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"And someone says, 'I don't think management's for me.' Celebrate that! When somebody says that to you, you need to celebrate and say, 'Great decision!' As an individual contributor, you have joy in your job by being excellent, by being a subject matter expert."Cheryl Gochis, Chief Human Resources Officer, Baylor University We're Only Human - Episode 173
In this episode, Ben Eubanks interviews Cheryl Gochis, the chief human resources officer at Baylor University. They discuss the importance of enabling and selecting great leaders. Cheryl highlights the impact of a good manager on their team, the importance of truthful job descriptions for manager roles, and the need for HR professionals to understand and support the business they serve. The interview also highlights the value of sharing real stories and narratives to guide managers, rather than adopting a formulaic approach.
Show NotesConnect with Cheryl on LinkedInSee the show archives and sign up for episode updates -
"My refrigerator broke one day and I didn't call a repair person. I didn't go to refrigerator repair school. I went to YouTube, found a person who had a similar problem, followed along, fixed the problem, moved on. And then we go to work and suddenly you can't do that anymore."
JD Dillon, Chief Learning Officer, AxonifyWe're Only Human - Episode 172
In this episode, Ben talks with JD Dillon, a learning leader and advocate for frontline workers and the use of technology to support learning outcomes. In the conversation, they discuss the concept of the modern learning ecosystem, emphasizing the importance of enabling frontline workers and exploring the evolution of learning technology and its impact, particularly for frontline employees. The conversation focuses on the practical application of technology to improve work experiences, including personalized learning, language barriers, and the promise of AI. Three takeaways for listeners include:
1. The evolving role of learning technology in supporting frontline workers.
2. The potential for technology to address challenges such as language barriers and accessibility.
3. The importance of rethinking the work experience and leveraging technology to enable personalized, equitable, and effective learning and development.
Show NotesConnect with JD on LinkedInSee the show archives and sign up for episode updates -
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"I would be remiss to tell our employees 'you have the power to question your doctors' if I didn't tell HR people 'you have the power to question your consultants and brokers' the exact same way."
Melissa Cassidy, Human Resources Leader, Valpak
We're Only Human -- Episode 171
In this podcast episode, host Ben Eubanks engages in a conversation with Melissa Cassidy, focusing on the topics of benefits, HR, and employee wellness. They discuss Melissa's background and her experience in the field. Melissa shares the challenges she faced when implementing a new benefit plan and the importance of gathering employee feedback. Moreover, they dig into the strategies they used to educate and support employees in terms of benefits and financial literacy.
Key Takeaways:
Gathering employee feedback is crucial: Melissa emphasizes the significance of listening to employees and their needs when it comes to benefits. Conducting surveys and actively seeking input from employees can help shape effective benefit strategies.Tailor education and communication: Melissa highlights the importance of delivering benefit information in a way that meets the needs of the diverse employee population. Using various communication channels, such as in-person meetings, virtual visits, and recorded presentations, allows employees to access information at their convenience.Holistic approach to employee wellness: In addition to focusing on health benefits, Melissa's organization prioritizes mental and financial well-being. Providing access to financial advisors and mental health resources demonstrates a commitment to the overall well-being of employees beyond just health insurance coverage.Show NotesCheck out Melissa on LinkedInSee the show archives and sign up for episode updates -
"So when it comes to training and learning as a viable solution for helping people be the best that they can be in the roles that they serve, I believe that that's always been important. We've just not always been able to illustrate impact in the past the way in which we're able to now. That is because of the different types of tools and resources and knowledge that we've gained about the science of measuring the impact of training and learning."
Kevin M. Yates, The L&D Detective
We're Only Human -- Episode 170
It's an age-old problem: We're training people, but how do we know if it's working? What's the impact? What's the result? What's the ROI?
In this interview with Kevin M. Yates, the learning detective and a daily practitioner with experience in learning analytics and measurement at organizations like Meta and McDonald's, you'll learn about how measuring and proving training value is closer than ever before.
