We’re all “a little bit Irish” on St. Patrick’s Day. But on Crochet Week (the second week of March) are we all a little bit crafty? On National Goof Off Day (March 22) do we skip work en masse?
In March, one of my favorite celebrations is the Spring Equinox — the day of the year when the sun crosses the celestial equator headed north, and those of us in the Northern Hemisphere start to experience longer days of sunlight. Along with the literal start of spring, this day, to me, symbolizes hope and optimism.
If you’ve been planning a key hire or an addition to your team, it’s a great time to get in touch with me. In the meantime, here’s what I have to share this month — what it means to have a “people mantra,” the Q1 state of HR according to Josh Bersin and why HR is simply too much work.
Does Your Company Have a “People Mantra”?
Does your company have a “people mantra” that drives the way you make HR decisions? IBM does: "Eliminate. Simplify. Automate."
Sounds a little ominous? Kind of! But a deeper dive reveals that the intention of this mantra is actually quite human-friendly. As IBM’s chief human resources operator, Nickle LaMoreaux, puts it, this means a focus on::
Removing areas of work that don't drive growth or add value to the business
Streamlining any processes that can be
Automating low-value tasks so talent is freed up to do more valuable creative work
Ultimately, the goal is happier, more engaged employees and a more successful company.
The Q1 State of HR, According to Josh Bersin
“Not to be dramatic,” says HR analyst Josh Bersin, “but when was the last time you witnessed an economic downturn, an unprecedented demand for talent and industry disruption caused by war, global warming, new energy policy and economic inequity all at once?”
As we head into the end of the first quarter of 2023, Bersin’s report “HR Predictions for 2023” predicts that this year will bring a new focus on younger leaders and emerging talent. It’s going to be all about innovation within HR. Many of my customers are currently looking at their own succession plans and making sure they’re prepared for whatever craziness comes along in the future. Bersin is right that it’s going to be all about innovation in the face of HR disruption from now on.
This Month’s Recommended Reads
On Washington Post: Social Security denies disability benefits based on list with jobs from 1977
HR Is Simply Too Much Work
That’s according to a report by SHRM, which found that more than half of HR leaders surveyed are contemplating leaving their jobs. Even if they're not considering quitting, the vast majority — 95% — are burned out.
This is all happening, by the way, at the exact same time that C-suites are demanding more from HR and pressuring the business unit to take a central, strategic role in almost every company. It’s a paradox that might seem unsolvable. Add in the talent shortage and uncertain economy, and yikes.
What you need? A recruiter.
Yes, this is a pretty obvious opinion coming from me, a recruiter for the past 12+ years. But that’s exactly why we recruiters exist: to take the pressure off of HR teams and allow them to focus on more strategic, high-level strategy while we take care of the nuts and bolts of hiring.
James Johnson
Quantum Hires