HRchat Podcast - Interviews with HR, Talent and Tech Experts

The HR Gazette

Listen to the HRchat podcast from The HR Gazette (https://hr-gazette.com) and hear insights, strategies, and anecdotes to help you get more from the world of work. Show topics include HR Tech, Leadership, Talent, Recruitment, Employee Engagement, Recognition, Wellness, DEI, and Company Culture.Hosted by Bill Banham and other HR enthusiasts, the HRchat show publishes interviews with influencers, leaders, analysts, and those in the HR trenches. New episodes are published 1-2 times each week and shows are typically 15 to 30 minutes.Past guests are from organizations including ADP, SAP, Ceridian, IBM, Deloitte Consulting LLP, Simon Sinek Inc, NASA, SHRM, Government of Canada, Hacking HR, Ultimate Software, McLean & Company, InnovateWork, Shopify, Culture Summit, DisruptHR, Talent Board, Gallagher Benefit Services Group, Virgin Pulse, WorkTango, Small Improvements, Make-A-Wish Foundation, and Coca-Cola Beverages Company.Podcast Music Credit"Funky One"Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 3.0http://creativecommons.org/licenses/by/3.0/Want to be featured on the show? Contact publisher@hr-gazette.comSupport us on Patreon: https://www.patreon.com/hrchat

All Episodes

Our guest in episode 370 is Edie Goldberg, Ph.D., Founder & President of E.L. Goldberg & Associates. She is a nationally recognized expert in talent strategy and organizational effectiveness and co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity (Lifetree Media, April 2020).  Edie holds a Ph.D. in Industrial and Organizational Psychology and serves on the board of the SHRM Foundation. She is the recipient of HR People & Strategy’s Lifetime Achievement Award for contributions she has made to her profession.  In 2020 she was recognized as one of the top HR Executives in Silicon Valley to follow on Social Media, and in 2021 she was named one of the top 100 HR influencers.Questions Include:How has the gig economy changed the ways many companies manage their people and culture? Internal Talent Mobility: You recently wrote a book called The Inside Gig, just what is an inside gig? How did you come up with this idea?  Follow up - onboarding Gig workers and including the in the company cultureFollow up: In your book The Inside Gig, you offer a new talent operating model that helps companies apply learnings from the gig economy but inside the organization. The idea is to break jobs into a series of projects and then offer projects to employees, beyond the scope of their day-to-day role, so that they can choose what work interests them and contribute to projects that help them learn, grow, and leverage all of their skills and interests. Tell us more.How much time should employees get, say per week, to work on these internal gigs? How can employers ensure the 'day job' is still getting done?DEI is a critical topic for most companies today. How would you hope your ideas are helping to facilitate greater equity and inclusion in the workplace?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Dec 3

25 min 14 sec

In this HRchat, we talk about that weird and wonderful organ, the human brain, and how our biology impacts the ways we work. Our guest this time is Britt Andreatta, PhD, author, speaker and Chief Executive Officer at 7th Mind, Inc.Dr. Britt Andreatta is an internationally recognized thought leader who creates brain science-based solutions for today's challenges. She draws on her unique background in leadership, neuroscience, psychology, and education to unlock the best in people and organizations. She has over 25 years of experience consulting with executives from all types of organizations. Learn more at: www.BrittAndreatta.com.A highly sought-after and engaging speaker, Britt delivered a TEDx talk called “How Your Past Hijacks Your Future” and she regularly speaks at corporate events and international conferences receiving rave reviews like “best speaker of the conference.”She has served as the Chief Learning Officer for Lynda.com and Senior Learning Consultant for global leadership and talent development at LinkedIn.Questions Include: How have you embraced gratitude in your life to fight through adversity and tough times? Can you share some of the latest discoveries about the brain, and how to harness human biology to reduce resistance to change and change fatigue?You help talent professionals discover how to use neuroscience to unlock the potential of their people and organization. Can you talk to me about more discoveries about the brain and some ways to harness human biology to bring out the best in your talent?  Follow up - you recently presented at SHRM21 on The Neuroscience of Teams, based on your book Wired To Connect. Tell me about the session and some of the lessons from the book shared in that talk. What do you like about speaking at SHRM? From your book Wired to Grow, you state "Technology has completely transformed learning—both what we know about the brain science of learning as well as how we design and deliver learning experiences. New tools have made learning not only faster, but also more effective and affordable." Can you share some best practices and next practices in learning and how that’s shaping talent development worldwide?How can we learn more about you and 7th Mind, Inc?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Dec 2

15 min 25 sec

In this episode, we consider ways to empower L&D pros and HR teams with the tools to unlock the potential of their distributed teams.Bill's guest this time is Tyler Muse, CEO & Founder at Lingo Live, an online coaching platform on a mission to help emerging leaders at multinational companies gain the skills they need to lead their teams effectively.Tyler is passionate about bringing the world closer together through meaningful human connections. As a leader, he experienced firsthand the transformative power of one-on-one coaching and built Lingo Live to marry the meaningful human connection of a private coach with the efficacy of skills-based development. Over the past 7 years, the company has grown 10x, scaled up to dozens of employees and 100s of coaches worldwide, and raised nearly $10 million in venture capital funding.Tyler is also the host of the awesome new Groundwork Podcast. Questions For Tyler Include:“We have incredibly talented engineers who work together to build innovative, superior products. Lingo Live is a key partner in unlocking the full potential of our technical talent by helping us remove our only significant barrier to success: communication and leadership gaps.” – Pat Poels, CTO, Eventbrite. Can you list some of the common leadership gaps and how they can impact performance when not addressed in a timely manner?What do you think is going on right now with this "Great Resignation / Great Reshuffling" happening in the labor markets post-covid? How can companies that can demonstrate they have the mechanisms for powerful ideation and innovation, be better placed to attract and grow top distributed talent? Your users or 'learners' are connected with a live coach who delivers personalized learning through live lessons online using your proprietary Skills-Based Coaching methodology. Lingo Live talks a lot about Skills-Based Coaching, what is that? How do you define it and why are you all so passionate about it?Lingo Live challenges teams to apply new skills throughout the process to ensure lasting behavior change. How do you help the lessons 'stick' through ongoing practical application?Impact Measurement: Lingo Live aims to align coaching with a company's objectives and collects 360-degree feedback to measure the business impact. What is the process of aligning and measuring the coaching with corporate goals and where does the HR department fit in?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 30

26 min 58 sec

In this HRchat episode, we look at the latest analysis of the labor market and the factors that can drive employee experience.Bill's guest this time is Ben Kalevitch, Executive Vice President at United Minds, a Weber Shandwick consultancy that helps organizations deliver positive, lasting change by combining data-fueled strategies and creative communications solutions.As the leader of United Minds’ insight and strategy function, Ben develops plans that support their clients’ people and business objectives.Questions For Ben Include:The employee experience is top of mind for everyone right now. It seems like every business conversation revolves around The Great Resignation or the Big Quit or the Talent War. The language is very dramatic. What’s going on?In general terms, how different are the movement of labor and the ways employees want to work post-Covid compared to other big shifts? United Minds recently published a global research report on the factors that really drive employee experience. Presumably, The Great Resignation was the impetus for the study? Can you tell us a little about it -the structure, the size, the sample?What were the most surprising things you saw in the results?Fairness is something you noticed in the study. Can you talk more about the definition of fairness today? How universal are the findings – do they apply to certain markets or certain employee segments, or to everyone?Based on what you learned, what would you advise organizations to start doing?About United MindsUnited Minds is a management consultancy that specializes in transformation. Leveraging a deep bench of specialists, the company helps organizations deliver positive, lasting change by combining data-fuels strategy and creative communications solutions, engaging stakeholders in every part of the process. United Minds is part of Weber Shandwick, one of the world's leading communications and marketing solutions firms. For more information, visit www.unitedmindsglobal.comWe do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 26

17 min 22 sec

 In this episode, we focus on interpretations of Corporate Social Responsibility (CSR) and using the language of purpose and social impact. Bill's guest is Cecilia Crossley, founder of the social enterprise From Babies with Love, a not-for-profit that donates 100% of its profits to orphaned and abandoned children around the world. From Babies with Love provides services to HR Leaders, such as its flagship parental leave gift service, and through this work, Cecilia realized that HR professionals and social entrepreneurs are working in the same areas, towards the same goals, albeit in different ways. From Babies with Love, together with its clients, support over 26,000 vulnerable children in 39 countries to be cared for and educated, going on to lead independent lives, breaking the cycle of poverty. Cecilia is also the host of the How HR Leaders Change the World podcast, featuring leaders passionate about creating positive change through the work of HR. They share actionable steps they’ve taken to drive social and environmental change, contributing to the UN Sustainable Development Goals.Questions Include:What does Corporate Social Responsibility mean to you?Tell us about From Babies with Love and how it is helping HR with their goals. More generally, perhaps you can share how HR can deliver commercial goals and social change by partnering with social enterprises?You believe that all HR professionals are change-makers; they are all contributing to positive social change, but not necessarily thinking about the connections or using this language in their work - or enjoying feeling rewarded by it! Can you share examples and explain how this led to you launching the How HR Leaders Change the World podcast? What examples or themes are HR Leaders sharing with you about how they contribute to sustainable development goals? What are the challenges? What are CHROs telling you on the podcast?What is your vision for the role of HR professionals?  Want to learn more? Check out the free guide by Cecilia and her team: Exceptional Experience - Returning to Work 5 Key Elements for Talent Retention.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 25

