Do something

Ever dream of saying something so profound that you might change the world? Ever think the thought you have floating around in your head HAS to get out into cyber space as quickly as possible, before your head explodes… or worse, someone else says it before you? I mean you have it right there, the most amazing thing that anyone will ever say and it will undoubtedly convince others to change the way they think, perceive, and act? Well keep dreaming, because that is not going to happen. You can, however, DO something so profound that you might change the world, but don’t bet on just being able to push out some string of words that will change the world with no actions attached. Your actions can influence people, your words will simply fill up cyber space with another opinion until you act. This really applies to everything right? To put an HR spin on it, because this is an HR blog after all, you cannot sit in your ivory (HR) tower and tell managers to conduct themselves in this or that manner or tell employees to follow this or that policy if you don’t follow your own advice? Monkey see, monkey do-but that’s a soap box for another blog post.

What if you actually do something to change something that you don’t like? Not leave an anonymous note to Judy about how hideous her sweater is because you just don’t like it, but really do something to change something important? What if you did something to end childhood hunger in your own community? Kids are going hungry, right. now.! How selfish of us to allow kids to go hungry. In our towns. In our own communities. In our neighborhoods. Not just kids, but our future! We are allowing our future to go hungry right now! I really want you to get that- we are allowing our future to go HUNGRY!? What a simple problem to solve and every one of you reading this has an opportunity and an avenue to end that! Ever been hungry? Not the kind of “I can smell the turkey cooking, I gotta have some now!” kind of hungry. The kind of hungry where you have little to no food. The kind of hungry where you are grateful for any food you get. Ever been hungry for several days in a row? Weeks? Months? Can you imagine? I’m calling on you to help end childhood hunger and be a part of team no kid hungry!

change the world

#GivingTuesday is a global day dedicated to giving back. This year, your donation can play a huge part in making No Kid Hungry a reality. If you make a gift on Giving Tuesday, all donations will be matched up to $50,000! Go donate and then tell EVERYONE you know!


Changing the Game

Lets just jump right in to opening day since #MarchMadness has become a huge disappointment for me…

How the Oakland A’s perfected the Applicant Tracking System…Remember the 02 season for the Oakland A’s? They finished 1st in the American League West with 103 wins and 59 losses. They were essentially a Cinderella team. Beane was able to produce an unexpected record with an unexpected team on an impossible budget. Often times you hear that necessity is the mother of all invention and that is probably the case here as well. Beane’s predecessor was forced with the task of fielding a competitive roster on a limited budget and turned to sabermetrics for help. He used sabermetrics to measure on-base percentages and target undervalued players. He eventually taught this system to Beane and he continued using it and tweaking it (and still uses it) to maximize a minimal budget and put together teams worthy of winning. The incredible thing about this is that someone had to step out and say “let’s try something different… no more recruiting the way we have just because it’s the way we have always done it…”. Other teams began utilizing this system and it began to change the recruiting of the entire league, not just one team. And hey, a good movie was born through the process somehow too 😉

The point isn’t really that the Oakland A’s decided to use evidence based metrics when assessing players, well.. yeah, that is part of the point. The other part is that someone was willing to change the way of doing things. They were willing to change the way they recruited in hopes to change their organizations output of a finished product. It’s kind of like our ATS that we turn to in HR. A one stop shop that shows us work history, education, skills and all other good to know evidence based info about candidates and employees. At one point, that wasn’t the norm (note: I am too young to know a time when that was not the norm in case you were curious). I did however work for a company that chose to utilize the paper way instead of maximizing the abilities of their ATS many years ago and it was foolish. I can only imagine the fights that sabermetrics brought in comparison to the pushback I got from charging forward on the oh so obvious one stop shop ATS that was being underutilized. What did we find when we started using all the bells and whistles on the ATS? We could suddenly work far more efficiently than we ever imagined. We could get lots of great things done, everything was in one place, everything was easy to get to, easy to measure and easy to assess…Ultimately, we could change the game. We improved our efficiency and overcame the fear of not holding a handwritten application in our hands when assessing candidates.

There will always be room for improvement, but if we aren’t open to change and improvement we will eventually get left behind. If HR professionals allow their organizations to fear change or fear it themselves I can promise you the organization will eventually be outperformed by competitors. What are some changes you are fearing in your organization? What are some changes you are heading in your organization?

" much you don't know..."

“…how much you don’t know…”