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DisruptHR Denver, CO - August 21, 2014
- 1. Welcome to the 2nd DISRUPT DENVER!!! August 21, 2014
- 2. How it works (speakers) • 20 slides • 15 seconds per slide • NO CONTROL! #disrupthrDEN www.facebook.com/disrupthrdenver
- 3. 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.
- 4. Kurt Kraiger Chair, Dept. of Psychology Colorado State University @K_Kraiger Department of Psychology Campus Delivery 1876 Colorado State University Fort Collins, CO 80523-1876 (970) 491-6821 Skype: kurt.kraiger Facetime: Kurt.Kraiger@gmail.com http://www.linkedin.com/in/kraiger Kurt.Kraiger@colostate.edu
- 5. Fit Beats Talent! Kurt Kraiger, Ph.D. Department of Psychology Colorado State University Chief Strategy Officer
- 6. Pop Quiz! • Who said, “The definition of insanity is doing the same thing over and over, but expecting different results?”
- 7. How this applies to HR…. How we hire: 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…..
- 8. 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: Equal Better, but not as much as you think!
- 9. So, how’s that working out? 30% 25% 34% 11% Eager To Change Reached A Dead End Satisfied Passionate * Harris Interactive, Inc. New Employee/ Employer Equation Survey
- 10. 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
- 11. 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
- 12. 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
- 13. 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
- 14. 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
- 15. 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 Job Fit to Organization (culture)
- 16. Fit is a Beautiful Thing • And it goes without saying, FIT HAPPENS (Bad fit)
- 17. Fit via Interests and Values • Interests are what you enjoy doing!
- 18. Fit via Interests and Values • Values are what you find deeply important.
- 19. 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
- 20. 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
- 21. 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
- 22. Imagine a Hiring Scenario • Where you assess talent to do the work • But you also knew… Who fit Who did not
- 23. Quick Proof of Concept Fit 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
- 24. And Finally…
- 25. Michele Stowe Mamet Chief Administrative Officer Mercy Housing, Inc. Mercy Housing 1999 Broadway, Suite 1000 Denver, CO 80202 t|303.830.3484 f|877.245.7109 mmamet@mercyhousing.org LinkedIn: http://www.linkedin.com/pub/mich ele-mamet/4/831/945/
- 26. Annie Get Your Nun Or … getting sh*t done in a habit.
- 28. The Power of Purpose
- 30. 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.
- 31. “… a violent or lonely death.”
- 33. THINK BIG
- 34. THINK BIG
- 35. TAKE RISKS
- 37. BE CREATIVE
- 39. FIND PARTNERS
- 46. Chanelle Leslie Storyteller HRM America @thisischanelle hello@chanelleleslie.com LinkedIn: https://www.linkedin.com/pub/chanelle-leslie/ 69/618/7a7 Website: http://www.notsonaked.com.au/photography
- 67. Mel Torgusen Director of Empowerment PaySimple @melinyellow
- 68. (Mel is nervous. Please smile and nod enthusiastically.)
- 71. Tuesday 8/19 Tech @2:30 Wednesday 8/20 Ops @3:00 in Wazee Marketing @3:30 in Wazee Friday 8/22 Product Dev @2:30 in Wazee CX @3:00 in Wazee Monday 8/25 Biz Dev @2 Tuesday 8/26 Finance @2:00 Empowerment @2:30 Wednesday 8/27 Sales @1:00 Welcome Mat(t) @1:30
- 85. Almost done. Get ready to clap.
- 86. Bye, bye, bye!
- 87. Robert Archibold HR Executive & Faculty Instructor UCLA @BoldHR
- 89. The New Gridiron
- 90. First and 10!!!
- 91. Nonverbal power language is 12 to 13 times more powerful than the spoken word.
- 92. Non Verbal Body Language Genetic Learned Science of Body Language
- 93. Emotions Are Contagious Emotional Contagion, Signal Barsade Charisma, Howard Friedman
- 94. People don’t remember what you said, they remember what it felt like to be with you! MIT Media Lab
- 95. Confidence - How Feel – Success Log (Method Acting) • Remember List (Proud move emotionally) • You tube channel (Inspiration) • Music Play List • Phone a friend
- 96. Amy Cuddy Power Posing Harvard Study
- 98. More Confident
- 99. Less Confident
- 100. Where People Look?
- 102. Visible Hands
- 103. Don’t
- 104. First Class Upgrades
- 105. First Class • Launch Stance • Show Hands • Be Curious
- 106. Check In
- 107. Influence with First Class Body Language
- 108. Dave Needham Organizational Punk Rockers & Talent Improvement Catalyst @peakalignment 970.409.8225 Needham303@comcast.net @peakalignment https://www.linkedin.com/in/daven eedham303
- 112. Goals are clear Managers 83% Employees 42% Employee Input Managers 82% Employees 43% * Performance Review Survey, 2013, Salary.com
- 114. 3 hrs. x 1000 employees x $35/hour $105,000
- 137. We hope you’ll make Innovative Career Consulting your partner of choice! toll-free (855) 865-4400 www.InnovativeCareerConsulting.com
- 138. Meredith Masse Senior Vice President Innovative Career Consulting @ICC_Meredith meredith.masse@innovativecareer consulting.com Denver 303.865.4400 Toll-free 855.865.4400 Mobile 719.648.1448 www.InnovativeCareerConsulting.com
- 139. Burning Questions
- 140. We’ve lost their mind.
