The #HROlympics

synchro swimWhile the Olympic athletes are deciding whether or not to stay in the Olympic Village or head on out and book a room at the local Hilton, the rest of us are just sitting here waiting for the opening ceremonies to kick off next week.

Those of us in HR though, in between having super-important-strategic meetings where we literally sit at the table and/or are running around prepping for open enrollment (sweet baby Moses…. already? didn’t we just do this?), still need a bit of fun. I mean, something other than the monthly SHRM chapter luncheon meetings at The Central City Convention Center (oh my god Tara! They’re serving the hot buttered rolls! And the special Green Goddess dressing!!) Am I right? Yeah; you know I am.

So, because I desired a bit of levity, I posed a query on Facebook the other day and asked folks to “name some featured sports in the ‪#‎HROlympics.”

I went first and offered up what I thought was a sure fire winner —- “Forced Hoop Jumping.”

But then we got more ideas; way better than mine. Let me present to you the following #HROlympics sports for your consideration:

  • Passing the buck
  • Running a 401(k)
  • Lying (** ouch**)
  • Discussing Psychometric Assessments
  • 4 judges with numbered cards for annual appraisals
  • The hamster wheel
  • Bending over (** double ouch**) (also – not in that way. Get your minds outta the gutter.) 
  • Lawyer wrangling (this from an employment attorney) 
  • Back peddling
  • Excuse wrestling
  • Synchronized employer branding
  • Extreme cat herding
  • Ass kissing – closest to the center ring wins (wait…isn’t that the #MarketingOlympics?) 
  • Disgruntled employee steeplechase
  • The OFCCP luge
  • OneUpsManship
  • SHRM swag powerlifting (with reference to Coach bags and Michael Kors)
  • The Marathon – (just another day in the life of HR)
  • Biathalon: Failed teambuilding exercise and synchronized bitching
  • The outside counsel waffle
  • Insurance decathlon
  • Picking low hanging fruit
  • Stamina & endurance test: proving you have at least one more f*ck to give

My goodness. We’re a cynical bunch.

Or…perhaps…incredibly self aware.

#GoForTheGold

 

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thanks to: Matthew Stollack, Christine Assaf, Stephen O’Donnell, Julie Sholar, Heather Kinzie, Kate Bischoff, Franny Oxford, John Jorgenson, Damona Barnes, Mike Haberman, Martin Burns, Mary Faulkner, Lois Melbourne, Tim Baker, Mary McClure Wright, Brad Galin, Kelly Blokdijk, Christy Chess, Paul Miller (and more….) 

p.s. since, as we know, NO idea in HR blogging is original, let me point out that back in 2012 my friend Tim Sackett wrote a post about the “The HR Olympics”. I, however, think our 2016 list is better…..

 

Analog or Digital? Recruiting Hourly Workers

job board paperI recently got to chat with my friend Tim Sackett about the challenges many organizations face when sourcing, attracting and hiring hourly workers. We discussed some techniques and tools that have worked well for us and, hopefully, will work for you too!

As Tim said…..

“I go to a lot of recruiting conferences each year, and I’ve noticed recently that I can find a large number of sessions at those conferences on how to recruit technical and IT talent, nurses, and other white-collar professionals. But what I never find is a session on how to recruit the hourly worker. Remember Joe the plumber? Yeah, that guy!

Hourly workers are increasingly becoming some of the most difficult hires we make in our organizations. Does this sound familiar? “Oh, anyone can do that, Tim! Just put up a job posting and schedule some interviews. The ones that actually show up get the job.”

Unfortunately, you would be shocked at how many organizations still believe this is how you hire your hourly staff. Frequently, very little attention and resources go into these hires, and yet they can make up a majority of your workforce. Take a look at your recruiting budget right now. What percentage of your budget goes to hourly hiring versus professional hiring, and how many hires is that for each?

What I see in my business is that most organizations spend anywhere from four to five times as much on professional hiring as they do on hourly hiring, and I’ve seen that run as high as 10 to 20 times more! There’s no doubt that professional hiring is more expensive, but should it be five to ten times per hire more?

Organizations need to understand this difference in cost-per-hire between hourly and professional positions. In many cases, great talent acquisition leaders can find extra money in the professional hiring budget to incorporate some new techniques and tools to better hire hourly employees.”

Read the rest of this SHRM article –> Viewpoint: Recruiting Hourly Employees in a Digital World   — we had some good suggestions if I do say so myself!

 

The #tru Community – Louisiana Style

truNewOrleanssquare300x300I’m looking forward to a fun day! It’s #truNOLA time and we’ll be learning, sharing, collaborating and furthering relationships within our HR and Recruiting community.

I love everything about these events.

This is the third #tru I’ve hosted in Louisiana; we held #truNOLA in 2012, #truBatonRouge last year, and now we’re set for the 2016 iteration.

So what do we have in store? We’ve got tracks about Branding the Entire Employee Lifecycle and Applying the Candidate Experience to an Individual Applicant. We’ll be talking about the Recruiting of Veterans and How to Recruit Industrial Labor (from an ever-narrowing pool of interested candidates).

Oh – and we’re gonna dive into a debate about In-House vs. 3rd Party Recruiters as we ask the question “Can’t We All Get Along?”

A BUNCH of good stuff – check it out here.

Huge thanks to our sponsors (without whom this would NOT be happening!) – HROnboard and Clinch. Seriously – go check them out if you haven’t already.

You can follow along today using the hashtag #truNOLA. Oh, and here’s a fun story….there’s a New Orleans rapper on twitter named @JSLUGG500 who uses the same hashtag; I’m sure he can’t quite figure out what-in-the-hell is going on…..