The role of HR has evolved. Meet the 21st century HR Leader

LinkedIn Talent Solutions

13 Jan 201603:01

Summary

TLDRThe evolution of HR's role from a functional to a transformational one is highlighted in this script. With the advent of technology and social media, HR has become a brand builder, leveraging data for better decision-making. HR professionals must now be marketers, analysts, and communicators, creating a compelling employer brand to attract and retain top talent. LinkedIn stands as a partner in this journey, offering the necessary tools for HR to excel in their multifaceted role.

Takeaways

📈 The role of HR has evolved from being functional to transformational, requiring new skills and strategies.
🔍 The first step in recruitment now starts online with candidates researching the company and its HR head's LinkedIn profile.
🌐 Social media has made employer branding crucial, as it influences the perception of the company by prospective employees.
🤝 Employees act as ambassadors for the company, sharing their experiences and contributing to recruitment efforts.
🛠️ Technology has provided HR with tools to access a wider pool of talent, including passive job seekers.
📊 HR leaders must now be data-driven, using analytics to make better hiring decisions and improve company efficiencies.
🗣️ Effective communication is key for HR, as they need to convey the company's narrative and inspire employees.
🛡️ Building a strong employer brand is essential to attract the right talent and deliver value to the company.
🔑 HR must provide employees with the right tools to efficiently identify and refer suitable candidates for open positions.
🤖 The overwhelming amount of data available to HR requires the ability to analyze and derive insights for strategic advantage.
🤝 LinkedIn offers tools and insights to HR professionals to support them in their multifaceted roles.

Q & A

How has the role of HR evolved with the advent of technology and social media?
-The role of HR has evolved from being purely functional to transformational. It now includes building an employer brand, utilizing data for decision-making, and leveraging technology to access a wider talent pool, including passive job seekers.
What is the significance of an employer brand in today's recruitment process?
-An employer brand is crucial as it influences the perception of potential candidates about what it's like to work at the company. It's shaped by the experiences shared by current employees on social media, which can attract or deter prospective talent.
Why is it important for HR to be a brand builder and a marketer?
-HR needs to be a brand builder and a marketer to create a compelling narrative around the company's culture and values. This helps in attracting the right talent and showcasing the organization as an employer of choice.
What role do employees play in the recruitment process today?
-Employees act as ambassadors for the company, sharing their experiences online which can influence the perception of potential candidates. They are often best placed to identify suitable candidates to join the team.
How has technology impacted the way HR accesses talent?
-Technology has opened up access to a broader pool of talent, including those who are not actively seeking jobs. It allows HR to directly reach out to qualified candidates and engage with them proactively.
What tools does HR need to provide to employees to make them effective recruiters?
-HR needs to provide employees with a strong employer brand, a clear company narrative, and an inspiring work environment. This empowers them to efficiently identify and refer suitable candidates.
What new responsibilities have HR leaders taken on with the influx of data in the recruitment process?
-HR leaders have become analysts and insights experts, utilizing the vast amount of data available to improve hiring decisions, increase efficiency, and retain talent.
How does the script suggest HR should use data to improve decision-making?
-The script suggests that HR should use data-driven insights to understand the needs and behaviors of potential candidates, which can lead to better hiring decisions and more efficient processes.
What is the first step a prospective job candidate takes in the recruitment process according to the script?
-The first step a prospective job candidate takes is to conduct an online search about the company and the head of HR, including checking LinkedIn profiles, to gather information about the company culture and work environment.
What is the role of LinkedIn as a partner to HR in the script?
-LinkedIn is presented as a partner providing HR with the necessary tools and insights to build the employer brand, connect with talent, and utilize data for better decision-making in the recruitment process.
How has the recruitment process changed from traditional methods to the current approach?
-The recruitment process has shifted from traditional methods like placing ads in newspapers to a more proactive and digital approach, where HR uses technology and social media to access a wider talent pool and engage with potential candidates online.

Outlines

00:00

🛠️ Evolution of HR Role

The script discusses the transformation of the HR department from a functional role focused on traditional tasks like payroll, training, and recruitment to a more strategic one. With the advent of technology and social media, the HR role has evolved to include employer branding, leveraging social media for recruitment, and understanding the company culture's impact on the employer brand. It highlights the shift from passive recruitment to active talent sourcing and the importance of employees as ambassadors for the company.

🌐 The Impact of Social Media on Recruitment

This section emphasizes the role of social media in shaping the perception of a company's workplace culture and the employer brand. It explains how the first step in the recruitment process now involves online research by prospective candidates, who scrutinize not only the company but also the HR leader's LinkedIn profile. The HR head must now be adept at building and maintaining a strong employer brand and must utilize digital platforms to engage with potential hires.

