We hope you had a restful Thanksgiving holiday with your families and
friends. This holiday, we took the time to finish the last part of our Elevate
2015 Roundup series. We hope you will enjoy our summary.
Again, if you do not know, Elevate 2015 is the world’s largest
virtual summit organized by HireVue and BambooHR last week to discuss all
things HR and business. Our first
roundup covers 7 best webinars by industry thought leaders in Recruiting
& Leadership tracks. Our second
roundup covers in Talent Management & Culture tracks.
In this last roundup, you will find the best practices and advices in
Scouring Talent & HR Research, Tips, & Tricks. Read on!
Track 5 – Scouring Talent
Hiring from the Ground Up
Maren Hogan (@marenhogan)
Maren Hogan is a marketing agency owner with experience in finance, social
media, and software startups niches. She's particularly adept at
implementing a full-service marketing plan.
In this webinar, Maren Hogan highlights her structure for hiring management.
Successful hiring is very much a delicate process (and balance) of evaluating a
prospect's hard and soft skills in relation to the company culture and
values. A bad hire is almost statistically certain to lean your bottom line, so
it's always preferable to get it right from the start.
So let's dive right into the potential conflict:
- A poor hire will hurt your business
and will likely make your employees less productive in their efforts to play
catch-up. Unfortunate to say the least.
- In most cases, you're better off
to avoid hiring family and friends. Becoming the master of your professional
destiny is a blessing, but unless it's possible to separate familial ties
from professional leadership, it's best to avoid this dynamic.
- Sometimes an employee is simply
mismatched to the position. Whether it be a conflict in workplace culture
(vest-and-tie over jeans-and-polo) or expectations, sometimes it just
doesn't work out.
But here's the counter:
- Honesty, clarity, and transparency.
Be open with your prospect employees about what's to expect from their
performance and alignment in the company. Do your best to highlight the
difficult and perhaps unwelcomed aspects of the position. No doubt things can
always go wrong, but this is your surefire strategy.
Building a Magnetic Culture: How to Attract & Retain an Engaged,
Kevin Sheridan (@KevinSheridan12)
Kevin Sheridan has spent thirty years as a high-level human capital
management consultant. He has served several corporations to maximize the
professional talent process and has earned distinctive awards, including being
a New York Times Bestselling Author.
Kevin's charged webinar outlines the processes of employee engagement,
with an emphasis on passion. As Kevin puts it, we spend too much time at work not to
Here's where we're hurting:
- The onboard hiring process is
too-often disastrous. In a recent Minneapolis-based study, an astonishing 1
out of 25 quit on their first day of work. On top of that, 44% of employees
reported that they had a positive onboarding experience.
- Poor interview skills define
professional interactions. To be clear, texting or chewing gum during the
interview process is always a big no-no.
- Too many workers are simply unengaged
and deactivated from their work. This might reflect a poor hire or a possible
need for restructure in the company culture.
Here's how we can do better:
- Trust your hiring instinct. Be
on-alert for red flags before they become detrimental to the structure of
your organization. Conversely, trust in your prospect's sense of
emotional maturity and cultural work ethic.
- Nurture engagement with outstanding
- Leverage your employee's personal
interest into a driver of engagement. Do you have a movie buff in the office?
Leaving a couple box office tickets (candy wouldn't hurt either) and a
note about how much you appreciate their work is incredibly powerful.
Track 6 – HR Research, Tips, & Tricks
The New High-Performer: Why Challengers Succeed
Matt Dixon (@matthewxdixon)
Matt Dixon, an executive Director of Research at CEB, possesses an
unrelenting drive to answer the questions that senior executives often take for
granted. For more than fifteen years, Matt has worked to uncover the truth
behind the conceptual pillars of sales and customer service.
Matt's deconstructive webinar points to the fundamental shakeup of the
sales world, and generously outlines what it takes to succeed in today's
arena. The traditional Buyer's Journey has changed dramatically in the last
decade and it hasn't been a totally painless transition. However, there’s a
very specific and specialized “type” of salesperson (we’ll call them
Challengers for clarity’s sake) that thrives in this modern climate.
So let's get right down to the tension:
- The function of the modern
salesperson has been narrowed with the consumer’s ease of access to data,
technology, and information. Under this new normal, too many salespeople have
nothing to talk to their customers about except the bottom line (i.e. price).
This can make for a stiff and uncomfortable sales process for all.
- Customers are engaging in the leg
work of the sales process themselves. This kind of maneuverability is
inflexible to the magic and ritual of excellent customer service. After all,
sales are fundamentally rooted to the art of conversation, value, and
- Our biggest competitor is our
customers’ ability to learn on their own. All too often, our customers’ minds
are made up by the time they engage with your salesperson, rendering them
Here's where Challengers succeed:
- They've identified the specific
drivers of customer loyalty with hard data. In other words, they know precisely
what the contemporary customers want, and more importantly, how they want it.
Challengers position themselves as flexible transistors of value, and they always deliver.
- They are not afraid of a constructive
argument. By nature, they like to present alternative possibilities and
“imagine things to be otherwise.” They are not aggressive or domineering, but
we’ll leverage our positions with tact and care, to the benefit of your
- They know how to provide specialized
value beyond an internet search. There are some things you simply can’t
download or access from a landing page. They've made it their business to master
the technical details of their products, and they are happy to lend their hand in