Category: Talent Acquisition

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  • 3 ways to embrace Diversity & Inclusion in Career Development

    3 ways to embrace Diversity & Inclusion in Career Development

    Working in career development, I’m fortunate to have the opportunity to work with individuals from all over the U.S., and I occasionally have clients that live or have lived abroad. It is eye opening to see how different cultures and areas of the country approach career planning. Embracing diversity and inclusion is important for job seekers, employers and career practitioners.

    Here are 3 ways to embrace Diversity and Inclusion:

    1. Job Seekers – Seek out companies that are searching for candidates based on culture fit. You can often recognize these organizations because their culture is evident in their marketing, mission statement and by their selection process. Look for companies who offer realistic job previews and/or have applicants complete a pre-screening assessment; these are often predictors of organizations who prioritize diversity and inclusion.
    2. Employers – Employers should make diversity and inclusion a priority by ensuring employees and potential employees know they work to make sure the right people are in the right seats on the bus. They seek candidates who bring something to the table that others in the organization do not. This practice, in and of itself, will allow for diversity. In addition, companies who offer training in diversity and inclusion often prioritize the practice.
    3. Career Practitioners – In our work to help others find employment or make employment changes, we should be abreast of diversity and inclusion efforts. And, we should work to be inclusive of the clients and students we work with. In the Facilitating Career Development course we offer with Horizon Point, we discuss helping skills and their importance in working with individuals who are different than we are. Having knowledge of cultural diversity is also important; this is also a key component in Horizon Point’s course (NCDA approved). For more information or if you would like to register for the course, click here.

    For more information on Diversity and Inclusion in relation to Career Development, check out these articles:

    Building a Culture of Diversity and Inclusion in Career Services

    Creating a Culture of Diversity and Inclusion: Start with Small Wins

  • Women, Stay in the Room!

    Women, Stay in the Room!

    I was 24, interviewing for a job in economic development, of which I knew almost nothing about. Moving because of my husband’s job prompted me to start looking in my hometown, and an indirect connection had landed my résumé on the President’s desk.

    Through conversations with the President, I felt like this interview was just the last step before they would hire me.

    The board chair was there. I knew him, but not well. He was the mayor of our town when I was growing up.

    I never will forget what he said to me. “You know, economic development has always been a man’s job.” I momentarily thought, am I in the wrong place? Or in the wrong century?

    He went on to say, “Allison (the person who was in the Vice President role I was interviewing for and was leaving because she was moving) has shown me that women can do this job.”

    Gee thanks. Was he trying to compliment her or me or was he trying to put me in my place? I wasn’t sure. I didn’t yet know how to read him, but I did for the first time stop to think twice if this was the job I wanted. Not because I thought I couldn’t do a “man’s job” but because I didn’t want to work in a place that thought certain jobs were for women and certain ones were for men, and that I would have a higher standard of proving myself because of my gender.

    I took that job, and both the board chair and the President and CEO became an advocate for me. I am forever grateful to both of them.

    As I now sit at the #HRTechConf listening to the pre-conference sessions on Women in HR Technology, I was reminded of this conversation that took place almost ten years ago.

    Cecile Alper-Leroux, VP, HCM Innovation at Ultimate Software, told us after one panelist said she is typically the only woman in the room, to “Stay in the Room.” If women in the workplace want to gain relevance, they need to stay in the room.  Even if a man, or a woman, tells them that the job they are in or applying for is a “man’s”.

    To stay in the room you need to:

    1. Accept the invitation. Don’t let comments, like the ones I heard, keep you from accepting the invitation to a career path, job or simply the next meeting. Show up.
    2. Invite yourself. If you aren’t invited and you should be, invite yourself. If you had value to add, add it.
    3. Invite others. Hopefully, if you’ve earned a seat at the table, you’re helping another woman find her seat. Invite her to come along with you, to the meeting, to the conference, to the career path. And don’t assign her the role of taking notes. As Trish McFarlane said in this panel, “Women often bring each other down.” Pave the way for the next person to stay in the room by realizing that doesn’t require you to exit the room. It isn’t a competition.
    4. Invite your true self to the room. Be authentic – be you. You don’t have to act like a man to do this, or another woman, even if she is the one who invited you to the room. Know what makes you unique and bring that to the table to add value.

