Why are Bachelor’s and Master’s degrees required for jobs?  That was the question I was asked the other night by one of the students in my graduate class on human resources management.  At first blush I thought it had to do with cognitive ability (and I was right), but when I don’t know something to be empirically true, my nerd hat comes on and I have to go look it up.

You’d think it would be easy to find – nope.  I spent over an hour on the web searching for any kind of information regarding the relationship between holding a college degree and job performance.  I must tell you that the Internet and I are great friends and have been since forever.  The firm I worked for at the time was a tech company and supported all employees in becoming early adopters of any kind of technology – and I thank them for that to this day.

But I digress.

Anyway, I ended up at the Department of Labor website.  In its Uniform Guidelines for Selection, the DOL says:

The degree of relationship between selection procedure scores and criterion measures should be examined and computed, using professionally acceptable statistical procedures. Generally, a selection procedure is considered related to the criterion, for the purposes of these guidelines, when the relationship between performance on the procedure and performance on the criterion measure is statistically significant at the 0.05 level of significance, which means that it is sufficiently high as to have a probability of no more than one (1) in twenty (20) to have occurred by chance….

In plain terms, what the DOL is stating is that if you want to use any kind of criteria, such as need for a college degree to determine whether or not a person is qualified for a job, that criteria must have some statistically significant positive relationship between it and successful performance on the job. 

This really didn’t tell me why a college degree is required, but it was a start.  So, I did more research and ended up finding two articles that provided my answer.

The first article from The American Economic Review  entitled, “Academic Achievement and Job Performance,” reports research conducted in the early 1970s by Harvard University assistant professor David Wise on whether or not students who get good grades in college increase their earning potential over the course of their career.  They do.  But he also stated that:

The relation[ship] between college quality and grades on the one hand and job performance on the other is not only statistically significant, but is quantitatively important…it appears that the criteria used for selection [into college] is positively associated with an individual’s ability to perform job-related tasks.  The findings of the study suggest that this relationship is not simply due to non-cognitive attributes such as motivation or IQ, which may underlie academic success, but that academic achievement is an important determinant of job performance.

But, Wise also goes on to say that nonacademic attributes are just as important as academic achievement in determining job performance.

The other article I found was from 2009, published in Applied Psychology and entitled,  “Ability and Trait Complex Predictors of Academic and Job Performance: A Person–Situation Approach.”  Kanfer, Wolf and company from Georgia Institute of Technology did a study of 105 college students enrolled in a cooperative school-work program, using a bunch of different cognitive ability, knowledge, and non-ability (personality, motivation, thinking styles, decision making strategies, etc.) tests.

They found that:

Both ability and non-ability trait composites were significant predictors of academic performance, but only the non-ability trait composites predicted job performance…Specifically, non-ability trait composite measures provided incremental predictive validities for all measures of job performance, beyond that of cognitive abilities, knowledge, and grade point average.

The end result is that Wise as well as Kanfer and company say that nonacademic is just as important as academic in determining job performance.  You shouldn’t use the one without the other.

So my friends, requiring a Bachelor’s or Master’s degree for a job is only half of the picture – it demonstrates that the job needs a high level of ability in cognition – thinking, learning and processing information.

Now, what would you use to determine the other half?  Yep, you guessed it.  Once again, it’s all about behavior.

Bachelors – And No, Not The Reality Show is a post from: The HR Whisperer

Just finished reading Ben Eubanks’ blog on men in HR for his “National Geographic Exclusive” and it struck me enough to stop what I was doing and start writing.  Not that I don’t LIKE writing a session description for a total rewards seminar, but…

Good question to explore – why is it that men have traditionally shied away from human resources?  Is it because back in the day “personnel” was purely administrative and considered a short step away from being a secretary, which was typically a woman due to the organizational power structures in the ‘50s?  Is it because, as Ben said, that the compliance part of the job tends to attract more females than males?

Now, I know that Ben is not trying to stereotype and he states that in his remarks.

But, it gets me thinking. 

Personally, I think a lot of women gravitate to HR because of the “friend factor,” meaning that HR folks have to do a lot of listening and dispensing of advice, which is some of what friends do for each other.  Friends also take the good with the bad and roll with the punches and will put up with most things, just as HR does.  Could possibly be a girl thing….could possibly be not; research has found that women’s focus on relationships is what leadership truly needs today to get ahead.

Ben says,

“I don’t want to lay any blanket statements on the ladies out there, but my little experience seems to point to most of them focusing on compliance and how to keep things “safe.” More of the males, however, seem to be focused on how to keep the goals moving forward and holding onto the strategic focus…”

Rather than this being a “men are from Mars, women are from Venus” issue, could the fact that women dominate the HR landscape be because of:

(a) the lasting legacy of administrative work in HR, which has chased away a lot of men,

(b) because women like the relationship part and so gravitate towards HR as it fulfills a need, or

(c) because the work itself has evolved into a compliance-centric model and needs a burning platform.

