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Please contact Arianna Talan at 212.886.4100 with any questions regarding these materials. This advertisement was prepared by Havas Worldwide NY at 200 Hudson Street, New York, NY 10013. Human Resource ® July/August 2019 Executıve COVER STORY Exposition China and find out which workers are empowered say HR organizations can build what some of the HR Tech to address mental health. Also the best sourcing team to meet Piecing Together Talent Influencers think about how in this section, read tips about their unique talent needs. technology is changing the the best ways to improve BY ANDREW R. MCILVAINE way people work. psychological safety in the HR Leadership In today’s war for talent, more companies should be focusing not workplace. just on creating cultures that will attract top talent but also on Could Co-Working Work for Health & Benefits You? 36 creating teams that will make those workers want to stay at the Innovating to Improve Recruiting organization, experts say. Employee engagement, productivity BY CRAIG GUILLOT and retention are all influenced by the teams employees work with Mental Health 29 How to Build a World- Co-working spaces are every day, so it’s key that teams are made of—and led by—the Class Sourcing Team 34 BY JEN COLLETTA exploding across the country, right people. Page 12 At the April Health & Benefits BY MAURA C. CICCARELLI and they’re no longer just for Leadership Conference, Sourcing has become an solitary freelancers looking HR Tech representatives of Microsoft, increasingly popular approach to get out of the house. AiR Healthcare Solutions and for companies searching Employers are now placing How Digital Tech is Changing HR 16 the American Psychological for top candidates, and it workers in co-working spaces BY TONY DIROMUALDO AND FRANCO GIRIMONTE Association shared what their has especially drawn more to help meet evolving needs Ahead of their presentation at the HR Technology Conference in respective organizations are attention in today’s tight labor arising from the changing Las Vegas in October, experts from the Hackett Group explore doing to create cultures in market. Find out how experts nature of work. However, a the transformative impact of digital technology. Also in this solid co-working program section, columnist Jason Averbook looks at enhancing workforce must be carefully planned, experience with technology, while columnist Josh Bersin explores taking into account the needs the intersection of health tech and HR tech. Also, read a report of both the employer and the recapping the highlights of the HR Technology Conference & employees. 16 36

Cover illustration by Sue Casper 29 Departments Columns HR News 8 HR Leadership Is Your Future Inclusive? 4 By the Numbers 39 Benefits

HUMAN RESOURCE EXECUTIVE® Magazine (ISSN 1040-0443 USPS 002-565) is published monthly with combined issues How to Give Employees What They Want 6 for January/February and July/August by LRP Magazine Group, an LRP Media Group Company, Suite 500, 747 Dresher Rd., Horsham, PA 19044, (215) 784-0910. Periodicals postage paid at Horsham, PA and additional mailing office. Single Talent Management copy price: $8.95. Subscription rates: In U.S., $94.95 for one year; $138.95 for two years; $180.95 for three years. In Canada and Mexico, $106.95 for one year; $169.95 for two years; $222.95 for three years (U.S. currency). In all other Investing in Workers Pays Off 6 foreign countries, $138.95 for one year; $222.95 for two years; $307.95 for three years (U.S. currency; prices include air mail delivery). For subscription information, call 1-800-386-4176 or FAX to (215) 784-0317. POSTMASTER: Send address changes to: HUMAN RESOURCE EXECUTIVE, PO Box 2132, Skokie, IL 60076. Emerging Intelligence 12 Ways to Get Fired as CHRO 7

July/August 2019 3

H7_8-19p03_TOC.indd 3 6/27/2019 9:26:25 AM HR Leadershıp By Eva Sage-Gavin/Columnist

work, emphasizing learning We can all attest to the by doing. fact that inclusivity does Is Your Future Inclusive? And it’s not just happening not happen in a vacuum. in skilled-trade or lower-level It requires public/private jobs, which is a common partnerships—schools, The future of work will a combination of complex misconception. High- governments and businesses require new skills—and reasoning, creativity, socio- performing firms are three working together to move CHROs can lead that charge. emotional intelligence and times more likely to use the needle. Sometimes It’s rare that I have a sensory-perception skills are experiential learning for this happens globally, but conversation with a CHRO in increasingly relevant. frontline and executive-level sometimes, it’s micro- this digitally fueled era that It might surprise you that leaders than other positions. change—and that can be doesn’t somewhere, somehow new research shows us—in equally as effective. involve questions like these: a digital age—that “empathy A Focus on the Individual A few years ago at the “How do I get people and and support” roles currently Most of us recognize the World Economic Forum, Satya machines to work together? comprise the largest share of value of a broad variety of Nadella, Microsoft CEO, said: How do I create and sustain employment in the U.S. and skills across our workforces, “Any kind of job is going to a hybrid workforce that is will require a major increase but leading companies are have a digital component. It productive and healthy? in workers over the next placing greater emphasis on doesn’t mean everyone’s got How do I create jobs that are decade. diversifying workers’ skills. to be a computer scientist.” He engaging?” I see leadership teams and Take marketers, for instance. went on to say leaders must These leaders realize the boards facing this change Traditionally considered invest in learning not just for importance of championing head-on now to position their “creative” roles, marketers students, but for employees an inclusive future now—one workforces wisely for the now need analytical skills to who risk displacement mid- in which our people remain future. They are emphasizing interpret customer data of career. employable in jobs that several areas of action: all types—from social media I couldn’t agree more. I’m challenge them in the most to channel preferences. having a lot of really exciting positive ways. On this issue, Experiential Learning And data scientists, while conversations with C-suite there is so much promise, but The Dartmouth Center ostensibly “numbers” roles, leaders about how to make we need to move now. for the Advancement of are called upon more often to that happen. An inclusive The good news is, there Learning conducted a review communicate their findings future is within reach. But it are solutions. of research on the known in easily digestible stories as takes focused action now. Our We need to prepare our outcomes of experiential “sense-makers.” workforces deserve no less. workforces for the future of learning—finding that the work versus remaining in a very skills that are growing in Empowerment of the Most Eva Sage-Gavin is a present that is anything but demand (complex reasoning, Vulnerable former CHRO with more than static. As we move further critical thinking, creativity and According to research from three decades of experience into a digital future, workers socio-emotional intelligence) Accenture, workers in less in Fortune 500 corporations. are performing interactive are the ones best acquired complex roles are seven times She currently serves as the and collaborative tasks more through experiential-learning more likely to be in jobs that senior managing director frequently and repetitive techniques. Organizations could be automated. A Pew for Accenture’s global talent ones less often. Recent from the Swiss government Research Center study found and organization consulting research shows that uniquely to Walmart are using that only six of 10 workers practice and as a technology human skills are coming apprenticeship programs with secondary schooling or board director. Send questions to the competitive fore; for to help students and new less identified themselves as or comments to hreletters@lrp. almost every single role, employees transition to new lifelong learners. com.

Human Resource ® Executıve VOLUME 33, NUMBER 6 HUMAN RESOURCE EXECUTIVE® Magazine Kenneth F. Kahn PRODUCTION/AD SERVICES CIRCULATION All other written correspondence to: is designed to provide accurate and President Customer Service Department authoritative information in regard to the Nancy Sicilia Christopher Martin Human Resource Executive Magazine subject matter covered. It is published with Timothy D. Burke Production Manager Business Director, Magazine Group Senior Vice President/Publisher, P. O. Box 2132 the understanding that the publisher is not HR Products Suzanne Shultz Skokie, IL 60076 engaged in providing legal, accounting or other professional services. If legal advice Assistant Production Manager ADVERTISING HEADQUARTERS Elizabeth Clarke or other expertise is required, the services Executive Editor GRAPHIC SERVICES of a competent professional person should Tim Jordan be sought. The publishers have taken all David Shadovitz Associate Publisher reasonable steps to verify the accuracy Lugene Moyer Ste. 500, 747 Dresher Rd. Editor Emeritus Publishing Technology Manager and completeness of information contained Horsham, PA 19044 in HUMAN RESOURCE EXECUTIVE®. The Rebecca McKenna Jill Murphy (215) 784-0910, ext. 6550 publisher may not, however, be held Vice President Global Events and Graphic Specialist [email protected] responsible for any inaccuracies or omission Publisher of information in any article appearing in Linda Dickson Amy Olimpo HUMAN RESOURCE EXECUTIVE®. Jen Colletta Senior Graphic Designer Regional Sales Manager Managing Editor (215) 784-0910, ext. 6365 Entire contents Copyright © 2019, HUMAN Sue Casper [email protected] RESOURCE EXECUTIVE®. All rights reserved. Andrew R. McIlvaine Art Consultant Senior Editor Joe Kirschen Material in this publication may not be reproduced in any form without written MARKETING Regional Sales Manager LRP CORPORATE EXECUTIVES Michael J. O’Brien (215) 784-0910, ext. 6295 permission. Authorization to photocopy Web Editor/Staff Writer items for internal or personal use, or the Patrick Boyle [email protected] Kenneth F. Kahn Marketing Art Director internal or personal use of specific clients, Terri Garrison President is granted by LRP Magazine Group, provided Administrative Assistant DIRECT RESPONSE For subscription information, Todd Lutz that the base fee of US$10.00 per document, Chief Financial Officer plus US$5.25 per page is paid directly to Steve Boese, Peter Cappelli, please call (800) 386-4176, email Copyright Clearance Center, 222 Rosewood Worldata [email protected], Carol Harnett, William M. Kutik, Timothy D. Burke Drive, Danvers, MA 01923, USA. For those List Sales or fax to (215) 784-0317. Eva Sage-Gavin, Carol Patton, (561) 393-8200 or Senior Vice President/Publisher, organizations that have been granted a Paul Salvatore, Julie Cook Ramirez (800) 331-8102 HR Products photocopy license by CCC, a separate system Contributing Editors, Columnists Send payments to: of payment has been arranged. The fee code and Writers Michele Garville LRP Media Group for users of the Transactional Reporting Digital Media Operations Specialist 360 Hiatt Drive Service is: 1040-0443/19/$10.00+$5.25. Sharon Staehle (215) 784-0910, ext. 6386 Dept. 150F Program Manager, Media & [email protected] Marketing Palm Beach Gardens, FL 33418

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H7_8-19p05_AFLAC.indd 5 6/19/2019 9:43:15 AM Benefıts By Carol Harnett/Columnist

off at full salary for each loss of a loved one—with the employee How to Give Employees What they Want deciding who fits that definition. As we consider how these I’ve been carrying a “what if” Paid absence: The carrier Maternity and parental companies are handling the question with me for a long time: abandoned its tenure-based leave: MassMutual created call for paid absence, my hope What if we paid employees when structure to have access to a standalone maternity-leave is that the next time you hear they couldn’t work? short-term disability begin on the program, providing 10 weeks the question, “What if we paid I tested this question while first day of absence, and it covers off at full salary. After that employees when they couldn’t speaking at a conference for 100% of salary for the first 10 time, women can participate work?” your response will be: HR leaders, whose responses weeks. The remaining 16 weeks in the parental-leave program “What if we did?” ranged from head-nodding are paid at 60% of salary, and (available to all new parents), acknowledgment that we needed MassMutual pays the premiums. which provides eight weeks of Carol Harnett is a widely to tackle the associated topics Caregiving: Employees full salary. Workers may tap into respected consultant, speaker and of paid leave and flexibility receive up to two paid weeks this program intermittently or writer in the field of employee with more rigor to a frustrated each year to care for any person continuously for up to a year. benefits. Follow her on Twitter via statement that “employees want the worker considers to be Bereavement: MassMutual @carolharnett and on her video us to pay them for not working.” a family member and whose developed an industry-leading blog, The Work.Love.Play.Daily. When MetLife asked health condition meets the bereavement policy that allows Send questions or comments to employees what emerging family-medical-leave definition. employees to take up to 15 days [email protected]. benefits interested them most, in its recent U.S. Employee Benefits Trends Study, more than a third of the responses were associated with flexibility Talent Management and paid absence, including unlimited paid time off, phased By Peter Cappelli/Columnist retirement, paid sabbatical, and the ability to work abroad or take work assignments in a foreign country. As if anticipating that wish Investing in Workers Pays Off list, the Australia branch of EY introduced three flexible Doesn’t it just warm Studies with this method are reasonably workplace policies on April 1. your heart when common in academic research, but my The accounting firm now offers someone outside of HR colleagues were able to do something quite six to 12 weeks—which can be makes the case that different. They persuaded the retail chain to taken in one or two blocks—of paying more attention run an experiment with them and raise staffing employee-funded “life leave” to employees is the key to business success? levels to the amount that their analysis of each year to allow associates In this case, it’s my colleagues in operations historical data suggested would be optimal. Yes, time to travel, work part-time research, who focused their study, Setting Retail labor costs obviously jumped when they did or just relax. The company Staffing Levels: A Methodology Validated with that, but so did revenue. In retail, labor is a small also now allows employees to Implementation, on bricks-and-mortar retail. percentage of costs—the biggest chunk is the work full-time during the school In an industry with low margins, where the cost of the products they sell. So, the net effect year and take school holidays conventional wisdom is led by Walmart, the key was an increase in profits of $7.4 million across off or adopt a part-time work to success is lowering operating costs. A big 168 stores on an annual basis. arrangement for up to three part of those costs is in labor, so it is no surprise In separate analyses, they found that an hour months. that the retail industry has been a leader in of training per month for employees with sales These policies apply to the using more part-time and temp workers to keep responsibilities contributed to a 6% increase in entire population—not simply labor costs down, holding the line on wages, revenue for that employee per month, far more working parents. This is an not training, and, with few exceptions, seeing than the cost of the training. important approach to keep in employees as a cost to be minimized. There is What’s the takeaway from this? One question mind in the U.S., since half of no doubt that these businesses fight for every worth pondering is: Why should more staffing both men and women between dollar of margin and do not have the luxury of and training pay off? Especially now, with the the ages of 20 and 65 are single. the huge profits per employee that trend-setting growth of online retail, the one thing stores still Back in the U.S., Springfield, tech companies use to fund innovations. have going for them is customer contact with Mass.-based Massachusetts The two-part Wharton study began with a salespeople. If retailers cut that down to almost Mutual Life Insurance look at the performance of individual stores nothing, then they have effectively eliminated Co. introduced sweeping in big retail chains, data that were compared their competitive advantage against online improvements to its employee- to employee inputs: i.e., staffing levels. stores. benefits structure earlier this Researchers found that companies were often The company that was the subject of the year. Among the changes, the staffing their stores far too lean, and that study is apparently taking away a lot from company removed conditional many stores performed better and were more these findings and is trying to implement them definitions of “family,” explains profitable with higher staffing levels. So, the elsewhere. Will anyone else when they learn Claudia Coplein, the head of stores were making more money (with all other about the results? What will CFOs think about health and wellness for the things being equal) when they spent more on this study? It has all the hard numbers and insurance and financial-services employees. careful analyses that they appreciate, and retail firm. “Everyone’s circle of loved They also found that retailers didn’t do a very stores are struggling to find any way to make ones is different and can include good job tying staffing levels to actual demand financial progress. What’s your guess? former college roommates and in those stores. In fact, they set staffing levels neighbors,” she says. identically across stores, even when the needs of Peter Cappelli is the George W. Taylor Professor MassMutual expanded the stores varied considerably. The average store of Management and director of the Center for or altered four of its leave did not appear to be understaffed, but there were Human Resources at The Wharton School of the programs, for which all enough that were understaffed that the effect on University of Pennsylvania in Philadelphia. Send employees are eligible from the overall company profitability was substantial. questions or comments to [email protected]. first day of employment:

6 Human Resource Executive®

H7_8-19p06_Benefits_TM_Columns.indd 6 6/20/2019 1:31:22 PM Emergıng Intellıgence By John Sumser/Columnist Weathering the next three to five years of HR’s evolution requires a proactive stance focused on creating value for the 12 Ways to Get Fired as CHRO company while eliminating practices that destroy it. Expect a lot of churn at the top. hires are understood to be mistakes and efficiency, but reactive thinking within 18 months. Retention focuses on always obscures long-term perspective. John Sumser is the principal analyst at perpetuating these bad decisions. Implement solutions that solve the HRExaminer. He researches the impact of Insist there is no way to imagine 80% of issues that don’t matter. Tech data, analytics, AI and associated ethical HR five years from now. The shifting vendors often claim 80% efficiency in their issues on the workplace. Send questions or These are challenging times for CHROs. ground makes it easy to value urgency offerings; it’s that 20% that is worrisome. comments to [email protected]. Blizzards of new technology, industrial disruption, changing social norms and evolving employee expectations all have many C-suite leaders suggesting that strategic vision is impossible. Right now, nothing could be easier than hiding behind stacks of reports that document incremental problem solving. But nothing could be more damaging. Underneath all the turbulence, HR is becoming a science focused on the unique data and circumstances of the organization. We are navigating the same transition that medicine experienced in the middle of the 19th century—from guru-led folk wisdom to disciplined science. Today’s CHRO is faced with a crushing set of opportunities to screw up. But HRExecutive.com waiting for someone else to figure it out so that the process is risk-free is exactly how it doesn’t work anymore. More than ever, the HR function requires clear, value- GROUNDBREAKING HR NEWS, ANALYSIS oriented leadership. (Get a handle on what HR is becoming at the HR Technology AND INSIGHTS FROM THE EDITORS OF

Conference this October in Las Vegas.) ® Here are a dozen ways to do the HUMAN RESOURCE EXECUTIVE CHRO job badly enough to get replaced: Use ROI as the exclusive hurdle for new projects. In HR, this limits projects to things that reduce costs and A TOTALLY NEW LOOK, FEEL AND improve efficiency. WEB ADDRESS … AND NOW Continue to ignore data governance. HR’s data are important MOBILE-FRIENDLY! assets that must be tended properly. It’s hard and politically challenging. Implement AI pilot programs. Understand the problem you’re solving before implementing technology. Install a “conversational” chatbot. The organizational, financial, maintenance and operational consequences of these imperfect tools are not well understood. Pretend people analytics is a new way to talk about reports. People analytics works when the HR team is curious and wants to see things clearly. Keep saying, “Data science is too expensive.” Yes, data scientists command heartbreaking salaries. No, you can’t live without one. Treat your data as if they weren’t evidence. Every interaction is documented in the contemporary organization. The pool of HR data is a pot of gold for a plaintiff’s attorneys. Be the first to understand data, not the last. Indiscriminately use benchmarks. Benchmarks are like fashion catalogs: The models always look better than you. Stay too busy for an HR-tech strategy. Like the projects that will actually help with HR’s transformation, you can’t calculate the ROI for having a clear picture of where you are going. Ignore the 50% failure rate in recruiting. Managers say half of new