    Are you prone to stay in the room, exit, or never show up in the first place?

     

    Interested in learning more about diversity and inclusion? Join Mary Ila at SHRM’s Diversity and Inclusion Conference as she tackles the topic of hiring for fit AND diversity.

    See session information here.

  • What is Diversity and Why Does it Matter?

    What is Diversity and Why Does it Matter?

    I distinctly remember the first time I knew I lived in a bubble.   I was 17- a junior in high school.  I had two elective slots open.  For one, I decided to be a science lab assistant that didn’t require much work.  This allowed me to walk across the street one day a week to spend time with an at-risk elementary student as her mentor.

    Up until that point in my life, I thought most people lived like me.  Some had more and some had less but I didn’t think there were drastic differences.  As I got to know this little girl and hear her story, I realized I was wrong.  Dead wrong.

    She and her brother had been shuffled from home to home, with no one really providing for them.   She didn’t know where her next meal would come from and who would (or wouldn’t) be picking her up from school and where she would sleep most nights.

    That same year, I also had a period of my schedule where I was an aide in the developmental wing of our high school.  I spent time with students around my age with varying degrees of cognitive and physical disabilities.

    This was the beginning of the realization that not everyone’s world, even if we were occupying the same physical space, was the same as the world I was in.

    With a large focus on diversity and inclusion in the workplace, my realization that I lived in a bubble helps to illustrate that diversity and inclusion aren’t just about your Title VII criteria and other subsequent legislative catagories- sex, race, color, national origin, religion,  age and sexual orientation.

    Diversity and inclusion aren’t about discrimination. It’s about creating an environment in work and in life that proves it is valuable to be around people who are different from us. This value is added through perspective and leads to business results.

    So when you think about your workplace (and life), do you have diversity and are you open to the perspectives around multiple criteria of diversity?

    Does it include diversity in:

    1. Demographics- Title IX criteria such as sex (and sexual orientation), race, color, national origin (I would also add geographic diversity- I’ve learned a lot from people who grew up in a different part of the United States than I have), and religion.
    2. Age
    3. Cognitive Diversity including things that many would label as “disabilities” like Autism, Asperger’s, etc.
    4. Physical Diversity including things that many would also label as “disabilities” tied to physical limitations- blind, deaf, paraplegic individuals, etc.
    5. Personality Diversity
    6. Socio-Economic Diversity
    7. Political Diversity
    8. Diversity of Experiences

    A lot of these areas of diversity can’t be seen.  They come with being heard.

    As a business leader, I’d encourage you to use the Privilege Walk  to begin the conversation of allowing a variety of areas of diversity to be seen (by the positions people end up in on the walk) and then be heard by facilitating a discussion around it.

    Because “companies with inclusive talent practices in hiring, promotion, development, leadership and team management generate up to 30% higher revenue per employee and greater profitability than their competitors.” Source here.

    I read To Kill A Mockingbird in High School too.  I was 15.  But it wasn’t until I was 17, walking into that little girl’s current front yard to take her to dinner that I realized I just learned what Atticus Finch meant, “You never really understand a person until you consider things from his point of view- until you climb into his skin and walk around in it.”

    Climb into someone else’s shoes today.  You’ll add more value if you do.

     

    Interested in learning more about diversity and inclusion? Join Mary Ila at SHRM’s Diversity and Inclusion conference as she tackles the topic of hiring for fit AND diversity.

    See session information here.

  • We’re Only Human podcast – Calculating the Value of HR Programs

    We’re Only Human podcast – Calculating the Value of HR Programs

    Mary Ila had a chance to chat with Ben Eubanks on the We’re Only Human podcast about the importance of calculating the value that HR programs and efforts bring to business.  You can tune in below to learn more about how and why to calculate ROI and run statistical calculations to prove the value of your efforts.