- 145. ¼ of 10 million
- 146. 116 million…
- 147. 6x engaged
- 148. 3x great quality of life.
- 157. Kolbe A Index www.Kolbe.com StrengthsFinder www.gallupstrengthscenter.com
- 159. Suzanne Tulien Brand Elevation Enthusiast The Brand Ascension Group @suztulien 719.660.2533 Http://www.BrandAscension.com http://www.facebook.com/brandascen sion http://www.linkedin.com/suzannetulie n
- 160. Outloud… - A brand you fully identify with - Is top of mind for you - Would recommend without hesitation
- 161. Is it the Business Brand YOU Work for?
- 162. TRUST PERFORMANCE
- 163. enlist, equip, engage + empower BRAND DNA…
- 165. 1. ENLIST
- 166. Your Brand starts from the INSIDE OUT… External perceptions
- 167. assets
- 168. 70% Experience . (Source: Enterprise IG and Ken Irons, Market Leader)
- 169. EQUIP • Brand Story Narrative • Internal Newsletters • Internal Brand Posters • Qrtly Employee Mtgs. • Sales Meetings • Celebrations • Mascots • Contests • Employee Award Programs 2.
- 170. -- Tony Hsieh, Zappos
- 171. equip to become
- 172. Values = Fun & Giving Back - Joy Gang - Grant Teams 3. ENGAGE - Brand Awareness Events - Company process development - Community Events - Contests - Celebrations - Task Teams
- 173. communication Source: Watson Wyatt Worldwide
- 174. +engagement
- 175. 4. EMPOWER
- 176. empower Resource: MIT, Carnegie Mellon + Univ. of Chicago study
- 177. empower Resource: MIT, Carnegie Mellon + Univ. of Chicago study
- 178. empower Resource: MIT, Carnegie Mellon + Univ. of Chicago study
- 179. WALK THE TALK BE THE BRAND
- 180. Luke Wyckoff Chief Visionary Officer Social Media Energy @lukewyckoff Social Media Energy 750 West Hampden Ave., Suite 516 Englewood, CO 80110 Phone: 720-524-3400 Cell: 303-638-0050 luke@socialmediaenergy.com
- 181. 30% of all Google searches, about 300 million per month, are employment related.
- 182. 92% of companies use social media for recruiting
- 184. 94% of recruiters use, or plan to use social media for recruiting. This number has increased steadily for the last 6 years.
- 185. Employers who used social media to hire found a 49% improvement in candidate quality over candidates sourced only through traditional recruiting channels.
- 187. 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).
- 188. 1 in 3 employers rejected candidates based on something they found about them online
- 190. 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.
- 191. 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.
- 193. 14.4 MILLION people in the US have used Social Media to Search for a Job
- 194. 1st applications are typically received 200 seconds after a job is posted on social media
- 195. 76% of social job seekers found their current position through Facebook
- 197. 30% of social job seekers earn over $100K per year
- 198. 43% of companies spend less than $1,000 a month on social recruiting efforts
- 199. Some Companies are still living in the Dark Ages. 36% of companies are NOT engaged in Social Media Recruiting
- 201. Noelle P. Oberg OD Maven Credit Union of Colorado noeyoberg@hotmail.com www.linkedin.com/in/noelleobergsphr
- 202. LOVE at first sight... Can it also happen during an interview?
- 210. Fact 14.5% male population is over 6 ft 58% CEOs are male & over 6 ft
- 211. BE WISER IN YOUR TALENT DECISIONS
- 213. Actively know your biases Be a talent magnet Change the traditional environment
- 220. KEEP CALM AND SPEED INTERVIEW
- 222. Mary Faulkner Talent Strategist HR Disruptor @mfaulkner43 mkfaulkner43@gmail.com www.survivingleadership.wordpress.com
- 225. 42 % of business leaders who think HR is either underperforming or just getting by
- 226. % who think HR isn’t ready to tackle basic tasks like performance mgt, succession planning, & e-learning 45
- 227. 47 % who feel like their companies don’t have a good handle on data related to the HR function Data from Deloitte University Press, via Laurie Ruettimann’s eBook I am HR
- 228. Why I (still) work in HR a confession in 20 slides – or however many are left
- 229. I want to be a stunt car driver!
- 230. What do you want to do tonight, Brain? The same thing we do every night…
- 240. I make HR matter: 1. Offer your insight 2. Embrace variety 3. Think (and act) strategically 4. Seek out the different & new 5. Help shape culture 6. Do it all
- 243. Thank you for coming! See you at our next event!