogs, livestreams, and a lot of bravery on the part of people who chose to break their silence.

In a lot of ways, this year has been one huge coming-out party and not in a good way. Whether it is our government and the corruption of the day or the growing list of sexual harassment and assault charges following the Harvey Weinstein debacle, it has not been a good year for US companies and more specifically humans as a whole. The latest debacle is set at Huffington Post. According to an article published yesterday by Gizmodo, Arianna Huffington ignored sexual harassment claims made by workers in her New York office while she was still running the company. The article goes on to state that one such former managing editor whose sexual misconduct was known to her also garnered a transfer to HuffPost India as a result of an HR investigation.  How an investigation that leads to the proof that an employee of yours is engaging in sexual misconduct doesn’t result in a termination is beyond me.

Without diving too deep into this particular story, I prefer to examine the over-arching narrative of CEO’s and leaders, in general, both men and women who consistently overlook, engage in, and embrace unethical and illegal practices as a means to secure opportunities, line their pockets and the pockets of their shareholders and investors. I would be lying if I said I had never encountered leaders or employees behaving unethically who somehow managed to keep their jobs, lives, and lifestyles intact. It has disgusted me. I often spoke up about it only to be met with “Well you know it is John Bae. Yes, he is a jerk and misogynist, but he brings in a shit ton of money for the company, so we have to tread lightly”.

Frankly, I am glad 2017 raised a proverbial mirror to all of the things that make us suck at being human. Now, that we all know and finally see what we all knew was commonplace in business how do we move forward in trust? Can “building trust within my organization” really be on your scorecard when your foundation has been flooded with the truth and is now crumbling as a result?  Can you genuinely accept that accolade for best company for women when you have investigations sitting on your desk overlooked and predators collecting checks on your dime? Can you really call your company culture “diverse and inclusive” if you secretly donate operating budget to the KKK or 45’s ongoing campaign? Note: “Diverse” and “inclusive” is maybe not appropriate if the latter applies.

Suddenly, no company, CEO or person is safe from the truth. Your money, prestige, and power are on a timer and the time is nearly up. The only thing leaders should be thinking about going into 2018 is integrity. I’m not sure where along the journey, so many decided that money trumped having values, meant destroying lives and doing it with a smile. Now is a time to ask your employees to blow the whistle internally before the public has its way with you and your brand. It is time, to be honest, and say sorry because you mean it. It is a good time to make amends and provide whatever you must to make it right with the people who show up daily to impact your bottom line.

Everybody needs to take one long hot shower to wash the filth of 2017 and before off and start anew in 2018 with a focus on treating employees, customers, and citizens of this world with the dignity they deserve as a matter of being a fellow human. It may cost you revenue. You may piss off your board of directors and investors, but isn’t it time for “good” to make a comeback?

For some starter tips on cleaning house, revisit an Aristocracy of HR throwback: The Untouchables: Why you should stop salvaging bad employees at every level.

6 HR Epiphanies Learned Through 6 Years of Blogging

6 HR Epiphanies

Yesterday was my 6th year blogiversary for this here blog. I am eternally thankful for the ride I have had to date with this blog. After 10+years of living HR day-to-day (6 of which I have spent writing about it too) — you have many a-ha moments.

This blog has spawned a business, speaking engagements, brand partnerships and more.  I created this blog as a safe space for me to reconcile the things I was experiencing as an HR practitioner who struggled between being human and being in HR. I’ll explain more about that later.  Ultimately, the more opportunities I garner to step outside of the traditional HR box the more I see both the potential and disarray of HR as a discipline. Both warrant our attention separately and collectively.

As such, I have decided to share 6 HR or more specifically business epiphanies with the lens of HR for my fellow practitioners to sink their teeth into.

Here we go…

1) One of the reasons that I struggled to find sustained success in my HR positions was I was always striving to be more “human” in Human Resources. That should not be an oxymoron, but judging by discussions I have had with friends who are practitioners as well as attendees of my workshops — there is almost always a moment or moments in which we all as practitioners need to yield more heart than head; less policy and more practicality. No HR practitioner should be working in HR feeling like they are at constant odds between their HR duties within their respective organizations and their own morals, values, and well-being. This needs to stop.

2) Change is happening quickly. Innovation is the new buzzword we all love to hate. That aside, I’m not sure that we are moving quite as quickly towards innovation in our own discipline as we should. If we are the core or the heart of the organization, how well can the rest of the moving parts operate with a slow or non-existent “heartbeat”? Ponder that for a moment.

