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. With 60 webinars conducted by industry-leading experts and visionaries, the summit offers a wide array of insights and revelations in many areas, including recruiting, sourcing talent, strategy, leadership, talent management, culture, and HR research, tips, and tricks. You can see the full agenda here.
For any busy professionals, it is impossible to check out all the great knowledge being shared. The good news? All sessions will be on-demand for the next month, so if you have time to kill, check out the sessions yourself here. However, for the busy bees which I think most of HR professionals are, below is a quick roundup that I curated to help you catch up on the key trends and insights discussed in Elevate 2015. Since there are 6 key tracks with 60 sessions, I am going to highlight only the most interesting sessions to me. This first post covers Recruiting & Leadership tracks. Look out for our next blog posts to read the summary of the rest of the tracks.
Laurie Ruettimann (@lruettimann)
This is one of my most favorite sessions of the entire summit, not only because of Ruettimann’s personable and enthusiastic approach, but also because of the great case studies and best practices that she shared.
Ruettimann’s main message to HR professionals: when it comes to social media, move from a fear-based approach to an open mind and open heart.
To truly succeed with social media presence, HR, sales, and marketing need to work together, to learn from one another – put together a smart social plan to attract and retain the right candidates.
Ruettimann suggests the easiest way to start is to look at what other companies have done online successfully and copy it. With that, she proceeds with 6 great case studies to learn from. Here are some highlights:
Ruettimann also cites Warby Parker, PwC, and Kinetix as great examples of companies who smartly use social media to communicate their atmospheres and culture. If you can spare 30 minutes, definitely check out Laurie Ruettimann’s engaging webinar yourself.
Mark Murphy (@LeadershipIQ)
Mark Murphy’s presentation introduces a radical rethink of the hiring process. While most executives hire the most technically competent people, Murphy reveals that 46% of newly-hired employees will fail within 18 months for reasons of attitude, not for lack of skill.
Murphy suggests the three basic steps to start hiring for attitude include:
Overall, this is a great session not to be missed. There are much more useful advices and actionable tips throughout the webinar. Listen to Marc Murphy, read his book – “Hiring for Attitude”, if you really want to hire the best candidates for your organization.
Sarah Brennan (@imsosarah)
Sarah Brennan is founder of Accelir, a boutique firm focused on the intersection between talent and growth. Sarah Brennan’s presentation reveals an eye-opening correlation between employee engagement and business performance.
According to Brennan, poor employee engagement results in a 4x higher turnover rate, costing $11 million each year in talent replacement, and $550 million loss in revenue. On the contrary, a culture of engagement can result in 2.5X revenue increase. After all, consumers like to buy from happy people.
Brennan suggests employers should build their engagement strategy from Day – 100:
Most business problems can be eliminated by hiring the right people, so companies should start talking about engagement from the recruiting and onboarding process. During recruiting, tell candidates about the company’s strategy and bigger picture. On the first 30 days of the new hire, check in frequently and provide feedback on performance at least once a week.
To summarize, the five quick tips to engagement success are:
Mike Cheney (@cheneymd)
Cheney’s presentation boils down to how organizations can avoid the heavy price of picking the wrong hires by utilizing a methodology that match up a person’s characteristics with the nature & culture of the job.
Cheney explains personalities at work can be divided into four patterns:
To hire right, you need to match the right pattern to the right job. Also, managers need to be trained to manage and communicate effectively with each of these personalities.
If you are interested in finding out what personality pattern you have, and how they can work for you or against you in your current position, take this assessment test: http://bit.ly/persogenics
Mike Maughan (@MikeMaughan)
Mike Maughan's seminar boils down the Professional Millennial conundrum into a straightforward query, and the results are fascinating.
Maughan eases us into an absolute fact: by 2025, 75% of the workforce is going to be made up of Millennials. Maughan positions this truth as an opportunity of engagement rather than a dour forecast and gets to-the-point of this future (well, the future is now) workplace.
So when you get down to it, here's what really matters to this up-and-coming generation of innovation:
Jurgen Appelo (@jurgenappelo)
Jurgen Appelo's engaging seminar offers a fascinating alternative structure to traditional team management. Appelo suggests that we facilitate a basic management system, rather than “manage” the people who support it.
Appelo stays on target with concepts like:
If you haven't already, definitely check out Jurgen Appelo's wonderful seminar.
Josh Little (@joshlittle)
Josh Little suggests that we forgo the modern survey format for a higher level of engagement. Little laments the over-saturation of dull-tailed company surveys and finds in excitement in the alternative of quizzes. He's created a nearly electric work atmosphere with a subversive strategy.
Here's how and why:
To find out how you can use quiz data analytics to your (and your colleagues) advantage, check out Josh Little's engaging seminar – it's a 21 minutes more than well spent.
That is the summary for today. Hope you all have a good read. Subscribe to our blog to get notified when we will publish our 2nd part of Elevate 2015 roundup.
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