July/August 2019 7

H7_8-19p07_EmergIntell_Column.indd 7 6/20/2019 1:33:21 PM The Latest News & Trends in Human Resources HR Top Story News The Continuing Concern of Compliance

n its eighth annual employer survey—which polled more than 1,330 in-house counsel, HR leaders and C-suite Iexecutives—employment law firm Littler Mendelson found non-problematic use of pain “We understood there’d HR and business leaders tackling increasingly complex How Widespread relievers was associated with be quite a bit of people compliance challenges, mainly focused on preventing .8 days of excess absences experiencing pain in the workplace harassment and pay inequality. Is Pain-Med per month compared with workforce,” he says, “but when According to Michael Lotito, co-chair of Littler’s Workplace non-users. The problematic we came up with the finding Policy Institute, changes under the Trump administration are Usage in the use of pain relievers was that one in three workers are proving slow to materialize, so employers report feeling very little associated with two absences, using pain medications, that relief from federal regulation and enforcement. Workplace? or 1.2 excess days per month, seems like a large amount.” For instance, the survey shows that employers perceive the compared with non-users. Generally speaking, impact of various regulatory issues on workplaces to be relatively Generally, excess absences Gifford says, for almost every unchanged from last year. Those polled say enforcement of federal ain-medication associated with problematic substance, “when we see employment laws by the Department of Labor is their leading usage—and abuse— use of substances was people develop dependence, concern, with 78% anticipating a “moderate or significant” impact Pis more common significantly greater than for our findings are that people are on their workplaces over the next year (up slightly from 74% in the than you may think, non-problematic use. going to have more sick-day 2018 survey). In the 2017 and 2018 surveys, 77% said the same of according to a new study Assuming a 20-day work absences than those who are enforcement by the Equal Employment Opportunity Commission. by the Integrated Benefits month, the use of pain relievers using pain medications non- “Despite the lack of activity on regulatory matters over the Institute that finds problematically.” past two years, agencies are moving quickly to complete their one-third of the Sick days can add regulatory agendas before the 2020 election season,” Lotito says, U.S. workforce up and drag down a noting that 2019 “is a year of preparation, as the race is on to uses prescription company’s bottom finalize rules that could have an enormous impact for employers.” pain medications. line, which Gifford This includes the DOL’s proposed rule to revise the “white- When it comes says should drive collar” overtime-exemption regulations, which the majority of to addressing the home an important employers were already preparing to comply with prior to the opioids epidemic, message: “It’s release of the proposal. In addition to the 42% of respondents who employers often happening in your instituted changes prior to the injunction of the 2016 rule, 40% are center on the risk of workforce; even when reviewing job descriptions to verify the classification of current on-the-job accidents people are using employees and 36% are auditing compensation to identify those or difficulties in filling their prescriptions employees likely to be impacted. job vacancies in areas appropriately, “With the DOL targeting an effective date in the first heavily affected by there’s a business quarter of 2020, companies may not have much time to come addiction and dependence. But was associated with a loss of consequence to that.” into compliance if the rule is not finalized until fall of 2019,” according to the IBI study, “this about 1.3% of the monthly labor The study includes says Tammy McCutchen, may not only underrepresent capacity of 1,000 workers. The five points of guidance for Littler principal and former the more pervasive productivity non-problematic use of pain employers, including using administrator of the DOL’s impact of lost work time, but relievers accounts for nearly all confidential health-risk wage-and-hour division. “Those also obscures the larger issues (96%) of those losses. assessments to identify that wait for the final rule to of chronic pain and substance So what can employers employee issues and use of make decisions on classification use more generally.” glean from this information? medications with potential and salary levels may be too late The IBI study is based on “When we look at usage for abuse. “Ensure that to comply by the effective date.” data from the National Survey of pain relievers and other covered topics include such State and local employment on Drug Use and Health, a opioids,” says Brian Gifford, health risks as alcohol, laws are also creating persistent cross-sectional survey of U.S. director of research and tobacco and illicit-drug use, compliance challenges across households that provides analytics at IBI, “the vast but also the prevalence of a range of issues. Paid sick-leave requirements rank No. 1, with national estimates for the use majority of it is by prescription painful conditions for which 69% of respondents indicating difficulty in complying with a of drugs, alcohol and tobacco for someone with an injury, opioids may be prescribed. growing patchwork of laws often conflicting in nature, followed by among the civilian population surgery or chronic pain. So, Given the sensitive nature of marijuana legalization (54%) and background checks (52%). over age 12. The study used if we are going to look at the this information, it may be Finally, employers are getting more serious in curbing sexual data from 2015-2017, including opioids epidemic, then we have necessary to partner with third- harassment in their workplaces by providing additional training to about the appropriate use (i.e., to understand it within a larger party organizations.” supervisors and/or employees (63% in the 2019 survey, up from prescribed) of pain relievers, as context, and that is there are a According to Gifford, “the 55% in 2018); updating HR policies or handbooks (51% in 2019, up well as the problematic use (i.e., lot of pain medications being most important thing for from 38% last year); and more proactively addressing complaints abuse and dependence). prescribed to the workforce.” employers is that they have a and potential misconduct (37% this year, up from 29% in 2018). Among the findings, rates of Gifford, who recently comprehensive and integrative “[The] #MeToo [movement] has touched every industry; it alcohol abuse and dependence moderated a panel session substance-abuse approach” that impacts all types of companies, large or small, high-profile or exceed the problematic use on the opioid crisis at April’s accounts for different forms of even no profile,” says Helene Wasserman, co-chair of Littler’s of pain relievers and other Health & Benefits Leadership substance abuse. litigation and trials practice group. “The survey data shows that prescription medications. Conference, says both he and “Because when, most companies are taking this issue seriously and are focused on Excess absences associated researcher Erin L. Peterson unfortunately, the next providing training and updating policies and procedures to ensure with pain relievers were were surprised by the substance-abuse crisis comes employees are treated fairly and feel safe in the workplace.” greater than excess absences “magnitude” of the number around,” he says, “they won’t —Tom Starner associated with any other of Americans battling various have to start from scratch.” substance. On average, forms of pain. —Michael J. O’Brien

8 Human Resource Executive®

H7_8-19p08-11_News.indd 8 7/8/2019 2:44:18 PM Dynamic Signal’s Mercer’s Johnson says that, Enhancing Employee Communications despite ongoing improvements and Engagement Platform, in these digital tools, challenges Communication Kaufman says, can be used remain. to encourage employee “These systems are only with Collaboration referrals for candidates (social as good as the quality of the recruiting) and accelerate information that is loaded onboarding using content into the knowledge base,” he or many organizations, categories, video, audio and cautions, citing outdated policy systems with a interactive polls and surveys information in a knowledge Fknowledge base (Dynamic Signal customers base that may result in an can increase employee report 19% faster onboarding). employee getting the wrong engagement, eliminate It is also used for ongoing information. paper processes, and make training, development and Governance is another information available faster engagement efforts. To that challenge, Johnson says, noting and in more useful ways end, the company’s customers a structure to address the care for employees, experts say. leveraging insights to identify competes in the same space report 17% faster training, 32% and feeding of the knowledge According to Craig Johnson, the best opportunities to as SocialChorus, prioritizing more employees reached and base can mitigate headaches a partner in Mercer’s career engage their employees. and investing in strategic a 30% increase in employee down the line. business, many knowledge-base “They can plan for the workforce communication engagement. Kaufman adds “Often, the hard work tools have typically focused future, collaborate with is foundational to growing a that customers report 16% begins when a system goes on helping the organization other teams, measure their business, improving agility higher productivity, 11% live,” he says. “As these track and complete tasks (i.e., results and even predict the and reducing turnover. less turnover and 20% faster technologies continue to evolve submit and track a query to effectiveness of what they “We work with our adoption of company initiatives. and the end-user experiences HR), while today’s solutions are have planned,” he says. customers to understand what “Successful organizations become more advanced, good also addressing the end-user Christensen adds that we call the ‘employee lifetime recognize that their customer content and good governance experience. digital transformation is a value’ and how to increase and experience is intimately will still be two issues that need “It is not enough for these major undertaking for many extend it at every inflection connected to their employee to be addressed.” platforms to simply work—they companies, and employee point,” she says. experience,” Kaufman says. —Tom Starner need to be easy for end users to communications is an integral access and use because a lack part of this. Not only are HR of traffic [or] usage results in leaders and communicators for XR, there was a connection reduced ROI,” he says. responsible for developing Improve Your between providing access to To help make that happen, an effective employee- all information in real time SocialChorus, a global- communications plan, but Workplace and facilitating training and workforce-communications they are also increasingly mirroring real-life experiences. platform, just launched Content required to demonstrate the with Immersive Putting aside issues of Planner, an enterprise-level, value and impact of internal cost and scalability, it’s not strategic-planning tool that communications on the Tech surprising that a large majority gives organizations one place business. believes XR can benefit to plan their content strategies However, Christensen workforce development, says and measure the impact of says, many HR leaders are ech gurus Perkins Coie’s Ann Marie employee communications. currently “flying blind,” which predict that, or technical glitches, to be Painter, a Dallas-based partner According to Tim Christensen, puts them at a disadvantage Twithin the next few the biggest obstacles for and firmwide chair of its labor chief technology officer at when it comes to reaching years, the immersive mass adoption of AR (26%) and employment practice. SocialChorus, Content Planner employees. technologies of XR— and VR (27%). That’s down “Given the lasting impact offers a high-level view of “Unlike marketing and including augmented from last year, when user of the #MeToo movement communications programs sales, which have long had reality (AR), virtual experience was at 39% for and the increased focus on to strategically plan content, strategic tools for planning reality (VR) and mixed AR and 41% for VR. Adoption addressing unconscious bias as well as the ability to easily and measurement, [HR reality (MR)—could be reservations aside, XR’s time in the workplace, XR could collaborate on review cycles, leaders] simply haven’t had as ubiquitous as today’s in the workplace will come, offer some truly innovative evaluate past performance the same tools to measure mobile devices. according to one expert. options for employers to offer and even predict the future metrics and connect the If that comes to pass, “The idea of VR and AR as training and education that will performance of posts. impact of communications will those currently exotic a means of connecting people make a lasting difference at a “From hiring to reviews to to HR programs,” he says, technologies deliver a serious to the digital world in a much personal and emotional depth,” D&I, HR leaders are tasked adding that, by syncing to one impact in the workplace and more natural and human way she says, adding that positive with many initiatives at once, system and partnering across within the HR landscape? is profound,” says Tipatat responses in the survey about and this can often create IT, HR and communications, There certainly appears Chennavasin, general partner creativity also resonate for disjointed, one-off comms SocialChorus is helping to be interest among at Venture Reality Fund. “It workplace use. plans,” he says. “With Content customers connect all of their employers, according to a allows us to redefine computer “There is no question that Planner, our goal is to make communications strategies, all new survey of 200 start-up literacy—we can adapt the issues surrounding privacy the employee experience from one platform and in a way founders, tech execs, investors computer to the way we think interests and record retention, more connected, engaging and that allows them to demonstrate and consultants by global law and want to work.” for example, will come up in useful.” the impact on the business. firm Perkins Coie LLP and Among the study findings, the process,” Painter notes, Christensen says Content According to Joelle the XR Association. 78% of respondents agreed “but there is no reason not Planner can help customers be Kaufman, chief marketing Generally, respondents in that “XR is highly applicable to look for ways to start to more strategic by publishing officer at Dynamic Signal, an the survey, now in its third to workforce development at incorporate XR, given the within the context of their employee-communication and iteration, found experience this time.” And when asked potential payoff.” communications plan and engagement platform that issues, such as bulky hardware about the top workforce uses —Tom Starner

July/August 2019 9

H7_8-19p08-11_News.indd 9 6/28/2019 9:48:53 AM NewsHR

together an employee podcast, has never been truer than today, as Making Your says Richard Veal, global practice YouTube, Instagram, Facebook and director, communication and other social-media channels have given Podcasts Pop change management at Willis everyone the opportunity to produce Towers Watson. The result is “dull, accessible content. Employer podcasts Everywhere you look (or listen), you weak content” that fails to engage present a tremendous opportunity to can find them. From subways and the workforce—and rarely garners share the voice of the employee, which buses to park benches, health clubs a listen. Far better, says Veal, is a also helps boost interest from their and cafés, people are immersed in focus on not being so corporate. peers. listening to podcasts. Whatever your On Caterpillar’s podcast, for “The way you attract employees to interest—true crime, politics, business, Select an Engaging Host example, executives are encouraged listen to a podcast is to put employees psychology or entertainment—there’s a People want to be entertained, plain to share personal stories that give in the podcast,” says Ellis. “If you tell podcast for that. and simple. That doesn’t mean you need employees insights into how their home the stories of employees and what they Naturally, it was just a matter of time to enlist the services of Jimmy Fallon lives impact their work lives. Caterpillar’s are doing and how they are changing before employers harnessed the power or James Corden for your employee virtual product development manager things, that creates a connection that of the podcast to communicate with the podcast, but you do need someone with a shared the story of her son coming out increases the likelihood someone workforce. According to the Wall Street modicum of charisma. According to Ellis, as transgender and how that affected will listen.” It also gives employees Journal, approximately 30 companies in many of the “obvious candidates,” like her approach to conversations around motivation to earn a spot on the podcast the S&P 500 have developed employee- the vice president of communications or inclusion in the workplace. The most themselves, says Ellis. oriented podcasts. American Airlines, the CEO, are “horrible choices,” as they popular Caterpillar podcast featured an Sharing employee stories—in Verizon, Apple, Mastercard, Home lack the ability to present subject matter interview with a retired group president conjunction with the other tips—also Depot, Netflix and a host of other in an engaging manner. discussing his battle with ALS. The “very provides a bottom-line benefit for organizations are all producing them, At Caterpillar, host Rusty Dunn is raw and poignant” podcast was recorded employers, in that the podcast can serve with varying degrees of success. a former broadcaster with a “gift for in front of a live audience of employees, as a recruiting tool for new employees, Employers are turning to podcasts making people feel comfortable when who were allowed to pose their own according to Veal. largely because traditional methods of they sit down with him,” says Potts. questions of the ailing executive. “The inside-track type of content to employee communication have grown “He leads a very natural and casual give potential recruits a feel for what it’s old and tired—and easy to ignore. conversation that really appeals to Give Employees a Voice like to work at the organization can be “If you ask any internal- employees.” That appeal has led some Andy Warhol once spoke of everyone highly effective,” she says. communications team, the biggest within the organization to brand Dunn having 15 minutes of fame. That notion —Julie Cook Ramirez problem isn’t producing content, it’s “the Ryan Seacrest of Caterpillar.” getting anyone to pay attention to it,” says James Ellis, an employer-brand Keep it Short Upcoming Events company’s overall success. Hailed as the industry’s and recruitment-marketing consultant, The idea is to get people to voluntarily “Town Hall Meeting,” HR Tech is a once-a-year keynote speaker and podcaster. take time out of their evening, weekend Aug. 12-15 FDR Training, Philadelphia Marriott chance to learn from—and network with—respected “Intranets are never visited, emails are or commute to listen to work-related Downtown, Philadelphia. Now in its 34th year, FDR thought leaders and like-minded professionals. Training has been the federal community’s most HR Tech is not a user conference and does not sell never read and employers are desperate content, so it’s best to keep a podcast authoritative training event focusing on the areas speaking slots. That means each session offers for new ways to generate traction with short, says Will Ruch, CEO and strategic of EEO, HR, LR, alternative-dispute resolution, legal practical and actionable takeaways—minus the sales employees.” lead at Milwaukee-based Versant, and compliance and much more. Each year, thousands of pitch and vendor hype. Plus, home to the world’s Caterpillar Inc. launched its co-author, with Patricia Nazemetz, of federal professionals gather to get in-depth, in-person largest HR-technology expo—the size of seven podcast two years ago to give HR and Marketing: Power Partners: guidance on current issues affecting agencies from football fields—HR Tech gives attendees the chance employees more choice for how they The Competitive Advantage That Will the nation’s most respected federal experts. FDR also to compare more products and services side by side access company news, according to Transform Your Business and Establish provides attendees the unique opportunity to interact than any other event. For more information: LRP Rachel Potts, the company’s head of a Culture of Performance. “Media is with government leaders, industry experts and peers Media Group at www.HRTechConference.com. from across the nation. For more information: LRP enterprise communications. While being consumed today so quickly and Oct. 27–30 The HRSouthwest Conference, Fort Media Group at www.FDRtraining.com. podcasts are a new and novel vehicle there is so much of it, so organizations Worth Convention Center, Fort Worth, Texas. This for communicating to the workforce, need to focus on getting to the point Aug. 20-23 National Ergonomics Conference & conference offers educational sessions on relevant employers are still plagued by one quickly,” says Ruch. “Episodes that can ErgoExpo, Paris Las Vegas Hotel, Las Vegas. A solid HR topics, including employment law, healthcare, “massive hurdle,” says Ellis: convincing be consumed in shorter quantities are ergonomics program is a smart investment, not a talent management and more. Attendees will have employees to spend their personal time very popular.” company expense! Whether building a new program networking opportunities and interaction with the listening to company news. or strengthening an existing one, ErgoExpo shows expert lineup of educational speakers. For more We asked experts for their advice on how ergonomics can reduce turnover, decrease information: The HRSouthwest Conference at https:// Make it Real absenteeism and improve morale at organizations. hrsouthwest.com. how to overcome this challenge. Here’s It’s all too easy for employers to Whatever the company size, industry or budget, Nov. 6-8 National Workers’ Compensation and what they came up with: “play it safe and gray” when putting attendees will explore more than 50 sessions, Disability Conference® & Expo, Mandalay Bay, Las delivering education and product knowledge in the Vegas. Thousands of workers’ compensation and hottest topics in ergonomics. For more information: disability-management professionals from across LRP Media Group at www.ErgoExpo.com. the nation come together for this once-a-year event Opening the Wallet for Wellness Sept. 10-12 2019 Learning & Leadership that’s not to be missed! NWCDC offers endless A new report on employer-wellbeing spending from Fidelity Investments Development Conference, Encore Boston opportunities that will propel workers’ comp and and the National Business Group on Health found: Harbor, Boston. Attendees will receive the tools disability-management programs forward. With more and strategies needed to identify, develop and than 35 sessions spanning six unique program tracks, • a slight decrease in per-employee spending coach leaders to better engage and retain teams, NWCDC will help attendees gain new ideas on how (from $784 in 2018 to $762); and will find out how retention is the hard-won to use workers’ comp programs to engage absent outcome of engaging and challenging talent. For workers, speed return-to-work and much more. • U.S.-based jumbo, large and midsize more information: Human Capital Institute at https:// For more information: LRP Media Group at www. companies plan to spend an average of lldconference.com/. WCConference.com. $3.6 million on wellbeing programs Oct. 1-4 HRE’s HR Technology Conference & Nov. 14–15 HR Comply 2019, Renaissance this year; Exposition®, The Venetian, Las Vegas. Whether Nashville, Nashville, Tenn. This event is formerly attendees are looking to increase their knowledge the Advanced Employment Issues Symposium. It is 40% of wellness spending is • to buy and effectively implement new HR systems a leading human capital management conference allotted for financial incentives; or to stay on top of this rapidly changing industry— for HR professionals, executives and in-house and success starts here. As the industry’s leading counsel. The content and expert presenters will help independent event for 20-plus years, HR Tech has attendees get ahead of workplace policy updates with 33% of employers will increase • been a key catalyst for tens of thousands of HR and an overview of breaking updates and proven best financial incentives in the next three to IT executives in their quest to leverage technology practices. For more information: BLR at https://live.blr. five years. and secure HR’s role as a pivotal component in their com/event/hr-comply.

