We're Only Human: Recent Episodes
Ben Eubanks
A human resources podcast focused on blending research and practical advice to help today's HR, talent, and learning leaders improve business outcomes.
In this episode of We’re Only Human, host Ben Eubanks sits down with Conrad Riddle, HR technology leader at Aimbridge Hospitality, to explore how frontline hiring and scheduling are being reimagined in today’s fast-moving workplace. They dig into the challenges of recruiting and retaining hourly workers, why scheduling is the heartbeat of retention, and how technology can empower employees while easing the load on managers.
You’ll hear practical examples of streamlining the candidate journey—from frictionless mobile applications to instant interview scheduling—plus insights on self-service scheduling tools that give employees more flexibility and control. Conrad also shares how automation is saving thousands of hours for managers, improving compliance, and transforming the onboarding experience.
Whether you’re an HR leader, a hiring manager, or simply curious about the future of frontline work, this conversation offers actionable takeaways on speed, simplicity, and employee empowerment.
Timestamps
00:00 Introduction and Episode Setup
02:01 Inside Aimbridge Hospitality: Scale and Challenges
05:18 Why Scheduling is the Core of Frontline Retention
09:01 Fixing the Candidate Experience: From Application to Interview in Minutes
13:28 Competing with Amazon and Uber: Speed Matters
17:02 Empowering Employees Through Self-Service Scheduling
22:19 Balancing Manager Control and Employee Flexibility
26:44 Automation in Onboarding: Saving 40,000+ Hours
31:12 Compliance Wins and Smarter HR Tech
34:20 Key Takeaways and Final Thoughts
Links for show notes:
Thanks to the team at Fountain for connecting us with Conrad and the team at Aimbridge Hospitality for this conversation!
Connect with Conrad: https://www.linkedin.com/in/conradriddle/
Connect with Fountain: https://www.fountain.com/
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In this episode, Ben sits down with Nicole Eisdorfer to uncover how curiosity, courage, and creativity can reshape the world of HR. From breaking out of the “HR Matrix” to asking better questions, Nicole shares her journey from traditional reporting into human-centered, impactful work. Together, they explore how technology and data can empower—not replace—HR professionals, and why cultivating curiosity is the most critical skill for the future.
You’ll hear stories from Nicole’s experience, insights into making data meaningful, and practical guidance for rethinking how HR operates today. If you’ve ever felt stuck in dashboards, metrics, or endless processes, this episode will inspire you to step back, reimagine, and lead with curiosity.
Read Nicole's Substack: https://nicoleeisdorfer.substack.com/
Connect with Nicole on LinkedIn: https://www.linkedin.com/in/neisdorfer/
Timestamps
00:00 Introduction and Episode Setup
04:12 Nicole’s Background and HR Journey
08:47 Escaping the “HR Matrix”
13:25 Why Curiosity Is the #1 Skill for HR Professionals
17:41 From Reports to Real Impact: Making Data Useful
22:09 Technology’s Role in Supporting (Not Replacing) HR
26:55 Asking Better Questions and Driving Change
30:18 Courage and Creativity in HR Leadership
33:42 Final Takeaways and Closing Thoughts
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In this episode, the host explores why employee experience (EX) has become a board-level priority and how organizations can move from ideas to impact. Drawing on insights from the research report A Critical Moment: Why Employee Experience Should Be Every Company’s Priority, the conversation covers practical ways to elevate EX without massive budgets, how to measure what matters, and where AI can support (not replace) a human-centered approach. You’ll hear actionable tactics for quick wins, guidance for building leadership buy-in, and a real-world example of EX in practice.
Read the research we reference during the episode: https://www.insperity.com/resources/guide/a-critical-moment-why-employee-experience-should-be-every-companys-priority/
Timestamps
00:00 Introduction and Episode Setup
05:24 Why Employee Experience Should Be a Priority
11:57 Research Highlights: Key Findings from the Report
15:38 From Insight to Action: Quick Wins for EX
19:13 Measuring What Matters: EX Metrics and KPIs
24:47 Technology & AI: Enabling Human-Centered EX
26:23 Real-World Example / Case Discussion
28:46 Building Leadership Buy-In and Strong Partnerships
30:40 Wrap-Up and Final Takeaways
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In this episode of We're Only Human, host Ben Eubanks talks with Kelly Burlage, Vice President of Global Talent Acquisition at Lineage. They discuss strategies for improving the recruitment process, creating better impacts for candidates, and the challenges faced by TA leaders today. Kelly shares insights on the role of artificial intelligence in recruitment, the importance of focusing on people, and the value of internal mobility. They also explore practical advice for leaders receiving pressure to adopt AI and the significance of building strong business partnerships within HR. Additionally, Kelly highlights the achievements of her team in transforming their reputation from order takers to valued business partners.
00:00 Introduction and Guest Welcome
01:09 Kelly Burlage's Background and Role at Lineage
02:32 The Importance of Talent Acquisition
04:15 Challenges Facing TA Leaders: AI and Innovation
05:53 AI's Role in Enhancing Human Skills
16:30 Internal Mobility and Talent Development
23:43 Proud Achievements and Team Success
26:22 Conclusion and Final Thoughts
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In this episode of 'We're Only Human,' host Ben Eubanks engages in a detailed conversation with Alicia Jones, a senior HR business partner for a global medical company. They delve into the complex role of an HR business partner, discussing essential skills like understanding the business context, influencing, and synthesizing data insights. Alicia shares her career experiences, the importance of integrity and resiliency, and the challenges HR teams face today. The discussion provides valuable advice for current and aspiring HR business partners keen on making a significant impact in their organizations.
00:00 Introduction and Guest Welcome
00:41 Alicia Jones' Background and Experience
01:26 Defining HR's Role and Context
04:32 Challenges Facing HR Today
05:57 The Importance of Organizational Agility
07:35 Alicia's Personal Learning Journey
13:01 Aligning HR with Business Needs
22:47 Key Skills for HR Business Partners
28:31 Conclusion and Final Thoughts
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In this episode of We're Only Human, host Ben Eubanks chats with Matt Leitzman, VP of Talent Acquisition at MasterCard, and Craig Drysdale, VP of Talent and Engagement at Leonardo. The discussion delves into the role of AI in hiring, effective candidate screening techniques, and the evolving landscape of talent acquisition. Both guests highlight their organizations' experiences with AI-driven tools for screening, such as automated interview scheduling and video assessments, and emphasize the importance of testing, human connection, and strategic alignment with hiring managers. The episode provides valuable insights for improving candidate experience, recruiter efficiency, and making data-driven hiring decisions.
00:00 Introduction and Guest Welcome
00:26 Guest Introductions and Backgrounds
02:39 The Evolution of Candidate Screening
07:04 High Volume and Early Career Hiring Challenges
10:10 Technology and Screening Tools
20:50 Data-Driven Talent Acquisition
32:48 AI in Recruitment: Opportunities and Cautions
39:23 Final Thoughts and Key Takeaways
Connect with Matt on LinkedIn
Connect with Craig on LinkedIn
Thanks to Phenom for connecting us for this episode
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In this episode of We're Only Human, host Ben Eubanks connects in an insightful discussion with Debra Squyres from Bonusly and Hope Weatherford from Fountain. They delve into strategies to improve workplace performance and the evolving nature of performance management. The conversation covers the significance of real-time feedback, building trust between managers and employees, leveraging recognition platforms, and the importance of addressing the human element in work environments. Both guests share practical tips for managers to enhance employee engagement, foster personal growth, and create meaningful relationships within teams.
00:00 Introduction and Guest Introduction
00:45 Hope Weatherford's Background and Insights
01:55 Debra Squyres' Background and Insights
04:08 Challenges in Current Performance Management
07:08 Solutions and Best Practices for Performance Management
12:03 The Importance of Real-Time Feedback and Recognition
24:36 Engaging Managers in the Performance Process
30:25 Final Thoughts and Top Recommendations
Connect with Hope on LinkedIn
Connect with Debra on LinkedIn
Check out the 2025 State of Recognition report from Bonusly
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In this episode of We're Only Human, host Ben Eubanks sits down with Michael Cleavely, founder of CoComply, to discuss the complexities of compliance in contingent workforce management. Michael shares the journey of CoComply, a platform that assists organizations in classifying, managing, and discovering their contingent and non-permanent workforce. The conversation delves into the challenges companies face with worker classification, common compliance risks, and the two-fold benefits of leveraging AI in compliance tools for both risk mitigation and strategic workforce optimization. They also explore the broader implications of having a total workforce view, encompassing all talent acquisition channels. Michael provides practical insights and suggests how firms can better manage compliance and make informed workforce decisions. This episode offers valuable perspectives for HR leaders and procurement professionals looking to enhance compliance and workforce efficiency.
00:00 Introduction and Guest Welcome
00:57 Michael Cleavely's Background and CoComply's Mission
02:31 The Importance of Compliance
04:02 Common Compliance Challenges
15:44 AI in Compliance Management
21:18 Strategic Benefits of Compliance
24:50 Conclusion and Contact Information
Connect with Michael on LinkedIn
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In this episode, Kellee Webb shares the remarkable journey of Cenikor Foundation since 2009, growing from 82 employees across three locations to nearly 600 employees today, with 75 people in their corporate office (or "operations support," as they call them at Cenikor). The discussion highlights significant milestones such as the adoption of technology, the creation of a robust back office support system including a call center, and the strategy behind twelve acquisitions. The conversation delves into leadership development programs, employee motivations, and the importance of compassion and servant leadership in a service-oriented organization. The transformative impact of expanding services like detox, outpatient programs, and recovery support specialists is also discussed. Finally, the episode touches on HR challenges and strategies, the importance of aligning organizational and individual goals, and the rewarding experience of helping employees grow and thrive.
00:00 Introduction and Initial Growth
01:32 Challenges and Strategic Moves
04:09 Leadership Development and Employee Engagement
07:19 Substance Abuse Treatment Services
11:06 HR Strategy and Cultural Integration
17:23 Performance Metrics and Bonus System
27:18 Personal Reflections and Leadership Insights
32:52 Conclusion and Final Thoughts
This episode is part of the Insperity SMB HR Challenges podcast series.
Learn more about our research with Insperity on SMB HR challenges
Connect with Kellee on LinkedIn
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In this episode of 'We're Only Human,' host Ben Eubanks engages in a dynamic conversation with Ryan Faught, HR leader at Milo's Tea Company. Ryan shares insights into Milo's unique culture, emphasizing values like safety, responsibility, and integrity, along with their 'HAT' values: Hungry, Agile, and Together. The discussion delves into how Milo's fosters cross-departmental collaboration, continuous improvement, and leadership development through authentic leadership pillars and comprehensive feedback mechanisms. Ryan highlights the importance of having a 'teachable spirit,' celebrating wins, and maintaining humility while growing both personally and professionally within the company. Whether discussing the joy of discovering hidden talents or the power of genuine care and concern for team members, this conversation is packed with actionable insights for creating a people-centric workplace that drives both individual and company success.
00:00 Introduction and Guest Welcome
00:45 Milo's Tea Company Culture and Values
02:21 Employee Growth and Cross-Departmental Opportunities
05:50 Discovering and Nurturing Talent
12:48 Leadership and Teachable Spirit
19:26 Authentic Leadership and Feedback Culture
34:26 Celebrating Wins and Continuous Improvement
38:27 Conclusion and Final Thoughts
This episode is part of the Insperity SMB HR Challenges podcast series.
Learn more about our research with Insperity on SMB HR challenges
Connect with Ryan on LinkedIn
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In this episode of ‘We’re Only Human,’ host Ben Eubanks sits down with Jen McCann and Maria Jugin from Insperity to discuss the evolving landscape of human resources. The conversation covers a range of topics including the increasing interest and uncertainty surrounding AI, strategies for recruiting and retaining top talent, and the differences in priorities between business and HR leaders. Jen and Maria also highlight the importance of aligning company vision with HR practices and the challenges companies face as they expand and adapt. The episode offers actionable insights for HR leaders looking to move from administrative tasks to strategic initiatives, emphasizing the critical role of HR in driving business success.
00:00 Introduction and Guest Introductions
01:41 Current HR Challenges and AI
04:49 Recruitment and Retention Strategies
06:35 HR Conversations with Business Leaders
12:07 Adapting to Remote Work and Compliance
19:16 Strategic HR and Outsourcing Benefits
25:42 Final Thoughts and Takeaways
Get the free HR research report
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In this episode of 'We're Only Human,' host Ben Eubanks welcomes Nikhil Arora, CEO of Epignosis, the parent company of TalentLMS. They explore various facets of learning and development, focusing on mindsets, supporting employee growth, and the impact of AI. Nikhil shares insights from TalentLMS's data, revealing that over 50% of employees prioritize growth opportunities and discusses the importance of transitioning from fixed to growth mindsets. Additionally, they discuss strategies for incorporating soft skills training, leveraging AI ethically, and maintaining employee mental wellness in a hybrid work environment. The episode offers practical advice for leaders aiming to enhance their organization's learning culture and technological adaptation.
00:00 Introduction and Guest Welcome
00:34 Nikhil's Background and Mission
01:45 Challenges in Learning and Growth Mindset
05:10 Strategies for Transitioning to a Growth Mindset
10:31 The Role of AI in Learning and Development
16:15 Soft Skills and the Future of Work
20:03 Mental Wellness and Learning
22:12 Conclusion and Contact Information
Learn more about TalentLMS
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In this episode of We're Only Human, host Ben Eubanks engages in an enlightening conversation with Jason Lawson, an HR veteran with over 30 years of experience. They delve into the importance of building strong relationships with leaders, the critical role of trust in the workplace, and the evolving views on Diversity, Equity, and Inclusion (DEI). Jason shares profound insights on making HR policies more humane and treating employees as individuals. He highlights the significance of moving beyond administrative tasks to become a strategic partner in the business. Jason also stresses the role of creating a community at work, even in remote environments, and the impact of being one's authentic self. The episode is a master class in HR leadership, focusing on making an impact through humane treatment, trust-building, and fostering a collaborative and inclusive work environment.
00:00 Introduction and Welcome
00:40 Meet Jason Lawson
01:09 Why HR?
02:17 Real Stories, Real Impact
05:44 The Human Side of HR
12:40 Building Relationships and Trust
23:05 Creating Community in the Workplace
28:10 Challenges in HR and DEI
33:24 Conclusion and Final Thoughts
Connect with Jason on LinkedIn
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In this episode of 'We're Only Human,' host Ben Eubanks sits down with Jeff Palkowski, an HR leader with the University of Wisconsin-Madison and an active volunteer with SHRM. They discuss the unique challenges of public sector HR, the importance of mental health and employee well-being, and how to support managers in addressing these issues. Jeff also shares insights from his role as the incoming state director for Wisconsin SHRM, emphasizing the value of creating connections at HR events. Additionally, he offers advice on being proactive in HR rather than just a 'fire extinguisher,' drawing from his popular blog post and recent Disrupt HR talk.
00:00 Introduction and Guest Welcome
00:40 Meet Jeff Palkowski: HR Leader and Volunteer
01:36 Public vs. Private Sector HR
03:08 Challenges in HR: Mental Health and Wellbeing
05:25 The Impact of Remote Work on HR
10:33 Supporting Employees: Tips and Advice
17:51 The Importance of Networking and Conferences
24:06 HR as More Than a Fire Extinguisher
29:19 Conclusion and Final Thoughts
Link to Jeff's blogJeff's DisruptHR talkConnect with Jeff on LinkedIn
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With so many employers thinking about the coming year and how to create a positive workplace, we have to consider leadership and manager selection since that is a crucial part of the big picture. In this illuminating rebroadcast episode of 'We're Only Human,' host Ben Eubanks delves into effective leadership selection with Ji Yun Kang, Senior Advisor for Leader Assessment and Development at Mayo Clinic. The discussion covers Mayo Clinic's specific criteria for assessing leadership qualities, the importance of values alignment, and the substantial impact of good leadership on employee well-being and retention. Kang also explores the onboarding process, transition coaching, and the unique demands of leadership within a healthcare context. Drawing from Mayo Clinic’s longstanding tradition of excellence, this episode provides invaluable insights and practical advice for organizations aiming to improve their leadership selection and development processes.
00:00 Introduction and Welcome
00:06 The Importance of Leadership Selection
00:46 Insights from Mayo Clinic's Leadership Selection
00:54 Research Findings on Leadership Impact
01:27 Deep Dive into Leadership Support
01:44 Understanding Managerial Support
02:31 Introduction to Today's Episode
03:14 Guest Introduction: Ji Yun Kang from Mayo Clinic
04:01 Values Alignment in Leadership
06:18 Mayo Clinic's Leadership Values
07:54 Succession Planning and Leadership Selection
11:03 Transition Coaching for New Leaders
11:55 Challenges in Leadership Transition
16:10 Supporting Leaders for Success
20:13 Navigating Organizational Culture
21:47 Personal Insights and Conclusion
Connect with Ji Yun on LinkedIn
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In this episode of 'We're Only Human', host Ben Eubanks welcomes Patrika Hardnett, the Customer Eminence Leader at Kyndryl, to discuss the innovative concept of customer eminence. Patrika shares how companies can use this approach to create deeper connections and build powerful, lasting relationships with their customers. She emphasizes the importance of focusing on the customer's journey, passion, and personal story rather than just the outcomes of a project. Patrika also provides insights into creating a culture that keeps the customer's voice at the forefront and offers her expertise on implementing customer eminence in organizational practices. Tune in to learn the nuances of unlocking the true value behind customer stories.
00:00 Introduction and Episode Overview
00:53 Guest Introduction and Role
01:49 Understanding Eminence
03:02 Challenges and Misconceptions
03:37 Building Customer Relationships
07:34 The Importance of Passion
11:11 Practical Advice for Companies
13:22 Connecting with the Guest
14:36 Personal Insights and Conclusion
Connect with Patrika on LinkedIn
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In this episode of 'We're Only Human,' host Ben Eubanks engages in an illuminating discussion with David Wilkins, Chief Product and Marketing Officer at Talent Neuron. They explore the use of data to drive insights into strategic workforce planning and talent acquisition. David delves into Talent Neuron's innovative practices, including their proprietary EVP sentiment analysis framework, which helps companies understand and compete more effectively in the labor market. They touch on various real-world applications, including skill evolution, location planning, and diversity hiring tactics. The conversation underscores the importance of aligning employer value propositions with brand consistency and sentiment analysis to attract and retain top talent.
00:00 Introduction and Host Welcome
00:30 Guest Introduction: Dave Wilkins from Talent Neuron
00:55 Understanding Talent Neuron's Labor Market Analytics
02:39 Exploring EVP Sentiment Analysis
05:23 Tactical and Strategic Applications of EVP Data
09:07 Case Studies and Real-World Examples
13:11 Innovative Uses and Future Directions
17:42 Conclusion and How to Learn More
Connect with David on LinkedIn
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In this engaging episode of 'We Are Only Human,' host Ben Eubanks converses with Larry Kelly, an experienced HR leader and storyteller. Larry shares his journey from leading HR at Intel and Pfizer to founding his own consulting business, Attract Wonder, which focuses on integrating awe and curiosity into organizations through storytelling. The discussion covers the significance of storytelling in leadership, the emotional impact of sharing personal and organizational stories, and the innovative methods Larry employs in his workshops, including the transformative power of unscripted narratives. Highlights include Larry’s experiments with blank jigsaws and puppets in team-building exercises, demonstrating the importance of playfulness and emotional connection in corporate environments. This episode provides valuable insights for anyone looking to deepen their understanding of effective communication and team dynamics.
