Talent Edge Weekly

Hidden Workers. Here's my PDF with examples of talent segments that might get overlooked during the hiring process. Coined in a Harvard Business School paper, "hidden workers" refer to individuals with valuable skills but remain unemployed / underemployed. Many talent segments fall into this category; my infographic shows just 8. You can also hover your mouse pointer over the numbers to see examples of how organizations might overlook a segment. For example: ????????-???????? ???????????????????? ? People out of work for an extended period. Might be missed by algorithms filtering candidates with employment gaps. ???????????? ???????????????? ? Those transitioning between industries or occupations. Might be overlooked when hiring focuses on industry or role-specific experiences over transferable skills. Since the 8 represent only a few examples, use this resource as a starting point to identify untapped recruiting opportunities. If you have other segments to highlight, share them in the comments. My infographic and the referenced HBS paper are in the comment box. ?? Repost to help others recruit talent Follow me, Brian Heger, for more #hr #recruiting #talentacquisition

What gets in the way of workers performing their best work? What actions can address these barriers? According to Mercer’s 2024 Global Talent Trends report, the top barriers are: 1) Too much busy work—tasks that lack value. 2) Too many interruptions and not enough thinking time. To begin tackling these challenges, team leaders can ask the following at their next team meeting: ???????? ? What work should we stop immediately or deprioritize because it doesn’t support organizational priorities? ???????? ???? ?????????????? ? What work practices (e.g., meeting overload) should we change or eliminate to improve focus and performance in our most critical priorities? The team can agree on 1-2 things to implement and improve immediately. Use subsequent meetings to check in on how the team is executing those changes and adjust as needed. Even small changes can make a big impact—the key is taking action. Of course, there's always the option to do nothing, but the results may reflect that. ?? Repost this to help others. Follow Brian Heger for more. For deeper dives each week, signup for my Talent Edge Weekly newsletter. A new issue comes out today (11/24 at 6 PM EST). #hr #humanresources #leadership

Performance Management. Here are 24 questions that can enable more impactful 1:1 performance check-in discussions. As individuals and teams work towards?achieving their remaining 2024 goals, performance check-in discussions provide an opportunity to enable strong performance. These sample 24 questions can help spark meaningful discussions.??Managers can include a few questions in each meeting with a direct report. Sample questions: ??. ???????????????? ? What key 'wins' have you achieved on your projects and goals since our last meeting? ??. ?????????????????? ? What roadblocks or challenges are you currently facing? How can I help? ??. ???????? ?????????????????? ?Do any of your goals need modification based on recent developments? 4. ???????????????? ?Are there any tasks you think could be eliminated, automated, delegated, or streamlined? ??. ?????????????? ?????????? ?What are your top priorities for the next two weeks? What are you most excited about? Concerned about? With 39 days left in 2024, there is still time to finish the year strong. ? ***PDF of all 24 questions https://lnkd.in/dgeJswdp ? If this post was helpful, let me know by resharing it, commenting, or tagging others. For more resources, follow Brian Heger #hr #humanresources #performancemanagement

Strategic Workforce Planning (SWP)—Here's my cheat sheet with questions to help align SWP with business strategy. According to Gartner's Top 5 Priorities for HR in 2025 report, 66% of surveyed HR leaders say their SWP efforts are limited to headcount planning. And 61% state their plans cover only a one-year horizon. As organizations strengthen their SWP, this cheat sheet can help. It includes sample questions across 3 areas. A few examples:? ? ???????????????? ??????????????. What are the strategic capabilities that enable the execution of our business strategy?? ? ???????????? ??????????. What roles and skills disproportionately enable our strategic capabilities and business strategy execution?? ? ?????????????????? ????????????????. Which skill gaps can be addressed by developing current talent?? ? These questions are just a starting point. Use them to create the questions you feel are most critical to answer. The important thing is to start somewhere. ? If you want a hi-res PDF of this cheat sheet, sign up for my?Talent Edge Weekly newsletter. (See comment section). ? ?? Repost to help your network Follow Brian Heger for more resources like this ? ?#hr #humanresources #workforceplanning

Skills-Based Talent Practices. This new 13-page paper has ideas for measuring the impact of skills-based practices. It is by the Business Roundtable and organized into four priority areas. Page 6 covers "aligning on skills-based goals and selecting priority metrics." A few factors to consider when evaluating metrics:? ??) ???????????? ??The time and resources required for data collection (rated as high, medium, or low). ??) ?????????????????? ??How soon changes (impact) may be observed after adoption. e.g., short (<1 year), med (6-12 months), long (>1 year). ??) ?????????????????? ??How often changes are tracked (classified as quarterly, semiannual, or annual). Timeframes are important since business cases need to reflect when full ROI is captured, which can take years, depending on the outcome metric. Whether skills-based talent practices are a current focus of yours, the insights provide ideas about talent metrics in general. A copy of the paper is in the comments ?? Repost to help your network For more resources, follow Brian Heger #hr #humanresources #skills