I’m kinda of going with (a), (b) and (c) here. 

Think about how HR has changed–or not changed–in the past 20 or 30 years.  Big, big focus on compliance.  Big, big, focus on protecting the organization from employee litigation.  Big, big focus on cost control.  Lots of administration. Lots of paperwork.  Lots of women in mid-level roles looking for balance.

To me, it really has to do with society’s view of women and their roles.  It’s not necessarily because HR tends to be compliance-bound.  A great article I found on www.referenceforbusiness.com regarding gender and leadership says,

“Other reasons women ascend to leadership positions less frequently than men are that women most frequently inhabit managerial positions with little power , little advancement opportunity, or where other women are so rare that their presence is attributed to their sexuality or affirmative action…outside their paid jobs, women usually have significant responsibility for the care of their families and home, thereby depleting the energy they might otherwise devote to the pursuit of leadership positions of consequence…”

Now, granted this article is several years old, but I don’t believe a whole lot has changed in society quite yet, athough I do believe the sea change will be hitting hard come 2018-2020 when over 50% of the workforce will be women.  

It’s interesting that men are in the minority in HR, but yet may be perceived as the go-getters and strategic focusers.  It’s probably because of the unconscious bias of society toward working women.  Or, it could be the function of HR.  Or, it could be simply one thing…

We women are tired from all that multitasking.  Coffee, anyone?

Is It Really A Men Are From Mars, Women Are From Venus Thing? is a post from: The HR Whisperer

I was watching an old Cesar Milan rerun the other day on how to train puppies and in it he introduced a new pitbull puppy named Junior.  Now for anyone who watches the Dog Whisperer, you know that his all time fav and constant pit companion, Daddy, passed away in February of this year at the ripe old dog age of 15.

In Cesar’s Way magazine, Milan discusses his selection of Junior:

“…when the time came – about a year-and-a-half ago – I took Daddy along. Any newcomer in our house would first have to get Daddy’s approval. That’s how we wound up at the home of a friend whose female pit bull had given birth to a litter about two months earlier. One puppy, all gray with just a little dash of white on his chest, caught my attention immediately. Some people – the Dali Lama, for instance – have this calm energy. So do some dogs. Daddy has it. And I quickly realized that this little gray puppy had it too. In fact, he reminded me of Daddy when he was a puppy…”

This got me thinking about succession planning.  That is what Milan was doing when he found Junior – preparing for a new Daddy or top dog.

When was the last time you had succession planning on the agenda?

Executive transition is a crucial moment in any organization’s life and should be broached even when nobody’s anticipating a change in leadership.  Think back to 2004 when McDonald’s CEO Jim Canalupo died from a heart attack; the company named Charlie Bell six hours later.  Then a few weeks after that, Bell was diagnosed with cancer and the board again needed to make a replacement.  Sometimes a company has time to prepare – and sometimes they don’t.

Without a plan, an executive leaving can be uncertain, painful and difficult, both operationally and politically.  It’s hard to think strategically when you’re busy putting out a fire.  So, here’s three things to think about in preparing for succession.

Have a bus book.  Robert VanHook and Jackie Eder-VanHook call this the “what to do if the executive is hit by a bus” plan.  A bus book is a compendium of critical information about an organization.  While it doesn’t take the place of succession planning, the book can help an interim executive get up to speed while the organization assesses its next step.  Bus books should include contact information, organizational policies and procedures, financial statements, audits, budgets, board minutes, staff lists and resumes, important contracts, etc.  Remember, it’s a supplement to the succession plan, not a substitute.

Ensure that there is a succession contingency plan. With a plan in place, the organization will have coverage while leadership decides what its next step should be.  The plan should include an assessment of where the organization is, where it wants to go and what kind of leadership it needs to help it get there.  The plan should also include an outline and timeline of succession procedures, a communications plan that discusses who should be told of executive departures and when, a plan for how the leader will be replaced and a financial plan for covering the costs of replacement, whether the successor comes from inside or outside the organization.

Align the succession plan with the organizational strategy from a people as well as a business perspective.  This is key.  There are a ton of examples out there of senior leaders brought into place in a succession arrangement – and failing spectacularly.  Emotional intelligence is just as important as business acumen.  Think of when Sam Walton retired in 1988 and put David Glass in place.  Wal-Mart did great financially, but from an emotional intelligence perspective, not so much.  Same thing with Carly Fiorina and HP.  Great culture shift when she took over the reins, but at a huge cost to employees.  It was no surprise that employees at one of the HP plants passed out Ding Dongs to announce “the witch is dead” when Carly was fired in early 2005. 