00:00 Introduction and Welcome
00:35 Larry Kelly's Background
01:11 The Power of Storytelling
01:33 Family and Personal Life
02:20 Storytelling in Care Homes
03:57 Magic Wand Session
04:39 Collaborative Projects and Spontaneity
05:57 Storytelling Workshops in Organizations
08:51 The Importance of Stories in Leadership
12:01 The Origin of Larry's Storytelling Journey
16:05 The Power of Storytelling
16:34 Larry's Transformation
18:00 Celebrating Leadership Stories
18:56 Human Moments in Leadership
22:01 Taking Risks in Recruitment
23:02 Innovative Workshop Techniques
27:01 The Puppet Experiment
29:02 The Importance of Playfulness
29:54 Connecting with Larry Kelly
30:22 Conclusion and Farewell
Connect with Larry on LinkedIn
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In this episode of We’re Only Human, host Ben Eubanks converses with Louise Willoughby, Chief People Officer at Beekeeper, to explore the groundbreaking strategies Beekeeper has employed to enhance employee retention. The discussion underscores the importance of aligning company and employee values, and introduces impactful initiatives such as 'frontline days', mental health support platforms, and flexible learning budgets. Louise highlights programs like paid sabbaticals for personal learning projects, proactive business continuity planning, and fostering a people-centric culture through regular check-ins and manager involvement in comprehensive career conversations. These insights offer actionable advice for HR professionals aiming to cultivate supportive and effective workplace environments.
00:00 Welcome and Introduction
00:42 Meet Louise: Career Journey and Role at Beekeeper
04:09 The Big Resignation and Retention Strategies
07:47 Innovative Benefits for Employee Retention
11:45 Addressing Business Continuity Challenges
12:20 Learning Opportunities and Coverage Plans
12:59 Customer-Facing Team Challenges
13:48 Impact on Attrition Rates
14:12 Proactive Culture and Team Support
14:41 Breaking Down Stereotypes Through Proximity
15:50 Creating a People-Centric Culture
17:51 Approachability and Empathy in HR
18:41 Building Trust with Managers and Employees
20:40 Practical Tips for HR Professionals
21:23 Connecting with Louise and Beekeeper
21:50 Final Thoughts and Takeaways
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Building Trust in HR: Kathy White on Compensation and Communication
In this episode of 'We're Only Human', host Ben Eubanks talks with Kathy White, VP of HR for Habitat for Humanity Philadelphia, about the critical aspects of compensation and communication in the workforce. Kathy shares her experiences from the World at Work conference and her role in developing a transparent compensation strategy at her organization. The conversation covers the importance of making HR work tangible, the necessity of clear communication and building trust, and discusses methods for enabling managers to effectively handle compensation discussions. Kathy also highlights the need for continuous refinement and learning in HR processes, emphasizing the significance of patience, dedication, and alignment with organizational values.
00:00 Introduction and Preview
01:26 Meet Kathy White: HR Leader at Habitat for Humanity
03:41 The Role of Compensation in HR
05:00 Communicating Compensation Strategies
09:36 Training and Supporting Managers
16:36 Lessons Learned and Best Practices
19:39 Conclusion and Final Thoughts
Check out the FREE HR Summer School replay for 7.5 HRCI/SHRM Credits
Connect with Kathy on LinkedIn
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In this episode of We Are Only Human, host Ben Eubanks is joined by Poornima, Chief Product Officer at Rival. Together, they discuss the latest research in Talent Acquisition, focusing on the importance of flexibility and agility within organizations. They delve into the challenges employers face in forecasting hiring needs, the necessity of personalized onboarding processes, and the evolving role of AI in talent acquisition. The conversation highlights the significance of having integrated systems to maintain data accuracy and compliance. They also touch on the evolving landscape of ATS and the critical role of skill development in maintaining an adaptable workforce. Poornima emphasizes the importance of engaging deeply with vendors and understanding the real capabilities of their solutions.
00:00 Introduction and Welcome
00:43 Guest Introduction: Poornima from Rival
01:20 Research Insights: Workforce Agility and Flexibility
02:22 Challenges in Talent Acquisition and Onboarding
03:16 The Importance of Data Integration and Accuracy
06:50 Personalized Onboarding: Best Practices and Examples
14:02 The Role of ATS in Talent Acquisition
20:57 AI and Skills in Talent Management
26:08 Final Thoughts and Advice
Connect with Poornima
Connect with Rival
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In this episode of We're Only Human, Ben Eubanks interviews Marcus Thorpe, Global Head of Talent Acquisition (TA) at ThoughtWorks, during the Starcircle Supernova Conference in Cork, Ireland. Marcus shares his experiences and strategies for scaling TA functions across 20 countries, centralizing recruiting processes, and leveraging data to make informed hiring decisions. Key topics include the importance of calibration, data-driven decisions, and building a cohesive global TA strategy. Marcus also provides actionable advice for TA leaders facing similar challenges in alignment and data utilization.
00:00 Introduction and Welcome
00:03 Overview of the Conference
00:57 Conversation with Marcus Stuart Begins
01:17 Marcus Thorpe's Background at Google and other companies
01:50 Challenges and Strategies in Talent Acquisition
04:05 Centralization of Talent Acquisition
05:15 Importance of Data in Talent Acquisition
08:32 Advice for Talent Acquisition Leaders
16:54 Connecting with Marcus Thorpe
Connect with Marcus on LinkedIn
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In this episode of We're Only Human, Ben Eubanks discusses with Jessica Teitjen about her journey from law to executive leadership in HR and IT. Jessica shares her personal experience of burnout and her subsequent deep dive into the neuroscience of human performance. They explore the disconnect between current workplace practices and positive human outcomes, emphasizing the need for practices that balance both business and human results. Jessica outlines practical steps for HR professionals to align and optimize the nervous system for better performance, advocating for balanced breathing and a holistic approach to integrating creativity, compassion, and courage in the workplace.
00:00 Introduction and Guest Welcome
00:28 Jessica's Career Journey
01:26 The Disconnect in Work Design
04:02 Impact of Performance Reviews
06:56 Human Body and Workplace Stress
10:09 Aligning Neural Networks for Better Performance
13:32 Practical Tips for HR Leaders
16:53 Connecting with Jessica
17:38 Conclusion and Final Thoughts
Connect with Jessica on LinkedIn
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In this episode of 'We Are Only Human,' host Ben Eubanks is joined by Amy Mosher, Chief People Officer at isolved. They discuss the crucial elements of building a company culture where employees are eager to join and reluctant to leave. Amy shares insights from her experience transforming isolved's culture, emphasizing high trust, transparency, and a focus on diversity and inclusion. The conversation also covers practical advice for HR leaders on driving business success through culture and excellent leadership. Ben and Amy share laughs and personal stories, making for an engaging and insightful discussion.
00:00 Introduction and Welcome
00:05 Meet Amy Mosher from isolved
00:31 Exciting Plans and Personal Stories
01:07 HR Summer School Replay
02:10 Creating a Workplace People Love
02:35 Building a Strong Company Culture
04:16 Challenges and Strategies in HR
09:16 Transforming Established Companies
17:05 Encouragement for HR Leaders
See the HR Summer School replay for free
Connect with Amy on LinkedIn
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In this engaging episode of 'We Are Only Human', host Ben welcomes Paul Norman, a seasoned TA leader and consultant. Paul shares his extensive experiences in talent acquisition across diverse industries like financial services, technology, and healthcare. The discussion covers TA strategy, aligning recruitment with business goals, user experience in recruiting, and building credibility with hiring managers. Paul also emphasizes the importance of listening, contracting during intake meetings, and simplifying the hiring process to be successful at scale. Tune in for practical tips on enhancing your talent acquisition function.
Key moments
00:41 Paul Norman's Career Journey
02:00 Challenges and Success in Talent Acquisition
03:50 Aligning TA with Business Goals
06:51 Strategies for High Volume Hiring
13:57 Improving Candidate and Hiring Manager Experience
19:37 Building Credibility and Effective Processes
31:34 Final Thoughts and Contact Information
Connect with Paul on LinkedIn
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In this episode of 'We're Only Human,' host Ben Eubanks converses with James Galvin, founder of Starcircle. They discuss key aspects of talent acquisition, including being data-driven, understanding market dynamics, and achieving internal alignment within organizations. James introduces Starcircle’s 12-component Hiring Friction Model, which addresses various elements such as demand alignment, candidate experience, and technology enablement. The discussion emphasizes proactive planning and continuous improvement in hiring practices to meet business objectives successfully.
Connect with James on LinkedIn
See the Starcircle Hiring Friction Model
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Rebroadcast note: For the first time in We're Only Human's 8-year history, we're rebroadcasting some of our most popular episodes to share them with new listeners. That means sometimes the speakers will have moved to a new company in the interim, but the lessons they shared are still relevant, topical, and valuable. Enjoy!
In this episode of We're Only Human, Ben Eubanks talks with Kristi Jones, a former Talent Acquisition leader at H&R Block, about their innovative approaches to seasonal recruitment and workforce planning. Kristi shares insights on building strong hiring manager relationships, the transition from recruiter to manager, and the importance of data and metrics in talent acquisition. She also discusses how H&R Block uses technology, including AI tools, to improve recruiting processes and stay ahead of industry trends. The conversation explores the challenges of high-volume recruitment, the importance of strategic planning, and the need for transparency and collaboration between recruiters and hiring managers.
Connect with Kristi on LinkedIn
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This episode of We're Only Human features a keynote panel discussion with Ben Eubanks, Broc Edwards, and Dana Ullom-Vucelich. The panel focuses on the importance of creating cultures centered around giving, seeking, and receiving feedback regularly. The discussion highlights how performance reviews should be routine and uneventful if feedback has been consistently shared throughout the year. The episode stresses the need for regular communication to avoid the pitfalls of ineffective performance reviews.
Speakers:
1. Ben Eubanks
- Broc Edwards, Director of Learning and Leadership at Baylor University
- Dana Ullom Vucelich, CHRO of Ohio Living
Three Takeaways:
1. Establishing a culture of regular feedback is crucial for effective communication and growth.
2. Performance reviews should merely encapsulate ongoing discussions, making them less daunting.
3. Regular feedback prevents performance reviews from becoming painful experiences.
Connect with Broc
Connect with Dana
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In this episode of We're Only Human, Ben talks with Alli Ford, VP of HR at Assembly Software, about how they have created an off-the-charts employee NPS (eNPS) score. The discussion emphasizes the necessity for HR leaders to understand and articulate the strategy of their company. Alli underscores that knowing why the company exists, its history, and future direction is essential for success in an HR role. The episode provides several takeaways:
First, HR leaders should have a deep understanding of the company's mission and vision.
Second, they must be able to communicate the strategic goals clearly and effectively.
Third, aligning HR practices with the company's overarching strategy is crucial for fostering a cohesive and productive work environment.
This episode is a replay from HR Summer School 2024.
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Connect with Alli
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In this episode of "We're Only Human," host Ben Eubanks welcomes Christopher Lind to discuss the impact of AI on jobs, skills development, and the future of work. They delve into topics such as the replacement of employees by AI at Klarna, the need to rethink skills development in the age of AI, and the importance of blending human expertise with AI capabilities. The discussion offers a deep dive into how organizations can better prepare their workforce for the evolving landscape while highlighting the roles that both human skills and AI play in this transition.
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In this episode of We're Only Human, host Ben Eubanks talks with Marjorie Williamson, the leader of Global Total Rewards and HR Operations at RTI International. They discuss the importance of connecting people strategy with business strategy, focusing on RTI's ambitious North Star goal to positively impact over 1 billion people by 2030. The conversation covers topics like the development of a holistic people strategy, creating a culture and organizational health dashboard, and using total reward surveys to inform compensation strategies. Marjorie also shares insights on leadership involvement, the importance of flexibility, and the challenges and progress in implementing these strategies at RTI.
Connect with Marjorie Williamson
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In this episode of We're Only Human, Ben Eubanks hosts David Wentworth, talent platform evangelist at Schoox, to discuss the importance of developing frontline workers. They discuss the challenges frontline workers face, such as time constraints and lack of practice opportunities, and emphasize the value of mobile solutions for training and communication. David also shares examples of companies like Hooters of America and Sonesta Hotels that have successfully invested in their frontline employees, demonstrating the long-term benefits of supportive development practices.
Check out the research report discussed on this episode
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In this episode of We're Only Human, Ben Eubanks interviews Sarah from Enterprise Mobility's talent acquisition team to discuss strategies for emerging talent and improving candidate experiences. Sarah shares insights about Enterprise Mobility's internship program, onboarding processes, and an expedited hiring model to streamline the recruitment of IT talent. Sarah also emphasizes the importance of early engagement, robust training, and creating strong leadership connections for interns. The discussion also covers the benefits of quick hiring processes and methodologies for convincing stakeholders to adopt new recruiting practices. In addition, to open the episode, Ben speaks with Rocky Paap, CEO of Filtered and a partner that supports Enterprise Mobility's talent acquisition function with screened and vetted candidates.
Learn more about Filtered.ai
Connect with Sarah Faupel
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In different organizations, sometimes learning is a punishment. If people don't do the right thing or there's a safety issue or a compliance issue, we send people to training. The other end of that spectrum is it's a reward for people. So, your top performers, key talent. So how do we find somewhere in the middle?
We're Only Human -- Episode 179
In this episode of We're Only Human, host Ben Eubanks talks with learning executive and neuroscience enthusiast Hannah Conkey. The interview discusses the importance of redefining the role of learning in organizations, emphasizing the need to move away from a punitive training approach to a more holistic and motivational perspective. It touches on key concepts such as:
- the use of neuroscience in learning,
- creating a safe learning environment, and
- the significance of equipping individuals with tools for self-awareness and self-regulation.
Connect with Hannah on LinkedIn
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What's it going to take for them to be able to retire? They're going to need to number one: save. Number two, have earnings on what they've saved. And number three, they're going to have to minimize the deductions coming out of their accounts. We call that the three key drivers.
Chris Thixton, Principal, Pension Consultants, Inc.
We're Only Human -- Episode 178
In this episode of We're Only Human, host Ben Eubanks and retirement benefits strategist Chris Thixton discuss the importance of properly managing retirement plans and benefits, emphasizing the three key drivers. It stresses the need for HR leaders to set clear goals, establish measurable metrics, and prioritize transparency. A practical example is shared where a company enhanced its retirement plan outcomes through a strategic shift in focus and commitment. The conversation highlights the significance of caring for employees' financial security and the impact of proactive retirement planning on individuals' future well-being.
Connect with Chris on LinkedIn
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Recruiting is preparation for retention. I think it's really top of mind that we should focus on that because a lot of people think that recruiting is just the top of funnel--just getting people in the door. But the experience that people have during the recruitment process... Data has supported that it flows into the retention of that individual throughout their life cycle.We're Only Human -- Episode 177
Today's podcast episode is a replay of the Q4 2024 livestream research release keynote panel conversation between Travis Windling of RBC, Lisa Brignall of Coca Cola, and Camille Tate of Strava. Listeners can expect to learn:
- Insights on Diverse Hiring Strategies
- Focus on Data-Driven Recruitment Decisions
- Practical Tips for Recruitment Success
- See the show archives and sign up for episode updates
"So how do we ensure that our team is focused on the right things so that they're making an impact and seeing that reflected in the business success? As companies increasingly are focused on the bottom line, we just cannot afford to have employees working on things that are not moving the ball forward as it relates to our priorities."
Michelle Pulido, Senior Vice President of People and Workplace, Rothy's
We're Only Human -- Episode 176
This episode of We're Only Human discusses how Rothy's, a sustainable company, prioritizes connecting with employees, aligning employee experience with business priorities, and providing choices and flexibility in recognition. Michelle Pullido, the Senior Vice President of People and Workplace at Rothy's, shares insights on strategies for creating a positive employee experience, including understanding employee motivations, aligning with leadership priorities, and utilizing platforms like Goody for employee recognition.
Get your own free $20 Goody credit: https://www.ongoody.com/business/signup
Connect with Michelle on LinkedIn: https://www.linkedin.com/in/mvpulido/
- See the show archives and sign up for episode updates
"We can make the case. Research is out there that prioritizing connection over productivity is the fastest way to get the productivity. When people have the sense of belongings and feel valued and be part of something, the productivity goes up."
Junko Fukuma, AVP of Talent, Healthesystems
We're Only Human -- Episode 175
In this episode of "We're Only Human," Ben Eubanks interviews Junko Fukuma about the importance of creating connections and fostering belonging in the workplace. They discuss the concept of a "me manual" as a tool to facilitate understanding and communication between team members. Junko shares insights on how the me manual can improve team dynamics, enhance productivity, and create a sense of belonging. The conversation highlights the significance of personal connections, especially in a remote work setting, and emphasizes the impact of prioritizing human connections over productivity.
Three takeaways:
- Me Manual: A tool used for creating connections and fostering understanding in the workplace by sharing brief user manuals with questions about working preferences and communication styles.
- Importance of Connection: Prioritizing connection over productivity leads to increased productivity and retention in the workplace.
- Psychological Safety: Creating a culture of psychological safety allows for open communication and constructive feedback among team members.
Show Notes
- Connect with Junko on LinkedIn
- See the show archives and sign up for episode updates
"I also enjoy the face to face with employees. And I think I really have chosen this field of benefits, this discipline, because I want to help employees maximize the benefits that are offered to them."
Summer Martin, Human Resources Generalist, STRATA-G Solutions
We're Only Human -- Episode 174
The episode features a conversation between Ben Eubanks and Summer Martin about Summer's journey in pursuing the Certified Employee Benefits Specialist (CEBS) certification. Summer shares her passion for educating employees on benefits and helping organizations enhance their benefits offerings. She discusses the importance of effective communication in benefits and the value of specialized certifications in HR. The conversation highlights the role of benefits in attracting and retaining talent, as well as the significance of tailoring benefits information to different audiences.
Show Notes* Connect with Summer on LinkedIn * See the show archives and sign up for episode updates * See the show archives and sign up for episode updates
"And someone says, 'I don't think management's for me.' Celebrate that! When somebody says that to you, you need to celebrate and say, 'Great decision!' As an individual contributor, you have joy in your job by being excellent, by being a subject matter expert."Cheryl Gochis, Chief Human Resources Officer, Baylor University We're Only Human - Episode 173 In this episode, Ben Eubanks interviews Cheryl Gochis, the chief human resources officer at Baylor University. They discuss the importance of enabling and selecting great leaders. Cheryl highlights the impact of a good manager on their team, the importance of truthful job descriptions for manager roles, and the need for HR professionals to understand and support the business they serve. The interview also highlights the value of sharing real stories and narratives to guide managers, rather than adopting a formulaic approach.
Show Notes* Connect with Cheryl on LinkedIn * See the show archives and sign up for episode updates * See the show archives and sign up for episode updates
"My refrigerator broke one day and I didn't call a repair person. I didn't go to refrigerator repair school. I went to YouTube, found a person who had a similar problem, followed along, fixed the problem, moved on. And then we go to work and suddenly you can't do that anymore."
JD Dillon, Chief Learning Officer, Axonify We're Only Human - Episode 172
In this episode, Ben talks with JD Dillon, a learning leader and advocate for frontline workers and the use of technology to support learning outcomes. In the conversation, they discuss the concept of the modern learning ecosystem, emphasizing the importance of enabling frontline workers and exploring the evolution of learning technology and its impact, particularly for frontline employees. The conversation focuses on the practical application of technology to improve work experiences, including personalized learning, language barriers, and the promise of AI. Three takeaways for listeners include:
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The evolving role of learning technology in supporting frontline workers.
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The potential for technology to address challenges such as language barriers and accessibility.
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The importance of rethinking the work experience and leveraging technology to enable personalized, equitable, and effective learning and development.
Show Notes* Connect with JD on LinkedIn * See the show archives and sign up for episode updates * See the show archives and sign up for episode updates
"I would be remiss to tell our employees 'you have the power to question your doctors' if I didn't tell HR people 'you have the power to question your consultants and brokers' the exact same way."
Melissa Cassidy, Human Resources Leader, Valpak
We're Only Human -- Episode 171
In this podcast episode, host Ben Eubanks engages in a conversation with Melissa Cassidy, focusing on the topics of benefits, HR, and employee wellness. They discuss Melissa's background and her experience in the field. Melissa shares the challenges she faced when implementing a new benefit plan and the importance of gathering employee feedback. Moreover, they dig into the strategies they used to educate and support employees in terms of benefits and financial literacy.
Key Takeaways:
- Gathering employee feedback is crucial: Melissa emphasizes the significance of listening to employees and their needs when it comes to benefits. Conducting surveys and actively seeking input from employees can help shape effective benefit strategies.
- Tailor education and communication: Melissa highlights the importance of delivering benefit information in a way that meets the needs of the diverse employee population. Using various communication channels, such as in-person meetings, virtual visits, and recorded presentations, allows employees to access information at their convenience.