22 min 33 sec

In this HRchat episode, we do a deep dive into the world of talent attraction and recruitment marketing to understand what worked pre-Covid and what's making a difference during The Great Resignation. Bill's guest this time is Jennifer Henley, an authority in recruitment solutions and consultative client services. As a candidate experience advisor with NAS Recruitment Innovation, she partners with talent acquisition leadership to optimize candidate attraction through storytelling, technology, and strategy. Jennifer is a featured speaker at HR communications industry conferences and events across the US and she possesses the Professional in Human Resources (PHR) and SHRM-CP designations, a Six Sigma Lean Green Belt Certified (LGBC) professional and proud member of both NAHCR and SHRM.Questions For Jenn Include:The NAS Recruitment site suggests employment branding can lead to 50% more qualified applicants, decrease cost per hire by 43%, and reduce employee turnover by 28%. That seems like an attractive business case. Can you share more stats and trends HR can use to build their business case for investment in employer branding and recruitment marketing programs? It's much harder during this Great Resignation to attract top talent. What's changed when it comes to telling the story of a brand / attracting candidates and why? (demands of employees around e.g. flexible hours, DEI initiatives, remote work)"An astounding 94% of professional recruiters use social media in their talent recruitment efforts". Why does social media continue to play such an important role in employer branding and TA? Have you seen changes in which platforms get the most results when comparing Gen Zers with Millennials? Recruitment Marketing that still generates an ROI: What's working today? What tech, job boards, and other avenues are still getting results in the war for talent?NAS aims to "uncover a firm's employment value propositions and create an employment brand that serves as the centerpiece of your candidate attraction strategy". So my follow-up question is: How can companies position themselves as an attractive employer brand in 2022 and beyond? What are those 'PR efforts' that HR teams can support to demonstrate that the organization is the right destination for candidates? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 23

21 min 21 sec

In this HRchat podcast episode, we talk about media coverage of the world of work and look at the need to reboot and redefine leadership for a post-pandemic world. Bill's guest this time is Alan Hosking, Publisher at HR Future magazine and CEO at Osgard.Alan has previously been named by US website Disruptordaily.com as one of the "Top 25 Future of Work Influencers to Follow on Twitter". He's also been listed as one of the “Top 200 Global Power Thought Leaders to watch in 2021” by peopleHum in India.Questions For Alan Include:You believe there's a need to reboot and redefine leadership for a post-pandemic world. What do you mean by that? Tell us about your publication, HR Future. We understand it's aimed at helping HR Directors, HR Managers and all HR Professionals share knowledge and network with a greater vision of helping companies and the community with the future of work?Follow up: Covid aside, what have been the biggest topics of the past 12-18 months? What's getting read the most and why? In 2005, you were asked by the Nelson Mandela Foundation to undertake the redesign of the late former President Mandela’s personal website, nelsonmandela.org, a project which lasted 18 months. What did that mean to you and did you get to meet Mr Mandela? You're an Age Management Coach for Senior Executives in their late forties and older, helping them to manage their age as an asset rather than allow it to become a liability. Tell me about this role and why it matters.

Nov 19

19 min 3 sec

In this episode of the HRchat show, we consider the art of video interviews during 'The Great Resignation'. Bill's guest this time is Sean Fahey, CEO and Founder at VidCruiter, the video interviewing specialists offering a suite of products designed to increase the overall quality of hires and drastically reduce time-to-hire.  Sean is, according to Neri Basque, VP of IT Minacs, “a game-changer in the world of HR. He's always pushing the limits of what is possible.” Questions Include: VidcCruiter’s business case seems pretty strong – you claim your tech can reduce clients' annual turnover by nearly 30%, automate many hiring processes, improve applicant quality and your clients can interview twice as many candidates in 20% of the time. Tell me about the clever tech behind your platform and what makes it different to other vendor options in the marketplace. Vidcruiter helped a Fortune 500 company hire 2,000 people in just two weeks! Can you share a bit about that case study? What are some of the challenges faced by HR and hiring managers created by The Great Resignation? How is the preparation needed by candidates and employers for a video interview different to the in-person experience? We’ve all been pulled into a digital work environment since early 2020. While many have now returned to the office, many of the technologies and practices adopted during the pandemic are here to stay. Yet uncertainty about the value of video interviewing remains in some organizations. Take a couple of minutes to share some of the big video interview misconceptions that persist and what you see as the realities.We have talked before on this show about the need to remove biases from the sourcing and hiring process. At a high level, what do you think are some steps recruiters can take today to reduce bias through better use of HR technology? Many industry experts believe that the recruitment process will be fully automated by the end of the 2020s. One topic you were keen to discuss today was around why recruitment should wait on using AI. Can you share your thoughts on where the industry is at with the use of AI and what more needs to happen before the bots and algorithms can take over? More About VidCruiterVidCruiter saves HR teams time, money, and headspace by modernizing outdated hiring processes. They specialize in video interviewing but offer a full suite of products to increase the overall quality of hires and reduce time-to-hire. We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 18

27 min 58 sec

In HRchat #362, we talk about how to reach your highest potential at work. Bill's guest is Kathy Caprino, an internationally-recognized career and leadership coach, writer, speaker, and educator dedicated to the advancement of women in business. A former corporate VP, she is also a trained therapist, seasoned executive coach, Senior Forbes contributor, top media source on careers, and the author of two books -- Breakdown, Breakthrough and her new book The Most Powerful You: 7 Bravery-Boosting Paths to Career Bliss.Questions Include:In a recent post on LinkedIn, you say: “As a career coach, writer, and researcher, I’ve had the opportunity to observe key trends among thousands of professionals around the world, particularly about how they get stuck and stay stuck in careers they dislike, and how to effectively change directions to a new path that's more rewarding and successful.” How did the pandemic give pros the time to reflect and change up their career paths? Can you point to folks in your network who’ve made a leap into the unknown and are so far thriving as a result?Your research over the past 10 years has revealed the 7 most damaging power gaps that hold 98% of professional women (and 90% of the men) from reaching their highest potential at work. Please can you now take us through each? Power Gap 1: Not recognizing your special talents, abilities, and accomplishmentsPower Gap 2: Communicating from fear, not strengthPower Gap 3: Reluctance to ask for what you deservePower Gap 4: Isolating from influential supportPower Gap 5: Acquiescing instead of saying “Stop!” to mistreatmentPower Gap 6: Losing sight of your thrilling dream for your lifePower Gap 7: Allowing past trauma and challenges to define youMore About Kathy CaprinoWith her Finding Brave podcast, books, assessments, coaching programs, courses, and other key resources, Kathy’s been named a Top Career Coach in the U.S. and internationally and her core mission is to support a “finding brave” global movement that empowers professionals to close their power gaps and reach their highest, most rewarding potential and impact in their work. We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 16

15 min 41 sec

Bill's guest this time is Dethra U. Giles, TEDx Speaker, Chief Bridge Architect at ExecuPrep, Adjunct Faculty Member at Mercer University, and one of Engagedly Inc's Top 100 HR Influencers of 2021.Her clients call her "University tested and Industry approved" and we're going to delve into some of the lessons she shares with peers, leaders and clients today. Listen and Hear Dethra's Answers to Questions Including: * You have amazing self-belief. How far can a positive outlook and confidence in one's abilities get you? * What are your top 3 tips for listeners looking to find success in their lives?* 10,000 employees recently surveyed by the Becker Friedman Institute for Economics at the University of Chicago said they thought they were just as productive working from home compared to working in the office. In fact, 30% of those respondents told researchers they were more productive and engaged working from home. Do you think that WFH is really here to stay?* In a 2018 Ted Talk you asked "How is it that we are unable to discuss our differences at the most fundamental level? Race, Religion, and Politics are taboo topics in the workplace." Within the corporate world, where are we at in 2021?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 12

23 min 41 sec

Employees in startups in the US are, according to findings published in carta.com, losing $30B every year in unexercised stock options, because 50% do not exercise their stock options upon leaving a company.Bill's guest this time is Oren Barzilai, Founder and CEO at EquityBee, a company on a mission to help startup employees obtain the capital they need to exercise their stock options.Oren is a serial entrepreneur. Prior to EquityBee, he co-founded and served as the CEO at Start A Fire, a social marketing platform, that served more than 3,000 of the world's biggest brands. Before that, he co-founded and served as the CTO at Tapingo, a mobile commerce application that was acquired by GrubHub for $150 million.Listen and Get Oren's Answers to Questions Including: Why do stock options remain major collateral when employers are trying to attract and retain top talent?Paint a picture of the impact on employees of unexercised stock optionsHow does EquityBee try to help employees extract value from the compensation they were promised?Secondary platforms allow employees who already own shares to sell their shares to investors outright. Is EquityBee the same? If not, why not?Any tips for new employees to negotiate their stock options package when they join a company?About EquityBeeEquityBee's goal is to enable employees to exercise their stock options and benefit from the value they created while employed at pre-IPO technology companies. EquityBee’s Investor Community provides the capital startup builders need to become shareholders.EquityBee was founded by Oren Barzilai, Oded Golan, and Mody Radashkovich, who have a combined 25 years of experience in technology and finance.Inspired by their own personal experience in the startup world where they witnessed countless employees, colleagues, and friends lose out on a significant part of their compensation because they couldn’t afford to exercise the options they worked so hard to earn, EquityBee’s founders started the company so they could help employees extract maximum value from the compensation they were promised while simultaneously giving investors a new way to invest in something they couldn’t before. Learn more at equitybee.comWe do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Nov 11

20 min 22 sec

Attracting and retaining employees is top of mind for all business leaders today. The Great Resignation of 2021 has seen employees leaving their jobs in unprecedented numbers. 50 percent are naming better pay and benefits as a key reason for leaving their jobs. With our health at the forefront of much of the conversation during the global pandemic—physical, emotional, and mental—it’s a wonder that more employers haven’t yet revamped a key component of an employer’s benefits package: health insurance. In this HRchat episode, we ask how employers can attract talent with excellent benefits packages that won't break the bank.Bill's guest this time is John Butler, President at JB Benefits Consulting LLC.With over 25 years of experience in workplace benefits, John has written a new book that explores innovative approaches to healthcare that every business should consider.In his new book, Health Insurance Sucks, John uncovers the world of business healthcare and delivers new solutions that you could implement today. The book aims to provide you with an entirely new way of approaching healthcare for employees and to arm you with every weapon you need to fight against big insurance, big pharma, and the big government players that have dominated for decades. You could be on offense rather than continuing to play defense against skyrocketing premiums and deteriorating benefits.In fact, the book takes all the rules levied by insurance companies and pharmacy companies, and even the US federal and state governments, and uses those same exact rules in an attempt to beat them at their own game.

