Episoder
-
Curious about how Indeed is using AI to help employers and candidates? And how they apply it as an Employer? I certainly was. I spoke with Hannah Calhoon about how Indeed is using AI. She is the VP, Product at Indeed and AI is her responsibility. They've recently launched some generative AI improvements like Smart Sourcing. Smart Sourcing enhances the our user experience and improves the quality of matches. In the discussion, we ALSO learn about how to incorporate AI in our own organizations - Indeed aside.
Here are just a few insights: βΎοΈ Indeed has been using AI for a long time but now they are incorporating generative AI. It will help with personalized job recommendations, skills extractions out of resumes, and recommendations to employers. π There are already signs of success. They can do deeper analysis of resumes and help employers and candidates make better matches. πAI can lessen the use of proxies in hiring decisions e.g. we use education as a proxy for assessing intelligence, ambition, perseverance, and industry knowledge. There might be other clues elsewhere in the resume of these same qualities that are harder to spot. β They won't be using AI to make final decisions. That would go against their set of AI principles. π οΈ TOIL. It's my new favourite word. And AI will help reduce it. Woohoo!How have you been using proxies? Do you have AI principles? How have your older systems been using AI? Are you tired of toil? There were a remarkable number of insights in this discussion that extend well beyond Indeed.
Find out more about Indeed's Approach - AI Principles: https://www.indeed.com/esg/responsible-ai Hiring Lab: https://www.hiringlab.org/ AI Articles: https://www.indeed.com/lead/artificial-intelligenceSmartSourcing - Just Google it. Find me for HR consulting https://thehrhub.ca
-
I think we know that "culture is not about ping pong tables and snacks."
Too often, company culture gets reduced to these superficial perks. Or perks like this become the symbols of culture everyone points to. But true culture runs much deeper - it's about your core values and how those get lived out through behavior, communication, leadership and more.
I spoke with HR consultant Tiffany Castagno of CEPHR consulting about culture. She helps her clients with it all the time and breaks down the key dimensions of workplace culture that you need to be intentional about shaping. She says:
π Assess your current culture through surveys, conversations, audits - but make sure to take action on the findings.
π Leaders play a crucial role in modeling the values and norms you want to reinforce.
π Look at metrics like engagement, belonging, growth opportunities to measure if you're living your desired culture.
β οΈ Common culture mistakes: Lack of consistency, not listening to employees, and having the wrong hires misaligned with your values.
0οΈβ£ And none of what we talked about has to do with perks. Although those are nice and we like them!
So want to build a magnetic culture that attracts and retains top talent? Check out this episode!
-
Manglende episoder?
-
Mindset is harder than rocket science according to NASA scientists. So all you HR people out there? Give yourselves a pat on the back! The people stuff is hard!In this episode, I spoke with Mitch Warner, managing partner at the Arbinger Institute, which is responsible for the book "Outward Mindset". Mitch helped with the latest edition and shares his insight into mindset generally. He focuses particularly on the value of having an outward (rather than inward) mindset. He's worked with clients like NASA and this is how he knows what the rocket scientists think! An "outward mindset" has all employees (including HR) focusing on others' needs and objectives alongside one's own. This approach, he argues, is key to fostering a productive, connected, and innovative workplace culture. Key insights from our conversation:β’ There are many mindsets (growth, safety, positive, scarcity etc) but many of them would have us focus on ourselves rather than others around us. β’ Changing mindset has been shown to be far more effective in creating change than simply prescribing new behaviours. β’ We can use an outward mindset to help our employees redefine what it means to have a job in terms of impact on others including our customers and coworkers.β’ He gave examples of how an outward mindset can revolutionize areas like workplace safety and debt collection. HR is often instrumental in creating the kinds of organizations we need. An outward mindset has a so much potential. Forget silos, remember our customers, ditch bickering... This is an idea I am thinking about a lot! Mitch's insights offer a fresh perspective on organizational culture and leadership, challenging HR professionals to rethink their approach to employee engagement and performance. Whether you're looking to boost productivity, enhance teamwork, or drive innovation, this episode provides strategies for leveraging the power of mindset in your organization. Find Mitch and the Arbinger Institute at https://arbinger.com/You can find their books (The Outward Mindset and Leadership and Self-Deception) anywhere you buy your books but also via their website: https://arbinger.com/store/
Find me, Andrea Adams, at https://thehrhub.ca/
-
"We (need to) talk to people not about people." Talking about people (unless you're venting with a trusted friend), greatly harms trust.
