HR Data Labs

Join us in reshaping HR and AI—center human values, demand transparency, and slow down the rush. Our future depends on it.

Charlene Li - Winning with AI: The 90-Day Blueprint for HR Success

Thu, 26 Mar 2026 11:57:00 -0000

In this electrifying episode, Charlene Li shares her insights on how AI is transforming HR strategies, leadership, and the very way we define jobs in this rapidly evolving landscape. Get ready to rethink what’s possible and how you can take immediate steps toward an AI-empowered future.
Key Topics:

Why start AI initiatives with your business strategy, not the technology itself
How AI can support and revolutionize HR functions like recruitment, team building, and workforce planning
The importance of asking the right questions to harness AI effectively
Rethinking "entry-level" in the age of automation and AI-enabled skills
Building a foundational, invisible layer of AI that drives everyday workflows without flashy interfaces
The ethical responsibility of HR to lead AI adoption responsibly and transparently
The shift from traditional roles to "superhuman" workers enhanced by AI tools
Strategies for HR leaders to prepare their teams for AI-driven change
The critical need for deep conversations with vendors and internal teams to shape meaningful AI solutions
Curiosity and critical thinking as the ultimate skills in the AI era

Timestamps:
00:00 - Welcome & Introduction to Charlene Li’s background
02:00 - Disruptive transformations and the leadership needed for AI success
06:00 - Where to start with AI in HR and aligning with business strategy
08:00 - Rethinking HR processes and outdated data practices
11:00 - The role of nuanced skills and team chemistry in a new AI-powered workplace
12:45 - How AI tools assist in hiring, team collaboration, and decision-making
19:00 - Human in the loop vs. automation – when and how to let go
20:40 - Redefining the role of humans in AI-enhanced organizations
24:00 - The strategic role of HR in AI ethics, transparency, and future workforce development
28:00 - Building an AI roadmap, vendor conversations, and responsible adoption
31:00 - The skills needed to ask the right questions in the AI age
34:00 - Experimenting, failing fast, and continuous learning with AI
36:00 - The importance of curiosity, imagination, and specialized expertise
36:30 - Almost out of time, a recap of Charlene’s book, Winning with AI
37:13 - Final thoughts & actionable steps for HR leaders to lead AI transformationResources & Links:Connect with Charlene Li:Call to Action:
Don’t wait for the future to arrive — start asking better questions today! Grab Charlene Li’s Winning with AI to kickstart your 90-day strategic plan. Lead your organization boldly into this new era, because your role is more crucial than ever. The future of HR is here — are you ready?

John Watson - Your Employees Are Customers. Start Building Like It.

Thu, 19 Mar 2026 13:00:00 -0000

Discover the transformative power of applying Amazon’s working backwards framework to HR. This episode unpacks how HR leaders can turn employees into loyal customers and leverage AI to create impactful HR products that truly delight. If you're ready to revolutionize your HR tech game, listen now!

Timestamps:
00:00 - Introduction to applying Amazon’s customer obsession in HR
02:00 - Historical perspective: Dell’s direct approach as employee-internal customer model
06:00 - Justifying HR technology investments with ROI examples from compensation software
11:00 - The five questions of the working backwards framework
12:00 - Constructing a true customer persona & insights from HR data
15:00 - Defining the core customer problem in HR: Building confidence in managers
16:30 - Crafting solutions & benefits — example of an AI-powered coaching tool
19:00 - Writing the future press release & internal FAQs to clarify the product vision
21:00 - Iterative testing & how to involve stakeholders in feedback cycles
24:00 - Measuring success & validating assumptions through prototypes & beta tests
26:00 - How AI accelerates customer understanding & innovation in HR
28:00 - Making HR a product team: influencing leadership & fostering customer obsession
30:00 - Conclusion: Start small, ask questions, test assumptions, and keep the customer at the heart

Usman "Oz" Khan - Unlocking the Future of HR Tech with AI, Innovation, and Trust

Thu, 12 Mar 2026 11:54:00 -0000

Are you ready to feel the heartbeat of what's next in HR technology? In this episode, Oz Khan from ADP Ventures pulls back the curtain on how AI is transforming workflows, building trust, and reshaping the very fabric of work. This isn’t just talk — it’s a revolution happening right now, and you need to hear it.

In this episode:

The evolution from AI assistance to autonomous workflow execution
Why HR is shifting from co-pilot to control tower — and what that means
The critical importance of trust, compliance, and risk management in AI adoption
How enterprise complexity and trust influence product development and investment
The overlooked power of judgment — why human experience remains priceless
The strategic focus of investors and founders navigating AI’s wild waters
Real-world examples: ADP’s scale, the impact of startups like Naya and Emma
The role of people, process, and tech — and how they coexist in solving real HR problems

Timestamps:

00:00 - The pulse of HR innovation — what’s coming next

02:10 - How ADP’s labs culture sparked real growth

05:10 - Oz shares a fun, surprising fact about himself

06:10 - The seismic shift from AI tools to workflow automators

08:25 - How stability and proven value shape HR tech adoption

09:42 - The co-pilot becomes the control tower — deep dive

11:00 - APIs, data connectivity, and solving enterprise complexity

12:44 - Navigating compliance, risk, and the law in HR AI

13:51 - Why generative AI isn’t ready to replace humans yet

15:54 - The real challenge of trust: transparency, training, guardrails

17:46 - The importance of judgment and experience in AI-driven decision making

20:40 - Building confidence with high-fidelity, deterministic AI solutions

23:38 - The last mile decision — where human judgment still rules

26:11 - The dangers of overhyping AI’s potential — and the truth

29:52 - Education, skills, and the demographic shifts AI will bring

33:53 - The art of flexible, configurable HR tech — how founders navigate ‘craft’

37:16 - From $1M to scale — what it takes to grow AI-driven HR solutions

42:56 - Real-world impact — ADP’s investments in Naya, Emma, and beyond

43:38 - The human side: solving emotional and organizational problems, not just tech

44:22 - The future is OpenClaw and beyond — what’s next in AI bots

Resources & Links:

Naya — Transforming benefits decisions at scale
Emma AI — Agentic platform powering workflows
ADP Ventures — Driving innovation in HR tech
Data Cloud Stanford Research — Insights on entry-level hiring and labor shifts
ADP — Join the leaders in HR and payroll solutions

Connect with Oz Khan:

This isn’t just a conversation — it’s a call to action. Whether you’re in HR, investing, or building the future, you’ve got to understand the truth about AI’s power, limits, and the human judgment that will always be king. Don’t get left behind. Your next big move is waiting — listen now, and be part of the revolution!

Dara Brenner - Trust in the Age of AI: Tackling Candidate Fraud While Preparing for Next-Gen Hiring

Thu, 05 Mar 2026 13:02:00 -0000

Are we truly prepared for the dark side of AI in talent acquisition? In this episode, my great friend, Dara Brenner from Employ drops truth bombs about candidate fraud, the evolution of AI governance, and how organizations can stay ahead in this high-stakes game. If you're a leader in HR or recruiting, this is your wake-up call—trust me, you’ll want to hear this.

Here is the link to the fund set up for Dara's late husband: Please click here.

In this episode:

The shift from traditional to AI-native hiring tech—what it really means
How candidate fraud costs businesses $600 billion—yes, billion
Layers of fraud detection: Swiss cheese analogy explained
The role of IBM Watson in transparency and compliance
The future of governance—code as the new rulebook
Balancing trust and talent pool access in a hyper-suspicious world
Why proactive planning for societal shifts is vital in workforce strategy
Dara’s personal story: turning tragedy into impact with a brain tumor foundation

Resources & Links:

Connect with Dara:

Timestamps:

00:00 - Introduction: The urgent need for trust in AI-driven hiring

02:08 - Dara Brenner’s background and journey through HR tech

03:20 - The fun side: Dara’s unexpected past as a restaurateur

05:45 - The impact of personal tragedy: Creating a foundation for brain tumor support

08:34 - The hidden threat: Candidate fraud in the age of AI

09:49 - How AI can be used nefariously in recruitment

10:56 - Layers of fraud detection: From resumes to deep fakes

12:01 - The staggering cost: $600 billion from resume fraud

14:26 - Organizations’ vulnerabilities: North Korea, bad actors, and real risks

15:36 - Balancing security with talent access: Where to draw the line

22:34 - Governance and compliance: IBM Watson’s role in transparency

23:46 - Constant AI audits: Like having a doctor in your pocket

28:31 - Future of recruitment: From ATS to AI-native systems

29:55 - Building AI into the DNA from day one—code as policy

32:29 - The evolving role of recruiters: proactive, strategic, data-driven

33:53 - Societal impacts: Demographics, immigration, and big-picture workforce planning

36:10 - Dara’s parting wisdom: Evolving trust, governance, and human oversight

Final thought:The future of hiring is not just about smarter algorithms—it's about building a trustworthy system where technology and humanity work hand in hand. Stay vigilant, stay proactive, and never stop asking: are we doing this right? Because the stakes couldn’t be higher.

Steven Rothberg - The Evolution of Recruitment Metrics & The Future of AI in HR

Thu, 26 Feb 2026 12:52:00 -0000

Are you tired of dealing with outdated recruiting strategies? Wondering if AI can truly revolutionize hiring? This episode dives into the gritty truth about how modern metrics and emerging AI tools are reshaping talent acquisition—sometimes for better, sometimes for worse.Join us as we unpack decades of recruiting wisdom, the pitfalls of cost-per-click, and what’s next in HR tech.

In this episode:

The history of traditional job advertising and its limitations
How cost-per-application models are changing the game
The messy reality of defining "qualified" applications and why subjectivity matters
The myth of AI as an unbiased recruiter and its legal risks
Why transparency in pay and job descriptions can fix much of the hiring chaos
The dangers of scaling bad processes and how to avoid scaling mistakes
Practical insights on choosing the right metrics for your hiring needs
The future of AI in recruitment and the importance of process over technology

Useful links:

Reach out to Steven Rothberg:

Timestamps:

0:00 - Welcome and episode overview: Are recruitment metrics still holding up?
00:42 - Introducing Stephen Rothberg and college recruiter’s journey
01:14 - The roots of traditional recruiting: From flyers to newspapers
02:25 - Starting a business from a summer job and risk-taking mentality
03:52 - The Winnipeg Jets story: Childhood risks and lessons in boldness
05:23 - The shift from inefficient to performance-based ad models
06:49 - The real meaning of "click" and the confusion across platforms
08:13 - The rise of cost per application and its emotional impact on employers
09:54 - Defining "qualified applications"—subjectivity and its pitfalls
11:35 - Why scaling bad processes makes them worse
13:08 - The evolution of pay-per-click and undisclosed definitions
14:54 - The deadly cycle of bad job descriptions and reposting
16:23 - How hiring for "fit" often misses the mark and costs real money
17:10 - Qualification in hiring: Who judges? The subjectivity of recruiters
18:29 - Scaling broken processes: The airplane manufacturing example
19:54 - The quiet cost of bad candidate sourcing: The ATS funnel
22:17 - The dangerous hype around AI and its current limitations in hiring
23:12 - The black hole of AI decision-making and lack of transparency
26:24 - The importance of honest job descriptions and pay transparency
28:43 - Do employers prefer CPC, duration-based, or new models?
30:01 - The chase for quality candidates and the costs involved
31:27 - How to effectively invest in recruitment—long-term wins over shortcuts
32:28 - The impact of AI on assessments and candidate matching
35:55 - The legal peril of AI-driven hiring decisions and audit trail challenges
37:25 - Final thoughts: Embracing process, transparency, and smart metrics

Brian Platz - The Future of AI in HR: Privacy, Security, and Transformation Opportunities

Thu, 19 Feb 2026 14:19:00 -0000

In this episode, we explore how artificial intelligence is revolutionizing HR, with a focus on building trust through data privacy and security. Join us as we discuss practical steps, emerging challenges, and the evolving role of HR professionals in the AI era.

Key Topics:

The importance of foundational data quality before implementing AI in HR
Securing sensitive employee data and managing privacy concerns
The role of semantic layers and data organization for effective AI use
How AI impacts HR workflows and transforms knowledge work
Practical approaches to integrating AI responsibly and securely
Education needs for HR to understand AI risks and opportunities
Future trends: AI's potential to reinvent HR practices, not just automate

Resources & Links:

Connect with Brian Platts:

Timestamps:

00:30 - Welcome and introduction to the episode

01:15 - Brian Platts’ background in HR and software

02:08 - Flurry’s mission to make data meaningful for HR

03:26 - Fun fact: starting career driving a semi truck

04:44 - AI in HR: privacy, security, and data foundations

05:53 - Preparing your HR data for AI adoption

06:08 - Challenges with data quality and use cases

07:08 - Security considerations: private vs. public data

08:22 - Trusting AI vendors and data-sharing risks

09:15 - Teaching AI to query data securely

10:07 - Data organization and semantic layers

11:29 - Improving chatbots and avoiding misinformation

12:26 - Ensuring process accuracy and data integrity

13:14 - Sharing vs. protecting employee data

14:05 - Re-implementing permissions in AI-driven systems

15:01 - Education and awareness around AI security

16:13 - Learning from SaaS security issues during early cloud adoption

17:18 - HR’s role in AI education and safeguarding IP

18:14 - Balancing productivity gains with security controls

19:06 - AI’s impact on HR future: automation and new workforce roles

20:16 - The concept of the “Meat Layer” and human-AI collaboration

21:02 - Will AI replace HR jobs or empower them?

22:16 - The limits of current AI technology and future innovations

23:03 - Analogies: AI as a horse and the importance of tooling

24:06 - Embracing AI to enhance human work rather than replace it

25:16 - Reinventing HR processes beyond IT-led automation

26:18 - Regulatory challenges and incremental HR AI adoption

27:30 - How HR can lead responsible AI integration

28:03 - Final advice for HR professionals: think broadly and connect the dots

Raswinder Singh & Ankit Abrol - Data Governance in HR is NOT Optional!

Thu, 12 Feb 2026 13:40:00 -0000

In this episode, we dive deep into the challenges and opportunities of HR data governance, exploring how organizations can improve data quality, ownership, and usability in a rapidly evolving AI landscape. Join us for practical insights from seasoned HR analytics experts on building a data-driven culture that supports strategic decision-making.

Key Topics:

Why HR data is often unreliable and the impact on decision-making
The role of ROI and cultural mindset in improving HR data quality
The importance of ownership, stewardship, and clear definitions in data governance
How AI and machine learning magnify data quality issues if governance is lacking
Practical steps to start building your HR data governance framework
The critical role of documentation, data catalogs, and system integration
Common pitfalls: managing multi-system data consistency and avoiding errors
Quick wins: focusing on key metrics and stakeholder collaboration

Timestamps:

00:00 - Introduction: Why HR data governance matters today

02:30 - Challenges HR faces with data quality and accuracy

06:15 - Why organizations struggle to demonstrate ROI from HR data

09:00 - Cultural and mindset barriers to effective data management

11:00 - The impact of AI and machine learning on HR data quality

12:30 - Context and system integration challenges across HR tech stack

15:11 - Defining HR data governance: Ownership, stewardship, and quality

17:00 - Creating a data glossary and system of record for HR data

19:05 - Real-world examples of poor HR data visibility and audit issues

21:00 - Using chatbots and AI: risks, benefits, and data consistency

24:00 - The importance of documentation and version control in AI applications

27:40 - Practical steps to start your HR data governance journey

30:00 - The significance of aligning metrics and defining owners

33:00 - Building a culture of data excellence and quick wins

36:00 - Addressing expectations for pristine data and managing realities

37:00 - Final recommendations for HR leaders to improve data governance

Connect with Guests:

Raswinder Singh - LinkedIn | Twitter
Ankit Abrol - LinkedIn | Twitter

Season 10 Recap

Thu, 22 Jan 2026 13:00:00 -0000

🚀 Dive into the future (at least the next 6 months) of HR with the latest episode of the HR Data Labs podcast! In the Season 10 recap, host David Turetsky explores the evolving landscape of compensation, strategy, and people analytics. We recap the current Season 10, where we discuss addressing training gaps, the impact of AI in HR, and other cool episode topics. Then we review our prediction for the past 6 months and make bold predictions for first 6 months of 2026.

Join us for a thought-provoking discussion that prepares you for the challenges and opportunities ahead. #HRInnovation #FutureOfWork #HRDataLabs

Paul Reiman - What's to come in Compensation in 2026

Thu, 15 Jan 2026 13:47:00 -0000

Join host David Turetsky and guest Paul Reiman from Novo Insights as they delve into the dynamic world of compensation strategies and pay transparency. Discover how regulatory changes in the US and Europe are shaping the landscape, the critical role of job documentation, and the impact of technology in fostering transparency. Tune in for insightful predictions for 2026 and learn how political climates may influence future pay transparency laws.

Chapters

Introduction and Guest Introduction
Compensation Strategies and Pay Transparency
Regulatory Changes in the US and Europe
The Role of Technology in Transparency
Predictions for 2026
Conclusion and Final Thoughts

Quotes:

"Job documentation is crucial for pay transparency."
"Regulatory changes are reshaping the compensation landscape."
"Expect a shift in compensation survey methodologies by 2026."
"Technology plays a key role in enabling transparency."
"Implementing pay transparency presents unique challenges."
"2026 will bring significant changes to HR practices."
"Adapting to regulatory changes is essential for success."

Craig Friedman - How Skills Data is Transforming HR into True Business Partners

Thu, 08 Jan 2026 13:00:00 -0000

Craig Friedman, Talent and Skills Transformation Leader at St. Charles Consulting Group and author of Enterprise Skills Unlocked, joins us this week to discuss the shift toward skills-based organizations. He breaks down how data-driven transformations allow companies to move from simple headcount management to true capability management. Craig also shares practical advice on how to prioritize skills projects to ensure they solve real business problems and deliver ROI.

