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About the vlog:

I have been listening to analyst calls for public companies for years and have been part of leadership teams that are raising capital and I am always amazed at the lack of questions around a company's human capital / talent mgmt practices.  

 Yet I know that investors recognize how important the human capital assets of an organization are but there's very little attention paid to it. I have seen companies that are human capital intensive literally implode when these basics fundamental talent mgmt. strategies aren't in place.

 I can only surmise that there's a lack of understanding as what to ask as well as difficulty with measurements and benchmarks. In fact, if you have been following the public meetings that the SEC has been posting,  ...

The SEC Human Capital Disclosures discussion is heating up again.  The SEC indicated it will propose a rule in 2022 focused on enhancing disclosures about companies’ human capital management.  

Many investment firms are pushing hard for this disclosure and even if you aren’t PE backed or a public company, when these mandates become a reality, there will be a trickle down effect to all HR functions.

IMHO, this is all really good news for the visibility and progress towards getting the backing for more data driven tool and resources for HR functions.

With more data, comes a more strategic role for HR and ultimately, better employee experiences.

In this vlog recording we highlight excerpts of the letter to Chair Gensler from the Working Group on Human Capital Accounting Disclosure Petition for Rule Making as well as the SEC open meeting held on 09.21.2022 IAC (Investor Advisory Committee ) Meeting Part 01 where the SEC invited a panel* to share their findings, perspectives and actual measur...

I think you would agree that having more Chief HR Officers and Chief People Officers on boards will bring companies into the modern age of the Talent Revolution.

We know it might feel like an impossible mission but with each new CHRO that is added to a board, it gets easier for everyone else. 

Board members are seeing the value a CHRO can bring and then will spread the word to other board members. I know that was the case for me at my last company with 2 CHROs sharing talent strategies with me and my ELT that literally turned our company around. 

There are other reasons to be hopeful…

• Since 2017 there has been a 300% increase in CHROs on Boards according to Allegis.
• The SEC’s Human Capital disclosures discussion is being revived and refined and Investors with over $6.6+ trillion in assets are pushing for more quantifiable disclosure
• Just last month I had a public co. ask for a referral to a CHRO for their board and now they are in the interview process with Nom and Gov.
  

With 2 years of significant transformation, The Great Resignation, and continued C-Suite concern/focus on talent acquisition and retention, HR and the people function have been at the front line. Yet corporate boards still do not have many people with strong backgrounds in HR. ¹

 In fact, while the number of board members with HR backgrounds has nearly doubled in the last 3 years, from 6 to 11% according to NACD – it is still only 11%.²

 In addition, when global CEOs were asked about their top internal obstacles, lack of quality talent ranked #2 – further underscoring the need for CHROs and CPOs to have a seat at the table in corporate governance.³

 In today’s vlog Susan Madonia and I speak with two impressive Executive Partners at ECC who will share with us their experiences on 20 boards.  Jill Smart and Wayne Sales (board experiences listed below) discuss the need for CHROs/CPOs on Boards and insider tips on how to get on boards.

 Make sure you listen to the end for advice to CHR...

In today's VLOG post we hear from  Nina Boone, Korn Ferry's North American D&I leader from a previously recorded member pop-up group. Watch this today as full VLOG post will only be available to non-members for a limited time!

 Here were some of our member comments from the session (paraphrased for brevity):

• Managers must acknowledge it is their responsibility to get their employees back on track
• People give opportunities with people who they connect with, trust, feel comfortable with.
•  Reminded me about career-pathing
•  Many jobs have ... requirements that inadvertently perpetuate d&i issues
•  Getting to the root cause through quantitative and qualitative data - voice of the people. Asking critical questions of leaders on what they've done to prepare those high potentials; gauge their level of ownership and accountability
• How many talented individuals are left out of the development conversations because no one "knows" them? In banking, much of business is done with people t
...

BIG HR 2017 POWER Networking time at the PepsiCo/Frito-Lay Lobby.

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We all know how hard it is to find great recruiters these day.  One key to retaining great recruiters is providing targeted coaching to help them be successful.  To provide targeted coaching, you need to have KPIs to coach objectively and know where they need help.

In this short vlog we talk about recruiting key performance indicators to help with coaching for results. 

Hint:  It is much like being a VP of sales and coaching for revenue.

Enjoy, Cindy Lu

Founder of CHRO Partners

ps. Prefer to read this? See Machine Generated Transcript below

(00:00):

Okay. So we all know how hard it is to find people these days and providing your talent acquisition team, the kind of support and coaching they need is what you're going to do to keep them. So when they fall off, then you're in trouble. And I think there are quite a few talent acquisition professionals who are pretty burned out these days. So how do you provide the right kind of coaching and guidance that they need? Well, th...

It's always hard to find great talent but as you know it's even more challenging than ever now.

I hear candidates tell me how their excitement wains during the long silences between interviews and that is hard to recoup.

Keeping the momentum going in the search process is SO critical to getting the candidates of your dreams to say YES! to your job offer.

In today's vlog we talk about a simple tip on how to empower your recruiters, streamline the process and give the candidate a great impression and experience!

Enjoy, Cindy Lu

Founder of CHRO Partners

ps. Prefer to read this? See Machine Generated Transcript below

(00:00):

Hey there. This is Cindy Lu, and I want to share with you one of my favorite tips to keep the momentum going when you're doing a search for a top candidate. First of all, why is it important to keep that momentum going? There is something about a company that is decisive that has smooth processes that is so attractive to candidates. So when there are big...

The 80/20 rule in recruiting says that typically 20% of your positions will take 80% of your internal recruiters time. 

In today's vlog post we talk about when it makes sense to use a search firm right away to decrease time to hire.

Enjoy, Cindy Lu

Founder of CHRO Partners

ps. Prefer to read this? See Machine Generated Transcript below

(00:00):

Hi there. This is Cindy Lu, and we are in our third video on talent acquisition. I know it's a tough space to be in these days. So as a CEO, as a hiring leader, perhaps a C H R O one of the things to really consider is when to outsource a position versus when to keep it in house. All right. So you probably have a pretty good feel for those positions that take up a ton of time for your recruiters. Many firms have rules like, you know, we're not going to send it to a search firm until it's been opened for 90 days. And so here's my advice to you. If the position is one of these positions that takes up a ton of time for your recruiter...