10 Human Resource Executive®

H7_8-19p08-11_News.indd 10 6/28/2019 9:49:09 AM source-of-hire data, HR should be Unlocking the able to get a good sense of what’s working and what isn’t with respect Quality-of-Hire to attracting and keeping top talent in key roles, says McGuire. Conundrum At iCIMS, a fast-growing HCM- technology vendor, the company You’ve no doubt heard this old carefully tracks new-hire job expression more times than you performance along with hiring- can count: “If you find yourself in manager satisfaction, says Amy a hole, stop digging.” Warner, director of talent acquisition. Sure, OK. But what if you “We’re always tracking the don’t realize you’re in a hole in performance of new hires over the first place? In other words, time—this gives us updates on what if your hiring practices— an employee’s general happiness, as an example—are actually successes and areas of opportunity in missing the mark when it comes real time,” she says. to bringing in the type of people Warner cites the company’s who will help your organization soar? onboarding program as a strength. Even worse, what if they’re bringing recognizing the difference between intellectual capital—and, in those New hires at iCIMS are provided in people who are doing just the that and “quality of candidate,” roles, “that’s where the difference with a 90-day plan that outlines their opposite? says Laurano. Candidate quality is between good and great is dramatic,” specific objectives and the metrics Judging by a recent survey, many typically determined by a person’s says McGuire, who co-authored the the company uses to track progress companies aren’t tracking the quality performance at his or her previous book Talent Valuation: Accelerate and productivity. They’re also given of their new hires at all. In many jobs. Quality of hire, meanwhile, Market Capitalization Through Your information on career advancement cases, the survey finds, it’s because typically measures things like first- Most Important Asset. and set up with formal check-ins with they don’t know where to start. year retention, performance and fit. A When it comes to such high- their manager. The goal, she says, “It’s a process that often feels crucial measure, of course, is hiring- value roles, he says, studies done by is to help minimize the risk of losing overwhelming at first,” says Madeline manager satisfaction with the new Gartner and others show that the top performers while enabling the Laurano, founder of Aptitude hire’s performance, she says. difference between “average” and company to determine quality of hire Research Partners, which conducted By establishing a formal “great” is a factor of 12 or more. In from the start. the survey. methodology on what constitutes a other words, filling these roles with Warner also measures net- The ARP survey finds that quality quality hire, companies can create a great people will likely have a huge promoter scores that are included in of hire is on the minds of corporate consistent way to identify and retain impact on the organization. hiring-manager surveys. The surveys leaders these days: Over 60% of good employees throughout the In terms of measuring quality of include questions such as, “If given companies cite identifying quality organization. hire for high-value roles, McGuire the opportunity again, would you hire hires as the top challenge they’re “When there isn’t a formal says, the first step should be this person to iCIMS?” and “If given facing this year. However, only 26% of methodology, decisions end up consensus among company leaders as the opportunity again, would you hire companies have a formal methodology getting made that don’t provide for to what constitutes a high-value role in this person for this role?” for defining quality of hire. One in that quality of hire,” says Laurano. the first place. “The results provide us with three say they would like to track Tom McGuire agrees that it’s “Normally, if you get the senior honest feedback that we can use to quality of hire but aren’t sure where important to measure quality of company leaders together and give inform future hiring decisions,” says to begin. hire—but the main focus should be on them 30 seconds to answer the Warner. The effort pays off, according to key employees. question, you’ll get responses like When it comes to helping the study: Companies that improve “My view is that it’s most important ‘sales leader,’ ” he says. “But if you companies measure quality of hire, quality of hire are three times as to do this for jobs that contribute a lot give them 30 minutes to think about the HR-tech-vendor community needs likely to see an improvement in of intellectual capital to a company,” it, you’ll often end up with different to do more, says Laurano. first-year retention and also first-year says McGuire, managing director answers.” “We’re starting to see more performance than companies that of consulting firm Talent Growth HR should also carefully track vendors out there thinking don’t. However, a number of things Advisors. performance data for high-value roles, strategically about this to help tend to stand in the way of companies The average company’s market monitoring things like promotions companies do a better job on this that attempt to measure quality of value is based primarily on the and retention rates. metric,” she says. “But there’s hire, says Laurano. A main one is intellectual capital it owns, whether Many ATS products come with definitely more work that needs to be the often-contentious relationship it’s brands, patents or technologies, capabilities that let HR track the done and more education that needs between recruiters and hiring he says. Certain roles within a sources of high-quality hires. By to happen.” managers, she says. company contribute directly to that combining performance data and —Andrew R. McIlvaine “Hiring managers often aren’t working with TA the way they should be,” she says. A recommended first step is a conversation between hiring HRE Wins 7 Azbee Awards managers and talent acquisition on The American Society of Business Publication Editors category for Colletta’s “Transitioning the Workplace”; a what constitutes a great hire at the recently honored Human Resource Executive® with seven silver award in the Front-Cover Illustration category for company, says Laurano. Azbee awards, which recognize editorial excellence. “The Making of a Digital Leader” by Sue Casper; and a “It’s important to ensure that The publication received two national nods: as a bronze award in Single-Topic Coverage by a Team for HR everyone’s in agreement on what finalist for Website of the Year, shared by Michael J. technology. makes someone ‘great’ at a particular O’Brien, Danielle Westermann King, David Shadovitz, ASBPE was founded in 1964 as the professional organization,” she says. Jen Colletta and Andrew R. McIlvaine; and a bronze association for editors, writers, art directors and Indeed, the study finds that 54% award in the Individual Profile category for McIlvaine’s designers employed at business, trade and specialty of companies say they do a better “Transforming Big Blue” cover story. This piece was also press outlets. The Azbee competition launched in 1997 job of tracking quality of hire when recognized with a gold award for the Mid Atlantic region. and is considered one of the most competitive editorial there’s collaboration between talent Other regional honors include: a bronze award in the contests for professional publications, honoring work acquisition and hiring managers. Case History category for Westermann King’s “Doing featured in magazines and digital media. One of the key steps to Global Good”; a silver award in the Company Profile determining quality of hire is

July/August 2019 11

H7_8-19p08-11_News.indd 11 6/28/2019 9:49:20 AM Cover Story Piecing Corporate culture may not matter nearly as much as an Together organization’s teams—and the people who lead them.

At Combined Insurance, a Chicago- result, we thought we’d elevate their based firm with 5,400 employees in vision of themselves by calling them North America, project-based teams CEOs.” are playing a prominent role as the The job of team leader is a vital company adapts to changes in the one, yet most companies have not TalentBY ANDREW R. Mc ILVAINE insurance sector. prioritized it, says Goodall. “We have more advanced initiatives “For anyone seeking to build that require larger team-based great teams, it starts with great team arcus Buckingham believes the author of the bestselling First, Break projects,” says Assistant Vice President leaders,” he says. “It’s not an add-on concept of “corporate culture” All the Rules and head of people and for Talent Acquisition Melanie job, it is the thing. I think companies Mmay be a tad over-rated. performance research at the ADP Lundberg. “Process automation is have gotten very careless of the In fact, although culture is often Research Institute. As assembly lines big in insurance and requires a lot of fact that leading a team is a job and, touted as one of the most important started to play a dominant role in the stakeholders.” arguably, the most important job in any factors in attracting and retaining workplace, the work done by teams Whether it’s dynamic process organization.” talent, he believes there’s a much more became obscured by “process,” he says. improvements, new-tech The best teams are often led by important element that often gets From the outside looking in, people implementations or redesigning end- so-called “connector managers,” says overlooked: teams, and the people who are often interested in an organization’s to-end processes, the need for more Sari Wilde, managing vice president of lead them. culture and perks. But once they join, cross-collaboration among different Gartner’s HR practice. In Buckingham’s latest book, Nine says Goodall, “all of that stuff vanishes functions at Continental Insurance has Wilde, who’s conducted extensive Lies About Work: A Freethinking and the culture becomes much less never been greater, says Lundberg. research on leadership and is co-author Leader’s Guide to the Real World, the important than the people around “I think, because of the level of of the upcoming book The Connector world-famous consultant, along with you every day: Do they help you and complexity and how agile we all need Manager: Why Some Leaders Build co-author Ashley Goodall, writes that support you? The product of work is to be now, it just requires more work Exceptional Talent—And Others Don’t, too many leaders (HR and otherwise) the product of the team. with people from different functions says such leaders possess five core have bought into certain notions “This is not a new thing; it’s eternal, collaborating together.” leadership qualities. Three of them about what motivates and inspires but somehow we’ve missed it,” adds At Surgical Care Affiliates, which are curiosity about people and ideas, people. This has led to processes and Goodall, senior vice president of operates 215 outpatient surgical centers an openness to learning from different structures that serve only to reinforce leadership and team intelligence at throughout the U.S., having effective perspectives and demonstrating these stereotypes and ultimately cause global technology firm Cisco. teams is critical to the company’s courage in challenging situations. employees to become disengaged. Cisco itself routinely ranks as one mission of growing its business by “These are leaders who are Lie No. 1, Buckingham and Goodall of the best places to work, coming offering high-quality surgeries at lower confident in their decisions and are write, is that people care which company in at No. 6 this year on Fortune’s 100 costs than hospitals. So far, it’s seen not going to shy away from making they work for. While there may be a Best Companies to Work For. At the success, with 92% of patients indicating difficult choices,” she says. surfeit of “best places to work” lists, and company, all work is done by teams, they’d recommend the company’s The fourth area involves many HR leaders are desperate to get says Goodall. services to others. However, keeping transparency and self-awareness. “It’s their organizations onto such lists to “We want to do three things: create the momentum going requires highly the willingness to show vulnerability, help them stand out in the war for talent, amazing tech, sell it and service that engaged teams, says Vice President of that you’re aware of your own research shows that the quality of work tech for our customers,” he says. HR Warren J. Cinnick. strengths and weaknesses,” says you’ll get from people once they do join “Each of those things is done by a team Each of SCA’s centers is considered Wilde. “So many managers want to depends very much on the team they’re working together.” a team, comprising about 40 people led be seen as the best at everything, but on, not the company. Adds Buckingham: “Cisco is a great by a CEO. The leaders are designated connectors are OK admitting they don’t Employee engagement, productivity example of what happens when you “CEO” instead of “administrator,” as is know something and encourage others and retention (all vitally important to make teams your source of insight and common in the healthcare field, for a to be transparent as well.” HR) are primarily influenced by the curiosity.” good reason, says Cinnick. The fifth quality is judicious teams that people work for and the “They interact with the physicians generosity. “They aren’t just generous leaders of those teams, Buckingham What Makes a Great Team who are co-owners of the facility, they with the time they spend coaching and Goodall write. Teams are becoming increasingly interact with the community and with others, but with sharing credit for “Teams still matter, we’ve just lost important throughout all industries, patients, and they own the [profit and results and allocating power across the sight of them,” says Buckingham, not just the tech sector. loss] of each center,” he says. “As a team,” she says.

12 Human Resource Executive®

H7_8-19p12-14_1Managing2.indd 12 6/27/2019 11:17:25 AM Anita Williams Woolley, associate more women tends to raise teams’ says Woolley. “Setting a team up for says. “We try to find people who are professor of organizational behavior ability on that, and that fosters greater success includes providing them clarity fascinated by the endless challenges and theory at Carnegie-Mellon collaborative behaviors.” on what they’re supposed to accomplish of leading a team and are energized to University’s Tepper School of Effective teams also have team and giving them the time to do it.” learn how to do it.” Business, has studied what makes leaders who not only understand and One way the company does that is teams successful. appreciate the need for collaboration Supporting Team Leaders by offering learning programs targeted Great teams have cognitive diversity and cognitive diversity, she says, but At Cisco, which has nearly 75,000 at aspiring leaders so they can learn and collaborative ability, she says. They ensure their team has clear goals employees spread around the world, about the role of team leader and also tend to have more women. and the time and resources to be the company has devoted extensive decide if it’s for them. For existing “Social perceptiveness is the ability productive. time and resources to ensuring its team leaders who’re hoping to move up to pick up on the subtle cues with the “Teams often get assembled with teams are well led and have what they in the organization, Cisco looks hard at people one is interacting with, and people who are already serving on need, says Goodall. whether they’re meeting its minimum women tend to score higher on that other teams and who end up getting The most important criterion for a expectations of team leadership—by, than men,” says Woolley. “So, having pulled in too many different directions,” team leader at Cisco is “appetite,” he for example, giving frequent strengths-

July/August 2019 13

H7_8-19p12-14_1Managing2.indd 13 6/27/2019 11:17:39 AM Cover Story Piecing Together Talent

based attention to team members Cisco, this would be burdensomely fast new hires achieve productivity The enterprise tools widely and engaging the entire team in expensive and impractical, he adds. By compared with SCA’s other centers used today don’t show teams, says discussions about how they can be working with teams and their leaders and whether a center’s employees are Buckingham. Teams tend not to be more like the company’s best teams. directly, facilitators ensure the training receiving regular feedback that helps reflected in organizational charts, even In 2016, the company selected can be applied immediately to their them achieve their goals, says Cinnick. though the majority of work today is a sample of 97 of its best teams by day-to-day work. With centers spread across 34 accomplished via teams. asking leaders across the organization At Continental Insurance, the states, monitoring and sustaining team However, newer tools, such as Slack to nominate the teams “they’d like to company’s lean operating model has engagement levels isn’t easy for SCA, and Webex Teams, are making it easier clone,” says Goodall. It also selected a led Lundberg to rely mostly on internal Cinnick admits. CEOs are expected to for managers to assemble and lead comparison group of several thousand resources to train teams and their help maintain engagement by keeping teams, he says. team members. Each group then leaders. She herself will oversee a their teams focused on SCA’s six “These are collaboration tools answered a dozen questions about course on project leadership later this values: clinical quality, integrity, service and, when they’re designed well, their team experience, drawn from year. She also taps leaders within the excellence, teamwork, accountability they hit team leaders in stride,” says prior research on team excellence. company who’ve been certified by the and continuous improvement. Buckingham. “You start putting tools “We discovered that members of Project Management Institute to assist “Our leaders are trained to have like them in managers’ hands and our best teams were disproportionately with training. regular reviews of those values during teams start emerging.” more likely to report they were “One of the best ways HR can morning meetings,” he says. A CEO Vendors such as SAP using their strengths every day, develop other leaders is by using the will typically ask a team member to SuccessFactors and Infor have also were supported by their teammates leaders you have to lead in-house speak about one of the values—what introduced new tools designed to help and felt that they shared a common development programs,” she says. it means to them, how it applies to team leaders. SAP SuccessFactors’ understanding of excellence with the “They know the business and the the center’s patients and physician- Cultivate app provides team leaders people on their team,” he says. people, and it gets you away from partners. “There’s a thoughtful, with data on who they talk to the most These and other findings were having to use the big, expensive intentional attempt across all sites to and how much feedback they give. incorporated into a survey tool consultancies.” do that.” “It can lead managers to have very available to any team leader at Cisco. At SCA, team leaders receive SCA’s employee-engagement different conversations with their They can use the tool to benchmark coaching in in three fundamentals: surveys, which are administered by teams, get coaching in the moment so their own team against the best teams hiring, onboarding and feedback. Aon, have risen steadily over the years they can rectify things or have more and use it to facilitate a discussion “If you hire people effectively, and currently show an engagement upfront conversations that help build within the team on what’s working you’ll end up with great people,” score of 78, says Cinnick. “When we get relationships and trust,” says Brigette and what they’d like to build on, says says Cinnick. “If you onboard them to 80, that’s considered best-in-class, McInnis-Day, HR strategy officer at Goodall. effectively, that’s another part of having and we hope to reach that this year.” SAP SuccessFactors. Cisco doesn’t send its team leaders a great team. And then if you give Infor’s Team Dynamics tool is off-site for training. Instead, company- them feedback that’s kind, caring and The Role of Tech designed to “look at the degree of trained facilitators work with teams on- upbeat, that is essential.” When it comes to helping HR behavioral alignment on a team,” site in order to ensure their workflow All CEOs complete the company’s identify and support workplace teams, says Jill Strange, the company’s vice isn’t interrupted, says Goodall. CEO Development Program to learn the tech sector has been lacking, says president of talent applications. “We “The norm for any sort of training those fundamentals. Buckingham. use our talent-science assessment to for teamwork is that you send someone “Our strategy is to help them be “Most of our HR systems are look at how aligned or diverse a team is off-site for training and hope whatever awesome, to lead and engage these extensions of ERP systems,” he says. and suggest configurations for a team they learn somehow translates back teams,” says Cinnick. “We think of people as extensions of based on the goal.” to the real-world messiness of the The CEOs are evaluated on the our budgetary processes—how much Meanwhile, Infor’s Team Insights daily work,” he says. Given the sheer fundamentals by metrics such as they cost, and so on—and that’s where tool is designed to help team leaders number of teams and team leaders at first-year turnover for new hires, how we get our HCM systems.” determine where their team is most behaviorally aligned, whether it needs greater diversity and what impact VOLUNTARY BENEFIT moving certain employees in and out of a team might have, she says. Looking ahead, a focus of HR tech Only for employees. will be on helping organizations create, Only from Nationwide®. train and manage effective teams, says Buckingham. “Moving forward, the challenge in learning is how do you take real-time data My Pet Protection plan highlights: Discover My Pet Protection®, about a team, the skills and strengths ✔ 90% cash back on vet bills1 of the people within it—and whether the pet insurance plan that’s just engagement is up or down—and use ✔ Simple pricing2 as unique as your employees that to trigger the delivery of relevant ✔ Available only through voluntary benefi t presentations to the team?” he says. o erings, not to the general public For example, when a new person ✔ Easy enrollment—just two questions joins a team, the system would be triggered to give that employee data on ✔ Average savings of 30% over similar other members of the team. If a team plans from other pet insurers3 leader sees engagement scores dip, the system would be able to deliver suggestions on what he or she could Start o ering this exclusive do to re-energize the team. It could benefi t today. also deliver coaching that’s customized 877-263-5995 to who the person is as a team leader, says Buckingham. 1 Some exclusions may apply. Certain coverages may be subject to pre-existing exclusion. See policy documents for petinsurance.com/hrexec a complete list of exclusions. 2 Price based on state of residence and pet’s species. 3 Average based on similar plans “Over time, learning will become from top competitors’ websites for a 4-year-old Labrador retriever in Calif., 90631. Data provided using information available as of December 2017. real-world, individualized coaching Insurance terms, defi nitions and explanations are intended for informational purposes only and do not in any way delivered through tech, in real time,” replace or modify the defi nitions and information contained in individual insurance contracts, policies or declaration pages, which are controlling. Such terms and availability may vary by state and exclusions may apply. Underwritten he says. “That’s the future.” by Veterinary Pet Insurance Company (CA), Columbus, OH, an A.M. Best A+ rated company (2017); National Casualty Company (all other states), Columbus, OH, an A.M. Best A+ rated company (2017). Agency of Record: DVM Insurance Agency. Nationwide, the Nationwide N and Eagle, and Nationwide is on your side are service marks of Nationwide Mutual Insurance Company. ©2018 Nationwide. 18GRP5355B Send questions or comments to [email protected].

