4 Ideas for the Sharing Economy

by Matthew Stollak on Sunday, April 27, 2014



Wired magazine has a cover story this month on the rise of the Sharing Economy, where companies like AirBnB, Uber, and Lyft are getting Americans to trust one another by sharing car rides, spare rooms or apartments, etc.    The idea is that in this tough labor market, where wages are depressed, one can try to supplement one's income through market inefficiencies.  With that in mind, here are four ideas I'm ready to pitch to Mark Cuban in the Shark Tank:

  • "Gyym" - Have a treadmill, stationary bike, or elliptical machine currently serving as a hanger for clothes?  My app will connect you to unused workout machines in the area for a small fee.   Why spend significant dollars at a high-priced gym only to encounter some juiced-up monster glaring at you.  Workout in peace without the pressure.
  • "Musyc" - Have a piano gathering dust, or a guitar gathering dust in its case.  My app will connect you to unused musical instruments in the area for a small fee.  Why spend big money for an instrument for your child that will only go silent after only a few months?
  • "SylverWare" - Bought a huge amount of plastic ware, cups, and plates for a birthday party, dinner, or other event, only to have inventory left over?  With our app, we can match your unused good to those throwing a party in the future.
  • "Bulbz" - Heading off on vacation for two weeks, and shutting off all your lamps?  Shed some light on other people's darkness, by loaning out your light bulbs while they lay dormant.

One of these ideas has to be a winner!  "Share" your own idea in the comments below.

On 50% Off Candy and the Long-Term Unemployed

by Matthew Stollak on Thursday, April 24, 2014



Monday was one of my favorite days of the year.  

Along with the day after Halloween and the day after Valentine's Day, the day after Easter is truly worthy of celebration....

...with 50% off candy at Walgreens (Target is usually only 30% off).

Is there anything particularly wrong with the candy? Is the Reese's Peanut Butter Cup 50% less delicious than it was the day before?  Are the jelly beans 50% less chewy?  Are the Marshmallow Peeps 50% less gross?

The only thing that caused the price slash is the packaging.  The candy is just as good as it was on Easter Sunday, but Walgreens, CVS, Target, etc. have to clear the shelves to get ready for the newest products, Mother's Day, or, perhaps, Christmas (only 244 shopping days left).

Which brings to mind a recent FiveThirtyEight.com study on long-term unemployment.  According to Ben Casselman,  

One characteristic distinguishes the long-term unemployed from the rest of America’s jobless. It isn’t how many hours they worked at their old job, or what industry they came from, or even their level of education.
It’s bad timing.
A FiveThirtyEight analysis shows that by far the single biggest predictor of whether someone will be out of work for a year or more is the state of the economy when he or she loses his or her job.1 Over the past 15 years, a period spanning two recessions, a one-point increase in the unemployment rate increased an individual’s odds of remaining unemployed for at least a year by about 35 percent. No other characteristic — age, sex, race, marital status, education or occupation, among others — had even close to that big an effect.
Americans who had the misfortune of losing their jobs during the height of the most recent recession in 2009 were more than four times as likely to end up out of work for a year or longer than those who lost their jobs during the comparatively good economy of 2007. Extended unemployment benefits, which are often cited as a driver of the persistently high levels of long-term joblessness, don’t appear to be a major cause of the pattern.
The long-term unemployed are just as capable after being unemployed as they were prior to being unemployed, but just like the pastel colors on the M&M's wrapper, they are often judged on the label, rather than what's inside.

In our "Moneyball" and "Big Data" obsession of late, one would think there are market inefficiencies to exploit here. While others are consciously shunning the long-term unemployed for being out of work for so long, shouldn't there be a firm out there able to capitalize on the rich talent available, much like I pounce on the discount candy the day after a holiday?

#HRevolution Returns in November!

by Matthew Stollak on Monday, March 24, 2014




Are you ready for HRevolution 2014?