[0:00] Introduction

Welcome, Craig!
Today’s Topic: How Skills Data is Transforming HR into True Business Partners

[5:05] What does a skills-based transformation look like in practice?

Shifting the talent process from an exercise in headcount management to an exercise in capability management.
Moving away from static "boxes on an org chart" to using granular data that supports the entire talent infrastructure.
Leveraging skills data that lives in both business systems (capabilities) and people systems (individual skills) to better align with business functions.

[11:57] How different teams leverage skills data differently

Why L&D teams need granular skill details, while staffing teams prioritize context on scope and scale for compensation purposes.
The importance of creating an enterprise data taxonomy where different departments can agree on a skill but append their own metadata.
Using machine learning to handle the searches, connections, and adjacencies required to make the data useful across teams.

[26:14] The impact on Learning and Development (L&D)

How real-time skills gap analysis simplifies curriculum redesign when jobs or organizational structures change.
The growing need for assessment and validation to verify skills learned through informal methods like coaching or on-the-job experience.
Identifying business cases where skills can make a clear difference and prioritizing them based on value and risk.

[36:20] Closing

Thanks for listening!

Quick Quote

“A lot of the reason we're doing this now when we couldn't do it before is because of these more advanced tools in data analytics and AI and machine learning that actually help us manage data at that scale.”

Link to Craig's book: https://a.co/d/0naqmvh

Holiday Reflections and New Beginnings

Thu, 18 Dec 2025 13:00:00 -0000

🚀 Exciting changes are coming in 2026! Join David Turetsky as he shares his vision for HR Data Labs, focusing on positivity and growth. Discover how we're merging brown bag lunches into our podcast and launching something new for HR Data Labs. #HRDataLabs #2026Vision #Positivity

Chapters

00:00:34 Introduction and New Directions
00:01:42 David Turetsky's Personal Goals
00:03:59 HR Data Labs Evolution
00:06:19 HR Data Doodles news

Why Hybrid Work is Still a Mess

Thu, 11 Dec 2025 13:00:00 -0000

Ranya Nehmeh, HR Strategist and Adjunct Professor at FHWien der WKW in Vienna, Austria, and Peter Cappelli, Professor of Management and Director of the Center for Human Resources at the Wharton School, join us this week to discuss some of the topics covered in their book, In Praise of the Office. We explore the current tumultuous state of Return-to-Office (RTO) mandates, why "hybrid" work is often failing to deliver on its promises, and the critical need for intentional management to foster human connection.

[0:00] Introduction

Welcome, Ranya and Peter!
Today’s Topic: The Realities of Hybrid Work

[9:15] The messiness of Return-to-Office (RTO) today

Why the media narrative often contradicts the realities of small business data.
Why the definition of “hybrid” varies per organization.

[19:03] Is work actually getting done remotely?

Distinguishing between hitting individual KPIs and maintaining organizational health.
The deterioration of meeting culture and the rise of "cameras off" apathy.
The loss of social norms and the difficulty of resolving conflict without face-to-face interaction.

[29:50] Do policies need to change for the new world of work?

Addressing proximity bias and its impact on promotions and career development.
Why treating hybrid work the same as traditional office work is a management failure.
Understanding the winners and losers of remote work, particularly for younger or newly onboarded employees.

[46:23] Closing

Thanks for listening!

Quick Quote

“If you really want people to come back into the office, you have to do it with intentionality.”

Steve Brink - Why US Executive Pay Leads the Global Market

Thu, 04 Dec 2025 13:00:00 -0000

Steve Brink, CEO of GECN Group, joins us this week to discuss the complex world of executive compensation. Steve breaks down why the US pays a premium compared to the rest of the world, how boards are shifting their focus from simple compensation to holistic talent management, and the global trends driving executive pay structures today.

Bob Pulver - Maintaining Personal Agency Through AI Integration

Thu, 20 Nov 2025 13:00:00 -0000

Bob Pulver, host of the Elevate Your AIQ podcast and a 25-year enterprise tech and innovation veteran, joins us this week to unpack the urgent need to move past "AI" as a buzzword and define what "Responsible AI" truly means for organizations. He shares his insights on why we are all responsible for AI, how to balance playing "defense" (risk mitigation) and "offense" (innovation), and why we must never outsource our critical thinking and human agency to these new tools.

[0:00] Introduction

Welcome, Bob!
Today’s Topic: Defining Responsible AI and Responsible Innovation

[12:25] What Does “Responsible AI” Mean?

Why elements (like fairness in decision-making, data provenance, and privacy) must be built-in "by design," not bolted on later.
In an era where everyone is a "builder," we are all responsible for the tools we use and create.

[25:48] The Two Sides of Responsible Innovation

The "responsibility" side involves mitigating risk, ensuring fairness, and staying human-centric—it’s like playing defense.
The "innovation" side involves driving growth, entering new markets, and reinvesting efficiency gains—it’s like playing offense.

[41:58] Why don’t we use AI to give us a 4-day work week?

The critical need for leaders to separate their personal biases from data-driven facts.
AI’s role in recent layoffs.

[50:27] Closing

Thanks for listening!

Quick Quote

“We're all responsible for Responsible AI, whatever your role is. You're either using it or abusing it . . . or you're building it or you're testing it.”

Noah Mithrush - Why Your HR Tech Isn't Being Adopted (and How to Fix It)

Thu, 13 Nov 2025 13:00:00 -0000

Noah Mithrush, Director of Growth Marketing at Guusto, joins us live from the UKG Aspire Conference to unpack the critical intersection of User Experience (UX) and Employee Experience (EX) in HR technology. Noah explains why so many HR programs fail to gain adoption and how even the best intentions can be derailed by a poor user experience. We discuss how to get into the user’s mindset, why HR tech should be as easy to use a consumer app, and how making the emotional journey of an employee is the key to success.

[0:00] Introduction

Welcome, Noah!
Today’s Topic: Rethinking User Experience to Improve Employee Experience & Program Adoption

[3:53] What do people get right and wrong about user experience?

Why good intentions often fail, and the common mistake of not considering all technology touchpoint for the end-user
The problem of designing programs that are manually intensive for managers

[10:43] How do you get into the users’ mindset to align UX and EX?

Going beyond just mapping process steps to mapping the employee journey
Why implementing "emotional IQ" into the design process is critical for driving program adoption

[16:59] How does AI impact the employee experience?

Using agentic processes to allow teams to do more with less
The potential for AI to allow teams to "think differently" and fundamentally redesign the employee journey

[22:28] Closing

Thanks for listening!

Quick Quote

“What I see a lot of the time is what people get right is their intention. At the very beginning, they're trying to solve a problem . . . but when it comes to tech and the user experience, [they’re] not taking into consideration all of the points along the way of different technology [and] how the actual end-user (or employee) has to use and interact with it.”

Nate Rees - Tackling the $8.8 Trillion Manager Training Crisis

Thu, 06 Nov 2025 13:00:00 -0000

Nate Rees, Director of Training and Talent Development at Salary.com, joins us this episode to discuss a critical issue facing organizations today: the manager training crisis. Nate shares alarming data on the percentage of managers promoted without receiving any training and the costly impact this has on turnover and productivity. We explore why organizations fail to invest in new managers, how a raise is not a substitute for training, and low-budget/high-impact strategies HR leaders can implement immediately to better support their new managers.

[0:00] Introduction

Welcome, Nate!
Today’s Topic: The Manager Training Crisis

[6:25] What is the manager training crisis?

60% of new managers report receiving zero training for their role.
New managers are split between their own quota and team development.

[16:31] Why aren’t more organizations investing in manager training?

Untrained managers’ teams have a 260% higher turnover rate.
Organizations will pay a premium for external experienced managers but won’t invest in developing their internal talent.

[22:29] How can HR leaders start to fix this?

Create a zero-budget manager mentor program by leveraging your existing top managers.
User simple conversation models like COIN (Context, Observation, Impact, Next).

[33:43] Closing

Thanks for listening!

Quick Quote

“60% [of managers] say they never received any training when they transitioned into their first leadership role... we're throwing them at the deep end of the pool and not giving them any swimming lessons.”

Carlee Wolfe - How to Find and Serve on a Nonprofit Board

Thu, 30 Oct 2025 12:00:00 -0000

Carlee Wolfe, Associate Vice President of Talent and Organizational Effectiveness at Hyatt, joins the podcast for a special 250th episode! Carlee discusses the value, strategy, and importance of serving on nonprofit boards. She shares insights on how to find the right board that matches your passions and skills, why nonprofits need skilled volunteers, and how to be an effective contributing board member once you join.

[0:00] Introduction

Welcome, Carlee Wolfe!
Today’s Topic: The Value and Strategy of Joining a Nonprofit Board

[9:28] What is the strategic value of joining a nonprofit board?

Carlee’s story of learning how to get involved and discovering you can "just ask"
Why nonprofits need skilled and passionate board members to serve

[17:29] How do you find the right board to join?

Starting by identifying your passions, skills, and available time commitment
Using resources like national board matching services (e.g., Board Source) or local city programs

[26:00] How to be an effective board member

The importance of passion and commitment to making tough decisions
Knowing your scope and capacity; avoid overcommitting to too many boards

[28:07] Closing

Thanks for listening!

Quick Quote

“I think the big thing about being on a board . . . is you are helping set the support and steward the strategic direction of the organization, right? You're that body that supports the ultimate mission of where the organization is heading.”

Garbage In, Garbage Out: Why Data Quality Matters in HR

Thu, 23 Oct 2025 12:00:00 -0000

In this episode, David and Dwight dive into the critical and ever-present issue of poor data quality in HR and its cascading impact on the organization. They break the problem down into 3 key areas: recruiting, artificial intelligence, and pay transparency. They explore how recruiting often serves as the flawed entry point for employee data, discuss the dangers of training AI on biased information (which can lead to discriminatory practices like ageism), and examine the new data governance challenges posed by emerging pay transparency laws.

[0:00] Introduction

Today’s Topic: The Impact of Poor Data Quality on HR Today

[5:24] How does poor data quality in recruiting create downstream problems?

Recruiting is the first ingress of data into an organization, and it's often the least well-managed.
Poor data can also originate from the company side, with issues like inaccurate job descriptions or incorrect FLSA classifications.

[12:08] How can biased data lead to discriminatory AI in the hiring process?

AI agents used in video interviews can reject qualified candidates based on flawed or biased training data.
Companies that fail to address AI bias on the front end risk facing expensive lawsuits and will be forced to fix their systems later.

[19:32] What are the data governance challenges presented by pay transparency laws?

Pay transparency laws in several states require companies to disclose pay ranges for open roles also mandate that companies keep detailed records of salary structures, grade ranges, and hiring data for extended periods.
Many organizations may need to update their data governance strategies to ensure they are retaining the necessary historical data to comply with these regulations and withstand potential audits.

[24:31] Closing

Thanks for listening!

Quick Quote

“As the demographic bubble for Gen X gets larger, companies can't ignore [AI bias in recruitment] anymore. They have to take it on, and that means they have to start training their artificial intelligence to not filter out all of us grays.”

Chad Atwell and Haris Ikram - Bridging the HR and Finance Divide in Workforce Planning

Thu, 16 Oct 2025 12:00:00 -0000

Haris Ikram, Co-founder and CEO of CandorIQ, and Chad Atwell, Head of Customer Success and Advisory Services at CandorIQ, join us this episode to discuss the critical, yet often disconnected, relationship between HR and finance in workforce planning. They explore why these teams often operate in silos and how they can collaborate more effectively on headcount and compensation to drive business success. The conversation also gets into the changing definition of the workforce, the role of data in strategic planning, and how AI is shaping the future of work and employee skills.

[0:00] Introduction

Welcome, Haris and Chad!
Today’s Topic: Bridging the Gap Between HR and Finance in Workforce Planning

[5:50] Why HR and finance teams don’t collaborate, even though they should

The different objectives driving each team.
How to manage a multifaceted and flexible approach to getting work done in the modern economy.

[20:06] What’s workforce planning and what challenges might be present?

Workforce planning is about having the right people—and now AI agents—in place to get the work done.
How to manage a multifaceted and flexible approach to getting work done in the modern economy.

[37:53] How AI and agents are influencing workforce planning

How AI is automating tactical work, creating a greater need for employees with skills in critical thinking, creativity, and strategy.
The importance of measuring the true productivity impact of AI over time, and why companies must be thoughtful about its implementation.

[43:46] Closing

Thanks for listening!

Quick Quote

“Layoffs cause an immense amount of harm for the companies as well. I mean, there's lots of research out there that will show dips or even just outright dives in company confidence, people's belief in future career opportunities, confidence in leadership.”

HR TENNESSEE: Compensation Planning Bootcamp

Thu, 09 Oct 2025 12:00:00 -0000

In this special solo episode, recorded live at the HR Tennessee Conference, David takes a deep dive into the fundamentals of compensation planning. He demystifies the complex processes behind pay decisions, breaking down everything from base pay and bonuses to the strategic importance of pay philosophy, market analysis, and effective communication. Listen in for a masterclass on how to build a fair, transparent, and effective compensation strategy.

[0:00] Introduction

Welcome to this special presentation!
Today’s Topic: A Deep Dive into Compensation Planning

[0:26] What Are the Core Components of Compensation?

Breaking down the differences between base pay, bonuses, and incentives
Navigating complex pay elements like overtime, tips, and perquisites (“perks”)

[10:59] Building the Compensation Framework

The essential strategic steps from pay philosophy and job analysis to market analysis and implementation
Identifying the key players in the planning process, from executives and HR to managers and employees

[22:43] How Can You Truly Pay for Performance?

Why merit increases may no longer be an effective tool for driving performance in today's economy
Aligning variable pay and bonuses with individual, team, and company performance for maximum impact

[37:58] Compensation Planning in Action: Case Studies & Real-World Scenarios

How to craft a compelling narrative around pay decisions to make them a true investment in employees
Adapting compensation strategies for non-profits by focusing on mission-critical metrics

[49:30] Q&A and Closing

Thanks for listening!

Quick Quote

“Incentive plans only work if the manager and the employee have a conversation and there's communication about why this happened . . . No one likes wasting money, and that lack of a story is a waste of money.”

Misty Bolt - Demystifying the Medicare Maze

Thu, 02 Oct 2025 12:00:00 -0000

In this episode, which was recorded live from the HR Tennessee Conference in Nashville, David welcomes Misty Bolt, also known as "Medicare Misty." Misty demystifies the complexities of Medicare, explaining what it is and how it's funded, and she explains the critical differences between it and Medicaid. She also discusses the current state of Medicare, common misconceptions employees have as they approach retirement, and why early and continuous financial education is essential for ensuring a secure future.

[0:00] Introduction

Welcome, Misty!
Today’s Topic: Demystifying Medicare and Planning for a Secure Retirement

[3:16] The Current State and Future of Medicare

How recent legislation is impacting Medicare Advantage plans and doctor’s funding.
Navigating disruptions as some insurance plans are terminated, and the importance of open enrollment.

[7:03] Why Employees Are Unprepared for Retirement Decisions

How to navigate being "thrown out to the wolves" with no transitional support after decades of your company making healthcare decisions for you.
The challenge of suddenly having to make complex decisions about Medicare, Social Security, and long-term care all at once.

[15:58] Proactive Steps for Financial Wellness and Retirement

The importance of engaging a financial advisor early in your career to plan for the future.
Using financial tools like Health Savings Accounts (HSAs) as a retirement tool, not just for medical expenses.

[18:15] Closing

Thanks for listening!

Quick Quote

“[When you retire] you're thrown out to the wolves and [navigating Medicare] is . . . so hard and so complicated that nobody understands it.”

AI-Off: Part 2 - The HR Professional's Guide to Low-Code AI

Thu, 25 Sep 2025 12:00:00 -0000

In this episode, David and Dwight continue their “AI-Off,” a deep dive into using AI development tools to automate everyday tasks and create custom applications for HR. They explore the concept of "vibe coding" with platforms like Replit and Base44, discussing how HR professionals can leverage natural language to build powerful tools without extensive coding knowledge. They cover the iterative development process, the importance of subject matter expertise, and the practical realities of cost and security when deploying AI solutions.

[0:00] Introduction

Welcome, David and Dwight!
Today’s Topic: The AI-Off Part Two - Building AI Applications with Natural Language

[8:19] The Pros and Cons of AI Development Tools

How platforms like Replit and Base 44 handle the entire application stack, from the user experience to the backend data.
The power of these tools to quickly build dashboards, scorecards, and data aggregation tools that once took significant time and effort.

[17:38] How to build AI Applications with Natural Language

Why subject matter expertise is crucial for guiding the AI to build a useful and accurate application.
The importance of providing context to the AI, much like a product manager creates user stories for a development team.

[24:09] The Reality of Building with AI: Costs, Security, and Deployment

Understanding the costs associated with using these platforms and weighing them against the time and effort saved.
The need for human oversight and professional review, especially for security and compliance, before deploying an application externally.

[30:24] Closing

Thanks for listening!

Quick Quote

“If you want [AI] to help you use your job better, [using tools like Replit or Base44] is potentially a really great way of being able to utilize your skills and your knowledge in this area.”

Sarah Smart - The Future of Talent Acquisition in the Age of AI

Thu, 18 Sep 2025 12:00:00 -0000

Sarah Smart, founder of Horizon Human Resources and a seasoned talent acquisition (TA) leader, joins us this episode to discuss the transformational impact of AI on talent acquisition. We explore how AI is reshaping TA roles, from coordinators to sourcers, and make the case for a fundamental shift in how organizations structure and skill their recruiting teams for the future. Sarah also provides critical advice for CHROs on adopting a skills-first strategy and integrating workforce planning directly into the TA organization to create a more predictive, data-driven, and effective hiring engine.