Building trust within teams is critical for high performance, but it's often an overlooked aspect of team dynamics. It came up recently for me in relation to consulting so I sat down with trust expert Ila Edgar to dive deep into the key behaviours and mindsets needed to foster trust on teams.
Ila is a coach, former recruiter, and co-host of the "Trust on Purpose" podcast. We did a couple episodes year before this one and they were some of the episodes I refer to most often at work. She shares her invaluable wisdom on:
π₯ Why distrust can actually be a good thing and how to manage it productively
π₯ The 4 key domains of trust (competence, sincerity, reliability, care) and how to cultivate each on your team
π₯ The vital role leaders play in modeling trust-building behaviors
π₯ Dangerous trust-breaking behaviors to avoid at all costs
Whether you lead a team or are part of one, this episode is packed with practical insights to create an environment of psychological safety where people can do their best work. Don't miss Ila's perspectives on this crucial but often overlooked team dynamic.
Find Ila at https://www.bigchangeinc.com/
This is her podcast: https://trustonpurpose.buzzsprout.com/
Andrea is an HR consultant in Western Canada. Find her at https://thehrhub.ca
-
"You have to think about [retirement], it doesn't just automatically happen." How are organizations supporting the retirement of their employees? Are they getting pushed out the door or supported in making informed decisions? Having recently embarked on her own retirement, Dr. Melanie Peacock offered her account of reimagining life's next steps and how to improve your employer brand by informing your employees. She is an HR expert; she's also an author, keynote speaker, and a fellow with CPHR Alberta, making her insights informed from both an HR and retirement perspective. Melanie provides insights on:π Why retirement planning goes far beyond just finances - the emotional and physical health aspects are critical π‘ How employers can support transitioning employees while building their employment brandπ§ Simple ways to start normalizing retirement conversations from your first steps out of schoolπ΅π» The benefits of alumni programs and allowing phased retirement Check out this conversation on how organizations could support their employees, decrease turnover and improve their employer brand. Find Melanie on LinkedIn: https://www.linkedin.com/in/drmelaniepeacock-cphr-doublem/https://www.doublemconsulting.net/ourteam/Find Andrea for consulting support:https://thehrhub.ca
-
'The difference between the skill of job seekers and those who are employed is often significant.'
So, for executive search, you are almost exclusively looking for leaders who are in good jobs that they probably like. So how do you entice them away?
If you think about it, this has many implications to the talent acquisition process.
I had a great conversation with Adam Pekarsky of Humanis Advisory. Adam started out as a lawyer, but has been in executive search for 20+ years. He has one of the best newsletters that I have ever read (the Ampersand) and his own podcast. He has an inspiring way of connecting the details to the big picture and to his values and ethics. It's apparent in everything he says.
For instance:
𫨠Ethics are critical. In addition to personal values, there is no ethical wiggle room especially in smaller communities. Word will get out.
π€ He defines sourcing differently. I thought it was reaching out directly to potential candidates. He defines it as asking people who might know the candidates.
ποΈ Authentic, honest, story-telling is important: the story of the organization and the story of the candidate.
π The role of the client who wants to fill a job is critical. In executive search they must SELL the job.
... And shouldn't ask "So why do you want the job?"
Adam approaches his work and role with such respect and insight. Watch it. You will learn a lot on many levels!
