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 Overview00:53 Guest Introduction and Role01:49 Understanding Eminence03:02 Challenges and Misconceptions03:37 Building Customer Relationships 07:34 The Importance of Passion11:11 Practical Advice for Companies13:22 Connecting with the Guest14:36 Personal Insights and ConclusionConnect with Patrika on LinkedInSee the show archives and sign up for episode updates

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 Welcome00:30 Guest Introduction: Dave Wilkins from Talent Neuron00:55 Understanding Talent Neuron's Labor Market Analytics02:39 Exploring EVP Sentiment Analysis05:23 Tactical and Strategic Applications of EVP Data09:07 Case Studies and Real-World Examples13:11 Innovative Uses and Future Directions17:42 Conclusion and How to Learn MoreConnect with David on LinkedInSee the show archives and sign up for episode updates

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 Welcome00:35 Larry Kelly's Background01:11 The Power of Storytelling01:33 Family and Personal Life02:20 Storytelling in Care Homes03:57 Magic Wand Session04:39 Collaborative Projects and Spontaneity05:57 Storytelling Workshops in Organizations08:51 The Importance of Stories in Leadership12:01 The Origin of Larry's Storytelling Journey16:05 The Power of Storytelling16:34 Larry's Transformation18:00 Celebrating Leadership Stories18:56 Human Moments in Leadership22:01 Taking Risks in Recruitment23:02 Innovative Workshop Techniques27:01 The Puppet Experiment29:02 The Importance of Playfulness29:54 Connecting with Larry Kelly30:22 Conclusion and FarewellConnect with Larry on LinkedInSee the show archives and sign up for episode updates

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 Introduction00:42 Meet Louise: Career Journey and Role at Beekeeper04:09 The Big Resignation and Retention Strategies07:47 Innovative Benefits for Employee Retention11:45 Addressing Business Continuity Challenges12:20 Learning Opportunities and Coverage Plans12:59 Customer-Facing Team Challenges13:48 Impact on Attrition Rates14:12 Proactive Culture and Team Support14:41 Breaking Down Stereotypes Through Proximity15:50 Creating a People-Centric Culture17:51 Approachability and Empathy in HR18:41 Building Trust with Managers and Employees20:40 Practical Tips for HR Professionals21:23 Connecting with Louise and Beekeeper21:50 Final Thoughts and TakeawaysSee the show archives and sign up for episode updates

Building Trust in HR: Kathy White on Compensation and CommunicationIn 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 Preview01:26 Meet Kathy White: HR Leader at Habitat for Humanity03:41 The Role of Compensation in HR05:00 Communicating Compensation Strategies09:36 Training and Supporting Managers16:36 Lessons Learned and Best Practices19:39 Conclusion and Final ThoughtsCheck out the FREE HR Summer School replay for 7.5 HRCI/SHRM CreditsConnect with Kathy on LinkedInSee the show archives and sign up for episode updates

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 Welcome00:43 Guest Introduction: Poornima from Rival01:20 Research Insights: Workforce Agility and Flexibility02:22 Challenges in Talent Acquisition and Onboarding03:16 The Importance of Data Integration and Accuracy06:50 Personalized Onboarding: Best Practices and Examples14:02 The Role of ATS in Talent Acquisition20:57 AI and Skills in Talent Management26:08 Final Thoughts and AdviceConnect with PoornimaConnect with RivalSee the show archives and sign up for episode updates

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 Welcome00:03 Overview of the Conference 00:57 Conversation with Marcus Stuart Begins01:17 Marcus Thorpe's Background at Google and other companies01:50 Challenges and Strategies in Talent Acquisition04:05 Centralization of Talent Acquisition05:15 Importance of Data in Talent Acquisition08:32 Advice for Talent Acquisition Leaders16:54 Connecting with Marcus ThorpeConnect with Marcus on LinkedInSee the show archives and sign up for episode updates

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 Welcome00:28 Jessica's Career Journey01:26 The Disconnect in Work Design04:02 Impact of Performance Reviews06:56 Human Body and Workplace Stress10:09 Aligning Neural Networks for Better Performance13:32 Practical Tips for HR Leaders16:53 Connecting with Jessica17:38 Conclusion and Final ThoughtsConnect with Jessica on LinkedInSee the show archives and sign up for episode updates

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 Welcome00:05 Meet Amy Mosher from isolved00:31 Exciting Plans and Personal Stories01:07 HR Summer School Replay02:10 Creating a Workplace People Love02:35 Building a Strong Company Culture04:16 Challenges and Strategies in HR09:16 Transforming Established Companies17:05 Encouragement for HR LeadersSee the HR Summer School replay for freeConnect with Amy on LinkedInSee the show archives and sign up for episode updates

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 moments00:41 Paul Norman's Career Journey02:00 Challenges and Success in Talent Acquisition03:50 Aligning TA with Business Goals06:51 Strategies for High Volume Hiring13:57 Improving Candidate and Hiring Manager Experience19:37 Building Credibility and Effective Processes31:34 Final Thoughts and Contact InformationConnect with Paul on LinkedIn See the show archives and sign up for episode updates

