The document discusses how different languages are spoken in HR, talent acquisition, and business units when they try to accomplish the same goals. It notes that HR's language focuses on people and engagement, talent acquisition focuses on meeting needs and deadlines, and business units prioritize results and growth. To create synergy, the document recommends listening without preconceptions, asking questions, collaborating, regularly reviewing progress, and sharing successes. This will help bridge the gaps between the different perspectives.

1. Cultivating Effective Communication
Styles for HR Practitioners
Understanding the Languages We Speak with One Another
Chris Stanzione, Talent Acquisition Relationship Manager,
AutoTrader Group
April 28, 2014

2. Introduction
Chris Stanzione, MBA, CIR
14 years of Recruiting Experience
• Staffing, Consulting, and Corporate
• Has helped facilitate over 10,000 hires
in 47 states (HI, AK, ND)
• Atlanta since 2004
• Founded Atlanta Recruiters Group in
2008
• Just found out I am in HR
Passionate about
Communication and
Talent Acquisition

3. Purpose / Challenge
Human
Resources
Business
Unit
Talent
Acquisition
Adaptive Challenge at
Hand:
• Three groups trying to
accomplish the “same”
thing, but speaking
different languages
• How do we bridge the
languages gap with
each other in order to
accomplish what each
group needs?

4. No Strategy: Instead….
© @JenniferMcClure

5. What are the Different Languages We
Speak?
Corporate
HR
Business
Unit
Talent
Acquisition

6. What are the Languages We Speak?

7. HR Language
Human Resources acts as both a strategic
partner and an excellent measure of the health of
an organization
Operating language is: How can people best
impact our organization? What are the ways in
which we have a more engaged workforce with
career development? How do HR Services (Total
Rewards, Employee Relations, Workforce
Planning, etc.) affect people? People matter.
Subtext language is: Are my inputs being
listened to by the business? How do I quantify HR
counsel and impact? How can we quit making
the same mistakes over and over again? Why
aren’t we considering the human impact to our
business decisions.

8. Talent Acquisition Language
Talent Acquisition is both a
strategic partner and a production
unit of the firm.
Operating Language: What do you
need by when? Who is involved?
What are the hurdles? How can TA
show you the value in what they
know on an ongoing basis?
Subtext Language: What if we
can’t find that person? What if our
compensation / benefits / relocation
/ etc.. is not competitive? What if I
fail at meeting the demands of the
production order? What if the
candidates all quit?

9. Business Unit Language
Business Units are the drivers of
our companies. The business’
needs are there to be served but
also need direction and counsel
Operating Language: We need to
grow / scale. We need better quality
people in the organization. We
don’t have the time or money to
spend on programs, we simply
need results. We need people to
understand what we do and who we
are.
Subtext Language: You many not
understand us. We just want the
results. Why is working with HR/
TA so difficult and why are there so
many rules?
Can we count
on you?

10. The Different Languages We Speak?
Corporate
HR
Business
Unit
Talent
Acquisition

11. Case Study
Business Growth
Employee
Relations
Finding
Top Talent
TA filling jobs with
“Available” candidates
Local, one location company
Business Unit needed 100+
“Quality” people to grow sales
HR concerned about
fast growth impacting
employee relations
due to internal equity

12. Finding Common Language
(aka Synergy)
syn·er·gy noun
the interaction or cooperation of two or more organizations, substances, or
other agents to produce a combined effect greater than the sum of their
separate effects.

13. Creating Synergy through
Common Language

14. Creating Synergy through
Common Language
Before you Speak…
Listen!

15. Engagement through Effective Listening
Listening Tips:
• Establish and maintain eye contact
• Carefully listen to the other person
• Focus full attention on their words, facial
expressions, and gestures
• Indicate that you are listening through
periodic comments, expressions, and
gestures
Ask Good Questions!!
Listening Pitfalls:
• Being preoccupied
• Interrupting
• Listening only for what you think will be said
• Ignoring non-verbal cues
• Focusing on details and missing the broad
picture

16. Implementation
(This is where we take all of the concepts and put them into action!!)
Ask
Questions
Listen
Collaborate
Recap
Implement
Review /
Measure

17. Sharing Successes
Start small…and share your…

18. Q & A

19. Thank You
Chris.Stanzione@AutoTraderGroup.comLinkedin.com/in/chrisstanzione
@cjstanzione