14 Human Resource Executive®

H7_8-19p12-14_1Managing2.indd 14 6/27/2019 11:17:56 AM As an HR Professional, you have Workers’ Comp questions … NWCDC has the answers.

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H7_8-19p15_WC_CONF.indd 15 6/20/2019 2:26:27 PM HR Technology

Experts from the Hackett Group explore the HR transformations on the horizon. BY TONY DIROMUALDO AND FRANCO GIRIMONTE How Digital Tech is Changing HR he transformative impact Business of digital technology is just partners become beginning to be felt in HR. truly strategic. No part of the function will Few would debate go untouched, as it radically that HR business alters the types of services partners should handle offered and how they are strategic or high-value delivered. Digital technology activities. But many provides managers and currently spend much employees direct access to of their time dealing Tincreasing amounts of information, with day-to-day HR insights, tools and expertise. To issues. In the future, fully leverage digital technology’s these activities will potential, HR must rethink its be largely supported organization structure, processes by self-service and and roles, and shift its primary digital assistants, as focus away from administration and well as operational transaction processing to delivering COEs. These people-management capabilities that capabilities, fortified by drive superior performance. We will analytics and artificial be presenting more on this topic at intelligence, will finally the HR Technology Conference & give HR business Exposition® in Las Vegas in October. partners the time, tools and insights needed to Impact on Organizational Structures productively work with Today’s predominant HR senior leaders to create and implement helping them perform their people- change from primary internal source organizational model of corporate talent strategies, make the right management responsibilities better. of knowledge and expertise to product center, global business services/ investments in people, carry out their Global business services/shared manager, overseeing development, shared services, centers of excellence leadership and people-management services shift from transaction selection and delivery of needed and field-based HR will remain for responsibilities more effectively, and processing to platform management. programs, tools and capabilities. the foreseeable future, at least on create successful and sustainable Today, GBS organizations mostly handle COEs will focus on business-oriented the surface. What will change is the organizational cultures. HR transactional and administrative themes, such as workforce intelligence, amount and type of work each entity Self-service expands to tasks, as well as those related to talent talent development, organizational performs, including work done through full-service. The concept of self- management, such as recruiting and effectiveness and continuous digital technologies and third parties. service will radically change from learning administration. In the future, transformation. For these types of Smart automation (e.g., robotic-process today’s HR administration-centric software robots will perform these activities, COEs will increasingly automation, cognitive computing, model, emphasizing data input and tasks, freeing up GBS staff to focus support the business directly rather chatbots/virtual assistants, etc.) will information access to HCM systems, to on operational platform-management than going through intermediaries. handle most of the routine workload one featuring direct access to a digital- activities, such as programming and External providers are across HR. (The Hackett Group’s productivity platform of information, monitoring software robots, maintaining seamlessly integrated into service benchmarks show the typical HR services, tools and analytical insights analytics engines and algorithms, delivery. HR will rely more on organization currently devotes half of for the workforce and managers. monitoring service-delivery performance, third-party platforms and providers, its staff and budgets to administration Designed for omni-channel leading continuous improvement including business-to-business and transaction processing.) This will accessibility and enhanced by analytics initiatives and implementing new networks, for a variety of operational allow HR to dramatically redeploy and AI, it will draw on company-wide services. As a result, we expect GBS/ and strategic services. These will staff—far fewer will work in areas such and external capabilities. For example, shared-services organizations (especially include HR process-as-a-service vendor as GBS/shared services, and more will employees will have access to personal those that are highly dependent on labor platforms and offerings, a diverse take on high-impact activities, such as digital assistants, productivity tools, arbitrage) to shrink. array of knowledge networks and talent strategy, HR-program innovation, performance coaching, personalized Centers of excellence expand data collected via digital technologies, organizational change, analytics and training and customized career- scope and impact. COEs will create including smart devices, such as acting as trusted advisers to senior development guidance. Managers more digitally enabled capabilities and wearables, smart badges and sensors. leaders. too will benefit from a wide array of maximize their impact by assisting CHROs become enterprise human Below, we discuss each of the main tools (real-time feedback apps and with the implementation of tools and capital leaders. Digital transformation components of the future HR model: digital-coaching aids, for example), programs. Furthermore, their role will will increase the importance of integrating

16 Human Resource Executive®

H7_8-19p16-20_2HRTech3.indd 16 7/8/2019 2:45:48 PM PEOPLE SIDE OF DIGITAL By Jason Averbook/Columnist

human capital strategy and weaving employing in performing their HCM services into the strategic and work. So, they will be relying less and operational fabric of the business. The less on someone’s degree as being most successful CHROs will act as human Meetingthe Expectations criteria, less and less relying on for Experience capital leaders for the enterprise, working someone’s sort of pedigree … as with top executives of the business and Modern enterprise beingis obsessed the proxy employment;for how they willmillennial and Gen Z employees who the board of directors on strategic people with workforce experience.perform. We Increasingly, can afford they to will be bepicky assume they’ll be able to do issues, such as culture and values, quality live in an experiencegetting economy. into skills-basedeverything assessments, via mobile, and they’ll be turned off when of leadership, talent strategy, employee We are a society of digitalmore simulations, they and can’t. greater Additionally, use of offer a great experience coming engagement and workforce performance. natives. And we are virtualsurrounded and augmented in, but goingreality out to allowas well—or you’ll see none of those by a mobile-first worldpeople in which to demonstrate boomerang whether hiring they opportunities that may benefit you Impact on HR Processes and Roles information, goods and services come to us caneasily, actually at the perform, down asthe opposed road. to Digital technologies will have a sound of our voice or the tap of a screen. trusting they can. So how does an organization provide the kind of major impact on the way HR processes If you don’t think you’re a digital native, consider workforce experience that will drive business results and roles are performed. Below, we this: Do you use email or write handwritten letters? Do like customer experience, engagement, retention, discuss some of the most compelling you own a smartphone? Know how to text? Have you productivity, brand loyalty, advocacy and referrals? examples: ever ordered anything online? And I’m not talking about Organizations successfully navigating the modern Recruiting and staffing become technological prowess; we adapt to technology more workplace need to understand the everyday employee truly candidate-centric; roles highly than we adopt it. Over time and without batting an eye, experience and use multiple data sources to address specialized. As adoption of digital in every generation and across the globe, our everyday workforce opportunities through a system of action. This technologies grows, talent acquisition lives have made us digital natives. requires both a mindset shift as well as a technology COEs will shift to techniques used by Today’s workforce sets the experience bar higher than shift—from call center to experience center, from sales and marketing organizations to ever before, but the workplace itself struggles to adapt. service agents to experience agents, from service-level attract customers, communicate the Organizations must provide a competitive, compelling and agreements to experience-level agreements and from employer-value proposition and engage meaningful workforce experience in order to compete and point-in-time feedback to journey analytics spanning key potential candidates in a personalized thrive. But you can’t give employees what they want if you workplace experiences. manner by leveraging demographic don’t listen to what they say. It seems there’s a massive This also requires a fundamental shift in the way and behavioral data. Increasingly experience gap to be addressed. we organize and handle data. Providing a personalized, detailed data about candidates will fuel According to the Bureau of Labor Statistics, 2 million relevant experience that meets employees where they advanced analytical analysis. This will employees turn over every month because of negative are requires us to integrate employee data within a help companies better understand the experiences in the workplace. There appears to be a single system, garner relevant insights from employees drivers of acceptances and rejections, significant gap in perceptions of employee engagement to drive decisions, measure and optimize outcomes characteristics of candidates with the as well: A survey by Salary.com found that 69% of the business cares about and shift the mindset of the best organizational fit and greatest employers believe employees are engaged, while only business to be one that is employee-centered rather potential for success, and the most 34% report they actually are. Similarly, 81% of employers than organization-centered. I’ll be talking about the fruitful sources of quality hires. believe employees would recommend their company as importance of making this mindset shift at the upcoming The work involved in recruiting a great place to work, yet only 38% actually would. The HR Technology Conference & Exposition® in Las Vegas and staffing will evolve into specialized experience gap is particularly hitting younger workers: in October. roles devoted to different steps of 43% of millennials envision leaving their job in two years, This shift is necessary, but it’s also worth it. the process. For example, recruiting- according to Deloitte research. Of this population, Organizations will fall into obsolescence if they don’t solutions architects will focus on 62% would join the gig economy as an alternative to transform workforce experience to match the experience understanding the service required traditional, full-time employment. Only 28% would of our everyday lives, but there is great reward to be by different customer segments consider staying more than five years. reaped if they do. Employee experience drives customer (candidates, employees, managers) and What does all of this mean to the business? experience, garners loyalty and high performance, and designing the best possible service. Organizations need to tighten up and elevate hiring, translates directly to business value. Candidate-experience managers will screening and onboarding practices—setting the tone endeavor to create the conditions for for workforce experience out of the gates, and driving Jason Averbook is a leading analyst, thought leader and successful sourcing, with an emphasis on engagement as quickly as possible. You have two years consultant in the area of HR, the future of work and the leveraging social media and maintaining for a new hire to churn out enough productivity to cover impact technology can have on that future. He is the co- strong connections with the corporate their own cost. Every day literally counts. founder and CEO of Leapgen, a global consultancy helping brand. Sourcing-development managers Only 20% of companies are deploying HR and organizations shape their future workplace. Send questions will build candidate pipelines via diverse productivity solutions on mobile. We’re nearing full or comments to [email protected]. sources, including non-traditional and skill-specific talent pools (contractors/ freelancers, global/regional talent pools). Learning and development top-down training-program design Today’s data-collection methods will have the best model to support is personalized; roles focus on and implementation. Professional- be replaced by applications enabling innovation and agile responses to learning enablement. Digital development-solutions architects will continuous, real-time collection market changes. Culture- and values- technology will blur the lines specialize in areas like leadership or of employee data, including time development leaders will monitor and between formal and informal learning leveraging different training-delivery spent working on different tasks, ensure consistency across the entire methods, making it possible to deliver channels. Employee-development conversations and networking patterns, workplace experience. Other potential personalized, just-in-time, context- coaches will help employees understand movements and even emotions. organizational-effectiveness roles specific training and learning support. their individual development needs and Employee feedback will be captured will include workforce-performance Analytics capabilities will anticipate staff choose those learning experiences most as well through automated surveys advisor/coaches, change agents and learning needs and suggest the most relevant and useful to them. Learning- triggered by different milestones such workspace-design experts. effective training methods. Insights module developers will replace as post-onboarding, training events, Total rewards is fully digital; from analyzing training-participant data “pedagogic engineers,” working under major project completions or work roles shift to employee-value will improve HR’s understanding of the the guidance of solutions architects and anniversaries, as well as other methods proposition. As digital technologies drivers of effective training and pinpoint relying on new technologies (multimedia, like sentiment analysis. Analytics tools permeate HCM systems, users will methods that generate measurable virtual reality, gamification, etc.) to deliver will pinpoint the drivers of engagement perform most total-rewards-related improvements in performance. business-critical training modules. and performance and direct tailored tasks via computer or mobile device. The work of the learning and Performance management and interventions as needed. AI-based analytics capabilities development organization will employee relations become real- Workforce agility and innovation will expand services beyond life- shift to learning enablement and time, social and more human; roles leaders will assess overall organization phase reminders and financial culture development, rather than focus on culture and performance. structure, ensuring that groups guidance to personalized data and

July/August 2019 17

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recommendations, while digital new and variable forms of employment workforce segment. Predictive analytics performance and their impact on assistants like chatbots will handle (e.g., assignments with a fixed duration will allow HR to anticipate specific business results. Workforce business most employee and manager queries. and specific reward plans). New turnover and skills-supply risks, as well analysts/insight experts will seek to Total-rewards professional roles roles, such as workforce-experience as pinpoint favorable supply trends to understand workforce-performance will shift from administration to manager, desinger of employment- exploit. Modeling and scenario-based dynamics and the links between design of compelling employee-value value proposition and human-capital analysis will potentially allow HR employee behaviors and business propositions encompassing the full impact analyst will emerge. to provide valuable guidance to the results. Workforce-data-program leaders spectrum of workplace and benefits Strategic workforce planning is business and talent-strategy-formulation will be responsible for all end-to-end offerings and designed to suit different predictive; roles center on modeling activities of senior management. data-analysis programs, including employee profiles, even individualized of workforce dynamics. Digital Dedicated COEs will drive data manipulation, consolidation and packages. Rewards will expand to technologies will enable organizations better understanding and modeling computation. Communication/data- include different types of benefits, such to more precisely know the drivers of workforce skills demand and visualization designers will take charge as wellness and wellbeing, as well as of skills demand and supply for each supply trends, drivers of employee of data presentation and communication to business stakeholders and the associated messaging. Recommendations Columnist HR IN THE FLOW OF WORK By Josh Bersin/ HR organizations must accelerate implementation of the changes needed to meet the demands of enterprise digital transformation, including improvements to HR capabilities, service offerings and performance. Health Tech Meets HR Tech The Hackett Group recommends the following actions: • Define the future HR organization: The Kaiser Foundation estimates are exacerbating this issue. Spring Health provides an What capabilities must HR have, and that, on average, employers pay app that helps employees assess their mental-health what contributions will it need to make 82% of health-insurance costs for needs and determine what type of treatment they need to succeed in the future? single coverage (71% for family (such as coaching, counseling and medication). Spring • Evaluate current organization coverage)—an average of $5,655 Health then connects employees to a network of certified structure: What is HR’s current model, per year per employee. One of mental-health experts to address precisely the problems and how well is it working? How does the most significant ways companies are dealing with this they face—all confidentially. it compare to what will be needed economic burden is by investing in employee wellbeing. Physical therapy: Studies show that physical therapy to fulfill the future vision of HR? The workplace-wellness market is valued at $48 can be a much more effective treatment than medication Which areas should be prioritized for billion, according to the Global Wellness Institute. It or surgery for many conditions and injuries. Cue Physera, transformation? encompasses a variety of wellbeing offerings: diet and which worked closely with physicians and physical • Assess existing HR processes: Are fitness, mindfulness and mental health, and programs for therapists to build a first-of-its-kind digital solution to they optimized for today’s demands? heart disease and diabetes, as well as benefits related to address musculoskeletal issues. Physera’s technology What are the key priorities for childcare, family planning and financial fitness. and science help employees diagnose their conditions, improvement? To what extent can HR Wellbeing is becoming increasingly strategic for HR. and save them time and dollars by providing personalized processes be further automated and Employees, burdened by healthcare costs and long work exercise recommendations through a digital coach to digitized? days, are demanding more wellbeing support. Consequently, support recovery. • Rethink HR roles: What is the there is enormous investment going into corporate- Wellbeing: Companies such as VirginPulse, Limeade current mix of support, professional wellbeing technology. In fact, the health-tech market today is and Castlight Health have built end-to-end wellbeing and managerial roles? How much as innovative as any I’ve seen, and it is now colliding with platforms that let employees engage in self-assessments, administrative and transactional the $140 billion market for HR tools and systems. challenges and education. Reduced worker-compensation work is performed by staff in each Following are several areas of innovation and claims and improved productivity are among the benefits job class? What activities can be fully examples of new market entrants: their clients attain. digitized, and how should existing Fertility benefits: Research shows that one out of I’ve found that the innovative companies in this space roles be redefined as a result? What 12 women has problems getting pregnant. The start- have one thing in common: They are being developed high-impact areas are not addressed up Carrot helps employees navigate the complexities with a digital-first approach. The founders and CEOs adequately by existing HR skills? of fertility options through assessments, a network of know that health and wellness is a well-regulated • Create an implementation providers and a range of solutions. Carrot works with industry, so they leverage scientists, physician networks roadmap: What digital capabilities— companies to decide how much they want to allocate to and regulatory bodies to create validated solutions. such as smart automation, data analytics fertility benefits and then helps employees determine In addition to improving lives, these companies are and data governance—should be how they can best use benefits through a personalized changing the healthcare system itself by disrupting implemented in the short, intermediate app experience. traditional healthcare siloes and delivering consumer-like and long term to accelerate realization Childcare: As all parents know, the first years of solutions to pressing issues. of the future HR organization? parenting are filled with daunting challenges. Cleo Best of all, these solutions are going to reduce the cost offers an amazing app and technology-driven platform and improve the quality of healthcare. While the political Tony DiRomualdo is senior research that connects expectant and new parents to a range of solutions to healthcare coverage are difficult, these tools director at the Hackett Group. Franco practitioners specializing in areas such as pregnancy and are here today, fueled by passionate entrepreneurs with Girimonte is associate principal at the parenting advice, adoption and surrogacy, and return-to- mission-driven hearts. Hackett Group. work coaching. Cleo’s clients claim their employees are I’ll be talking more about health tech and the more productive and relaxed at work, knowing they can importance of corporate wellbeing initiatives at the HR The HR Technology Conference get personalized advice whenever needed at a cost far Technology Conference and Expo in October. I hope to & Exposition® will be held Oct. 1 lower than a doctor’s visit. see you there. through Oct. 4 at the Venetian in Mental health: More than 44 million U.S adults Las Vegas. For more information, visit have mental-health issues (14% of the population), and Josh Bersin is an analyst, author, educator and thought www.hrtechnologyconference.com. researchers believe one in five people has an unmet need leader focusing on the global talent market and the challenges Send questions or comments about for mental-health care. Widespread use of opioids and and trends impacting business workforces around the world. other pharmaceuticals for anxiety, sleep and depression Send questions or comments to [email protected]. this story to [email protected].