Find Adam Pekarsky on LinkedIn:https://www.linkedin.com/in/adampekarsky/Humanis Advisory:https://humanisadvisory.com/The Ampersand Blog (highly recommended):https://humanisadvisory.com/blog/Find Andrea for HR Consulting https://thehrhub.ca
-
"Without conflict, you don't have innovation. So I want to make sure people use their voices." And use it effectively in a leadership team when there are a number of strong voices present.I spoke with Tish Squillaro of CANDOR Management Consulting about the art of building leadership teams. This is something you'll do more as you progress, but the principles apply to any team. Tish, is a candid consulting expert who has worked with Salesforce and IBM. She knows her content inside and out and one of her core interests is team dynamics, a crucial aspect of scaling organizations. Tish shared her insights on her approach to leadership team dynamics or what she calls team chemsitry. She talks about the qualities that a leadership team should possess, and why these are so crucial for organizational success. She also discusses the challenges of recruitment, the evolution of leadership teams as companies scale, and the tools she uses. Here's a peek into some of what we covered: π― The importance of a leadership team that not only drives the business but works well together. It's the first team first. π The complexity of the interview process when you're looking for skills and personality. π The use of DISC behavioral profiles as a tool for understanding team dynamics.π§ The actionable steps to improve team chemistry after identifying gaps in leadership teams.ποΈ The significance of effective communication and conflict resolution.I've already applied what I learned so I know this episode is a treasure of useful information!
You can find Tish at https://candor-consulting.com/https://www.linkedin.com/in/tishsquillaro/Find Andrea for consulting [email protected] or https://www.linkedin.com/in/andrea-adams1/
-
Our entitled employees are irritating. Or should we look in the mirror?
Are YOU driving THEM crazy??
This was just one part of the conversation I had with Wendy Sellers, The HR Lady. Wendy has authored books, has a podcast, is on the radio and has even been on USA Today. She is wonderfully outspoken. For example one of her books is called "Suck it Up, Buttercup." It was awesome.
Wendy shared the following:
π Most employees don't wake up in the morning and say "How can I be irritating today?"
βΊ There are five primary ways employees are irritating.
πΊ I won't tell you all 5 (you have to watch the episode), but one is that employees are entitled.
πͺSpoiler: In all cases she suggests we get a little introspective. What have we done to drive the behaviour?
π€ Caring would help managers and HR. Caring has been a theme on my channel coming up in a number of ways.
This was a frank and pretty amusing take on some really basic issues in organizations.
Find Wendy the following ways: https://thehrlady.com/https://www.linkedin.com/in/wendythehrlady/Find her book, 'Suck it Up, Buttercup' on Amazon. Find Andrea for consulting at https://thehrhub.ca/
-
Employer Brand: "Ultimately, itβs about reverse engineering. What does the business need? And getting to the point of βNow we understand that, how do we tell a story and talk about the strength, benefits, and opportunities balance with the harsh realities adversities to craft a proposition thatβs both authentic and compelling.'"
I had a fantastic conversation with Bryan Adams, founder and former CEO of ph-creative and founder and CEO of HappyDance - a platform that means business when it comes to candidate experience. He has consulted to brands such as Apple and Nike and knows what he's talking about.
It would be difficult to consolidate what I learned but here's a few things:
$ You can do it on a budget. If you're autthentic and compelling you've won with respect to your employer brand.
π£ The most important and interesting part is uncovering what might DISSUADE someone from working there.
π‘ Something beautiful or slick is a nice-to-have, you have to get coherence, clarity and alignment first.
πͺThe most common mistake it to make it look beautiful and shiny, but brush over the harsh realities.
I was privileged to participate in this conversation. Bryan was able to articulate what we are striving for in many elements of our life - authenticity AND effectiveness. Take a listen! Links are in the comments.
Find Bryan on LinkedIn athttps://www.linkedin.com/in/bryanadams1/HappyDance: https://www.happydance.love/Ph-Creative: https://www.ph-creative.com/And don't forget to look up his book 'Give and Get: Repel the Many and Compel the Few with Impact, Purpose and Belonging' on AmazonFind me, Andrea Adams, for consulting supporthttp://thehrhub.ca
-
Attendance management is not discipline. We use it when valid issues affect an employee's ability to meet the commitments of their employment.