[0:00] Introduction

Welcome, Sarah!
Today’s Topic: The Transformation of Talent Acquisition in the Age of AI

[5:28] How is AI impacting Talent Acquisition today?

AI has been a part of TA for over a decade, but its implementation requires more wisdom and due diligence now than ever before.
The ROI for new technology should be based on strategic outcomes, like quality of hire or speed, not just headcount reduction.

[20:32] How will TA structure and skills evolve over the next two years?

Sourcing will become a more strategic function, using AI to combine talent marketing with deep candidate intelligence to nurture relationships over time.
Workforce planning should be owned by Talent Acquisition to enable “predictive demand control” and align hiring strategy with business capacity and needs.

[36:18] What is your advice for CHROs?

Effective TA organizations are no longer built on “super recruiters”; they require investment in creating metrics-driven, data-literate, and technology-fluent teams.
Organizations must adopt a “skills-first” approach, mapping current capabilities to future needs to inform buy vs. build talent strategies.

[44:19] Closing

Thanks for listening!

Quick Quote

“When you flip everything on its head and think skills first, it completely changes the structure of your organization.”

AI Off: Building an HR Application Using AI – Part One

Thu, 11 Sep 2025 12:00:00 -0000

In this special episode, David and Dwight introduce an interesting live experiment: the “AI-Off.” They’ll explore how modern AI developer tools are making it possible for anyone (regardless of their coding background) to build powerful, enterprise-level applications. Listen in as they brainstorm an HR use case and plan the process of turning a simple idea into a functional app in real-time.

[0:00] Introduction

Welcome, David and Dwight!
Today’s Topic: The AI-Off Part One - Planning to Build an HR Application Using AI

[0:26] The Power of AI in Application Development

How AI developer tools are changing the game for non-programmers.
Comparing traditional software development cycles to rapid AI-powered prototyping.

[8:07] Brainstorming the HR Use Case

Exploring different ideas, from a simple to-do list to more complex market solutions

[15:46] Closing

Thanks for listening, and be sure to tune into Part Two coming out soon!

David Noe - Improving Employee Experience Without Burning Out

Thu, 04 Sep 2025 12:00:00 -0000

In this episode, we welcome David Noe, host of the Speakeasy HR podcast and a fellow member of the WRKdefined podcast network. David Noe explains how HR leaders and managers can prioritize employee experience (EX) initiatives, even when everything feels urgent. We discuss how to improve EX without adding to already heavy workloads; the importance of effective manager training; and which small, simple changes—like a well-timed "thank you"—can have the biggest impact on employee satisfaction and morale.

[0:00] Introduction

Welcome, David!
Today’s Topic: Prioritizing Employee Experience Without Burning Out

[8:27] What employee experience initiatives should be prioritized when everything is urgent?

Focus on the moments that matter most, like onboarding and manager relationships.
Identify employee pain points through feedback and take small steps to fix them.

[15:08] How can you improve employee experience without adding to the workload?

The importance of properly training new managers instead of assuming they have the necessary skills.
Using technology and data to help managers have more structured and supportive conversations with their teams.

[23:29] What small changes create the biggest impact on employee satisfaction?

The power of recognition, from a simple, unexpected "thank you" to a public shout-out.
Fostering clear communication from leadership and respecting employees' time by eliminating unnecessary meetings.
Taking the time to understand the unique motivations of all employees, from recent graduates to those nearing retirement.

[31:39] Closing

Thanks for listening!

Quick Quote

“A simple thank you goes a long way for some people, and it really can dramatically change the morale of that person.”

Katherine Jones - The Hidden Costs of AI in HR

Thu, 28 Aug 2025 12:00:00 -0000

Market Analyst Dr. Katherine Marie Jones joins us this episode to discuss the pervasive nature of artificial intelligence in the modern world of business. We explore how AI is more than just office automation—it's a force reshaping industries, creating new jobs while making others obsolete, and presenting HR with the critical challenge of upskilling or reskilling the workforce. Katherine also sheds light on the often-overlooked environmental and economic costs of AI, from massive power consumption to its inflationary potential.

[0:00] Introduction

• Welcome, Katherine!

• Today’s Topic: The Pervasive Nature of AI and Its Impact on HR

[8:22] Has AI Gotten to Where It’s Touched Every Aspect of Business?

• How AI has evolved from a niche topic to an inescapable part of every industry.

• Why the fear of AI taking jobs is a misunderstanding of how the workforce will be reshuffled, not replaced.

[23:30] What is HR's Role in Preparing for an AI-Driven Future?

• The critical need for upskilling and reskilling the workforce to manage and oversee new AI technologies.

• Engage in long-term, strategic workforce planning instead of focusing only on the next quarter.

• Planning for the improbable and how companies can prepare for drastic but possible shifts in the global landscape.

[29:57] What are the Hidden Costs of Artificial Intelligence?

• The immense environmental cost of new AI technology and data centers.

• How major tech companies are influencing energy costs for everyone.

• Why HR leaders should be aware of the tangible costs behind the AI tools their organizations use.

[37:53] Closing

• Thanks for listening!

Sean Luitjens - Navigating the Mass Confusion in Compensation Today

Thu, 14 Aug 2025 12:00:00 -0000

In this episode, we welcome back Sean Luitjens, VP of Product Strategy and Partnerships at Salary.com. Drawing from his recent conversations with over 20 WorldatWork affiliates, Sean shares his insights on the most pressing challenges and consistent messages from compensation practitioners on the front lines. He also unpacks the “mass confusion” caused by data overload and new compliance demands, the strategic allocation of limited budgets, and future of merit increases.

[0:00] Introduction

Welcome, Sean!
Today’s Topic: The Consistent Messages from WorldatWork

[5:07] What are the most consistent messages you've heard from WorldatWork affiliates?

Practitioners are facing “mass confusion” from the sheer volume of data, technology options, and compliance requirements.
Despite increased demands, compensation budgets and headcount have not grown.

[17:47] Where are compensation departments focusing their time and budgets?

Technology now allows for more sophisticated segmentation and pay philosophy execution than was possible with Excel.
The role of the compensation professional has expanded to include communications, as transparency makes it critical to explain the “why” behind pay decisions.

[28:17] Are merit increases going away?

The effectiveness of traditional merit increases vs. paying for the role and offering performance-based bonuses that are not added to base pay.
The practical challenges of any model, whether it’s merit-based or role-based, often come down to inconsistent management and lack of buy-in.

[34:36] Closing

Thanks for listening!

Quick Quote

“We don’t always put ourselves in the seats of the [compensation] practitioner . . . There’s so much information coming at them from data, and the one thing that seems to not have changed in the comp budget.”

Neil Thompson - Why Your Best Tech Talent Needs Better Speaking Skills

Thu, 07 Aug 2025 12:00:00 -0000

In this episode, we welcome Neil Thompson, founder of Teach the Geek, to discuss the critical need for developing speaker training programs for technical staff within an organization. Neil shares his personal story of struggling with public speaking as an engineer and how it inspired him to help other technical professionals improve their communication skills. He breaks down the common challenges technical experts face when presenting to non-technical audiences and offers practical strategies HR departments can implement to foster better communication across the organization.

[0:00] Introduction

Welcome, Neil!
Today’s Topic: Developing Speaker Training Programs for Technical Staff

[6:59] Why is it so important for technical staff to be strong public speakers?

How a lack of communication skills can lead to being overlooked for promotions and raises.
The benefit of having the person with the expertise communicate it directly, rather than risk information getting lost in translation.

[13:33] What are the biggest challenges for technical people presenting to non-technical audiences?

The importance of remembering what it was like before becoming a technical expert and tailoring the presentation accordingly.
The challenge of making assumptions about what the audience already knows.
Strategies for understanding the audience before delivering a presentation.

[20:32] What role can HR play in developing presentation and communication skills for technical staff?

Involving technical staff in the creation of the training or presentation to ensure it meets their needs.
Using feedback questionnaires to measure the effectiveness and improvement of the training over time.

[28:52] Closing

Thanks for listening!

Quick Quote

“A lot of times, technical people, we think that us being excellent at our jobs is good enough, and unfortunately, that's not the case. If you're not good at advocating for yourself, you're not good at communicating your worth to an organization, you get overlooked.”

Prem Kumar - A New Era of AI-Powered Recruiting

Thu, 31 Jul 2025 12:00:00 -0000

In this episode, we welcome Prem Kumar, the CEO and co-founder of Humanly, an AI-powered hiring platform. We discuss how AI is reshaping the world of recruiting by improving speed, enhancing the candidate experience, and allowing for greater scalability without losing the essential human touch. Prem also discusses the importance of building trust with candidates through empathetic AI interactions, and provides real-world examples of how companies are using these new tools to make their hiring processes more efficient and effective.

[0:00] Introduction

Welcome, Prem!
Today’s Topic: How AI is Reshaping Recruiting

[8:31] How is AI helping recruiters balance speed and candidate experience?

AI can make bad processes happen faster just as easily as it can good ones; it's not a replacement for a sound strategy.
The role of the recruiter will evolve into one of orchestration, strategically deciding where to implement AI in the hiring workflow.

[16:10] How can you build an AI that earns candidate trust?

Earning trust is about providing immediate value and setting clear expectations.
The goal is not to trick a candidate into thinking an AI is human, but to be transparent about its role in assisting them.

[24:57] What are some real-world examples of AI improving hiring efficiency?

For AI to be effective, it must be integrated directly into a company’s primary workflow, such as its Applicant Tracking System (ATS).
Chat agents are now handling candidate intake, answering questions, and initial screening.
Companies are using AI to re-engage with the vast pools of candidates they already have in their databases.

[35:23] Closing

Thanks for listening!

Quick Quote

“AI, like any technology, has the ability to make this happen faster, more efficiently, and at a higher quality; but it also has the ability to make bad things happen faster, more efficiently bad, and at a higher quality of bad. It isn’t a way of getting around sound process.”

Carlee Wolfe - Balancing AI and Humanity in Leadership Development

Thu, 24 Jul 2025 12:00:00 -0000

In this episode, we welcome Carlee Wolfe, Associate Vice President of Leadership Development and Organizational Effectiveness at Hyatt Hotels. We discuss how AI is reshaping leadership, growth, and coaching in the workplace. Carlee also explores the shift from generalized feedback to personalized, data-driven insights, and the importance of balancing AI tools with genuine human connection and empathy.

[0:00] Introduction

Welcome, Carlee!
Today’s Topic: How AI is Redefining Leadership and Growth

[6:13] How is AI Changing People Analytics and What Does It Mean for Leaders?

Parallels between AI-powered customer personalization and its potential to tailor employee development.
By handling data analysis, AI frees up time for leaders to focus on high-value, human-centric tasks like coaching and mentoring.

[18:05] How can Insights on Skills, Feedback, and Careers Help People Move Toward More Intentionality?

AI creates the opportunity to democratize development tools, making them accessible to employees at all levels, not just senior leadership.
The ethics of programming AI with empathy versus fostering it as a critical human leadership skill.

[27:06] What Does It Look Like When We Pair Development With Insightful, Data-Driven, and Personalized Real-Time Coaching?

AI coaching tools can help employees identify blind spots in their communication and daily work.
The ideal approach is using AI tools for curating content and insights while relying on human coaches for connection, reflection, and building relationships.

[34:03] Closing

Thanks for listening!

Quick Quote

“Oftentimes [development tools] are just accessible [at] senior leadership levels. But now I think the question is like, can [AI] democratize that?”

Stan Suchkov - How AI is Transforming the L&D Sphere

Thu, 17 Jul 2025 12:00:00 -0000

In this episode, we welcome Stan Suchkov, Founder and CEO of Evolve, a next-gen learning platform. We discuss the transformative impact AI could have on the L&D sphere and explore the new opportunities generative AI created for everything from onboarding to employee assessments.

[0:00] Introduction

Welcome, Stan!
Today’s Topic: How AI is Transforming the HR and L&D Sphere

[4:11] What New Opportunities has the Rise of AI Brought to L&D?

How AI agents can autonomously generate courses, personalized employee training, and automate assessments.
Making sure AI agent are successfully integrated into existing workflows.

[13:32] What Potential do AI Agents Hold for the Workplace?

Viewing AI as a tool for human augmentation, not human replacement, making jobs more efficient rather than eliminating them.
How AI agents can gather and analyze data from various systems (like a CRM) to help HR measure the impact and ROI of training programs.

[21:21] How can HR Overcome the Barriers to AI Adoption?

Focusing on low-hanging fruit, like creating personalized learning plans, to prove ROI.
The challenge of adoption is often a lack of awareness; many in HR don't yet know what is possible with modern AI.
Reimagining work processes is necessary to move beyond outdated, paper-based workflows.

[33:08] Closing

Thanks for listening!

Quick Quote

“If any HR solution finds the opportunity to show ROI, they will become a unicorn in zero years, I have no doubt. It's a huge treasure every platform searches for.”

Natalie Tincher - Fostering Inclusion Through a Workplace Dress Code

Thu, 10 Jul 2025 12:00:00 -0000

In this episode, we welcome Natalie Tincher, Founder of BU Style & Principal Style Strategist. We unpack the often-overlooked intersection of personal style, workplace culture, and inclusion. Natalie shares insights on how employee authenticity and appearance impact confidence and connection, how the shift to hybrid work is redefining professional norms, and how HR leaders can balance dress code policies with generational expectations and DEI commitments.

[0:00] Introduction

Welcome, Natalie!
Today’s Topic: The impact of dress guidelines on workplace authenticity and inclusion.

[5:55] The Impact of Personal Style on Employee Confidence and Connection

How others perceive style, even if it’s not a personal priority.
Distinguishing between expression and perceived “work” norms.

[14:32] How Hybrid Work is Redefining Professional Dress Guidelines

How dress expectations have evolved since the pandemic.
The challenge for those accustomed to more rigid dress codes.

[22:35] HR’s Role in Balancing Dress Policy, DEI, and Generational Expectations

The importance of open conversations about dress codes.
Supporting employee self-expression while respecting workplace values.
Finding ways for employees to bring more of their full selves to work.

[31:29] Closing

Thanks for listening!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Season Recap and Predictions

Mon, 07 Jul 2025 21:05:00 -0000

As Season 9 of the HR Data Labs podcast comes to a close, join David and Dwight for a reflective look back at the season’s episodes, guess, and key topics. They revisit their predictions from the Season 8 finale, evaluate hits and misses on trends like AI adoption and expected DEI shifts. Finally, they peer into the future, offering bold new predictions for what HR professionals can expect regarding financial strategies, AI integration, and the evolving landscape of HR data and analytics.

[0:00] Introduction

• Welcome, David and Dwight!

• Today’s Topic: Season Recap and Future Predictions for HR Data

[4:43] Reflecting on Season 9 & announcing our new live podcast

• Expect a renewed focus on AI in HR in Season 10

• Our new live podcast series: Brown Bag Lunch!

[15:25] Grading our Season 9 predictions

• Reviewing AI adoption trends in customer service

• Assessing DEI changes from the new administration’s policies

[20:55] Predictions for Season 10

• Dwight’s prediction: Anticipating a slight loosening of organizations’ cautious financial strategies

• David’s prediction: Forecasting a widening gap between organizations embracing AI in HR and those delaying adoption

[28:14] Closing

Thanks for listening and stay tuned for Season 10!

Quick Quote

“I’m predicting that people will start to adopt [AI], slowly at first, but then in a storm—and I’m talking in the next six months. People will see they can’t get away from [AI].”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Amri B. Johnson - Rethinking DEI to Create Anti-fragile Organizational Cultures

Thu, 19 Jun 2025 13:00:00 -0000

Amri B. Johnson, inclusion strategist and founder of Inclusion Wins, joins us this episode to discuss the tumultuous climate of DEI practices in today’s organizations and how companies can navigate toward more effective inclusion strategies.

[0:00] Introduction

Welcome, Amri!
Today’s Topic: Creating Anti-fragile Organizational Cultures

[7:27] How to begin tackling DEI challenges

Shifting current DEI practices built on outdated paradigms
Understanding viewpoints of those with opposing opinions

[16:39] Navigating DEI amidst anti-DEI rhetoric

Recognizing that people are multi-dimensional, not two-dimensional
Building trust within an organization to improve inclusion

[30:55] Helping employees overcome fear of organizational change

Recognizing the root cause of employee concern
Focus on building relationships and engaging with colleagues

[35:27] Closing

Thanks for listening!

Quick Quote:

“A lot of DEI practices in the US are based on paradigms of old. We need to think about what’s possible now . . .”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Charlie Sull – How AI Can Actually Measure Company Culture

Thu, 12 Jun 2025 12:00:00 -0000

Charlie Sull, Co-Founder of CultureX and Culture Researcher at MIT, joins us this episode to explore how artificial intelligence is revolutionizing the way we understand and measure corporate culture. He explains why traditional employee surveys fall short and how AI tools are providing new insights into what employees really think about their workplace culture.

[0:00] Introduction

Welcome, Charlie!
Today’s Topic: Using AI to Understand and Improve Corporate Culture

[5:30] Why should anyone care about cultural measurement?

We know culture is important, but many still see it as an ethereal concept that’s difficult to manage
Why so many people think corporate culture is marketing nonsense

[13:22] How is culture actually measured?

Why 1-to-5-point scale surveys fail to capture true sentiment
Using LLMs to analyze and distill human sentiment from employee reviews

[24:13] Why is AI a better way of measuring company culture?

Why deciphering complex employee sentiments is nearly impossible with traditional surveys
The newfound flexibility of gathering data for culture analysis using AI tools

[35:08] Closing

Thanks for listening!

