ambrosia vertesti - #hros: open-source comes to hr
TRANSCRIPT
Imagine a community of practitioners dedicated to openly sharing with their peers.
A database of peer-reviewed resources, available to
inspire your work?
Downloadable templates that you quickly action in your own organization.
At no cost to you.
This is the vision – and spirit – driving HROS.
Vision
Build a global community that transforms the field
of HR to become more strategic and innovative by
democratizing access to ideas, education, and
inspiration.
Values
Sharing is caring (openness)
Have an impact (action)
Learn through collaboration (inspire)
The community is greater than the individual (humility)
Our Guiding Principles
Spark Innovation
Accelerate innovation by
sharing proven practices
and resources.
Democratize Ideas
Your don’t need to be a
blue chip company with a
big global budget to have
a proven practice.
Inspire Others
Over 1000+ members
inspiring their peers to
succeed.
Give Back
Companies registered to
open their playbooks and
share practices.
Open Education
Access case studies,
resources, tools, and peers
to accelerate learning.g.
Social Sharing
Join HROS social
communities and share
resources on #HROSOS.
Our Value Drivers
1. Downloadable case study resources
2. Community sharing
3. Peer-to-peer knowledge share
4. Resources (blogs, newsletters, podcasts, tools, etc)
● 2000+ practitioners signed up
● 20+ sign ups weekly from countries all over the globe
● 100+ companies signed up to contribute case studies
● 15+ case studies
● 50,000+ case study views and downloads
● 20+ volunteers
Our First Year. Hey...It’s Catching On!
Anatomy of a Case Study
1. Who You Are and what your world looks like
2. The Problem that the initiative is trying to solve
3. How You Did It not just why or what you did
4. How You Measured It through reporting, analytics, low fives, etc
5. What Went Wrong because nothing is perfect
6. Learnings and key takeaways for practitioners
Example Case Study: Hootsuite
Problem
We had gaps in our CX that was impacting our potential talent pool
Solution
Audit our CX, resulting in new job descriptions, email templates, and CX survey
Results
• 30% increase in qualified applications per job
• Positive response from applications/candidates
• Measure lift to CX survey feedback
Rethinking Candidate Experience
Case Study: Cisco
Problem
Cisco’s business had evolved significantly, but the candidate marketplace still had a legacy perception of the organization as a “networking company”, negatively impacting recruiting.
Solution
Develop and launch a multi-pronged Employer Brand campaign, aligned with our new “Our People Deal” culture manifesto, to help build a more engaging and dynamic presence on social media.
Results • @WeAreCisco account great 10X in one year, earning 2MM
impressions per month. • “Life At Cisco” became the second most trafficked Cisco blog in the
first year. • Instagram account grew to 5,000 engaged following in the first
year
How We Turned Our Social Media Recruiting Around In Six Months
Case Study: Earls Restaurants
Problem
We’ve been measuring engagement for over 12 years and when we missed making the Top 50 employers category in 2012, it prompted us to take a look at what we stood for. Head office was dropping 50% year over year and company engagement hovered around 70%
Solution
Operationalize the Earls employee experience through several people and leader strategies.
Results • Reduced hiring costs by $1 million • Engagement scores increased from 35% in 2012 to 90% in 2014 • 85% satisfaction with training + development programs • +20K of social media advocacy from partners • Increased retention from 28% to 43% • Bersin Deloitte published a study on their work
How Linked Culture and Strategy to Drive Engagement ROI
Case Study: American Heart Association
Problem
Wanted to increase their Diversity engagement and hiring.
Solution
Made a business case for hiring a “Diversity Recruiting Manager” whose role would be solely focused and building talent pipelines in diverse communities.
Results
● 400% increase in diversity application to hire conversion after implementing targeted microsites
● Established new diversity partners that yielded 35 hires in the first year
● Developed #TheAHALife diversity job fairs that yielded 10 hires per event since being launched
How We Made A Business Case For Diversity
What’s Next for HROS?
We’re building this rocket ship as we’re flying. #realtalk To date, this has been entirely self-funded by the Founders. As we work to scale, we’ll be exploring a variety of scenarios that will ensure it is poised for growth, while providing high value to the community.
The one thing we’re committed to, foundational belief for us, is that all of the resources will be available at no cost to practitioners.
Zip. Nada.