3) On innovation, we can not afford to have change happen to us, we must initiate and lead from where we sit. Forget “seats at tables” and our usual bouts of being “strategic”. When was the last time we shifted or pivoted for the sake of being a better industry without first being beat down in some doom and gloom article or being coerced by other elements outside of our sphere of influence? Don’t get me wrong, we are very much guided by what happens in our individual organizations and must keep an eye to that, but it is safe to say that we should have many ideas about how HR can be done better and be actively seeking to implement or experiment with them.

4) The truth hurts. That is if you are brave and bold enough you have to realize that speaking truths outside of the normal realms of compliance, strategy, and protocol will rub people the wrong way or they will pretend to not understand. I’d like to believe we have gotten smarter as a species, so it is a little hard for me to believe that people can’t or won’t admit to some of the harder truths working against us like: Why does Diversity & Inclusion exist? Is it because it is necessary for having a sustainable business or is it because there are systems beyond the scope of business and HR designed to marginalize groups of people who are now being “managed” and given “opportunities” under the guise of D&I? I’ll let that marinate.

5) For HR practitioners and HR Influencers alike, if you don’t have a zeal for improving lives, society, businesses — get out! There is a space for you in this world. You owe it to yourself to find it as there is a vast labor market of opportunity calling you to find your true passion and purpose and/or a tiki torch, but I’ll save that discussion for a different day. I have had my fill of HR practitioners who have fallen and bumped their heads on HR and do it with hate and disdain for the industry. As for the “influencers”, many are great, just as many exist to blow hot air about how terrible we are as a discipline while collecting checks from said discipline. There’s a difference between “tough love” and “snark for snarks-sake”. Know the difference. Evaluate yourself and if all outlined here is applicable– get out! As the saying goes, we can do bad all by ourselves.

6) Lastly, there is still hope for our discipline despite the calls for its obliteration. It’s called imagination, creativity, and humility. These three things are the foundation for what HR needs to be in the present and in the foreseeable future. These three approaches to HR and business are not to be seen as scary but are meant to excite, inspire and galvanize those of you who are ready and willing to face societal ills, digital transformation, and rapid growth head-on. The future is exciting and so is the work we have ahead of us.

So there you have it, my epiphanies on HR 6 years into blogging. I hope it sparks conversation, makes you think, and promotes change. After all, the initial intention of The Aristocracy of HR was to raise the standard of HR while always asking ourselves the hard questions about how and why we do what we do.

Thank you for reading, supporting and inspiring me through the years.

Humbly yours,

 

Janine a.k.a. Your “CzarinaofHR”

The Underground Workforce: Immigrants

 

Image courtesy of Flickr.

Image courtesy of Flickr.

A little over a month ago, I traveled to Queens to go pick up my 10th wedding anniversary cake from a family friend. To give you some context, I live in Long Island, NY (the forgotten borough, unless you talk The Hamptons) so anytime I want food or goods related to my West-Indian culture (and this cake was a West-Indian cake) I go to Queens or Brooklyn usually. Since I am approximately an hour and 15 minutes from Queens I try to maximize my trips by ensuring I get all the West-Indian goodies I want before returning home. This day, I did just that and went to my favorite Singh’s Roti Shop in Ozone Park to get my roti, doubles, pholourie and the like. The line in Singh’s on a Saturday is usually long but is made more pleasant by the people watching, aromatic scents and beautiful Soca and Calypso music playing while you wait.

I found something more at Singh’s this day and it involved a woman standing behind me on line.  I remember turning and smiling at her and she asked me: “If the line here is always this long?” I replied: “Yes, always!” She then went on to ask me if I was a Trinidadian and I said: “Yes, with a mix of Guyanese too”. She proceeded to tell me that she was so hungry as she has been working as a live-in aide to an elderly woman in Upstate New York and the family does not so much as grant her but 15 minutes to go and procure food for herself.

She went on to share with me the deplorable way in which the family treated her patient. She also shared that she told them she had some affairs to take care of so she got two days off. She took two trains and a bus by memory to get to Singh’s as it was the only place she remembered having food that would nourish her and make her feel a little like she was back in Trinidad.

I asked her why she stays if she doesn’t like the way she is being treated? She mentioned that she was working to put her kids through school. On the brighter side, she was going on an interview for a new patient the next day with a family she felt more aligned with. I told her I would pray for her that her interview went well.

I was then called up to place my order, so I said a quick goodbye. As I waited for them to package my order, I watched her with sadness thinking she was carrying the weight of her space in the world on her shoulders (and it showed). She reminded me of any number of my aunts. As I paid for my food, I went over to her and told her she is a strong woman and I wished her well with a parting hug.

As much as our encounter uplifted me –it also made me angry that she was being used and abused for cheap labor by an American family because they can and more importantly, because her labor and toil are convenient for their lifestyles.