Nov 9

27 min 21 sec

In this HRchat episode, we consider how HR leaders can utilize AI for building leadership and developing company culture. Bill's guest this time is Devyani Vaishampayan, CEO at the HR TECH Partnership, an investment and digital innovation venture focused on the 'future of work'. The fund invests in AI-based HR digital start-ups and the firm also runs innovation hubs, helping organizations engage and learn about digital disruption in the workplace.She has a diverse range of experiences as a senior HR Director across a number of industries including engineering, telecoms, oil & gas, banking, professional services and technology. Devyani was previously Group HR Director at BSI and AET Tankers and has experience in large international businesses such as Citibank, G4S, AT&T, Rolls-Royce, and BG Group.Devyani was a finalist for the 2020 Asian Women of Achievement Award - Digital. She's also been listed in the 2017 Financial Times Ethnic Minority Leaders List and the 2016 Cranfield FTSE 100 Women to Watch list. Questions Include:Where do you see AI being used to support and build leadership and culture initiatives?What new tech is helping to augment work? What are some of the concerns corporate leaders have about the use of AI  solutions? Talk to us about some of the big data privacy concerns.  You are the Managing Partner of HR TECH Partnership. The firm aims to support corporate organizations with their digital innovation journeys around Talent and Workplace Productivity by helping them pilot AI & Digital solutions. Tell us about typical concerns and obstacles when starting the journey to AI and machine learning adoption with your clients.You're also Chair of the People Tech Group at the Tech London Advocates, a collection of tech leaders, experts, and investors uniting to form the most influential group in tech. With no government backing, this is the self-described "voice of the private sector in London". The group is one of nine groups in the Global Tech Advocates network of communities. Tell us about the group and its mission. We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.  

Nov 5

26 min 22 sec

Compliance is a critical function of the HR department. HR is tasked with making sure that hiring practices, workplace rules, treatment of employees, and a variety of other factors all comply with the relevant laws. In today's episode, we will talk about compliance and suggest some ways that one's compliance reporting platform can lift the load and open up new insights. Bill's guest this time is Scott Lane, Founder and CEO of Speeki™, a group focused on transforming compliance hotlines and other compliance areas using Ai technologies.  Questions For Scott Include: How can we begin to build companies and workforces rich in integrity and with a common set of shared values? You recently offered ten top ways to use one's compliance reporting platform to drive value. Can you share some of those with us now? In February 2021, Speeki surveyed global compliance officers to assess what their thoughts were on the ‘value’ of compliance to a business. The survey found that only around 20% of participants effectively map against business goals, with the remaining 80% attempting to align their goals with the business but doing so poorly. What can happen to performance when goals are not mapped against the business correctly or even at all? Let's talk about the employee voice. If employees don't (feel like they) have a voice inside the company, then won't they just go outside the company to voice their concerns? E.g. Glassdoor or quitting. How important is dialogue to retention during this Great Resignation?How can companies build an ecosystem where people feel comfortable raising issues without fear of retaliation?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Nov 4

25 min 29 sec

In this HRchat episode, Bill Banham talks with Matt Poepsel, Ph.D. about how to attract and manage a high-performing team. Matt is “The Godfather of Talent Optimization” and the Vice President of Partner Growth at The Predictive Index, a talent optimization platform. He has served in product and partner empowerment roles at The Predictive Index for the past 7 years. He holds a Ph.D. in Psychology from Capella University and is a former U.S. Marine and Ironman triathlon finisher.Questions Include:Why does your team claim that "Once you start practicing talent optimization, you’ll never go back to “the old way” of leading"?How can managers help their employees be more accountable?Can you share some tips for leaders looking to better communicate with their teams both in-person and remotely? Why is it important, after you’ve pulled together the right candidates, to keep a pulse on employee engagement to nip problems in the bud? Talk to me about the benefits of ongoing feedback and engagement surveys?There's a great post on your blog called 'Dysfunctional teams: The 5 characteristics' Can you walk our listeners through those 5 characteristics? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Nov 2

20 min 13 sec

One of the biggest obstacles facing leaders is how to approach DEI topics with their teams. Traditionally, meaningful DEI policies have all-too-often been either ignored, pushed to be an HR focus only, or delegated to an annual training session. Things have changed in the past two years but full equity in the workplace remains a work in progress. Bill's guest is Puneet Lath, Director at Expensify, a pre-accounting platform, and co-host of a new series of timely conversations on DE&I. The first episode stars Trevor Noah, host of Emmy and Peabody winning series, The Daily Show. Trevor is a leader in dealing with issues of race, equity and inclusion both as an orator covering these topics in his show and as a business leader working through them on a day-to-day basis. Puneet co-hosts with Joanie Wang and in collaboration with culture and diversity expert Zanele Mutepfa-Rhone. Questions Include: Expensify is a 'payments super-app that helps individuals and businesses around the world simplify the way they manage money'. Tell me more.We've had some big names and brands on the HRchat show to date but we've never had a Daily Show host! Take a couple of minutes and tell our listeners about the mission behind the new series of conversations - one I understand includes exploring the nuanced issues relating to diversity, equity, and inclusion that continue to plague businesses globally.The series kicked off on October 12th, 2021 with an awesome episode featuring Trevor Noah. Tell us about it.Everyone has a rough idea of Trevor’s story and understands that he hasn’t had the easiest rise to the top. Coming straight from South Africa he has constantly had to deal with questions such as “Is he black enough? Is he African enough” or “Is he American enough to do the daily show?” Why was Trevor the perfect choice to host the first episode? “It’s hard to have nuanced conversations around diversity, equity, and inclusion in the workplace because they can be difficult and scary,” said Joanie Wang, Director of Marketing and Brand at Expensify. “Our goal was to create an intentional space to discuss issues in a way that was compelling to everyone, whether it is your first conversation or your 100th.” Can you elaborate?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Oct 29

15 min

30% of work activities at over half of the jobs in the US, according to some sources, could be automated. That's the equivalent of a day and a half's worth of work time every week that most employees could claw back if their processes, workflows, and tasks didn’t require as much hands-on attention!While many HR pros and leaders perhaps fear the time and knowledge-transfer investment needed to set up automation, the work of planning and implementing automations doesn’t actually have to be complicated and it shouldn’t be feared. The trick, says today's guest, is knowing what you want to do, recognizing what you can do, and then figuring out which tools you need to put it in motion.If you're looking to learn about processes and tools that can give you the power to easily automate workflows and manage business processes with no coding skills required, you've come to the right place!In this HRchat, we consider tools to automate tasks. Listen too, as we consider an 8-point framework to help guide you through the steps you need to take in order to automate any process or business workflow. Bill's guest this time is Ananth Avva, President and COO at Pipefy, a workflow management software on a mission to empower 'doers' and transform the way teams work. Questions Include: Pipefy tries to help to automate lots of jobs traditionally done by humans. Can you share examples of tasks your team can help allocate - at least in part - to the robots? (e.g. Employee Onboarding, Purchasing / Procurement, Customer Onboarding, Accounts Payable, Marketing Requests, Hiring / Recruiting, and Expense Reimbursement)We've just come through 18 months of crisis. Why are companies that jump on the workflow automation train today better set to be future-proofed against further crises? Pipefy and JazzHR partnered in 2021 to empower HR professionals to streamline and augment their hiring process with custom, automated workflows. We've previously featured JazzHR on this show and love what they do. Tell me about the session in early Sept at #SHRM21 called Leveraging Automation to Bring Humanity Back to HR and the learning outcomes from that session.There is an 8-step process that HR and leaders can follow to automate many processes. It was recently shared on the Pipefy blog.  Can you take a few minutes and briefly walk us through each step? Step 1 - Define your goal(s)Step 2 - Identify the target processStep 3 - Establish process boundariesStep 4 - Map your processStep 5 - Identify the tasks that can be automatedStep 6 - Create your automation wishlistStep 7 - Assess your capabilitiesStep 8 - Configure your automationWe do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Oct 28