Show NotesCheck out Kevin's nonprofit: https://mealsinthemeantime.org/ Check out Kevin's work: https://kevinmyates.com/ See the show archives and sign up for episode updates: https://lhra.io/podcast -
"So it's really designed to be a two-way street and to create that conversation from the very, very beginning points. So we're setting the expectations for what employment is going to be like, especially as a leader at our company."
Nicole Hirsch, Sr Recruiting Manager, Lattice
We're Only Human -- Episode 169
Teaching hiring managers how to interview... It sounds like a foregone conclusion, yet data from the 2023 Lighthouse Research & Advisory Modern Screening Practices Study of more than 500 employers shows that it's not happening as much as it should. Employers put their reputation on the line every time they let hiring managers speak with candidates, but they don't always do a good job of preparing them for what to say, how to say it, etc.
In this conversation between Ben and Nicole Hirsch, a senior recruiting leader, you'll hear how to approach this with intentional focus in order to drive the best hiring results.
Show NotesThanks to Brighthire for connecting us with Nicole! https://brighthire.com Connect with Nicole on LinkedIn: https://www.linkedin.com/in/nicolethomsenhirsch/See the show archives and sign up for episode updates: https://lhra.io/podcast -
"Like a lot of people, it's something I fell into. I don't think there's anybody out there that woke up and said, "When I grow up, I want to be an HR tech/HRIS person. So I had a background in social work, counseling, and nonprofit, then got into it and then ended up working in an HRIS role implementing a learning management system.
That was my first kind of true HRIS and I'd never worked with learning management before. I'd never worked in HR before. So it was a learning experience for me. But since then, I've grown in responsibility and different systems that I've worked with, and I've gotten a lot of experience doing data analytics, people analytics and system support.
I just love that blending of technology and people."
Tim Whitley, Director of HR Technology, Oklahoma State
We're Only Human -- Episode 168
Everyone knows the core elements of human resources: hiring, training, compliance, payroll... But what about HRIS?
What does it take to excel in that type of role, and how do you get into that specific discipline of HR? In this interview with Tim Whitley, the HR Tech Wizard, Ben dives into that background, the transition, and advice Tim might have for others that want to explore the same career path.
Show NotesGet Tim's top tips for succeeding in HR Tech: https://hrtechwizard.com/download See the show archives and sign up for episode updates: https://lhra.io/podcast -
"Pay transparency is here (or coming) depending on where you're located and where you're hiring people. It's kind of like a snowball rolling down the hill getting bigger and bigger. It's something to really stop and think about and prepare for now, because it's not easy. I think the biggest thing around transparency is thinking about what your education plan is for your people."
Megan Nail, Vice President, Total Rewards Practice at NFP
We're Only Human -- Episode 167
In our research with employers, we find many of them believe that salary transparency puts more power into the hands of candidates and employees, but there's also a lot of value for employers, too. If your organization wants to stand out from the crowd, it's not as simple as bumping up pay and walking away.
In today's interview with Megan Nail, she tells some of the best strategies for evaluating your compensation competitiveness against internal and external measurements. Plus she gives her best advice on how to manage pay transparency in a healthy, employee-focused manner.
Show NotesConnect with Megan on LinkedInWant to join me on the HR Conference Cruise?Want to see our latest and ongoing research? We post all of it here. Check out our show archives and sign up for updates so you don't miss an episode -
So we're looking at how the words are actually formed. When you're hiring for a technology manager, what does that mean? Are you looking for a technical technology manager? Are you looking for someone who grew up in the chops of software development, knows all of the full delivery life cycle, or are you looking for someone who's more project focused? If your job description isn't conveying those skills or that type of clarification in the job description, you're not gonna get the right person. You might get lucky. But when you're hiring at scale, you know you can't do that time and time again.
Brian Jackson, Talent Acquisition Consultant, Southwest Airlines
We're Only Human -- Episode 166
How can employers use the data from the larger labor market to make decisions on key skills, strategic workforce planning, and other human capital activities?
In this episode, Ben talks with Brian Jackson of Southwest Airlines on that exact topic, diving into data sources, how to translate insights, and more. Talent leaders that have considered exploring the new era of talent intelligence will learn Brian's thinking on the topic and how he supports his team with external labor data from beyond the four walls of the organization.
