Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

Version 1: 

SHRM’s CHRO sat with HR Brew for an interview regarding their civility > equity campaign. I understand the play where they need members of leadership beyond the CEO to be on record pushing their new stance, but all I read was:

1. Be seen and not heard.

2. Separate but equal wasn’t that bad.

Also, the country needs a new DOL Secretary next year, know anyone?

Version 2:

SHRM’s recent focus on civility as a driver of inclusion sparks an important conversation. While respectful communication is undoubtedly important, equity must take precedence in creating truly inclusive workplaces. Without equity, civility can become performative—addressing surface-level behavior while leaving systemic issues unchallenged.

The Role of Civility in Inclusion:

• Facilitating Dialogue: Civility encourages open conversations, enabling teams to discuss differences without conflict.

• Enhancing Psychological Safety: A respectful workplace allows employees to speak up without fear of retaliation, laying the groundwork for trust and collaboration.

• Fostering Collaboration: Civility can bridge gaps between diverse perspectives, ensuring teams work together effectively.

Why Equity Must Come First:

• Addressing Systemic Barriers: Equity ensures all employees, especially those from marginalized groups, have access to opportunities, resources, and support. Civility alone cannot dismantle the structural inequalities that DEI programs aim to address.

• Avoiding Surface-Level Solutions: Focusing solely on civility risks bypassing meaningful change. True inclusion requires addressing biases and inequities, even when it makes people uncomfortable.

• Building Lasting Impact: When equity leads, civility becomes more than just politeness—it becomes a reflection of genuine respect rooted in fairness and justice.

Civility is important, but it cannot take precedence over equity. For HR leaders, the focus should remain on addressing inequities that hinder inclusion while promoting civility as a supporting mechanism. Equity drives systemic change, and civility enhances how those changes are communicated and implemented. 

Did You See This?

The Year-End Hiring Surge: What It Means for Employers

As the year winds down, global employers are gearing up. Allegedly. According to a Reuters survey, 50% of employers globally plan to increase hiring by year-end, defying economic uncertainty and market challenges. This uptick in hiring signals optimism in sectors like tech, healthcare, and renewable energy, but it also highlights evolving labor market dynamics.

Key Takeaways From the Survey:

• Demand for Skilled Labor: Employers are particularly focused on skilled workers, emphasizing roles in digital transformation, sustainability, and healthcare.

• Regional Variations: While many employers globally are optimistic, regional challenges like inflation and geopolitical tensions may temper hiring in specific areas.

• Flexible Work as a Driver: Hybrid and remote roles are key to attracting talent, especially in a tight labor market where candidates expect flexibility.

I say there’s an alleged surge coming because we also know that organizations post a lot of phantom roles to test their market desirability or to fulfill internal hiring requirements. As talent shortages persist, organizations must go beyond filling roles and focus on retention through robust learning and development programs. Additionally, clear communication about career paths and benefits will be critical to attracting top talent in this competitive landscape.

Talent Management 101 (TM101)

“Time to fill” and “time to hire” are common HR metrics, but they measure different aspects of the recruitment process. Understanding these differences can help organizations refine their strategies and improve talent acquisition.

• Time to Fill: Measures the total time from when a job requisition is approved to when an offer is accepted. It reflects the efficiency of your recruitment process.

• Time to Hire: Tracks the time from when a candidate enters the pipeline to when they accept the offer. This metric focuses on candidate experience and sourcing effectiveness.

Why It Matters:

• Benchmarking Success: By analyzing both metrics, HR teams can identify bottlenecks in their hiring processes and find ways to improve efficiency.

• Enhancing Candidate Experience: A long time to hire can signal issues with communication or decision-making that may deter top talent.

• Aligning Expectations: Tracking these metrics helps teams align hiring timelines with business needs, ensuring critical roles are filled without unnecessary delays.

Understanding the difference between time to fill and time to hire allows organizations to optimize their recruitment strategies. Tracking both metrics can improve efficiency, candidate experience, and overall talent acquisition success.

The Plug

This newsletter is brought to you by AstutEdge, a consultancy dedicated to developing and deploying a people-first talent management culture. We solve both obvious and hidden challenges by optimizing performance, engagement, and development across the entire HR, People, and Talent spectrum.

How We Help:

• Optimize Team Performance: Implementing tailored strategies that improve efficiency, engagement, and collaboration.

• Develop Leadership: Nurture leaders who inspire and drive organizational success through targeted development.

• Enhance Employee Experience: Boosting morale and retention with data-driven engagement programs.

• Improve Organizational Culture: Providing insights and solutions to create a positive, high-performing work environment.

• Increase Business Growth: Aligning talent management practices with business goals to drive innovation and growth.

• Strengthen Collaboration: Facilitating team cohesion through CliftonStrengths-based coaching and development.

This plug is shameless and should be shared widely. If your organization or a partner organization could benefit from talent management support, we’d love to help!