18 Human Resource Executive®

H7_8-19p16-20_2HRTech3.indd 18 6/27/2019 9:30:05 AM HR Tech Influencers Look to the Future of Work Accenture’s Ellyn Shook and others reflect on how HR technology is changing the way people work. BY HRE STAFF When the HRE/HR Tech Conference Don Weinstein David Ludlow Ellyn Shook team met over the winter to work on Corporate Vice Group Vice President, Chief Leadership & the inaugural HR Tech Influencers President, Global Product Management Human Resources list, we knew it would be important Product and SAP SuccessFactors Officer to consider all aspects of influence, Technology What’s the Accenture such as those with a direct effect ADP most dramatic What’s the on products and others with a more What area of shift happening most dramatic subtle, longer-term impact. However, the HR function in the HR-tech shift happening in all are playing an important role will be most impacted by emerging space today? the HR-tech space today? in where HR technology has been, technologies? The emergence of advanced Businesses are waking up to a where it is today and, perhaps most We believe that every domain within technologies like machine learning, new source of growth—vast amounts importantly, where it is heading. the HR function is undergoing major artificial intelligence, digital assistants of data on work and their workforce, And that, above all else, informed changes based on the application of and continuous-feedback loops offers enabled by technology, that have the decision-making that went into new digital and cognitive technologies, the opportunity to drastically change the power to unlock the potential compiling our Top 100 HR Tech such as machine learning, edge the way HR services are delivered of their people. The responsible Influencers list (for the full list, visit computing, biometrics and blockchain, to employees. By leveraging these use of this data can drive stronger http://hrexecutive.com/top-100). among others. In more transactional technologies, we can completely business performance and can Below are excerpts of Q&As with domains, like benefits and workforce reimagine employee self-service and improve the lives of employees. Yet, several of our inaugural Influencers management, the greatest impact manager self-service by injecting it’s not without risk, as we know from about the past, present and future of will come in the form of massively consumer-like experiences into the consumer space. Accenture’s HR technology: automating tasks that today require HR technology that can nudge, recent research found that 62% of Holger Mueller human intervention, such as answering recommend, suggest and personalize organizations are using workforce Vice President and queries or updating schedules. Other the employee experience—just data today but, alarmingly, only 30% of Principal Analyst areas, like pay and performance, will be like [employees] experience with leaders are highly confident they are Constellation transformed from static processes into any consumer website. Embedding using that data responsibly. HR has a Research Inc. much more dynamic functions, including feedback capabilities to close out the real opportunity to engage the entire What’s the the ability for workers to get paid in real process will enable HR to continually C-suite to unlock the value of this data most dramatic time or on more personalized schedules. monitor and improve the process. and to do so in a responsible way, shift happening in What’s the most dramatic shift In acquiring and implementing with transparency that builds trust— the HR-tech space today? happening in the HR-tech space new technologies, what are because trust is the ultimate currency Hands down, AI. For the first time, today? some common mistakes HR in the digital age. enterprises can collect and analyze The explosive growth of people organizations make? In acquiring and implementing all electronic information, including data and analytics is transforming Too often, the focus of deploying HR new technologies, what are the digital “exhaust” of their people, HR from a “black box” into a more technology is to take an existing process, some common mistakes HR and combine it with deep-learning- scientific, data-driven function. This map it to the technology, and deliver it to organizations make? powered neural networks. This shift is similar to one that has been managers and employees without asking It’s common to over-rotate on the means that—for the first time—best taking place in marketing, which has some very basic questions: What is the technology itself; however, the most practices, know-how and signals can be been transformed by digital-marketing value the manager and/or employee important source of competitive used to automate, suggest and make platforms to the point where they can receives from that process? Is it clear? advantage for an organization is its (hopefully) better decisions. now predict the impact of a change Is it simple? Is there a value-add? Were people. Striking the right balance is In acquiring and implementing in ad spending to the fraction of a the processes and related workflows key—to use the best of technology new technologies, what are penny. The same change is starting to designed with the end user in mind, or and the insights it offers to elevate some common mistakes HR take place in HCM, where we spend a was it more a response to getting the people. To do that well, organizations organizations make? tremendous amount of time and money process out of the HR department? HR need to involve their people in the HR organizations tend to think in on people programs, and are now technology alone cannot make a process design, co-creating solutions with the status quo and not the “status to asking tough questions about what usable. It plays a role but so does the them that help them reach their full be” of their enterprise. Making sure actually works—and can we prove that complexity of the process itself. potential. It’s at the intersection of that forward-looking, future-proved with data? How can HR leaders best intelligent technology and human and game-changing best practices are How is HR technology changing make the business case for HR- ingenuity where the magic happens. introduced and implemented is the the way people work? technology investment? How is HR technology changing key to make HR the trusted partner The biggest change taking Traditional HR business cases the way people work? enterprises need in the era of business place in the world of work today for technology investment have HR technology, and the rise of best-practice uncertainty. is the changing nature of the been based on efficiency and cost. intelligent technology in general, How can HR leaders best workforce itself. In particular, we While still important, we also need is not only changing how we work, make the business case for HR- are experiencing rapid growth of to ask new questions: What is the but the work itself. Machines now technology investment? agile organizations with dynamic cost of a bad user experience in handle the low-touch repetitive work, Enterprises are under pressure and flexible talent pools comprised terms of frustration, morale and enabling us to move people into roles to become more agile and move of traditional employees, gig engagement? How do employees that are higher touch, higher value, faster. The demand for enterprise workers, contractors, alumni, even feel about their companies when the more fulfilling and require insight acceleration is what boardrooms are robots and more. And exciting HR systems they use are based on and compassion—things that humans confronted with. HR leaders need to new HR technologies are enabling technologies and processes designed do best. We’re starting to see new find ways to empower and make the organizations to tap into these varying 20 years ago? How much time is lost roles not only in HR but across our people leaders in their enterprise pools of talent, bring them in from searching for data and information, organization, so we’ve stopped doing more efficient and better. When HR the shadows and develop much more and how often is it wrong or outdated? workforce planning and instead do what leaders can show how technology effective, strategic workforce plans for Admittedly, these questions are hard we call work planning—determining can help their enterprises accelerate, directing work to the most productive to quantify but increasingly important what human capabilities are needed funding from the board is not only sources in a concept we call total when considering HR-technology to complete the work with the help of likely, but almost default. talent management. investments. technology, and investing in those skills.

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Stacey Harris Vice President of Research and I certainly don’t believe it is true Analytics today. Driven by the technology of the Sierra-Cedar Inc. large global HR-tech companies, and In acquiring spurred by the increased investments and implementing in and governmental support of many new technologies, innovative local tech companies, the what are some common mistakes Chinese HR-tech scene seems just HR organizations make? as vital and current as anywhere The two biggest mistakes else I’ve been. A quick tour of the organizations make, based on our HR Tech China Expo revealed a research data, are a lack of resourcing similar conclusion: a collection of HR and treating change management as technologies that would not seem out a project. About 34% of organizations of place at the HR Tech Conference said they under-resourced their More than 6,000 people attended HR Technology Conference & Exposition China in Expo in Las Vegas. Longer term, it implementation projects, especially May, which included presentations from global HR executives, industry experts and seems to me that any HR-tech company when it came to their own internal team business leaders, along with an expo featuring HR-tech vendors from around the world. with serious global aspirations will members. Business acumen is a critical have to compete in China—the market skill set in all modern implementation is just too large to be ignored for too efforts, and organizations tend to invest long. more resources in project management 3 Takeaways From or technical requirements when Employers Everywhere are Challenged allocating time. Those organizations What was clear to me after this most that invest in continuous change recent HR Tech China, and with all the management—versus project-based, conversations I was able to have while change management—on average see there, was that what most employees 19% higher business outcomes. really seek from their employers is Are there certain strategies pretty similar, no matter the country in that are more effective than which they live and work: meaningful others when it comes to getting HRBY STEVE BOESE Tech China work, the chance to grow and succeed, your workforce to use new HR the ability to learn new things and a technologies? ecently, I attended and to find talent, how to engage talented sense of belonging. Employees want to Simply measuring HR-technology participated as a speaker people and how to maximize the know they have made the right decision use improves adoption metrics, but in the HR Technology potential of talent in the organization. about what kind of work to do, are in only 10% of organizations measure Conference & Exposition I am sure that decades of economic a position to best fulfill their goals and the use of their HR-technology China, a joint production growth, fairly substantial market that they are contributing to something environments. Few organizations of LRP Media Group and transitions and the emergence of what greater than themselves. These are have goals for what percentage of Shanghai DLG Exhibitions seems like innumerable large, high-tech consistent aspirations all over the world. their workforce should be accessing & Events (Group) Co. Ltd. companies from China all contribute to I always learn so much about global the application, and even less are Held in what is quite possibly this dynamic. Said differently, just about HR and HR technology in China and paying attention to the percentage of my favorite city in the world every HR and business leader I talked at events like HR Tech China. The employees who go around the system R(Shanghai) over two full days, the to in China mentioned “talent” in the most important lesson is that, despite and get their HR processes done event featured a stellar lineup of HR first few minutes of every discussion. the differences between our countries elsewhere. If an application is not being leaders, industry experts and well- One last observation on this point: and cultures, there always feels like utilized, organizations need to figure known business and thought leaders The event itself, and the overall vibe of we have much more in common and out why and address the underlying from all over the globe, who shared Shanghai, felt very youth-oriented, with much that can bring us together. HR issues. If managers and employees their insights, expertise and latest an excitement and positivity about the Tech China Conference Co-Chair Trish are only using the system when research with the audience of more future. Along those lines, HR leaders McFarlane echoed these sentiments: they absolutely have to use it, then than 6,000 professionals, including there understand the need to create the “In a time when the political climate the promised value of a data-driven CEOs; CHROs; HR executives, kinds of environments and opportunities is ever-changing, it is rewarding to organization is unlikely to be achieved. managers and professionals from 500 these younger workers seek. be involved in an event that brings How is HR technology changing enterprises; and representatives of countries and cultures together,” she the way people work? companies in the technology, service Innovation in HR Tech Spans the Globe said. “At the core, we learn that people When used effectively, HR- and media industries. This focus on talent and the need everywhere want many of the same technology applications provide both Additionally, the HR Tech China for HR leaders to have better tools, considerations and technological managers and employees with data Expo was full of innovative HR- technology platforms, and repeatable advances in the workplace. HR Tech and insights to help them make more technology providers, both global as and efficient processes to provide China provides the ability for business informed decisions about the work well as many from the Chinese and their organizations have led to the leaders, HR practitioners, vendors and itself or an employee’s individual career. greater Asia Pacific markets, who creation of a pretty sophisticated group government officials to come together Organizations that have embraced HR demonstrated a diverse, modern of HR-tech solution providers that to share and learn. It was an amazing applications as a part of their strategic and highly advanced set of tools and supply the Chinese and Asia Pacific experience.” management tools—versus as a technologies. In short, HR Tech China markets. Of course, many of the large, I believe that feeling stems compliance-monitoring system—are was not unlike similar events of its global HR-tech companies you know mostly from the individual, one-on- finding that much of the minutia and kind in the U.S. and other places in have a significant presence in China one collaboration, conversations frustration of work can be alleviated the world—and these pretty striking (SAP, ADP and Cornerstone, to name and efforts to find ways to connect through direct access between the data similarities are among the many a few), but there are also dozens, if not as people. I have never felt more and decision-makers. Organizations interesting takeaways. hundreds, of emerging China-based welcome anywhere in the world than in that provide weekly wages, benefit HR-technology solution providers. Shanghai. I can’t wait to go back for the contact information, remaining PTO Talent Drives Organizations When I first visited China in 2015, next HR Tech China in 2020. and coverage calendars all in an Each time I have been to China, I it was a fairly common observation easy-to-access mobile environment for came away with the same observation: that HR tech (and perhaps HR in Steve Boese is a co-chair of HRE’s HR employees reduce stress and also allow The Chinese (and, for that matter, general) in China was five to 10 years Technology Conference & Exposition®. the employee the autonomy to make the larger Asia Pacific region) are behind the U.S. While I am not sure Send questions or comments to informed career decisions. extremely focused on talent—where that was really true four years ago, [email protected].

20 Human Resource Executive®

H7_8-19p16-20_2HRTech3.indd 20 7/8/2019 2:46:24 PM Create Your Competitive Advantage FEATURING

At HR Tech, you’ll discover how to effectively leverage OCTOBER 1 - 4, 2019 technology to improve HR services, so you maintain a THE VENETIAN® | LAS VEGAS talented, motivated, productive workforce that is the envy of all others. Only HR Tech provides www.HRTechConference.com the insights your team needs to better strategize and make informed decisions regarding the use of your current — THE HR TECH CONFERENCE or yet to be purchased — HAS SOMETHING FOR technology. EVERYONE! PLUS, WITH ATTENDEES REPRESENTING VARIOUS COUNTRIES, INDUSTRIES & ROLES, YOU’LL NEVER WANT FOR PEOPLE THE HR TECH CONFERENCE SPEAKING THE CONTINUES TO BE MY HR LANGUAGE. FAVORITE Modeane Walker, Ph.D., IPMA-SCP, SHRM-SCP, CPM, Deputy Director – Chief of Staff CONFERENCE City of Houston EVERY YEAR! THE DIVERSITY & AMOUNT OF SESSION CONTENT IS TERRIFIC.

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H7_8-19p21_HRT_EXPO.indd 21 6/19/2019 1:43:41 PM World-Renowned Be Among the Industry Analyst Josh Bersin Josh will elaborate on the findings from his latest HR BIGGEST Names Technology Market Report, the most comprehensive study of the industry, as he details ways technology continues to dramatically shape and create new priorities for HR in his keynote address, OPENING KEYNOTE in HR Under Making Sense of It All: How Technology Is Shaping the New HR Agenda. He’ll also provide his much sought-after insight on what vendors How to Lead are hot, which are fading from market leadership and how to interpret a mar- Your Team to One Roof ket that changes almost daily. Greatness Yours free — 2020 Barbara Corcoran a $1,495.00 value! HR TECHNOLOGY Star of ABC’s Shark Tank MARKET

Barbara knows how to develop a winning team from a diverse group of employees from Gen Y, Gen X and Baby Boomers. From hiring the right people to bringing fun into the Only at HR Tech workplace and establishing an atmosphere that breeds innovation, Barbara will share her winning strategies for getting people moving on the path to professional and personal A Worldwide Exclusive from greatness. will you find these exclusives … www.HRTechConference.com Rod Adams George LaRocque Jonathan Sears U.S. and Mexico Talent Principal Analyst & Founder, Principal, EY People Advisory Included in Your The research is clear: Gender diversity builds stronger workforces and Acquisition Leader, PwC #HRWINS Services Premium Pass generates better business results. Now in its fourth year, the Women in HR Technology summit, held opening day of the HR Technology Conference, is Steven Seltz where smart women — and men — gain actionable insights to build a culture of Jim Livingston Head of Compensation inclusion within their organizations. It’s where you’ll delve into topics such as mentor- Michael Bland VP Talent Acquisition, Chief Learning Officer, TIAA & Benefits Strategy, ship and collaboration, diversity data and analytics, dealing with harassment, and more! Quicken Loans Siemens Corporation Jennifer Carpenter Phil Louridas Sarah Smart SPONSORS Vice President, Global Talent VP Total Rewards, VP Global Recruitment, Acquisition, Delta Air Lines Williams-Sonoma Hilton Hotels Featured Sessions Kelly Cartwright Cindi Summers Head of Recruiting Jeanne Meister SVP Human Resources, Partner, Future Workplace Transformation, Amazon Casey’s General Store In Data We Trust Women in Tech — Leading the Three women executives at Workday will share how they utilize data to track diversity metrics, elevate the employee Hiring Innovation at Walmart James Webb experience and make better hiring decisions. Hear how an impressive team of women undertook a major en- Merrin Mueller VP, Global People Martin Everhart People First terprise implementation in rebuilding Walmart’s ATS to create a CHRO, RW Barnabas Health Development & Engagement, RPM Pizza dba Domino’s Pizza consumer-grade experience for 1M+ hires — all in just 12 weeks! Fossil Group Cristina Erin Goldt Yang Vice President, Vice President, Kali Andrea Stephen Halloran David Wheeler HCM Products Platform Technol- VP People Services, Tim Mulligan EVP Human Resources, Hayes Overholt CHRO, Vulcan Inc. ogy Product and Product Owner Recruiting Advance Disposal International Dairy Queen Carin Strategy for Hiring Engineering Director Taylor Chief Diversity Nerissa Katie Andrew Saidy Officer Laura Hamill VP Talent Digitization, McQuilkin Taylor Chief People Officer, Limeade Technical Product Senior Director of Schneider Electric And 100+ MORE! Owner for Software Engineer- Global Recruiting ing, Global Talent Technology Systems

OCTOBER 1 - 4, 2019 THE VENETIAN® | LAS VEGAS www.HRTechConference.com

H7_8-19p22-23_HRT_EXPO.indd 22 6/19/2019 1:44:46 PM World-Renowned Be Among the Industry Analyst Josh Bersin Josh will elaborate on the findings from his latest HR BIGGEST Names Technology Market Report, the most comprehensive study of the industry, as he details ways technology continues to dramatically shape and create new priorities for HR in his keynote address, OPENING KEYNOTE in HR Under Making Sense of It All: How Technology Is Shaping the New HR Agenda. He’ll also provide his much sought-after insight on what vendors How to Lead are hot, which are fading from market leadership and how to interpret a mar- Your Team to One Roof ket that changes almost daily. Greatness Yours free — 2020 Barbara Corcoran a $1,495.00 value! HR TECHNOLOGY Star of ABC’s Shark Tank MARKET

OCTOBER 1 - 4, 2019 THE VENETIAN® | LAS VEGAS www.HRTechConference.com

H7_8-19p22-23_HRT_EXPO.indd 23 6/19/2019 1:45:02 PM Real-World What Truly Drives Engagement Around the World Education Marcus Buckingham, Head of Research, People & Performance, ADP Research Institute Marcus has dedicated his career to understanding what creates high performance and engagement in the workplace and sharing that with the world. Observing the inconsis- Unlike many other events, HR Tech evaluates tency (and often the shocking toxicity) of the Talent practices within some of the world’s session content to ensure you gain practical most prestigious companies led him to take an in-depth look at the lies that pervade our workplaces and the core truths that will help us change it for the better. With insights and actionable takeaways, minus the from his book, Nine Lies about Work (Harvard Business Publishing, 2019) and data from sales pitch and vendor hype. the ADP Research Institute’s 2019 global engagement study, Marcus will reveal reliable engagement metrics from around the world and the conditions at work that are most likely to attract and keep talent.