- Holistic approach to employee wellness: In addition to focusing on health benefits, Melissa's organization prioritizes mental and financial well-being. Providing access to financial advisors and mental health resources demonstrates a commitment to the overall well-being of employees beyond just health insurance coverage.
Show Notes* Check out Melissa on LinkedIn * See the show archives and sign up for episode updates * See the show archives and sign up for episode updates
"So when it comes to training and learning as a viable solution for helping people be the best that they can be in the roles that they serve, I believe that that's always been important. We've just not always been able to illustrate impact in the past the way in which we're able to now. That is because of the different types of tools and resources and knowledge that we've gained about the science of measuring the impact of training and learning."
Kevin M. Yates, The L&D Detective
We're Only Human -- Episode 170
It's an age-old problem: We're training people, but how do we know if it's working? What's the impact? What's the result? What's the ROI?
In this interview with Kevin M. Yates, the learning detective and a daily practitioner with experience in learning analytics and measurement at organizations like Meta and McDonald's, you'll learn about how measuring and proving training value is closer than ever before.
Show Notes* Check out Kevin's nonprofit: https://mealsinthemeantime.org/ * Check out Kevin's work: https://kevinmyates.com/ * See the show archives and sign up for episode updates: https://lhra.io/podcast
- See the show archives and sign up for episode updates
"So it's really designed to be a two-way street and to create that conversation from the very, very beginning points. So we're setting the expectations for what employment is going to be like, especially as a leader at our company."
Nicole Hirsch, Sr Recruiting Manager, Lattice
We're Only Human -- Episode 169
Teaching hiring managers how to interview... It sounds like a foregone conclusion, yet data from the 2023 Lighthouse Research & Advisory Modern Screening Practices Study of more than 500 employers shows that it's not happening as much as it should. Employers put their reputation on the line every time they let hiring managers speak with candidates, but they don't always do a good job of preparing them for what to say, how to say it, etc.
In this conversation between Ben and Nicole Hirsch, a senior recruiting leader, you'll hear how to approach this with intentional focus in order to drive the best hiring results.
Show Notes* Thanks to Brighthire for connecting us with Nicole! https://brighthire.com * Connect with Nicole on LinkedIn: https://www.linkedin.com/in/nicolethomsenhirsch/ * See the show archives and sign up for episode updates: https://lhra.io/podcast
- See the show archives and sign up for episode updates
"Like a lot of people, it's something I fell into. I don't think there's anybody out there that woke up and said, "When I grow up, I want to be an HR tech/HRIS person. So I had a background in social work, counseling, and nonprofit, then got into it and then ended up working in an HRIS role implementing a learning management system.
That was my first kind of true HRIS and I'd never worked with learning management before. I'd never worked in HR before. So it was a learning experience for me. But since then, I've grown in responsibility and different systems that I've worked with, and I've gotten a lot of experience doing data analytics, people analytics and system support.
I just love that blending of technology and people."
Tim Whitley, Director of HR Technology, Oklahoma State
We're Only Human -- Episode 168
Everyone knows the core elements of human resources: hiring, training, compliance, payroll... But what about HRIS?
What does it take to excel in that type of role, and how do you get into that specific discipline of HR? In this interview with Tim Whitley, the HR Tech Wizard, Ben dives into that background, the transition, and advice Tim might have for others that want to explore the same career path.
Show Notes* Get Tim's top tips for succeeding in HR Tech: https://hrtechwizard.com/download * See the show archives and sign up for episode updates: https://lhra.io/podcast * See the show archives and sign up for episode updates
"Pay transparency is here (or coming) depending on where you're located and where you're hiring people. It's kind of like a snowball rolling down the hill getting bigger and bigger. It's something to really stop and think about and prepare for now, because it's not easy. I think the biggest thing around transparency is thinking about what your education plan is for your people."
Megan Nail, Vice President, Total Rewards Practice at NFP
We're Only Human -- Episode 167
In our research with employers, we find many of them believe that salary transparency puts more power into the hands of candidates and employees, but there's also a lot of value for employers, too. If your organization wants to stand out from the crowd, it's not as simple as bumping up pay and walking away.
In today's interview with Megan Nail, she tells some of the best strategies for evaluating your compensation competitiveness against internal and external measurements. Plus she gives her best advice on how to manage pay transparency in a healthy, employee-focused manner.
Show Notes* Connect with Megan on LinkedIn * Want to join me on the HR Conference Cruise? * Want to see our latest and ongoing research? We post all of it here. * Check out our show archives and sign up for updates so you don't miss an episode * See the show archives and sign up for episode updates
So we're looking at how the words are actually formed. When you're hiring for a technology manager, what does that mean? Are you looking for a technical technology manager? Are you looking for someone who grew up in the chops of software development, knows all of the full delivery life cycle, or are you looking for someone who's more project focused? If your job description isn't conveying those skills or that type of clarification in the job description, you're not gonna get the right person. You might get lucky. But when you're hiring at scale, you know you can't do that time and time again.
Brian Jackson, Talent Acquisition Consultant, Southwest Airlines
We're Only Human -- Episode 166
How can employers use the data from the larger labor market to make decisions on key skills, strategic workforce planning, and other human capital activities?
In this episode, Ben talks with Brian Jackson of Southwest Airlines on that exact topic, diving into data sources, how to translate insights, and more. Talent leaders that have considered exploring the new era of talent intelligence will learn Brian's thinking on the topic and how he supports his team with external labor data from beyond the four walls of the organization.
Show Notes* Connect with Brian on LinkedIn * Want to see our latest and ongoing research? We post all of it here. * Check out our show archives and sign up for updates so you don't miss an episode * See the show archives and sign up for episode updates
" I do think that there is so much hidden talent inside our organizations, and we don't even realize it. How do you find that? How do you leverage that? How do you build and develop that? This is what I find so interesting about the skills conversation. Everything that we've just been talking, about the potential and impact for any one of us is huge."
Heidi Perloff, SVP, Global HR Strategic Initiatives and Delivery Solutions at The Estée Lauder Companies Inc.
We're Only Human - Episode 165
Think about yourself and your work for a moment. Does your job title capture everything you are capable of doing, or does it just highlight a small subset of your skills that make you who you are?
In this episode of We're Only Human, Ben talks with Heidi Perloff from The Estee Lauder Companies about the importance of knowing our people, understanding our own talents and passions, and how to bring those together in the workplace.
Show NotesShow Notes* Connect with Heidi * Want to see our latest and ongoing research? We post all of it here. * Check out our show archives and sign up for updates so you don't miss an episode * See the show archives and sign up for episode updates
And so that doesn't happen overnight. But over time, as people bought into it and we started to see over the course of one year, we gave the business back 1500 interviews. Imagine the extra time that was available for our product managers. They could do their job, and then when the quality of hire goes up with that, you start to get this [positive] cycle. You've now made a better hire, and because you started with listening, there's a high probability that [they're] gonna be successful and stay longer.
Lance Sapera, Former VP Talent Acquisition, Talend
We're Only Human -- Episode 164
How do you structure talent acquisition teams to support business growth?
Did you know that the best approach isn't to use a very lean team and overwork them? That's the perspective of today's guest, Lance Sapera, who has supported multiple organizations through rapid growth as a talent acquisition executive. The insights he offers are a roadmap to smarter, more effective hiring practices.
As the title indicates, Lance shares one change to TA processes that led to 1,500 fewer interviews AND a stronger quality of hire at the same time, which is virtually unheard of.
Grab your notepad. This is a great episode and you should have some excellent takeaways.
Show Notes * Connect with Lance * Thanks to Lever for connecting us with Lance! * Want to see the upcoming research Ben mentioned in the intro? We post all of it here. * Check out our show archives and sign up for updates so you don't miss an episode
I'm really excited we are a fully remote organization. It's why I get to do the work I do from Hawaii. It does mean I have really early mornings, so be aware of what you're signing up for, but I get to work fully remote. In supporting fully remote organizations, we have to be incredibly intentional about the culture and the way we work.
Diana Brown, Head of People, Eco
We're Only Human -- Episode 163
Working remote. It's a polarizing topic overall, but perhaps even more so when it comes to HR positions. Should HR be in the office, or is it okay if People professionals work remotely?
In this episode, Ben talks with Diana Brown of Eco about how she and her team manage the remote/distributed aspects of creating a connected, employee-focused culture through intentional design, communications, and more.
Show Notes * Connect with Diana * Thanks to Goody for connecting us with Diana! * Check out our show archives and sign up for updates so you don't miss an episode
goody ongoody.com https://www.ongoody.com/business
"One of the things that a lot of our industry struggled with was trying to regulate employees and not let them have their phone in their hand, but we actually encourage it. We ask them to help us do TikToks. Everybody gets involved. It really brings in a sense of camaraderie. We're not constantly saying, 'Get off your phone. Get off your phone. Get off your phone.' We're encouraging them: get on your phone, take the pictures, take the videos, promote the brand."
Michele Corkins, Senior Manager, People Solutions, Hawaiian Bros Island Grill
We're Only Human -- Episode 162
Think about this research stat: One out of every two frontline workers thinks they aren't treated equitably with corporate staff. In our 2022 Frontline Worker Study that covered thousands of frontline staff around the world, we found so many different insights that are helpful for understanding how to build an employee experience that supports, connects, and engages these critical employees. Today's podcast episode is a replay of a conversation between Ben and three HR leaders at frontline employers:
- Michele Corkins of Hawaiian Bros Island Grill
- Gemma Elay of Hawksmoor
- Ana Ledesma of Just Salad
Listen in to hear what tools they use to support their people, what resources they think are more relevant to frontline staff, and more. Thanks to Harri for connecting us!
Show Notes * Check out the frontline research report with additional takeaways * Thanks to Harri, one of the world's leading platforms for supporting frontline employers, for hosting the conversation with Michele, Gemma, and Ana! * Check out our show archives and sign up for updates so you don't miss an episode
"We have 1700 people at our company. That's 1700 different opinions, needs, journeys. So at Getty Images we create and we measure and we monitor engagement opportunities to strengthen a work culture where people belong and they can do their best work."
Marie Potter, Senior Director, Culture & Development, Getty Images
We're Only Human -- Episode 161
Defining the problem is a big step towards finding a solution. But what do you do when the problem or challenge is so broad and varied that it's hard to pinpoint what solution might work? That's the difficulty that arises daily for HR leaders looking at how to support the needs of every person in the workforce. In this episode of We're Only Human, Ben talks with Marie Potter from Getty Images about how she and her team are able to listen, identify, and support the needs of their workforce at scale.
Show Notes * Connect with Marie on LinkedIn * Thanks to Quantum Workplace for the connection/introduction to Marie * Learn more about HR Summer School and check out the 2023 replay free! * Check out our show archives and sign up for updates so you don't miss an episode
"I was deleting 24 Google Calendar placeholders one day and manually copy/pasting new hire email addresses into the 17 ones we were going to keep. It was at least 30 minutes of hundreds of just mindless clicks. And I said, wait a minute. I'm gonna figure out how to do this [better]. So I looked at our Google Calendar integration, saw that I could both delete calendar events and add participants to calendar events. It worked so well. I took hundreds of clicks down to two clicks to complete those two actions, which is huge for me. And then I said, what else can I automate? So I just kept going from there."
Ashley Priebe Brown, Onboarding Manager, Zapier
We're Only Human -- Episode 160
Onboarding is one of the most critical moments in the employee experience. The latest data from Lighthouse Research & Advisory shows that two out of three new hires know if they will stay at a company within the first week on the job. But that's not all. There are so many transactional, repetitive tasks that it's easy to get bogged down as an HR leader. In this episode of We're Only Human, Ashley Priebe Brown from Zapier talks about how she automated hundreds of hours of onboarding tasks, minimizing busy work and maximizing impact on their new hire cohorts. If you are looking for ideas on how to streamline your onboarding and make it more relevant and useful, this episode is for you.
Show Notes * Connect with Ashley on LinkedIn * Check out our show archives and sign up for updates so you don't miss an episode
"If I had to put a bet on the future, where we're headed is about understanding potential future performance and what drives and drains people. I think that's really where I see TA going longer term. We've seen success around using some of that psychometric data to really upskill folks into engineers that wouldn't not necessarily have been on technical paths. So business analysts, old school project managers, and those technical analyst folks... Finding the ones that are really well suited to engineering thought and then upskilling them on the actual technology themselves."
Travis Windling, Director Talent Acquisition Strategy & Insights, RBC
We're Only Human -- Episode 159
Hiring has changed tremendously in recent years, and one thing is for certain: things haven't settled down yet. As Travis Windling believes, there are going to be big shifts in how employers understand and predict performance for both external and internal candidates. A big part of hiring well is predictability and quality, and unfortunately resumes just don't get the job done there. In this episode Ben and Travis talk about data, analytics, hiring decisions, and more.
Show Notes * Connect with Travis on LinkedIn * Check out our show archives and sign up for updates so you don't miss an episode
"And speaking of changing expectations and what's socially acceptable, this challenge of ghosting is going through the roof, and I've got bad news for you.
It's gonna get worse.
When we look at the data on ghosting, we see that it's actually age correlated. So someone who is 25 is more likely than someone who's 35, who's more likely someone who's 45, and so on. So the people who are 55 years old and older in the workplace are the least likely to ghost an employer.
And guess what? They're gonna steadily age out. And the ones who are doing it the most are gonna continue aging into the workforce."
Ben Eubanks, Chief Research Officer, Lighthouse Research & Advisory
Excerpt from 2022 RPO Association Conference Keynote
We're Only Human -- Episode 158
In this rare solo episode, Ben shares a short portion of his 2022 keynote address at the Recruitment Process Outsourcing Association Annual Conference in Chicago, unveiling some brand new research on how employers value RPO relationships, what gaps exist, and more.
- To learn more about the conference: https://www.rpoassociation.org/event-5062642
- To see the full RPO research report: https://rpoassociation.org/2022-RPO-Research-Report/
- Learn more about the RPOA: https://rpoassociation.org/
"It's a big differentiator. And I think the organizations that figure it out--the organizations that get it right--are the ones that are gonna be able to attract people. And I think organizations that don't are gonna have more of a struggle because that becomes more important as we think about just making conscious choices: how do we wanna spend our days? How do we wanna spend our working lives and what do we want to accomplish?
Mike Trusty, VP of Talent and Learning, Fannie Mae
We're Only Human -- Episode 157
Digital transformation isn't a new concept, but it's always interesting to hear how different employers approach the process, the challenge, and most importantly, the people side of the equation. In this episode of We're Only Human, Ben Eubanks interviews Mike Trusty from Fannie Mae about his perspective on the organization's transformation journey and what lessons it holds for other leaders on similar paths. Spoiler alert: Mike's big recommendation: hold off on the flash and focus on the substance. The nuts and bolts. The key fundamentals. Without that foundation, most efforts will not succeed long-term. Want more? Dive into this episode and take notes!
Show Notes* Connect with Mike on LinkedIn * Check out HR Summer School, our biggest virtual livestream event of the year! * Check out our show archives and sign up for updates so you don't miss an episode
There's certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it's not gonna fix the problem. There's also the frustration that comes with that. I've experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work.
Ben Sieke, Director of Talent Development and Learning, Delta Dental
We're Only Human -- Episode 156
When training is the answer to a problem, it can improve performance, satisfaction, and results.
When it's not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs.
In today's episode of We're Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren't. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you've ever been told "it's a training problem" and weren't sure that assessment was correct, this episode is for you.
Note: This episode is a replay from HR Summer School 2022. HRSS 2023 is now open for registration.
Show Notes* Connect with Ben on LinkedIn * Check out our show archives and sign up for updates so you don't miss an episode
"So there's a massive amount of insights coming from this. We measure things like net promoter score -- we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That's a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us."
Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific Partners
We're Only Human -- Episode 155
One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it's tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment.
In this episode of We're Only Human, Ben and Lisa talk about the program, how it's set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you.
Show Notes* Connect with Lisa on LinkedIn * Check out the recruitment marketing episode with Kelby Tansey from Southwest Airlines * Check out the show archives and links to subscribe on Spotify, Google, Amazon, and more
"The joke is pilots get in the plane, they read their checklist, and they take off. They push the [autopilot] button and sit back and wait for the plane to land itself. But when something goes wrong, suddenly the pilot's got to take control. And then everybody's life's in that pilot's hands. I think autopilot turned off for compensation people 18 months ago."
Bryan Briscoe, VP Global Compensation at Marriott International
We're Only Human -- Episode 154
There's not a company in existence that hasn't needed to take a fresh look at compensation in the last year. The general consensus? "Wages are up."
But this conversation offers a deeper look for those that really want to dig into how compensation is changing. In today's episode, Ben chats with Bryan Briscoe of Marriott International about critical trends in compensation like pay transparency requirements, how crowdsourced pay data compares to traditional salary survey data, and the biggest lesson Bryan recommends that other HR and compensation leaders follow if they want to be successful.
Show Notes
Get a copy of Ben's new book Talent Scarcity, a #1 bestseller on Amazon: https://amzn.to/3XbCFw4
Connect with Bryan Briscoe: https://www.linkedin.com/in/bryan-briscoe-76584b5
Listen to our show archives: https://lhra.io/were-only-human-podcast/
We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace.
George Rogers, Chief Culture Officer, Lighthouse Research & Advisory
We're Only Human -- Episode 153
There's no shortage of conversations today about DEI and the newest addition to that set of perspectives--belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case.
In today's episode, you'll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone's plans to quit their job (spoiler alert: there's a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization.
Show Notes
This is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: https://hrsummerschool.org/deib
Connect with George Rogers: https://www.linkedin.com/in/thegeorgerogers/
Listen to our show archives: https://lhra.io/were-only-human-podcast/
"Our main priorities right now are not unlike all people leaders. We're focused on hiring and we're focused on retention. On the hiring front, it's less about volume hiring. I think that everyone's slowing down just a little bit. With this economy we're focused on smart hiring and making sure that we're bringing in the right people for the right roles. Making sure not just to check a box or to make sure we're getting people in, but we want them to be happy in that role."
Allison Lee, Chief People Officer, Persado
We're Only Human -- Episode 152
When we select candidates, bias enters the process. There's no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado's case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable.
As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity.
Show Notes
- Connect with Allison on LinkedIn
- Learn more about Bryq
- Watch the whole replay for the State of DEIB event
- Check out the show archives and get free updates for new episodes
"One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer."
Kelby Tansey, Manager of Recruitment Marketing, Southwest Airlines
We're Only Human -- Episode 151
Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead!
In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes.
Show Notes
- Connect with Kelby on LinkedIn
- Watch the YouTube video Kelby mentioned on the show
- Check out the show archives and get free updates for new episodes
"One day he challenged me and he said, 'Listen, I want you to help our 477 store directors be great. But listen, I don't want you to go and teach them about engagement. They don't need like a history lesson. But I want you to teach them how to be engaging.' As I've navigated through various organizations, what I realized is that most organizations have the same challenges around manager performance."
Kamaria Scott, Manager Enablement Expert at Accenture
We're Only Human -- Episode 150
During a recent livestream event, when first-time managers was brought up as a conversation topic, multiple attendees quickly pointed out their own follies and challenges when it came to first time leadership roles.
Yet most companies still don't have a structured way to identify, select, and equip managers to be capable professionals.
In today's conversation with Kamaria Scott from Accenture, Ben and Kamaria talk about:
- Some of her favorite methods for helping to create more openness around manager performance enablement
- Supporting open dialogue with "manager circles"
- Carefully applying training where it needs to go instead of wielding it as a weapon.
This is a powerful discussion for any organization or leader who has wondered how to create a more capable and connected manager.
Show Notes
- Connect with Kamaria on LinkedIn
- Check out the show archives and get free updates for new episodes
"What I've seen over the last six to 12 months is that companies are literally craving this information to understand: are they still competitive? Because they've made so many moves, whether it was with pay or benefits, they want to understand where they stack as it relates to their competition."
Terry Terhark, Founder and CEO, NXTThing RPO
We're Only Human -- Episode 149
If you want to be an Olympian, you'd look at what Olympians do and learn from their approach. If you want to achieve that same world-class level of success in hiring, you should look at what world-class organizations are doing in hiring.