Show NotesConnect with Brian on LinkedInWant to see our latest and ongoing research? We post all of it here. Check out our show archives and sign up for updates so you don't miss an episode -
" I do think that there is so much hidden talent inside our organizations, and we don't even realize it. How do you find that? How do you leverage that? How do you build and develop that? This is what I find so interesting about the skills conversation. Everything that we've just been talking, about the potential and impact for any one of us is huge."
Heidi Perloff, SVP, Global HR Strategic Initiatives and Delivery Solutions at The Estée Lauder Companies Inc.
We're Only Human - Episode 165
Think about yourself and your work for a moment. Does your job title capture everything you are capable of doing, or does it just highlight a small subset of your skills that make you who you are?
In this episode of We're Only Human, Ben talks with Heidi Perloff from The Estee Lauder Companies about the importance of knowing our people, understanding our own talents and passions, and how to bring those together in the workplace.
Show NotesShow NotesConnect with HeidiWant to see our latest and ongoing research? We post all of it here. Check out our show archives and sign up for updates so you don't miss an episode -
And so that doesn't happen overnight. But over time, as people bought into it and we started to see over the course of one year, we gave the business back 1500 interviews. Imagine the extra time that was available for our product managers. They could do their job, and then when the quality of hire goes up with that, you start to get this [positive] cycle. You've now made a better hire, and because you started with listening, there's a high probability that [they're] gonna be successful and stay longer.
Lance Sapera, Former VP Talent Acquisition, Talend
We're Only Human -- Episode 164
How do you structure talent acquisition teams to support business growth?
Did you know that the best approach isn't to use a very lean team and overwork them? That's the perspective of today's guest, Lance Sapera, who has supported multiple organizations through rapid growth as a talent acquisition executive. The insights he offers are a roadmap to smarter, more effective hiring practices.
As the title indicates, Lance shares one change to TA processes that led to 1,500 fewer interviews AND a stronger quality of hire at the same time, which is virtually unheard of.
Grab your notepad. This is a great episode and you should have some excellent takeaways.
Show NotesConnect with LanceThanks to Lever for connecting us with Lance!Want to see the upcoming research Ben mentioned in the intro? We post all of it here. Check out our show archives and sign up for updates so you don't miss an episode -
I'm really excited we are a fully remote organization. It's why I get to do the work I do from Hawaii. It does mean I have really early mornings, so be aware of what you're signing up for, but I get to work fully remote. In supporting fully remote organizations, we have to be incredibly intentional about the culture and the way we work.
Diana Brown, Head of People, Eco
We're Only Human -- Episode 163
Working remote. It's a polarizing topic overall, but perhaps even more so when it comes to HR positions. Should HR be in the office, or is it okay if People professionals work remotely?
In this episode, Ben talks with Diana Brown of Eco about how she and her team manage the remote/distributed aspects of creating a connected, employee-focused culture through intentional design, communications, and more.
Show NotesConnect with DianaThanks to Goody for connecting us with Diana!Check out our show archives and sign up for updates so you don't miss an episodegoody ongoody.com https://www.ongoody.com/business
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"One of the things that a lot of our industry struggled with was trying to regulate employees and not let them have their phone in their hand, but we actually encourage it. We ask them to help us do TikToks. Everybody gets involved. It really brings in a sense of camaraderie. We're not constantly saying, 'Get off your phone. Get off your phone. Get off your phone.' We're encouraging them: get on your phone, take the pictures, take the videos, promote the brand."
Michele Corkins, Senior Manager, People Solutions, Hawaiian Bros Island Grill
We're Only Human -- Episode 162
Think about this research stat: One out of every two frontline workers thinks they aren't treated equitably with corporate staff. In our 2022 Frontline Worker Study that covered thousands of frontline staff around the world, we found so many different insights that are helpful for understanding how to build an employee experience that supports, connects, and engages these critical employees. Today's podcast episode is a replay of a conversation between Ben and three HR leaders at frontline employers:
Michele Corkins of Hawaiian Bros Island GrillGemma Elay of HawksmoorAna Ledesma of Just SaladListen in to hear what tools they use to support their people, what resources they think are more relevant to frontline staff, and more. Thanks to Harri for connecting us!