Digital vs. Technology Transformation: What’s the Difference? Jason Averbook, CEO & Founder, LeapGen

The intersection of a new era of work, a new breed of workers, and continually changing technology and expectations of our HR tools has created a perfect storm. It’s Our Time How Employee-Driven Philanthropy to take a different approach to how we think. HR needs to understand the difference between digital and technology and take a fresh look at the role HR needs to play to be Is Transforming the Workplace successful today. Charlotte Blank, Chief Behavioral Officer, Maritz HR Tech is William Browning, Senior Vice President, Chief of Digital Transformation and Technology, United Way Nasi Jazayeri, EVP of Next Generation Platform and GM of Philanthropy Cloud, Salesforce.org routinely approved Mike Masserman, Head of Global Policy & Social Impact, Lyft for re-certification CLOSING KEYNOTE Digital advancements and social movements are restructuring corporate culture, and at Reinventing Jobs: credits from: the center of it all are employees who are looking to make an impact. Employees who are engaged don’t just participate in change, they drive and lead it through purpose. In this session, you’ll gain a new understanding of why and how corporate philanthropy can Automation and the Future of Work dramatically amplify employee engagement and drive companywide impact. Ravin Jesuthasan, Global Expert on the Future of Work The fourth industrial revolution has arrived, heralding a transformative change in work with widespread consequences for companies and individuals. Ravin will take us on a journey to separate fact from fiction as he delves into the why, what and how of the future of work, drawing on emerging research, his hands-on work with leading global compa- Re-Imagining HR in the nies and collaboration with organizations like the World Economic Forum. Age of Artificial Intelligence Michael Bland, Chief Learning Officer, TIAA Jennifer Carpenter, Vice President, Global Talent Acquisition, Delta Air Lines Andrew Saidy, Vice President, Talent Digitization, Schneider Electric Sarah Smart, Vice President, Global Recruitment, Hilton Hotels Moderator: Jeanne Meister, Partner, Future Workplace As we enter 2020, HR needs to develop a fluency in AI to understand how to leverage its ANALYTICS MARKET LANDSCAPE power to increase speed to hire, provide greater internal employee mobility, and enable more personalized and effective learning and development. This panel of HR leaders will discuss the fundamentals of how AI will impact the entire employee life cycle from recruit- ARTIFICIAL INTELLIGENCE PROJECT SUCCESS ing to new hire onboarding; internal talent mobility and career development; the drivers Plus 100+ and critical success factors for deploying AI for HR; new job roles for HR team members CORE HR RESEARCH INSIGHTS as AI is deployed across HR workflows; and more. additional sessions, with many organized FUTURE OF WORK TALENT ACQUISITION into 12 Content HR EXECUTIVE TALENT MANAGEMENT Tracks HR TRANSFORMATION TECHNICAL SUCCESS OCTOBER 1 - 4, 2019 THE VENETIAN® | LAS VEGAS See all sessions at www.HRTechConference.com

H7_8-19p24-25_HRT_EXPO.indd 24 6/19/2019 1:46:19 PM Real-World What Truly Drives Engagement Around the World Education Marcus Buckingham, Head of Research, People & Performance, ADP Research Institute Marcus has dedicated his career to understanding what creates high performance and engagement in the workplace and sharing that with the world. Observing the inconsis- Unlike many other events, HR Tech evaluates tency (and often the shocking toxicity) of the Talent practices within some of the world’s session content to ensure you gain practical most prestigious companies led him to take an in-depth look at the lies that pervade our workplaces and the core truths that will help us change it for the better. With insights and actionable takeaways, minus the from his book, Nine Lies about Work (Harvard Business Publishing, 2019) and data from sales pitch and vendor hype. the ADP Research Institute’s 2019 global engagement study, Marcus will reveal reliable engagement metrics from around the world and the conditions at work that are most likely to attract and keep talent.

Digital vs. Technology Transformation: What’s the Difference? Jason Averbook, CEO & Founder, LeapGen

H7_8-19p24-25_HRT_EXPO.indd 25 6/19/2019 1:46:35 PM World’s Largest Expo Activities & Attractions HR TECH TALKS Hear high-energy, engaging and fast-moving presentations on cutting-edge HR Technology Expo industry ideas.

The Size of Football Fields PRIVATE DEMO THEATERS 7 20+ top HR tech software providers give you an in-depth understanding of their offerings on the spot in uninterrupted, hour-long demos.

Showcasing thousands of solutions from 450+ vendors, the HR Tech Expo is the only place to discover and OPENING NIGHT PUB CRAWL explore all the technologies driving HR and the Visit sponsoring companies and learn about their latest products and services way work gets done today. while grabbing a complimentary craft beer, wine or cocktail.

HR HAPPY HOUR Enjoy complimentary beer, wine and snacks while you network or browse the Expo Hall after a full day of sessions. Here are just some of the Expo Hours products and services you’ll find HR’S TOP DOWNLOADED PODCAST LIVE Lively, conversational and provocative! Get comfortable and listen live to the long- at the HR Tech 2019 Expo: est running HR podcast focusing on HR, management, leadership and workforce Tuesday, Oct. 1 technology. Hosted by Conference Co-Chair Steve Boese and Trish McFarlane. Prepare to have fun, it’s a Happy Hour after all! 5 - 7 p.m. ASSESSMENT OUTSOURCING BENEFITS PERFORMANCE MANAGEMENT COMPENSATION & PAYROLL PORTALS HR’S MOST DANGEROUS PODCAST LIVE Wednesday, Oct. 2 Get educated the Chad & Cheese way! Join hosts Chad Sowash & Joel Cheesman, CONSULTING RECRUITMENT HR industry veterans with a combined 40+ years of experience, for industry edu- 10 a.m. - 5:30 p.m. EMPLOYEE & MANAGER RELOCATION cation and opinion with a no BS attitude and the high possibility of “language.” SELF-SERVICE SCREENING Thursday, Oct. 3 EMPLOYEE COMMUNICATIONS TALENT MANAGEMENT SOLUTION PROVIDER SESSIONS HCM TESTING & SURVEYS Experience illuminating educational sessions that address key issues and offer you stimulating new ideas. 10 a.m. - 4 p.m. LEARNING TIME & ATTENDANCE STARTUP PAVILION Discover emerging companies, demo original products and meet the entrepreneurs who are revolutionizing the market — more startups are featured here than at any other show!

PITCHFEST Take a front row seat to see 30 of the most buzzworthy startups square off as they compete for bragging rights and up to $30,000 in prizes donated by the Randstad Innovation Fund.

Visit www.HRTechConference.com to view the current list of exhibitors and details on all Expo activities.

OCTOBER 1 - 4, 2019 THE VENETIAN® | LAS VEGAS www.HRTechConference.com

H7_8-19p26-27_HRT_EXPO.indd 26 6/19/2019 1:48:03 PM World’s Largest Expo Activities & Attractions HR TECH TALKS Hear high-energy, engaging and fast-moving presentations on cutting-edge HR Technology Expo industry ideas.

The Size of Football Fields PRIVATE DEMO THEATERS 7 20+ top HR tech software providers give you an in-depth understanding of their offerings on the spot in uninterrupted, hour-long demos.

PITCHFEST Take a front row seat to see 30 of the most buzzworthy startups square off as they compete for bragging rights and up to $30,000 in prizes donated by the Randstad Innovation Fund.

Visit www.HRTechConference.com to view the current list of exhibitors and details on all Expo activities.

OCTOBER 1 - 4, 2019 THE VENETIAN® | LAS VEGAS www.HRTechConference.com

H7_8-19p26-27_HRT_EXPO.indd 27 6/19/2019 1:48:18 PM There is only one thing better than attending HR Tech . . . EXPERIENCING IT WITH YOUR TEAM!

HR Tech is exploding with opportunity for every HR and IT team member who has a stake in your organization’s HR systems. And with more activities at any given time that one person can take in alone, it’s best to bring your team to divide and conquer for maximum ROI. AT THE HR TECHNOLOGY Just a Sample of Organizations CONFERENCE, MY TEAM ENJOYED With Team Representation in 2018 THE OPPORTUNITY TO HEAR FROM THOUGHT LEADERS, Adventist Health System u Amazon u American Express u Auto Nation, Inc. u Brookhaven National Lab u Brookshire Grocery Company u Children’s Mercy Hospitals & Clinics u Cisco Systems SPEAK WITH ACTUAL City of Virginia Beach u Cox Enterprises u Daimler Trucks North America u Denver Public Schools USERS AND EXPLORE NUMEROUS VENDOR SOLU- Exelon u FedEx u Hilltop National Bank u Honeywell International u Hospital Sister Health System TIONS IN ONE PLACE. THE Inspire Brands u Invesco u Jet Propulsion Laboratory u Johnson & Johnson u Kaiser Permanente KNOWLEDGE GAINED WILL u u u u u Kellogg Koch Industries Kohler Co. Lockheed Martin Marriott International Mars, Inc. HELP US PLAN OUR TECHNOL- McDonalds Corporation u McKesson u Michels Corporation u Mobile County License Commission OGY ROADMAP AND IMPROVE Nationwide Insurance u Nike Inc. u Northrop Grumman u Northwestern Mutual u O’Reilly Auto Parts SERVICE TO OUR CUSTOMERS. Packers Sanitation Services, Inc. u Pilot Flying J u Positec Tool Corporation u Schneider Electric u u u Ellen Rehmar, MPA TD Ameritrade The Kroger Co. The Procter & Gamble Company The Walt Disney Company Executive Director HR Operations Toyota u UNICEF u University of Southern California u Verizon u Visa, Inc. u Walmart u Wells Fargo Denver Public Schools XcEL Energy u Zaxby’s

Rates increase August 29, so don’t delay — register now at www.HRTechConference.com TEAM SAVINGS INDIVIDUAL SAVINGS Save more than 40% off team Save an extra $300.00 on top of member passes. $400.00 Early Bird Savings It only takes 3 registrants to when you register by August 28 make a team. with Promo Code HRE300S.

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Experts at Health & Benefits Leadership Conference offered outside-the-box approaches to help employers confront the growing mental-health crisis. BY JEN COLLETTA Innovating to Improve Mental Health landmark longitudinal study out of New Zealand revealed a startling statistic about mental health: Over a period of 45 years, 97% of study participants reported at least one instance of depression. “It is actually the norm to have experienced Adepression on some level or another at some point,” health and employee- benefits consultant Carol Harnett told the audience at a general session during April’s Health & Benefits Leadership Conference in Las Vegas. The panel discussion, moderated by Harnett, who is also HRE’s benefits columnist, focused not on the universality of mental-health challenges—but, rather, universal approaches companies can take to remedy them. The April Health & Benefits Leadership Conference featured a panel discussion on mental health in the workplace with David Ballard, Making the Most of Your EAP assistant executive director for organizational excellence at the American Psychological Association; Julie Krause, benefits manager of Chief among the ways organizations US wellness at Microsoft; and Jaclyn Wainright, CEO of AiR Healthcare Solutions. often tackle mental health in the workplace is through the employee- Wainwright, CEO of AiR Healthcare Likewise, the program should have and telephonic sessions—a number assistance program. However, many Solutions. a diverse set of offerings—avoiding the that will soon increase to 12 sessions aren’t taking full advantage of their “There’s great value in providing traditional conceptions employees have per issue, per year, with a maximum of EAP—which could be leading to EAP services, and that value increases that an EAP is solely for mental-health 24 sessions. Other EAP components poorer employee performance and when people know what the EAP is, crises or those with substance-abuse include its Rethink program, which hitting the company’s bottom line. who provides it and how to access it— issues. supports parents and families of For instance, Harnett said, and when that’s all enforced from the “Take more of a comprehensive children with special needs; stress- companies with a 10% or higher EAP top down,” she said. “It’s hard to really approach,” Ballard said, suggesting to management assistance; new-parent utilization rate reported lower short- get people behind utilizing the EAP focus instead on the full “occupational education classes; and a parent-support term and long-term-disability claims. when senior leadership has no idea health and safety of the organization.” webinar series—which features content She polled the audience, with no one what it is or how to utilize it.” for new parents before, during and reporting a utilization rate of 10% or Beyond getting leadership on What’s New at Microsoft? after a parental leave, and also includes higher and a few attendees volunteering board, benefits managers should That has been an aim of Microsoft, a manager track focused on helping that their rates were between 1-9%—but ensure EAPs don’t function in a silo, said panelist Julie Krause, benefits employees through parental leave. the vast majority responded that they said David Ballard, assistant executive manager of US wellness at the tech giant. Krause said Microsoft has seen didn’t know their utilization levels. director for organizational excellence Through the EAP—which has success when it offers EAP content on While HR and benefits leaders at the American Psychological been managed by Wellspring Family demand, such as its parent webinars, should dig deep into those numbers, Association. Integrate the EAP with Services for more than 30 years— with significant increases in utilization; it’s also imperative for them to raise other benefits that tap into mental employees can access individual, it is also moving forward with app- awareness among employees about health, such as insurance plans and couple and family counseling. based services and is introducing a the components of the EAP and how disability programs. “There’s a warm Currently, they are offered eight text-based counseling service through to access services, said panelist Jaclyn handoff when that occurs,” he said. visits—a combination of both in-person its health plan.