NXTThing RPO is a recruitment process outsourcing partner for innovative companies that desire support in their hiring operations. The leader of NXTThing is Terry Terhark, a veritable legend in the RPO industry and a wealth of information about what creates successful hiring outcomes.
In today's discussion, Ben talks with Terry about how hiring is evolving, what's next for the economy, and how cultural alignment between employers and service providers plays a role in success of outsourcing relationships.
Show Notes
- Connect with Terry on LinkedIn
- See the report on how the modern candidate is evolving
- Check out the show archives and get free updates for new episodes
And so we experimented and said, let's have a trial run at being a manager. We took about 25 people that wanted to be a manager as a cohort. We said, okay, for a period of six to nine months, we would give you a small team you'd be responsible to learn how to interview and make hiring decisions. Then you get to decide whether or not you want to continue the manager path or not.
Pat Wadors, Chief People Officer, UKG
We're Only Human -- Episode 148
Managers are an essential part of getting work done.
But many times managers and talent leaders end up butting heads, having mismatched expectations, or simply not getting along. In this episode, Chief People Officer Pat Wadors shares her experiences and advice for creating stronger manager relationships and outcomes that benefit not just HR and line managers, but their teams as well. Pat also dive into belonging and what it means in the modern workplace, giving each of us some ideas on how to make it a part of what we do every day.
Links and Show Notes
- Connect with Pat on LinkedIn
- Check out the show archives and get free updates
"I guarantee there is a direct correlation between a fantastic culture to business success. They are always together. I would say that the strong culture is the insurance policy of every business."
Ronni Zehavi, CEO, HiBob
We're Only Human -- Episode 147
What if we had a way to shield our businesses from unnecessary turnover, disinterested staff, and other similar challenges?
It turns out that we do. It's called culture. In some new research, we found that just 52% of HR leaders say their technology supports the employee-focused culture they desire. That's a big gap.
In today's interview with Ronni Zehavi of HiBob, Ben dives deep with Ronni into culture, why it matters, and how HR technology helps to support an employee-focused culture in practical ways. Ronni talks about transparency, teamwork, flexibility, and other tangible examples based on his experience as a business leader.
This episode is sponsored by Workplace from Meta.
Links and Show Notes
- Learn more about Workplace from Meta at workplace.com/future
- Learn more about HiBob and the Bob platform
- Check out the show archives and get free updates
"When we select leaders, what we have found is leaders may have great, innovative ideas. They may be very driven to achieve. But if they're not inspiring people, if they're not demonstrating those interpersonal qualities that people see them as servant leaders, we've noticed that people are not willing to follow them. So we really emphasize that [serving] is exactly the quality that we want to see in leaders."
Ji-Yun Kang, Leadership Assessment and Selection, Mayo Clinic
We're Only Human -- Episode 146
All of the data indicate that a leader can make or break someone's experience at work. In this episode of We're Only Human, Ben talks with Ji Yun Kang, head of leadership assessment and selection at Mayo Clinic. Ji-Yun shares the key attributes the organization looks for in its leaders, including the things that push someone into the "no" pile when under consideration.
Ms. Kang also suggests how to evaluate if leaders are actually successful or not, offering examples that help to make this conversation very practical for companies that want to use their leaders to engage, develop, and retain their workforce.
This episode is sponsored by Workplace from Meta.
Links and Show Notes
- Thanks to SHL for putting us in touch with our guest for this episode!
- Learn more about Workplace from Meta at workplace.com/future
- Connect with Ji Yun
- Check out the show archives and get free updates
"The first thing is 100% look for difference [when mentoring]. If you are only looking for more of the same, you are hurting yourself. Cloning was bad in Star Wars, and cloning is bad in real life. The second one is related: get away from the rock stars and the duds when you are mentoring."
Lt. Col. Chaveso "Chevy" Cook, PhD, Executive Director, MilitaryMentors.org
We're Only Human -- Episode 145
Mentoring has been a bigger conversation in the last year as more companies are looking for ways to develop women leaders, move diverse professionals up the ranks, and support the workforce in a more tangible way. But employers often look at just the top 10% and bottom 10%, according to today's guest, missing the chance to connect with the 80% of employees who are typically excluded from mentoring opportunities.
In this conversation, Ben speaks with Lt. Col. Chevy Cook about key ideas in successful mentoring based on research and practice. They not only tie in the science of mentoring but also the art of relationship dynamics and more.
This episode is sponsored by Workplace from Meta.
Links and Show Notes
- Learn more about Workplace from Meta at workplace.com/future
- Connect with Chevy
- Check out the show archives and get free updates
"The more that we could be pushing that on the business side to say beyond revenue and profitability, what is the quality metric? What is the wellbeing metric? Obviously, employee engagement many companies measure. Are we measuring the investments in learning that we're putting out there for our people, even if they are people that end up leaving, if we're improving the future employability of a workforce, surely that's a good business and society metric."
Bhushan Sethi, People & Organization Joint Global Leader, PwC
We're Only Human -- Episode 144
In the last 24 months, HR and People leaders have been in the spotlight more than ever before, and this has given birth to opportunities to influence and change the workplace for the better. But how do you know which priorities to set, where to put your focus and effort, and what to do first?
In this episode, Ben talks with Bhushan Sethi, a global people leader from PwC, to understand how he makes these decisions. Using a blend of research and practical perspectives, Bhushan offers helpful advice to people leaders at every company that is proven to drive employee retention and the organization's employer value proposition.
This episode is sponsored by Workplace from Meta.
Links and Show Notes
- Learn more about Workplace from Meta at workplace.com/future
- Connect with Bhushan
- Download the new hiring research report
- Check out the show archives and get free updates
"I think the danger that we tend to run as people analytics teams is that we're not willing to take slightly bolder stances and say, "Hey, we have a better collective picture of the labor market. We have a better collective picture of what enterprise trends and behaviors are like." We need to give strategic guidance and not just be turning over data products."
Zach Frank, Senior Manager of People Analytics, Freeman Company (formerly at Aramark)
We're Only Human -- Episode 143
When it comes to analytics and AI usage in the business, we don't always think about HR and people first. However, there are tremendous opportunities to create and deliver value using both of those tools, even for something as personal and human-centric as the work of HR.
Zach Frank believes that, and he's used those principles in his different roles to bring new value for the workforce, managers, and executive leadership through smarter people practices. In this episode, Zach shares with Ben some of the ways that teams can do this well, including one area where they need to step up their game if they want to be relevant and valuable contributors to the business.
Note: Zach worked for Aramark when this was recorded but recently moved to Freeman Company prior to publication of this episode in a new Senior Manager of People Analytics role.
This episode is sponsored by Workplace from Meta.
Links and Show Notes
- Learn more about Workplace from Meta at workplace.com/future
- Connect with Zach
- Download the new hiring research report
- Check out the show archives and get free updates
"Oftentimes they're looking for a quick fix. But what I will say is those that are doing [hiring] well and really moving the needle are those that are looking at this issue holistically. What is our employment brand in the market? Who are we competing with in our market? How does our total compensation package compete? Do we know how to sell to candidates?"
Pam Verhoff, President, Advanced RPO
We're Only Human -- Episode 142
Everyone's talking about hiring. And we all want an easy button.
In this episode, Pam Verhoff and Tim Oyer of Advanced RPO talk with Ben about their experiences helping clients hire thousands of candidates in recent years, including key practices that lead to success (plus what has and hasn't changed over time).
In our research, we see that 8 in 10 hiring leaders say that recruiting has become a business-level priority in the last year. During the discussion, Pam talks about how to elevate that conversation with concrete dialogue and numbers that drive attention, investment, and results.
Show Notes
Get a copy of the report with the data discussed on today's episode: https://www.advancedrpo.com/top-talent-acquisition-trends-for-2022/
See the show archives, subscribe for free updates, and more: https://lhra.io/podcast
"How can you build things that are as small as they can be so that you can plug and play and you can pivot and change? The way that I think about manifesting that in talent programs is thinking about more of a skills culture. If we have the skill of adapting and coping, for example, and we know that's a critical element in a lot of areas of our organization. Let's go ahead and build programs around building that skill up, then we can quickly pivot and change as the organization's needs change."
Becky Layana, Global Talent Program Manager, H.B. Fuller
We're Only Human -- Episode 141
In today's dynamic workplace, employers need to think about how they can create high-impact talent programs that deliver results like engagement, performance, and retention. At H.B. Fuller, this is a top priority. In today's discussion, Ben and Becky Layana, Global Talent Program Manager at H.B. Fuller, examine how the company prioritizes talent, what that means from a culture and values perspective, and how it opens up opportunities to get the best from people while still supporting the business.
Most importantly, listen to this episode and how much importance is placed on talent management as a business process/practice, not just a siloed HR activity. There are some excellent takeaways on that front.
Show Notes
Connect with Becky on LinkedIn
Thank you to the team at SHL for making this connection for us!
See the show archives and learn more about how to listen to We're Only Human on your favorite music and podcast apps
"I think the the one stat that came out of this research, that nine out of 10 employees would be more likely to stay with their employer if they had this benefit, I was just kind of blown away."
Rob Whalen, CEO, PTOExchange
We're Only Human -- Episode 140
One of the most common employee benefits is paid leave. Employers offer a variety of options, from more standard accrued leave during every pay period to a newer option for "unlimited PTO." But how do people feel about these benefits?
Well, the data are in, and you might be surprised by what you learn.
In a new research study of 1,000 North American workers, we found that many of them have issues with the Paid Time Off (PTO) programs their companies offer. In this episode, Ben dives into the data with Rob Whalen to understand how workers feel, what they desire, and how employers can embrace flexibility in a powerful, tangible way.
Listen in to learn: how men and women see this differently, what this means for low-income workers, and why diverse individuals may have different feelings about PTO plans.
Show Notes
Get a free copy of the report to see all of the data
Listen to our show archives and sign up for free updates
"Stay interviews are highly under-rated, but yet can provide , so much insight to your employees and so much data. It's almost like a secret weapon or secret tool that companies just don't take advantage of."
Amanda Turbeville, Global Head of Human Resources, Montway Auto Transport
We're Only Human -- Episode 139
In today's challenging hiring environment, employers need a way to connect with their people. Compensation? It's a start, but it doesn't motivate long-term. What about autonomy, training, and support? Those can create lasting connections with staff and drive retention in a powerful way.
But where do you start? In this conversation with Amanda Turbeville, Global Head of HR for Montway Auto Transport, you'll hear how the company leverages stay interviews not just to keep people, but to help define custom career paths to keep them engaged and connected with the organization. Amanda opens her play book and shares the questions they ask in these stay interviews as well as how they are utilized.
Show Notes
Connect with Amanda on LinkedIn: https://www.linkedin.com/in/aturbeville/
Check out the show archives and sign up for free updates: https://lhra.io/podcast
"In 2021, our employees asked about 27,000 questions from the chatbot and completed about 16,000 transactions. So this year our focus is really on reinforcing awareness and adoption while we're working to continue to improve our processes, our content, and our support structure."
Nicole Sloan, Employee Experience Leader, Kimberly Clark
We're Only Human -- Episode 138
For many workers at large companies, the only way to get help is with a phone number or a web portal. While there's nothing wrong with those actions, they can be disruptive to the daily flow of work and even difficult for those working in positions that don't lend themselves to office or desk work.
Kimberly Clark's Employee Experience team knew this and set out to change the fundamental interaction points for the firm's 46,000+ global workforce (including everything from desk workers to front line workers and everything in between).
The plan hinged on the implementation of KayCee, a chatbot that drove rapid, tailored interactions for every single request that came in. Listen to this episode to hear how Nicole Sloan and her team approached this challenge. In addition, we get to hear from Melissa Swisher from Socrates about how she and her team helped to enable these positive outcomes with a personalized, responsive chatbot experience for the workforce.
If your company is thinking about a chatbot for employee self service, this story is going to give you good ideas and insights for your journey. If you're already on that path, this conversation has good ideas for process improvement that you won't want to miss.
Show Notes * Connect with Nicole on LinkedIn * Learn more about Kimberly Clark * Connect with Melissa on LinkedIn * Learn more about Socrates
See our show archives and sign up for free updates
"We're talking ISO 45003 that I highly recommend people look at . Or you can talk to people like me who can break it down into regular language. Those three components of psychological health and safety, which are the structure, the environment and the expectations of behavior."
Dr. Allessandria Polizzi
We're Only Human -- Episode 137
In the workplace today, one of the common phrases that gets thrown around a lot is "psychological safety." But what is it, and how does it fit into the bigger conversation about resilience at work?
In this episode of We're Only Human, Ben talks with Allessandria Polizzi about this intersection, exploring practical ways to bring this from idea to reality. While it's easy to feel like these elements are "soft" or unimportant in the bigger scheme of things, they are emerging as critical leadership skills. Listen in to dive into concepts like self compassion, organizational dysfunction, and more.
If you enjoy this episode, you'll probably also like our talk with Faye Ekong from RavelWorks Africa on how to diagnose culture issues within the business.
Show Notes
Connect with Allessandria on LinkedIn
Check out the show archives, sign up for updates, and more
If we want to transform and do things differently, we always have a big "why." We have a purpose we are going after. When I think about transformation, I say, how would you make a preferred way of working which will create delightful experiences for people at the center of that change?
Shalu Manan, HR Transformation Strategist
We're Only Human -- Episode 136
Change is inevitable, but there is a right and a wrong way we can present and represent change as HR leaders. In today's episode of We're Only Human, Ben talks with Shalu Manan, an HR Transformation Strategist working at Genpact. Shalu shares her personal stories of leading through change, identifying value points for the business, and driving positive experience for the workforce.
If you work for a business that is facing change on any scale (and we all do!), then this episode is going to give you the ideas, insights, and inspiration that you need to see it through.
Show Notes
Connect with Shalu on LinkedIn
See our show archives and get notified about new episodes
The first advice I would say is be extremely clear about what your purpose is. When I came into this role, we were extremely clear about what not only my goal, but my purpose as a leader in what I was here to do. I think is important for all HR professionals to understand really the critical business needs for the organization that you're a part of, and what is your role in your purpose within that?
Alex Smith, CHRO of the City of Memphis
We're Only Human -- Episode 135
One of the things we're tasked with as HR leaders? Helping other people find their purpose in the business.
The data are clear: purpose is one of the key levers of engagement and connection with the business. But have we ever stopped to think about our own purpose? What it is? Why it matters? How it can serve as a guiding light for our efforts?
In this episode of We're Only Human, Ben talks with Alex Smith, head of HR for the City of Memphis, about her suggestions on how to create a more dynamic HR function through continuous learning, a strong purpose, and more.
Just like the relatively small rudder steers a much bigger ship, this purpose can steer each of us into more impact than we could have without it.
Show Notes
Connect with Alex on LinkedIn: https://www.linkedin.com/in/consultalexsmith/
See our show archives, sign up for free updates, and more: https://lhra.io/podcast
"According to their Director of DEI and Mental Health, they've reduced short-term disability claims related to mental health by 20%, and they've reduced relapse and recurrence by more than 50%."
Doug Berkowitz - SVP Operations - LifeSpeak
We're Only Human -- Episode 134
In the last few years, employee mental health has become a priority for more employers than ever before. And yet the data indicate that while employers are trying to make positive changes, they aren't really being felt by the workforce nearly as much as employers would like.
In this episode of We're Only Human, Ben talks with Doug Berkowitz from LifeSpeak about some new research that dives deep into what employees want from their companies, including specifics on types of mental health support, what aspects are most important, and how it will impact their performance and retention.
Bottom line: it's time to for employers to take the topic of mental health and wellbeing seriously if they want to attract and retain a high-performing workforce.
To see the full research report, check out the link in the show notes below.
Links
- Check out the Employer Mental Health Report Card
- Learn more about LifeSpeak
- Check out our show archives, sign up for updates, and more
The days of a recruiter having to really remember or jot down different iterations, skills, synonyms, acronyms... Those days are gone. We are constantly learning based off of the resumes that we're parsing.
Terry Bustamante, DaXtra Technologies
We're Only Human -- Episode 133
Back in December, Ben and over 100 other business leaders and technology providers attended the HR Tech Connect Summit in Jacksonville, FL. At the event, one key session was called Mythbusting AI for HR, and it dove into the specific areas where myths abound because of misinformation or lack of insight into algorithm-based technologies.
Today's conversation with Terry from DaXtra, recorded live on site during the HR Tech Connect Summit, dives into mythbusting AI specifically around hiring, giving ideas about how AI can increase the number of candidates available for a role, drive diversity and limit bias, and so much more.
Links:
Interested in checking out what DaXtra is doing? Here is how they are supporting employers: https://www.daxtra.com/solutions-for/corporates-2/
Connect with Terry on LinkedIn: https://www.linkedin.com/in/terrybustamantebusdev/
Learn more about the HR Tech Connect Summit: https://hrtechconnectsummit.com/
See our show archives and sign up for free updates: https://lhra.io/podcast
"Many employees these days may feel disconnected from their jobs or the company culture as a whole."
Ralf Hofmann, Managing Partner & Co-Founder, Drake Star
We're Only Human -- Episode 132
One of the things that makes us all better is hearing from people outside of our bubble. In this episode, Ben talks with Ralf Hofmann, an investor and business leader that helps with funding and business deals across the HR technology industry. They dive into some of the things that are top of mind for this business leader, such as the inclusion of artificial intelligence into HR operations, the need to consider virtual and remote employees when making decisions, and more.
But Ben also asks a hard question towards the end: should HR, talent, and learning professionals be looking at the company behind the technology, not just the software, when making a purchasing decision?
Check out this conversation to hear Ralf's answer and other trends his firm is watching for the coming year.
Show notes and links:
Check out the previous episode on HR's role in cybersecurity: https://onlyhumanshow.com/e/owning-hrs-cybersecurity-responsibilities-with-erika-lance-on-were-only-human/
Learn more about Drake Star: http://drakestar.com
Check out the show archives, sign up for updates, and more: https://lhra.io/podcast
"We all want to be seen, heard, and recognized."
Abby Hamilton, Chief People Officer, LiveIntent
We're Only Human -- Episode 131
When it comes to performance processes at most companies, the expected outcomes are compliance and completion. But in this episode, Ben talks with Shane Metcalf of 15Five and Abby Hamilton of LiveIntent to understand what it takes to create not just a process, but a true culture of performance within an organization.
Shane and Abby share ideas, insights, and suggestions that every employer can leverage to create a better and more equitable performance process.
Resources:
- Check out the HR Superstars podcast: https://podcasts.apple.com/us/podcast/hr-superstars/id1551858336
- Connect with Shane on LinkedIn: https://www.linkedin.com/in/shane-metcalf-55620213/
- Connect with Abby on LinkedIn: https://www.linkedin.com/in/abbyhamilton/
- See the We're Only Human show archives and more: https://lhra.io/podcast
"We collect three to 4 billion talent signals in the platform. That number is so large that if you were to spread it out over each second, it's 30 years of data. It's a crazy large number, but machine learning can look at that and in a millisecond find the patterns that you're looking for and apply it to what you want in a heartbeat."
Cliff Jurkiewicz, VP Global Strategy at Phenom
We're Only Human -- Episode 130
Join Phenom's Industry-first AI Day at http://ai.phenom.com
Artificial intelligence is polarizing. It's either going to save us all or destroy life as we know it.
Okay, that's a bit tongue in cheek, but you know what I mean. The headlines paint one picture, but users (especially in HR and recruiting) are seeing incredible value. And that includes not just admins but employees and candidates as well. Put simply, AI can create amazing, personalized experiences .
In this episode, Ben speaks with Cliff Jurkiewicz, VP of Global Strategy at Phenom, about the use of AI technology by some notable brands like Southwest Airlines to create better experiences for candidates. In addition, they dive into some of the basics of how AI works. Most importantly, though, they tease the new AI Day that Phenom is hosting on December 9th, 2021. It's a limited seating virtual event with some BIG announcements. You won't want to miss this if you plan on hiring or retaining employees in the coming year.
Thanks for listening to We're Only Human! Check out our show archives and/or subscribe at https://lhra.io/podcast
"And as I have these conversations with hiring managers and my peer executives, I often ask them things like, 'Who is the best person that works with you that comes from a non-traditional background--would you take more of them?'
