Be human with the things that matter

The HR Resistance of AI

Next Tuesday, we’ve been asked to present to an organization on how AI can be optimized to support work productivity. It’s the first time we’ve been asked to speak positively about it, so without question we said yes.

But for the past six months, the request for speaking on AI has been very different. “Can you talk to our executive team about how to protect our organization for AI?” “Can you do a presentation on AI bias and how it can’t replace recruiters?” “Can you present our AI policy to our team?” <- this last one basically was “You will be fired if you use ChatGPT”. We politely declined them all. After all, at Elevated we don’t believe that HR should be the face of bad news, negativity or protecting organizations. That’s a job for the leadership team.

The truth is we have really embraced AI in our work – and we know there is so much more to capitalize on. We also know that AI is still evolving (for example, we recently started using a video production company we thought was going to blow our minds for our learning management… it didn’t quite do what we wanted it to do, but it’s coming). The truth is AI allows us to support over 2500 employees across North America with less than a dozen team members (which in fact, is mind blowing!)

So how do we stay responsible with AI? We are consistent with what we use, we try it, and we share our findings. We are transparent with each other when we use it. We don’t share company secrets (us or our clients). We stay curious and committed to quality. And that’s pretty much it. I feel secure with our program, recognizing this is still a major journey. And oh yeah – not be stupid about it.

At the end of the day, we still don’t think AI will replace humans. But we do think it allows us more time to be human with the things that matter.

Working with a Fractional HR Team

Elevated is a Fractional HR Team specializing in unique people and culture programming. We work with leaders (ideally the CEO or President and their executive team, because hey, they set the stage) in organizations from 5 to 100.

What is Fractional HR?

Well, it’s just that. Fractional. Which means that based on the leadership capacity within an organization, our impact varies. We aren’t on site, we aren’t there full-time, but, we definitely punch out of our weight class and get a ton done (if leadership lets us that is!)

The top 5 ways Leaders and organizations use us “fractionally”?

• Identifying strengths and gaps in current HR programming: Most organizations know they are weak in certain areas, but they don’t always recognize how great they are! In turn, it’s hard to build out HR programming when you don’t know what you don’t know. Our Assessment helps to give clarity and movement forward!
• Compensation Data: Our partnerships with PayScale, Mercer and Salary.com provide us with normalized salary data for almost every industry, every position in every location. While compensation is both an art and a science, we can help organizations feel good about their strategies and work towards further compensation transparency to support equity.
• Recruitment: While we don’t profess to be head-hunters or true recruiters with a bench of talent in our back pocket, we are pretty good at writing job advertisements (which is different than a description), designing employment brand strategies, screening resumes, phone screening candidates, references and background checks. We take the burden out of the administration side of recruitment, so hiring managers can focus on bringing on the right “add” to the team.
• Implementation of HR Technology: We have relationships with Bamboo HR, 15Five and several Learning Management and Payroll Systems. We help you to navigate which tech is right for you, implement it and then optimize it as users become more accustomed to the technology.
• Leadership Development: We started building customized curriculum for organizations back in 2015. But now we offer our own experiential leadership training that helps individuals and align an entire team. Organizations can choose to put one of their leaders in the course or all. The advantages of all means that there is entire alignment and the curriculum is customized, optimizing on organizational values. If an individual joins a peer cohort, they get to learn and experience from others.

Want to see how a fractional HR service could benefit you? Reach out to [email protected]!

Disrupt HR 10.0

On September 21, 2023 Elevated will be hosting Disrupt HR in Calgary. Tickets are almost sold out and we’re fairly certain that by the time we publish this, they will be completely sold out. But just in case here’s the link to a ticket: Disrupt HR YYC 10.0 Tickets.

We started sponsoring DisruptHR YYC back in May of 2016. We knew that we needed to be part of an opportunity to change the way HR looked…at well…HR.? Disrupt HR was started by Jennifer McClure in Ohio and is now a global movement.? It was designed to be an information exchange and shake our world up - to encourage others to do things differently.

The best part about Disrupt HR is that all speakers have to apply. If they get chosen, they have 5 minutes to impress (not sell). The slides – well that’s also fun – they go whether the speaker is ready or not at 15 seconds a slide. So the speakers not only need to be good, they need to work well within a framework.

One last note: this is our last Disrupt HR we’ll be powering. After 10 shows in 7 years (minus a pandemic), it’s time to hand over the reigns to someone else.? So this 10th show – we just know it’s going to be an absolute banger and we hope you’re able to join us!? And if you can’t, be sure to watch the videos we’ll post.

Oh and we also would like to give a big shout out to Ceridian for stepping up and sponsoring this 10th event! Partners like you are so valued and you help to make the show even better!

#RecFest – Nashville September 13 and 14

They say Nashville is like the Stampede on crack. They aren’t wrong. So when RecFest UK decided to make it’s inaugural event in the US there, we just couldn’t say no.

#RecFest is for talent acquisition specialists, hiring managers and anyone who wants to make recruitment better. Originating in the UK, it focuses on building stronger pipelines, employment branding, and the future of work in general as it relates to formulating talent acquisition strategies.

It should go without saying that we are most looking forward to the AI strategies and tools that we could be using to make recruitment even better.

So stay tuned to major insights and thought leadership as we get to finally connect again with some of our favorite HR peeps: Tim Sackett, SPHR, SCP , Kris Dunn , Stacy Donovan Zapar , William Tincup , Torin Ellis and Lars Schmidt are just a few of the connections we love!?Oh and we’re pumped to see a couple of other Calgarians too: Serge Boudreau and Shelley Billinghurst of The Recruitment Flex !

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