Show NotesCheck out the frontline research report with additional takeawaysThanks to Harri, one of the world's leading platforms for supporting frontline employers, for hosting the conversation with Michele, Gemma, and Ana!Check out our show archives and sign up for updates so you don't miss an episode -
"We have 1700 people at our company. That's 1700 different opinions, needs, journeys. So at Getty Images we create and we measure and we monitor engagement opportunities to strengthen a work culture where people belong and they can do their best work."
Marie Potter, Senior Director, Culture & Development, Getty Images
We're Only Human -- Episode 161
Defining the problem is a big step towards finding a solution. But what do you do when the problem or challenge is so broad and varied that it's hard to pinpoint what solution might work? That's the difficulty that arises daily for HR leaders looking at how to support the needs of every person in the workforce. In this episode of We're Only Human, Ben talks with Marie Potter from Getty Images about how she and her team are able to listen, identify, and support the needs of their workforce at scale.
Show NotesConnect with Marie on LinkedInThanks to Quantum Workplace for the connection/introduction to MarieLearn more about HR Summer School and check out the 2023 replay free!Check out our show archives and sign up for updates so you don't miss an episode -
"I was deleting 24 Google Calendar placeholders one day and manually copy/pasting new hire email addresses into the 17 ones we were going to keep. It was at least 30 minutes of hundreds of just mindless clicks. And I said, wait a minute. I'm gonna figure out how to do this [better]. So I looked at our Google Calendar integration, saw that I could both delete calendar events and add participants to calendar events. It worked so well. I took hundreds of clicks down to two clicks to complete those two actions, which is huge for me. And then I said, what else can I automate? So I just kept going from there."
Ashley Priebe Brown, Onboarding Manager, Zapier
We're Only Human -- Episode 160
Onboarding is one of the most critical moments in the employee experience. The latest data from Lighthouse Research & Advisory shows that two out of three new hires know if they will stay at a company within the first week on the job. But that's not all. There are so many transactional, repetitive tasks that it's easy to get bogged down as an HR leader. In this episode of We're Only Human, Ashley Priebe Brown from Zapier talks about how she automated hundreds of hours of onboarding tasks, minimizing busy work and maximizing impact on their new hire cohorts. If you are looking for ideas on how to streamline your onboarding and make it more relevant and useful, this episode is for you.
Show NotesConnect with Ashley on LinkedInCheck out our show archives and sign up for updates so you don't miss an episode -
"If I had to put a bet on the future, where we're headed is about understanding potential future performance and what drives and drains people. I think that's really where I see TA going longer term. We've seen success around using some of that psychometric data to really upskill folks into engineers that wouldn't not necessarily have been on technical paths. So business analysts, old school project managers, and those technical analyst folks... Finding the ones that are really well suited to engineering thought and then upskilling them on the actual technology themselves."
Travis Windling, Director Talent Acquisition Strategy & Insights, RBC
We're Only Human -- Episode 159
Hiring has changed tremendously in recent years, and one thing is for certain: things haven't settled down yet. As Travis Windling believes, there are going to be big shifts in how employers understand and predict performance for both external and internal candidates. A big part of hiring well is predictability and quality, and unfortunately resumes just don't get the job done there. In this episode Ben and Travis talk about data, analytics, hiring decisions, and more.
Show NotesConnect with Travis on LinkedInCheck out our show archives and sign up for updates so you don't miss an episode -
"And speaking of changing expectations and what's socially acceptable, this challenge of ghosting is going through the roof, and I've got bad news for you.
It's gonna get worse.
When we look at the data on ghosting, we see that it's actually age correlated. So someone who is 25 is more likely than someone who's 35, who's more likely someone who's 45, and so on. So the people who are 55 years old and older in the workplace are the least likely to ghost an employer.
