Mark Fogel is a former CHRO and currently consults, teaches MBA courses, and blogs for SHRM, FistfulofTalent.com and Recruitingdaily.com. He has been a regular speaking at SHRM national conferences on a variety of topics for more than a decade.
Here’s a sneak peek into his background, his thoughts on the gig economy, and talent acquisition, well as his upcoming topics at #SHRM18, and thoughts about courage in HR.
GT: What made you decide to start your own company, Human Capital 3.0? What does the 3.0 signify?
MF: When I was the CHRO at Leviton I used to go to SHRM chapter meetings on Long Island with my head of L&D throughout the year. We would always get hit up for our opinion or advice. We did a lot of pro bono advising. We always said when we left Leviton we would join forces and start a consultancy on the side of our day jobs and we did. In the beginning it was a hobby and it turned into a business. We kept it going for almost 4 yrs. as a side project until I took it to another level in 2016 after leaving my role as CHRO at Success Academy Charter schools. The 3.0 was a play – off everything being “2.0” at the time, we said that we were the next generation of consulting and used 3.0 to signify being a step ahead.
GT: How do you juggle working for Signium and Human Capital 3.0 and still teach at Adelphi University?
MF: I think of my work as being a senior executive in the new “Gig” economy. I do high level Retained search and large talent project work for Signium, Training and one-off small projects for HC3, and I have a steady gig teaching a couple of HR classes in the MBA program at Adelphi. It’s easier than a full-time job most of the time. You just must be rigid and organized about scheduling. TIME MANAGEMENT is the key…
GT: As a talent acquisition expert, what do you think is lacking in the talent acquisition industry these days?
MF: Empathy for the candidates, especially the ones who do not ultimately get the job. We all need to do better on this topic.
GT: What is your advice to someone who is new in the talent acquisition role?
MF: Be a sponge, listen and ask questions, but don’t be afraid to challenge the status quo. And don’t be average, be daring and different! Create your own brand and be authentic every day.
GT: One of your topics at #SHRM18 is “The Performance Review Dilemma: To Continue, Change or Eliminate – What’s an HR Practitioner to Do?”. Some says Performance Reviews are dead, what do you think?
MF: I think they are far from dead, and probably will always be around. Organizations need processes to keep folks in check regarding promotions, compensation, and evaluating quantity and quality of work. Personally, I would like to ditch them, or make them simple enough to do on the back of a napkin. Giving regular feedback is the key. I will expand on that during my presentations in Las Vegas at the SHRM Talent Conference and Chicago.
GT: Your additional topic at #SHRM18 is “The Empire Strikes Back, The Dark Side of HR Part 2”.
MF: It’s about standing up to senior executives and dealing with unethical and illegal scenarios.
GT: Do you think HR folks who lacks courage should step out of HR?
MF: I don’t fault folks who lack courage, sometimes you must put your job on the line and I mean that literally. I have a couple of times in my career and even left an organization when I couldn’t change the situation. We all need to remember its work, not life or death. You need to be able to do the right thing and sleep at night. You also need to pay the bills. Sometimes that is the bigger issue, not being brave. So, we all need to live with our decisions. I personally am comfortable with mine. Everyone needs to answer that for themselves, no judgement here…
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