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#EPISODE 9: Go beyond traditional HR
The One Minute For: Imposter Syndrome, Internal Candidates, and 9 Faces of HR
Art Voloshyn
February 11, 2024
In today’s episode:
Imposter Syndrome: Definition, Symptoms, and Overcoming It
Hiring Internal Candidates or “Shopping Outside”? by Kris Dunn
The 9 Faces of HR: How to Score Innovative HR Persona
THE ONE MINUTE TO GET INSIGHT ✨
 | What is imposter syndrome? Definition, symptoms, and overcoming it by BetterUp |
Four in five (80%) HR professionals have experienced imposter syndrome at work, a new survey has found. And the feeling is most likely to arise when they are advising industry colleagues, it revealed.
How to Deal with It?
The SBNRR technique (stop, breathe, notice, reflect, respond) technique can help you slow down and consider the situation — and your own thoughts, feelings, and reactions — more mindfully.
1️⃣ Stop: Allow yourself to stop in your tracks and take a moment to pause.
2️⃣ Breath: Give yourself a deep breath and let your thoughts go and not be attached to them.
3️⃣ Notice: Notice your feelings, your body, your surroundings, your peers, the situation, your reaction, and anything else that you can notice.
4️⃣ Reassess: Evaluate the situation and the reason you felt a need to fall into the imposter syndrome.
5️⃣ Respond: React intentionally. It can be more informed and composed now that you have calmed yourself a bit.
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THE ONE MINUTE OF EXPERT VOICE 🎙
"HR cycles get wasted when we chase external candidates when the probability of an internal selection is high."
 | How much capacity could you get back if hiring managers made decisions to hire internal candidates? by Kris Dunn |
Kris Dunn
The conversation (and issue) goes something like this:
Recruiter: Any internal candidates?
Hiring Manager: Yes. Sharon is sure to post for the job, and it’s the next logical step for her.
Recruiter: But you want to look externally?
Hiring Manager: 100%
Recruiter: <feels soul being crushed internally, says nothing>
Most of you know this dance of looking externally as veterans of the recruiting game. So what’s a professional like you supposed to do?
As it turns out, both TA leaders and recruiters should chase the same things when asked to recruit externally when viable internals are available, including the following:
Ask for external resumes that have not been screened to be sent to Hiring Manager for review. Sharing a common response to resumes with HM - resume screen reaction layer, helps everyone get in sync on the internal candidate level. It's likely that with the right approach, your hiring manager will reject half of the external candidates you would have screened out for various reasons.
*Take advantage of this help by returning a week after the job posting to conduct an interview and schedule it on the hiring manager's calendar.
Speed up the selection of external candidates that the HM likes. Once the HM points to two externals, do the work, and don’t delay.
*And also agree with the point below.
Insist on formal internal interviews sooner rather than later. Modify your timeline when a viable internal exists—push the hiring manager to interview those first while you provide the expedited screen layer outlined above. If you do this, the timer/clock is ticking, and the hiring manager has to make a decision on how to proceed due to internal pressure.
*If a strong internal exists, that’s going to help you get it done quicker.
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LET’S PRACTICE 🧪
 | Go beyond traditional HR functions to embrace practices that drive change From The 9 Faces of HR: A Disrupter’s Guide to Mastering Innovation and Driving Real Change by Kris Dunn |
"After a while, you learn to ignore the names people call you and just trust who you are."
Tips to Empower your HR Character:
1. Ability to Negotiate.
This covers a lot of ground, but an HR pro’s ability to read the situation, see what’s possible, and negotiate for the company, HR as a unit, and for themselves is crucial to the outcomes you’ll get.
2. Innovation.
Innovation is a strong word and a buzzword most of the time, so let’s dumb it down. What innovation means from an HR pro is whether they can create a work product that wows the people they serve and have it packaged in a way where the marketing of the idea takes care of itself.
3. Say “Yes” more than they say “No.”
This will give many a cause for pause, but let’s face it: the HR pros who the rest of the business world don’t respect are the ones who say “no” all the time. The HR pros with the right stuff listen and find ways to say “yes” with conditions (work needed from the requestor to make the “yes” a reality). HR pros at all levels who aren’t viewed as players say “no” more than they say “yes.” This is tied to rules orientation.
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HR MEME 👶
Every meeting when you suffer from imposter syndrome
— Chris 🏳️🌈 (@chrispaget1)
5:23 PM • Oct 18, 2020
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