Open Source Comes to HR

#HROS

Now close your eyes….yes, seriously.

Imagine a community of practitioners dedicated to openly sharing with their peers.

A database of peer-reviewed resources, available to

inspire your work?

Downloadable templates that you quickly action in your own organization.

At no cost to you.

This is the vision – and spirit – driving HROS.

Where it all began...

Vision

Build a global community that transforms the field

of HR to become more strategic and innovative by

democratizing access to ideas, education, and

inspiration.

Values

Sharing is caring (openness)

Have an impact (action)

Learn through collaboration (inspire)

The community is greater than the individual (humility)

Our Guiding Principles

Spark Innovation

Accelerate innovation by

sharing proven practices

and resources.

Democratize Ideas

Your don’t need to be a

blue chip company with a

big global budget to have

a proven practice.

Inspire Others

Over 1000+ members

inspiring their peers to

succeed.

Give Back

Companies registered to

open their playbooks and

share practices.

Open Education

Access case studies,

resources, tools, and peers

to accelerate learning.g.

Social Sharing

Join HROS social

communities and share

resources on #HROSOS.

Our Value Drivers

1. Downloadable case study resources

2. Community sharing

3. Peer-to-peer knowledge share

4. Resources (blogs, newsletters, podcasts, tools, etc)

● 2000+ practitioners signed up

● 20+ sign ups weekly from countries all over the globe

● 100+ companies signed up to contribute case studies

● 15+ case studies

● 50,000+ case study views and downloads

● 20+ volunteers

Our First Year. Hey...It’s Catching On!

More About The Case Studies...

Anatomy of a Case Study

1. Who You Are and what your world looks like

2. The Problem that the initiative is trying to solve

3. How You Did It not just why or what you did

4. How You Measured It through reporting, analytics, low fives, etc

5. What Went Wrong because nothing is perfect

6. Learnings and key takeaways for practitioners

100+ Companies Contributing

Example Case Study: Hootsuite

Problem

We had gaps in our CX that was impacting our potential talent pool

Solution

Audit our CX, resulting in new job descriptions, email templates, and CX survey

Results

• 30% increase in qualified applications per job

• Positive response from applications/candidates

• Measure lift to CX survey feedback

Rethinking Candidate Experience

Case Study: Cisco

Problem

Cisco’s business had evolved significantly, but the candidate marketplace still had a legacy perception of the organization as a “networking company”, negatively impacting recruiting.

Solution

Develop and launch a multi-pronged Employer Brand campaign, aligned with our new “Our People Deal” culture manifesto, to help build a more engaging and dynamic presence on social media.

Results • @WeAreCisco account great 10X in one year, earning 2MM

impressions per month. • “Life At Cisco” became the second most trafficked Cisco blog in the

first year. • Instagram account grew to 5,000 engaged following in the first

year

How We Turned Our Social Media Recruiting Around In Six Months

Case Study: Earls Restaurants

Problem

We’ve been measuring engagement for over 12 years and when we missed making the Top 50 employers category in 2012, it prompted us to take a look at what we stood for. Head office was dropping 50% year over year and company engagement hovered around 70%

Solution

Operationalize the Earls employee experience through several people and leader strategies.

Results • Reduced hiring costs by $1 million • Engagement scores increased from 35% in 2012 to 90% in 2014 • 85% satisfaction with training + development programs • +20K of social media advocacy from partners • Increased retention from 28% to 43% • Bersin Deloitte published a study on their work

How Linked Culture and Strategy to Drive Engagement ROI

Case Study: American Heart Association

Problem

Wanted to increase their Diversity engagement and hiring.

Solution

Made a business case for hiring a “Diversity Recruiting Manager” whose role would be solely focused and building talent pipelines in diverse communities.

Results

● 400% increase in diversity application to hire conversion after implementing targeted microsites

● Established new diversity partners that yielded 35 hires in the first year

● Developed #TheAHALife diversity job fairs that yielded 10 hires per event since being launched

How We Made A Business Case For Diversity

More About The Community...

HROS.CO = House Of All The Things

Social Communities = #SharingIsCaring

What’s Next for HROS?

We’re building this rocket ship as we’re flying. #realtalk To date, this has been entirely self-funded by the Founders. As we work to scale, we’ll be exploring a variety of scenarios that will ensure it is poised for growth, while providing high value to the community.

The one thing we’re committed to, foundational belief for us, is that all of the resources will be available at no cost to practitioners.

Zip. Nada.

HROS.co/join