And of course the answer is always yes. You can! You can do that. And why not risk the possibility of getting somebody amazing?"
Peter Sursi, Talent Executive, Federal Bureau of Investigation
We're Only Human -- Episode 129
In today's talent market, employers need to be willing to flex, change, and iterate. "The way we've always done it" was always a poor strategy, but today it could be crippling.
In this episode of the podcast, Ben talks with Peter Sursi, a talent executive with the FBI. Peter's belief is that employers should open up their hiring to nontraditional backgrounds. This not only supports diversity efforts, but it also helps to diversify talent pipelines and create a more rich and varied set of skills that your organization can tap into.
Listen to Peter's passionate plea for companies and hiring leaders, and take him up on the challenge to "risk getting someone amazing" into your next hiring funnel.
Links and Show Notes
Connect with Peter on LinkedIn: https://www.linkedin.com/in/petersursi/
This episode is a replay from our 2021 State of Hiring in Today's Talent Market event. To hear the entire event and get 3.0 HRCI/SHRM credits, get the free replay on demand here: https://lhra.io/hire21
Check out our new research on The Great Reprioritization: https://lhra.io/blog/data-preview-the-great-resignation-nope-its-the-great-reprioritization-new-research/
"No one likes leaving the comfort zone, but change forces you to leave your comfort zone, your known area. That is also an aspect of why it's important to start early because you also need to transport the vision for why you change, why you transform things, because if people don't understand why things are changing and what is the greater strategy, they will find it even harder to change themselves and their behavior."
Manuela Brede, Senior Consultant Transformation & Change Management at Siemens
We're Only Human -- Episode 128
Changing workplace technology, practices, or almost any factor in the employee experience is guaranteed to create friction. Why? Because humans are inherently drawn to stability. New data from Lighthouse Research & Advisory shows that while all employees don't want remote work, many of those that have it want to keep it.
Today's discussion with Manuela Brede of Siemens dives into change, change management, organizational transformation, and more. With a robust background of insights into how human and organizational behavior integrate, listeners will quickly pick up on key ideas to help communicate and reinforce change of all types.
Thank you to the team at IBM for connecting us with Manuela. IBM is doing tremendous work with organizational strategy and transformation for organizations like UnitedHealth Group, Takeda Pharmaceuticals, PayPal, and more. https://www.ibm.com/about/transform-your-work/
Show notes:
Listen to our show archives and get free updates on new episodes: https://lhra.io/podcast
As we provide, billions and billions of data points of pay, job descriptions, skills, information about the organization, information about people... We have all this data and talent intelligence is an emerging super category.
Kent Plunkett, CEO, Salary.com
We're Only Human -- Episode 127
Today, more than ever, compensation is a priority for business leaders in fast-moving organizations. Not sure that's true? Try mentioning pay equity or competitive job offers and see what comes up.
In this episode, Ben interviews Kent Plunkett, CEO of Salary.com, about the company's priorities today. A key item on that agenda? The rise of Talent Intelligence as a category of AI-enabled talent technologies that drive better people and business outcomes.
Connect with the Salary.com team: http://salary.com/
"That's step one is you have to build that partnership. And hopefully now that the iron is hot, strike it. If you have been supporting your business and organization through this pandemic, how do you take advantage of that and make sure that now your voice is in the room. Make sure that now you're using your voice and you're saying some of these things. I think HR has a unique perspective to your point--we don't cause a lot of these issues, but we help solve a lot of these issues."
Julie Salomone, VP of Global Human Resources, Televerde
We're Only Human -- Episode 126
In all the factors that wrap into what a company does, the people are the key enablers, doers, and makers. And HR is the keeper of the people.
In this heartfelt episode, Julie Salomone of Televerde and host Ben Eubanks discuss how HR can step up and drive success for all initiatives, both talent-oriented and not. Julie talks about what inspires her as an HR leader and offers a clear call to action for today's talent professionals to step up and lead during challenging times.
Resources:
Connect with Julie: https://www.linkedin.com/in/julie-salomone-mahr-phr-3096212/
Learn more about Televerde and their unique approach to talent: https://televerde.com/who-we-are/model/
See our show archives, sign up for free updates, and more: http://lhra.io/podcast
"The job of a talent acquisition leader is actually like five or six functions put together. You're a marketing leader doing outbound and branding. You're a sales leader, leading a team of individuals having conversations, converting candidates, or an operations leader by coordinating and scheduling and setting up interviews through the funnel. You're an analytics leader, trying to build dashboards and reporting."
Teddy Chestnut, BrightHire
We're Only Human -- Episode 125
In the hiring process, we collect a lot of data. We look at costs, timing, responsiveness, candidate qualities, and so much more. But the majority of companies don't capture much, if anything, around interviews. And when they do, that happens on a notepad or piece of paper, which is virtually impossible to analyze.
In this episode of We're Only Human, Teddy Chestnut from BrightHire talks about how his company is enabling powerful insights from interviews at a massive scale, allowing business leaders to use that data for DEI hiring, process improvement, and so much more.
Links and resources:
- Check out our most recent podcast on 20+ hiring strategies for a tight talent market
- Learn more about the BrightHire team
- See our show archives, get updates on We're Only Human, and more
Thousands of people have been our dataset this year that we've been talking to and analyzing and understanding what's happening. There's so much research and evidence here to help you. Transparently, I've never seen a market like we're in today. I hope this gives you some good insights and good ideas to solve for the current challenges and an extremely difficult hiring market.
Ben Eubanks Chief Research Officer, Lighthouse Research & Advisory Host, We're Only Human Host, HR Tech Talks Livestream Show
We're Only Human -- Episode 124
In the rare solo episode, Ben talks directly to talent and HR leaders who are struggling to find the right staff in the unprecedented job market employers are facing. This episode brings a ton of resources to bear:
- Ben's hands on experience in recruiting hard to find talent in the special operations aviation community
- Interviews with more than a dozen forward-thinking talent and HR leaders that are taking a proactive approach to the current situation
- Data from more than 800 employers from this year's Talent Acquisition Trends research at Lighthouse
Take notes! And if you have had a conversation with someone in the past 30 days about the challenges of hiring, take a minute to share this episode with them. After all, a rising tide lifts all ships!
Show notes/resources:
- Free PDF handout: 20+ Strategies and Tips for Hiring in a Tight Market
- https://upstarthr.com/talent-mobility-case-studies-and-research-podcast/
- Sprint Recruiting Book: https://amzn.to/3sL6O7C
- LHRA research on talent acquisition priorities for 2021/2022: https://lhra.io/blog/report-we-asked-800-employers-about-virtual-recruiting-new-research/
"I think openness to failure is as important as openness to success, because if you're not open to failure, you're not open to trying new things. Full stop. You're going to keep rolling out the same trite things that maybe aren't the best things. So it's really as important to try new things, and where you give yourself the credibility is the fact that you are measuring and you are looking at whether or not this works objectively."
Caitlin Bigsby, Visier
We're Only Human -- Episode 123
Want to be more successful? Fail more often.
In a recent conversation with an executive that works with numerous high-performing organizations, he explained that the critical differentiator for the best firms is a willingness to iterate and experiment, knowing that some of those will inevitably fail.
In today's episode, Ben speaks with Caitlin Bigsby about the importance of analytics, measurement, and data when it comes to HR and talent practices. Caitlin shares how to identify problems that data can solve, what to do next, and how to leverage evidence as a powerful tool for positive change in the business.
Connect with Caitlin: https://www.linkedin.com/in/caitlin-bigsby
Connect with Visier: https://www.visier.com/
Learn more about We're Only Human and check out our archives: https://lhra.io/podcast
"An HR manager can do whatever they need to do. We do have a vision, and the vision is that all administrative tasks should be done in less than 15 seconds."
Leila Laidani, Aconso
We're Only Human -- Episode 122
In the last year, companies have shifted much of their work processes to a digital format. However, legacy files and workflows don't always transition so easily.
In this episode, Ben talks with the team from Aconso about how using secure, digital storage solutions can help HR leaders to not only protect and preserve sensitive information, but use their time more effectively than shuffling paper and documents.
Learn more:
Check out the Aconso website: https://www.aconso.com/
Check out the We're Only Human archives, subscribe, and more: https://lhra.io/podcast
"You need to have a competitive pay and benefits offering. When you go to do that, the employer ends up paying for a lot of things that go unused just because there's too much to communicate. What's just amazing about the time and space we're in now is you can really use personalization to surface opportunities from among and within those programs and benefits at the right time, in a way where it's really a health and benefits journey of one."
John Halloran, CEO at Mobile Health
We're Only Human -- Episode 121
Each of us is unique. Our day-to-day needs, our lifestyles, and even our stress levels vary greatly. But one thing is certain: wellbeing is applicable to every single one of us.
In this episode, Ben and John discuss the importance of creating customized health journeys for employees (for instance, targeting a personalized need for mental health, fertility, or nutritional suggestions).
Beyond that, the discussion brings in ideas for how HR leaders can drive the right engagement with the workforce by leveraging wellbeing and wellness across a variety of opportunities. John brings up a powerful case study where EY and KPMG created an initiative using low-code tools from Mobile Health to engage their remote workforce, proving that these practices work for remote, hybrid, and in-office workers. In today's talent-driven market, this focus on wellbeing is a "must have," not a "nice to have."
Connect with Mobile Health:
https://www.mobilehealthconsumer.com/
Learn about Anthem Blue Cross's partnership with Mobile Health: https://www.prnewswire.com/news-releases/mobile-health-announces-8-year-preferred-partner-agreement-with-anthem-blue-cross-and-blue-shield-301341535.html
Learn more about the We're Only Human podcast, subscribe, and see our archives: http://lhra.io/podcast
"I had a client that in February of last year had 72 employees, all in Boulder, Colorado. By September of last year, they eliminated their office and went remote. They went from having all their employees in one state to having those same 74 employees, but across 14 different states."
Jordan Conley, President, Obsidian HR
We're Only Human -- Episode 120
In the United States, approximately 98% of the employers that exist have fewer than 100 employees. It's easy to get caught up in the headlines that focus on enterprise companies, but a massive segment of the economy (and job market) are tied to small businesses.
In this episode, Ben talks with Jordan Conley, President of Obsidian HR, about the challenges facing small businesses today. The discussion covers topics like outsourcing for a greater focus on strategic HR, how remote work makes compliance and HR work more difficult, and more.
Connect with Jordan and Obsidian HR:
- https://www.obsidianhr.com/
- https://www.linkedin.com/in/jordanconley/
Thanks to isolved for connecting us with Jordan!
Learn more about We're Only Human, subscribe, see our archives, and more: http://lhra.io/podcast
"Companies can now optimize things like rewards and training and development. HR and the way companies communicate with employees is going to be based on personalization."
Juan Betancourt, CEO, Humantelligence
We're Only Human -- Episode 119
The "one size fits all" approach is being replaced with the "one size fits one" approach at some of the most forward-thinking companies.
In your personal life, you expect personalization. Customized movie, dining, or clothing recommendations are becoming the norm. But at work, this hasn't been the case in the past.
Now, with intelligent technologies, we can personalize how we interact with everyone at work, creating deeper levels of understanding and collaboration. In this episode of We're Only Human, Ben talks with Juan Betancourt of Humantelligence about how the company is enabling these personalized experiences for the workforce and executive leaders. Use cases for personalization include everything from who to fits a job or company to how they learn best to what kinds of rewards they want and so much more. Check out this conversation to learn how you can personalize your approach to your people.
Connect with Juan: https://www.linkedin.com/in/juanluisbetancourt/
Connect with Humantelligence: https://humantelligence.com/
Check out our archives and learn more about the show: https://lhra.io/podcast
"It all has to link back to practical insights and practical takeaways about how best we can come through the current crisis together."
Bill Banham, Editor, HR Gazette
We're Only Human -- Episode 118
One of the fun parts of the last year has been connecting with new people, finding new resources, and building new communities. Someone at the heart of that is Bill Banham, editor and publisher at the HR Gazette. As someone who covers things happening in the HR industry, he brings a unique and balanced perspective on what HR leaders can learn about today's business environment.
In this episode, Ben and Bill talk about the learnings of the last year, what he sees as important for HR leaders to pursue in the coming months, and more.
Check out the HR Gazette where Bill spends most of his time: https://hr-gazette.com/
"Listening without solving... Is really important, because the tendency for a lot of people is when somebody comes to you with an issue, the immediate response is to try and find a solution to the problem when in fact that may not be what you need."
Gordon Simpson, SVP Human Resources, DHL Global Forwarding
We're Only Human -- Episode 117
Work is changing. We all know it. We've seen it. Hiring is more difficult than ever, and predictions are that it will get harder. Retaining talent is critical. Development is essential.
It's easy to feel like it's a problem that nobody can solve, but in today's conversation, Ben talks with Gordon Simpson of DHL Global Forwarding about how the firm is serving its workforce by putting them first. From shifting to bring PPE into the country during COVID to health concerns with return to work, DHL is adapting to meet the challenges its people face and supporting them at the same time.
Connect with Gordon on LinkedIn: https://www.linkedin.com/in/gordon-simpson-5731736/
See episode archives and learn more about the show: http://lhra.io/podcast
"There's a lot of blame going around. Rumors, gossip, people are on their guard. So this kind of hidden anger and passive aggressiveness that I have seen, [what's] always an eye-opener with clients is how many people need to be CC'd on any given email. So the more people that are CC'd in anything gives you an indication: there's a bit of fear, and so that shows that there's generally low trust."
Faye Ekong, Managing Director, RavelWorks Africa
We're Only Human -- Episode 116
In the organizational context of change management, it's easy to become frustrated or flustered with people about how they feel about policies and decisions. But as Faye Ekong so clearly illustrates in this conversation on We're Only Human, we should hold them accountable for their actions, not how they feel.
In addition, Faye shares insights on organizational health (and a lack of it) with examples that will make you smile and nod along with her. Her work in Africa in may ways reflects the work of HR leaders around the globe, and her advice is helpful for driving better change and HR outcomes.
Connect with Faye and RavelWorks:
https://www.linkedin.com/company/ravelworks/?originalSubdomain=ke
https://www.linkedin.com/in/faye-ekong/?originalSubdomain=ke
Learn more about We're Only Human, check out past episodes, and more:
http://lhra.io/podcast
"So the nerdy neuroscience about the brain is that your brain can't distinguish between a real-time event or if you visualized it. But when you when you walk yourself mentally, emotionally, visually through those things, and you just see yourself doing them and being successful, that's the really key piece."
Roger Kitchen, Mental Skills Coach
We're Only Human -- Episode 115
High-performing individuals in music, athletics, and even business use coaches to help them accomplish their goals, but have you ever thought about the importance of mental skills at work?
For knowledge workers (and HR leaders), the vast majority of performance isn't physical in nature, it's mental. And yet we let ourselves continue doing what we've always done, missing opportunities to create better performance and work habits.
In this fun interview with Roger Kitchen, a mental skills coach, Ben and Roger dive into the key aspects of creating good work habits, focusing mental performance, and driving better satisfaction and resilience.
Connect with Roger on LinkedIn: https://www.linkedin.com/in/rogerkitchenjr/
Learn more about We're Only Human, see previous episodes, and subscribe: http://lhra.io/podcast
"What I see is that we're no longer working from home. We're living at work. And so how do we help employees work differently?"
Maribeth Bearfield, Chief Human Resources Officer, Bright Horizons
We're Only Human -- Episode 114
In the last year, employers have struggled with how to support workers in a rapidly changing environment. Even today as some things change, others stay the same. During this episode, Ben talks with Maribeth Bearfield about how she looks at the human side of benefits that her team offers the workforce.
Learn about the new Horizons program that allows employees to earn a free education, creating new opportunities for the firm's diverse workforce and an exciting legacy of impact on the communities in which it serves.
Did you know that of the various assets on a balance sheet, people don't show up? After all, they aren't property, equipment, or materials. However, they do show up in the skills and innovation that they bring to the table. Maribeth also talks about the value of intangibles, which is where the value of your people really shine.
Connect with Maribeth:
https://www.linkedin.com/in/maribeth-nash-bearfield-9002822/
Connect with Bright Horizons:
https://www.brighthorizons.com/
"If this week a leader acknowledges [employee feedback], next week, the person is eight times more likely to participate again than if the leader said nothing the week before."
Ruby Kolesky, Co-CEO and Head of Product, Joyous
We're Only Human -- Episode 113
What's your stance on employee feedback and anonymity? In today's conversation with Mike and Ruby from Joyous, they share a bold proposal: stop making employee feedback anonymous, because you're telling them that it's something to be worried about. Instead, they advocate for open feedback that can help to identify issues, engage support, and drive the best outcomes.
In the discussion, the team talks about research they've done among employers asking for and acting upon feedback from their people, and they also talk about what it takes to create the environment where people can share their best ideas with the rest of the organization, making everyone's work (and workplace) better.
Connect with Mike and Ruby:
https://joyoushq.com/
Ben's favorite Joyous case study: https://joyoushq.com/blog/post/launching-lockdown-genesis
See the We're Only Human archives, subscribe, and learn more about the show: https://lhra.io/podcast
My preference in work was not towards optimizing machinery, but helping optimize work processes for people.
Tim Gardner, Former Organizational Development Consultant at Kimberly-Clark (retired)
We're Only Human -- Episode 112
If you're an introvert in HR, you're not alone. Recently I shared a piece on LinkedIn about introverts in HR and the value of introversion, and the piece received thousands of likes and comments. Apparently my own preference for introversion is in good company!
In today's podcast discussion, Tim Gardner, an admitted introvert and experienced organizational development leader, talks about designing work around people instead of forcing people to bend around the work. His background as an engineer (yes, really!) gives him a unique and powerful perspective on HR, process design, and business operations.
Towards the end of the discussion, I ask Tim to talk about legacy and impact, and it's a great set of ideas for all of us as we think about the lasting impressions of our work and relationships on the world.
Connect with Tim: https://www.linkedin.com/in/timjgardner/
Learn more about We're Only Human and see show archives: https://lhra.io/were-only-human-podcast/
"The platform was up and running literally weeks after the pandemic hit. And through this platform they saved 2,000 jobs, so it's also about saving jobs by redeploying people effectively when the times are needed."
Jerome Ternynck, Founder and CEO, SmartRecruiters
We're Only Human -- Episode 111
In some brand new research, we found that internal hiring and talent mobility is a key priority for employers in the coming year, and they measure success through increased diversity, lower cost to hire, and better performance and retention. These factors all feed into today's conversation.
In this interview with Jerome Ternynck, Founder and CEO of SmartRecruiters (and one of the most passionate people about hiring on the planet), we dive into what virtual recruiting looked like in 2020, how employers are adopting internal talent marketplaces to support internal hiring and employee mobility, and what it takes to lead the business as a talent acquisition leader. We also look at SmartRecruiters' intense commitment to equitable hiring and share the playbook SmartRecruiters uses to support these practices internally.
Resources:
See the DEI hiring playbook: hiringsuccess.com
Check out new research on priorities for 2021/2022 in talent acquisition: https://lhra.io/blog/new-research-virtual-hiring-recruiter-skills-and-internal-mobility/
"I think as HR leaders, one of the biggest things that we have to do is never lose sight of the people."
Erika Lance, SVP of People Operations at KnowBe4
We're Only Human -- Episode 110
According to research, organizations face an average cost of over $3 million for a cybersecurity breach.
Do we have your attention? In today's episode, Ben talks with Erika Lance of KnowBe4 about the importance of cybersecurity and how HR can play an active role in supporting this critical business issue. At the end of the day, cybersecurity is primarily a people issue more than anything else, and Erika will share tips and strategies for how to make this a priority in your organization. She will also share tips on building better stakeholder relationships with IT and information security teams, which strengthens HR's credibility with the business.
Learn more:
knowbe4.com
Connect with Erika on LinkedIn https://www.linkedin.com/in/erikalance/
See our archives and subscribe: http://lhra.io/podcast
"It's about understanding that workforce isn't a recruiting job. It isn't a leadership job. It's everybody's job. If you have needs in the workforce, you must communicate them. And the vehicle to do that is our recruiting team."