Quick Quote

“[With traditional 1-to-5-point scale surveys] you’re not getting any information. If you’re trying to measure company culture with this robotic, repetitive low quality data, you just can’t understand . . . what your employees are saying.”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Charlene Li - Proven Strategies for Integrating AI in the Workplace

Thu, 05 Jun 2025 12:00:00 -0000

Charlene Li, author and analyst, joins us this episode to discuss proven strategies for safely and successfully rolling out AI solutions to employees within an organization. She also compares the roles of generative AI and AI agents in the workplace.

[0:00] Introduction

Welcome, Charlene!
Today’s Topic: Proven Strategies for Integrating AI in the Workplace

[5:43] What are the biggest challenges HR faces with moving Generative AI into the workplace?

Developing a strategic, rolling 18 month plan for AI implementation
How HR can avoid stumbling through an AI rollout with a proper governance plan

[15:15] How can HR teams avoid stumbling with AI initiatives?

Building a minimum viable team to champion the AI integration strategy
The importance of training everyone in the organization

[31:25] How does generative AI compare to AI agents?

Managing a team of people and AI agents
Understanding how AI agents are designed and how to best prompt them

[42:47] Closing

Thanks for listening!

Quick Quote

“Yes, humans need to be in the loop, but the real power of AI is when you take the human out of the loop because you trust it.”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Susan LaMotte - Unlocking the Power of Custom Insights

Thu, 29 May 2025 12:00:00 -0000

Susan LaMotte, the founder and CEO of exaqueo, joins us this episode to discuss the intricacies of acquiring custom data for your organization, how to pull the most impactful insights from that data, and how to secure support (financial and otherwise) for data collection.

[0:00] Introduction

Welcome, Susan!
Today’s Topic: The Importance of Custom Data for HR and the Future of Benchmarking

[5:55] What are HR teams missing when working with large amounts of data?

Data vs. insight
Critical data analysis that many HR teams overlook

[17:01] How to gain useful insights from HR data?

Quantitative vs. qualitative insights
How organizations can address and accommodate their employees’ personal needs

[30:51] How can you get the data you need?

Seeking data and insights from outside the digital norms like social media
HR teams’ ability to secure necessary funding for data collection

[41:46] Closing

Thanks for listening!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Michael Gomez - The Secret Sauce to Better Employee Engagement

Tue, 27 May 2025 20:00:00 -0000

Michael Gomez, CHRO at Tasty Restaurant Group, joins us this episode to discuss what drives employee engagement and the steps organizations can take to boost their own employees’ engagement.

[0:00] Introduction

Welcome, Michael!
Today’s Topic: The Secret to Better Employee Engagement

[3:21] What’s the “secret sauce” for better employee engagement?

Understanding the interdependency of various systems within an organization
How to build trust within an organization

[8:30] How to create more engagement within an organization

Why employee feedback is a powerful tool for driving engagement
Offering employees meaningful benefits that won’t compromise their take-home pay

[27:32] How can organizations begin boosting employee engagement?

Letting your employees know that you want to understand their challenges
How to garner leadership support

[30:40] Closing

Thanks for listening!

Quick Quote

“[Employee engagement] is about aligning from leadership through all levels of the organization on what’s important.”

Connect with Mike:

Connect with David:

· david.turetsky@salary.com

Connect with Dwight:

· Dwight.brown@salary.com

Podcast Team

· HRDataLabs@Salary.com

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Sarah Katherine Schmidt – Revolutionizing Performance Management for Today's Workforce

Thu, 22 May 2025 12:00:00 -0000

Sarah Katherine Schmidt, Vice President at Peoplelogic, joins us this episode to discuss why performance management fails so many employees today and how improving performance management increases employee engagement and retention.

[0:00] Introduction

Welcome, Sarah!
Today’s Topic: Revolutionizing Performance Management for Today's Workforce

[4:27] Why Sarah advocates for agile performance reviews

How regular feedback reduces recency bias and improves accuracy
Why psychological safety should be built into an organization’s promise to its employees

[13:24] How does agile performance management help improve engagement and retention?

Addressing the needs of the varied generations in the modern workforce
How to bring managers and employees onto the same page

[24:42] How do organizations roll out agile performance management?

Key mindset shifts leaders must make for successful implementation
Letting the business set the norms for performance

[32:37] Closing

Thanks for listening!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Desiree Goldey - Why Organizational Confusion Fails Employees

Thu, 08 May 2025 12:00:00 -0000

Desiree Goldey, Director of Marketing at ZRG Partners and Founder of Do Better Consulting, joins us this episode to discuss how the disconnect between talent and HR teams impacts an organization’s employees, both current and future.

[0:00] Introduction

Welcome, Desiree!
Today’s Topic: Fixing the Disconnect Between Talent and HR Teams

[4:32] How do we know there’s a disconnect between talent and HR?

Root causes of talent-HR miscommunications
Challenges in transforming company cultures

[10:53] How does the disconnect impact the recruiting process?

How candidates experience a company’s confusion and mixed messaging
Resume insights and advice, including why AI tools are essential in applicant-heavy job markets

[24:30] How does the disconnect affect employee engagement?

The toll on company culture and morale
Challenges facing remaining employees after a significant layoff

[36:10] Closing

Thanks for listening!

Quick Quote

“When there’s a state of confusion [within a company], who suffers? It’s the employee.”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Mike Ohata – Leadership and Building a Resilient Workforce

Thu, 01 May 2025 11:00:00 -0000

Michael Ohata, leadership coach and former Big Four partner, joins us this episode to discuss building a resilient workforce through better talent management. He addresses the shortcomings of many organizations’ outdated talent management models, offers ideas for improvement, and speculates on how AI could enhance talent management.

[0:00] Introduction

· Welcome, Mike!

· Today’s Topic: Leadership and Building a Resilient Workforce

[5:26] What are the primary shortcomings of traditional talent management frameworks?

· Current talent management models are 25 years old

· The pandemic highlighted an already outdated system

[14:11] How can organizations retain talent while cutting costs?

· Why short-term cost cutting often sacrifices talent

· How developing detailed career frameworks benefits employees

[23:52] Why do some companies stick with underperforming talent management systems?

· Leaders’ tendency to rely on familiar processes

· How AI might transform talent management

[32:20] Closing

· Thanks for listening!

Connect with Mike:

Connect with David:

· david.turetsky@salary.com

Connect with Dwight:

· Dwight.brown@salary.com

Podcast Team

· HRDataLabs@Salary.com

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Afogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Christopher CJ Gross - Overcoming Class Bias in the Workplace

Thu, 24 Apr 2025 13:00:00 -0000

Christopher “CJ” Gross, CEO of Jabbar HR Solutions, CEO and Founder of Ascension Worldwide, and author, joins us this episode to discuss key takeaways from his book, What’s Your ZIP Code Story? CJ shares how our backgrounds shape workplace interactions, techniques for navigating difficult conversations, and practical approaches to addressing class bias in professional settings.

[0:00] Introduction

Welcome, CJ!
Today’s Topic: Understanding and Overcoming Class Bias in the Workplace

[6:55] What inspired CJ to write his book?

Where to begin when discussing class in the workplace
Understanding that it’s human to develop biases

[19:26] Where did CJ start the journey to write his book?

The power of conversations that stems from curiosity
Exploring the dualities within people

[31:39] How do you navigate difficult conversations with people who share opposing opinions?

How to engage productively with people who hold opposing opinions
Why face-to-face conversations build trust in ways digital communication cannot

[41:18] Closing

Thanks for listening!

Connect with CJ:

Connect with David:

Connect with Dwight:

Podcast Team

HRDataLabs@Salary.com

Produced by Afogato Media

Quick Quote

“If we’re not able to share [our stories] without fear of retaliation, then we don’t have an environment where we can have dialogue. When that happens, people will use power to protect themselves.”

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Danielle Bushen - Demystifying HR Data Governance

Thu, 17 Apr 2025 11:00:00 -0000

Danielle Bushen, Global Head of People & Culture Technology Strategy at Sanofi, joins us this episode to discuss HR data governance. She explains what “data governance” actually means, outlines common data governance challenges HR teams face, and offers practical first steps toward better governance practices.

[0:00] Introduction

Welcome, Danielle!
Today’s Topic: Demystifying HR Data Governance

[5:54] What does “data governance” actually mean?

Understanding transactional vs. analytical HR data
Why cross-team interoperability and collaboration are key

[16:58] What are common HR data governance challenges?

Navigating the complexity of balancing multiple jurisdictions
How the lack of standardized practices creates governance headaches

[27:15] Where do you start your data governance journey?

Establishing clear data ownership
When to address urgent issues before tackling comprehensive data cleanup

[36:28] Closing

Thanks for listening!

Quick Quote

“[Data governance] is owned by people, enabled by processes, and supported by technology.”

Contacts:

Danielle's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Email us!

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Isaac Cheifetz - Applying Lean Methodology to Talent Acquisition

Thu, 10 Apr 2025 11:00:00 -0000

Hiring Secrets of the NFL

Isaac Cheifetz, Managing Principal at Catalytic1 Executive Search and Chief Mentor Recruiter at Minnesota Emerging Software Advisory, joins us this episode to discuss applying lean methodologies to talent acquisition.

[0:00] Introduction

Welcome, Isaac!
Today’s Topic: Applying Lean Methodology to Talent Acquisition

[9:14] Is talent acquisition really broken?

Examining pain points for hiring managers, job seekers, CEOs, and HR teams
Challenges in the online job application process

[18:05] How can we change talent acquisition to improve it?

Importance of reviewing and improving job descriptions
Integrating lean methodologies into talent acquisition processes
Pros and cons of AI in talent acquisition

[40:08] Is formalized training required for good talent acquisition system design?

Strategic benefits to formal training in talent acquisition system design

[41:51] Closing

Thanks for listening!

Quick Quote

“All you have to do [when you’re designing quality job descriptions] is start with the funded business case. The role you’re hiring for is the result of a funded business initiative.”

Resources:

Catalytic1

How to assess & improve AI competencies for Executives & BOD

Contacts:

Isaac's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Ron Hetrick - Finding a Solution to Current Labor Shortages

Thu, 03 Apr 2025 11:00:00 -0000

Ron Hetrick, Vice President of Staffing Strategy and Sr. Labor Economist at Lightcast, joins us in this episode to discuss the current labor shortage and its relation to shifting demographics in the workforce. He explores which industries are being hit hardest by labor shortages (and why), and he answers the question on many of our minds: can AI help solve this issue?

[0:00] Introduction

Welcome, Ron!
Today’s Topic: Finding a Solution to Current Labor Shortages

[7:24] An overview of the current labor shortage

The economic impact of retiring Baby Boomers becoming consumers rather than producers
How immigrant workers fill essential roles in sectors facing critical staffing challenges

[25:40] Which industries are being hit the hardest with labor shortages?

Using classification systems to identify the most vulnerable industries
How automation and remote work are reshaping job markets

[38:30] Is AI a potential solution to the labor shortage?

Japan’s pioneering approach to AI workforce integration amid population decline
Why successful B2B AI implementation must precede B2C applications

[45:55] Closing

Thanks for listening!

Quick Quote:

“Right now all the AI investment is going to B2B, . . . which are also in-office, professional jobs. So a problem we don’t have is getting solutions, while all the [labor shortage] problems we do have have no solutions.”

Resources:

The Rising Storm

Contacts:

Ron's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Stefanie Krievins - The Holistic Impact of Change Management

Thu, 27 Mar 2025 11:00:00 -0000

Stefanie Krievins, President of The Change Architects, joins us to pick up topics that were left on the cutting room floor when she last guested on the show. In this episode, she discusses how executive upskilling and reskilling has changed in recent years, the true impact of executive coaching, and why change management doesn’t get the attention and investment it deserves.

[0:00] Introduction

Welcome, Stefanie!
Today’s Topic: The Holistic Impact of Change Management

[5:00] How has executive upskilling and reskilling evolved?

Contrasting upskilling vs. reskilling
How to spread autonomy throughout an organization so leaders can lead

[13:26] How do organizations give their leaders opportunities to grow?

The impact and ROI of executive coaching
How succession plans help mitigate unknown risks

[25:23] Why does change management often lack the investment it needs?

Why to avoid implementing change management too late
How much time and money organizations should allocate to change management

[35:29] Closing

Thanks for listening!

Quick Quote:

“Leaders should be leverage makers. Your right leaders turn the output of one person into the seeming output of five people—that’s leverage.”

Resource:

The Change Architects

Contact:
Stefanie's LinkedIn
David's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Beth White - The Evolution of AI in the Workplace

Thu, 20 Mar 2025 11:00:00 -0000

Beth White, Founder and CEO of MeBeBot, joins us this episode to discuss lessons learned from working with AI. She also shares concerns regarding the continued widespread integration of AI in organizations as well as hopes for the future of AI.

[0:00] Introduction

Welcome, Beth!
Today’s Topic: The Evolution of AI in the Workplace

[5:21] What has Beth learned over the years working with AI?

How AI has evolved from basic if-then statements
The journey toward developing conversational AI

[10:20] What are Beth’s concerns regarding AI?

Generative AI consumes an unprecedented amount of energy
AI regulation remain largely unstructured, especially within organizations
The importance of grounding the AI with human checks and balances

[26:23] What are Beth’s hopes for the future of AI?

Educational programs developed by a diverse set of professionals
The natural integration of AI into HR practices

[34:56] Closing

Thanks for listening!

Quick Quote

“[If we] help educate and train people on AI today, we’ll have a more employable workforce for the future.”

Contact:
Beth's LinkedIn
David's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Ann Kuss - Minimizing Turnover's Financial and Psychological Costs

Thu, 13 Mar 2025 11:00:00 -0000

Ann Kuss, CEO of Outstaff Your Team, joins us this episode to discuss common causes for employee turnover in organizations, the impact it has on remaining team members, and strategies to reduce turnover while managing its stress on the team.

[0:00] Introduction

Welcome, Ann!
Today’s Topic: Minimizing Turnover’s Financial and Psychological Costs

[5:16] What are the most frequent causes for turnover in the tech industry?

Why limited growth opportunities often cause for turnover
Gender difference in resignation patterns

[13:07] What are the financial and psychological costs of turnover?

Loss of institutional knowledge and team cohesion
Measuring productivity losses from employee departures

[23:11] What are some effective retention strategies that can reduce turnover?

Building an adaptable retention system
Keeping employees engaged and interested through meaningful challenges

[31:22] Closing

Thanks for listening!

Quick Quote

“Sometimes employees are not looking for that next-level thing, and from a manager’s perspective, getting them unstuck can be a challenge.”

Resources:

Outstaff Your Team

Contact:
Ann's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Martha Curioni - How to Responsibly Integrate AI into HR

Thu, 06 Mar 2025 12:00:00 -0000

Martha's previous episode

Martha Curioni, People Analytics Consultant at Provisio Data Solutions, joins us this episode to discuss some best practices for responsible AI implementation in organizations. She also explains the importance of integrating AI models into existing processes and allowing users to submit feedback on the AI.

[00:00] Introduction

Welcome, Martha!
Today’s Topic: How to Responsibly Integrate AI into HR

[05:33] What does “responsible AI implementation” mean?

Intersection with data security and privacy
Data governance regarding new AI processes

[14:30] What are the essential steps for responsible AI implementation?

Redesign HR processes around the newly implemented AI
Checking that the new AI is accurate and reliable

[26:59] How can organizations avoid training AI models on bad data?

Building unbiased AI systems
Implementing user feedback mechanisms

[35:33] Closing

Thanks for listening!

Quick Quote

“Companies need to ensure that the AI they’re going to be using is implemented in a way that is transparent, minimizes the influence of bias, supports fairness, and empowers employees and managers to make better decisions.”

Resources:

Github account

Contact:
Martha's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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John Barrand - Modernizing Performance Management in the Public Sector

Thu, 27 Feb 2025 12:00:00 -0000

John Barrand, Chief HR Officer for the State of Utah, joins us this episode to discuss the unique challenge of modernizing performance management in the public sector.

[0:00] Introduction

Welcome, John!
Today’s Topic: Modernizing Performance Management in the Public Sector

[8:18] What are the key differences between public and private sector HR?

Comparing HR practices across sectors
Transparency in the private versus public organizations

[14:48] How do HR processes differ in public vs. private organizations?

A case study in public sector performance management
Strategies for improving public sector compensation
Building support for performance management among leaders and managers

[33:58] How to present data-driven plans to public sector stakeholders

Driving employee satisfaction and attracting new talent
Benefits of transparent and productive HR conversations

[40:26] Closing

Thanks for listening!

Quick Quote

“[The public sector] is seeing [employee satisfaction] upticks that are outpacing private sector organizations . . . people are hearing that if you’re a good performer, there’s a place for you [in the public sector].”

Contact:
John's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Chris Taylor - Measuring Behavioral Changes with Learning Interventions

Thu, 20 Feb 2025 12:00:00 -0000

Chris Taylor, Founder and CEO of Actionable, joins us this episode to discuss why—and more importantly, how—organizations might invest in measuring behavioral change resulting from training and development initiatives.

[0:00] Introduction

Welcome, Chris!
Today’s Topic: How to Measure Behavioral Changes with Learning Interventions

[4:08] What behavioral change should we expect from talent development programs?

Establishing a baseline prior to measuring behavioral change
The pertinence of behavioral change across all training programs

[12:25] How can organizations measure engagement?

Starting with the organization’s strategic priorities
Lessons learned from a case study in high employee turnover

[23:51] How can organizations ensure that behavioral change lasts?

Helping participants discover their “why” in learning
The value of post-session facilitator-participant follow-up

[33:06] Closing

Thanks for listening!

Quick Quote

“If we assume [an organization’s] strategic priorities involve achieving something that we’ve never achieved before, then it’s going to require some new . . . processes and/or competencies.”

Resources:

Actionable

Contact:
Chris' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Hannah Dannecker - Empowering Women in a Male-Dominated Industry

Thu, 13 Feb 2025 12:00:00 -0000

Well Shit: Time To Grow Up

Hannah Dannecker, Managing Partner of the Better Together Group, joins us this episode to discuss staffing in the transportation and trucking industry. We explore the growing push over the last decade to bring more women into the historically male-dominated field.