Finally, make sure that your succession plan has a process to recruit high potential employees, develop their skills and abilities and prepare them for advancement.  Succession planning is not just for senior leadership positions; it is often the mid- level positions that are the most crucial to the organization in terms of business and cultural success.  These mid-level positions are a great feeder pool and often are ignored in favor of bringing in someone new in. 

Planning takes energy and time but it’s worth it.  Do you have a Junior ready in your organization?

Succession Planning for the Top Dog is a post from: The HR Whisperer

So, you’ve been laid off, downsized, right-sized, middle-sized, whatever, and now have to start looking for work.  It’s been a tough couple of years since this damn recession started and that’s not making things any easier.  I know.  I’ve been writing resumes left and right for folks who have been blindsided by the economy and the fact that there just doesn’t seem to be any jobs out there.

There are so many people with really strong resumes that are not even getting a call, never mind an interview.  Breaks my heart.

But, there ARE jobs out there.  You just have to find them – and they may not be in a place where you’ve traditionally been looking.

Instead of trying to find a job in your present field, have you thought about the idea of “reinventing” your career?  Many skill sets are transferable to different jobs, different fields and different industries.  Maybe it’s the time to start thinking about moving into a new, perhaps more realistic direction.

Reinvention is about finding your true calling; your passion.  One of the greatest feelings is doing what you love, all day, every day.

I’m fortunate to be one of those people.  Rehabilitating organizations and developing talent is my game and that gives me the opportunity to do pretty much anything I set my heart on.  I had to reinvent myself in the late 90s after leaving a long-term career in a very large organization.  I had a job, but decided to chuck it and start fresh in another state.  Scared?  Heck yea.  But I took the plunge, survived and thrived.  Trust me; you can, too.

While you’re waiting on that call from the recruiter, try doing some of these things.  You never know; you may just reinvent yourself and when that call comes say, “No thanks, I’ve got my dream job.”

Listen to your heart.  Think about all of the things you’ve always dreamed of doing, especially those things that you would do even if you weren’t paid to do them.  Tory Johnson, CEO of Women for Hire calls this “heartstorming.” If your passion is organization and you find that you like keeping things in order, why not think about using that skill set to start a new career or self-owned business, such as managing Medicare or health records for the retiring boomers.  The key here, according to Johnson, is to ask yourself, “What’s standing in my way?” and then developing a plan to get around those barriers.

Start brainstorming.  Think back through your last few jobs. Make a list of the skills and tasks you do daily.  Think about how these skills could used in industries or jobs outside of what you currently do.  Many skills, such as sales, are easily transferable. As you begin to look at opportunities are available in other fields, search for similarities in the job descriptions and the skills on your list.  One of my clients wanted to follow her dream by moving from the retail corporate world to the child development nonprofit arena.  Highlighting her sales skills were what helped her make the transition because the new organization needed someone who could positively influence others to make donations.

Go back to school.  There’s no time like the present to get additional knowledge and skills.  As a matter of fact, tons of people are flocking to undergrad and grad schools alike to pick up that degree they never started or finished.  While you’re in school, check out different courses and curricula related to your interests.  Heck, take a cooking class just for fun.  Who knows, maybe you’ll be the next top chef! 

Check out the local free career center or one-stop.  If funds are limited, check out the local library, career center or one-stop to see if there are any free classes available.  Career centers also offer information on new positions and job openings, resume writing services, interview help or specific job training.  Many local nonprofit organizations also offer free career planning and development services or courses on entrepreneurship.  They may also be able to hook you up with an internship in your area of interest.  Yes, even 40-somethings can do internships; they’re not just for college kids anymore.  Boston.com has some great ideas for folks in the career change mode.

Volunteer.  Yes, do something for an organization without payment.  Don’t have a job right now?  Have some spare time?  Volunteer.  Pick a nonprofit or service organization that supports one of your passions.  Many people start out by volunteering and end up with full time paying gigs.  It’s a great way to keep your head in the game and build the resume at the same time.  Who said career listings on a resume all have to be paid work!

Network…and then network some more.  Let’s be honest with ourselves.  Getting out there and talking to people, making contacts is one of the most productive things we can do.  Talk to friends, neighbors, contacts from old jobs.  Let them know you’re interested in a new career.  They may not know of anything at the moment, but that conversation could lead to something positive down the road.  Have that one-minute elevator speech handy.  You never know; that person standing in line in front of you in the grocery store may just be your ticket to a new career!

Finally, 

Have a good attitude.  How you feel about yourself and your search will be directly reflected in your resume and in your interviews.  Think of this as an opportunity to regroup, refresh, re-energize.  When a door closes in one place, a window can open in another.  As I used to say to my kids, “Patience, Iago”  (comes from the Disney movie, Aladdin).  Good things come to those who take the time to seek them out.

Now, go get ’em.  You can do this!

A New Career, Anyone? is a post from: The HR Whisperer