Since 2009, HRevolution has been creating unique opportunities for HR professionals, recruiters, consultants, and vendors to come together to discuss and debate the future of HR.

This year we are celebrating our fifth anniversary by taking the event back to its roots. We have been gathering your feedback regarding location (you can still share your feedback regarding topics here) and are excited to announce where HRevolution 2014 will take place!

HRevolution 2014
Symbolist Headquarters in Grapevine, TX
November 7th-8th, 2014

As you may be aware, HRevolution is a ground-breaking event in both content, format, and delivery of ideas that are key to the practice of human resources.  HRevolution is not your typical conference either.  Our main purpose is to grow your professional and personal network. You will network with 100 of the brightest and most innovative leaders in the industry. Other benefits include:

*Fully participatory sessions
*Opportunity for participants to bring work issues to debate and discuss
*Workable solutions you can take home to your organization
*Increased reach - since HRevolution is fully integrated with social platforms, you will be reaching hundreds of thousands of professionals

Session highlights from previous years: 
  • HR Improv - an entertaining way to ensure you have your presentation skills up to par
  • Live action case study and problem solving with an actual organization's recruiting leader
  • Sessions on the latest trends in HR technology and how we do HR on a daily basis
  • And more!
We are also seeking sponsors. If you are interested in helping us keep HRevolution affordable for attendees and sharing your message with senior leaders in the HR and recruiting space, please reach out and we can discuss. Previous sponsors include SumTotal Systems, Ceridian, Monster, and other industry leaders. 

Look for ticket sales to open in a few weeks.  Space is limited to 100 people, so be sure to grab your ticket early!

Snappy Answers to Stupid HR Questions

by Matthew Stollak on Wednesday, March 19, 2014





Like most 8-12 year old boys growing up in the 1970s, I was an avid reader of Mad Magazine.  From Alfred E. Newman to Spy vs. Spy, Don Martin, and the Fold-In Back Cover, I looked forward to every issue.

One of my favorite regular features was Al Jaffee's "Snappy Answers to Stupid Questions."  For a shy boy, I always wished I had the audacity to have the snarky comeback that Al Jaffee provided.

Like most professions, HR is not immune to receiving some ridiculous queries.  In that vein, here is the first edition of "Snappy Answers to Stupid HR Questions:"

Q: (after the company had a poor year)  Will I be getting a raise this year?


A1:  Yes, when you get back to your desk, your chair will be raised two inches higher

A2: Yes, we raise our glasses to you to celebrate your departure.  You've been laid-off.

A3: Raise?  We prefer to call it a zero adjustment approach.


A4.  The whole company is...we're razing the building next week.

A5. _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

Given my weak responses, what would be your answer? 

If you have other ridiculous questions, send them to me at mstollak@gmail.com.   I'll try to provide some snappy answers in the future.


On the Billion Dollar Bracket

by Matthew Stollak on Monday, March 17, 2014

Its my favorite week of the year....spring break combined with what should be national days off - the opening rounds of the NCAA Tournament on Thursday and Friday.

I'm sure many of you are researching heavily trying to put together your winning bracket.  Others are going to adopt a "Go By The Gut" approach.

Every year many sites sponsor a prize for the top bracket.  This year is different.  Quicken Loans, in conjunction with Warren Buffet, are offering a $1 billion prize (If you win, you can take $25 million a year for 40 years or a $500 million check right away) if you are able to put together a perfect bracket.  That means one has to pick all 32 opening round games correct, all Sweet 16 games, the Elite 8, the Final Four, and the championship game - 63 games in all.


Is Buffett taking a risk?

The odds of putting together a perfect bracket are 1:9,223,372,036,854,775,808 (9 quintillion to 1).  To win the $400 MegaMillions jackpot is just a mere 1 in about 258.9 million.

Most (if not all) brackets will be finished by 6 p.m. on Friday.

But, let's say the truly unlikely happens and one gets to the National Championship game with his/her perfect bracket intact?

Buffett says he isn't worried about individuals fixing the games. 