25 min 43 sec

In this HRchat, we consider five skills to develop in new and talented HR professionals. Bill's guest is Joey Price, entrepreneur, CEO at Jumpstart:HR, AI, Ethics Advisory Board Member at Arena Analytics, and Podcast Host and Executive Producer at the awesome Business, Life, and Coffee Podcast.Questions Include: Talk about the Business, Life, and Coffee Podcast. In it, you speak with industry experts and shed light on what it's like to start (and run) a successful business or career.  Can you hare who's been your favorite guest so far and why?You presented in the past on spotting the signs of an unmotivated employee. The last thing companies want at the moment is employees feeling disengaged and looking to move on. Can you share some warning signs leaders should watch out for and ways to tackle them? You're on the board at Arena - which uses predictive analytics and machine learning to help organizations find talent. Given the scramble for talent at the mo, we would love to hear from you about what's working at the moment? Now let's switch to our main focus of this chat: Skills to Develop in Rising HR Pros. Please take us through each: Skill 1: Business AcumenSkill 2: Product/Project ManagementSkill 3: CoachingSkill 4: DEI Skill 5: Networking

Oct 26

21 min 11 sec

In this HRchat episode, we look at ensuring data privacy of employees and some dos and don'ts of managing automated verifications of employment and income. Bill Banham is joined by Bill Roy, President at Vault Verify, a company on a mission to help HR departments save time and money by providing fast and accurate data. Vault Verify is a cloud-based technology platform that helps automate the process of completing verifications of income and employment.  Questions Include:Responding manually to verification requests costs lots of money and HR hours. And frankly, in this labor market, it can be an absolute mountain to climb! Talk about your company; explain Vault Verify's 'how' and share the 'why' as it pertains to helping Talent pros, HR teams, and hiring managers. Your tech provides automated options for verification of income and employment, I-9, and unemployment claims management. Where are the big time and cost savings? Can you share stats and maybe a use case?Data Privacy: Talk to me about how Vault Verify approaches and ensures data privacy requirements are met (on the corp and employee sides) and what else is happening out there in the marketplace? (Maybe this could include findings/reports showing e.g. other companies knowingly or otherwise sharing candidate data multiple times and what that could mean for the data privacy of candidates and employees).  Follow up: What are the corporate liabilities associated with mismanagement of employee data?Customer satisfaction: You claim to have a 99% customer retention rate. Tell us about your approach.More About Vault VerifyVault Verify leverages APIs to produce a quick, easy implementation experience. Vault Verify is free to clients and Vault shares a portion of the revenue derived from commercial requesters with the client each month, making HR a profit center. The results for clients are dramatic: increased productivity, more accurate verifications and decreased liability. And HR generates monthly revenue for other HR priorities. Learn more at vaultverify.com.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Oct 22

18 min 23 sec

Are you a candidate looking for expert help so you can ace that interview? Maybe you're a recruiter or hiring manager trying to understand how to differentiate your brand from other employers vying for top talent? Then this is the episode for you!In this HRchat, Bill talks with Tom Gimbel, founder, and CEO of LaSalle Network, a staffing, recruiting, and culture firm headquartered in Chicago, and a 12-time Inc. 5000 honoree.Tom is an expert on jobs, career management, and company culture. He speaks to these topics on CNBC Squawk Box and with The Wall Street Journal, The New York Times, and Inc. Magazine, among a list of other publications. LaSalle Network has also been recognized by more than 100 revenue and culture-based awards. Listen as Tom offers practical tips for candidates and employers during the current 'great resignation'. Questions For Tom  Gimbel Include: You shared a LinkedIn post about a recent interview you did on CNBC. In it, you say: "This is the best jobs market in 25 years. Companies are hiring because they are growing! If you want a job, there is one for you". If you've got the skills and training, exactly how easy is it at the moment for candidates to walk into their next role?How tough is it to find and attract top talent?What's changed as a result of the pandemic in terms of expectations of an employer and its culture?What are some questions candidates should - and definitely should not - ask in an interview and why?What about those hosting the interview? What do they need to ask?How can hiring managers convey their company's culture?In another recent post on LinkedIn, you say "The result of higher wages happening so quickly, with an increase of money in the system, is inflation. Thus, people aren’t seeing more money, even if they are paid more." Feel free to mention the net effect on the economy but, specifically can you explain if this current bubble of high wages to capture top talent will burst anytime soon?How can we learn more?More About Tom GimbelTom is the founder and CEO of LaSalle Network, a US staffing, recruiting and culture firm. LaSalle Network has been named to the Inc. 5000 list of fastest-growing companies for 12 years, Fortune’s “Best Companies to Work for in Chicago” and “Best Medium Workplaces,” Forbes’ “Best Professional Recruiting Firms,” Inc. Magazine’s “Best Workplaces” list, and People Magazine's "Companies that Care."  With over 25 years of industry experience, Gimbel is an expert on hiring, corporate culture, sales, and management/leadership, contributing to Inc., Fast Company and The Wall Street Journal. Gimbel also appears frequently on CNBC and in The New York Times, and Fortune magazine, among others.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Oct 21

16 min 37 sec

We live in a world dominated by ratings. We generally prefer to purchase 5-star products, read 5-star books, eat at 5-star restaurants, and watch 5-star movies. Why then would you settle for anything less than a 5-star career? Today’s guest says you absolutely should not, and offers ways to be your best self at work and in your personal life.In this HRchat episode, we hear from Penelope Przekop, a corporate quality management expert, entrepreneur, and writer. Throughout her 30+ year career, Penelope has worked with numerous Fortune 100 pharma companies, including Pfizer, Merck, Lilly, and Glaxo Smith Kline, and held leadership positions at Novartis, Covance, Wyeth, and Johnson & Johnson.Penelope is the founder and CEO of PDC Pharma Strategy and serves as the Chief Compliance Officer for Engrail Therapeutics.She is also the author of Six Sigma for Business Excellence (McGraw-Hill), four novels: Please Love Me, Aberrations, Centerpieces, and Dust and she has a new book coming out in November called 5-Star Career: Define and Build Yours Using the Science of Quality Management: amazon.com/5-Star-Career-Science-Quality-Management/Questions Include:Let’s begin by understanding a bit about you. While struggling to overcome a troubling childhood, become the best version of yourself, and build a career, you began incorporating quality management concepts into your personal thought process at home and at work. As a result, you say you found what proved for you to be “the missing link” between all of your hard work and feeling rewarded. Tell me more.Why do people settle for mediocracy? Is it laziness (too much ‘Netflix and chill’ time)? Is it a lack of opportunity? Is it the system keeping us down? Is it something else?Why do you believe one’s career is, essentially, what we make of it? Talk to me about the concept of a person’s career being a product created by their own process. Share too, how to improve that process by learning to manage all the parts as an integrated, unified whole.In your new book, you suggest it’s possible for us to each clearly define what a quality career means. Tell us about that process. As part of that answer, perhaps you can explain what you mean when you explain that a ‘successful career is not just about money and that it’s vital to shift one’s personal philosophy, mindset, and operating system to support developing it?You stress the critical role data plays in making decisions that can produce a 5-star career. How can data guide us along our career journeys and help us to avoid impulsive leaps and be more honest with ourselves?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Oct 19

22 min 20 sec

The labor market is buoyant and demand for talent is at a high. In this HRchat we focus on how to onboard salaried and hourly workers at scale and consider some of the main recruiting trends of 2021.Bill's guest is Thomas Mathew Kottukapally, Sr. Director and Partner at EMP Trust HR, a software technology company that provides HR solutions and services in 40+ countries. Questions Include:Tell us about EMP Trust SolutionsTalk to me about the complexities associated with managing employees across multiple worksites, job locations, and countries. How is it further complicated by the needs of salaried v hourly workers? Increased engagement, lower costs, improved retention, and a shorter hiring process are a few of the benefits of a shift to internal mobility. We'll talk about hiring from outside the org shortly. But first, are companies prioritizing internal hiring? If so why? - New skills are the top growth competency for recruiters. These skills are focused on diversity and inclusion, making decisions, and learning how to use an HR strategy. They need to be able to bring clear and continuous talent data to the marketplace, implement a new employer brand, and streamline the virtual hiring process. Tell me more about how recruiting has dramatically changed over the past couple of years. Organizations across the globe have reshaped their talent acquisition procedures with increased use of Automated HR tools and AI. Many employers believe that the entire recruitment process will be automated by the end of the 2020s. What's your take?In the wake of the pandemic, we have seen a dramatic increase in the hiring of recent graduates and first-timers. Wages have gone up too. "According to a recent report from the National Association of Colleges and Employers, the average starting salary for the college Class of 2020 was $55,260 — 2.5% higher than that of the Class of 2019 ($53,889 ) and 8.5% higher than the Class of ’18 ($50,944). Among graduates who majored in science, technology, engineering and mathematics fields, average earnings were even higher."  Why are companies so reliant on grads to fill the talent gaps?   "The concept of a successful onboarding process was fundamentally redefined by the pandemic and remote work." Can you wrap up today by sharing what you're seeing that's working when it comes to making employees feel welcomed as part of the onboarding process?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Oct 15

21 min 3 sec

In this special crossover podcast episode co-hosted by Bill Banham and Jamie Allison, host of the Big Idea Big Moves podcast, we speak with the leader of an organization that helps women professional athletes leverage the skills they’ve developed through high-level sports to transition into careers with top companies.Our guest today is Digit Murphy, President, and Head Coach at RUTH, President of the Premier Hockey Federation (formerly NWHL) Toronto Six franchise, LegendaryBrown University Coach, and member of the Cornell Hall of Fame, and a bunch more!Questions Include:Tell us about the NWHL rebrand launch and how “women’s” was intentionally removed to focus on it being a social statement by taking out gender from the title; defining them by their talent and not their gender.  You have a deep background in sports coaching and management - Why the departure into the talent space and entrepreneurship? Was that challenging for you?You have noticed a difference in the networks and opportunities available to high-level female athletes vs. their male counterparts.  Tell us about that  You are very networked in the College and University system – why do those gaps in the network exist? What do you see as the major differences and gaps and how are you trying to address them through RUTH?What is the potential value to an employer brand of having ex/current professional athletes as part of their team and acting as advocates on social media and elsewhere?You have been a strong advocate for women and women in leadership roles for a long time.  How have your own experiences shaped your approach and passion to bring RUTH to fruition?   How has it landed so far with the athletes and leaders you have spoken to?Knowing how many successful Fortune 500 leaders come from that background, What is unique about how Ruth bridges the gap between collegiate and professional athletics over to the workplace?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc

Oct 14

17 min 8 sec

In this HRchat we talk about what it took to hold things together in larger organizations during the height of the Covid Crisis. We'll also consider ways top leaders are bouncing back with new ideas and improved approaches to DEI. Bill's guest this time is Ebonee Davis, Executive Director, Talent, Culture & Diversity at Bridgestone Americas. She leads a team of HR professionals across the United States and Latin America that support enterprise initiatives to help attract, retain, and develop talent. In addition to talent management, Ebonee also leads DE&I at Bridgestone and is responsible for creating the strategy and implementing best practices throughout the organization. Ebonee was also listed as one of Engagedly’s list of the Top 100 HR influencers for 2021.Questions For Ebonee Include:In your bio, you say that what defines you is not the summation of your credentials but the summation of your character. Talk to me about showing vulnerability as a leader and the role it plays in team engagement and DE&I effortsCan you share your experiences, as a senior HR and Talent pro at Bridgestone, of the pandemic, it’s effects on employees, operations of the company, and how you've had to adapt? As part of this discussion, you were keen to focus on the E in DE&I. How do companies focus on this while not diminishing inclusion efforts? What are you doing over at     Bridgestone to ensure an equitable culture? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.

Oct 12

24 min 55 sec

In this HRchat we focus on the challenges faced SMBs and how HR tech can help to fill some gaps to keep employees happy and on track.Bill's guest today is Jean-Simon Bolduc, Technical Director, Associate at Folks, a company on a mission to provide SMBs with HR software solutions adapted to their financial reality.  Questions Include: Introduce yourself and tell us about Folks, a company that has been developing HR software solutions for Canadian SMBs for more than 10 yearsThe needs of employees and how HR tries to meet them are very different in SMBs compared to larger organizations. Can you share some of the unique challenges faced by HR in SMBs when it comes to managing their people and ensuring a positive employee experience? What do you believe are the top 5 most important questions an HR department needs to ask itself before starting implementation of a new HRIS?Your team helps with absence and vacation management, performance evaluation, training, career management, and much more. Which one of these HR duties is the single biggest time suck and why? How can tech cut down the time investment?Why are surveys and continuous feedback so important to keeping employees happy and engaged?There’s an interesting case study on the Folks website which talks about ways your software saved an SMB around 175,000 in a year. Can you tell me a bit about how that was achieved? As part of that, perhaps you could highlight some practices other SMBs could borrow so they can also make cost-saving without cutting down on HR essentials?More About Folks From human resources management to applicant tracking and employee engagement, Folks is the one-stop-shop for HR professionals in Canada. Beyond being software rooted in your culture, Folksis a dynamic partner that cares about your business’s success. We become a partof the family, helping you reach your goals and having fun along the way. Learn more at https://folksrh.com/We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Oct 8

26 min 12 sec

Do you know who's accessing your information online? Digital identity can be defined in many ways. In today’s HRchat episode, we’ll talk specifically about a digital ID for an individual; a person’s information in an online world where their identity can be created, verified, appended, and shared in part or in whole.Most of us in the US and Canada are, rightfully, cautious about how organizations can access our online info and digital personal brand as part of the recruitment process. In this HRchat episode, Bill speaks with Chuck Walker and Taylor Liggett about the evolution of digital identity and its role in background screening. Sterling is on a mission to ensure verified information is owned by and easily accessible to, the individual. They believe digital identity verification should only have to occur once and Personal Identity Information should only be shared, when necessary.Questions Include:What is one’s digital identity and why should employees care?In general terms, what controls do employees have over who can access their information?How did we get to the current state of digital identity? Canada is progressing with its federal digital identity scheme named Pan-Canadian Trust Framework, piloted by the Digital ID Authentication Council of Canada, a non-profit organization (DIACC). A national proof of concept project for a unified login authentication service called Sign In Canada started in the fall of 2018. Sterling Backcheck recently joined the DIACC. Can you talk a little bit about DIACC? Why did Sterling decide to join this initiative?What is a digital identity wallet and how might one use it?Why should companies verify identity and what benefits does it deliver?About Our GuestsChuck Walker is Senior Advisor – Public Safety Information Management at Sterling Backcheck (Canada). Chuck joined Sterling in 2014 after completing a 32-year career as a Regular Member with the RCMP. In his current role as a Senior Advisor for Public Safety Information Management, Chuck works closely with the team on aspects of the company’s products and services concerned with criminal record and police information.Taylor Liggett is General Manager for Sterling Identity (US). He joined Sterling in 2016 as Vice President of Business Development, where he oversaw sales, led numerous strategic growth initiatives, and cultivated key partnerships. With more than a decade of domestic and international experience in background screening, identity, and biometrics, he brings a unique perspective to the emerging and rapidly evolving identity business.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Oct 7

30 min 45 sec

Today's guest is Kelly Kauffman, Chief Human Capital Officer for the 2021 World Champion Milwaukee Bucks, a sports and entertainment organization within the National Basketball Association. Listen as Kelly shares her experiences of running an arena and being part of a championship-winning culture during the pandemic. Questions Include: What did the on-court success mean for the overall culture at the Bucks? Since the victory over the Phoenix Suns, it must be a buzzing place to work? You brought the Bucks out of administrative chaos by building its HR team from scratch. What were some of the biggest challenges associated with creating an HR program from the ground up?The CHROs from the 30 NBA franchises get together from time to time. What have been some of the biggest recent results from exchanging ideas and making recommendations within that peer group?Final tips for HR leaders looking to change up a corporate culture? More About KellyWith over 20 years of human resources experience, Kelly joined the Bucks staff as a human resources executive with the task of creating the organization’s first human resources department from the ground up. The human resources function at the Bucks was implemented to set the foundation in building a world-class sports organization by supporting the team’s long-term strategy and goals, including the construction of Fiserv Forum, practice facility and ancillary development that will increase the breadth of the Bucks’ reach in the community.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Oct 5

25 min 25 sec

In today's HRchat we talk about how to source and secure top talent in a very, very competitive market. Bill's guest is Shally Steckerl, President at The Sourcing Institute and Practice Director, Talent Strategy and Sourcing Innovation at Aspirant Talent Strategy & Acquisition Practice. He's a globally recognized recruiting leader who has helped build sourcing organizations for companies such as Microsoft, Google, Coca-Cola, Cisco, and Motorola. He is a writer, a public speaker, and an adjunct professor at Temple University in Philadelphia. He lives in Atlanta. Shally is known as the "Godfather of Sourcing" Shally has dedicated much of his adult life to teaching his sourcing methods to those who want to be better. Shally understands what it takes to get leads on the phone and contracts on deck.Questions Include:It's tough to hire good people right now. Why is that?What tech is helping recruiters and employers source and engage top talent?What's different about what top candidates want from their next job and how have expectations changes as a result of Covid?How can hiring managers mess it up at the interview stage? What pitfalls should they avoid to get the candidate over the line? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Oct 1

25 min 3 sec

According to the World Health Organization, burnout results from chronic workplace stress that has not been successfully managed. It is typically characterized by three dimensions: feelings of exhaustion; increased mental apathy towards one’s job; and lack of confidence about your abilities. Burned-out employees are 63% more likely to take a sick day, 2.6x more likely to be actively seeking a different job, and 13% less confident in their performance.In this HRchat episode, we discuss ways to help limit the risks of employee burnout and what to do if you spot employees suffering. Bill's guest is Trung Tran, CEO at Amplio, a company on a mission to help businesses retain talent by helping them to avoid burnout. Trung has spent his career in silicon valley working for companies such as HP and Intel. He worked on the development of 72 products worth $2.2B in revenue. His interest in AI stems from his work at DARPA on next-generation AI systems and algorithms. He remains passionate to the idea that AI should help people reason better and not replace them. Questions Include:What causes burnout? How has the pandemic contributed to employees feeling stressed, anxious and/or over-worked?  Avoiding burnout means understanding one's current state and knowing how to manage one's stress. Is it always obvious to an individual that they are approaching/living through burnout or does it sometimes require an outsider to spot the signs? What role does Amplio try to play in helping to combat (potential) burnout?Amplio claims to collect both subjective and objective data to yield the best results. In combination with interactive surveys, your team uses devices such as the Garmin Watch, Whoop band, Google Fitbit, and the Emotiv headset to gather psychological data and physiological data. What has been the response of employees to being asked to wear such monitoring devices? How important do you think it is for employees to feel supported by their companies?In terms of lost revenue and productivity, what are the costs to employers of having burned-out employees? How can employers spot signs of burnout early to avoid longer-term health issues? We do our best to ensure editorial objectivity. The views and ideas shared by our sponsors and guests are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.  

