Hosted by Chris Dyer, the CEO of PeopleG2 – TalentTalk Radio features engaging conversation with CEOs, thought leaders and HR executives. TalentTalk connects professionals who care about talent-related issues and having the cultural mindset to embrace the needed diversity of the workplace.
Today’s guests are Franz Gilbert, the Director of Delivery Operations for Korn Ferry Futurestep and Jack Gottlieb, the Founder & CEO of The Total Solutions Group.
To hear the entire show, find it on the TalentTalk Podcast, iHeart Radio and iTunes.
Franz offers his “Keys to Success” on this edition of Talent Talk. It used to be finding people was the hard part, but now we can find them so the challenge is: can you tell great from good? How do you tell the difference? Every job has become more and more discrete and it’s hard to decide who is a great candidate. Finding the right person has a lot to do with cultural fit to the company. Studies about realistic job previews have cultural input as to what it’s like to actually work at that company. 60% cultural 40% functional.
What’s the employer’s competitive edge? Franz reviews the value proposition:
- What’s their brand look like? – Is it known/unknown for consumer vs. employee
- What’s the compensation? Benefits? Hours?
- What’s the nature of the work- is it challenging
- Future opportunity- is the company growing
- What are the coworkers like?
Employers- it’s not possible to have all 5, but what do we have and what can we offer – that is to our benefit.
Other keys are the elements to a good workforce plan:
- How do we have the right people in the right place with the right talents when we grow? There are two ways to do this:
- 12 month planning to figure out what your turnover is to predict change based on natural turn over rates.
- Strategic workforce planning- building the relationships inside to understand where the large changes are happening. Where the most strategic value can be done. Relationships at the right levels to get input as to what is happening.
Social Media Recruiting
Franz recognizes social media as recruiting tool but employers must recognize skewed demographics that come with it. You need to be intentional about what your marketing/advertising is reaching. Certain demographics use social media and further differences based on social media platform. You’re not getting a balanced pool to recruit based on the platform. Franz points out that “recruiters are seeing information that is also not seen on the resume” so good training and recognition of users based on platform is important.
What are you reading right now? People Analytics by Ben Waber
Always passionate about self improvement, Jack Gottlieb, recognized the power of personal development and that transitioned him into organizational psychology and to then start the Total Solutions Group with the premise that the true solution is in the “how they do it”. Build a solution that companies can take ownership of.
Areas for companies to look at to be stronger in: Culture, Strategy, and Capability.
First, Gottlieb says is the approach and how they focus it. Companies must have context and clarity to identify what is most important- Who we are? What we want to be? Are we clear on that? And is the rest of our organization clear on that? Second is alignment- do people buy into it or are they here for a paycheck? Could there be more there for us if they are more aligned with us? Third, is accountability. How do we foster it so people follow through and then execute with the right purpose. “It starts with culture. The value and impact that we need to create… that allows our departments and people succeed.” That’s culture. Value and impact that we need to create for our marketplace and for our customers. “Value not job descriptions. Impacts, not to do lists”. Lets keep it down to one page so our people know exactly who we are and what is expected. And lastly, capability- How do we make sure our business model compares to how we are set up to be effective? If we approach these things the right way then we are going to create a stronger more marketable organization.
Clear and defined goals come from clear approaches, alignment, accountability, and capability.
Simplify the complex and create a more meaningful purpose. Have the transparency that allows for a cohesive culture. Take the time to take a step back and reevaluate so you don’t have an “artificial horizon” because priorities change and goals adjust.
Popular Speaking Topics
There are a lot of topics we could all go listen to or speak on, but what is the context when you leave the session and how you integrate it. It interests Gottlieb how you “unpack” what you learn and how you make use of what you took from conferences. How do I influence from the ground up? How to think and get others on board? We are all about improving our people so how do we develop the best business needs from all the variety of ways out there.
As an active adjunct teacher at Ryder University, Gottlieb notes that there are a lot of outdated components and blind spots that students are missing. Gottleib has been essential to the university’s leadership skills program and as a result the Leadership Development Department is one of the top twenty-five in the country. He stresses the importance with students to create value of creating a plan that doesn’t pigeonhole you. Put it into a framework that gives you the ownership to create value. Have the vision, plan to have ownership, understand how you position yourself for value creation. Students have ownership for themselves and not a path that someone else created and they have to follow. Technology is only going to leverage you so far. Students need to have conflict and communication skills to show a company who they are, what skills they have, and that they have value.
What are you reading? The Experience Economy by B. Joseph Pine II and James H. Gillmore