A Paradigm Shift in The CEO From HR - How To Bring In Talent And Turn It Into A Resource

Image Source: Flickr
In today’s volatile business environment, where uncertainty reigns supreme and trust is scarce, CEOs need to be more nimble than ever in order to keep pace. In order for them to do so, they need to be able to easily access their company’s talent pool on a 24/7 basis, and not just during their off-hours.
And that’s why the emergence of HR as a critical new center of power has become so important. If you have an untapped resource at your disposal like we do right now and you want it working for you instead of against you, then here are five ways that you can make the most of your role as the CEO from HR.
blog3
Build a 360-degree Talent Onboarding Program
If you want to start winning talent wars, then the first thing that you will need to do is start building an onboarding process that efficiently brings new talent into your organization. While you may already have a solid onboarding program in place, it’s important to keep in mind that the wave of technological disruption is quickly turning everything on its head.
And this can be accomplished through reskilling courses and programs. Employees also want to feel challenged and excited when they learn new things. If this doesn’t happen, then the learning won’t stick and will be forgotten quickly. Fortunately, there are many ways that you can help people have a successful learning experience.
HR has the Rare Opportunity to Invest in Upcoming Talent
The fact that 70% of current employees say they’re in their current job because they don’t want to experience the “pain” of unemployment should be music to the ears of HR departments. This means that there is a significant opportunity to upskill and invest in the potential of new talent.  
And if you want to be ready for what’s next, then it’s important that you keep an eye on how the rest of the world is going about onboarding employees. There are a few things that you can do to make sure that you’re ready for this transition.    
First of all, you’ll need to reconfigure your team’s workflow so that the flow of new hires is no longer interrupted. This means that you will also need to re-architect your team’s workflow so that new hires don’t get stuck behind the same people all the time.
Additionally, it may be a good idea to start focusing more on the process and less on the outcome when it comes to hiring new talent. Of course, you may want to hire someone who has certain skills and credentials, but if your hiring process ends up focusing on these things more than the person, then you’re probably doing it wrong.
Embrace AI and Cognitive Services As A Core Service Provider
Cognitive Services are a set of machine learning algorithms that Microsoft has developed to solve problems in the field of Artificial Intelligence (AI). The goal of Cognitive Services is to democratize AI by packaging it into discrete components that are easy for developers to use in their own apps. The next thing that you will need to do is to re-think the role of your internal recruiters.  
And while there’s no question that internal recruiters have a role to play, it’s also important to understand that they are no longer the main player when it comes to hiring. And yet, the majority of companies still treat their internal hire-ers as they’re would buy groceries: They are the ones who bring in the basic commodities, do the most basic data analysis, and then turn around and hire someone to do the more complex jobs.
This is a serious waste of resources, especially if you consider the fact that a few AI and cognitive services can help you bring in a much more targeted pool of candidates.
Make The Company’s Data Work For Employees, Too
Another thing that you’ll want to start doing is to make the company’s data work for employees, too. This means that you’ll want to make sure that you’re empowering your employees to control their data, which is why you’ll want to start building an open data infrastructure that any employee can plug into.  
Beyond that, it’s also important to make sure that all the people who have access to the data have a clear understanding of what the data can and cannot do. This means that you will want to make sure that there’s a trust and safety layer that prevents people from doing things with the data that they shouldn’t be doing.  
And for most organizations, this will involve setting up an entirely new data infrastructure, one that puts employees in control of their own data, and one that promotes a culture of trust, transparency, and accountability.
blog3
 Engage with Employees Through Events and All-Staff Meetups
Another thing that you’ll want to start doing is to start engaging with your employees through events and all-staff meetups. The best meetups often include a mix of topic-based meetups and off-topic ones, and they should be held at times and locations that are convenient for both the employees and the executives in charge of running the company.  
The best meetups are often the ones that are free, casual, and unstructured in nature. And best of all, they don’t need to have a formal structure in place in order for them to be effective. Best of all, best meetups are the ones that take advantage of the fact that employees are generally more willing to open up to their coworkers than to the CEO.
And so, it’s important to keep the following things in mind when it comes to running effective meetups.
blog
Provide Employee Satisfaction Programs to Cultivate Loyalty And Trust
The last thing that you will want to start doing is to start providing employee satisfaction programs to cultivate loyalty and trust. The best programs are the ones that are designed to help employees feel valued and appreciated, and they’re also the ones that are designed to help them see the larger picture and avoid burnout.  
The best programs are the ones that are based on employee feedback and engagement, and they’re the ones that are designed to help employees understand the company’s mission and direction.
The best programs are the ones that are based on trust, transparency, and accountability, and they’re the ones that are designed to help employees feel like they are part of something bigger than themselves.
Wrapping Up
Today’s CEOs need to be even more agile than ever before. They need to be able to access their company’s talent pool on a 24/7 basis, and not just during their off-hours.  
If CEOs want to make the most of this resource, then they need to take advantage of new technology, like AI and cognitive services, and new approaches to recruiting, like events and all-staff meetups.