[0:00] Introduction

Welcome, Hannah!
Today’s Topic: Transforming the Trucking Industry Through Gender Diversity

[8:32] How Hannah got into the transportation industry

Understanding transportation’s male-dominated landscape
Comparing men’s vs. women’s workplace priorities

[20:15] Why many have built a lasting career in transportation

The unique appeal that keeps industry veterans engaged
Transportation’s resilience through economic challenges

[28:47] Championing women in transportation

Industry federations’ role in promoting female representation
Addressing safety perceptions in the trucking profession

[45:15] Closing

Thanks for listening!

Quick Quote:

“For the [trucking] industry at large . . . females are valuable. Female truck drivers are incredible—their safety ratings are fantastic; they’re dedicated; they’re diligent. They're great employees.”

Resources:

Hannah's recent books

Contact:
Hannah's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Kasara Weinrich - The Anthropology of Generative AI in the Workplace

Thu, 06 Feb 2025 12:00:00 -0000

Kasara Weinrich, Director of Sales Technology and AI Solutions Designer at ADP, joins us this week to discuss how organizations weigh generative AI adoption. As a PhD candidate in anthropology and social change, Kasara offers a unique historical perspective on how workers have adapted to technological disruption.

[0:00] Introduction

Welcome, Kasara!
Today’s Topic: The Anthropology of Generative AI in the Workplace

[5:47] What’s wrong with the world of work today?

Historical patterns of AI innovation and adoption
The impact of end-user involvement in generative AI development

[18:46] What are the implications of unregulated use of people data by generative AI?

The importance of partnering with established global organizations
Leveraging emerging technologies with a goal and strategy

[28:07] How does an organization prepare for generative AI adoption?

Aligning expectations and involvement between leadership and employees
Technology adoption beyond workforce reduction

[38:46] Closing

Thanks for listening!

Quick Quote

“For certain work, generative AI can [augment and automate tasks] while bringing the human skills to the top, but only if it’s done strategically and not just because it can be done.”

Contact:
Kasara's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Siri Chilazi - Making Workplaces Fair by Design

Thu, 30 Jan 2025 12:00:00 -0000

Siri Chilazi, Senior Researcher for the Women and Public Policy Program at Harvard Kennedy School, joins us this episode to discuss identifying and implementing solutions that make the workplace fair for everyone.

[0:00] Introduction

Welcome, Siri!
Today’s Topic: Making Workplaces Fair by Design

[5:38] The new paradigm of workplace fairness

Shifting behavior without shifting mindset
Practical frameworks for measuring and advancing workplace fairness

[18:26] How do we change processes to drive equity

Recruitment process modifications that significantly improve interview candidates
Skills-based hiring and how to implement it effectively

[29:29] How do we improve the data that drive fairness?

A case study in fairness from the BBC
Creating meaningful collaboration between data teams and employees

[35:14] Closing

Thanks for listening!

Quick Quote

“Fairness [at work] is not a program but a way of doing things.”

Resources
Make Work Fair book
Reducing discrimination against job seekers with and without employment gaps paper

Contact:
Siri's LinkedIn
David's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Peter Laughter - Recruitment is Broken—How Can We Fix It?

Thu, 23 Jan 2025 12:00:00 -0000

Peter Laughter, speaker and experienced recruiting/staffing entrepreneur, joins us this episode to discuss why he believes recruitment is broken and how he views the future of HR as a result.

[0:00] Introduction
•Welcome, Peter!
•Today’s Topic: Recruitment is Broken—How Can We Fix It?

[1:59] Peter journey in recruiting and staffing
•Lessons learned from working for a small staffing firm
•The commoditization of recruitment and staffing services

[19:28] Is recruitment broken?
•The connection between engaged employee and customer satisfaction
•How transformative technologies will fundamentally change organizations

[31:55] How Peter’s experience has framed his view of the future of HR
•Will HR be viewed as a resource as opposed to a cost center?
•The critical impact adaptive leadership can have on an organization’s HR team

[40:11] Closing
•Thanks for listening!

Quick Quote
“How can our organizations be effective if HR is viewed as a cost center as opposed to a resource?”

Resources
Peter's Website
TEDx talk
Moth Story (Podcast)
Moth Story (Video)

Contact:
Peter's LinkedIn
David's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Chris McAlister - Leading for Impact, Not Validation

Thu, 16 Jan 2025 12:00:00 -0000

Chris McAlister, founder of SightShift and renowned leadership coach, explores the crucial difference between leading for validation versus leading for genuine impact.

[0:00] Introduction
•Welcome, Chris!
•Today’s Topic: Leading for Impact, Not Validation

[5:13] The problem with leadership today
•How the quest for validation undermines effective leadership
•Focusing on the organization’s needs and not personal wishes

[12:55] How do leaders overcome their insecurities?
•Measuring and managing insecurities
•How toxic workplace cultures challenge leaders

[24:57] What can HR practitioners can support leadership development
•Focusing on positive growth over risk management
•Why traditional leadership training often falls short

[33:28] Closing
•Try this: Identify the last time you had a moment of insecurity in the workplace
•Thanks for listening!

Quick Quote
“[HR leaders] are not here just to protect the organization from harm, . . . [they’re] also here for how good it can get.”

Resources
SightShift
Lead For Impact: Why Mindfulness, Empathy, and Psychological Safety Don’t Make Great Leaders

Contact:
Chris' LinkedIn
David's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Salary.com's Senior Consultants - Predictions for HR and Comp in 2025

Thu, 09 Jan 2025 12:00:00 -0000

In this very special episode, we bring together Salary.com’s top compensation experts for a fascinating roundtable discussion. Featuring insights from our senior consultants Courtney LeCompte (Director of Consulting Sales), Eric McMillan (VP of Compensation Consulting), Garry Straker (VP of Compensation Consulting), Angela Bailey (VP of Compensation Consulting), Greg Wolf (Managing Principal), and hosted by Dwight Brown (VP of Compensation Consulting) and David Turetsky (VP of Consulting), we dive into our reflections on 2024 and our predictions for the future of HR in 2025.

[0:00] Introduction

Welcome, Salary.com Senior Consulting Team!
Today’s Topic: HR Experts Predict the Future of HR in 2025

[9:29] Reviewing our predictions for 2024

Did mental health and wellness benefits reshape traditional compensation packages?
Did remote work strategies challenge both organizations and employees?
Did salaries increase by less than 4%?
Was career development a key focus, with organizations creating clearer progression pathways?
Did recruitment and retention pay incentives stabilize?
Did recessionary pressures drive strategic workforce decisions?

[19:04] Predictions for 2025

States will introduce legislation to help the struggling healthcare industry
Workplace civility will become a priority amid the polarizing political landscape
DEI initiative rollbacks will create workplace tensions
Employees will grow increasingly interested in returning to the office
Pay equity and transparency obligations will prove critical for organizations
Organizations will push “return to office” plans
AI will not cause a major shift in how HR does its work, yet…

[42:44] Final thoughts

How 2024 set the stage for larger-scale AI adoption
Why 2025 might be a year of continued uncertainty

[45:46] Closing

Thanks for listening!

Quick Quote

“California was first out of the gate with this, but I anticipate us at least seeing [healthcare minimum wage] legislation introduced in other states.”

Resources
Compensation Consulting

Contact:
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Eric's LinkedIn
Garry's LinkedIn
Greg's LinkedIn
Courtney's LinkedIn
Dwight's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
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Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Season Recap and Predictions

Thu, 19 Dec 2024 12:00:00 -0000

As Season 8 of HR Data Labs comes to a close, David Turetsky and Dwight Brown reflect on the season’s episodes, guests, and key topics. They also revisit their predictions from the Season 7 finale and posit some new predictions for the future of HR.

[0:00] Introduction

Welcome, David and Dwight!
Today’s Topic: Season 8 Recap

[6:01] Looking back at Season 8’s major topics and themes

AI’s ubiquity across industries
Normalizing discussion about emotional intelligence and employee wellbeing

[18:09] Reviewing predictions made in the Season 7 finale

Did companies see pushback related to survey fatigue?
Did more companies adopt pay transparency as a standard?

[25:57] David and Dwight’s predictions for what the next six months will bring for HR

AI will continue to impact customer service but will result in workforce re-skilling instead of workforce reduction
Companies will maintain DEI cultures despite potential challenges to regulations

[33:07] Closing

Thanks for listening!

Quick Quoteem

“With the implementation of AI, what people don’t realize is: you need significant resources for the care and feeding of that AI.”

Contact:
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
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Production by Affogato Media

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For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Bennett Sung - HR Tech 2024 - AI's Current and Future Role in HR

Tue, 17 Dec 2024 12:00:00 -0000

Bennett Sung, Strategic Marketing Advisor at Restworld and Fractional CMO at MeBeBot, joins us in this episode to explore AI’s current and future role in HR. He talks about where AI best fits within existing HR tech stacks and shares exciting prospects for AI implementation, while also considering how pay transparency is transforming recruitment strategies.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Bennett!
Today’s Topic: Exciting Prospects for AI Implementation

[7:36] How will AI fit into existing HR technology stacks?

HR’s evolving relationship with finance may include learning to “follow the money”
The increasing intersection of HR and IT through new data governance requirements

[15:51] Will pay transparency be a game changer for recruitment?

Leveraging total compensation statements as strategic recruitment tools

[21:31] Will 2025 be a breakthrough year for AI in HR?

Financial investment enabling HR to “do more with less” through AI
The importance of succession planning as baby boomers exit the workforce
The emerging potential of AI agents

[39:45] Closing

Thanks for listening!

Quick Quote

“Following the money is important for HR to master . . . to build business cases for the long term.”

Contact:
Bennett's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Chris Havrilla - HR Tech 2024 - How to Reduce Technological Adoption Barriers in Organizations

Thu, 12 Dec 2024 12:00:00 -0000

Chris Havrilla, Vice President of HCM Product Management at Oracle, joins us in this episode to discuss the hurdles organizations face (or merely think they face) when looking to integrate new technologies into their workflows. She also explores how organizations can benefit from learning to work with AI.

[0:00] Introduction
•Welcome, Chris!
•Today’s Topic: How to Reduce Technological Adoption Barriers in Organizations

[4:34] How has HR evolved in the last few years?
•HR is finally in a place where technology can work for it
•The root causes of HR teams’ reluctance to adopt new technologies

[16:06] How can organizations reduce technological adoption barriers?
•Reframing new technology as a strategic “team member” rather than a threat
•Mitigating fear, uncertainty, and doubt surrounding AI implementation

[29:11] How can organizations practically integrate AI?
•Shifting the conversation from “Will AI replace me?” To “How can AI help me work more efficiently?”
•Why quality assurance remains essential in AI-assisted workflows

[34:09] Closing
•Thanks for listening!

Quick Quote
“I think the thing that is really messing people up is the notion of transformation [when adopting new HR technologies] . . . but if you can show people how to take baby steps, the momentum builds pretty quickly.”

Contact:
Chris' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
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Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Jack Coapman - HR Tech 2024 - Why People and Process Drive Recruitment Success

Tue, 10 Dec 2024 12:00:00 -0000

Jack Coapman, Chief Strategy Officer at GR8 People, joins us in this episode to discuss the evolution of recruitment and its relationship to compensation. He explores the pros and cons of emerging technologies and emphasizes that successful recruitment still fundamentally depends on people and processes.

[0:00] Introduction

Welcome, Jack!
Today’s Topic: Why People and Process Drive Recruitment Success

[4:18] How is the relationship between recruitment and compensation evolving?

How pay transparency regulations are forcing the issue in recruitment conversations
Why organizations benefit from posting compensation ranges in job postings even if they aren’t required to

[15:10] How has recruitment technology and processes evolved?

The fundamentals of improving recruitment remain constant, with or without AI
The limitations of technological solutions in addressing fundamental recruitment issues

[24:26] Was Jack shocked by anything he saw at HR Tech 2024?

Technology means nothing to an organization if it can’t be tied to its people and processes
The importance of properly implementing and maintaining new technologies

[34:18] Closing

Thanks for listening!

Quick Quote

“You don’t want to get days, weeks, months into a screening process with somebody only to find at the end that you’re never going to be able to align the dots when it comes to [the compensation] that candidate is seeking and what the organization wants to pay.”

Resource:
GR8 People

Contact:
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David's LinkedIn
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Production by Affogato Media

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For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Stacey Harris and Teri Zipper - HR Tech 2024 - Compensation and the Evolving Workplace

Thu, 05 Dec 2024 12:00:00 -0000

Sapient Insights Group is the research and advisory firm that organizes the annual HR technology survey which seeks to shed light on HR professionals’ relationships with existing and emerging technologies. In this episode, Stacey Harris (Chief Research Officer & Managing Partner) and Teri Zipper (CEO & Managing Partner) join us to discuss HR’s technical revolution and how it has been affecting compensation.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Stacey Harris and Teri Zipper of Sapient Insights Group!
Today’s Topic: Compensation and the Evolving Workplace

[5:28] How has HR’s landscape changed (besides AI)?

AI’s role in making information more accessible
Younger generations and evolving workplace dynamics

[12:44] HR’s technology paradox

Rapid evolution in HR technology outpaces many organizations’ awareness
Why emerging technologies enhance rather than eliminate human roles

[20:33] How important is compensation in the modern HR ecosystem?

Skill-based pay as a potential driver for pay equity
Innovative compensation models to motivate and retain talent

[32:32] Closing

Thanks for listening!

Quick Quote

“[Compensation] shows up in places we often forget inside the whole HR model—it’s part of your time and attendance . . . that’s a really important issues for those people who depend on it.”

Resources:
Sapient Insights

Contact:
Stacey's LinkedIn
Teri's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
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Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Kathi Enderes - HR Tech 2024 - Breaking Free From Outdated Pay Practices

Tue, 03 Dec 2024 12:00:00 -0000

Kathi Enderes, Senior Vice President of Research and Global Industry Analyst at The Josh Bersin Company, joins us in this episode to explore why compensation practices have stagnated and how organizations can modernize their approach to pay.

[0:00] Introduction

Welcome, Kathi!
Today’s Topic: Breaking Free From Outdated Pay Practices

[5:13] How has compensation evolved in recent decades?

Why most organizations still use 40-year-old compensation models
Connecting compensation to employee experience

[13:40] How can organizations make compensation more accessible?

The power of simplifying compensation communication
Building stakeholder buy-in for process changes

[23:10] Should organizations replace merit programs with targeted incentive programs?

Reimagining performance-based compensation
Aligning pay reviews with business cycles

[31:39] Closing

Thanks for listening!

Quick Quote

“In all areas of HR . . . if we speak our own language, business won’t understand it and you’re not going to gain any credibility.”

Resource:
Josh Bersin Company

Contact:
Kathi's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Noelle London - HR Tech 2024 - How AI is Shaping the Future of People Analytics

Tue, 26 Nov 2024 12:00:00 -0000

Noelle London, Founder and CEO of Illoominus, joins us in this episode to discuss the strides people analytics has made over the years, how the intersection of compensation and people analytics gives leaders another tool to better steer their organizations, and what organizations can expect of AI once the hype subsides.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Noelle!
Today’s Topic: How AI is Shaping the Future of People Analytics

[4:52] How are organizations using people analytics?

How various HR tech vendors are tackling data management challenges
People analytics is now accessible to organizations of all sizes, not just large enterprises

[9:44] How do compensation and people analytics intersect?

How leaders can use compensation data to manage rapid changes in organizations
The importance of making people analytics and data science accessible to leaders

[20:35] Beyond the hype cycles, how will AI change HR?

How organizations are preparing for AI adoption while protecting data integrity
Key conversations organizations should be having about AI’s role in HR

[29:40] Closing

Thanks for listening!

Quick Quote

“HR is not administrative. Organizations that look at HR as administrative are not truly seeing . . . that investing in your people is investing in your business.”

Resource:
Illoominus

Contact:
Noelle's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Stacia Garr - HR Tech 2024 - Can AI Deliver on Its Promises for HR?

Thu, 21 Nov 2024 12:00:00 -0000

Stacia Garr, Co-founder and Principal Analyst at RedThread Research, joins us this episode to explore the current state of AI in HR technology. Stacia dives into how vendors’ AI expectations often diverge from those of their customers and examines the disconnect in how employers and employees relate to AI in the workplace.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Stacia!
Today’s Topic: Can AI Deliver on Its Big Promises for HR?

[4:33] How has HR technology evolved in recent years?

Data, not technology, may be driving recent HR tech acquisitions
Why people analytics could make traditional benchmarking obsolete

[15:51] Beyond the hype cycle, where does AI land in the world of HR?

Comparing vendor vs. customer expectations for AI
HR technology vendors’ vision for AI

[25:46] Is 2025 the year HR embraces and adopts AI?

The disconnect between employer and employee perspectives on AI
Addressing dystopian future concerns

[34:56] Closing

Large Action Models may be the next big leap in AI
Thanks for listening!

Quick Quote

“Many of the [HR technology] acquisitions that are happening now are less about the technology and more about the data”

Resource:
RedThread Research

Contact:
Stacia's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Jay Polaki - HR Tech 2024 - What AI Can (and Cannot) Do for HR

Tue, 19 Nov 2024 12:00:00 -0000

Jay Polaki is the Founder and CEO of HR Geckos™ and the host of the HR Bytes™ Podcast. In this episode, Jay unpacks HR trends that everyone should be following in 2025, what happens when AI gets assigned the role of administrative assistant, and how AI will realistically contribute to HR once the hype settles.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Jay!
Today’s Topic: What AI Can (and Cannot) Do for HR

[3:16] What’s the latest HR tech trend everyone should be following in 2025?