In this episode, I tackled the fairly common yet tricky issue of attendance or absenteeism management. This is part of the series I am doing for small and medium businesses and NFPs on HR. However it has a lot of relevance for anyone involved in this aspect of HR.
It's Canadian content - especially towards the end. In it, I discuss how to on how to effectively manage attendance and the impact that poor attendance has on productivity, morale, the customer experience and the overall work environment.
Also:
ποΈ The types of absences that fall under attendance management and how to address them, from chronic lateness to unscheduled absences.
π The importance of having clear policies and procedures for attendance, creating objectivity and fairness in the workplace.
π The role of data and documentation in managing attendance, and the tools that can assist in tracking absences effectively.
π£οΈ How to have a constructive conversation with an employee about their attendance, respecting their privacy and focusing on solutions.
Managing attendance is not about blaming or punishing, but about getting work done while recognizing things happen. Please tune in!
As I said, I'm an HR Consultant. Reach out at [email protected].
-
Hiring a foreign worker isn't guaranteed and it may take longer. But you may be better off in the long run.
One of my first jobs ever was as an immigration officer so maybe it was just me, but I loved this demystification of rules for hiring foreign talent. This is American content though - I'll find someone Canadian soon.
I spoke with an immigration attorney, Sergio Athanasso, of Sergio Law. He specializes in helping organizations with their foreign recruitment and gave us a bunch of tips on how to navigate international hiring. Key highlights include:
1. π Understand the various visa categories and their qualifications: TN, L1, E2, O1, H1B.
2. β±οΈ You need to plan ahead with foreign recruitment, but sometimes maybe not as long as you thought.
3. π For anything other than hiring a Canadian, you may want to secure an immigration lawyer. And maybe even with hiring Canadians.
So if you are American HR - or someone going to work in the States, check this out! It might not be as bad as you thought!
Find Sergio Athanasso at [email protected] orhttps://sergiolaw.com/You can find me, Andrea Adams, for consulting https://thehrhub.ca/
-
Succession planning is more than just a game of thrones! It's about building a pipeline of ready and able leaders. But where do you start?This week I delved into the complexities of succession planning with Dr. Nanette Miner. She is an author, consultant, and succession strategist, and broke down the process of succession planning which is mostly preparation. As the video below says, you need a pipeline not a single individual.3οΈβ£ Succession planning takes a minimum of 3 years. Maybe this is why few organizations do it well.π You need to start with the metrics.π Succession planning is building talent not buying it.π― Avoid personal bias: what served you in the past may not serve you in 5-10 years.Nanette believes that leadership should be instilled from day one and that every employee should be given development opportunities. Leadership is a behaviour that takes a long time to learn.
Find Dr. Nanette Minor on LinkedIn or at https://www.trainingdr.com/
Find Andrea https://thehrhub.ca/
-
"HR professionals have the hardest and the most critical role. It's to really understand the people dynamics and how it's going to help a company grow."
This week we were talking about scaling organizations. It's always a hot topic in HR consulting. Tish Squillaro, a dynamic consultant with over 20 years of experience working with clients like Salesforce and IBM, was my guest. She understands complicated things and shared some of her knowledge with us.
Her particular expertise is helping venture-backed companies scale effectively. She emphasizes five priorities for helping an organization scale and says HR plays the most important role. The first of which is having the right people in the right seats.
So we talk about:
π₯ The importance of 'right people, right seats' in scaling an organization
π― The role of focus in achieving organizational goals
πΌ How leadership style impacts decision-making and overall organizational success
π§ͺ The significance of team chemistry in fostering a positive work environment.
Tish's insights are not only fascinating but also insightful. You can find her via the following:
https://candor-consulting.com/
https://www.linkedin.com/in/tishsquillaro/And you can find me at https://thehrhub.ca
-
"Celebrate all diversity."