July/August 2019 29

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Last year, Microsoft launched a Currently, when people do access firm Alera Group, emphasized the campaign in May, to correspond with EAPs, Wainwright noted, they often importance of psychological safety at Mental Health Month, themed “It’s come crashing into the system—when work. OK to Not be OK” to help open the they’ve hit rock bottom in a struggle “Fear stunts our analytical thinking, conversation about mental health in with addiction or are experiencing our ability to be creative; essentially, the workplace and connect employees suicidal ideation. we’re ‘dumber’ when we’re operating better understand one another and with the EAP resources. While One way to try to reach them out of a state of fear,” she told the develop strengths-based leadership Krause said the effort successfully earlier, Wainwright said, is through audience, noting a fear-inducing training. raised awareness about the EAP and data. AiR Healthcare Solutions environment activates the amygdala— helped make inroads toward breaking partnered with data scientists at the fear response in our brain—and Curiosity down mental-health stigma, she Microsoft to analyze a client’s benefits we can only focus on surviving, not Psychologically safe environments acknowledged the company thriving. value curiosity over judgement, should have done more From a business Druckenmiller said. planning work to prepare perspective, Druckenmiller For instance, if a manager managers and HR. said, an environment in notices one employee responds to In advance of the “We have these which employees are too high-pressure environments with campaign’s return anxious to speak up or hostility, he or she should consider this year, she said, resources,and now worried about humiliation the context—such as the person’s the organization has stymies growth and upbringing. conducted a number how can we make innovation. “Nobody came out of childhood of training sessions using them just a “People put on a mask unscathed, so maybe we can all have with managers and HR and only show the parts more compassion,” she said. “Difficult professionals about the normal part of the of themselves they think people are people who don’t feel safe, EAP benefits, and how someone else will and sometimes all they need is just for they can best respond conversation?” approve of,” she said. someone to acknowledge that they’re to employees in need, In psychologically safe doing something right.” Krause said. — JULIE KRAUSE, environments, however, Managers and HR leaders should The company “they can let their guard ask questions, listen attentively—using is also encouraging MICROSOFT down. They’re not in self- “door openers” like “Tell me more” leaders to share their protection mode, worrying and “Let me see if I got that right”— own stories in order to about who they can trust—so and respond with empathy. enhance transparency they can problem solve and be around mental health. creative. All positive things happen Connection For instance, Microsoft and health when we’re not focused on trying to Loneliness contributes to early Chief Marketing Officer Chris data—and ultimately predict who had protect ourselves.” death more than alcohol abuse, obesity Capossela recently interviewed another underlying mental-health conditions Druckenmiller cited three ways and air pollution, Druckenmiller said— leader, Senior Director of Commercial not being addressed. One woman, for employers can get serious about and the workplace is rife with it. Communications Craig Cincotta, instance, was frequently driving 45 improving the psychological safety of Managers and HR professionals on a company radio program about minutes to take her son to a physician their workforces: can play a key role in combatting Cincotta’s own mental-health condition, treating him for asthma. loneliness. Mandate device-free leave of absence for treatment and “We made the call and said, ‘We Awareness meetings, Druckenmiller suggested, successful return to work. noticed you’re driving a really long Managers, as well as HR leaders, as studies have shown that the mere “We’re trying to focus on making way and that must be really hard should understand the strengths and presence of cell phones in a room [talking about mental health] normal,” as a working mother,’ ” Wainwright weaknesses of their employees—as stifles interpersonal connectedness Krause said. “We have these resources, said, noting the woman broke down well as their own. As an example, and trust. “Unless you’re closing and now how can we make using them and expressed gratitude for the Druckenmiller cited a client she the hole in the ozone layer or curing just a normal part of the conversation? acknowledgment, opening up about once worked with: a self-described cancer, you can wait an hour,” she said. That’s the hardest piece—to make it the pressures of caring for her child “bulldog,” who was gunning for the “Take your Apple watch off.” comfortable for people to seek help.” and balancing her work schedule. AiR status of being her company’s first Survey team members about their connected her with a doctor just minutes female vice president. While she was interests and organize out-of-office Building a Proactive Program from her home, and Wainwright said the speeding toward that goal, on an excursions that people would actually Making mental-health offerings as woman went on to thrive. interpersonal level, “she was leaving want to go to, she added. “Connection visible as possible can chip away at “We realized that approach had everyone in the dust and had no idea and time together build trust, and some of that hesitancy, Ballard said. some real opportunity to change the of how she was being perceived,” trust is the foundation of psychological For instance, have a counselor on site way we cared for others,” she said. “A said Druckenmiller, who, as part of safety,” Druckenmiller said. on certain days of the week, available little compassion and empathy can go a her coaching services, conducted Management style can also enhance for regular visits—and allow employees long way.” extensive interviews of the people her connections. If a manager focuses on to schedule them while they’re on client managed. employees’ strengths, there’s only a the clock. That can reinforce the Consistent themes emerged from 1% chance they’ll actively disengage notion that mental-health services are 3 Ways to Improve those conversations: The client only from work; if the manager focuses on available as a proactive resource—not looked out for herself, she wasn’t a their weakness, there’s a 22% chance just for when someone is in crisis. Psychological Safety good listener and she didn’t seem to they’ll actively disengage—a number Organizations should design Employees who feel a sense of value employee input, for instance. that jumps to 40% when the manager their EAP with elements unique to psychological safety at work are more While the client initially rebuffed ignores the employees altogether. their workforce, Wainwright added. likely to be engaged, productive those claims, Drunkemiller said, “The extent to which someone feels For instance, companies with a and generating the innovative ideas she eventually softened to those valued, appreciated and seen,” she large population of employees who needed to move an organization perceptions and they worked together said, “affects how they engage with have English as a second language forward—but promoting that type to identify potential blind spots she people, and it affects their health.” should ensure counselors and others of environment requires significant may continue to struggle with. The associated with the EAP are bilingual, commitment on the part of the woman now keeps a list of reminders The Health & Benefits Leadership and that program materials aren’t only employer, a process that can be handy to help guide her interactions, Conference will take place April 15 offered in English. supported by HR leaders. Druckenmiller said. to April 17 at Aria Resort & Casino in And if the EAP provider won’t offer At a session at HBLC, Rachel On a broader level, organizations Las Vegas. For more information, visit such options, Ballard said, find a new Druckenmiller, director of wellbeing can undertake strengths assessments www.benefitsconf.com. one. at national benefits-consulting to help their employees and managers

30 Human Resource Executive®

H7_8-19p29-30_4HBene.indd 30 7/8/2019 2:47:02 PM Q&A ON RECRUITING

Ernest Paskey, Partner, Assessment Solutions North America, Regional Director, Aon Dan Weber, Director of Market Trends, Rewards Solutions, Aon

THE FUTURE OF RECRUITING IN THE DIGITAL AGE

are just going to be machines; we have machines. We need people with creativity and the ability to assess and take risks differently.” At the same time, HR leaders also need to review their career paths and rewards programs to ensure they align with the reality described above. Driving business results in the digital age requires performance- based compensation models that reward workers who contribute to an organization’s growth. You’ll likely find that a complete overhaul of your total- rewards strategy isn’t needed but, at a minimum, you should analyze existing programs to ensure they still support your future priorities.

What areas of employee Q: recruiting are especially ripe for innovation? What are the biggest challenges Where do you expect to see HR Q: facing HR leaders today, as far as Q: and recruiting leaders focusing We all have more data within recruiting is concerned? their attention in the coming months A: our businesses than ever before. as they attempt to address those Harnessing them can be a challenge The biggest challenge HR leaders challenges? but, if you can get over that hurdle, A: face today is figuring out what there are big opportunities to create types of talent their companies will HR and recruiting leaders need to smarter metrics for recruiting. For need in the future. Today’s business A: focus on building workforces that example, if a company spends $10,000 environment is changing at an incredibly can drive sustained business performance to hire someone, are there ways to rapid pace, and recruiters are often in a time of continuous digital assess or predict if that effort will hard-pressed to find people who transformation. If you pause for a moment generate a good return on investment? can transform themselves as fast as and think about that, it’s an incredibly The answer is yes, but companies still the market. In some settings, the daunting challenge. Essentially, you need struggle to turn concept into reality. skills and traits a recruiter hires for to find people who can keep the business In our experience, clients are too today could be obsolete within six to growing while everything else behind the quick to rely on tools to drive recruiting 12 months. Previously, the life cycle scenes changes in fundamental ways. For analytics. First, they should invest in of skills was measured in years or recruiters, this means finding people who building stronger in-house analytics decades—the current pace of change is understand how things work today, but capabilities so they can assess what data unprecedented. also aren’t afraid to embrace, envision and they actually need, think about how best Recruiters who can anticipate future drive change. to digest and govern that data, and build business needs and find highly adaptable Therefore, as companies seek to roadmaps for moving from descriptive candidates will quickly separate become more innovative and digital- to predictive measures. Otherwise, you themselves from the pack. However, ready, they need to arm recruiters with run the risk of analysis paralysis because companies can also do more to empower tools and training that can help them it becomes too difficult to filter out the recruiters by sharing information about identify candidates who have overarching noise. Then you can onboard tools to business strategy and insights on how to capabilities like an openness to learning, make reporting more turnkey. identify flexible talent with the capacity coachability, curiosity, agility and to learn new skills. It’s not only about flexibility. These are the traits that will To learn more about how your identifying what the business currently stand the test of time. In client meetings, organization’s talent strategy can needs but also who are the people who it’s not uncommon to hear leaders say navigate risk and drive performance, are going to disrupt and drive growth. things like, “We don’t need people who visit humancapital.aon.com.

SPECIAL ADVERTISING SECTION July/August 2019 31

H7_8-19p31_QARecruit_Aon.indd 31 7/8/2019 2:48:23 PM Q&A ON RECRUITING

Megan Detz, Chief People Officer, Varidesk

RECRUITING IN A CHANGING WORLD OF WORK

pushes, stretch assignments and giving initiatives—that will actually engage your current employees and attract the best new ones. Lastly, HR executives must understand that workspace matters. Members of today’s workforce are looking to their employers for new levels of autonomy and flexibility. That doesn’t mean the office as we know it should be completely decentralized. Consider instead simple, flexible, active workspace solutions that elevate the way people work. Employees need both their “me” and “we” spaces— to focus and to collaborate freely. Use moveable walls and partitions to build a variety of spaces, and flex them according to the unique needs of each team. This means conference rooms with standing tables for big meetings, smaller areas with rolling white boards for spontaneous brainstorming, focus pods featuring What are the biggest Where do you expect to see HR standing desks for individual work and Q: challenges facing HR leaders Q: and recruiting leaders focusing Zen rooms for when people need to today, as far as recruiting is their attention in the coming months unwind. concerned? as they attempt to address those challenges? What areas of employee The challenges associated with Q: recruiting are especially ripe for A: recruiting and retaining quality In the current hiring climate, innovation? talent are top of mind for our own A: it’s crucial that we continue to company, and they’re also the first thing select, not settle. As pressure builds to Now more than ever, it’s crucial to we hear about from potential customers fill seats, HR teams can be tempted to A: develop and nurture your employer touring our space. The job market is pursue the candidates who simply can brand, just as you would your consumer- extremely strong, giving candidates do the job, versus identifying the ones facing one. We have so many vehicles at more options than ever before. In the who should do it. This rarely—if ever— our disposal to help spread the word and past, people were looking for fair pay pays off. tell our story, whether it be social media and decent benefits. However, today’s First, companies need to focus or our own careers pages. This presents employees—especially millennials, who on identifying their core values and us with an amazing opportunity to now make up the largest segment of communicating them organization-wide. authentically represent our culture online, the workforce—are looking for meaning These values will impact virtually every giving top talent a taste of our employee in their work and a company that cares decision your company makes, and hiring experience before they even walk through for them as individuals. should be no different. Finding people the door. In a market ripe with choices, whose core values align with yours will Candidates now choose you, as much employers are challenged to go above help your company’s culture thrive, which as you select them. Focus on developing and beyond to create an environment will, in turn, attract the next round of authentic videos and messaging that where people want to come to work. recruits. best communicate your employer brand. And that requires much more than just Next, HR teams should focus on Use social tools to reach otherwise perks or fancy amenities. The allure of purpose-driven perks. Discounted dry passive candidates in an organic way. surface-level extras can wear off quickly cleaning and free yoga classes are The recruitment process needs to sell the once a candidate comes on board, amazing extras you can (and should) role, the company and the workspace, requiring HR departments to focus on consider offering your employees. so helping your candidates envision an more purpose-driven benefits that give However, it’s the more meaningful environment where they can not only employees a true sense of belonging. programs—like training and development perform, but excel, is key.

SPECIAL ADVERTISING SECTION 32 Human Resource Executive®

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H7_8-19p33_VARIDESK.indd 33 6/20/2019 8:42:41 AM Recruıtıng

A key strategic factor in building a world-class sourcing team is developing a solid sourcing/recruiting partnership that leverages data-driven insights, says Kristi Wawro, director of enterprise talent acquisition and talent sourcing for the Walt Disney Co., based in Burbank, Calif. “We’re fostering a data- driven approach [by] leveraging market intelligence,” Wawro says. Take, for example, Disney’s experience in hiring industrial engineer talent, which constitutes a unique and narrow talent market. After a sourcer had conducted numerous screens and about 25 first-round interviews, “we were able to shift the [job] requirements through the data and insights that we gathered from the market,” she says. This gave the hiring manager a fully informed perspective for evaluating and finding the best- suited individuals. Steckerl says that, while recruiters act as coaches to move candidates How to Build a through the pipeline, sourcers broaden the search for current and future candidates by “living where the candidates live”—belonging to the same associations, attending the same conferences, engaging in online professional forums, paying attention to who the speakers are, following people through Twitter and other social media, etc. This requires personality World-Class Sourcing traits such as being intuitive, systematic, curious, process-driven, ourcers have a lot in common When “suspects,” as Steckerl calls tenacious and perseverant. Continuous with sorcerers: insatiable candidates, are interested, the sourcer communication and self-assurance are curiosity, out-of-the-box hands them over to the recruiter, other boons to the job, he notes. thinking and experience who vets their suitability for the open Another must-have is the ability to conducting endless positions and takes them through the make strong connections with people, experiments to find the rest of the hiring process. says Davis, whose background is in proverbial sorcerer’s stone— Steve Levy, a veteran sourcer who sourcing and recruiting for Amazon, Team which, for businesses, is is now technical sourcing lead at Hewlett-Packard, Microsoft and Time developing a great talent pool M&T Bank, based in the greater New Warner Cable. For example, a pet- If planned and in a tight labor market. York area, says the first question an friendly company was searching for supported effectively, SOver the years, sourcing has become organization should ask itself is why it software developers and Davis came an increasingly popular approach for wants to build a sourcing team—and across candidates who mentioned their a sourcing function companies searching for top candidates that means thinking about metrics: dogs on their blogs, or Instagram and in a wide variety of technical, specialty What kind of “post-and-pray” response LinkedIn accounts. Since she was also can yield big returns and leadership areas. Luckily, creating are you getting? What are your drop-off a big canine fan, she built a campaign on talent. a world-class candidate-conjuring rates during the engagement process? that keyed into that shared interest. team is no magic trick: It can be done What’s the response to your employee- “That built a rapport and … we by carefully defining roles, traits and referral program? Is your sourcing now have something in common. The BY MAURA C. CICCARELLI skills; providing appropriate tech process optimal? next time I have a job, I can just pick tools, professional training and a well- “To say most programs are suboptimal up the phone and call them,” she says. developed process; and building close would be kind,” says Levy. “They are In cases where prospects weren’t collaboration among recruiters and laden with opportunities to exclude interested, they would often thank her hiring managers. someone at every step of the process.” and say, “I don’t usually respond to Sourcing, he says, works best recruiters but this is really cool.” What Makes a Good Sourcer? when it targets as many people as Disney’s Wawro adds that great First, let’s define what sourcers possible, even if there are no open sourcers have a combination of curiosity are—and are not. roles for them. That’s because if a and technical skills, as well as a “Sourcers are not junior recruiters,” division needs to add 150 to 200 tech collaborative analytical bent that is rooted says Shally Steckerl, president and jobs over the next three to five years in business acumen: “For example, we co-founder of the Sourcing Institute, (as M&T Bank is now doing), it needs have to be able to understand what is based in Norcross, Ga., who is an established talent pool to benefit shared on our quarterly earnings call known for his groundbreaking work recruiters. … We are businesspeople first.” developing the sourcing function in the Another superpower of many late 1990s. Sourcers are experts at both sourcers is finding passive candidates. Team Building from the Ground Up research and relationship building, “I tell candidates that you just don’t As for where to find good sourcers, finding potential talent from a myriad know you’re looking yet,” says Cyndy all those interviewed agree that a of sources and networks, and making Davis, senior engagement leader of “build, buy or grow” approach is initial contact with them, all to put strategic sourcing at IQ Talent Partners, applicable for the sourcer’s area them into the pipeline for open jobs. based in the Dallas/Fort Worth area. of expertise, depending on the