Why AI is more than just the latest trend
What an HR AI assistant could offer employees

[11:27] How does HR change if AI is used for administrative assistance?

HR will never be fully automated, but HR workflows will need to integrate AI
How AI could simplify HR jargon for non-HR employees

[17:16] What will AI be bringing to the table once the hype cycle dies down?

AI “ownership” within an organization
How different generations perceive AI

[32:44] Closing

Thanks for listening!

Quick Quote

“HR can never be automated 100% . . . the ‘H’ in ‘HR’ [stands for] ‘human,’ but the way AI is evolving, we can’t just sit back and say we’re not going to embed it into our workflow.”

Resources

HR Geckos

HR Bytes podcast

Contact:
Jay's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Susan Richards - HR Tech 2024 - Building Confidence in AI Tools

Thu, 14 Nov 2024 12:00:00 -0000

Susan Richards is the Founder and Managing Partner of Sapient Insights Group. In this episode, Susan discusses the evolution of HR tech over the past year, the role consultants play in helping organizations effectively implement AI into their HR workflows, and how to prepare AI models to assist with administrative tasks.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Susan!
Today’s Topic: Building Confidence in AI Tools

[5:14] How has HR tech evolved in the last year?

The innovation cycle of HR tech companies
The growing importance of support services around new technology

[11:53] Do organizations need consultants for AI implementation?

Why training AI models on clean, reliable data is essential
Building trust through strong data governance

[21:47] How does HR use AI for administrative assistance?

Ensuring AI models are properly trained
Building confidence in working with AI tools and delegating repetitive tasks

[32:32] Closing

Thanks for listening!

Quick Quote

“I believe there are a lot of compliant-related tasks that could be handled by an [AI model], and it could be done consistently, on time, and keep us out of hot water.”

Resource:
Sapient Insights

Contact:
Susan's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
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Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Mark Stelzner - HR Tech 2024 - Beyond the Hype: Practical AI Integration in the Workplace

Tue, 12 Nov 2024 12:00:00 -0000

Mark Stelzner is the Founder and Managing Principal of IA, an HR consulting firm. In this episode, Mark discusses what people aren’t talking about when it comes to AI; why organizations should let their employees safely explore AI in the workplace; and how basic AI guidelines and data governance can be transformational.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Mark!
Today’s Topic: Practical AI Integration in the Workplace

[2:47] What are we missing when it comes to AI?

Insights on client readiness and typical gaps in AI understanding
Discussion on who should own AI responsibilities in an organization

[11:41] How can organizations safely explore AI?

Why employees need a safe playground to experiment with AI
The capabilities AI can unlock for employees

[22:49] What role does data governance play in an organization’s AI rollout?

Differentiating AI use within and outside the workplace
Emphasizing intentional exploration, clear guidelines, and ethical AI use

[32:26] Closing

Thanks for listening!

Quick Quote

“If an organization has not invested in content that is accurate [and refreshed], an AI model will hallucinate . . . because the large language model is sourcing from content which is not truly authoritative.”

Resource:
IA HR

Contact:
Mark's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
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Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Danielle Bushen - HR Tech 2024 - Navigating Pay Transparency with People Analytics

Thu, 07 Nov 2024 12:00:00 -0000

Danielle Bushen, Global Head of People Analytics Data Governance and Stewardship at Sanofi, joins us to explore how people analytics intersects with compensation. She shares insights on modernizing compensation through data-driven practices, the importance of pay transparency, and the role of well-designed HR processes in the successful integration of AI.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Danielle!
Today’s Topic: Navigating Pay Transparency with People Analytics

[3:08] When and how do people analytics and compensation intersect?

How people analytics and technology can drive compensation modernization
Education as the key to achieving pay transparency

[15:45] How should organizations approach pay transparency compliance?

Cultural shifts in discussing pay transparency
The role of data governance in ensuring pay transparency

[33:47] How can organizations intentionally integrate AI into their HR systems?

How good process design supports AI implementation
Key considerations for maintaining new HR technologies

[42:40] Closing

Thanks for listening!

Quick Quote

“I think the world of pay transparency is moving in exactly the same direction that data privacy went.”

Contact:
Danielle's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Tracie Sponenberg & Adriana DiNenno - HR Tech 2024 - Paper to AI: Navigating the HR Tech Revolution with Industry Experts

Tue, 05 Nov 2024 12:00:00 -0000

This episode features two conversations that took place at the HR Tech 2024 conference in Las Vegas.

Tracie Sponenberg is a Fractional Chief People Officer and Consultant for the distribution industry. In part one of this episode, she talks about why some organizations are slower to adopt new HR tech than others; the importance of adopting new technology with strong ethics and data governance; and how compensation has been affected by the latest developments in AI.

Adriana DiNenno is the Senior Product Manager at Health eCareers. In part two of this episode, she talks about how emerging HR technology can help both job seekers and recruiters save lots of time; how pay transparency regulations will affect recruitment; and how AI-based recruitment systems won’t create an emotional connection with job seekers.

[0:00] Introduction

Welcome, Tracie and Adriana!
Today’s Topic: From Paper to AI: Navigating the HR Tech Revolution

[1:20] Part One: Evolution of HR Tech with Tracie Sponenberg

[3:11] Despite massive leaps in HR technology, many organizations are still using pen and paper systems
[8:08] Why AI tools should always be approached with ethics and data governance in mind
[13:36] How emerging HR tech affects compensation and why training will be so important
[18:09] What role with AI play in HR once the hype dies down?

[25:33] Part Two: Evolution of Recruitment Technology with Adriana DiNenno

[27:38] How HR tech can help convert more job postings and avoid candidates “ghosting” interviews
[36:45] How pay transparency will affect recruitment
[40:05] How AI’s lack of emotional connection might affect recruitment

Quick Quote

“I found, in healthcare, within my own data set . . . that [job] seekers are more likely to view [job postings] and apply when the compensation and salary are listed.” -Adriana DiNenno

Resources:
Tracie's website

Contact:
Tracie's LinkedIn
Adriana's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Tim Sackett - HR Tech 2024 - How AI Eliminates Bias in Recruitment

Thu, 31 Oct 2024 11:00:00 -0000

Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. In this episode, Tim discusses the state of recruiting and applicant tracking systems, and how he thinks AI could help organizations not just scale their recruiting efforts but also eliminate biases. He also addresses some security concerns organizations have with integrating AI into their recruitment systems.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Tim!
Today’s Topic: The Evolution of Recruitment and Application Tracking Systems

[4:50] How is recruiting technology evolving?

How some HR tech startups are looking to solve recruitment issues
Why many HR tech startups seem to offer similar products

[12:01] Have there been noteworthy developments in recruiting technology?

Why AI is not as biased as people think
How voice AIs could humanize the recruitment process

[20:03] How can organizations avoid AI safety and security pitfalls?

The limits of public LLMs vs. the possibilities of private LLMs
Best practices for ensuring security and data safety when adopting AI

[32:26] Closing

Thanks for listening!

Quick Quote

“We had this concept a year ago—maybe two years ago—where [we thought] ‘the technology is more biased than humans,’ and it was wrong . . . I truly believe the closest we’ll come to bias-free hiring is the use of AI in sourcing and screening.”

Resources:
Tim's website

Contact:
Tim's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Richard Rosenow - HR Tech 2024 - How AI Might Make You Better at Your Job

Tue, 29 Oct 2024 11:00:00 -0000

Richard Rosenow is the VP of People Analytics Strategy at One Model. In this episode, Richard discusses the rapid evolution of HR technology and the role AI plays in enhancing productivity. He highlights how AI is helping employees focus on higher-value tasks and shares insights into the future of partnerships in HR tech.

This conversation took place at the HR Tech 2024 conference in Las Vegas.

[0:00] Introduction

Welcome, Richard!
Today’s Topic: How AI Might Make You Better at Your Job

[2:57] How has HR Tech evolved over the last year?

AI’s shift from answering questions to taking actionable steps within HR systems
Why human involvement is still crucial in AI-powered workflows

[10:22] How AI enables employees to focus on value-added tasks

The evolving relationship between AI tools and HR analytics
Why HR tech is evolving separately from people analytics and how this impacts workplace strategies
The advantages of enterprise-level AI solutions over consumer-facing ones

[23:59] What else is changing besides AI?

How partnerships are evolving due to advancements in AI

[26:19] Closing

Thanks for listening!

Quick Quote

“If I can leverage technology to get me to 90/10 consulting vs. data engineering, I can do a lot more of the stuff that I’m paid to do.”

Resources
One Model

Contact
Richard's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Kevin M. Yates - Measuring L&D's Impact on Business Performance

Thu, 24 Oct 2024 11:00:00 -0000

Summary:

Kevin M. Yates, also known as the L&D Detective™, has 30 years of experience working in training, learning, and talent development. In his current role, he investigates the extent to which training and learning contributes to workplace performance. In this episode, Kevin talks about how training is measured today; how that might change in the future; and how organizations can start measuring the impact training has on business and employee performance.

Chapters:

[0:00 - 5:34] Introduction

Welcome, Kevin M. Yates!
Today’s Topic: Measuring L&D’s Impact on Business Performance

[5:35 - 18:19] How is training measured today?

All the different ways training can be measured
How learning outcomes are affected by the tools and resources used

[18:20 - 32:06] What is the future of training measurement?

It rhymes with “yay bye”… It’s AI!
Using new tools to measure how learning and development contributes to workplace performance

[32:07 - 36:28] How can organizations begin measuring the impact training has on business and employee performance?

Why you should intentionally plan for impact from the beginning
How to approach ROI questions related to training programs or learning solutions

[36:29 - 39:29] Closing

Thanks for listening!

Quotes:

“We have tools that measure outcomes and then we have actual outcomes, and those two aren’t necessarily related.”

“For some [L&D] goals, you’re going to be very specific with how you’re trying to move performance . . . that’s where you have to have a hypothesis [about the ROI].”

Resources:
L&D Detective

Contact:
Kevin's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Stefanie Krievins - The Art of Upskilling and Reskilling Employees

Thu, 17 Oct 2024 11:00:00 -0000

Summary:

Stefanie Krievins is the President of The Change Architects, a business coaching firm that helps organizations develop upskilling and change management programs. In this episode, Stefanie talks about the challenges organizations face when seeking to roll out upskilling programs; how organizations know if their employees need upskilling or reskilling; and some best practices for implementing an upskilling program.

Chapters:

[0:00 - 7:04] Introduction

Welcome, Stefanie!
Today’s Topic: The Art of Upskilling and Reskilling Employees

[7:05 - 20:11] What challenges do organizations face when upskilling their employees?

Why leaders should have a 10-year vision
Creating a plan to close existing skill gaps

[20:12 - 25:44] How do organizations know if there is a skill gap?

The importance of identifying what you don’t know
Methods for exposing skill gaps in an organization

[25:45 - 37:03] What are the best practices for developing and rolling out an upskilling program?

Understanding and leveraging bias for good
How to keep competencies up-to-date and relevant

[37:04 - 38:36] Closing

Thanks for listening!

Quotes:

“[Leaders] have to spend some intentional time painting the future vision of the organization.”

“There’s always going to be bias built into skilling inventory . . . it’s not inherently bad, we just have to know how to leverage it for good.”

Resources:
The Change Architects

Contact:
Stefanie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Wendy Sellers - How to Attract and Retain Amazing Employees

Thu, 10 Oct 2024 11:00:00 -0000

Summary:

Wendy Sellers (also known as The HR Lady®) is a speaker, trainer, consultant, podcast host, and author. In her over 25-year career, she has worked in many areas such as HR operations, downsizing, change management, corporate culture, coaching, training, education, and leadership development.

In this episode, Wendy talks about employers’ top concerns regarding attracting and retaining talent; how managerial roles have changed in the last few decades; and why experienced managers should continue to receive training (even if they don’t want it).

Chapters:

[0:00 - 5:53] Introduction

Welcome, Wendy!
Today’s Topic: How to Attract and Retain Amazing Employees

[5:54 - 16:04] What are employers’ top concerns these days?

Why finding great employees seems so difficult
The importance of valuing employees and fostering their skillsets

[16:05 - 29:04] How has the manager-employee relationship changed over the years?

How managers should approach employee reviews
The effect that changing workplace demographics has on managerial roles

[29:05 - 36:06] How can managers benefit from recurring training

Mental health and managers’ fear of managing what they don’t know
Training managers in a large business vs. a small business

[36:07 - 38:23] Closing

Thanks for listening!

Quotes:

“Finding [employees] alone—never mind amazing [employees]—is very difficult, and it’s expensive since the pandemic.”

“Managers shouldn’t feel bad about going to training, because the world has changed . . . and we need to keep those managers [up-to-date].”

Resources:
The HR Lady
Suck It Up, Buttercup: Be a Leader People Will Follow

Contact:
Wendy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Alyssa Dver - How Organizations Benefit From ERGs

Thu, 03 Oct 2024 11:00:00 -0000

Summary:

Alyssa Dver is the CEO and Founder of American Confidence Institute, the Founder of ERG Leadership Alliance, a 2-time TEDx speaker, an 8-time author, and the host of the Real Confidence podcast. She is passionate about brain science, and with it she has helped executives, coaches, ERGs, and leaders understand the power of belonging and the confidence that it brings.

In this episode, Alyssa talks about ERGs: how they came to be; what their future might be; and some guidance on getting one (or many) started within your organization.

Chapters:

[0:00 - 4:24] Introduction

Welcome, Alyssa!
Today’s Topic: Why Organizations Need ERGs if They Want to Collect Relevant Data

[4:25 - 17:42] What’s the backstory of ERGs?

Why ERGs flew under the radar for so long
The real ROI of ERGs

[17:43 - 25:55] What is the future of ERGs?

Up-and-coming trends involving ERGs
The pros and cons of cross-organizational ERGs

[25:56 - 35:56] Where can you find the resources to build ERGs at your company?

Why top-level leadership buy-in is paramount
The data you can (and cannot) collect from ERGs and how to do it properly

[35:57 - 37:31] Closing

Thanks for listening!

Quotes:

“People who are in employee groups—good employee groups . . . have higher engagement; are more productive; are more satisfied.”

“If you don’t have thorough buy-in from the top level, don’t bother [building an ERG].”

Resources:
ERG Leadership Alliance
American Confidence Institute
Alyssa's Books
Alyssa's podcast Real Confidence

Contact:
Alyssa's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Chris Fusco - How to Accurately Measure Your Employees' Job Satisfaction

Thu, 26 Sep 2024 11:00:00 -0000

Summary:

Chris Fusco is the SVP of Research and Content Creation at Salary.com and a career compensation professional who has worked in both corporate and consulting environments.

In this episode, Chris talks about defining job satisfaction in organizations; how to figure out if your employees are satisfied with their jobs; and what you can do if you find that your employees are not satisfied with their jobs.

Chapters:

[0:00 - 6:51] Introduction

Welcome, Chris!
Today’s Topic: How to Accurately Measure Job Satisfaction in Your Organization

[6:52 - 13:18] Why should we even care about job satisfaction?

Defining job satisfaction and how it affects employee retention
How to keep job satisfaction going

[13:19 - 21:15] How does a company know if its employees are satisfied?

Major indicators of job satisfaction
How transparency—not just with pay—can foster job satisfaction

[21:16 - 31:29] What can companies do about low employee satisfaction scores?

Fostering flexibility in the workplace and what that means
The importance of gathering data before making a change

[31:30 - 32:56] Closing

Thanks for listening!

Quotes:

“Sometimes organizations try to substitute money for satisfaction and wellbeing... not realizing it just doesn’t work that way.”

“Transparency, growth potential, and workload are the sweet spots for organizations to focus on to improve job satisfaction in 2025.”

Contact:
Chris' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Brandy Muse - Shifting from Mental Health Awareness to Mental Health Action

Thu, 19 Sep 2024 11:00:00 -0000

Summary:

Brandy Muse is a Learning Experience Designer for Children’s Hospital of Colorado as well as a consultant and designer with Muse LXD. She spent much of her former life navigating mental health issues at home which sparked a deep passion for mental health treatment and awareness.

In this episode, Brandy talks about her experience with mental health issues; the cultural norms surrounding mental health in the workplace; and how organizations can improve those norms and support their employees.

Chapters:

[0:00 - 5:24] Introduction

Welcome, Brandy!
Today’s Topic: Shifting from Mental Health Awareness to Mental Health Action

[5:25 - 23:52] How mental health became a key passion of Brandy’s

Brandy’s experience with mental health issues
The flaws in how many organizations navigate mental health

[23:53 - 33:43] How is mental health viewed in the workplace today?

What must be accepted when asking employees to bring their authentic selves to work
How organizations can normalize mental health

[33:44 - 39:56] How can we change cultural norms around mental health at work?

Bringing mental health professionals into the workplace
The detriment of tying our self-worth to our work

[39:57 - 41:52] Closing

Thanks for listening!

Quotes:

“Our [mental health] awareness is really loud, but our struggles are staying quiet.”

“[A mental health] professional walking around the [workplace] just normalizes mental health. It shows everybody that the company values this beyond just the benefits band-aid.”

Resources tab

How to build a mental health ERG

Contact:
Brandy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Suzanne Wertheim, PhD - Why Inclusive Language is Strategic and Effective in Business

Thu, 12 Sep 2024 11:00:00 -0000

The Inclusive Language Field Guide

Summary:

Suzanne Wertheim, Ph.D. is a researcher, consultant, and educator of strategic and effective language in business. She’s talked at conferences, annual events, and leadership summits about the why’s, the how’s, and the power of adopting inclusive language. She’s also the author of The Inclusive Language Field Guide.

In this episode, Suzanne talks about addressing fears surrounding poor communication; how context affects what might be considered acceptable (or offensive) language; and how we can strive for inclusive language without falling victim to politically-motivated narratives.

