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Great read from Harvard Business School on HR's New Role Between job posting, sourcing, background check, onboarding, training, etc. - how much does it cost your company to fill a vacant role? According to this article, "Most cite the cost as $4,000 an employee, which is simply an estimate of the marginal administrative costs of hiring a new person. It ignores things like training expenses, new hires’ lower initial performance, and the time coworkers have to spend interviewing candidates." HR's focus is on taking care of current employees, however the same can be said about your candidates. The cost to fill a role significantly increases if candidates drop out of your onboarding experience at the last minute. Do your vendors provide data and metrics to help you understand your true costs, volume and what can be improved? There are tons of changes happening in the world, but it's important to remember it all comes down to empathy, understanding and taking care of your people. I'd love to hear your thoughts! #HumanResources #HR #EmployeeExperience #CandidateExperience #HRTechnology #FoodForThought

As HR: Lately, I’ve heard tales from friends—stories of interviews where HR left them with a bitter taste. It’s easy to see why HR is sometimes painted as a villain. But perhaps the root of the issue lies in HR’s own uncertainty about its true role. (Here, I speak only of the generalist, leaving aside specialized functions.) HR should never be a mere ally of the employer or a helper to the employee. HR stands in the delicate space between them, like a fulcrum balancing the weight of both. When facing the employer, HR must understand the pulse of the company—its culture, its needs. And with employees, it’s not just about productivity, but about the deeper connection between person and place. Numbers can guide us, yes, but in some industries, in some cultures, it’s the human spirit that matters more. Who is this person really? To discover that, an interview can’t just be an exchange of facts. It must be a conversation where understanding flows, where the essence of a person begins to emerge. HR must also be a weaver of futures, not a seer of fortunes, but one who gathers the threads of today and knits them into the fabric of tomorrow. Too often, HR is fixated on the short-term, only seeing the surface value of a candidate. Yet, HR’s mission is to craft a lasting environment, and when we focus too much on the immediate gain, we’re simply sowing seeds for future failure. And so, HR should not be a role for anyone fresh out of school, unseasoned by the weight of experience. This is a position that demands a sharp eye for the nuances of people, and a well of knowledge deep enough to guide them. HR is neither demon nor angel. It is the hand that helps each individual find their rightful place, a compass guiding both company and people toward harmony.

How HR Can Successfully Hire Outside the Box As the modern workforce evolves, companies are recognizing the value of hiring talent from diverse backgrounds and industries. However, this shift presents a challenge for Human Resources (HR) departments, which must adapt their strategies to effectively attract, assess, and integrate outsiders. Why Hire Outside the Industry? 1. *Fresh Perspectives*: Newcomers bring innovative ideas and approaches, driving creativity and growth. 2. *Transferable Skills*: Industry-agnostic skills like problem-solving, communication, and leadership are valuable across sectors. 3. *Competitive Advantage*: Attracting top talent from other industries can give your company a unique edge. Adapting HR Strategies: 1. *Broaden Job Descriptions*: Focus on essential skills rather than industry-specific experience. 2. *Diversify Recruitment Channels*: Utilize non-traditional sources, such as social media, professional networks, and industry-agnostic job boards. 3. *Assess Transferable Skills*: Develop evaluation methods that highlight relevant skills, even if gained in different contexts. 4. *Provide Industry-Specific Training*: Offer comprehensive onboarding and training programs to bridge knowledge gaps. 5. *Foster a Culture of Learning*: Encourage collaboration, mentorship, and continuous learning to support industry newcomers. 6. *Re-evaluate Bias*: Recognize and address potential biases in hiring processes to ensure a fair chance for outsiders. By adapting HR strategies, companies can tap into a broader talent pool, drive innovation, and stay competitive in today's fast-paced business landscape.

It takes significant man hours to manage the wrong recruit! Yes, that may seem biased coming from us but consider where time and resource is best served? Sandy Gibbs who works across People, Culture & Capability here at Tribe, dives into some of the key factors to consider when thinking about your next hire. Read the full blog here: https://bit.ly/3VystQK #peopleandculture #hr #recruitmentinsights #marketinsights

The best coaches and directors are nothing without their talent 🫡 A talent acquisition strategy that actually works is important, unfortunately acquiring talent right now is hard. Come explore talent acquisition strategies that work in our latest: https://lnkd.in/gy5UtjZ3 #Employers #TalentAcquisition

An HR Story In the world of business, HR often work behind the scenes, yet their impact is felt everywhere. Every resume tells a story. Every interview is a moment of connection. Every policy crafted is a promise of trust. HR is not just about hiring or compliance -it’s about people, relationships, and creating an environment where potential turns into performance.      HR isn’t just a department; it’s the heartbeat of every organization. A place where every decision can shape a life, a career, or a culture.  Here’s to every HR professional weaving stories of growth, belonging, and success.  #HRStories #HumanResources #WorkplaceConnections #BuildingPeople  Let me know your thoughts!

What really makes a candidate stand out? It’s not just about having a degree, it’s the skills they bring and how well their values align with your organisation. Focusing on skills and values over traditional qualifications has never been more important. Our latest blog explores how this shift can lead to smarter hiring decisions and build stronger, more cohesive teams. https://lnkd.in/eYt6tjem #HR #SkillsBasedHiring #TalentAcquisition #HRTech

What would happen if a Company sufficiently cares about those candidates dropped out of selection.. gives them an experience during the process which is pleasant enough to leave them aspiring for this company next time. Strategic? Naive? Possible? Practical? 🤗 #Talent #Hiring #Breakthrough #Innovation #Creativity #HR

What’s stopping your talent function from evolving? Some more great coverage for our PR client The Talent Labs (Formerly The Firm) in TLNT.com. Many thanks to editor Peter Crush! Read the article here https://lnkd.in/eTzh8Wjh #Talentmanagement #Recruitment #HR #WorkplaceLearning #EmployeeDevelopment

My latest article is featured in HR Leader! 📰 If I was in charge of a TA function right now, these are five often overlooked areas I'd be making sure I've got under control and working well. Check it out here 👉 https://lnkd.in/g6q3dvB5 Please let me know your thoughts in the comments 💬 #EnterpriseHiring #TalentAcquisition #RPO #MSP #TalentSolutions