In this case we were mostly talking about cultural diversity - as in from different countries. This used to be something we talked about a lot and then we stopped. It's still relevant though. Some peoples have different priorities or beliefs that come into our workplaces or we're part of a multinational firm.
So, with some personal trepidation that we might veer off into negative stereotypes, I spoke with with Sue Ingram. She's has a keen interest in what makes a great workplace and dealt with the topic beautifully.
In this episode, Sue brings her unique insights into multicultural workplaces and discusses:
π The importance of understanding and respecting different cultures in the workplace. Food is a great icebreaker!
π€ The role of trust and understanding in fostering a healthy work environment. Trust is related to predictability which, with different cultures can be harder.
π£οΈ The subtle nuances of communication across different cultures - Sue gave examples.
π₯ The impact of cultural differences on workplace dynamics and how to navigate them.
There are some great resources out there and this episode is a treasure trove of knowledge for HR professionals who have a culturally diverse workforce. It's packed with practical tips and insightful anecdotes that will help you navigate this with more joy and confidence. Really - we need to celebrate!
Find Sue on LinkedIn at / sueingram1 Her email: [email protected] book: https://www.amazon.ca/Fire-Well-Staff...Find me (Andrea) for consulting support [email protected]
-
"Being in person doesn't mean you are present."
On one hand, many employees love remote work while, on the other, many companies want employees in person. Where do you sit on the subject? The debate rages in my household. I'll state the obvious: it's hard for any of us to be objective.
I spoke with Kaleem Clarkson, COO of BlendMe, a consultancy focused on supporting remote and hybrid workplaces. Recently, he was listed as one of the top 50 experts around enabling remote work. He shared his insights on why employers resist remote work, the pros and cons of remote work, and how to build a successful remote work culture.
π₯Top tip: plan around building social connection.
π The advantages of remote work are considerable. If they weren't, there would be no debate.
π» The main challenge of remote work is how to build social connection. He says this rests mostly on the employer.
π₯ A social connection strategy and calendar will help you foster connections among remote teams.
π¨βπΌ He doesn't try to persuade skeptical leaders. He'll help if they are genuinely exploring the issues.
π You need to think about asynchronous communication and documentation in a remote work setting.
Find Kaleem on LinkedIn at linkedin.com/in/kaleemclarkson/Blend Me Inc: blendmeinc.comKaleem's YouTube Channel: youtube.com/c/KaleemClarksonFind Andrea for consulting at [email protected]
-
In a small or medium business (or NFP) you need to do a little bit of many things - learning and development is no exception. So, as part of my series on HR for SMBs, we are talking about L&D in that environment.
Our expert guest for this episode was the exceptional James Aird, an L&D specialist with a Master's of Education from Harvard. James has a unique perspective, having honed his skills in conflict areas like Iraq and the Congo. He is down-to-earth with a lot of practical tips to help SMBs figure out their L&D.
In this episode, James shares:
π― Why SMBs should invest in L&D.
π‘ Common challenges faced by SMBs in implementing L&D programs and how to address them. Some is money, but some is attention and expertise.
π Surprisingly affordable options for SMBs to access comprehensive learning and development resources.
π’ The role of leaders in driving L&D and aligning it with business objectives.
π The ideal time for an organization to invest in a Learning Management System (LMS).
If you're leading a small or medium business or NFP or you're in HR there, check out this episode - and the whole series!
Resources: The Assoc'n for Talent Development https://www.td.orgeLearning Industry https://www.elearningindustry.comJames' website: https://edupivot.io/Reach out to Andrea for consulting [email protected]
-
I was tired of hearing about 'fast-paced change' ten years ago. And now the pace is even faster. The World Economic Forum's 'Future of Jobs Report', estimates that by 2025, 85 million jobs may be displaced by a shift in the division of labor between humans and machines, while 97 million new roles may emerge. That's since 2020! That's next year!