Chapters:

[0:00 - 6:01] Introduction

Welcome, Suzanne!
Today’s Topic: How to Communicate Better by Using Inclusive Language

[6:02 - 17:53] Suzanne’s response to people’s worries about poor communication

Why humans feel so compelled to comment on differences even if we know we shouldn’t
Communication dos and don’ts may look different for different people

[17:54 - 33:03] How does context influence how you should communicate?

Identifying and replacing existing biases
The key to replacing insensitive linguistic habits for good

[33:04 - 47:49] How do recent political events affect how we communicate?

The number one rule of inclusive grammar: reflect reality
How status affects how we communicate

[47:50 - 49:25] Closing

Thanks for listening!

Quotes:

“[One] principle of inclusive language is ‘show respect.’ . . . and showing respect for some people shows up differently than showing respect for other people.”

“Language skills build up slowly over time . . . it just takes time to get to that pattern recognition and get enough data into your brain.”

Resources tab

Dr. Wertheim’s Newsletter

Contact:
Dr. Suzanne's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Mark Scherer, PhD - How To Improve Your Emotional Intelligence and Why You Should

Thu, 05 Sep 2024 11:00:00 -0000

Summary:

Mark Scherer, PhD had been a life-long entrepreneur until a severe accident motivated him to pivot to coaching. In 2018, Mark founded Encompass Life, a professional training and coaching company, and developed Quantum Leap Technique™ coaching.

In this episode, Mark talks about the problems we face when we don’t work on our emotional intelligence; the processes we can use to gain control over and improve our emotional intelligence; and how improving our emotional intelligence can positively impact all aspects of life.

Chapters:

[0:00 - 5:49] Introduction

Welcome, Mark!
Today’s Topic: Improving Your Emotional Intelligence

[5:50 - 18:23] What is the problem?

How poor emotional intelligence stems from childhood woundings
The impact of being comfortably miserable in your “familiar zone”

[18:24 - 30:27] How to gain more control over your own emotional intelligence

Using the “Quantum Leap” technique
Using language to reframe and resolve issues

[30:28 - 42:11] How do improvements to emotional intelligence ripple throughout all aspects of life

How healing one aspect of your life will affect all other aspects
On managing emotional reactions at work and in life

[42:12 - 45:45] Final Thoughts & Closing

A brief comment on woundings in the workplace
Thanks for listening!

Quotes:

“To really have the life you love, you gotta find what limits you the most is also what you hate the most about yourself and what you defend the most.”

“What people fear the most is giving up their excuses—they fear giving up their identity. Who would you be if you didn’t have that fear?”

Contact:
Dr. Mark's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Minette Norman - Inclusive Leadership Demystified

Thu, 29 Aug 2024 11:00:00 -0000

Summary:

Minette Norman had spent three decades working in the Silicon Valley software industry when she realized that companies needed a new model for leadership. The outdated leadership styles of the mid-20th century were not going to attract and retain the up-and-coming talent of a younger generation. Today, Minette is an international speaker on inclusive leadership and the award-winning author of The Boldly Inclusive Leader.

In this episode, Minette talks about what it means to be an inclusive leader, the challenges organizations face when embracing inclusive leadership, and why inclusive leadership benefits everyone in an organization.

Chapters

[0:00 - 3:53] Introduction

Welcome, Minette!
Today’s Topic: Inclusive Leadership Demystified

[3:54 - 13:34] Minette’s career pivot from working in the software industry to becoming an award-winning author

There is no one size fits all management style
How management has (and hasn’t) changed in the last 75 years

[13:35 - 20:44] Key points from Minette’s book, The Boldly Inclusive Leader

Why leaders should not tiptoe into DE&I
Why psychological safety is necessary for DE&I

[20:45 - 28:25] The challenges organizations face when embracing inclusive leadership

Attracting talent when younger workers expect inclusivity
Why diverse hires alone cannot “solve” inclusivity

[28:26 - 29:42] Closing

Thanks for listening!

Quotes:

“You’re never going to get it all right as a leader, and so that openness to learning . . . is what we need more of.”

“Organizations that have a higher level of diversity and an inclusive culture have better innovation, better financial performance, and more engaged employees.”

Resources:
The Boldly Inclusive Leader
The Psychological Safety Playbook

Contact:
Minette's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jason Albert - Unpacking the EU AI Act

Thu, 22 Aug 2024 11:00:00 -0000

Summary:

Jason Albert is the Global Chief Privacy Officer at ADP. He’s worked at the intersection of technology and law for over 25 years and has focused on privacy and AI.

In this episode, Jason unpacks the new EU AI Act, how it will affect companies around the globe, and what they can do to prepare for this new regulation.

Chapters

[0:00 - 3:32] Introduction

Welcome, Jason!
Today’s Topic: Unpacking the EU AI Act

[3:33 - 8:35] What are the implications of the new EU AI Act?

The Act takes a horizontal approach to AI regulation that could affect companies globally
The importance of thinking through usage of AI and developing ethical principles

[8:36 - 14:43] What are the key points of the EU AI Act?

Breaking down the 3 main points of the Act
Using employee data in AI models for HR

[14:44 - 26:56] What can companies around the world do to be compliant with this new regulation?

Could GDPR provide a roadmap for compliance with the Act?
How quickly will the EU (and the rest of the world) have to comply?

[26:57 - 27:46] Closing

Thanks for listening!

Quotes:

“It’s important to know that [the EU AI Act] applies to organizations outside the EU if they supply AI systems in the EU or if the outputs of their systems will be used in the EU.”

“The EU AI Act addresses three key risk areas. . . . and it has different timelines for implementing these provisions depending on the risk category.”

Contact:
Jason's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Season Recap - A Look Back and a Look Ahead

Thu, 15 Aug 2024 11:00:00 -0000

Summary:

As Season 7 of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, guests, and key takeaways. They also revisit their predictions from last season and put forth some new predictions for the future of HR.

Chapters:

[0:00 - 7:31] Introduction

Welcome, David and Dwight!
Today’s Topic: Season 7 Recap

[7:32 - 22:42] Looking back at Season 7’s major topics and themes

Common themes from the season’s episodes
How HR technology has changed over time

[22:43 - 29:14] Revisiting emotion and vulnerability in the workplace

Being a human at work and not an emotionless machine
The challenges DEI leaders face

[29:15 - 45:52] David and Dwight’s predictions for the future of HR

Have we hit customer survey critical mass, and will we start to see push back?
Will more companies adopt a “lowest common denominator” pay transparency philosophy?

[42:53 - 43:55] Closing

Thanks for listening!

Quotes:

“AI is really driving a lot of the conversion [in HR Tech] . . . and will continue to do so.”

“Pay transparency is going to become something that companies have to de facto do because they operate in states or next to states, [that require it].”

Contact:
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Tonille Miller - How to Identify and Reverse Toxic Company Culture

Thu, 08 Aug 2024 11:00:00 -0000

Summary:

Tonille Miller is the founder of EXT - Experience and Transformation, a boutique consulting firm that helps organizations thrive in the ever-changing world of work. Tonille has over 15 years of experience working as a management consultant, an organizational psychologist, and an executive coach; and she has recently authored The Flourishing Effect: Unlocking Employee Thriving as Your Competitive Edge.

In this episode, Tonille defines good (and bad) company culture; explains how toxic company cultures arise; and advises on how to create and foster great company culture.

Chapters:

[0:00 - 2:43] Introduction

Welcome, Tonille!
Today’s Topic: How to Identify and Reverse Toxic Company Culture

[2:44 - 7:27] What are the many forms of company culture?

Why company culture is about more than just “Taco Tuesdays”
Who should be driving a company’s culture?

[7:28 - 18:21] How toxic culture manifests within an organization

Examples of situations that create a toxic company culture
How a company survives toxic culture coming from leadership

[18:22 - 26:49] What you can do to create a great company culture

Setting clear goals for the organization and then reverse engineering the best company culture to achieve those goals
The many ways to effectively measure company culture

[26:50 - 28:00] Closing

Thanks for listening!

Quotes:

“What data is showing is that most organizations that do focus on their culture see 4 times more revenue growth and stock prices over 800% higher [than] those that don’t.”

“There are surprisingly a lot of great ways to measure company culture…”

Resources:
Tonille's book
Tonille's website

Contact:
Tonille's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Nicholas Rhodes - How AI in the Workplace Can Improve Employee Experiences

Thu, 01 Aug 2024 11:00:00 -0000

Summary:

Nicholas Rhodes is the Founder and Creative Director of OutSnapped.com and an experience specialist in leveraging generative AI and machine learning to create memorable and engaging company events. In this episode, Nicholas defines generative AI and talks about how HR professionals can use it in the workplace to streamline processes, save valuable time, and possibly even eliminate biases.

Chapters:

[0:00 - 10:04] Introduction

Welcome, Nicholas!
Today’s Topic: How AI in the Workplace Can Improve Employee Experiences

[10:05 - 17:53] What is generative AI and what will it mean for the average HR professional?

Generative AI can be used as an entirely new (conversational) operating system
Using custom AI tools to assist with time-consuming tasks

[17:54 - 29:41] How can generative AI help HR?

AI is not currently influenced by human emotion
The pros and cons of the data used to build current generative AI tools

[29:42 - 39:35] How can HR professionals get started with generative AI?

Generative AI tools are currently more accessible than they may ever be
How organizations can use generative AI privately without putting proprietary data online

[39:36 - 41:26] Closing

Thanks for listening!

Quotes:

“[When using generative AI], no longer am I utilizing the operating system of the computer, I’m using literally a conversational operation system.”

“AI is really scary right now to a lot of folks . . . but it’s free right now, and these tools are not going to be free forever. ”

Contact:
Nicholas' LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Amber Ontiveros - Woundings That Drive Imposter Syndrome

Thu, 25 Jul 2024 11:00:00 -0000

Summary:

Amber Ontiveros is the Founder and President of Ontiveros and Associates, LLC, a professional change management firm. She’s been working in change management around equity and civil rights for about 25 years and has written federal civil rights laws used to determine discrimination. Amber is also the author of Heal the Four Woundings: A Guide to End Discord and Discrimination.

In this episode, Amber talks about the four woundings; why healing woundings has never been more relevant than it is today; and how people can overcome their woundings and overcome imposter syndrome.

Chapters:

[0:00 - 3:59] Introduction

Welcome, Amber!
Today’s Topic: The 4 Woundings That Drive Imposter Syndrome and Oppression at Work

[4:00 - 17:35] What are woundings?

Identifying the 4 woundings
Who can benefit from identifying and working on their woundings?

[17:36 - 29:50] How healing woundings can be applied to today’s environment

How today’s political turbulence can be viewed as beneficial
Why the first step is learning to stop caring about what other people think of you

[29:51 - 36:40] How can people overcome their woundings and imposter syndrome?

The importance of adopting a mindfulness habit
A tool to help you navigate difficult or upsetting events at work

[36:41 - 37:35] Closing

Thanks for listening!

Quotes:

“Neuroscience describes [the four woundings] as protective mechanisms to ensure you can keep self-esteem intact so you can overcome any situation and ultimately eat.”

“One of the very first things that I tell my clients is: you have to stop caring what other people think of you.”

Resources:
Ontiveros and Associates, LLC
Amber's Book

Contact:
Amber's LinkedIn
amber@aoassociates.biz

David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Lybra Clemons - Move Don't Prove With Data Informed Decisions

Thu, 18 Jul 2024 11:00:00 -0000

Summary:

Lybra Clemons is an executive coach and human capital and culture strategist with 20 years of experience in HR, DEI, and talent management. She has previously held HR leadership positions at major financial and fintech companies including Twilio, PayPal, and Morgan Stanley.

In this episode, Lybra talks about the difference between data driven and data informed decision making; the major issues surrounding making decisions without data; and how AI might affect our data focused processes.

Chapters:

[0:00 - 7:02] Introduction

Welcome, Lybra!
Today’s Topic: Move Don’t Prove With Data Informed Decisions

[7:03 - 17:08] “Data driven” vs. “data informed”

The importance of using data to “move not prove”
How data-rich and data-poor processes affect decision making

[17:09 - 26:15] What major issues surround non-data-informed decision making?

Using data (or implied data) to fit a narrative
AI’s role in data informed decision making

[26:16 - 37:16] How to prepare for AI assistance in the workplace

The importance of healthy skepticism
Leaders have an obligation to think critically and qualitatively about data

[37:17 - 38:08] Closing

Thanks for listening!

Quotes:

“Data informed goes along the lines of ‘we want to use data to move the needs’... versus to prove something.”

“This idea that everyone wants to be back in the office five days a week... this is where I think it’s the opposite of data driven; where there’s a lot of data and people just ignored it.”

Contact:
Lybra's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Heather Bussing - Unpacking Pay Equity and What It Really Means for Employers

Thu, 11 Jul 2024 11:00:00 -0000

Summary:

Heather Bussing has been a California employment attorney for over 30 years, has worked in the HR tech space for nearly 20 years, and is a newly published author! In this episode, Heather talks about why pay equity is so closely related to DEI&B, why American legislators are finally breaking new ground with pay equity laws, and what employers can do to improve pay equity in their organizations.

Chapters:

[0:00 - 9:07] Introduction

Welcome, Heather!
Today’s Topic: Unpacking Pay Equity and What It Really Means for Employers

[9:08 - 18:22] Why is pay equity a large part of DEI&B?

Pay equity is much more visible now thanks to HR technology
Reliable data is still critical for pay equity analysis

[18:23 - 27:19] Why is pay equity now a topic of discussion for American legislation?

Unpacking the evolution of pay legislation
Why more states haven’t yet passed pay equity legislation

[27:20 - 33:52] What can employers do to improve pay equity?

Pay equity is a compliance issue which can be very expensive
(Not legal) advice on how to follow the various pay equity regulations from various states

[33:53 - 34:55] Closing

Thanks for listening!

Quotes

“Along with [pay] transparency, needs to come education.”

“It is so much cheaper to throw money at your [employees] instead of your lawyers.”

Resources:
Get Pay Right book
Pay Equity

Contact:
Heather's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

NYCA Spring Panel - Tackling the New Complexities of Compensation Planning

Thu, 27 Jun 2024 11:00:00 -0000

Summary:

This episode is a recording of panel discussion that took place during the recent NYCA event in which Sean Luitjens, General Manager of total rewards analytics at Visier, Jackie Rubin, Associate Director of talent and rewards at Willis Towers Watson, and K.C. Weinraub, VP of total rewards at eHealth, answer questions posed by our very own David Turetsky.

In this episode, Sean, Jackie, and KC talk about the past, present, and future world of pay and tackling the new complexities of compensation planning.

Chapters:

[0:00 - 9:46] Introduction

Welcome, Sean, Jackie, and KC!
Today’s Topic: Tackling the New Complexities of Compensation Planning

[9:47 - 17:30] In what surprising ways does pay affect compensation planning?

Communication of compensation plans is increasingly becoming HR’s scope
Developing a data strategy before rolling out an AI strategy

[17:31 - 36:01] What pay decision issues are we anticipating for the rest of 2024?

Developing managers as opposed to “knighting” managers
How employees weigh compensation vs. benefits when looking for a jobs

[36:02 - 49:39] Predicting for changes in compensation planning in 2025

Why it might make sense to revise compensation plans more frequently
How pay increases might change in the future

[49:40 - 62:36] BONUS: What scares you about the future of pay?

Legislation regarding exempt vs. non-exempt employees

[62:37 - 63:28] Closing

Thanks for listening!

Quotes

“We have to train our managers and our leaders on how to talk about [compensation plans] to the populations within our organizations.”

“I think compensation planning will become more cyclical—three or four times a year. . . . I think that will help with the employee experience and with the manager experience.”

Contact:
Sean's LinkedIn
Jackie's LinkedIn
KC's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jonathan Whistman - How to Use AI to Improve Recruitment

Thu, 20 Jun 2024 11:00:00 -0000

Real-time Job Postings Salary Data
Jonathan's Book
WhoHire

Summary:

Jonathan Whistman is the author of The Sales Boss and current CEO of WhoHire, an AI-powered talent intelligent platform for the trades. In this episode, Jonathan talks about problems with current recruitment processes, how AI integration can fix those problems, and why leaders and managers may need to reframe how they think of AI in the workplace.

Chapters:

[0:00 - 6:08] Introduction

Welcome, Jonathan!
Today’s Topic: How to Use AI to Improve Recruitment

[6:09 - 11:29] What’s wrong with the current recruitment process?

People can inadvertently fall into patterns
High-value recruiters can spend a lot of time on application review

[11:30 - 23:31] Will HR’s implementation of AI eliminate the need of HR practitioners?

Pairing AI with automations for a more active recruitment process
AI should not discount the fact that HR processes still affect real people’s livelihoods

[23:32 - 43:47] Do leaders and managers need to reframe how they think about AI nowadays?

Technological growth is accelerating at an unforeseen rate
How the ever-changing world affects how leaders should view and run their businesses

[43:48 - 45:26] Closing

Thanks for listening!

Quotes

“When you’re looking at your hiring process, look at it as a two-sided coin where you really want to give as much control [as possible] to the applicant.”

“I think in the future we’ll have a life concierge that is an AI that knows us more intimately than we know ourselves and can proactively go out and find opportunities that we’re uniquely suited for. ”

Resources:

Contact:
Jonathan's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Kathy Hammond - Why Data is Critical When Hiring for High-Performance Sales Roles

Thu, 13 Jun 2024 11:00:00 -0000

Real-time Job Postings Salary Data
RecruitSolut

Summary:

Kathy Hammond is a B2B sales recruitment specialist who helps companies recruit and hire high-performing salespeople with the power data analytics. In this episode, Kathy talks about the biggest mistakes that both hiring managers and talent acquisition teams make when hiring for high-performance sales roles and how most of them can be avoided with a little bit of data analysis.