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 LinkedInSee the Starcircle Hiring Friction ModelSee the show archives and sign up for episode updates

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 LinkedInSee the show archives and sign up for episode updates

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 Eubanks2.  Broc Edwards, Director of Learning and Leadership at Baylor University3. Dana Ullom Vucelich, CHRO of Ohio LivingThree 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 BrocConnect with Dana See the show archives and sign up for episode updates

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. Learn more about Goody and send your first Goody for freeConnect with AlliSee the show archives and sign up for episode updates

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.See the show archives and sign up for episode updates

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 See the show archives and sign up for episode updates

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 episodeSee the show archives and sign up for episode updates

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.aiConnect with Sarah FaupelSee the show archives and sign up for episode updates

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 179In 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 LinkedInSee the show archives and sign up for episode updates

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 178In 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 LinkedInSee the show archives and sign up for episode updates

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 177Today'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 SuccessSee 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'sWe're Only Human -- Episode 176This 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/signupConnect 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, HealthesystemsWe're Only Human -- Episode 175In 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 NotesConnect with Junko on LinkedInSee 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 SolutionsWe're Only Human -- Episode 174The 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 NotesConnect with Summer on LinkedInSee the show archives and sign up for episode updatesSee 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 NotesConnect with Cheryl on LinkedInSee 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 172In 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:1. The evolving role of learning technology in supporting frontline workers.2. The potential for technology to address challenges such as language barriers and accessibility.3. The importance of rethinking the work experience and leveraging technology to enable personalized, equitable, and effective learning and development.Show NotesConnect with JD on LinkedInSee 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, ValpakWe're Only Human -- Episode 171In 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 NotesCheck out Melissa on LinkedInSee 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 DetectiveWe'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 NotesCheck 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, LatticeWe'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 NotesThanks 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 168Everyone 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 NotesGet 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 NFPWe're Only Human -- Episode 167In 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 NotesConnect with Megan on LinkedInWant 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 AirlinesWe're Only Human -- Episode 166How 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 NotesConnect with Brian on LinkedInWant 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 episodeSee 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 165Think 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 NotesConnect with HeidiWant 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 episodeSee 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, TalendWe're Only Human -- Episode 164How 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 NotesConnect with LanceThanks 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 episodeSee the show archives and sign up for episode updates

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, EcoWe're Only Human -- Episode 163Working 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 NotesConnect with DianaThanks to Goody for connecting us with Diana!Check out our show archives and sign up for updates so you don't miss an episodegoody ongoody.com https://www.ongoody.com/businessSee the show archives and sign up for episode updates

"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 GrillWe're Only Human -- Episode 162Think 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 GrillGemma Elay of HawksmoorAna Ledesma of Just SaladListen 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 NotesCheck out the frontline research report with additional takeawaysThanks 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 episodeSee the show archives and sign up for episode updates

"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 ImagesWe'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 NotesConnect with Marie on LinkedInThanks to Quantum Workplace for the connection/introduction to MarieLearn 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 See the show archives and sign up for episode updates

"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, ZapierWe're Only Human -- Episode 160Onboarding 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 NotesConnect with Ashley on LinkedInCheck out our show archives and sign up for updates so you don't miss an episodeSee the show archives and sign up for episode updates

"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, RBCWe're Only Human -- Episode 159Hiring 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 NotesConnect with Travis on LinkedInCheck 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 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 & AdvisoryExcerpt 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/ See the show archives and sign up for episode updates

"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 MaeWe'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 NotesConnect with Mike on LinkedInCheck 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 episodeSee the show archives and sign up for episode updates

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 DentalWe're Only Human -- Episode 156When 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 NotesConnect with Ben on LinkedInCheck 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 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 PartnersWe're Only Human -- Episode 155One 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 NotesConnect with Lisa on LinkedInCheck out the recruitment marketing episode with Kelby Tansey from Southwest AirlinesCheck out the show archives and links to subscribe on Spotify, Google, Amazon, and moreSee the show archives and sign up for episode updates

 "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 NotesGet 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/  See the show archives and sign up for episode updates

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 & AdvisoryWe'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 NotesThis 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/ See the show archives and sign up for episode updates

"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 NotesConnect with Allison on LinkedInLearn more about BryqWatch the whole replay for the State of DEIB eventCheck out the show archives and get free updates for new episodes See the show archives and sign up for episode updates

"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 AirlinesWe're Only Human -- Episode 151Most 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 NotesConnect with Kelby on LinkedInWatch the YouTube video Kelby mentioned on the showCheck out the show archives and get free updates for new episodesSee the show archives and sign up for episode updates

"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 AccentureWe'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 enablementSupporting 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 NotesConnect with Kamaria on LinkedInCheck out the show archives and get free updates for new episodesSee the show archives and sign up for episode updates