🔍 Access to Passive Talent Pools

The script highlights how technology has opened up access to a vast pool of passive candidates, those who are not actively seeking new opportunities but may be interested if the right opportunity presents itself. HR professionals now have the ability to directly reach out to and engage with this talent, which was previously inaccessible without waiting for them to apply.

🛠️ Tools for Employee Recruitment

The HR department's role has expanded to include providing employees with the necessary tools to effectively identify and recruit new team members. This involves creating a compelling employer narrative and an inspiring work environment, as well as equipping employees with the means to share their experiences and attract potential candidates.

📊 Data-Driven HR Decisions

The script underscores the importance of data in HR decision-making. With the influx of data available to HR leaders, there is a significant opportunity to enhance the hiring process, improve efficiencies, and retain talent. HR professionals must now be adept at analyzing and utilizing this data to make informed decisions.

🏆 The Multifaceted Role of HR Today

The final part of the script encapsulates the multifaceted nature of the HR role in contemporary organizations. The HR head is now expected to be a brand builder, analyst, communicator, motivator, and collaborator. The script concludes by positioning LinkedIn as a partner in providing the necessary tools and insights to excel in these various roles.

Mindmap

Keywords

💡HR

HR, or Human Resources, refers to the department within an organization responsible for managing personnel functions. In the video, HR's role has evolved from a functional one to a more strategic and transformational one, focusing on building employer brands and leveraging technology for recruitment and data analysis.

💡Payroll

Payroll is the administration of employee wages, salaries, bonuses, and deductions. It was initially a core function of HR, as mentioned in the script, highlighting the traditional responsibilities that have since expanded with the advent of technology.

💡Policymaking

Policymaking involves the creation and implementation of rules and guidelines within an organization. The script indicates that this was a part of the original HR role, emphasizing the shift from merely creating policies to a more proactive role in shaping company culture and employee experience.

💡Recruitment

Recruitment is the process of attracting, screening, and hiring new employees. The video discusses how recruitment has changed from traditional methods like newspaper ads to leveraging technology and social media for a more proactive and data-driven approach.

💡Employer Brand

An employer brand is the image and reputation of a company as an employer. The script explains that with social media, every employee becomes an ambassador of the employer brand, sharing their experiences and shaping the perception of potential candidates.

💡Social Media

Social media platforms have transformed how HR operates, as highlighted in the script. They have made company culture and employee experiences more transparent, influencing the employer brand and recruitment process.

💡Brand Builder

A brand builder is someone who creates and nurtures a brand's image and reputation. In the context of the video, the head of HR is now expected to be a brand builder, enhancing the employer brand to attract top talent.

💡Marketer

A marketer is responsible for promoting and selling products or services. The script suggests that the head of HR must also adopt a marketing mindset to effectively promote the company as an attractive place to work.

💡Communications Expert

A communications expert is skilled in conveying information effectively. The video emphasizes the need for HR leaders to be adept at communication, particularly in crafting compelling narratives about the company and its work environment.

💡Data-Driven Insights

Data-driven insights refer to the process of making decisions based on the analysis of data. The script mentions that HR leaders now have access to vast amounts of data that can inform better hiring decisions and improve operational efficiencies.

💡Motivator

A motivator is someone who inspires and encourages others to take action. The video describes the head of HR as needing to be a motivator, particularly in empowering employees to act as recruiters and ambassadors for the company.

💡Collaborator

A collaborator works with others to achieve a common goal. The script positions the head of HR as a collaborator, working with various stakeholders within the organization to build a strong employer brand and foster a positive company culture.

Highlights

The role of HR has evolved from being functional to transformational.

Technology and social media have reshaped the HR landscape.

Employer branding is crucial as every employee is an ambassador.

Prospective candidates research companies and HR leaders online before applying.

HR leaders need to be brand builders and marketers in the recruitment process.

Technology provides access to a wider pool of passive candidates.

Employees are a valuable recruitment source, identifying suitable team members.

HR must provide employees with tools and a strong employer brand for effective recruitment.

Data analytics is integral to HR decision-making and talent acquisition.

HR leaders must be adept at utilizing data for better hires and retention.

The HR role now encompasses being an analyst and insights person.

LinkedIn offers tools and insights to support HR professionals in their evolving roles.

HR is responsible for building an employer brand to attract the right talent.

Data-driven insights are key to improving efficiencies and delivering value for the company.

HR leaders must connect with the right people to hire the right talent.

The modern HR professional is a brand builder, analyst, communicator, motivator, and collaborator.