My guest, Michelle Ellis, brings a wealth of knowledge to the table. With her background in from Disney, a PhD in training and performance improvement, and her current role at Intellum, a learning management software company, she shares approaches to building learning culture. We talked about:
π The definition of a learning culture and its importance in modern organizations. Note the pace of change.
π The benefits of fostering a learning culture, including increased innovation, retention and employee satisfaction. Many things promise this, but I think learning can deliver.
π― The role of a learning culture in upskilling and reskilling employees.
πΌ The difference between talent management and talent planning. This was so interesting - see the video!
π§ The importance of competency-based learning and the distinction between skills and competencies.
π§ The role of technology in building a learning culture.
This episode offers valuable insights for HR professionals looking to cultivate a learning culture within their organizations. It's a case for those who aren't building a learning organization to reconsider. Hiring is expensive! It's time to equip your team with the skills and knowledge they need to thrive in a rapidly changing work environment.
Find Michelle on LinkedIn at / michelle-ellis-phd-cxac-cert-3357833 See Intellum here: https://www.intellum.com/I am an HR consultant to small and medium businesses and not-for-profits. Reach out to me here: [email protected]
-
Battling uphill with recruitment for small and medium businesses or not-for-profits? Worried about competing with the big names and their resources? It's time to level up your HR game!
In this episode of The HR Hub, I dove into full cycle recruitment: all the steps in the recruitment process. I offered insights and strategies to help you attract great people even against larger and more well-known employers.
This is another episode I (Andrea Adams) did myself. I'm an HR consultant to small and medium businesses and distilled some of the questions I get into a quick overview. I broke down the full-cycle recruitment process and highlighted why you need to care about each step if you want to make great hires.
In this episode, you'll discover:
πThe difference between a job ad and a job description, and why it matters.
π―How to source candidates effectively whether you target individuals or get individuals to target you.
π Strategies to speed up the screening and selection process and avoid bias.
π° Getting the most out of your budget.
β° The importance of timing in recruitment and how to plan for it effectively.
π₯ How to assess a candidate's fit for your organization without compromising diversity.
Find me at https://www.thehrhub.ca/ [email protected]://www.linkedin.com/in/andrea-adams1/
-
Thinking about running a 360 program to provide feedback to employees? For some reason, one of the few things I remember from university was a project I did on 360's. Even then, it seemed so much more valid and potentially insightful that a regular review.To explore this, I reached out to Jo Ayoubi, co-founder of Track 360 Feedback. Jo is a consultant and they have a 360 software platform so she was an excellent guest for this discussion! Jo covered it all:π€ 360s are a great way to get insight on HOW someone does their job not just what they accomplish.π A 360 feedback program is NOT a performance review. It could be a piece though. π₯ Preparation is critical - particularly preparing all the people who will participate. π Not all her clients do a good job of follow-up but you probably should.π It will take 2-3 months from beginning to end.This episode has so much valuable insights to help you understand how a well-implemented 360 feedback program can help employee and organization performance!
Find Jo Ayoubi and her company at https://tracksurveys.com/She would also chat with you on LinkedIn: / joayoubi Find me for consulting in Western Canada https://www.thehrhub.ca/
-
Worried about a leadership shortage? Or are you a new leader and... OMG it sucks?? This week I talked about building leaders with Corina Walsh, a seasoned leadership coach and host of the "People and Culture Success Show". Corina has considerable knowledge and practical advice to help HR identify, nurture, and accelerate leadership within an organization. She shed light on the common mistakes new leaders make and how HR can help.We talked about:π οΈ Promoting people who are technically strong. Could be a bad idea. π― The key attributes of emerging leaders - they should be people-people.π The important role of HR in succession planning and leadership development.π§ How to help new leaders transition smoothly and effectively.π The importance of ongoing leadership training and development.If your leadership pipeline is barely a trickle or new leaders are failing. Check this out.
Find Corina at shiftpd.com. She has a lot of free resources too!Find Andrea for small and medium sized business consulting in Western Canada.
- Vis mere