In a time where the discussion of undocumented immigrants is so contentious, it is unfathomable to me that we have such hypocrisy at play where this issue is concerned. Essentially, our position is we don’t want you illegal and undocumented people here; except for in instances where you present a cheaper option that makes our lives simpler. I wonder if it has ever occurred to the lower half of the economic scale that their prized 1% white male and women counterparts are to blame for the undocumented numbers in the U.S.? I am here to shed some light.

Your prized 1 percenters are the ones who actively seek out women like this woman I spoke with to be wet nurses, doulas, companions and live-in nannies at a much lower margin than what any U.S.-based nanny would charge. I know because some of my own family members have had flights, housing, cell phones, wages and expenses paid for them to come here from abroad and do this work.

To further back what I already know to be true, I dug up some statistics from Pew Research Center. Here are some things you should know about undocumented immigrants and their impact on our workforce:

  • In 2015, there were 11 million undocumented immigrants in the U.S. This number has been mostly unchanged given estimates made for 2009 – 2016 since there was a smaller sample size and a large margin of error in the numbers. According to this same study, unauthorized immigrants peaked in 2007 at 12.2 million a whopping 4% of the U.S. population. So much for undocumented immigrants taking over the U.S. and all of the “good” jobs.
  • Surprise…surprise! Mexicans are not among the majority of undocumented immigrants. Statistics from the same Pew Research Center study, suggest that from 2009 – 2016, the bulk of undocumented immigrants are coming from Asia and Central America countries outside of Mexico. I guess an Asian influx isn’t a problem, but let us also not forget their particular knowledge, skills, and abilities also facilitate our culture of convenience.
  • The U.S. Civilian Workforce includes 8 million undocumented immigrants accounting for 5% of those who were either working, unemployed or looking for work. How can undocumented immigrants be so unwanted and at the same time so assimilated into our workforce? More convenience and hypocrisy.

There are many moving parts to this discussion. My annoyance with it all is that our economy, businesses, and lives run on immigration. Yet, we dehumanize these people, throw around propaganda about banishing them and still when it suits us we hire them to do the work that no one else is willing to do. As HR professionals, we have to be just as willing to talk about how we improve societal conditions as we are to talk about the latest best practices to improve company culture. We also have to recognize that while our obligations are to the organizations we serve, we are on some level tied back to the overall perverted web of labor that exists here in the U.S.

We must seek the truth. Protect the truth and recognize when our ideals and practices are dissonant. I hope this helps.

To read the full article with statistics from The Pew Research Center study click here.

Is Your Recruitment Process Still in the Stone Age?

Recruitment Process- Jobsoid

Have you ever called a promising candidate for a follow-up interview only to find out they just took up a job at a competing firm? How often does this happen? If it’s more than once, it’s already one too many! If you are missing out on top talent only because the follow-up rounds took longer to plan, it’s high time you updated your process. But you probably know that already. What usually happens is HR managers like yourself often find themselves in a tough spot because they simply don’t know where to start! Considering the multi faceted nature of the process, you can’t always rightly identify the cause of such delays but you can tweak your process wherever possible and avoid any unforeseen delays! Find out how:

Automation, Automation, Automation

It’s time to stop making dedicated drives for all your HR data and upgrade to the latest technology. Sure spreadsheets and emails work when there aren’t any urgent/immediate hiring needs but that won’t always be the case, since this function is more of an ongoing activity. The HR department receives resumes all round the year and keeping track of them can become quite a daunting task. So, instead ditch those spreadsheets and move to an automated software that can intuitively track and manage all applicant data.

The Source Code

Just kidding, no code here, but there is just one simple rule, dig deep enough to find out which source drives the best candidate volume. It is very important for the modern recruiter to understand where and how his company receives the best traction. Another aspect to this is that you not only track which medium you get the most visibility on but also the best quality. Identifying the right platform for your recruitment needs automatically streamlines your process by cutting out the noise.

First Impressions are a Two-way Street

Like you would expect your applicant to be on top of their game while you interview them, they have similar expectations while applying for jobs. And with the digital age that has set in. Your company’s website is the mark of credibility in your applicant’s eyes. A well-updated, detailed website will always draw more traction as it adds to the company’s overall image.

Embrace the Change

While all things vintage and classic have their own charm, sometimes it is necessary to make the shift with changing times. There are a plethora of applicant tracking systems, recruitment tools and hiring software available in the market which significantly add time to your hiring process. A good applicant tracking system will help in taking care of minute details like automatically souring and screening candidate data, maintaining and updating talent pools, as well as sending out follow-up emails.

Research and Development

Just like recruitment, research and development is an ongoing process. Taking time out to constantly analyze your recruitment processes is crucial to hiring success. Apart from identifying bottlenecks in your process, you also need to keep tabs on current strategies and technologies to be able to get the desired results. Do your reading, experiment with those free trials and then settle on the best method for your organization.