Betty Jo Rocchio, Chief Nursing Officer, Mercy
We're Only Human -- Episode 109
One of the consistent priorities in our research over the last few years for recruiters is to align with the business and build deep, strategic partnerships. In today's episode, you'll get unique insights from Mercy about how the talent acquisition leadership interacts and engages with its nursing operations leaders.
Ben talks with Kayla Drady and Betty Jo Rocchio about their partnership, how they interact with and support each other (especially during COVID times), and what lessons they think other talent and business leaders could use to create deeper relationships. In this episode you'll learn how to create that lasting, impactful relationship with key stakeholders, including the role of skill data, analytics tools, and more.
Learn about Mercy's recruiting activities and openings here: careers.mercy.net
Learn about Mercy's mission: mercy.net/about/
Thanks to Phenom for introducing us to Mercy!
See our episode archives for We're Only Human and subscribe: http://lhra.io/podcast
"We are what we call a conversational AI platform, the main product being our AI assistant, which was built with a really simple kind of mission to create magical experiences for candidates."
Josh Zywein, Paradox.ai
We're Only Human -- Episode 108
Chatbots aren't new. Most of us have used them as consumers to get support when we visit a website for a cable or mobile phone provider. Plus, in our last report on chatbots in the recruiting technology space a few years ago, we found over 25 different companies offering bots and tools to help employers automate and streamline their hiring.
But not all of them are cut from the same cloth.
In this interview with Josh Zywein from Paradox.ai, we talk about how recruiting chatbots have evolved and how the company's bot (Olivia) has served customers like Nestle, McDonald's, CVS Health, and others.
We also talk about why chatbots aren't a "DIY" project and what you can get with a dedicated, purpose-built system.
Check out the show archives, subscribe, and more
Connect with Josh, Olivia or the Paradox team:
http://paradox.ai (you can even chat w/Olivia on the website!)
Email: josh@paradox.ai
"What different actions can we take going forward? So whether it was an implementation to our benefits plan or whether it was rolling out a new piece to our onboarding process, let's do an analysis at the end... Is there anything that could've made this better? Just one little thing that we could tweak so that we can learn from this." Angie Redmon, striveHR
We're Only Human -- Episode 107
Today there's no shortage of employer award programs. Every magazine, business publication, website, and trade association has a version of these programs, and they all look at different elements of how employers support their people. In today's conversation, Ben talks with Angie Redmon of striveHR about how she works with employers to help them win these awards. As you'll hear in the discussion, this is about more than "teaching to the test." It's about fundamentally changing how you care for and support your people, and the journey towards that end goal is perhaps more important than the end goal itself. In the conversation you'll learn the three critical components that lead to a winning strategy over time.
Learn more about Angie and connect with her: https://www.linkedin.com/in/angieredmonbestworkplaceadvisor
Find our episode archive, subscribe options on Spotify, Google, Amazon, and more, and learn more about We're Only Human: http://lhra.io/podcast
"The way work is getting done is increasingly flexible and it gives the worker the power of choice. That choice serves both the worker and the end enterprise."
Dan Beck, COO of Utmost
We're Only Human -- Episode 106
Quick, your business needs to fill a talent gap you have, but you don't want to hire a new staff member. What do you do? Hire a consultant? Pick up a freelancer? Snag an independent contractor?
Historically, these activities have happened outside the realm of HR, partly due to compliance and partly due to the different approaches to bringing on that talent. In today's episode, Ben talks with Dan Beck, COO of Utmost, about how forward-thinking employers are hiring, tracking, and managing the extended workforce.
Think about it: companies today have increasing numbers of gig workers and flexible talent on the books, so why shouldn't we have insights into who they are, how we can manage them, and what that investment looks like at the highest levels of the company?
Learn more: https://utmost.co/
Connect with Dan: dan@utmost.co
"Be gentle with yourself. I think we can all afford a little compassion and we're often able to give that to others easier than we're able to give it to ourselves. Give yourself time for introspection to understand what truly motivates you and let that be your first step."
Kristin Richter, Engagedly
We're Only Human -- Episode 105
This is a special edition of We're Only Human! Last fall Ben cohosted HR Analyst Day with Jessica from Workology (who you'll hear on today's show). They talked with a wide variety of HR tech companies covering recruiting, benefits, learning, engagement, and more. This episode was one of the outcomes from that experience. In it, Jessica interviews Kristin Richter from Engagedly about the company's focus and how it helps to create a more human-centered workplace.
Want to know more about HR Analyst Day? Check it out: https://learn.workology.com/hr-analyst-day/
Learn more about Engagedly: https://engagedly.com/
Connect with Kristin: https://www.linkedin.com/in/kristin-richter/
"You can reconcile accounting, but you can't always reconcile people."
Jeremy Stickling, Chief Administrative Officer at Nussbaum Transportation
We're Only Human -- Episode 104
Turnover in some trucking and transportation companies runs nearly 100% a year, meaning they turn over virtually every employee over a 12 month period. But at Nussbaum, the turnover runs under 30% a year. What's the secret, and how can other employers with a field-based or remote workforce apply those principles to create better employment outcomes for their people? In this episode, Ben talks with Jeremy Stickling, Chief Administrative Officer at Nussbaum Transportation, about how the company has cracked this code. It's a great case study on caring for people and delivering a great experience, regardless of where employees are based.
Learn more about Nussbaum's purpose-driven culture: https://www.nussbaum.com/purposedriven/
Connect with Jeremy: https://www.linkedin.com/in/jeremy-stickling-71a5b112/
Find out how to align your own values and work style with the kind of company you want to work with: https://mailchi.mp/upstarthr/5-hr-career-questions
I really do believe this is a moment for learning and training that could see a transformation that benefits learners.
Simon Greany, Elucidat
We're Only Human -- Episode 103
How many times have we in HR and learning been forced to create content in subjects we knew little to nothing about? In today's episode, Ben talks with Simon Greany from Elucidat about how the company supports employers through technology that enables subject matter experts to cocreate learning content.
At the end of the day, learning is about performance. It's not about making people happy (though that can be a byproduct). And having targeted training that meets the needs of the workforce is the best option for creating sustained performance over time.
Learn more about Elucidat: https://www.elucidat.com/
Learn about myHRfit: http://myhrfit.com
See where you can find the podcast: https://lhra.io/podcast
"We can't forget about being human."
Tom Moran, Chief Strategy Officer, Prodoscore
We're Only Human -- Episode 102
When workers gathered to work on assembly lines, productivity was easy: you counted the widgets produced per hour. In the modern workplace, it's a much harder proposition. How do you know when knowledge workers are really accomplishing what they need to be?
In today's discussion, Ben dives into those questions and more with Tom Moran of Prodoscore. Prodoscore is a productivity intelligence tool designed to help companies understand how the workforce gets things done, who may need help, and where opportunities exist for smarter business practices.
Tom shares how Prodoscore helps customers measure individual worker productivity, how the data can serve as a performance coaching tool, and more.
See Prodoscore's ethical pledge: https://www.prodoscore.com/company/#pledge
"We allow business leaders to dictate things based on who they like, who they golfed with the last weekend, and things like that when it should be: 'Who is doing the work and who is a benefit to our work environment and our culture?'" Carla Patton, HR Executive
We're Only Human -- Episode 101
One of the challenges in the last year is that the pandemic showed the cracks in the relationships created by poor leadership. In an office environment, there are enough opportunities to smooth over mediocrity from a leadership perspective, but when things are virtual, those kinds of behaviors like favoritism or simply being inept become magnified.
In this episode, Carla Patton encourages us to stop accepting mediocrity from our leaders and hold them to a higher standard. It's not just about business results--it's about the kind of environment they create for their team and whether that environment encourages performance or hinders it.
Links:
Ben on the Paychex HR Podcast: https://open.spotify.com/show/3F4a4zK3l0PSQEMf9wl5du
Connect with Carla on LinkedIn:
https://www.linkedin.com/in/carlahpatton/
Check out The Career Salon podcast with the HR Twins:
https://open.spotify.com/show/0zUiPwDUotwiu5dna1WrLa
"We map the employee journey and experiences that an employee has. We do things where we can really hear, learn, and better understand the employee sentiment, directly from employees. We have feedback mechanisms built in that allow us to continually evolve, and we really look at that feedback that we get on our experiences as a gift. We welcome it. We want to hear 'what did we do' and 'how did it land' and 'how can we make it better?'"
Adella Bell, PayPal
We're Only Human -- Episode 100
Today, one of the most challenging pieces of supporting employees is understanding their unique journeys, identifying their needs at each step, and designing experiences that meet those needs. At PayPal, there is a clear approach that leads to better outcomes, and it hinges on employee-focused design. From how feedback is gathered to how journeys are mapped and more, every piece of this is centered on the employees and what they need.
In today's discussion, Ben talks with Ramesh Murugan and Adella Bell from PayPal's HR team to explore how PayPal designs an employee experience that is scalable and high touch, including key insights into how the HR team identifies what the workforce needs through comprehensive voice of the employee efforts.
To learn more about IBM Talent Transformation Services: http://ibm.biz/talentacquisition
Other episodes in this series on Talent Transformation:
- How Takeda Radically Transformed its HR Operating Model
- How to Drive Business Innovation from within HR
Learn about PayPal's commitment to and support of global intiatives in their Impact Report: https://www.paypal.com/us/webapps/mpp/globalimpact
"So you're about to go into a meeting physically or remotely, you click on the team on the calendar invite and it'll pull up the culture of that meeting. Imagine EQ everywhere, and you're delivering emotional intelligence insights where every person can communicate, collaborate, and connect." Juan Betancourt, Humantelligence
We're Only Human -- Episode 99
One of the issues with the tools, the technology, and the processes we use in HR is that we sometimes get away from the human at the core of it all. This episode includes an incredible case study of how Ashley Furniture reduced turnover by approximately 30% and saved nearly $5 million in the process by focusing on the real drivers and values of each individual they hire onto their team.
In today's discussion, Ben and Juan dig into how we can use more emotional intelligence insights in everyday interactions, creating more human and people-focused workplaces. From hiring decisions to team alignment, there are many different types of opportunities to support and enable better communication and connection.
Connect with Juan: https://www.linkedin.com/in/juanluisbetancourt/
Learn more about Humantelligence: https://humantelligence.com/
"Human resources is ripe for innovation right now. Innovation is definitely a place of great opportunity within human capital. We should be constantly looking out for how we can leverage what others have done in other areas and apply it to human resources functions." Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group
We're Only Human -- Episode 98
If you've ever wondered why HR seems to struggle with innovation, you're not alone.
- For some companies, HR expects innovation to come from other departments.
- For some companies, HR tries but fails to generate the innovation it needs.
- But in some firms, HR leads the charge with innovation, creating new opportunities to drive the business and demonstrate the value of HR within the organization.
In today's discussion with Karin Wagner, Senior Director of Talent Transformation at UnitedHealth Group, Ben and Karin talk about how this process works and Karin opens her playbook on how to build relationship capital in authentic ways, what it takes to go from idea to execution, and more. Karin is incredibly insightful and you don't want to miss her ideas in this special episode.
To learn more about IBM Talent Transformation Services: http://ibm.biz/talentacquisition
Connect with Karin on LinkedIn: https://www.linkedin.com/in/karin-wagner-b26500
"My company is going remote because of COVID. How do I transition our culture over?"
We're Only Human -- Episode 97
In today's episode, Ben takes three audience questions:
- How do we move to a remote work culture?
- What payroll technology works for a smaller organization?
- How do I leave a toxic workplace?
We are trying out this Q&A series and would love to hear your feedback! Let us know if you enjoy it or if you want to ask your own question. Just send it to questions@upstarthr.com or record a short voice question anonymously at http://upstarthr.com/question
Quote for today's episode by Kahlil Gibran:
Work is love made visible. And if you cannot work with love but only with distaste, it is better that you should leave your work and sit at the gate of the temple and take alms of those who work with joy. For if you bake bread with indifference, you bake a bitter bread that feeds but half man's hunger. And if you grudge the crushing of the grapes, your grudge distils a poison in the wine. And if you sing though as angels, and love not the singing, you muffle man's ears to the voices of the day and the voices of the night.
"I think you can't make the mistake of designing an optimal, or academically perfect HR operating model in a vacuum. It really must be aligned with your fundamental business strategy and the overall operating model." Lauren Duprey, Takeda Pharmaceuticals
This is the first in a fascinating new series of episodes where we interview talent and HR leaders from a select set of IBM Talent and Transformation clients about their innovative practices and approaches.
We're Only Human -- Episode 96
What does it take to change the fundamental model for how HR operates in a business? In the case of Takeda, it took considerable time to settle on an approach that balanced global governance and accountability with localized, agile decision-making. The rollout of this HR transformation began in February of 2020.
Yes, right as COVID was beginning to hit.
Some would say that's the worst time, but in hindsight it might have also turned out to be the best. In the turmoil that followed globally, Takeda's HR team was set up to respond to business needs, adapt to change, and deliver service in a tailored and agile manner.
In today's discussion, Ben talks with Lauren Duprey and Dominique Brewer about the firm's shift in operating models, deep focus on equity and inclusion, and more. This session is a master class on how to design an HR model that enables the talent team to support the critical objectives of the business.
To learn more about IBM Talent Transformation Services: http://ibm.biz/talentacquisition
To see the work Takeda is doing and understand more about the firm, visit takedajobs.com
"And to me, just hands down learning is the future of work. Let's just put a period on that. That's how I feel about this. We've entered this era of where there's continuous, rapid change. It just keeps coming for us. Every day we're faced with a new change. And the only way that we can sort of ride those changes or rise to them is through continuous learning." Shelley Osborne
We're Only Human - Episode 95
If that statement doesn't convey the sentiment of this episode, nothing will. In this discussion with Shelley Osborne, the conversation explores key points and ideas from The Upskilling Imperative, Shelley's new book.
Ben and Shelley dig into why we learn the way we do, what it takes to shake up corporate learning practices, and how to drive better outcomes with manager involvement, feedback, and so much more.
Want to get the book? Check it out here: https://amzn.to/3iG8o55
"One of the things that I find most fascinating about using neuroscience in the [change management] work that I do is that there's a lot of really common misconceptions about neuroscience." Travis Hahler, Google
We're Only Human - Episode 94
What is neuroscience and why should we be thinking about it as HR and business leaders? Neuroscience is the study of how the brain works, how we make decisions, and what drives our behaviors.
If we can understand some of the underlying evidence and contributing factors, we can change behaviors of the people we work with. It sounds easier than it is, but using neuroscience principles to guide these changes can lead to powerful outcomes. In today's discussion, Travis Hahler from Google talks with Ben about some of the elements of brain science that fit into change management and behavior modification.
This interview was recorded during the first ever virtual reality conference for HR leaders, the Global HR Summit, in September 2020.
Connect with Travis on LinkedIn: https://www.linkedin.com/in/travisdhahler/
"What we're telling customers is that we can help make work more human. First is really putting empathy at the forefront of the employee experience. It's up to HR to work with leadership and create this human experience." Munjal Munshi, Oracle
We're Only Human - Episode 93
Organizational agility is a critical part of adapting to and overcoming change. What does this mean in the context of the work HR does?
Everything.
Our newest data at Lighthouse Research & Advisory show that 96% of employers that claim to be future-ready also say that their HR technology plays a critical role in enabling that agility at an organizational level. In today's discussion, Ben talks with Munjal Munshi of Oracle to discuss the concept of organizational agility, how HR technology plays a role in that, and the practical lessons and ideas for today's business leaders.
One critical part of the talk? How HR and IT can work more closely together to create better relationships and better outcomes.
Check out the free research report: http://oracle.com/goto/lighthouse
"At the beginning of my career, HR was looked at as a necessary evil. Now it's completely flipped to where HR is the driving force for how companies grow and expand." Eric Storm, Starmind
We're Only Human - Episode 92
Skills are the currency of business. Research shows that in the 1980s, 85%+ of organizational value was in tangible assets (property, facilities, equipment, etc.) Today, that has shrunk to just 15% or less, and the rest of value is in intangible assets (ideas, capabilities, intellectual property, etc.)
Skills are a key part of organizational value, but very few companies know the skills inside the business well enough to leverage their value. In this interview with Starmind, Ben digs in with Eric Storm to understand how the firm offers employers a way to identify, understand, and leverage the skills of the workforce.
To learn more about Starmind, visit http://starmind.ai
Also, check out episode 24, which Ben references during the show: https://upstarthr.com/the-secret-to-great-team-performance-may-surprise-you-podcast/
"We as an industry are driving toward the cliff and the HCM [technology] vendors are competing over who offers better tire pressure." Dror Gurevich, Velocity Network Foundation
We're Only Human Podcast Episode 91
How are organizations gathering skill data inside the business? Our research shows that the most common method is also one of the most biased: manager observations. However, Velocity Network Foundation is a nonprofit organization that aims to solve the problem of unverified, unvalidated employee skills through the power of blockchain.
Dror and Ben explore what this means for the future of the business world, what it enables organizations to do from a talent perspective, and how trusted career records can change processes like hiring and training forever.
Learn more about Velocity Network Foundation: https://www.velocitynetwork.foundation/
"We need help communicating the benefits we pour our hearts and souls into and making them successful for our employees."
Jesse Albro, Flimp Communications
We're Only Human Episode 90
Heads up: open enrollment will happen this year. While this seems like the strangest year in, well, forever, it also has some predictable elements to it. That said, how do you plan for a virtual approach to open enrollment? How do you measure the impact of your communications/ How do you support your people as they think more carefully about health and wellness than ever before?
In today's conversation, Ben talks with Jesse Albro from Flimp about these topics and more. Jump in and learn how your company can plan and implement a more virtual and scalable approach to open enrollment.
Learn more about Flimp: http://flimp.net/
"For me it's always been about focusing on how we can use technology to transform the way we develop, grow, and care for our employees." Christopher Lind, learning technology leader at GE Healthcare and founder of Learning Sharks
We're Only Human episode 89
In today's discussion, host Ben Eubanks digs in with Christopher Lind on how to use technology as a piece of the bigger picture of supporting the workforce from a learning perspective. Discussion topics include knowing the business, what your learning culture looks like, and how to stay current on the technologies that enable better business performance.
Connect with Christopher on LinkedIn: https://www.linkedin.com/in/christopherlind/
Learn about the Learning Health Check Assessment: http://learningsharks.com/
"This year has really redefined what compassion means to me. The need to have compassion for others, whether it's wearing a mask for those at high risk when I'm going into a store or what role I can personally play in social injustice, it really is all just coming back to compassion."
Lesley Lyons, PeopleStrategy
We're Only Human - Episode 88
In this conversation Ben interviews Lesley Lyons, a marketing executive with PeopleStrategy, to talk about the themes of connection and compassion and how they play a part in helping each of us support each other during challenging times. Lesley also announces the new Antiracism Forum, a free event for business leaders to get expert insights on how to build antiracist cultures.
https://www.peoplestrategy.com/AntiracismForum
Connect with Lesley: lesley.lyons@peoplestrategy.com
"That hiring maanger still has a view of the candidate's abilities and skills without being exposed to their race, gender, or ethnicity." Scot Sessions, Talvista
Did you know that there are nearly 200 cognitive biases that affect our decisions every day? While a decision about where to eat or what to wear is unlikely to have negative consequences, making a biased choice in hiring can lead to negative outcomes for people of color, women, and other minorities.
In this conversation, Ben speaks with Scot Sessions and Elaine Orler from the Talvista team to understand how technology can help minimize hiring biases and lead to better, more equitable outcomes. They discuss resume blinding and how it works and other practical advice for employers looking to hire more inclusively.
Connect with the Talvista team: talvista.com
On Twitter: @scotsessions @elaineorler
To get the HR Summer School on demand replay with five separate sessions on inclusion and equity at work,visit https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demand and use promo code "onlyhuman" at checkout for 20% off for being a podcast listener!
"What really excites someone to join a company? Why do they stay at the company? Every person you talk to has a different story." Amit Pamar, HR executive at Unisys
This conversation happened at IAMPHENOM, one of the last live events prior to the COVID-19 shutdown.
In today's episode, Ben interviews Amit Parmar, an HR executive at Unisys, a technology firm with 20,000+ employees. Ben and Amit talk about talent, AI, analytics, digital transformation, and more. The discussion digs into why it doesn't matter if chatbots are AI or not, how personalization creates better experiences for the workforce, and how we can automate the "grunt work" of HR and focus on the strategic work we need to be doing.
