Date: January 7, 2014
To hear the entire show, click http://tiny.cc/talenttalk_dunn_mcclure
Hosted by Chris Dyer, the CEO of PeopleG2. Talent Talk Radio features engaging conversation with CEOs, thought leaders and HR executives. TalentTalk connects professionals who care about talent-related issues and employment solutions.
Today’s guests are Kris Dunn, CHRO and Partner, Kinetix; and Jennifer McClure, President, Unbridled Talent, LLC.
It may seem simplistic, but both of today’s guests warn companies still relying on blasting out job postings and waiting for talent to come to them that they will not get the top talent to their door. Instead, companies need to find this talent where they live and play, and give them an inside peek at what the company’s employment brand means to them.
Dunn is a long-term HR leader who has a broad track record with both large and small companies. In 2010, he invested in Kinetix, and is now a partner CHRO for the company, helping organizations recruit great talent via RPO services. At Kinetix, the leadership set out to develop an RPO model they would actually have purchased as HR executives themselves earlier in their careers. Their services span from RPO to consulting, including employment branding as well as assessment services.
He is also the founder of Fistful of Talent, formed in 2008 as “a collection of HR pros…the best out there, that are willing to share their thoughts” in a transparent, opinionated and conversational voice.
Top Talent Needs More Than Just Job Posts
“When it comes to the top talent — the top 10% of candidates — simply posting the jobs is not going to be enough,” advises Dunn. Companies need to build awareness and trust with top talent, and need to reach out to them before they have a need for them.
Providing talent a way to understand your brand as an employer is also key to attracting top talent. “You have to provide a glimpse into your company and a very transparent glimpse of what it’s like to work inside your organization,” says Dunn. “There is unbelievable space for companies who really want to attract top talent to market themselves in a different way.”
He encourages hiring managers to ask, “‘What are my top 3 or 4 areas where I really need top talent?’…and you’ve got to take that big employment brand and sub-brand it out, and give those people a glimpse of what they would be working on and who they would be working with…That’s what the best companies are doing now.”
Dunn strongly believes that non-strategic HR professionals are on their way out. “The transactional people are dinosaurs…they’re destined for extinction.
An HR leader is going to innovate. Their responsibility is to push transactions down to the smallest percentage of time to give people the time to do what really matters.”
What are You Reading?
“David and Goliath” by Malcolm Gladwell, which talks about “nimbleness, what being small can provide in the marketplace.” He is also reading “Team of Rivals” on Lincoln and his political opponents who later became his cabinet members.
How Can I Connect with You? Online at HRCapitalist.com, Fistfuloftalent.com and KinetixHR.com, or via email LinkedIn.
McClure had spent about 20 years in HR leadership positions across industries before going through a “mid-career crisis” where she simply needed a change. After engaging a career coach, she transitioned to executive recruiting, and in 2010, stepped out on her own. Today, her consulting practice, Unbridled Talent, LLC, delivers HR training, speaking, workshops and executive coaching.
As an entry-level HR professional, McClure describes herself as a “typical HR professional, very transactional…very black and white.” But she recalls: “I began to see that wasn’t the way to get things done. I would be 1,000 times more effective as an HR professional today than I ever was…so I try to do that through consulting work, speaking and training.”
Across her clients, she believes the issues of finding top talent are well-documented, but the solutions are less apparent. McClure encourages companies to ask: “Where are you getting talent today and does that match where you are spending your budget dollars?” She contends that, often, the majority of the budget is spent not where companies are getting the best talent but where they are getting the most talent.
The Networking Introvert
As a natural introvert, McClure overcomes her shyness by focusing on how she can connect other people together. So in 2007, she started a Cincinnati Professional Networking LinkedIn Group, which is now more than 38,000 members strong. The group has also been instrumental in helping her build her personal brand recognition in the community.
Her other biggest leadership development is getting results through other teammates, which has been a big part of her success, but an approach she had to learn. In order to do so, she first had to unlearn her tendency to be “that one-person show in HR”. Today she is more comfortable letting go, delegating, allowing her team to come up with solutions, and ensuring they get visibility.
To generate creativity among her team, McClure believes it’s important to find ways to allow the team to share their ideas. In fact, she suggests using internal or external social platforms to jumpstart the creative process, allowing more people to join the discussion and more time for people to ponder the topic at hand.
What are You Reading?
McClure is reading “Die Empty” by Todd Henry, “focusing on doing your best work so you don’t die with your best work still left inside you.”
How Can I Connect with You? McClure can be reached at UnbridledTalent.com or on LinkedIn.
Finding the right employment solution for your company can be challenging, but once you figure out what drives talent through the door, the challenge will be worth it. Some have figured it out while others continue to search. A strategic HR manager can identify the employment solutions that work and create opportunities for their company to stay ahead of the competition.
Tune into the show next week, and remember, do what you love….and show the world how talented you can be, today.