"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, HiBobWe're Only Human -- Episode 147What 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 NotesLearn more about Workplace from Meta at workplace.com/futureLearn more about HiBob and the Bob platformCheck out the show archives and get free updatesSee the show archives and sign up for episode 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 ClinicWe'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 NotesThanks to SHL for putting us in touch with our guest for this episode!Learn more about Workplace from Meta at workplace.com/futureConnect with Ji YunCheck out the show archives and get free updatesSee the show archives and sign up for episode 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 NotesLearn more about Workplace from Meta at workplace.com/futureConnect with ChevyCheck out the show archives and get free updatesSee the show archives and sign up for episode 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, PwCWe're Only Human -- Episode 144In 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 NotesLearn more about Workplace from Meta at workplace.com/futureConnect with BhushanDownload the new hiring research reportCheck out the show archives and get free updatesSee the show archives and sign up for episode 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 143When 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 NotesLearn more about Workplace from Meta at workplace.com/futureConnect with ZachDownload the new hiring research reportCheck out the show archives and get free updatesSee the show archives and sign up for episode 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 RPOWe're Only Human -- Episode 142Everyone'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 NotesGet 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 See the show archives and sign up for episode updates

"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. FullerWe're Only Human -- Episode 141In 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 NotesConnect with Becky on LinkedInThank 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 appsSee the show archives and sign up for episode updates

"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, PTOExchangeWe're Only Human -- Episode 140One 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 NotesGet a free copy of the report to see all of the dataListen to our show archives and sign up for free updatesSee the show archives and sign up for episode 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 TransportWe'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 NotesConnect 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 See the show archives and sign up for episode updates

"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 ClarkWe're Only Human -- Episode 138For 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 NotesConnect with Nicole on LinkedInLearn more about Kimberly ClarkConnect with Melissa on LinkedInLearn more about SocratesSee our show archives and sign up for free updatesSee the show archives and sign up for episode 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 PolizziWe're Only Human -- Episode 137In 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 NotesConnect with Allessandria on LinkedInCheck out the show archives, sign up for updates, and moreSee the show archives and sign up for episode updates

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 StrategistWe're Only Human -- Episode 136Change 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 NotesConnect with Shalu on LinkedInSee our show archives and get notified about new episodesSee the show archives and sign up for episode updates

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 MemphisWe're Only Human -- Episode 135One 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 NotesConnect 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  See the show archives and sign up for episode updates

"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 - LifeSpeakWe're Only Human -- Episode 134In 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. LinksCheck out the Employer Mental Health Report Card Learn more about LifeSpeakCheck out our show archives, sign up for updates, and moreSee the show archives and sign up for episode updates

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 See the show archives and sign up for episode updates

"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.comCheck out the show archives, sign up for updates, and more: https://lhra.io/podcast See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

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

"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 SiemensWe'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  See the show archives and sign up for episode updates

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/ See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

"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 marketLearn more about the BrightHire teamSee our show archives, get updates on We're Only Human, and moreSee the show archives and sign up for episode updates

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 EubanksChief Research Officer, Lighthouse Research & Advisory Host, We're Only HumanHost, 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 communityInterviews with more than a dozen forward-thinking talent and HR leaders that are taking a proactive approach to the current situationData from more than 800 employers from this year's Talent Acquisition Trends research at LighthouseTake 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 Markethttps://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/ See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

"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  See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

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

"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 See the show archives and sign up for episode updates

"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=kehttps://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 See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

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

"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, JoyousWe'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 See the show archives and sign up for episode updates

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/ See the show archives and sign up for episode updates

"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.comCheck out new research on priorities for 2021/2022 in talent acquisition: https://lhra.io/blog/new-research-virtual-hiring-recruiter-skills-and-internal-mobility/ See the show archives and sign up for episode updates

"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.comConnect with Erika on LinkedIn https://www.linkedin.com/in/erikalance/ See our archives and subscribe: http://lhra.io/podcastSee the show archives and sign up for episode updates

"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.netLearn 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   See the show archives and sign up for episode updates

"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: [email protected] See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

"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: [email protected]  See the show archives and sign up for episode updates

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

"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 See the show archives and sign up for episode updates

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 See the show archives and sign up for episode updates

"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 See the show archives and sign up for episode updates

"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/3F4a4zK3l0PSQEMf9wl5duConnect 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  See the show archives and sign up for episode updates

"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/talentacquisitionOther episodes in this series on Talent Transformation: How Takeda Radically Transformed its HR Operating ModelHow 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  See the show archives and sign up for episode updates