The HR Daily Advisor team is at SHRM 2023 in Las Vegas, Nevada! At this year’s 75th annual conference, we’re learning from industry experts, growing our networks, and collecting best practices to share with our audience.
We’ve sat in on excellent sessions, networked with professionals, and listened to leaders expand on the future of HR. We’ll review some best practices we’ve learned in multiple areas:
Building a Personal Brand
“Companies have their brands—their promises to their customers,” Nadia Ali of LinkedIn explains. And for job seekers, “You have a promise to other people as well. You have a promise of how you’re going to show up at work, how you’re going to show up within those teams.”
So, what goes into a professional brand? How do you market yourself as a candidate?
- Showcase your unique value,
- Determine your values,
- Set goals for the future, and
- Polish your social media to reflect the above.
For both job seekers, and companies, keeping these tips in mind will help attract people who fit into their ideal culture.
Future Proof HR
As the world rapidly changes around us, it’s essential for companies to stay on the cutting edge of workplace trends. While future road bumps may be impossible to fully predict, George Boone, Senior Manager of OE/Talent Management, and Roselle Rogers, Executive Director of DEI Strategy, of Miratech shared best practices to future-proof your workforce:
- Build a diverse talent pipeline,
- Find and engage with under represented groups,
- Enhance community connections,
- Leverage AI to remove bias, and
- Embrace blind hiring tools.
AI Best Practices
Speaking of the future of work, it’s clear that artificial intelligence (AI) is rapidly making a home in the HR space. But, as much as this technology can benefit your workforce, leaders must strive to ensure that the algorithms are bias free. Bill Curtis-Davidson, Co-Director of PEAT, advised HR teams to:
- Discuss bias mitigations and DEI risk with your AI vendors,
- Ensure that your team understand the process and implementation of this technology,
- Be transparent and proactive with candidates in how AI is used in the hiring process, and
- Create mechanisms to gather feedback.
Afterall, technology is only as powerful as the people behind it, and leaders should strive to create an inclusive, accessible space.