However, if $500 million was on the line:
  1. How do you not hedge (i.e. if you pick MSU to win it all against Michigan) by placing a bet on Michigan just in case?  Would your mortgage your house?   What kind of loan could you possibly get to bet against your pick (just to be safe)?  1 million? 5 million? 10 million? More?
  2. Would you offer every player on Michigan several million dollars to throw the game?
I'd like to see someone get to that point just to see what kind of scrutiny and pressure would be put on that result.

On Religious Liberty Laws and Transparency

by Matthew Stollak on Thursday, February 27, 2014

So, Arizona Senate Bill 1062 was vetoed by Governor Jan Brewer last night, under pressure from businesses, strong voices on the Left, and even members of her own party.

The purpose of SB1062, and others that all seemingly came up at the same time around the nation (I see you ALEC), is to "guarantee that all Arizonans would be free to live and work according to their faith."  Further, the bill would have expanded the definition of the free exercise of religion, allowing a faithful person to adhere to his or her beliefs in practice. It would have also expanded the definition of "person" to include any business, association and corporation.

Part of me is disappointed it was vetoed.

Not because I think the bill was a good piece of legislation, but because it provided one practical piece of information to me as a consumer - transparency.

We live in a world of crowdsourcing.    When I hand back an exam in class, students compare scores to see how they did.   We turn to Yelp or Urbanspoon to see if a restaurant is worthwhile.  We click on TripAdvisor.com to check the ratings on a particular hotel.  We join Angie's List to find a handyman.  We read the reviews on Amazon.com to see if a product is worth buying.  Glassdoor has made its name on employee reviews of the company at which they work.  We check consumerreports.org before buying a new car.  We turn to our friends for their opinion on a movie we'd like to see.  We want as much information as possible so we can minimize the likelihood of buyer's remorse.

What might occur if SB1062 (or bills like it) had passed?

Imagine the first instance where a wedding photographer denies service to a same-sex couple,a mattress company refuses to sell a bed to a same-sex couple, or a hotel clerk denies a room, all under the protection of religious freedom.

Will this likely be swept under the rug?  More likely, the following would occur:
*The couple would post the interaction on "The Knot"

*There would be Facebook posts, both on the couple's individual page, as well as that of the photographer or mattress company.
*Comments might be left on the company website.
*Someone's Twitter feed might light up.
*The complaint might appear at Consumerist.com

Forget about lessons learned from Jim Crow laws, or lunch counter sit-ins, look to the Susan G. Komen controversy regarding Planned Parenthood.  Or, look at the strong response this week to Kelly Blazek, head of the Cleveland Jobs Bank and her unfortunate scathing e-mail to a potential job seeker.  

Would not a similar firestorm erupt when that baker claims religious liberty when he or she refuses to put a same-sex topper on the wedding cake?

In the end, legislation such as SB1062 gives me yet another piece of information about the merchant and whether I have the desire and freedom, religious or not, to spend my money with him or her.

So what difference does it make?
so what difference does it make?
it makes none, but now you have gone
and your prejudice won't keep you warm tonight







What Should Be In A Book About #HR Technology?

by Matthew Stollak on Wednesday, February 5, 2014

Yesterday, my good friend Trish McFarlane was lamenting the poor state of HR Technology understanding amongst practitioners




I noted a few reasons:




Trish concurred and made a compelling point:




A 2013 SHRM Survey of 372 HR faculty (out of 1,723 invited to participate) backed this up, with 61% of faculty citing Human Resource Information Systems was a perceived deficiency in HR training offered to undergraduate HR students (Risk Management, and Mergers and Acquisitions were the 2nd and 3rd cited deficiencies).

However, a quick search of "HR Technology" on Amazon or the SHRM Bookstore provides, at best, a cursory or superficial look at the subject.

Given this background, what, ideally, would you see as a critical item or subject in a book on HR Technology?  Do you feel there is a quality book out there that I am missing?  Chime in.