    A big thanks to Ben and the HR Happy Hour Network for the chance to chat about this important topic!

    Listen to Mary Ila’s interview with Ben here.

  • The Experience Before the Experience:  3 Things Disney Can Teach Us About Worldclass Onboarding

    The Experience Before the Experience: 3 Things Disney Can Teach Us About Worldclass Onboarding

    You’ve drunk the Kool-Aid.  You put down your deposit, and you’re now trying to figure out how to schedule dining reservations 180 days out. And, despite how much everyone has told you about FastPasses, you are still a little confused about how and when you are supposed to book them, which ones are first tier and which ones are second tier, and really, which rides are worth getting a FastPast for. There are so many choices and decisions to navigate as you embark on your first trip to Disney World!

    Such was my experience as we spent the spring planning for our first trip since the late 80s when I was a kid, to take our six and three year old on the most magical trip to be taken at their age.

    I admit, I got so confused, I just turned all the planning over to my husband.

    And I realized, the experience of planning for a trip to Disney World is much like the experience of being hired for a job and waiting in anticipation- and sometimes utter confusion- about how it is all going to go down and play out for your new gig.

    But Disney has the experience before the experience figured out.  And with that, here are some tips I think we can all learn from Disney as we seek to create a world-class experience for our new hires before they even enter the park… I mean office.

    1. You gotta have an app. The My Disney Experience app helps you navigate and store all the decisions that need to be made for your trip.  Schedule dining, FastPasses and have the confirmation number to your hotel all in one place.  Confused about which FastPasses to get? Well take a look at the wait times on all rides at any given point in any day through the app.  Realize your kid is too short to ride Splash Mountain through the app?  No worries, ditch a FastPass for that ride in favor of another one.

    The tax paperwork, contact information and election options for benefits for a new hire are much like the choices for Disney World.  Plentiful and often overwhelming. To onboard a new hire effectively with all the choices this day in age, you’ve got to go digital with it and facilitate it through technology. Find the equivalent of the My Disney Experience app and allow your customer- aka your new hire- to get all the information needed to get all of the decisions out of the way.  Then it is all sent to you so that when they walk through the gates, they are ready for the magic.

    1. The magic band is a must. Magic bands, which are the ticket to everything in Disney World- your resort room key, your credit card, your ticket into the parks, etc.- arrives at your doorstep (customized to the color of your choice) about a month before your trip.

    To have seen my kids’ excitement over the arrival of those bands, you would have thought their arrival was the actual arrival at Disney World itself.

    Are you sending any unique and customized swag to your new hires before they start to get them excited about their experience with your company?  It doesn’t have to be expensive (the magic bands are just plastic), but it needs to be unique to your company and something that creates excitement.

    1. Pick up their bags for them. If you travel by plane to Disney, luggage tags will arrive for you in the mail before your trip.  You simply slip the luggage tags on before you check it with your airline, then you forget about the luggage.  Arrive at the airport, and there is no need to go to baggage claim.  Hop on the Disney Express bus that takes you in the comfort of air conditioning and TVs promoting the magic (and sales pitch) of Disney to your hotel, jet off to the parks, and when you return to your room, your luggage is waiting there for you.

    We often exhaust and or turn new hires off on day one because there isn’t a sense of ease taking place prior or during arrival.  Their computer isn’t set-up, the phone isn’t either, and neither is their email address.  Get the details set-up so that not a thought has to be given to them during arrival, so that people can be whisked off to the park- or to hitting the ground running on meaningful stuff, instead of their bags- day one.

    Disney was full of magic, and well, utter exhaustion.  But overall, Disney teaches us that is all about the customer experience. Your employees, old and new, are customers, are you creating experiences that treat them like one?

    What do you do to create a world-class new hire experience?

     

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    3 Tips for Successfully Onboarding New Hires