So, there you have it, recruitment doesn’t have to be as cumbersome as it used to be years ago. All you have to do is find out what works best for your company, find software and tools to automate functions that don’t need your immediate attention, giving you time to focus on other time pressing activities.

Author Bio:

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.

S.H.E. Summit Recap: Succeeding on Your Own Terms

Courtesy of S.H.E. Summit

Courtesy of S.H.E. Summit

I had the privilege of attending S.H.E. Summit two weekends ago as press. My attendance at the event was the culmination of a two-year promise I made to myself to get there. I stumbled upon this event a few years ago while on Twitter. I saw the hashtag trending and it immediately peaked my interest. I started reading all of the goodness on the hashtag which lead me to Claudia Chan’s website and from there I was hooked.

I have been to quite a few conferences over the years – each of them with a different mashup of pros and cons. Here’s what I appreciated about S.H.E. Summit:

1) The speakers were relatable. Each speaker shared their stories honestly and ended with sincere calls-to-action that spoke to their dedication to seeing all women thrive. Part of what energizes attendees to take action with any information acquired from your event is: Their ability to see themselves in the speakers and/or the stories being told.

2) They didn’t miss the opportunity to include men in the discussion. From the men who attended as a attendees to those who graced the stage, there was an important dialogue at S.H.E. Summit around how the empowerment and progression of women is affecting men. This is a conversation that is usually scoffed at by hardcore feminists, but I appreciated the difference in perspective.

3) Their programming was designed to address the whole woman, not just parts. When have you ever gone to a conference where you can get professional inspiration while finding out that there is underwear that exists to eliminate the god-awful maxi pad all women have to endure during that time of the month? Yes, this happened. We had the privilege of hearing from dynamic founder and serial entrepreneur Miki Agrawal of Thinx, Period Panties ( sorry not sorry, guys). Miki has created panties that are powered by technology that allows women to ditch the pad. Not only were there unanimous gasps in the room by the women in attendance, but we were all so captivated by her charge to remove the shame that is often synonymous with menstrual cycles for women around the world.

Miki wasn’t the only captivating voice that day. We also had the pleasure of being introduced to Tiffany Dufu, Author of Drop The Ball ( due to be released in Feb. 2017). Tiffany spoke to me personally because she shared her story of striving to be a perfect mom. She called her particular condition “Home Control Disease” (HCD). HCD is a condition that she defines as “having the need to have everything done a certain way – her way”. After her attempts at perfection failed her consistently, she started to redefine what success looked like.

For Tiffany, success boiled down to these three things:

1) Having a purposeful career

2) Cultivating a juicy partnership

3) Leading a healthy lifestyle.

With a new definition of success and letting go of perfection, she decided that it was okay to “drop the ball”. This meant that she would forgive herself if she missed responding to birthday party invites. It also meant that, she only manages what she can and lives with the imperfection of everything else. This is something I personally grapple with as I try feverishly to manage my three children, wife duties and my business.

Although I well know that I’m not alone in my mommypreneur plight, it was reassuring to know that it was okay to “drop the ball” if it means more peace and less pressure in my life.

Claudia Chan, Founder of S.H.E. Summit

Claudia Chan, Founder of S.H.E. Summit

If these two ladies weren’t enough to whip us in shape, we got hit over the head with the “Women & Money: Why We Struggle in the Relationship & Practical Steps to Financial Empowerment” panel. This panel encompassed Judy Dougherty, VP and Head of Strategic Initiatives at Prudential, Deborah Owens of Owens Media Group, Lisa Nichols, CEO of Motivating the Masses, Silvia Tergas, Financial Planner at Prudential and was moderated by S.H.E. Summit Founder, Claudia Chan. Their message to us was to not leave our financial futures up to chance. What I appreciated about the discussion was that it talked about the difference between wealth versus income. Deborah Owens of Owens Media Group cited that “wealth is an inside job”.

Typically when we hear about acquiring wealth, it is spoken about as something tangible that we can go out and conquer. It was refreshing to hear them encourage us to do the internal work first so we know how to sustain and build upon the income when it comes.

As you can tell, S.H.E. Summit was chock full of inspiration and activation to get you moving towards chasing your dreams. My overall takeaway was: Success should be defined individually. Much of the pressure and shame women and men feel around how well they are doing in life stems from very general definitions of success that are rooted in how much money you have in your bank account or the items in your closet. Walking away from the S.H.E. Summit I felt empowered to help the women in my life and my clients to redefine success on their own terms. When you are focused on the things that are important to you and you are actively taking steps to achieve your goals – you are indeed a success.

I was a Snapchat and Instagram beast that day. Check out some of the highlights of my day below:

 

 

 

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