Sep 30

23 min 28 sec

In this episode of the HRchat show, Bill Banham talks DEI in the workplace with Joe Gerstandt. Joe is a keynote speaker, author, and consultant on a mission to bring more clarity and new practices to DEI efforts in organizations. He has worked with Fortune 100 corporations, small non-profits, and lots in between.Listen and Hear Joe's Answers to These Questions: You have an interesting career journey - serving in the marine corps for four years and spending six years working in management and business development for technology and communication companies. How did that experience shape your ideas around DEI?You use the word 'inclusion' in a couple of different ways: 1) You talk about the active process (to include), and 2) You talk about the experiential outcome (to be included). Can you explain the difference between the two and why it matters?KPIs: What should leaders and the HR dept be measuring to check that DEI efforts are working?How can design thinking help with DEI efforts? Is the fault with middle management? You say "I think if we really want to change the way employees feel, if we want them to feel more included, probably the big blow for that is changing the behaviors of the people around, especially their manager". Are you saying middle managers are the issue? Or is the issue of poor adoption of DEI the result of the C-Suite too? Inherent biases in the workplace: You have said "I think real, sincere, sustained behavior change almost always involves a certain amount of identity change. That's deep and serious and hard work". How can we all change our mindsets and get our heads around how that experience could help others?More About Joe Gerstandt With a passion for helping people interact differently in the world, Joe is dedicated to throwing out old rules and replacing them with creative new strategies that better serve today’s society. By helping his audiences remove false barriers, Joe is able to liberate the unrealized potential that exists in individuals, groups, and organizations.Joe speaks at numerous conferences and summits, and blogs at joegerstandt.com. He brings his unique perspectives and trademark energy to keynote at conferences nationwide and facilitates training workshops for corporate and professional groups.Joe is also a contributor at the Workforce Diversity Network Expert Forum and his insights have been published in Diversity Executive, HR Executive, and various print and on-line journals.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Sep 28

18 min 17 sec

From the C-suite to the Senate floor, women in leadership positions are at historic highs. And some research even suggests that women are more effective than men in 84% of competencies associated with leadership. Yet many accomplished and capable women continue to struggle with issues related to ambition, power, and authority. In this HRchat episode, we consider what explains this disconnect.Listen too as we delve into ways women can identify their career desires, maximize awareness of competencies, build relationships that will foster success, and increase their effectiveness as a leader of people.Bill's guest this time is Dr. Ellen M. Snee, Executive Coach to High Potential and Senior Level Women at Catalyst Coaching and author of the new book LEAD: How Women in Charge Claim Their Authority.A leadership book designed for women, LEAD draws on Dr. Snee’s research on women’s leadership development, her coaching and consulting work to advance talented women, and her earlier life as a Catholic nun. Speaking directly to women leaders, Ellen offers new insights and reinforces them with personal experiences and those of her clients. To further transform insight into action she provides specific exercises and action steps after each chapter.We do our best to ensure editorial objectivity. The views and ideas shared by our guests are entirely independent of The HR Gazette or our partners.   

Sep 23

21 min 39 sec

In this HRchat we hear the lived experiences of Schneider Electric's SVP, Talent and Diversity, Tina Kao Mylon. Listen as Tina shares her take on how HR and Talent pros are adapting in the ‘next normal’ in order to move beyond the pandemic and shape the future.Tina is responsible for talent acquisition, talent management, employer branding, learning and development, performance management, succession planning, organization effectiveness, leadership development, diversity, equity & inclusion, and well-being. As part of her duties, Tina plays a key role in driving digital and culture transformation for Schneider Electric's employees.Discussion topics include:When it comes to empowering employees to be in the driver’s seat of performance management. What are you most proud of from your time at Schneider Electric and why? The stresses placed on Schneider Electric since Q1 of 2020As a global company, how do you project yourself when different countries are at different stages of getting out of the turmoil caused by Covid?Overall, how is the talent and HR community adapting to the ‘next normal’ in order to move beyond the pandemic and shape the future?Diversity, equity and inclusion -  what's changed, what's working and what are you still trying to learn and improve? Employee development and upskilling - harder in a remote world?  Wellbeing and mental health - why so important to retaining talent? We do our best to ensure editorial objectivity. The views and ideas shared by our guests are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Sep 21

24 min 37 sec

Most countries have their own laws and regulations surrounding labor and employment. This means managing your distributed team while making sure you’re compliant can be very complicated. The COVID-19 pandemic hasn’t helped matters either. For example, U.S. legislation such as the Families First Coronavirus Response Act—and many others being rolled out by governments worldwide—have increased the already mounting pressure on people managers. Whether you're an international corporation or a single startup with employees around the world, adeptly providing for your remote team has never been more important.In this HRchat Jack Mardack, Co-Founder at Oyster discusses the findings of a recently published report on the future of HR, share some key info you need to know about global HR compliance and common HR compliance issues faced by remote teams in addition to how HR teams can remain globally compliant.   Jack and his team are on a mission to tackle the global talent gap by encouraging organizations to think internationally about their talent."By forcing us to change our behavior," says Jack, "the pandemic showed us that we can work very differently in the future than we have in the past. And that we can be much more deliberate in designing how we want to work at our own companies. Letting go of our historical reliance on the Office is only a part of the change.Jack believes we are at the beginning of an exciting new chapter in the world of work, and Oyster are keen to help usher it in! Questions include: You recently developed and published a report together with 451 Research, on the future of HR. What did the report reveal?How should HR leaders think differently in order to capitalize on these new opportunities for organizational impact?Oyster is a globally distributed company. How do you maintain a strong work culture with individuals spread across the world?What other companies are setting a good example for distributed HR?What are your parting words of advice to HR leaders at partially or fully distributed companies? About OysterOyster is a distributed HR platform that enables companies to hire, pay, and care for talented teammates regardless of location. The company is on a mission to remove the barriers to cross-border employment so that companies can tap into the global talent pool and talented people improve their employability no matter where they are. Learn more at oysterhr.comWe do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Sep 16

26 min 38 sec

In this HRchat episode, we hear from John Boudreau. John is the former Research Director for USC's Center for Effective Organizations, Professor of Management and Organization at the Marshall School of Business, and co-author of Reinventing Jobs: A 4-Step Approach for Applying Automation to Work.His large-scale studies and focused field research address the future of the global Human Resources profession, HR measurement and analytics, decision-based HR, executive mobility, HR information systems, and organizational staffing and development. John has published more than 50 books and articles and his research has been featured in Harvard Business Review, The Wall Street Journal, Fortune, and Business Week.Questions include: * What do you think makes for a great CHRO in today's digital world?* A while back you wrote an article called Why More Executives Should Consider Becoming a CHRO". With more possibilities than ever for execs to exit corporate life and get 'gig work' with global clients, why should execs in larger orgs stay in the system and aspire to the role of CHRO? * What are the divisions of responsibilities between CHROs and Chief People Officers? For those listening and keen to explore the data v people routes into senior HR leadership, what are the differences in focus and duties? We do our best to ensure editorial objectivity. The views and ideas shared by our guests are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Sep 14

25 min 49 sec

In this HRchat episode, we hear from Alper Tekin, Chief Product Officer at Findem, a people intelligence platform that helps companies build more engaged, diverse teams, and close talent gaps faster.Questions include:What’s the state of the labor market today?Talk about the great resignation - seen anything like this before? Do you think this is a permanent shift? If so, why?How do companies solve/adapt to this?Talk to me about retaining top-performing talent by understanding what matters to them most. What are the challenges?How have sourcing and hiring habits changed? Compare to 5 years ago.How does Findem uniquely solve this problem?Fidem professes to help HR and leaders benchmark internally, against competitors and peers to identify talent gaps and trends. Tell us how your tech does it and can you share a use case?About Alper TekinPreviously, Alper served as the Chief Product Officer at Udacity, and founder & CEO at several startups, including AlfaPeople, and BlaBlaCar TR. Alper began his career at Microsoft, where he worked on the Microsoft Partner Program Team in charge of managing the channels that deliver 95% of Microsoft’s revenues.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Sep 10

25 min 27 sec

In this HRchat episode, we ask what it really means to be a diverse, inclusive, and equitable employer in a world forever changed by the murder of George Floyd and the impetus that gave to the global Black Lives Matter movement?Bill's guest this time is Mandy Price, an advocate for DEI and the CEO and co-founder of Kanarys, Inc., a tech company taking a holistic approach to solving Diversity, Equity, and Inclusion (DEI) challenges enabling companies to immediately take action towards systemic change. Mandy was named a Top 100 HR Tech Influencer of 2021 by Human Resource Executive, and she and her co-founder, Star Carter, were recognized as two of Entrepreneur magazine’s Top 100 Most Powerful Women of 2020. Questions include:You're quoted as saying "diversity equity, inclusion issues ... are difficult to diagnose ... but organizations need ... help to diagnose them to understand exactly what, from an institutional basis, needs to be changed to ensure that they are promoting that healthy workplace." How can companies get to a place where they accept they need to diagnose their DEI policies? What needs to change in the leadership's mindset?What goes into diagnosing the DEI efforts of a company? What are the typical challenges faced by HR leaders keen to make a change? Where do they begin?In an interview for D Magazine, you say "We make assumptions about people we don’t know, and those prejudices are often dissolved through real connection." What does 'real connection' mean in the context of building an equitable and welcoming company culture? A 2015 Deloitte survey found that 83 percent of Millennials are actively engaged if they believe the company fosters an inclusive culture, while only 60 percent of millennials are actively engaged within work environments that do not promote inclusivity. As we go through a very fierce war for top Millennial and Gen Z talent, what are the tangible things that companies can do to prove their employer brand stands for DEI? share examplesWhat does it really mean to be a diverse, inclusive, equitable, and attractive employer brand in a world forever changed by the murder of George Floyd and the impetus that gave to the global Black Lives Matter movement?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Sep 9

