Talent 911

Theoretically, This Should Reduce Turnover

That's the way it goes right?  "Theoretically" or "I almost certain" or something similar - but when we in HR go into the executives office around budget time - we tend to be not so specific. It's alright, the boys and girls in other departments tend to not use too many specifics if possible, as well.  The boss looks at you and says, "So, what are we going to get for spending this much?"  And that's when we start to dance.  It should reduce turnover, it's suppose to improve engagement, etc., etc. Kick-ball-change.

We also tend to go down this river of uncertainty when we speak of our annual goals and we usually end up hitting the rapids pretty hard.  We don't want to put ourselves so far into a box that we end up failing, but we also want to show our executives and counterparts what we accomplished, so it becomes very difficult water to navigate.  So, in 2011 I'm vowing to live in reality and stop focusing on theory.  I was reminded of this recently when reading an article 2010: When Leadership Hit the Rapids, from the Harvard Business Review, by Gill Corkindale when he spoke of getting comfortable living in the white water:

Occasionally, I do find myself referring to one writer who presciently declared that leaders needed to get used to "permanent white water," a reference to the dangerous rapids he saw ahead for leaders. In his 1996 book, Learning as a Way of Being, Peter Vaill said leaders had to learn to navigate these rapids—surprising, unusual events and challenges that are often outside the bounds of experience. And even though many of these challenges are one-offs, leaders cannot brush them aside as they will return in a different form to test them. In order to cope with this, leaders must have strong values and become resilient, not collapse at the first hurdle.

What does this have to do with HR and Theory vs. Reality?

A ton!  Leaders who lead and live with theory tend to collapse when the reality of situations present themselves.  "Wait a minute, that's wasn't suppose to happen!"  For those living in reality, these situtions, this White Water, becomes the norm - they adjust and readjust without panic and help their organizations get back on path.  We in HR are frequently placed in these positions, and we have a choice to make - continue down a wayward path of theoretical models or face reality and work to make things better for all of those stuck in the middle.

So, this year when you go in and present your plans, your goals, your dreams - make sure you add some reality to counteract your theory.  Go in and tell them: "I plan on this project, reducing our turnover by 4%, but I can't guarantee it.  All of our research shows we can get 4-8% improvement, I'm estimating conservatively, and hoping for more.  I willing to stand behind 4% and deliver." Your executives will appreciate the straightforward tact, which they don't get enough of, and you'll find reaching your goals to be much easier and fulfilling this year. 

Consider Contract Employees in 2011

Recently at ERE, Dr. John Sullivan wrote an extensive article focused on “What’s Wrong with Reference Checking?” that had a side note on the benefits of hiring employees first on a temporary basis.  Dr. Sullivan argues that reference checks are not a solid indicator of current and future performance due to a wide range of variables.  The questions reference checks ask are not always good indicators of performance (job title, dates of employment, personality traits).  Work environments will not be the same from one department to another, much less from one company to another.  Hiring employees on a temporary basis as contractors can provide a more complete view of how an employee will function in your company’s unique environment.  

As we finish out 2010 and begin to enter Q1 of 2011, most companies are winding down for the season.  While the entire company is wrapping things up and shutting down, the corporate HR team is frantically ironing out the last bits of a staffing plan for 2011. 

Not only is choosing to add headcount a concern, but so too is recruiting top talent to the organization.  The economy in Michigan is beginning to pick up – slowly but surely – as we have companies like Chrysler hiring 1,000 additional workers in 2011.  While the unemployment rate across the nation is still high, we are beginning to see organizations add employees.  The market is about to become more competitive.  People are receiving offers from multiple organizations – how will you stay competitive this year, while ensuring that you find the top performing candidates for your company?

One solution to both of these issues; attracting top talent and ensuring that you have hired high performing individuals, is to work with a staffing company to hire contract workers.  Corporate recruiters do not always have the time and resources to dedicate to lengthy sourcing and hunting efforts.  Many companies simply cannot afford to purchase access to resume databases, take time to post to college websites, or develop their networks to find the right person for the job.  You're working on keeping your current employees happy and ensuring all of the other parts of the HR world are kept in balance!  

Working with a staffing firm can help to streamline the very best candidates directly to your try and find and less to review and screen out, as the staffing agency has already done that part for you.

An outstanding technical recruiting team will work with you to really understand the cultural fit at your company, how you would like the interview process to be run, and fully comprehend your time frame and on-boarding process.  You should be able to treat an agency recruiter as your dedicated recruiter/hunter.  If you are not getting this level of service from your current agency, consider exploring your options!

When you have identified a candidate that you would like to bring on board to your company you can do so on a contract basis.  This allows you a unique opportunity to discover whether or not this individual is the perfect person for the job with as little risk to your company as possible.  Hiring someone directly does not allow you this freedom!  With a good staffing agency, this person is still receiving benefits and a good pay wage, it is simply a chance for both of you to test each other out and ensure a good fit.  

Would you propose to marry someone you had never taken out for coffee or to your favorite local restaurant?  Not very likely – hiring contractors is a great way to “date” an employee before you decide to fully invest and offer that “engagement ring” of a direct position.  Staffing companies can provide a wide range of options include six month contract to direct positions, long term contract (with the potential to hire that individual directly at any time), and they can also assist with direct-hire opportunities.

Companies are adding to their headcount, but they are doing so after taking the time to ensure the person is needed.  It is critical that positions are absolutely necessary before a requisition is created.  With all of the time, effort, and money that go into ensuring a person is needed for a job, shouldn’t the same amount of care be taken to ensure the individual is a solid fit and an outstanding performer?  Working with a staffing agency can help you to meet these goals.

What are your staffing expectations for 2011?  How will you ensure that your company finds and retains the very best employees?   

Emily White is a technical recruiter here at HRU.  She was born and raised in Sanford, Michigan and attended Saginaw Valley State University for her undergraduate degree in psychology.  Emily is also a graduate of the University of Chicago (social science).  She lived and worked in the Pioneer Valley of Massachusetts for 3 years and recently returned home to Michigan.  She loves talking to people.  Emily spends her free time going to yoga, visiting friends and family, and experimenting in the kitchen.  You can follow her on Twitter @emilytwhiteMI.