To connect with Amit: https://www.linkedin.com/in/parmar79/
To get the HR Summer School replay:
Visit https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demand and use promo code "onlyhuman" at checkout for 20% off for being a podcast listener
"We need to own what we do. We've been apologizing and apologetic for being in HR instead of owning what we do. Every other profession says, I'm a salesperson, I'm a finance person. I'm a marketer. We go, I'm sorry. I'm in HR." Steve Browne
In this conversation, a replay from the most popular session at HR Summer School 2020, Ben talks with Steve Browne, the most connected person in HR, about how to be an intentional connector, how to add value to relationships, and why HR is an essentially human profession.
If you enjoy the talk with Steve, his new book HR Rising is now available!
You can also see the full video replay in addition to the 50+ other speakers on HR Summer School On Demand at HumanResourcesAcademy.org here: https://www.humanresourcesacademy.org/courses/hr-summer-school-on-demand
"And then the other piece of it was just the fear of losing a job increased dramatically... So the top line headline was one of anxiety in the marketplace."
Jeff Rohrs, Jobvite
In recent months things have turned upside down not just for many employers but for job seekers as well. In this episode Ben talks with Jeff Rohrs of Jobvite to discuss the company's annual Job Seeker Nation study and the key findings that HR and talent leaders need to know, from how job seekers feel right now to what place internal hiring and mobility practices have in the recruiting process (hint: they are the #1 thing candidates are looking for).
Learn more at: https://www.jobvite.com/lp/2020-job-seeker-nation-report/
"The assessment traditionally has seemed a bit disconnected from the job role. This can come across as friction. You've worked hard to find a candidate and you want them to join--this can seem disjointed."
Jora Gill, SHL
Hiring is a balancing act. We want to drive candidates into the funnel, create positive experiences, and bring the best candidates into the organization, but we also need data to help make the right choice. While AI has been challenged for its impact on hiring, new evidence shows that it can help to minimize erroneous decisions. In this conversation, Ben talks with Jora Gill from SHL about how assessments can be blended into the hiring process for better, more objective decision-making without sacrificing candidate experience.
Learn more about SHL at http://shl.com
"We are wasting talent. We can't afford as a nation, as a society, to waste talent."
Brenda Weitzberg, Founder and Executive Director of Aspiritech
When we talk about diversity in the workplace, we often overlook the concept of neurodiversity, which encompasses the broad range of intellectual capabilities that individuals have. In today's episode, Ben interviews Brenda Weitzberg about her company, Aspiritech, and how it is able to hire individuals on the autism spectrum for specific tasks that suit the unique strengths of individuals with autism.
The capabilities of each person, regardless of the color of their skin, their gender, or their mental clarity, are unique. As Brenda says in the interview, "When you've seen one person with autism, you've just seen one person. You haven't seen them all." Let's learn more about how to open up opportunities for those that are neurodiverse.
Learn more at aspiritech.org
"People don't want flexibility. they want complete control over their time."
Today, we keep hearing that flexible work is the way to go. People want it. They crave it.
Yet in today's episode of We're Only Human, Ben talks with Jody Thompson, creator of the ROWE movement. ROWE stands for "results only work environment," and it has been around for some time (the first book, Why Work Sucks, was published in 2008).
Today the workplace looks different than it did then, but according to Thompson, employers are still chasing the wrong things. We're looking at when work gets done and where work gets done, but we're not focusing enough on the what in terms of results.
That lack of focus on the right things sometimes forces our people to fight for control over their work. How? By looking for workarounds, playing the "I'm busy" game, arriving early or staying late, and more. Instead of looking at managers as controlling figures, we should look at them as performance coaches. Expect to explore all of this and more in today's conversation. Enjoy!
Learn more about Jody and ROWE at: https://www.gorowe.com/resource-library
In recent weeks the podcast has covered critical topics like the Families First Coronavirus Response Act and how HR technology providers are supporting businesses during this time. Today, we're going to take a step toward engaging those workers that are working remotely, many of them doing so for the first time.
In this solo episode, Ben covers 11+ ways HR leaders and line managers can support and engage their workers, from simple concepts like one on one's to more complex ideas for how to run company all hands briefings. Working remotely may be a challenge right now, but for those workers that enjoy the experience and want to remain remote after the COVID-19 scare is over, managers will need new tools and ideas to help them support workers they can't see on a daily basis.
If you have your own ideas to add to the list, please send them to ben@upstarthr.com and we'll add them to the show notes here. Thanks!
"As the head of HR, I'm now suddenly expected to be a doctor, virologist, and epidemiologist."
That quote came from a discussion with an HR leader in the last few days, and it clearly outlines what many companies are going through right now. In today's conversation, Ben talks with Brett Meager of Paycor to learn how employers are responding to the dynamic situations happening across the country as well as how the company is supporting its small and mid-size clients in the middle of the chaos. Brett talks about how the firm is helping to keep people informed on legislation and other details as they arise (see the links in the show notes below for more on that).
The best thing we can all do right now is share positive, helpful resources and information with each other, so if you would be willing to share this episode with a friend or colleague as a way of making work better and safer, I would greatly appreciate it.
For pandemic preparedness plans, advice, resources, webinar and communication templates check out the Paycor Coronavirus Support Center for SMB Leaders. Paycor posts on Twitter and LinkedIn daily with our latest COVID19 resources, we encourage you to follow along!
Brett also shared a few tips on Working From Home with Kids: https://www.paycor.com/resource-center/how-to-work-from-home-with-kids
"Here's my general advice for businesses--don't be afraid to get help."
In recent weeks a flurry of legislative activity has led to numerous laws to help employers and businesses dealing with the COVID-19 outbreak, and the Families First Coronavirus Response Act is a big part of the activity. What does this law mean for employers, and how does it benefit them? What other considerations should employers think through as they support their workforces during this pandemic?
In this episode, Ben talks with Eric Meyer, Partner at FisherBroyles, LLP, about how employers should be responding to the current environment and what the law means for them.
Connect with Eric: https://www.linkedin.com/in/emeyer/
Follow Eric's blog: https://www.theemployerhandbook.com/
List of HR Tech companies offering free software and/or support: https://lhra.io/blog/hrtech-companies-offering-free-resources-information-covid-19-crisis/
Ben's personal piece on how to respond to the crisis: https://upstarthr.com/rising-up-to-embrace-our-humanity/
Agile talent acquisition? What's that?
Many of the talent leaders we encounter have heard of agile as it pertains to the software development industry, but what lessons does this methodology have for today's talent leaders?
Agile, at its core, is about prioritizing (ruthlessly) on the things that need to get done. In agile talent acquisition, managers hold more power to set priorities. At the same time, recruiters and talent advisors get the benefit of clearer communication, a framework that sets them up for success, and a true partnership with their customers (the hiring managers in the organization).
In today's discussion, Ben talks with Trent Cotton, a key figure in the implementation of agile talent acquisition methods at BBVA, a global financial firm with more than 10,000 North American employees and a global workforce of over 100,000. Cotton explains how the process works, what benefits BBVA has seen from the approach, and offers specific advice for how to make it a reality in any organization.
If you'd like to connect with Trent, you can find him on LinkedIn: https://www.linkedin.com/in/trentcotton
If you found this episode valuable, you might also enjoy episode 58, which was an intriguing conversation with Paul Shane about how Northwestern Mutual created its hiring playbook: https://upstarthr.com/were-only-human-58-open-sourcing-the-recruiting-playbook-from-northwestern-mutual/
This is somewhat like our conversation with the H&R Block head of TA on episode 25: https://beneubanks.podbean.com/e/were-only-human-25-how-to-forecast-hiring-needs-and-lead-a-recruiting-team/
"HR is representing the people at your organization that deliver the results of whatever mission you have... There is no greater voice for the people than HR."
We hear so much about large employers and enterprise firms in the news. These organizations are a key part of the global economy, but did you know that over 99% of employers in the US have fewer than 1,000 employees? Yes, really! This market of smaller organizations employs more than half of the US workforce and creates incredible value not just globally but in millions of communities where these firms create jobs and opportunities in their respective areas.
In this episode, Ben interviews Tom Hammond from Paychex to talk about this critical SMB (small and mid-sized business) market and how these firms operate. Last year Lighthouse Research ran an analysis of 1,000 employers to understand how they buy technology, hire HR staff, and outsource HR activities. This study offers critical insights as Ben and Tom talk about how many of these firms have HR technology, what drives decisions about hiring HR staff, and more.
To see the research Ben and Tom discuss, check out https://lighthouseresearch.lpages.co/hr-adoption-curve/ To learn more about Paychex, visit Paychex.com To connect with Tom, reach out on Twitter: @thammondhr
Employee paid leave is often overlooked because it has been around for what seems like forever. It's fairly standard, and the biggest advancement in recent history has been moving from a split vacation/sick model to a paid time off or "PTO" model, where employees can use the leave flexibly for illness, vacation, or other personal needs as they see fit.
The problem, though, is that people still don't use that time as they should. They carry heavy leave balances, which creates liability for their employers. They don't take the time off because they feel like they can't be away from the office. Whatever the case, it's not serving the purpose that it should. Research shows that people return from time away from work with better mental health and reduced anxiety (even when they have an overflowing inbox), so how can we solve this?
In today's discussion, Ben talks with Rob Whalen of PTO Exchange. Rob shares some sobering statistics on PTO usage by employees and how much is forfeited annually, failing to serve the employee population it was designed to help. Rob also explains how PTO Exchange is helping employers to help employees by converting PTO into retirement savings, emergency funds, charitable donations, and more. It's time to start thinking strategically about paid leave benefits to help employees with a diverse set of needs.
Contact Rob or PTO Exchange:
https://www.linkedin.com/in/rob-whalen-1287077/ https://www.ptoexchange.com/contact
Resource: 4 ways to get employees to use more vacation time
Today, more workers than ever are in roles that do not provide them with an office, a desk, or even a computer or email address. Forbes says that more than 2 billion workers work in a deskless environment. So how can employers communicate with those staff, engage them with learning content, and keep them informed?
In today's episode, Ben interviews Jon Thurmond, an HR leader with Team Fishel, to explore this challenging issue. Thurmond has led the charge at Team Fishel to create an internal podcast to share content both for communications and training purposes, and it is already receiving positive support from the rest of the organization.
In the conversation, Jon explains how to get started, what it takes to build a business case, and a few ideas for the kinds of content he is targeting with the new communication channel.
Connect with Jon on Twitter: https://twitter.com/Jon_Thurmond
Check out Jon's podcast: https://hrsocialhourpodcast.podbean.com/
Take the one-question Talent Acquisition Priorities survey: https://www.surveymonkey.com/r/VGKB7LH
HR and Talent Trends webinar: https://zoom.us/webinar/register/WN_mRX4LkNSTzSz90OjZOP1NQ
In our study on Disruption and Reskilling, we found that one of the top ways employees want to learn new and different skill sets is through coaching and mentoring. However, mentoring is one of those concepts that is often oversimplified in the workplace. It's more than a casual conversation or one-way relationship. As today's guest on We're Only Human puts it, there's a level of "needed nervousness" to create positive tension and a supportive relationship. In other words, if you're always comfortable, you are overlooking growth opportunities and you're not developing at the rate you could be.
In an intriguing conversation with Major Chaveso "Chevy" Cook, an active duty officer and expert on mentoring and human interaction, Ben works with Chevy to dig into what it takes to create powerful, positive mentoring relationships that drive impact and value for the participants.
Learn more about Military Mentors: MilitaryMentors.org
Connect with Chevy: chevy@militarymentors.org or visit him on LinkedIn at https://www.linkedin.com/in/chaveso-chevy-cook
Employers have been talking about candidate experience for years, but many of them still struggle to make it better in practical ways. Should they focus on technology? The interview? How the culture is communicated?
Intel has taken a holistic approach to the challenge, intentionally designing specific experiences that attract and engage candidates throughout the hiring funnel and beyond. In this interview, Ben talks with Allyn Bailey about Intel's strategy for improving candidate experience and the philosophy behind it, as evidenced by one of Allyn's comments in the conversation: "Hiring is about taking people with dreams and aligning them to organizations that have hopes and dreams so they can accomplish something together."
See how Intel treats candidates on their careers page: http://jobs.intel.com
Connect with Allyn: https://www.linkedin.com/in/allynbailey & https://twitter.com/allynbailey
As a business grows we hire more people, but how do you manage the growth of the HR team? What roles do you hire for? How do you align with the business?
In this conversation, Ben interviews Kellee Webb about the firm's growth from 80 to 500+ in the last 10 years, including key details about what HR Roles they hired, when they hired them, and how the HR team aligns closely with business strategy.
To learn more about Kellee Webb or Cenikor please visit the following:
Linkedin: https://www.linkedin.com/in/kelleewebb
Twitter: @PurposefulHR
Email: kwebb@cenikor.org
Website: www.cenikor.org
Did you realize that there's no perfect system for every HR technology buyer? Also, did you know that applying HR technology to a broken process is a surefire way to make the wrong steps even more efficiently?
These are some of the key insights gathered during a conversation with Wade Larson, Director of HR for Wagstaff, a manufacturing firm specializing in aluminum casting. Among other topics discussed during the interview, Ben asks Wade about what it's like working in a family-run business, what it takes to build a business case for HR software investments, and more.
Check out https://www.wagstaff.com/Wagstaff/About.htm to learn more about Wagstaff.
Today's workplace is more flexible and fluid than ever before. In some cases, jobs are too broad, vague, and slow-moving to account for the speed of business. That's why skills have become more important than ever before not just as a measurement of capability but as a source of data for hiring and compensation.
In this interview with labor market intelligence expert Cary Sparrow, Ben and Cary talk about how skills are the new currency of the business and how to use this data as an employer to make better, more informed decisions.
To learn more about Cary Sparrow please visit: www.greenwich.hr
We hear all the time that HR needs to be more financially minded. It's too soft. The problem is when Ben asks audiences how many get into HR because they like ROI, numbers, and data, two hands go up. The rest got into it because of the people.
In this interview, Ben speaks with Steve Watson who is a combination of CFO and CHRO, bringing a unique perspective to the conversation on how HR can be more business-oriented and bridge the gap for finance on how to support the people side of the business through better benefits administration and data analysis.
To learn more about Steve Watson please visit TrendBreakers.com or connect with him on LinkedIn: https://www.linkedin.com/in/steve-watson-cpa .
Thousands of students are graduating every day with a lack of understanding of the basics of how to interact professionally at work. Everything from etiquette to basic resume preparation is missing from the educational curriculum, so how can we solve this problem?
In this episode Ben speaks with John Nykolaiszyn, the Director of the Office of Business Career Management for Florida International University. John is working with the university to experiment with radical changes to the educational institution's approach to student preparation, and early results are positive. Listen in to learn more about how this approach is changing the lives of students and graduates for the better.
To learn more about John Nykolaiszyn please e-mail: jnykolai@FIU.edu or connect with him on LinkedIn: https://www.linkedin.com/in/jnykolai
Employers have increased their focus on measurement in recent years with a 4x growth in the number of companies with an HR analytics team. Why this relatively sudden change, and what can it tell us?
In this episode, Ben interviews Matt Jackson, VP Client Solutions at Thomsons Online Benefits about new research the company has done on analytics and data usage within HR. The conversation includes practical insights into how HR teams can get started with data as well as what it takes to build or buy your first analytics subject matter expert.
To learn more about Thomsons visit https://www.thomsons.com/
Recently Ben had the opportunity to attend Oracle Open World and speak with some amazing HR leaders at companies doing business across the globe. This is one of the interviews from that event. Ben interviews Jim Rhodes, VP of HR Information Systems at Emerson Electric, a firm with a global workforce of more than 75,000. The conversation explores how to build a business case for HCM technologies, what it takes to create a strong selection team, and more.
This episode is sponsored by PeopleStrategy.
Today, almost every company has workers that are either remote, telecommuting, or virtual. There is incredible value in this for businesses and for workers, but the challenge comes in engaging these people that you rarely (if ever) see face to face.
In today's conversation, Ben interviews Beth Hearn, an HR leader with PeopleStrategy who has a variety of experience working at technology firms with remote staff. She shares a great set of ideas, from the simple ways to say you care (think templates and employee gifts) to the more challenging (and more valuable) methods like culture books that capture the key moments in time for your people.
If you want to connect with Beth, check her out on LinkedIn: https://www.linkedin.com/in/bethhearn/
This episode is sponsored by PeopleStrategy
What does it take to be a best place to work? Or, perhaps a Best Place to Work, in official terms?
In this episode, Ben recaps some of the key ideas and pointers shared by Juanita Philips, VP of Employee Experience at Intuitive Research in Huntsville, AL. Intuitive has won awards as the best midsize employer in the United States several times, and Juanita opens her team's playbook so everyone can pick up ideas on how to craft amazing employee experiences.
She covers everything from the role of managers to hiring practices and more, but her warning is one that we all should take to heart. And her story about visiting a fellow "beset place to work" will make you laugh! Check out the show and let Ben know how much you enjoyed it: ben.eubanks@lhra.io
Learn more about We're Only Human: http://lhra.io/podcast
Learn more about our sponsor for this episode, PeopleStrategy: https://www.peoplestrategy.com/
Learn more about Intuitive Research: https://www.irtc-hq.com/
It's a candidate's market out there. Ghosting, highly competitive hiring practices... It's all over, and it seems like no company is shielded from the brunt of this disruption.
In today's conversation, Ben interviews Chad Roudebush, a recruitment marketer with Jobvite, to talk about how he approaches recruiting communications in a way that creates value for candidates and the company. Even if you have a small recruiting team, as Chad says, you're always doing some degree of marketing.
Check it out to learn how Chad responds to negative Glassdoor reviews, what his team's data points tell us about the state of recruiting today, and more.
Connect with Chad:
Check out jobvite.com for resources Chad on LinkedIn https://www.linkedin.com/in/chad-roudebush-a869bb1b @croudebush on Twitter
This episode sponsored by PeopleStrategy.
From intuitive, hire-to-retire HR technology to comprehensive benefits consulting and HR services, PeopleStrategy offers employers a single source for the tools and services necessary to attract, manage and retain talent. A full-service broker, PeopleStrategy works with clients to identify competitive benefits packages to meet the needs of employees, their families and the company’s financial obligations. PeopleStrategy also provides clients with a technology suite that simplifies recruiting, hiring and onboarding; payroll and payroll taxes; open enrollment and benefits administration; time and attendance; compliance, reporting and more. One provider. One low price. Let PeopleStrategy help you develop your people strategy.
Should employers be onboarding their leadership talent the same way they bring on an hourly worker or an individual contributor?
No, yet so many firms have a single approach to onboarding: push everyone down the "orientation assembly line" and hope that they are ready for the job when they come out the other end.
In this discussion, Ben talks with Linda Reese, Managing Partner of LeaderOnboarding, about how employers and HR professionals can create a more strategic approach to leadership transitions, driving higher rates of success and satisfaction for all involved.
Ben and Linda also talk about critical decisions for new leaders, like why you shouldn't pick that low-hanging fruit, critical factors for success or failure, and so much more.
Learn more about Linda and her work:
leaderonboarding.com
Twitter: @lindasreese
What if your candidate pool shrank by 70% after every job you filled? According to new research, seven out of 10 job seekers would not reapply with your company after a negative candidate experience. So, how do we prioritize it?
In today's discussion, Ben speaks with Dwaine Maltais, CEO of Talentegy. Dwaine shares some stats from his company's new research study as well as some ideas for employers on why candidate experience is such a big deal in today's market. Plus, Ben shares a personal story about his best and worst candidate experiences he created as a recruiter (including the time he told a candidate off in the hiring process).
If you enjoyed the conversation and want to learn more, check out https://www.talentegy.com/
When we think AARP we think retirement, but with more workers staying in the workforce even longer than ever before, the organization is increasingly focusing on careers and employment conversations to guide its members. The tip of the spear in those educational efforts is Heather Tinsley-Fix, Ben's guest on the show today.
Heather is particularly interested in AI, bias, and how to eliminate ageism in the workplace, but she has an amazing knack for snackable sound bites that can change your thinking. In this discussion Ben and Heather not only discuss diversity and inclusion and age bias and AI, but also how both enjoy cooking, or baking, or whatever kind of kitchen activity is all the rage these days.
