Are we too siloed in HR?

First up, why am I sharing a photo of me in a 1970s gold lamè outfit? Because this is one of my favourite times. We had come out of COVID lockdowns and had got Talentpalooza up and running again!

The theme in 2023 was, Peace Love and Talent - and we had a 'nutbush' afternoon dance break. It was so funny for our international visitors who were in awe that 300 people all knew how to do the nutbush!

Recently I have been reminiscing about all our Talentpalooza events as I try to explain to others what it is.

We are excited to say, we are bringing it back for 2025. Our theme will be Rebellion: Spark Change Today. We already have some great speakers lined up including some joining us from the USA, UK and Europe. If you want to put your hand up to speak or do something rebellious, get in contact with me or head to the Table Table website for more information.

If you want to Partner to support Talent Table bringing this to a highly engaged Talent audience, get in touch with me. There are some fun ways to get involved if you are a HR Tech vendor.

You don't want to miss this - we are pulling out all stops to make this the most rebellious HR event ever!

What's on my mind!

I have been working in HR and TA for over 30 years. And it would be fair to say, that I have seen a lot and learned a lot but there is one thing for me that hasn't changed a lot.

HR still works in siloes.

I have worked with HR Business Partners that would not share data with me on team salaries or who was being performance managed as it was 'confidential.' The argument that we were both in HR didn't seem to matter. Often I found myself working around HR to get what I need to recruit for a team with the hiring manager actively sharing information with me.

And to be fair, when I specialised in TA in 2005, I quickly signed up to the mantra that TA was special and we needed a seat at the table - and that we were not the same as HR.

Building on that experience, through Talent Table events, I am exploring why breaking down these silos is crucial for effective talent management and organisational success.

The Cost of HR Siloes

HR silos can significantly hinder an organisation's ability to attract, retain, and develop top talent. When different HR functions operate in isolation, it can significantly hinder an organisation's ability to effectively plan and manage its workforce. Here's how:

Duplicated efforts

At our last event where we explored with Ben Da Costa from Noble Agency, why the EVP needs to go across the entire employee life cycle, he pointed to numerous times he has gone to meet one part of HR to consult only to find that each area was working projects that would have an impact and yet, TA or Employer Marketing had no idea.?

Ben suggests that every project should include someone from each function to create a seamless approach to HR

Lack of Holistic View

Without proper communication between HR functions, organisations struggle to maintain a comprehensive understanding of their talent landscape. This can lead to:

• Ineffective succession planning
• Missed opportunities for internal talent development
• Misalignment between recruitment efforts and actual business needs

Reactive Rather Than Proactive Approach

When Talent Acquisition (TA) operates in a silo, it often results in a reactive approach to hiring. This means:

• TA may not be aware of upcoming performance issues or potential departures
• There's no pipeline of talent ready to fill critical roles quickly
• Hiring becomes a rushed process, potentially leading to poor fits or increased costs

Benefits of Integrated HR Approach

Breaking down silos and fostering collaboration across HR functions can lead to:

Improved Decision-Making By sharing data and insights across HR functions, organisations can make more informed decisions about talent acquisition, development, and retention.

Enhanced Employee Experience A unified approach to HR processes creates a seamless experience for employees, from recruitment through onboarding and beyond

Better Alignment with Business Goals

When HR functions collaborate, they can more effectively align their efforts with overall business objectives.

Strategies for Breaking Down Silos

To move towards a more integrated HR approach:

1. Foster a Collaborative Culture Encourage information sharing and cross-functional projects within HR.
2. Leveraging AI and Data Analytics AI tools can help break down data silos and provide insights across HR functions.
3. Align Objectives and Metrics Ensure that all HR functions are working towards shared goals and measured by aligned metrics.
4. Create Cross-Functional Roles Consider creating an Operations role that bridges different HR disciplines and the tech they use

This will enable HR to better support the organisation in ‘Getting the right team on the field ensuring the right person, in the right job, at the right time, with the right skills, experience, and right mindset.

What do you think? Add your comments below.