21 min 49 sec

In this HRchat episode Michael Krupa, Michael Krupa, Senior Director, Inclusive Growth at Cisco joins Bill Banham to talk all things HR tech. In his role at Cisco, Michael is focused on defining people & communities functional processes, operating models, and driving strategies for AI and AI ethics.Prior to joining Cisco, Michael was a partner and CIO at Mercer. Focused on the Talent line of business, he managed a portfolio of revenue-generating HR technology solutions and drove a multi-year technology strategy.Questions Include: * Why and how has 'DE&I-friendly' tech become fundamental to who companies are and how they will succeed in this age of digital transformation? E.g. AI/ML solutions to help reduce bias in recruiting and job descriptions and the use of advanced analytics to provide intelligence to business leaders as they create their diversity and inclusion strategies.* What are the 2 or 3 most dramatic shifts you see happening in the HR tech space today? What was delayed, if anything, by the pandemic?* You're quoted as saying "the challenge for vendors and for companies creating HR technology solutions using AI and machine learning will be explainability in the algorithms and to reduce bias in the datasets and algorithms." How can HR trust AI when they can't fully grasp how the algorithms work?* One of the most common mistakes when implementing new HR technologies is failure to explain to the employees and leaders the value or ROI of the solution. How can HR get better at this?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Sep 7

20 min 14 sec

In this HRchat episode, we consider the need for companies to re-imagine workforce planning and development approaches. Bill Banham's guest is John Morgan, President of Lee Hecht Harrison, a subsidiary of Adecco.  Listen as John talks about HR managers’ talent management strategies during the pandemic and their plans for the future.  LHH recently commissioned the Future-Proofing the Talent Pipeline survey which captures responses from over 2,000 global HR decision-makers and leaders, across several industries. It looks at how departments are thinking about hiring, upskilling, redeployment, coaching, severance packages, and more. Questions Include:How have HR departments changed the way they’re thinking about hiring? Follow up: What about onboarding? It's a buyers market so how are HR departments helping to keep hold of their new recruits? The LHH survey suggests that HR decision-makers are prioritizing building a culture of training and learning (54.2%) and the development of people (52.6%). Why is that? What are the drivers? Beyond L&D investments, what are some other ways you’re seeing your clients changing in order to future-proof their workforce? How have you seen coaching programs help c-suite leaders and executives? What has been the business impact?About LHHLHH’s 4,000 coaches and colleagues work with more than 12,000 organizations in over 60 countries around the world to help them see the possibilities in their people. This is done through assessments, coaching, upskilling, and transitioning - meaning companies are better positioned to realize the untapped potential within their own workforce; resulting in increased productivity, morale, and higher brand affinity. Learn more at lhh.com.

Sep 2

25 min 20 sec

Bill's guest in this HRchat episode is Frida Polli, PhD. Frida is CEO & co-founder at pymetrics, a company on a mission to democratize career search and hiring. She is an award-winning Harvard and MIT neuroscientist turned entrepreneur.Using neuroscience + AI, pymetrics matches people to their best jobs while removing gender and ethnic bias from the hiring process. With over 100 enterprise clients including Unilever and Accenture, and offices in NYC, London, and Singapore, pymetrics is powering the future of hiring: efficient, predictive, and bias-free.Questions include: * Prior to creating pymetrics, you conducted an impressive amount of neuroscience research. A lot of people imagine tech entrepreneurs coming from a computer science or otherwise tech-based background. What brought you from neuroscience? * In terms of hiring, how can artificial intelligence and behavioral science help?* While there’s no denying that AI is useful, there’s also a lot of research that suggests that algorithms aren’t free of bias either, so how do you ensure that your dataset is devoid of any such biases?* What are some of the misconceptions that you get from HR regarding using AI in recruitment?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 31

16 min 51 sec

In this HRchat Bill Banham talks with Ben Brooks, Top 100 HRTech Influencer, Principal and Business Coach at B2 Professional Services Inc and Founder & CEO at PILOT Inc.Listen to get Ben's answers to questions including:* How are HR leaders and HR tech buyers successfully re-focusing and investing in areas like D&I?* What are the 5 most in-demand soft skills right now?  * Why is mentorship so important for HR leaders?About BenInfluencer Ben Brooks is the founder of HR tech startup PILOT Inc., an enterprise employee coaching platform that won the 2019 Pitchfest award at the HR Technology Conference, a former SVP of HR and a speaker and coach. About PILOT IncPILOT is a career management technology platform designed to support and enable both business leaders and employees to make work more satisfying and fulfilling. PILOT's structured coaching program works across industries and a diverse range of employee profiles and roles. Learn more: pilot.coach/We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 26

23 min 9 sec

In this HRchat we look at the tech available to help businesses rehire at scale. Listen too as we discuss the moral and ethical implications of using tech to ensure candidates fit with the employer brand. Bill's guest this time is Brian Sommer. For nearly four decades, Brian has been an award-winning writer, technology industry analyst and consultant to some of the largest firms in the world. He is considered one of the most respected business technologists in the industry, Brian’s counsel is especially sought after by top executives of Global 2000 firms.Questions include:* After the recession of 2008-09, employers were unprepared for the sheer volume of applicants that were seeking new employment. This time around they have had time to prepare - including instilling tech and processes to make hiring more equitable. What's different between the tsunami of applicants back then and what's happening now?* How are AI and machine learning-based applications helping to process more video interviews, rank candidates in fairer ways than an ATS and look for people with new kinds of values?* There's lots of talk about skills-based hiring over and above hiring based on past performance. In a world flipped upside down; one where many people want to pivot and take their skills into new industries, how can tech help ensure that those people lacking experience can get a fair shot?* Which firms have done a good job at preparing their HR teams for the rigors of hiring and retaining talent?* Regardless of if it will happen, should tech vendors continue on a journey to pry into the personal lives and views of employees? With all the talk about ensuring better affinity between the employer brand and the employee and being one's authentic self, is the 'spying tech' justified or should it be avoided? More About  Brian SommerBrian often leads IT negotiations, software selections, and technology strategy initiatives with clients globally. He's also a frequent speaker at many tech, HR and Accounting events.Brian began his career with Accenture and quickly became a key player in their ERP, Finance and Human Resources practices. He continues to consult with clients globally and is frequently sought out as a keynote speaker at software, Wall Street, and other events. He also conducts guest lectures at many of the nation’s leading graduate business programs.Brian also covers the big "E" enterprise software space (i.e., ERP, HR, Financial and other software) for technology sites ZDNet and Diginomica.com Brian writes long-form pieces that often include substantial amounts of industry research on topics that matter to CIOs, CFOs and CEOs.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 24

24 min 59 sec

In this HRchat episode, we hear from Kayling Gaver, Co-founder, and COO at Tapcheck, a tool that helps employers show up for their employees through on-demand pay and financial education resources.Questions include:How is it helpful for people to be able to access their earned wages ahead of the traditional two-week paycheck cycle?Why wouldn't strapped-for-cash employees use a credit card to smooth out their income?With the fallout from the pandemic exacerbating people’s financial challenges and contributing to labor shortages impacting various industries, how does Tapcheck help alleviate these problems?What are the top 2 or 3 benefits employers see when prioritizing their employees' financial wellness? Employers now expect HCMs to provide them with value beyond time and attendance and payroll; specifically in the area of employee engagement. Why is employee engagement top of mind for employers right now?In addition to Tapcheck’s on-demand pay solution, you’ve also launched financial education tools in your app. Can you tell us more about what that offers and why you decided to create this resource?What is your vision for where the earned-wage access space is heading in the next 5 years?About TapcheckTapcheck is a financial wellness benefit technology that enables workers to access their wages before payday, at no cost to employers. Learn more at tapcheck.com.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 20

22 min 43 sec

In this HRchat we'll delve into the psychology of hiring and the tools available to potentially remove bias from the recruitment and onboarding stages of the employee life cycle.Bill's guest this time is Dr. Charles Handler, a thought leader, analyst, and practitioner in the talent assessment and human capital space. Throughout his career, Dr. Handler has specialized in developing effective, legally defensible employee selection systems.Since 2001 Dr. Handler has served as the president and founder of Rocket-Hire, a vendor-neutral consultancy dedicated to creating and driving innovation in talent assessment. Dr. Handler has helped companies such as Intuit, Wells Fargo, KPMG, Scotia Bank, Hilton Worldwide, and Humana to design, implement, and measure impactful employee selection processes.Through his podcast Science 4-Hire, his prolific writing for media outlets such as ERE.net, his work as a pre-hire assessment analyst for Bersin by Deloitte, and worldwide public speaking, Dr. Handler is a highly visible futurist and evangelist for the talent assessment space.Throughout his career, Dr. Handler has been on the forefront of innovation in the talent assessment space, applying his sound foundation in psychometrics to helping drive innovation in assessments through the use of gaming, social media, big data, and other advanced technologies.Questions include:* What is the most common mistake when it comes to talent assessment?* Doesn't talent assessment promote biased decision-making? Where does skills-based hiring fit in?* Why are humans inherently flawed in evaluating candidate capabilities and is AI finally ready to step up and remove inherent biases?* How has the global remote work experiment of 2020-21 influenced what companies think about how they can manage employees?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 19