Connect with Heather: https://www.linkedin.com/in/htinsleyfix
Learn more about AARP's employer pledge: aarp.org/employerpledge
What if you had a way to continuously research and qualify candidates, creating a never-ending pipeline of interested individuals ready to take the jobs your company is hiring for? That's the vision of Paul Shane, a talent acquisition and onboarding leader from Northwestern Mutual.
In this interview, Paul opens the sourcing and recruiting playbook at Northwestern Mutual, sharing how his team targets, identifies, and connects with the right candidates over and over again. It's a powerful story and one we can all learn some lessons from.
Plus, Ben tells the story of the time he almost hired a candidate with no pants. Yes, really.
Connect with Paul: https://www.linkedin.com/in/paulshane1
Connect with Lighthouse about the research: http://lhra.io/contact
Many HR leaders are guilty of being overloaded and failing to keep tabs on the external environment outside the business. They may be buttoned up on the inside, but forces and factors outside the walls of the firm can also impact how the organization functions (or not).
In this episode, Ben brings in conversations from Chauncey Gammage, SVP of HR at NCSOFT. NCSOFT is a firm operating in the online gaming industry, the audience of which is overwhelmingly male. That's probably a reason that the workers in the industry are also male-dominated. However, Gammage talks about how the firm's female employees interact with the user population and how the lines of D&I can extend beyond the watuplls of the firm.
The insights from the NCSOFT HR leader are punctuated by commentary from Ben on the practical implications and how to make this a priority for your own firm, a different type of format than most of our episodes.
Learn more about NCSOFT: https://us.ncsoft.com/
Connect with Chauncey: https://www.linkedin.com/in/chauncey-gammage-5093731/
One of the negative consequences of today's talent acquisition processes is that we have so many more candidates that don't get picked for open jobs. With one-click apply, the availability of job boards, and other technologies to lower the friction of applying for jobs, employers have more candidates than ever flowing through their applications. This can create a negative experience for those that aren't selected for the job, from the "resume black hole" to a lack of response overall.
Delta Airlines is approaching this problem by creating an intentional method called Designing for the Disappointed. Everyone can't be hired for every job, so how we treat people at the other end of the table, especially when in a consumer-facing brand like retail or, in Delta's case, airline travel. In today's discussion Ben talks with Carol McDaniel, a talent acquisition leader from Delta that shares insights into how the firm has designed a tailored, personalized process that scales across the thousands of applicants it receives each year.
Connect with Carol on LinkedIn: https://www.linkedin.com/in/carolmcdaniel
Learn more about Delta's careers: https://www.delta.com/us/en/careers/overview
Leading an HR team is a complex series of tasks. Not only are you driving value for the business and caring for the employees, but you're also running a team of HR pros dedicated to improving the organization as well. Stepping into any new position can be a challenge, and taking on a role as an HR executive at a new firm is no picnic. However, having the right mindset can take you a long way.
In today's interview, Ben speaks with Michael Stambaugh, Chief Human Resources Officer for HJF, about his priorities and challenges on the eve of his first year on the job. The conversation covers the critical tip for how to be a great HR leader (hint: you have to be willing to go to bat for the needs of both your team AND the organization), what it's like selecting and implementing HR technology as a new leader, and how to earn the respect and credibility you need to get the job done.
If you enjoy the conversation, be sure to share this with someone else who might appreciate the insights Michael has to share.
Show Notes Episode 52: Top 3 HR Tech Implementation Mistakes
Learn more about HJF: http://hjf.org
Connect with Michael: https://www.linkedin.com/in/stambaugh
If you could look out into the future and predict how HR and talent acquisition jobs might change in the next few years, what would you expect? Robots? AI? Something else?
In today's short monologue, Ben talks about some of the jobs he expects to see as more automation hits the HR function, from candidate experience designers to human-machine integrators. It's about finding the best that humans AND machines have to offer to create the best results for our candidates, employees, and businesses.
Jump into the conversation and share your own thoughts on Twitter: @beneubanks or LinkedIn.
Organizations that have analytics talent, whether it's a dedicated team or just a single data-loving person within the HR function, often struggle with how to leverage the expertise they bring to the table. In today's discussion, Ben interviews the team at Cox Enterprises: Debbie Morris, Sr. Talent Management Consultant, and Hal Halbert, Reporting Manager, to talk about how the HR/talent function can align and work with the analytics team.
The conversation is a short one, but it is full of insightful comments and ideas on how to pair the best insights and efforts that each brings to the table. It's not just about doing your job--it's about supporting each other and the needs of the business.
If you enjoy the conversation, please share the episode with a friend that might find it valuable. Also, if you're interested, you can connect with Debbie and Hal on LinkedIn:
- https://www.linkedin.com/in/debbie-morris-phr-10913229/
- https://www.linkedin.com/in/john-halbert-89401113/
Download the new research Ben mentioned on reskilling and upskilling employees: http://lhra.io/reskill
Okay, you've selected your HR tech solution. You've signed the paperwork. Now it's time for implementation--are you ready?
Technology implementations, regardless of whether you're using Oracle, SAP, Workday, or someone else, are challenging. That's because the average HR leader only gets a chance to do this maybe once or twice in their career. It's easy to miss the mark, and a bad experience can have career-impacting consequences. That said, a great implementation can make you look like a star to your team and your leaders.
In today's episode, Ben interviews Caleb Fullhart about the key mistakes HR leaders make when implementing HCM technology, including everything from rushing the testing process to failing to fit the technology to their unique business rules. It's a fun conversation and Caleb brings a ton of expertise to the table.
Vendor demo makeovers podcast episode: http://lhra.io/blog/hr-tech-vendor-demo-makeovers-conversation-george-larocque/
Connect with Caleb on LinkedIn: https://www.linkedin.com/in/cfullhart/
Last week Ben and his closest 40,000 friends visited San Francisco for the 2019 IBM Think Conference. The event, despite the rainy weather, was a smashing success. HR Track sessions were standing room only and the customer panels, featuring world leading firms such as UnitedHealth Group and AECOM, were fantastic.
In this episode, Ben is joined by Madeline Laurano of Aptitude Research to talk about the event and some of the key takeaways from the event. Additionally, Madeline digs into some of her new research on quality of hire and how to measure it.
IBM announced some major partnerships last week, but one of them is a new partnership with Skillsoft to bring the best of content and IBM's talent frameworks together. The announcement link below shares insights into how this is working for Sprint and some of the other pertinent details.
Resources mentioned in the episode:
- Madeline's website: http://aptituderesearch.com
- Ben's event report from #Think2019
- Episode with Mark Onisk of Skillsoft
- IBM/Skillsoft Announcement: https://www.ibm.com/talent-management/news/ibm-skillsoft
Welcome to our 50th episode! In today's show Ben takes a different approach with a solo show to catch up on some happenings at Lighthouse Research, some of the key activities coming up on the research agenda, and some personal reflections now that the book is out in the market. Listen in to hear from a handful of special guests that are very "close" to the show.
This is a lighthearted discussion to celebrate 50 episodes and to highlight fun topics coming down the line in the coming months. Check it out and be sure to subscribe and share with your HR friends!
Talking about D&I is nothing new for HR leaders, but what are you actually doing to measure and improve your firm's approach? For some time the need was there to help people see why diversity mattered, but now the conversation has shifted to how to improve results.
In today's discussion, Ben talks with Stacia Garr of Red Thread Research and Carole Jackson of Mercer to explore the duo's latest research on diversity and inclusion technology in hiring, development, analytics, and more.
If your firm is thinking about D&I from a practical standpoint, today's discussion is for you.
Learn more about the report and the research by visiting: http://info.mercer.com/dandItech
Hackathons are often seen as a tool for creating new software products, but did you realize that they could be used to create a more engaged workforce as well?
In today's show, Ben interviews Toni Eberhart, Executive Director for Urban Engine. In the show, they talk about how things like coworking nights, hackathons, and other social activities can help to crosspollinate ideas and create more satisfaction for technical talent.
In a time where it's harder than ever to attract and retain highly qualified technical workers and engineers, is a hackathon the secret ingredient to employee engagement?
Toni recommends that employers look for places, platforms, and programs that allow employees to practice creative autonomy. It's not just about creativity for its own sake, it's about learning, connecting, and collaborating.
Links:
Connect with Urban Engine: http://urbanengine.com
Check out the Artificial Intelligence for HR book
Case study of ADTRAN for using hackathons for employee engagement
If you enjoyed this, be sure to check out episode 8 (enterprise HR innovation) and episode 10 (your employees aren't innovative enough).
Recent research from CLO Media shows that the number one performance metric reported by Chief Learning Officers for learning initiatives is employee engagement. But is this the right metric? Does engagement truly encapsulate how people learn, the impact on the business, and other critical factors?
To answer this question, host Ben Eubanks sits down with Sam Herring, VP and General Manager for Intrepid by VitalSource. Sam has a long track record in learning technology and services and a well-rounded outlook on the profession. In the conversation, Ben and Sam talk about the pros and cons of engagement as a learning metric, how mission-focused learning can lead to better results, and the importance of learning journeys.
If your team is thinking about how learning can partner more closely with the business this year and in the future, Sam's insightful takeaways at the end of the show offer some spectacular guidance to that end.
Follow Sam on Twitter: https://twitter.com/samuelherring
Check out Intrepid Learning online: https://www.intrepidlearning.com/learning-library
Check out Ben's newly released book, Artificial Intelligence for HR: http://aihrbook.com/buy
Today, everyone is fascinated with talking about the "future of work." But who is the future of work? That's right--students. The kids (we're old enough to call them kids, right?) that are coming up behind us are going to truly BE the future of the workplace.
In today's episode of We're Only Human, Ben takes the opportunity to sit down with a long-time friend, Matt Stollak, to talk about these ideas. Matt teaches HR courses at St. Norbert College, and he takes a very different approach to the classroom than most professors.
If you are hiring new HR professionals or if you're looking for ways to train some that you've recently brought on staff, Matt has some great ideas for how to go beyond the academic approach and make it very practical and real. This is real learning. Get ready to take notes, because class is in session.
Connect with Matt on Twitter: http://twitter.com/akabruno
Ask almost any business leader, and they'll tell you that they want their organization to have a culture of learning. However, in today's discussion, Mark Onisk points out that firms often fail at that "squishy" dream because it's not well-defined. Simply setting up a learning portal won't lead to improved results, says Onisk.
In this episode, Ben talks with Mark about the development of learning as a discipline and how it has changed over time. Mark is the Chief Content Officer at Skillsoft, a company that recently celebrated its 20th anniversary. In the discussion, Ben and Mark look at how to create durable skills for workers, the biggest mistake to avoid when setting up a learning strategy, and how to get business leaders to prioritize skills development.
If your organization is looking for ways to build a more competitive workforce that is ready for a digital future, this is the episode for you.
Read Mark's blog on how learning will change in the next five years: https://www.skillsoft.com/blog/2018/11/5-ways-corporate-learning-will-change-in-the-next-20-years/
Get the 2019 HCM Trends Report mentioned in the introduction: http://lhra.io/blog/2019-hcm-trends-market-size-investment-priorities/
Companies are putting more focus on helping people grow and develop not just for engagement purposes, but to field a workforce with greater potential and possibilities. -John Taylor, RiseSmart
Talent management is a process that many companies struggle with. Why? Because it's often burdened with legacy approaches, opinions, and concepts. Taking a more agile approach can help companies to not only survive, but thrive, in today's fast-paced business environment. In today's discussion, Ben talks with John Taylor from RiseSmart about how employers can be more intentional about creating a talent approach that helps people perform at their best. The conversation touches on everything from recognition to the importance of agility, highlighting the key points today's talent leaders need to know to update and modernize their more conventional approaches to talent management. * To connect with John: https://www.linkedin.com/in/johnwtaylorhrexecutive * To learn more about RiseSmart: https://www.risesmart.com/solutions * Check out the recording and notes from the webinar Lighthouse Research did with RiseSmart: https://www.risesmart.com/blog/5-ways-improve-employee-engagement-and-performance
Learn more about the Lighthouse Research Virtual Events schedule, check out http://lhra.io/virtual
Recently Amazon announced it had shut down a talent-finding algorithm built by its internal team. Why? Because it was perpetuating bias against women at the tech giant, which is unacceptable in today's work environment.
With so many bots, algorithms and other tools being used to automate our work and personal lives, it's important to think about how this affects each of us. Is there bias in the algorithms that drive our decisions? If so, how do we mitigate that?
In today's episode, Ben talks with two IBM leaders with diverse perspectives on AI, bias, and more. Lisa Seacat DeLuca and Amber Grewal both join the show to talk about how they see AI benefiting the workplace but also how to watch for bias and prevent it from creeping into the finished product.
To learn more, be sure to check out the following resources from IBM:
Website: https://www.ibm.com/talent-management Twitter: @IBMWatsonTalent LinkedIn: https://www.linkedin.com/showcase/watsontalent
Links to the references made by Lisa and Amber on the podcast:
- IBM releases world’s largest annotation dataset for studying bias in facial analysis: https://www.ibm.com/blogs/research/2018/06/ai-facial-analytics/
- Test out IBM Watson Candidate Assistant on the IBM Career Page: https://attractive.mybluemix.net/welcome,
Is learning a priority for your business? It better be. Research shows that learning, development, and growth opportunities are some of the most highly prized components of the employment relationship, and this is even more important when you have an influx of younger workers as the workplace has seen in recent years.
In today's conversation, Ben interviews Corey Marcel of Docebo to discuss how to tell when learning is a priority for the business as well as what happens if learning takes a back seat (hint: it's not good).
Additionally, the discussion covers some of the "suite vs. best of breed" debate from recent years and sheds some light on what HR and learning executives should be thinking when they consider this question in their own organization.
Learn more about Docebo: https://www.docebo.com/
Connect with Corey: https://www.linkedin.com/in/coreymarcel/
"HR should see themselves as the sole source of people exertise in any organization... You don't go to IT to get ideas on how to formulate product. You go to them for [technical] expertise."
How many times do you solve a problem only to have it come back around again? Are you treating the symptom instead of treating the root issue? In today's conversation with Cheree Aspelin, Ben asks about how HR leaders can get beyond this common issue.
In Cheree's words, HR needs to "buck up" and make some tough choices about how to lead the business and the function. It's an encouraging conversation because Cheree's passion and excitement about HR as a profession come through in her words, tone, and message.
Connect with Chereee on LinkedIn: https://www.linkedin.com/in/chereeaspelin
What about you? Does this resonate?
Does corporate culture matter? Does it really? In today's interview, Ben talks with Collette Williamson of Southwest Airlines about the company's approach to culture, hiring, and training. It's quickly apparent that culture is about more than just a fluffy set of core values on the wall at corporate headquarters--it's about a way of life that makes the company fundamentally different than the competition.
In the interview you'll hear from Collette how the company takes that 2% of applicants that make it through the hiring process and helps to mold them into the people that serve and love their customers in an almost fanatical way. The stories will make you laugh (and may just make you cry), so we hope you enjoy the show as much as we did recording it.
To learn more feel free to reach out to Collette on LinkedIn or, as you might have guessed, check out the Southwest blog site to learn more about the company.
Do you know the core values of your business? Do your employees? More importantly, do they live them?
In today's episode, Ben interviews Dana Ullom-Vucelich, Chief Human Resources Officer and Ethics Officer at Ohio Living. Ohio Living provides services to a range of individuals, reaching more than 70,000 clients per year. The company's 3200 employees are guided not just by policy and procedure, but by a strong sense of ethics and core values that permeate the culture and atmosphere of the firm.
In the discussion, Ullom-Vucelich gives her insights into what it takes to engage employees and get their best. In addition, she gives a variety of business and clinical/healthcare impacts of having engaged employees, going beyond the "pat on the back" to more substantial value that engagement and recognition can bring. If your business is looking for ways to create more engagement and drive better business results, this is the show for you.
Learn more: https://www.ohioliving.org
If you enjoyed this, be sure to check out episode 20: Growing a Business with Your Heart
What does it mean to be human?
With all the discussion of robots, AI, and machines at work, is there a clear delineation between what humans can do that software can't? In today's discussion with the inimitable Dani Johnson of Red Thread Research, Ben and Dani discuss some practical ways employers can look at weaving more human components into the work they're doing.
Dani's research shows that things like collaboration, storytelling, and creating a vision for the future all tie in with this innate human quality of work, but how do we take advantage of those tools to create better workplaces and performance? This meshes well with Ben's approach in his new book, "Artificial Intelligence for HR," and the conversation takes a fun turn as they both explore examples and ideas for how to make this practically appealing for employers.
To learn more about Dani and Red Thread be sure to visit redthreadresearch.com
Safety training is boring. It's blah. It's a waste of time and resources. Right? Or is it the foundation for creating a workplace where employees can thrive? As you'll hear during the show, the cost of safety training can top $200,000 per year for many firms when you factor in all of the associated costs. Yet we don't do a good job of making sure that investment pays off.
In today's discussion, Ben talks with Rick Tobin, CEO of SafetyNow, about various aspects of learning and development. The discussion covers topics like retention of critical knowledge, how to use a learning management system to simplify training delivery, and why safety training is more than just a passive session in front of a DVD player.
Want to connect with Rick? Check out SafetyNow.com
To see all our show archives and learn more, be sure to check out http://lhra.io/podcast
If you've ever worked for a company where you were on the solo HR practitioner, you know the realities of trying to get it all done with limited resources. In today's episode Ben shares insights from half a dozen HR leaders about how to succeed as a small HR team or even as a "team of one."
From finding the right resources to support your learning needs to creating relationships that enable you to scale up your expertise, there are a wide variety of hacks, strategies, and tips that can help you to improve how your deliver your HR services to your organization. In addition to those insights, Ben talks about his own time as a solo practitioner and some of the hard lessons he learned from experience.
If you're interested in weighing in on this, check out the conversation on LinkedIn here.
Also, don't miss out on the free guide to starting and running an HR department Ben mentioned in today's show.
Thanks to Dave, Jennifer, Franny, Sabrina, Linda, and all those that shared their expertise.
To learn more about We're Only Human, check out our archives, or contact us about sponsor opportunities, be sure to check out http://lhra.io/podcast
Think about the last time you had to present some data. It could have been an employee survey. It could have been a standard metrics meeting. Whatever the case, did you do the thing that virtually everyone does and throw a couple dozen charts into a couple dozen slides, bombard everyone with that, and move on?
If so, how much do you think stuck with your audience? How much could they remember? Do they understand the context and why those things you shared are important in the bigger picture?
Or did you tell a story that helped to illustrate key points, brought the audience into the frame of reference, and made it easier to understand and remember?
In today's episode, Ben talks with Mollie Lombardi, co-founder of Aptitude Research Partners. Mollie is an analyst and friend of Ben's, and they discuss the critical importance of using stories to drive data interest and retention. Throughout Mollie's career she has had to present data from dozens of research studies, and she always looks for ways to bring a story into the mix to make it tangible for the audience to connect with.
The question to ask yourself is whether storytelling can improve your own credibility, influence, and more. It's a skill that can be learned, but it's not a competency taught in school or one that is listed in any HR job description. Yet with the prevalence of data in the workplace today it's more important than ever to craft a compelling story to make your point, stand out from the crowd, and get the attention of your audience. Be remembered. Tell a story. Now, check out the episode to get some ideas on how to make this a regular part of your toolkit.
To connect with Mollie and learn more be sure to check out the fantastic stuff their team shares on Twitter: http://twitter.com/talktoARP
How does your company use HR Technology? Does it? To what extent?
In today's interview, Ben speaks with Erin Spencer of Sierra Cedar. Erin is a data whiz and statistics nut who loves digging into data to find insights and connections that others might miss. Every year Sierra Cedar puts out an amazing research study highlighting how employers large and small around the globe are using HR technology to solve their problems. The questions is, how does your firm stack up?
In this short conversation, Ben and Erin dig into what separates talent-driven organizations from data-driven firms, how to use data to support your business, and more. Be sure to reach out to Erin if you want to take her up on her special offer: erin.spencer@sierra-cedar.com
Learn more about We're Only Human and check out our show archives: http://lhra.io/podcast