Dedicated Personal Facilitation Needs to Scale

There’s an increasing number of workers who are miserable and hopelessly suffering because their ability is placed at poor-fit. In the United States alone worker satisfaction is at an all-time low where 70% are not engaged at work according to Gallup. Even 72% of workers with a degree report that they do not have an ideal job for them. Gallup estimates that within the U.S. workforce, this cost between $450 and $550 billion in lost productivity alone. Besides those economic costs, what also matters are the costs of lost joy and happiness in people’s lives outside of work.

Clearly, the Gallup research shows that staffing and headhunting firms do not service the market deeply and broadly enough. The human capital service industry is in need of a scalable solution to which the general population can have affordable access.

If you have a recruiting or placement decision that is important enough, you need help from another human being! The best help you could ever receive is from a person who is experienced, reputable, and who relies on relevant data to refer, coach, or agency to help you make that decision. There’s just no substitute for the advice and counsel of a credible and trusted human being who is motivated to look out for your best interest.

So, you need to use technology to save time identifying that person because speed is critical to gaining an advantage in a competitive selection process. This is to say, technology that reduces friction in the recruiting or placement process is critical to your success. Friction is everything that slows down making better decisions quicker. Examples of friction include voice mail, phone tag, travel, lack of information, etc. And then there’s email which, when you consider the necessary communications involved to make a great decision, is the worst collaboration tool ever used on a wide scale!

So, what can you do today? Start building a relationship with a likable and trusted individual in your industry. Someone already embedded in the talent-based community who can be your advocate. Someone who can close a deal because they are experienced, likable, and credible! If you can’t find that person then perhaps you should consider branding yourself as that “go to” person to help others who are in your position. The opportunity to do well by doing good is tremendous in the human capital service ecosystem in this day and age.

What do you think? Do you think the general population is need of an easy way to use dedicated personal facilitation to help get what they want?

Disrupting Human Capital Development and Placement (HCDP)

If you need any evidence that the world needs to rethink human capital development and placement (HCDP), look no further than the typical society in a free enterprise economic system.

Within these societies you tend to find three competing business models in the HCDP space, each with its own profit model. There’s the:

  • service-based “solution shops” meant to deliver learning quality via trained instructors (e.g. higher education)
  • outcome-based businesses meant to deliver employment quality via process (e.g. career services, job boards, agency)
  • member-based facilitated networks meant to deliver life quality via values (e.g. community involvement and interaction)

Developing and placing ability at best-fit is not complicated. We have proven methodologies that are effective. However, developing and placing ability at best fit at best-price at scale is impossible today.

HCDP problems can be boiled down to two key issues. Innovation has been sustaining as opposed to disruptive while business model designs remain largely centralized. For example, higher education offers the value of solving any learning problem for any student but the overhead of that complexity leads to tremendous costs.

The simple fact is that when viewed within the job-to-be-done framework human resources technology is 10 years behind health care technology which is 10 years behind investment technology.

Thankfully, the disruption in healthcare is already happening. For example, Iora Health pairs patients with health coaches who facilitate a care plan based around life goals, not just calling the doctor when they’re in pain. After all, once that happens, it’s typically too late for low-cost preventive care. To that end, Iora assigns its patients a “Worry Score.” The killer app is dedicated personal assistance. The killer API is the human API.

Coordinated collaboration among all stakeholders is a main tenet of reform. HR technology needs to catch up. We need equal parts interoperability, privacy, usability and human capital data infrastructure. Then and only then will we be able to integrate empirical development and intuitive placement to arrive at a satisfactory personalized life design.

We need a closed, interdependent, decentralized and integrated system, one in which different business models use a common platform that allows product and service suppliers to focus on doing a particular job very well for customers. Along the way, distributed facilitators (instructors and referrers) can be empowered to turn what is now expensive development and placement encounters into affordable ones. Again, a common platform is the mechanism by which we can meet the challenges.

It’s no surprise, then, that HCDP needs disruptive innovation to arrive at best-fit. What remains to be seen, though, is how soon that innovation will arrive and what kind of impact it will ultimately have.

Can we innovate soon and if we can what kind of impact do you want to see?