The HR Hub

Psychometric testing, performed by trained psychologists, is the BEST  predictor of job success of any recruitment or selection tool.  It's a  science and teaches you:  😄 Extraversion is not the same as social skill.  It also isn't going to  predict success in a job.  👯 Personality tests (think Myers Briggs) are a typology.  They might  help you understand people on your team but the results aren't  correlated with job success.   ⁉️ Interviews are, to some degree, a measure of intelligence.   Intelligence IS correlated with job success.    There were so many facts in this interview with Marina Kolesnikova of  Stefan, Fraser and Associates.  It provided a lot of insight into which  recruitment and selection tools are likely to get you a good candidate  and which are not.   It also dispelled many myths of the recruitment process and other things  you just weren't sure about. Find Marina at https://stefanfraser.com/   Find Andrea at https://www.linkedin.com/in/andrea-adams1/

Let's get a bit real.  Chances are if you are white in the workplace you  think you are an ally e.g. ~75% of white employees think they are  allies to women of colour.  But (BIG but)... when did you DO something  in support of someone with a marginalized identity?    Allies take action and this was a key point in this interview with Emily  Williams of Forward Ever Global. Emily is a DEI expert and coach to  women of colour so they might address microaggressions and other common  workplace challenges.     Acts of allyship might make you uncomfortable like when you call out  bias. Or maybe you name a microaggression in a high stakes setting. Or  maybe you reduce your own opportunity in favour of someone who  overlooked because of their identity.  These are the actions, however,  of a true ally.     There is so much overlooked talent because someone doesn't come in the  desired package.  True allies are going to help by giving that talent a  chance to be seen for their strength and perform. It's also the right  thing to do and HR can play a role through individual action and DEI  programs. Find Emily at emily@forwardeverglobal.com or https://forwardeverglobal.com/   Find Andrea on LinkedIn at https://www.linkedin.com/in/andrea-adams1/

HEADS UP! This episode is better on YouTube.  Robert has illustrations to help you better understand the content.  Check it out here: https://youtu.be/ewO6QCBws0Q Compensation is possibly the most important thing HR has to get right.   Underpay people and they'll be unhappy or leave.  It's also wrong.   Overpay people and EVERYONE is going to want a raise to match and your  compensation costs are going to rise.    Job evaluation is how we make sure employees are paid fairly and  equitably based on some rational means of comparing.  It's not about how  the wind is blowing today.  And it's foundational to HR.   Robert Mosley, worked for Hay (the leading job evaluation methodology)  and walks us through how we size a job.  Here's a sample of what you'll  learn in this episode:   🟰 Job evaluation and sizing are the same thing.    #️⃣ 'Sizing' is assigning points to jobs and 'grading' is lumping ranges  of points together for an manageable compensation system.   4️⃣  There's four common job sizing methodologies.  Pick one and use it.   It might seem expensive up front, but it manages the risk of getting  comp wrong. Find Robert at robert@lemon-pip.com   Find Andrea at https://www.linkedin.com/in/andrea-adams1/

When was the last time your organization went through a re-org? Have you seen a department designed for an individual and been baffled? Frequent re-orgs or designing for a person may or may not be a good idea. It depends on whether or not it’s aligned with good organization design principles. These basic questions and principles of organization design was the subject of this episode. This amazing episode with Len Nanjad was *full* of interesting insights. I know – you might not think so but honestly: 🔺 Hierarchy is natural ➕ ➕ ➕ Bureaucracy is hierarchy plus many rules 🤔The levels in an organization will be determined by complexity 😡 Too many levels might result in micromanaging 🥵 There is a limit on the number of positions a person can meaningfully supervise ⛑ Good organization design can save lives! And on and on. Find Len on LinkedIn at https://www.linkedin.com/in/lennanjad/ or https://www.mnp.ca/en/personnel/len-nanjad   Find Andrea at https://www.linkedin.com/in/andrea-adams1/

How long does it take you to bounce back after some failure?  Do you  stay sad and ruminate for a long time or dust yourself off, incorporate  some lessons and keep going?  The latter is resilience and it's pretty  obvious that it would be helpful. I was also curious about the origins of resilience. Is it something we  develop in childhood or is it something we can learn as adults?  And,  for HR, how can we help our workforces become more resilient so, that  when individuals or teams fail, they learn and keep going?  This is what  this episode was about. Roxanne Derhodge is a psychotherapist, mental health and wellness expert, keynote speaker, podcast host and more. Find her at https://roxannederhodge.com/   Find me (Andrea) for HR consulting support in western Canada at https://www.linkedin.com/in/andrea-adams1/

What colour are you???  This is a common result of personality tests at work - although maybe you are an ENTJ or do odd things when stressed.  So what are personality assessments at work good for?  And not good for?   That's the basic question of this episode plus how to pick a test that will work for you.   I was a little skeptical, but Heather Johnson provides practical and  useful advice on how to have conversations with your clients about  personality assessments.  She is certified in the application of  Personality Dimensions, but has insight into the pros and cons of  others.  No matter which one you choose, they are a tool!  As with all  tools they are only useful if you use them.

Surveying employees before or just after a merger or acquisition could  change how you manage the people.  There are two aspects to explore: the  deal itself and the similarities and differences between the two  workplace cultures that are being brought together.  Are the cultures  more similar or less?  Do you need to  protect the culture of the  company being acquired? Because maybe the culture is why it is  effective.     These surveys may also help with merger and acquisition communications.  Do you know what employees are concerned about?  Not really? Survey  them. Adam: https://www.linkedin.com/in/adamzuckermanphd/

In HR we deal with many upset people. Perhaps it's not daily but it's  pretty frequent.  This video will give you some tips on how to deal with  situations like:   "My leader is an a**hole... RIGHT?"   You: "Look at my nice presentation about [policy]."    Employee: "We don't want to talk about that, let me tell you about  🧨!"  "My compensation is so unfair compared to..."    As HR we need to deal with the issue, but we also need to arm ourselves  to deal with the situation professionally and bring back some calm.  As  Roxanne Derhodge points out when people are emotionally worked up, they  stop using the reasoning brain.  EVERYONE knows what I'm talking about  because it happens to all of us.     Roxanne is registered psychotherapist, corporate consultant, keynote  speaker, trainer and author.  She has her own podcast called Authentic  Living with Roxanne. https://roxannederhodge.com https://roxannederhodge.com/quiz/ https://roxannederhodge.com/chat/

Relationships can make or break your success in most jobs  Arguably,  they may be even more important in HR because our focus IS people and we  often have little positional power.    So how do you go about building relationships and a rapport with your  clients?  And what may be required at different phases of your career?  Well it may be a relief to know that you don't have to know it all.  But you do need to curious (not judgmental) about your clients'  perspectives and have their back. Even when someone messes up - save the learning opportunities for the debrief!    Vered Levant VIMY HR: https://www.vimyhr.com

Do you know how to spot burnout at work?  YOU might be burning out and  it's harder to see than you might think. Or maybe it is someone you  know.  Or, worse, it's a workforce trend. Some of the symptoms are less  engagement, fatigue, anger, and not doing the things you typically  would.    There have been some alarming stats coming out about the prevalence of  burnout and the contribution of COVID and work-from-home to this.  HR  has been doing a lot during the pandemic and we need to take care of  ourselves too.   I spoke with Michael Levitt who speaks about burnout and wrote a book  about it.  He has been through it himself and shares the things he  knows. https://www.breakfastleadership.com/