22 min 21 sec

In this HRchat, we talk about using people data for good. Listen as we discuss the responsibilities of companies and employees when it comes to sharing and storing information. Bill's guest is Al Adamsen, founder and CEO of People Analytics & Future of Work, a San Francisco-based events planner and global network advocating the ethical use of people data.He's a globally recognized thought leader, advisor, and educator in the areas of People Analytics, Talent Strategy, Workforce Planning, Diversity, Equity, & Inclusion, Employee Engagement & Well-being, Ethics, Organizational Change, Digital Transformation, and the Future of Work. He’s the Founder & CEO of the People Analytics & Future of Work (PAFOW) Community & Conference Series, a global network committed to promoting People Data for Good: the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. Questions Include* What do you mean when you talk about the "ethical use of people data, analytics, and artificial intelligence; for the benefit of individuals, teams, groups, organizations, and society at large"?* There's plenty of tech out there attempting to 'spy' on employees such as accessing their social media accounts and reporting back behaviors incongruous with an employer's brand. Do companies have a right to 'intrude' on an employee's social media accounts if it means they can potentially identify employees with extremist views and other outlooks not in keeping with a company's mission and values? * What about remote monitoring of employee behavior? Where do you stand on the tech that allows companies to monitor employee work behaviors - used on the premise that it's to ensure people are not 'slacking off'? Surely the last 18 months has proven that productivity is more important than hours served? * What happens to employee data when they leave a company? Can employers hold on to, for example, web browsing behavior on company-owned devices or should that information be deleted upon the termination of the employee's contract? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 17

21 min 7 sec

In this HRchat episode, we focus on human creativity in its many forms and some ways of bringing that to life and in a corporate setting.Bill's illustrious guest is 5-time tech entrepreneur, New York Times Bestselling Author, America’s Top Innovation Keynote Speaker, and world-renowned creativity expert, Josh Linkner.Since 2007, Josh has delivered more than 1,000 keynotes, mostly on how to stimulate more creativity in organizations that will produce meaningful results, such as better problem-solving to overcome obstacles.Josh recently released his latest book, Big Little Breakthroughs: How Small, Everyday Innovations Drive Oversized Results. Josh’s desire in writing Big Little Breakthroughs is to help everyday people become every day innovators. He spent over 1000 hours of research finding real-world stories of everyday innovators in all walks of life. In his book, Josh builds a specific and practical system that helps develop one's  “creativity muscles.”Questions include:The Great One, Wayne Gretzky, famously said “You miss 100 percent of the shots you never take.” You've suggested that fear, not a lack of natural talent, is the biggest blocker of creativity. How does fear hold us back?Brainstorming is a "great exercise to yield mediocre ideas. Role-storming is a simple technique that completely removes the fear." Tell our listeners about the concept of role-storming and ways the character acting approach it takes can bring innovation to organizations.How can leaders encourage their employees to be creative? What's involved in creating a culture of innovation?You suggest that when people are "kicking around new ideas", they shouldn't actually call them 'ideas', because an idea itself, in theory, is ready for scrutiny. Instead, you explain, we should first think of them as a spark. What's the difference and why does it matter in the context of moving the need within an organization?You believe everyone has "dormant creative capacity". What can leaders and HR teams do to better to identify and encourage a willingness in certain employees to share their ideas? How can we encourage leaders and HR to champion creativity every day?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 12

21 min 47 sec

In HRchat 325, we consider ways leaders and HR can turn a company's culture into one based on agility, resilience, and innovation. Bill's guest is Kevin Oakes, CEO and co-founder of the Institute for Corporate Productivity (i4cp), the leading authority on next practices in human capital. He is also the author of Culture Renovation™, the #1 new release in a dozen Amazon book categories.  Drawing on data from one of the largest studies ever conducted on corporate culture, Culture Renovation™ details how high-performance organizations such as Microsoft, T-Mobile, 3M, AbbVie, Mastercard and many more have successfully changed organizational culture.Questions include:What are some of the signs that an organization is in need of a culture renovation? Has the pandemic exacerbated any of these problems?You write that too often an organization’s leaders assume they know what their culture represents but too often, they are, in fact, wrong. Why are they so often wrong, and how do they get it right?During a culture renovation, you stress the importance of identifying the influencers, energizers, and blockers. Can you briefly describe these types of people and why it’s important to identify them?A common culture problem you mention in the book is collaboration overload. Further, you say Covid-19 demonstrated just how large the problem has become. What is collaboration overload and how can business leaders and employees alike overcome this issue?You’ve been in the human capital field for more than 25 years, and you mention that increasingly, you’ve seen high-performance organizations showcase their CEO-CHRO relationship – something that was rarely done in the past. What makes this a critical partnership and how, if at all, has it changed during the pandemic?To recap, what advice do you have for business leaders when it comes to communicating change with employees?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 10

22 min 47 sec

According to an HR Policy Association survey in the Spring of 2021, covering nearly 400 HR leaders representing 11 million employees found that 85% said their organizations expanded inclusion activities and increased C-suite involvement in DE&I since George Floyd’s murder. Seventy percent have started or expanded unconscious bias training, while more than half moved to disaggregate workforce data to provide a better picture of employee demographics. The survey also found DE&I was the main concern for HR leaders, ranking ahead of strategizing for a post-COVID culture.In this HRchat, we take a pulse of the state of HR and leadership and look at what has actually changed within organizations since the murder of George Floyd.Bill's guest this time is Erika Broadwater, President of the National Association of African Americans in Human Resources (NAAAHR) and EATA Manager/COE at Essity.Erika has nearly three decades of experience in Human Resources as Head of Talent Acquisition, Recruiting Manager, and Diversity &Inclusion Champion. She is experienced in the global talent workforce, talent mobility, retention, data analytics, recruiting operations, and performance management; supporting all lines of business and client groups.She is also the Employer Attractiveness & TalentAcquisition Leader/CoE at Essity.In 2011, Erika was appointed the first Delaware State Chapter President of the National Association of African Americans in Human Resources. After 6 years of building the Delaware Chapter and demonstrating exemplary leadership in driving Diversity & Inclusion throughout the State, the National Board of Directors promoted Erika to the Senior Vice President of membership on the National Board.Erika was listed on the 2021 Human Resource Executive® andHR Technology Conference® Top 100 HR Tech Influencers list, which recognizes individuals impacting the state and future direction of HR technology.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 6

28 min 58 sec

Proper background checks for employment can help increase productivity, reduce costs, and preserve your corporate reputation.Checks are, says today's guest, "an absolutely essential element in the hiring process in order to maintain a safe work environment". "Background screening", he says "empowers employers by providing them with the knowledge they need to make critical hiring decisions".In HRchat 323, we consider the role of background checks when sourcing top talent. Listen too, as we explore how Covid and WFH placed new emphasis on the need to find ways to check candidates without access to traditional in-person screening methods.Bill's guest this time is Michael Boyce, Director of Business Growth & Marketing at Mintz Global Screening.Listen to get Michael's answers to such questions as: Why does Mintz believe it's vital to the management of the corporate brand and what would you say to those that say it's a bit too 'big brother'? Does referencing still matter, why can't HR managers just do a criminal check instead? Are references just full of positive statements from 'good references'?Do you come across a lot of companies that have written off reference checks completely? What are their reasons?  What do you believe the consequences are of avoiding reference checks altogether?What are the main market and economic influences that impact whether people conduct reference checks? How has Covid-19 impacted Mintz?Do you believe the purpose of reference checking changed and/or have checks become more important due to new regulatory measures?What does the market look like at the moment? How much more important is it right now to have a resume that stands out?  We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 5

20 min 23 sec

In this HRchat, we consider HCM and time and attendance solutions to solve some big issues faced by businesses when managing their workforce. Bill's guests this time are Colin Leatherbarrow, Technical Director, and Ben Lagden, Head of Product at GT Clocks / Grosvenor Technology who've been a market-leading manufacturer of Human Capital Management Solutions for over 35 years.Questions include:  Grosvenor Technology & GT Clocks claim to offer more than traditional time clocks. You speak a lot about data privacy and management, tell me more?“Buddy-punching” is a term used to describe the process of one employee fraudulently clocking in for another employee. How does your tech combat this practice? The word 'biometrics' is mentioned a lot in Time & Attendance these days, although there are some reservations about collecting people's data via face scans etc, I believe face recognition combats this by mapping the face as opposed to photographing it? Could you tell us more? And does fingerprint technology do the same thing?How has the pandemic influenced the use of Biometric Technology in the industry?Visitors, sickness, vacation, plus time and attendance are all administered through your tech to offer staff insight without the traditional admin hassles. How does it work?How can companies manage multiple HCM terminals in different locations at the same time?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Aug 3

24 min 9 sec

In this HRchat episode, we look at the correlation between the number of hours logged and employee productivity. Bill Banham's guest is Nick Goldberg, CEO at Ezra, a provider of digital coaching. Listen as Nick also reflects on a recent study that suggests Americans are clocking 1,864.8 work hours per year. The survey suggests, however, that the American work ethic differs drastically from one state to the next. Listen as we consider which is the “hardest working” state in the US, reasons why the number of hours employees log doesn't always stack up against expected output and we ask what leaders can do to get more from their employees. About EzraFounded in 2018, Ezra is the brainchild of Nick. Having spent years working in the HR and Talent Development space, Nick was frustrated by two things: 1) the knowledge that coaching was the most impactful means of people development, yet it was only available to those at the very top of an organization and 2) the gulf that existed between the beautiful simplicity of consumer applications, and the often ugly and unwieldy software many are forced to use in their workplaces.With the support of Ranjit de Sousa, the Global CEO of LHH, Nick set about building a team that could deliver accessible coaching at scale whilst leveraging the convenience and ease of use that everyone expects from apps they use in their personal lives. Learn more at helloezra.com.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   

Jul 30

20 min 53 sec