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H7_8-19p34-35_5TM.indd 34 6/20/2019 1:35:08 PM organization’s needs and timelines. The result: The company was able to prospects and scrubbing contact data The technology chosen should be To fill a lot of jobs in short order, hire over 30% more people in 2018 than from websites to machine-learning/AI commensurate with the organization’s experienced sourcers are effective, it did the year before by using effective sourcing platforms and ATS systems needs, despite the temptation to be even though hiring them is more sourcing and recruitment-marketing that are starting to build in CRM attracted to the proverbial bright, shiny expensive than growing a junior efforts in conjunction with a robust tech capabilities, he adds. object, says Steckerl, author of The Talent team from basic skills, notes Davis, ecosystem, all without adding sourcing Fiserv’s Levy recommends trying Sourcing & Recruitment Handbook: whose IQ Talent Partners has helped headcount until late last year. new tools for a period of time and Source Better, Smarter, Faster and companies build their internal sourcing Disney’s Wawro says her operation testing them against each other, while Cheaper than the Competition. teams. “Everybody knows who’s good consciously fosters a data-driven also making sure you are putting your “It is critical to apply the appropriate and who’s not” in the sourcing field, culture that leverages market current systems through their paces. technology and use the least-advanced she says. “And, we tend to travel in intelligence to tell the story of the Don’t forget to look for resources technology that can do the job,” he says. packs from company to company.” search and inform conversations with in the sourcing community itself, says “The most critical tool in the arsenal If you have time, though, she hiring leaders—and, ultimately, shape Wawro, because sourcers can be very of an IT leader is to nail down your suggests growing a team from scratch, the talent-acquisition process. generous in sharing both tools and workflow and optimize your process. tapping into people who may have some For example, for a recent SVP knowledge. There are plenty of organizations out recruiting background. The advantage search, the sourcer utilized market Of course, no HR-tech talk would there that have spent a bunch of money of starting them out fresh is that they information to show that “there were be complete without mentioning on a CRM on top of their ATS, and both haven’t picked up any bad habits and only about five people at that level artificial intelligence and automated of them are really misused, not used can often develop a close connection to in the country who had the unique “conversations” with potential at all or are overlapping—or there’s the business’ culture as they build their combination of skills and experience candidates. While such tools can friction put between them. You have expertise, skills and networks. that we were looking for,” says communicate with near-human to have the right developmental stage As for the makeup of the sourcing Wawro. “Through those sourcing responses through web chat, texts before you go investing in technology.” team, different types of skills and efforts and, in partnership with the and emails, they can also help whittle expertise are needed, Davis says: internal executive recruiter, we were away at the bane of most sourcers’ Sage Advice some to do the research, others to do able to, again, better inform a hiring jobs: a huge ATS or CRM database that What final words of wisdom do outreach and build relationships, and leader and, ultimately, we landed doesn’t have updated availability or experts have for building a world-class still others to take on recruitment- someone—which is always exciting, contact information. sourcing team? marketing messaging that reflects the but particularly so at the SVP level. When privacy rules Wawro says that, after a sourcing company’s brand identity. “We’ve found that such a strong, changed in Canada team gets fully immersed in the As for professional development, integrated partnership with recruiters and required an opt-in business, “it will really set your the experts say a combination of and sourcers is a real game changer,” to communications, priorities and drive how you align your in-house training, external programs, she adds. Depending on the area Randstad Canada work” in support of that operation. coaching/mentoring and technical of focus, sourcers also work turned to AI-tech Next comes building a strong training, as well as exposure to new alongside recruiters in “pods,” company AllyO foundation of roles, responsibilities, ideas at conferences and through and sourcers and recruiters to help confirm timelines, deliverables and other associations and networking, can give collaborate with the hiring and update 1.6 aspects of the sourcing funnel, followed sourcers a leg up. manager to meet business goals. million profiles by one last step: “Build your foundation “We have also found that in its ATS, but plan for testing and adjusting that Operating Rules taking a personalized approach says Bennett foundation. Feedback is key.” Building a good sourcing function to sourcing talent is a key Levy of often means taking apart what already to our success,” Wawro The ultimate success of a sourcing Fiserv reminds exists. says. By building true sourcing-team Fiserv, a provider of financial- “communities” of talent, team is dependent on building strong developers to technology solutions based in Disney’s sourcers are think about Brookfield, Wis., began its sourcing building and maintaining and lasting relationships with people the challenges program about three years ago, when relationships with ahead, not Julia Levy joined the company as people. To support in a company’s potential talent pool. just today’s director of global talent acquisition/ diversity, talent acquisition open jobs. For recruiting operations, based in Atlanta. and sourcing partner with internal Sung, head of marketing for the San example, her company is merging with “I came in with fresh eyes and was groups, such as Disney Lawyers of Francisco-based company. First Data Corp. to create a worldwide looking at all of our processes from Color, which has expanded their ability The AI system reached out to payment and fintech organization. an operations perspective. There was to build diverse talent communities. candidates through email and text Levy’s sourcing team will engage with some friction in the sourcing process Finally, it’s no surprise that Disney’s to ask if they were still interested in teams around the world using tools and that I identified quickly and that we sourcing team synthesizes its sourcing opportunities at Randstad and directed resources that have to run 24/7. worked to alleviate and streamline,” and recruiting data into a visualized them to opt in and update their contact “How do we build out our she says, adding that the organization story—often using a funnel that tracks info. As a result, 12,000 active job seekers capabilities in our India team or our undertook similar exercises with its the process from sourcing to qualified responded to the AI conversations. Singapore team or New Zealand so we recruiting-coordination team and the candidate or offer. The visualization Sung says the sourcing team may can have a broader global [sourcing] candidate-experience process. both informs and influences hiring be a specialized area of recruiting, footprint? How do we engage that On the sourcing side, the first managers about the process, showing but it has the largest candidate pool, staff where the team comes in in the step, she says, was for the TA team both the “art and science,” Wawro says. depending on what you are sourcing morning? That’s where I’m thinking members—including sourcers, recruiters for. It’s nearly impossible to go ahead [about] how we use our tools and leaders—to tear back the entire Tech Support without a technology assist—no one and resources to have that engine process “like the layers of an onion” to Tech tools abound for sourcing is answering their phone anymore running really 24/7,” she says. define sourcing at the organization. They and, as with all HR tech, choosing and sourcer messages can get lost Finally, since the ultimate success asked what sourcing should be and how it the right level of complexity for the in people’s inboxes, which are often of a sourcing team is dependent would interact with recruiting and hiring organization’s circumstances is key. bombarded with tons of emails on building strong and lasting managers, ultimately mapping the entire “I’ve been doing this for 30 years, and irrelevant junk. Even LinkedIn relationships with people in a process through service-level agreements since the beginning of every ATS and messaging has a low response rate. company’s potential talent pool, Levy that detailed timelines, candidate quality, CRM out there,” says M&T’s Levy. “It’s “[Technology] is not here to replace of M&T offers one last reminder: “A pipelining and metrics. not that one is better than the other. anybody—it’s here to replace the really good sourcer is human. The two “We took the time to step back It’s that you choose the one to help routine that bogs people down,” says most powerful social-media tools are and be thoughtful about the process, improve your optimal strategy and Sung. “Systems like AllyO’s also allow still the telephone and the handshake.” the tools and understanding the process.” for different tactics, depending on the measurements of what success would Sourcing tools range from browser target candidate’s preferences and the Send questions or comments about this look like,” she says. plug-ins and extensions for finding role being sourced.” story to [email protected].

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out of the house. Employers are now placing workers in co-working spaces to help meet evolving needs arising from the changing nature of work. “It’s all about flexibility,” Fullerton says. “Employees can use it how they want.” The New Workspace Co-working spaces are quite diverse and can range from small, artsy locales in residential neighborhoods to upscale, multi-floor facilities in skyscrapers. While some cater to rigid and conservative clientele, most focus on creating open environments where workers can collaborate, innovate and work among a community of other like- minded professionals. One of the greatest benefits of co-working is that it offers employers a flexible workplace with built-in infrastructure, amenities and a community feel, says Gretchen Spreitzer, professor of management and organizations at the Stephen M. Ross School of Business at the University of Michigan. Employers can instantly establish a presence in a city and offer home-based and remote workers new options, while reducing the cost and commitment of traditional office space, she adds. In the past few years, large organizations such as Google, IBM, Verizon and Microsoft have been looking to foster collaboration and enable employees to work better from anywhere, Spreitzer says. “There has been a big shift in recent years. Many big employers are turning to organizations like WeWork to create whole spaces for their workers. They’re trying to get Could Co-Working [remote employees] to work more collaboratively and are looking for new Fullerton says. “When you’re paying options,” she says. that much on real estate, that’s money With more than 18,000 co-working you don’t have to spend on employees, spaces across the globe, the market bonuses, hiring the right people and is growing at an annual rate of 20%, treating them well.” according to Commercial Property It might seem contradictory for a Executive. WeWork, a national provider Work for You? growing organization to downsize its of co-working spaces with 674 office, but Fullerton did exactly that locations in 117 cities across the world, The co-working hen Greg Fullerton and moved the employees into a co- has seen its enterprise-customer took the position working space in the Financial District. base grow by nearly 400% in the past market is exploding, as vice president The transition to one small, private year; one-third of global Fortune 500 as more organizations of human capital at room and communal workplace may companies are now WeWork members, Tectonic, he noticed have initially been about reducing the company said it its 2019 Global pursue flexible the company’s costs but, in the three years since the Impact Report. working environments. prime office space in employees have been there, Tectonic International Workplace Group, Chicago was often has experienced many benefits, which operates flexible co-working going unused. Fullerton says. spaces under several brands in 1,000 BY CRAIG GUILLOT While Tectonic’s Employees now have less pressure cities across the globe, offers spaces W3,500-square-foot space in the Willis to use the office and can work from “for every type of employer,” says Tower may have originally been home more. There’s a better social Sharon Edmondson, vice president acquired for prestige, employees atmosphere, it’s closer to the train of HR Americas at Regus. The Regus were often spending several days stations and employees have more brand focuses on creating productive, per week working from home or options about where in the office they flexible workspace, while Spaces— at client locations. And at a cost of want to work. There are even amenities another brand from IWG—offers nearly $35,000 per month, Fullerton like a pool table and video-game a creative atmosphere that fosters questioned its value for the 10 console. connection with the community, and employees who worked at that location. Co-working spaces are growing in IWG’s No18, set to open soon in “It was the best view we could ever popularity across the country, experts Chicago and Atlanta, features spaces have from an office, but we were really say, and they’re no longer just for that look more like living rooms than restricted on our flexibility and costs,” solitary freelancers looking to get offices.

36 Human Resource Executive®

H7_8-19p36-37_3Leadership2.indd 36 6/27/2019 9:14:19 AM “Employers are looking to co- home-based workers whose employers is huge,” Fullerton says. “It’s going says. Employers don’t have to worry working to reduce costs, increase offer membership as a benefit often to enable companies to attract people about acquiring much equipment, productivity, and recruit and retain opt for the space over their home. from all different walks of life. If you setting up the office or maintaining talent,” Edmondson says. “We’re “There’s a good number of them who narrow yourself down to people that it. The fact that so many co-working seeing all types of employers across show up on a regular basis,” Ball says. just work in a cube, you are done in spaces have a striking contemporary industry and size, from Fortune 100s “For organizations that don’t have a today’s business.” look also means employers can to mom-and-pop businesses and company-owned office in the area, it IWG’s Global Workspace Survey instantly create a “cool” work everything in between.” offers some kind of accommodation for found 85% of co-working-space users environment, Spreitzer says. them. Many don’t want to go back to say productivity has increased in their “They don’t have to worry about A Day at the Office traditional office spaces or home.” business as a result of the greater things like the Wi-Fi going down While co-working may be an easy flexibility. or whether it’s going to be suitable way to secure office space with a Fostering Engagement with Flexibility But that flexibility can come with a for millennials,” she adds. “It gives built-in community, it’s also a means to Whether they work remotely or price, as HR leaders have to “give up employers more flexibility and creates boost work-life balance and employee in traditional offices, employees are some control” when moving operations a certain image for them as being a satisfaction. increasingly seeking flexibility that to a co-working space, Fullerton says. cool place to work, at least in terms of At Fueled Collective, a co-working enables them to enhance work-life While they can find a co-working space the kind of space they provide.” concept with six locations—in balance. As technology has changed that aligns with their company culture, The flexibility of co-working spaces Cincinnati, Minneapolis, Chicago and the nature of work, many employers they won’t have full control of events, enables employers to keep their St. Paul., Minn.—90% of members are are seeking nontraditional work holiday celebrations and occasional workforce mobile, agile and ready to employers, says Chief Social Officer experiences with greater flexibility distractions. Many co-working spaces respond to client needs, says Joseph Don Ball. One of the company’s in how, when and where they work. even allow dogs in the office and have Maltobano, principal at international most popular spaces is the former Nearly half of employees say remote- after-hours events with alcohol. As a architecture firm HLW. When the firm trading floor of the Minneapolis Grain work policies are an important factor in result, organizations that need a rigid, landed two big projects in Stamford, Exchange, which has 50,000 square choosing a job, according to Indeed. static environment may not do well Conn., it was able to quickly move feet of space and 40-foot ceilings. Most co-working spaces have a mix with co-working, Fullerton says. three employees into a Serendipity Members run the gamut, from of suites, private offices, designated Co-working spaces also offer Labs office space and brand the professional-services and financial desks and open co-working spaces. flexibility in real estate itself. It’s concept StudioGo. firms to creative agencies and law The flexibility means that workers an especially attractive strategy for “We needed to be up and ready firms, many with more than 20 aren’t confined to one spot and can new, growing businesses that are quickly in the market,” Maltobano employees each. switch positions throughout the day, building their cultures and want their says. “The flexible space offered a “There’s small businesses, start- whether it’s a desk by a window or a people in the same space, Ball says. place where teams could go and spend ups and others trying to decide if they large communal table with eight other Employers can also avoid the overhead the day rather than commuting back want to bring a full team here. They’re workers. At Tectonic, the flexibility or management of a traditional office and forth to New York.” all looking for more innovative and to use the space how they want has space and scale into new markets collaborative places,” Ball says. enabled workers to find what’s right without long-term leases. The average Finding the Space Many employers say there’s a for them and have more options than price of a dedicated desk in a co- Because co-working spaces can vibe in co-working spaces that often they did in a static environment. working space is $387 per month, vary, employers need to consider their enhances productivity and employee Amenities such as ping-pong according a survey by Deskmag. options. It’s best to first identify what satisfaction. JMJ Phillip Executive tables and video-game com. the company is trying to achieve with Search has 30 employees in WeWork consoles also offer new Many organizations the space and what role it will serve co-working spaces in Chicago and ways for employees are also looking to relative to geography, operations and Denver. to recharge during co-working spaces workforce, Edmondson says. This While co-working has enabled the breaks. because they includes a full assessment of the company to scale easier without long- “The offer built-in organizational culture, identifying term lease commitments, it also offers flexibility infrastructure, what fosters connections and ideas an environment employees can’t always you get Spreitzer between employees, then leveraging get at home or in a traditional office, that to find a workspace that fits its says Dennis Theodorou, managing needs. director for JMJ Phillip Executive “It’s really about understanding how Search. “It’s professional but also laid your employees communicate and how back,” Theodorou says. “There’s a lot they work. Partner with the business of activities and opportunity for them and financial leaders initially to get to socialize, not just with our own a short list of what those expected colleagues but with people from other ROIs are from that change, then find companies.” more than a solution that meets those things,” Such socialization is especially WeWork has seen its Edmondson says. important for Tectonic’s developers, enterprise-customer Those needs and desires will often consultants and IT architects, Fullerton 18,000 base grow by nearly vary across the organization. While says. While those employees work in co-working front-line managers may seek reduced the open spaces at Serendipity Labs spaces across commuting times, a more collaborative in the Chicago Loop, the company environment and increased work-life also maintains a private office there the globe 400% balance, high-level managers may for C-suite meetings, phone calls be looking to attract better talent, and conversations. That mix of increase productivity and improve options enables employees to use the employee retention. C-suite leaders are workspace differently throughout the often attracted to co-working because day as they need, Fullerton says. the market is of of decreased real-estate costs and As more employees work remotely growing at an improved productivity, Edmondson or at home, loneliness and lack of annual rate of 1/3 global says. engagement are growing problems, “It’s the geography, the financial Spreitzer says. Co-working spaces Fortune 500 side of it and the environment that’s can help fill this social void, many companies are now meeting the needs of employees,” employers say. At Fueled Collective, 20% WeWork members Edmondson says. workers from different companies often eat together in communal spaces Send questions or comments about and communicate during the day. Even this story to [email protected].

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H7_8-19p36-37_3Leadership2.indd 37 6/27/2019 9:14:35 AM People Compiled by Jen Colletta

Rock Anderson was recently positions at Exide Technologies, which provides Thomas has named senior vice president of human Newell Rubbermaid and Georgia- engineering, worked at UPS resources at FINRA, Pacific Corp. construction and since 1989, most which specializes in Chaney earned a bachelor’s facilities services. recently leading investor protection degree in industrial and labor Cunningham has small-package and market relations from Cornell University. more than 20 years operations across integrity. In this of experience in HR 25 states. She has role, Anderson will Cision announced Susan Steele leadership, most also served in roles lead all facets of HR, as global CHRO for recently at Essilor of in global marketing, including benefits, the media-software America, an optical- corporate learning professional and services products developer. Previously, he and talent development. development, provider. She will held leadership roles at Frito-Lay, She earned a bachelor’s degree in employee relations, talent acquisition, focus on fostering a BCE West and Circle K Corp. psychology from Temple University diversity programs and more. continuous-learning He earned a bachelor’s degree and a master’s degree in business Anderson comes to FINRA from environment, in psychology from Creighton from Eastern University. Cox Automotive, where he was enhancing University and a master’s degree in executive vice president and CHRO. productivity and industrial/organization psychology Keurig Dr. Pepper Inc. has He previously held leadership leveraging the from the University of Nebraska. appointed Mary Beth DeNooyer positions with Siemens, Wachovia employee experience for company as CHRO. In this capacity, she Bank and INROADS Inc. and client success. OnDeck has appointed Deb Stroff will lead all global HR operations, He earned bachelor’s and master’s Steele has more than 25 years as its next chief people officer, where including business-partner teams, degrees in social work from Dillard of experience in the HR field, with she will lead all aspects of the small- talent management and development, University and Tulane University, a particular focus on using AI and business lender’s people strategy. talent acquisition, total rewards, HR respectively. emerging technologies to empower Stroff previously was CHRO at operations, compliance, and diversity employees. Prior to joining Cision, Hogarth Worldwide, and she has also and inclusion. Carla J. Chaney has been she was HR reinvention lead for held leadership roles at EY, Time DeNooyer comes to the position appointed CHRO at Equifax global talent and transformation Inc. and Ritz-Carlton. with nearly 25 years of experience Inc., where she will have global at IBM. She has also held HR- She holds a bachelor of science in the HR space. Most recently, she responsibility for the HR center of leadership roles at WPP, Deloitte and degree from New York University. served as CHRO at Pinnacle Foods excellence. Linklaters. Inc. and previously held leadership Most recently, she was She earned a bachelor’s degree Charlene Thomas recently took positions at Hillshire Brands, Sara executive vice president of HR and in English, French and management the helm of the United Parcel Service Lee, the Pepsi Bottling Group and communications at Graphic Packaging science from Carnegie Mellon Inc.’s HR operations. Thomas was General Mills. International, where she led HR University. named CHRO earlier this summer, She earned a bachelor’s degree in programs and acquisition integrations, filling a role vacated by longtime business administration from Drexel as well as drove improvements to TDIndustries has named Steve leader Teri McClure, who made University and a master’s degree in employee-development programs. Cunningham as the new chief history as the first African-American industrial and labor relations from Previously, she held leadership people officer for the company, senior vice president at the company. Cornell University.

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38 Human Resource Executive®

H7_8-19p38_People_Marketplace.indd 38 6/21/2019 9:46:35 AM By The Numbers Figures from the workplace and beyond COMPILED BY HRE STAFF

$50 $11,000 to almost The amount contribution limits for $2.5 million health-savings accounts will increase in 2020 for self-only coverage; limits will go up by $100 for family coverage. The range of the amount of money that missing, Source: Internal Revenue Service incomplete or inaccurate Form I-9s could cost businesses, depending on organization size. Source: Equifax Workforce Solutions

2-to-1

The vote by a panel of the National 51% 60% Labor Relations Board this spring that found an employer can enforce a pre- Just over half of Gen Z Percentage of hire arbitration agreement against a employees say they could male managers former union employee, even without see themselves having who say they’re giving the union the opportunity to a long career at their uncomfortable bargain over its terms. organization. mentoring or Source: Bloomberg Source: Gartner working alone with a woman in the #MeToo era. Source: LeanIn.org

30% $50,000 Percentage of Median retirement savings for U.S. 12% worksites offering some type households. (Baby boomers have a of program to address physical median of $152,000 activity, fitness or sedentary in retirement Percentage of 160 survey behavior. savings.) respondents who say their Source: University of North Carolina Source: Transamerica organizations have advanced at Chapel Hill the technology they have in place to support all data and analytics initiatives. Source: Cognetik 69%

Percentage of 1,100 surveyed Americans 2 who believe artificial intelligence should play no The number of seats that remain vacant on the role in certain parts of the five-member U.S. Equal Employment Opportunity hiring process, including Commission; the body got a new commissioner and candidate selection (42%) chair, Janet Dhillon, in May, nearly two years after and conducting virtual job she was nominated to the post by President Trump. interviews (32%). Source: Forbes Source: Harris Poll

July/August 2019 39

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