Succession Planning (SP). This template can be used to help identify opportunities to improve 10 different aspects of SP. A few include: ??. ???????????????? ???????????????? ?????????????????? ? Our SP process is aligned with the organization’s long-term strategic goals and is regularly reviewed to adapt to changing business needs. ??. ?????????????????????? ???????? ???????????? ?????????????????? ? Our SP is integrated with other talent management processes, such as the talent review process, etc. The 10 areas provided are just examples; you should modify this template based on your own ideas and needs. Also, the color-coded ratings shown in the image are not based on a real example. It simply illustrates that this functionality exists in the template. You don't need a template to identify opportunities to improve SP. But if you feel this tool can help jumpstart discussions in your organization, you can find it in this issue of Talent Edge Weeky https://lnkd.in/d3-Xbtp6 ?? Repost to help your network For more resources, follow Brian Heger #hr #humanresources #successionplanning

Succession Planning, Skills Validation, Performance Management, DEI, and Increasing Organizational Capacity? These topics are covered in issue 269 of Talent Edge Weekly: ??) ???????????????????? ???????????????? (???????? ??????????) ? My worksheet to help assess 5 criteria for succession planning roles. ??) ???????????? ????????????????????? ? Mercer shares approaches for validating skills within a workforce. ??) ?????????????????????? ???????????????????? ? An HBR article on how performance review formats impact perceptions of fairness. ??) ??????????????????, ????????????, ?????????????????? ? MIT SMR provides a framework for 8 different types of DEI practices to achieve better outcomes. ??) ???????????????????????????? ???????????????? ? Josh Bersin shares how organizations can go beyond adding headcount and focus on strengthening overall capacity. A new issue of Talent Edge Weekly drops today (Sun, 11/17, 6 PM EST). Join 42,000+ who will receive new insights. ?? Repost to help your network For more resources, follow Brian Heger Issue 269 https://lnkd.in/dqPTF8uA #hr #humanresources #futureofwork

10 Ways to Develop in One's Current Role There are many ways to develop in place. These 10 are from Cynthia McCauley’s work at CCL. 1. Unfamiliar Responsibilities ? Handling responsibilities that are new or very different from previous ones you've handled. 2. New Directions ? Starting something new or making strategic changes. 3. Inherited Problems ?Fixing problems created by someone else or existing before you took the assignment. 4. Problem with Employees ? Dealing with employees who lack adequate experience and skills or are resistant to change. 5. High Stakes ?Managing work with tight deadlines, pressure from above, high visibility, and responsibility for critical decisions. 6. Scope & Scale ?Managing work broad in scope (e.g., multiple groups, locations, products, etc.) or large in sheer size (e.g., workload). 7. External Pressure ?Managing the interface with important groups outside the organization, such as customers, vendors, and unions. 8. Influencing without Authority ?Influencing peers, higher management, or other key people over whom you have no authority. 9. Work Across Cultures ?Working with people from different cultures or with institutions and other countries. 10. Work Group Diversity ?Being responsible for the work of people with different backgrounds. What else would you add to this list?? Let me know in the comments. ?? Repost to help others develop ? For more, follow Brian Heger

Succession Planning (SP). This template can help organizations determine the most relevant criteria for their SP roles.? SP is a priority for organizations, yet many still struggle with succession. One tactic to improve SP is to ensure the criteria used to identify and assess successors are critical to the role. This template can help you think through: ??) ???????????????? ?????????????? ? What are the critical outcomes and deliverables associated with this role, not only now but in the future? ??) ?????????????? ?????????????? ? What metrics would reflect effective performance in this role? ??) ???????????????? ?????????????????????? ? Which experiences best prepare someone for this position? Why? ??) ???????????? ? Which skills enable high performance in this role? Why? ??) ???????????? ???????????????????????????? ???? ???????????????? ? Which criteria have become less relevant to success in this role but are still included? (Helps identify outdated criteria.) SP involves more than shown here. Use this as a starting point to build on. What other questions would you add? Template in comments ?? Repost to help your network For more resources, follow Brian Heger #hr #humanresources #successionplanning

AI in HR. This cheat sheet has 12 use case examples of AI in HR, the potential risks, and recommendations for mitigating them.? ? For example, for employee onboarding:? ? ?????? ????????. AI can automate administrative tasks and provide personalized training materials.? ? ????????. Reduced human interaction may diminish the employee experience.? ? ????????????????????. Blend AI-driven onboarding with human touchpoints (for moments that matter) to ensure a well-rounded experience.? ? Before considering use cases, identify the business problems you’re trying to solve. Then, explore how AI in HR can help.? ? There's more to AI in HR than on this cheat sheet. Use it as a starting point. To help you do a deeper dive, I am including 5 additional resources on AI in HR. ? ***Cheat sheet and resources in comments If this post was helpful, let me know by resharing it, commenting, or tagging others.? ? And if you find value in content like this, follow me, Brian Heger? ? #ai #hr #humanresources