And guess what? They're gonna steadily age out. And the ones who are doing it the most are gonna continue aging into the workforce."
Ben Eubanks, Chief Research Officer, Lighthouse Research & AdvisoryExcerpt from 2022 RPO Association Conference Keynote
We're Only Human -- Episode 158
In this rare solo episode, Ben shares a short portion of his 2022 keynote address at the Recruitment Process Outsourcing Association Annual Conference in Chicago, unveiling some brand new research on how employers value RPO relationships, what gaps exist, and more.
To learn more about the conference: https://www.rpoassociation.org/event-5062642 To see the full RPO research report: https://rpoassociation.org/2022-RPO-Research-Report/Learn more about the RPOA: https://rpoassociation.org/ -
"It's a big differentiator. And I think the organizations that figure it out--the organizations that get it right--are the ones that are gonna be able to attract people. And I think organizations that don't are gonna have more of a struggle because that becomes more important as we think about just making conscious choices: how do we wanna spend our days? How do we wanna spend our working lives and what do we want to accomplish?
Mike Trusty, VP of Talent and Learning, Fannie Mae
We're Only Human -- Episode 157
Digital transformation isn't a new concept, but it's always interesting to hear how different employers approach the process, the challenge, and most importantly, the people side of the equation. In this episode of We're Only Human, Ben Eubanks interviews Mike Trusty from Fannie Mae about his perspective on the organization's transformation journey and what lessons it holds for other leaders on similar paths. Spoiler alert: Mike's big recommendation: hold off on the flash and focus on the substance. The nuts and bolts. The key fundamentals. Without that foundation, most efforts will not succeed long-term. Want more? Dive into this episode and take notes!
Show NotesConnect with Mike on LinkedInCheck out HR Summer School, our biggest virtual livestream event of the year!Check out our show archives and sign up for updates so you don't miss an episode -
There's certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it's not gonna fix the problem. There's also the frustration that comes with that. I've experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work.
Ben Sieke, Director of Talent Development and Learning, Delta Dental
We're Only Human -- Episode 156
When training is the answer to a problem, it can improve performance, satisfaction, and results.
When it's not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs.
In today's episode of We're Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren't. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you've ever been told "it's a training problem" and weren't sure that assessment was correct, this episode is for you.
Note: This episode is a replay from HR Summer School 2022. HRSS 2023 is now open for registration.
Show NotesConnect with Ben on LinkedInCheck out our show archives and sign up for updates so you don't miss an episode -
"So there's a massive amount of insights coming from this. We measure things like net promoter score -- we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That's a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us."
Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific Partners
We're Only Human -- Episode 155
One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it's tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment.
In this episode of We're Only Human, Ben and Lisa talk about the program, how it's set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you.
Show NotesConnect with Lisa on LinkedInCheck out the recruitment marketing episode with Kelby Tansey from Southwest AirlinesCheck out the show archives and links to subscribe on Spotify, Google, Amazon, and more -
"The joke is pilots get in the plane, they read their checklist, and they take off. They push the [autopilot] button and sit back and wait for the plane to land itself. But when something goes wrong, suddenly the pilot's got to take control. And then everybody's life's in that pilot's hands. I think autopilot turned off for compensation people 18 months ago."
Bryan Briscoe, VP Global Compensation at Marriott International
We're Only Human -- Episode 154
There's not a company in existence that hasn't needed to take a fresh look at compensation in the last year. The general consensus? "Wages are up."
But this conversation offers a deeper look for those that really want to dig into how compensation is changing. In today's episode, Ben chats with Bryan Briscoe of Marriott International about critical trends in compensation like pay transparency requirements, how crowdsourced pay data compares to traditional salary survey data, and the biggest lesson Bryan recommends that other HR and compensation leaders follow if they want to be successful.
Show Notes
Get a copy of Ben's new book Talent Scarcity, a #1 bestseller on Amazon: https://amzn.to/3XbCFw4
Connect with Bryan Briscoe: https://www.linkedin.com/in/bryan-briscoe-76584b5
Listen to our show archives: https://lhra.io/were-only-human-podcast/
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