At this point of my career, I’ve used so many times help of HR resources, to find gold members for my several teams, pay attention to them, pay them (!), training, coaching…and fire them!
At-a-glance, the daily lifetime of nowadays corps, with bunch of tasks, questions, answers, chilled by M&A and crisis waves…I must admit that, HR teams, whose we know for often hard jobs for hard times, are quite all the time, considered as suppliers more than strategic units, to serve corps strategies, find bests resources and keep them by their side. And I don’t really know, in fact, what came first:
- bored with HR function which don’t give me nothing relevant in my career?
- HR function bored itself by no consideration at all, from board and shareholders, forgetting strategic and relevant skills it has?
One thing I know for sure: times have changed. And for HR best practices and careers too. When was the last time your corp said to you “oh you’re such a talent, we make anything possible to keep you with us, at any price”. Maybe in the last movie you saw at theatre? your dreams?
Considering that, nothing will ever surprise me when, you see billions of users for social networks, searching…searching what?
To be considered, as a human link, skilled, motivated and find a corp that wants such profiles.
New generations just want to express themselves with new technologies, but bring new value, corps have to care. Working with several windows, listening music, chatting on IM, twitter and networking on Facebook or myspace., everything at a time. That is, in working hours of course, while working…No matter, times have just changed and corps have to adapt their perception and behaviors, if they want to get the best from their best resources. I’ve already posted something on it, describing the necessary evolution for corps, facing 2.0 behaviors and fans. But in the same time, they show their rights and duties, bringing new kind of conversation, confrontations and relations with their management. There’s a time for new ways of communication: social apps. Considering time is faster and realtime a daily tool, they gear up the way we work, speeding HR by the way…They know how to handle with their career, in increasing their times online. Once I was cruising among social apps, some of them can really be useful to find the perfect job and for targeting the best talent or expert.
I mused about several apps, I discovered along my web travels, encounters and social friends recommendations. It gave me the idea of a whole matrix, trying to mix corps skills and HR needs with employees graal quest for their carrer.
In this matrix one can find employees opportunities to raise their career (find a job, change, give some voice, post and appear like an expert, raise a network, write and give advises, shine your brand reputation, last but not least, get a digital trip for your profile): settled in X axis…Then for corps, the ability to detect, track, find rare and targeted talents, skilled resources and experts they need to recruit and keep as human assets: on Y axis…
Obviously I wasn’t able to figure out all apps that exist in the web circles, but main and one we talk about now. Maybe I forgot some (sorry for VC and founders, I may add them later!) but we can underline some remarks about the matrix layout:
- size of network matters obviously, but more targeted and participation counts more than size itself
- target your audience first, starting from your personal goals (advise to employees or corps, any of them has some goals isn’t it?) before collect friends from everywhere; “friends” or “contacts” are like you: human not machines, they don’t like noise or spams…
- jobseekers or headhunters give you lots of informations, but no really surprises: classical methods, classical ads, classical profiles. Mainstream…By the way, competitors may learn a lot each form others (eg for HR strategy), and on your business goals thoughout your HR ambitions; however, they are on the 2.0 market by direct approach of employees, simply by the fact employees life is clearly and free published on the web…Considering that:
- nothing is easier to search and find good ones…for headhunters
- how corps can keep their secrecy about talents and skilled people anymore?
- friendly apps (Facebook, myspace…) can raise your imagination, creativity and original profiles; yes they are useful for original and creative ones, but drive sometimes too crap behaviors. Be careful, for pleasure use but not really for professional networking, I think (tip: doesn’t mean that we can’t find several interesting informations, of course…)
- Blogs, communities for experts, consulting databases online are in the middle of the matrix…perfect way to mix corps and employees to get in touch: communities like SMT, Customer Collective, sustainable development and lots of others, are really rich of experiences, and generally hit by trust, interest and improvement in other’s knowledge. Clever leverage for professional meets and know-how methods, for the two players of the game
- internal apps at upper-left corner, means corps are equiped with such systems, but serve only their internal needs: wages, contracts, training programs, competences contingency…layoffs; how will it value my career?
- corps that ignore such apps, are in dangerous situation:
- “nothing is more dangerous than be blind about market, customers or competitors strategy”: worth also with ability to wake up each morning with all HR assets and talents, escaped for competitors!
- take time to mesure which one for which use: but take time for sure, stopping considering such tools only for gen Y and playing moments…gen Y (and X) change the future of relations (managers / employees)
- allow and encourage practice and training for professional use; several corps today started blogs sessions with official spokemen to keep relation and timeline with PR, customers and partners; corps that think it’s a wasting time are wrong…and risk others to take the speach for us, with sometimes tough effects…
Times are changing. There’s no doubt about the fact that corps must change too, because employees (particularly younger ones) already did…And if you’re not able in your HR function to understand their moves and these new behaviors, you’ll be “out of the market” for them, leading you to fights, misunderstandings, and desertion. Human resources like stocks? No. But like assets, yes, and the ability to move with them empowers your role and the trust they’ll have, to drive their career (tip: zapping behavior is normal today, there’s no “career plans” anymore, in long term, by crisis and unknown situations). Even if you’re dealing with this, let’s consider it IN the corp, vs moves to competitors. Could you accept giving assets for nothing to competitors? No. Why would it be different with executives…?