Chapters:

[0:00 - 5:08] Introduction

Welcome, Kathy!
Today’s Topic: Why Data is Critical When Hiring High-Performance Sales Professionals

[5:09 - 11:33] The biggest mistakes hiring managers make when hiring for sales positions

Not being able to able to identify (or even describe) a high-performing salesperson
How hiring managers build bias into their processes

[11:34 - 19:21] Common mistakes recruiters make when hiring for sales positions

Not referring to the data surrounding discovery and assessment of prospective hires
On the lack of relevant training for those involved in the hiring process

[19:22 - 30:56] How can hiring managers and the talent acquisition team get along?

It’s critical for leaders to understand the ins and outs of the sales process
How breaking down a job into its core responsibilities paves the path for more productive interviews

[30:57 - 32:03] Closing

Thanks for listening!

Quotes:

“There’s so much bias in the hiring process . . . and there are a lot of misconceptions around it.”

“You have to understand what the sales process is. It’s shocking that a lot of sales leaders have no idea—they cannot identify the various stages of their sales process.”

Resources:

Contact:
Kathy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Kimberly Bowen - Recruiting Talent in Niche Labor Markets

Thu, 06 Jun 2024 11:00:00 -0000

Real-time Job Postings Salary Data

Summary:

Kimberly Bowen is the Senior VP of Global Talent & Inclusion at Unum, a global financial protection benefits company. In this episode, Kimberly talks about recruiting talent in niche labor markets, how recruitment has changed since the pandemic, and why recruiting nationally (instead of locally) could benefit your company.

Chapters:

[0:00 - 7:51] Introduction

Welcome, Kimberly!
Today’s Topic: Recruiting Talent in Niche Labor Markets

[7:52 - 17:52] What’s the biggest challenge in recruiting and retaining talent in today’s job market?

After the pandemic, many workers moved to different parts of the country
Back-to-office vs. continuing remote work post-pandemic

[17:53 - 27:06] How do you approach recruiting employees after the pandemic?

Consider each employee’s unique situation and meet them in the middle
Building in-office expectations into company culture

[27:07 - 32:52] Should you consider recruiting nationally instead of locally?

Does your company have other offices where employees can work from?
There are more jobs than there are people looking for jobs

[32:53 - 35:24] Closing

Thanks for listening!

Quotes:

“[When recruiting for niche roles] companies have to look at what makes sense for their business from a cultural perspective and from a labor market perspective.”

“There’s a cultural component for us working on [projects together and in-person] that is very important for our growth as an organization. It strengthens and deepens our commitment to our values and our purpose.”

Resources:

Contact:
Kimberly's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Scott Greenberg - What Managers Get Wrong About the Hourly Workforce

Thu, 30 May 2024 11:00:00 -0000

Summary:

Scott Greenberg is a business keynote speaker, a business coach, and the author of Stop the Shift Show and The Wealthy Franchisee.

In this episode, Scott talks about the difference between salaried workers’ and hourly workers’ roles, needs, and expectations; what managers can do to genuinely motivate their employees; and why so many managers get company culture wrong.

Chapters:

[0:00 - 4:15] Introduction

Welcome, Scott!
Today’s Topic: What Managers Get Wrong About the Hourly Workforce

[4:16 - 12:15] What is the difference between hourly workers and salaried workers?

Why many hourly workers are not receiving the management and leadership they need
Why so many workers have leaned more on gig work in recent years

[12:16 - 19:52] What managers get wrong about hourly workers vs salaried workers

Why it’s important to distinguish hourly workers from salaried workers
How to tap into what actually motivates employees

[19:53 - 28:34] What can managers do to better work with hourly workers?

Why so many managers misunderstand company culture
Why mission statements are critical for workers and how to properly write one

[28:35 - 30:11] Closing

Thanks for listening!

Quotes:

“[Hourly workers have] really, really hard jobs and they need great management—they need great leadership. Most [hourly workers] are not getting it.”

“One universal soft need [of employees] is wanting to feel part of something, and that’s where culture comes into play. In my experience, most business owners, most managers, [and] most leaders don’t know what culture is.”

Resources:
Books by Scott Greenberg

Contact:
Scott's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Sean Luitjens - Why and How to Share HR Data Effectively

Thu, 23 May 2024 04:00:00 -0000

Summary:

Sean Luitjens is the General Manager of Total Rewards Analytics at Visier. With over 25 years of HR experience, he brings a wealth of knowledge around talent acquisition and compensation and benefits to the table.

In this episode, Sean talks about the hesitation some HR teams have when it comes to sharing their data; the hurdles they might face when trying to do so; and how they can best communicate their data analytics to help other departments solve business problems.

Chapters:

[0:00 - 4:40] Introduction

Welcome, Sean!
Today’s Topic: Why and How to Share HR Data Effectively

[4:41 - 14:25] Why can’t we all just get along around data analytics?

Different roles within an organization may use people data quite differently
The importance of communicating the context around the data you’re sharing

[14:26 - 25:37] Where organizations can benefit from sharing intra-company data

Addressing the “why” of how managers’ employees get paid
Where the science of compensation intersects the art of being a manger

[25:38 - 29:49] The biggest hurdles you face when trying to share HR data within a company

Deciding what data to show and how to communicate it to those outside HR
Consider how other departments (e.g., finance and marketing) leverage company-wide data

[29:50 - 30:37] Closing

Thanks for listening!

Quotes:

“I think the philosophy from some compensation [practitioners] is, ‘everyone understands pay because they get paid.’ And managers sometimes get caught in the other trap which is, ‘I get paid so how complicated can it be?’ There has to be some type of translation between those two.”

“[Managers] want to be nice, but . . . everyone can’t be a 5 because then you can’t create the dispersion to keep the talent you want. ”

Contact:
Sean's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Robyn Rodriguez - Empowering Women Leaders in HR

Thu, 16 May 2024 11:00:00 -0000

Summary:

Robyn Rodriguez is the Founder and CPO of Her HR Help Desk, an HR consulting firm that focuses on supporting women-owned businesses, career women, female founders, and women in c-suite roles. In this episode, Robyn talks about the challenges that women leaders face and the strategies they can employ to overcome those challenges without burning out.

Chapters:

[0:00 - 3:12] Introduction

Welcome, Robyn!
Today’s Topic: Empowering Women Leaders in HR

[3:13 - 10:38] What unique contributions do women bring to HR?

The power of leading with soft skills
Closing the gap between leading and decision making for women

[10:39 - 34:09] The consistent challenges women leaders in HR face

On being set up for failure due to unrealistic expectations
Why you have to take the time to advocate for yourself

[34:10 - 41:03] Robyn’s advice for women leaders looking to overcome the challenges they face

Why you should invest time in developing soft skills
Leveraging the younger generations’ push for change in the workplace

[41:04 - 42:54] Closing

Thanks for listening!

Quotes:

“I want to see more CHROs stepping up to develop the next leaders and making sure they’re prepared for the job. I think that would help alleviate impostor syndrome.”

“I’ve seen a lot of females in HR roles be the scapegoat for failures beyond their capacity of what they can do within an organization.”

Resources:
Her HR Helpdesk

Contact:
Robyn's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Becky Evan - How White DEI Professionals Can Decenter Whiteness

Thu, 09 May 2024 11:00:00 -0000

Summary:

Becky Evan is an Associate Professor at Metro State University’s College of Business and Management. Prior to her career in academia, she was a training and operations executive at Fortune 500 companies. She also a published researcher of diversity, equity, and inclusion (DEI) in organizations.

In this episode, Becky talks about her research on white DEI professionals' perception of their contribution to advancing workplace DEI.

Chapters:

[0:00 - 6:46] Introduction

Welcome, Becky!
Today’s Topic: How White DEI Professionals Can Decenter Whiteness

[6:47 - 14:53] What led to Becky’s research on white DEI professionals?

On the demographics of DEI leaders and teams
Defining, leveraging, and decentering whiteness

[14:54 - 21:02] What is the value in researching whiteness?

How to research an emotional topic, like whiteness, ethically and objectively
How workplace identities and external perceptions affect DEI

[21:03 - 33:47] How can we measure DEI?

Pulling qualitative information from quantitative data
How Becky’s research might help HR leaders

[33:48 - 34:52] Closing

Thanks for listening!

Quotes:

“I felt like there was a desire and a need to understand the role of dominant culture . . . within an organization”

“Many times when we’re looking at [HR] data, dominant culture becomes the comparison point.”

Resources:
Becky's Full Research Paper

Contact:
Becky's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Sally Loftis - Pay Equity Isn't Scary - Here's How and Why to Do It

Thu, 02 May 2024 11:00:00 -0000

Summary:
Sally Loftis is the Managing Director at Loftis Partners, an HR consulting firm focused on pay equity and organization development, especially within non-profits and small businesses.

In this episode, Sally talks about why and how more organizations should analyze their pay data.

Chapters:

[0:00 - 4:37] Introduction

• Welcome, Sally!

• Today’s Topic: Pay Equity Isn’t Scary: Here’s How and Why to Do It

[4:38 - 14:27] Why you can discover from analyzing pay data

• Comparing pay to other demographic markers

• Where do you begin?

[14:28 - 21:03]

• Pay equity extends beyond base pay into benefits, opportunities, and more

• Why it’s important for managers to have mature conversations about pay with their employees

[21:04 - 28:05]

• Start by simply having conversations

• How pay data analysis can lead to change management

[28:06 - 28:56] Closing

• Thanks for listening!

Quotes:

“It’s important to look at some of the demographic markers [around pay data] like department, gender, race and ethnicity, tenure, age—things like that. That’s when you start uncovering more of the inconsistencies in your data.”

“We need to communicate [pay data analysis] results with some actions.”

Contact:
Sally's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jacob Morgan - Leading With Vulnerability

Thu, 25 Apr 2024 11:00:00 -0000

Jacob Morgan is the author of best-selling books Leading With Vulnerability,
The Future Leader, and many more.
In this episode, Jacob talks about the key differences between simply being
vulnerable at work and leading with vulnerability, the power in leading with
vulnerability, and how doing so can improve your work relationships.

Chapters
[0:00 - 4:13] Introduction
• Welcome, Jacob!
• Today’s Topic: Leading With Vulnerability
[4:14 - 14:48] Vulnerability vs leading with vulnerability
• Why it’s important to pair vulnerability with solutions and action items at
work
• When and how to be vulnerable
[14:49 - 26:44] Why most people do not lead with vulnerability at work
• How to address the fear of being perceived as weak
• Promoting the wrong employees could “pollute the pond”
[26:45 - 32:38] Vulnerability at work vs vulnerability in our personal lives
• How relationships at work differ from relationships at home
• Why vulnerability and authenticity are not the same thing
[32:39 - 34:01] Closing
• Thanks for listening!

Quotes
“Leading with vulnerability is about talking about a gap [in competence,
knowledge, experience, etc.] that you have and then demonstrating what
you’re trying to do to close those gaps. ”
“The #1 response that came back [from 14,000 employees who were asked
why they were scared to lead with vulnerability at work] was, ‘I don’t want to
be perceived as weak or incompetent.”

Contact:
Jacob's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Discussing the Current State of Compensation - ADP MOTM 2024 Expert Panel

Thu, 18 Apr 2024 11:00:00 -0000

During ADP Meeting of the Minds 2024, David led a panel discussion about the current and future state of Compensation. He was joined by Demetrice Saulsberry, Sr. HRIS Manager at Trulite Glass & Aluminum Solutions, Garrett Valencia, Total Rewards & Payroll Manager at BSH Home Appliances Corporation, and Lyndsey Benson, VP of HR at Steve Madden.

In this episode, David and the panel of experts discuss some of the present day issues that Compensation practitioners face, upcoming events in 2024 that will
impact the world of HR, and how future technologies could help HR teams save valuable time and effort.

Chapters
[0:00 - 11:38] Introduction
• Welcome, Demetrice, Garrett, and Lyndsey!
• First, some context for the current state of HR
[11:39 - 26:33] Top 3 surprising HR events from 2023
• Surveys say that people do not think they’re being compensated fairly
• The relationship (or lack thereof) between compensation, cost of labor,
and cost of living
[26:34 - 41:52] Anticipations for HR changes in 2024
• How companies should approach job descriptions, pay ranges, and
career frameworks
• Total direct compensation and long-term incentives
[41:53 - 53:30] Looking forward to 2025
• How changes near the end of 2024 will impact organizations in 2025
• What about 2025 scares HR experts?
[53:31 - 54:12] Closing
• Thanks for listening!

Quotes
“If you haven’t published [geographic differentials for employee pay], then
it’s going to be a bigger problem for you because you’re making a one-off
decision if an employee decides to move.”
“When you’re deciding [an employee’s] pay, it’s the only time when you
have to reference the person [not the job].”

Contact:
Demetrice's LinkedIn
Garrett's LinkedIn
Lyndsey's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Robynn Storey - Writing Better Resumes with Storytelling

Thu, 11 Apr 2024 11:00:00 -0000

Robynn Storey is the owner of Storeyline Resumes, the largest privately held resume-writing service in the US. Storeyline has been helping senior-level and executive professionals write better, story-driven resumes for over 24 years.

In this episode, Robynn talks about how to use the power of storytelling to your advantage as your write or update your resume and how to find success in job searches.

Chapters

[0:00 - 5:01] Introduction

• Welcome, Robynn!

• Today’s Topic: Writing Better Resumes with Storytelling

[5:02 - 13:26] How can you build a better resume?

• Why your resume should tell a meaningful story and how

• How to navigate keyword requirements for ATS

[13:27 - 29:15] How to conduct the best possible job search

• Leverage multiple tools and people connections; don’t just rely on job boards

• What it means when a company instantly rejects you

[29:16 - 36:50] How to focus on your story when writing your resume

• Every story should be rooted in success

• How long should your resume be and how much of your experience should it include?

[36:51 - 37:55] Closing

• Thanks for listening!

Quotes

“What you need to be describing [on your resume] is your impact [at your company] and how that is being measured.”

“Use a combination of [job search tools]—don’t get so caught up on just using the job boards.”

Contact:
Robynn's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Mei Kim and Heidi Perloff - How to Make New HR Technologies Approachable for Everyone

Thu, 04 Apr 2024 11:00:00 -0000

Mei Kim is the Executive Director of Global Workforce Analytics at the
Estée Lauder Companies, and Heidi Perloff is the SVP of Global HR
Strategic Initiatives and Delivery Solutions at the Estée Lauder Companies.
In this episode, Mei and Heidi talk about some practices that made
adopting new technologies easier, whether they believe AI-based
technologies pose a threat or present an opportunity to the workforce, and
why it’s important to embrace data mindfulness in HR processes.

Chapters
[0:00 - 4:25] Introduction
• Welcome, Mei and Heidi!
• Today’s Topic: How to Make New HR Technologies Approachable for
Everyone
[4:26 - 14:06] What’s the difference between “digital” and “technology”
• “Technology is a thing; digital is a way of doing things”
• It’s ok for new technology to be difficult to adopt
[14:07 - 27:03] AI: opportunity or threat?
• AI helped Mei’s team win back 10+ hours of their week by minimizing
tedious processes
• The major threat lies in HR not knowing how to use AI technologies or
being curious about it
[27:04 - 37:24] What is data mindfulness?
• Analyze not only the data, but also the data flow and input processes as
well
• Will AI lull us into losing our critical thinking skills?
[37:25 - 39:14] Closing
• Thanks for listening!

Quotes
“HR VPs who embrace being digital and embrace the use of technology . . .
tend to go farther ahead in their careers than others who don’t.”
“Yes, we can get automation from AI, but it’s really the augmentation of
what it enables us to do as human beings that is super exciting.”

Contact:
Mei's LinkedIn
Heidi's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Martin Low - Why For a Business People are More Important Than Its Technologies

Thu, 28 Mar 2024 11:00:00 -0000

Martin Low is the Founder and CEO of On Plane Consulting, a consulting firm that helps small businesses and startups optimize and scale. Having held HR Director positions at multiple successful companies, Martin bring a wealth of experience to the table.

In this episode, Martin talks about the fact that despite the evergreen landscape of new and emerging technologies, businesses still need one essential resource: people.

Chapters

[0:00 - 9:17] Introduction

• Welcome, Martin!

• Today’s Topic: Why A Business’ People are More Important Than Its Technologies

[9:18 - 18:23] Why can’t businesses just rely more on technology and less on people?

• If you rely less on people, those you do rely on will matter much more

• Emerging technologies likely won’t replace people so much as improve their productivity

[18:24 - 27:15] As someone in HR, how do you facilitate technological change within your business?

• Good data and insights into a business’ current state are essential

• Why HR practitioners should be business minded (and vice-versa)

[27:14 - 38:00] How HR practitioners can drive progress within their business

• Data will help you identify problems and build a business case for the solution

• Building a solution for reducing the people cost of a business

[38:01 - 38:55] Closing

• Thanks for listening!

Quotes

“[HR] data will do a couple of things for you: . . . it’ll tell you if you really have a problem, and it’ll help you show others that it might be.”

“If you can [reduce the people cost of a business] by 1 or 2%, it’s night-and-day for the profitability because that can all drop straight down to the bottom line.”

Contact:
Martin's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jason R. Thompson - Move from Theoretical DE&I to Practical DE&I by Using HR Data

Thu, 21 Mar 2024 11:00:00 -0000

With over 25 years of leadership in DE&I, Jason R. Thompson is the
creator of the CAPE Inclusion model and the author of Diversity and
Inclusion Matter. He led DE&I programming for a community of 150K
students and faculty at Western Governors University; he influenced DE&I
strategies for over 1,000 global startups at Techstars; and he helped the
US Olympic Committee set new standards for DE&I in sports.

In this episode, Jason talks about how HR data can help businesses take
practical steps toward improving their DE&I and growing strategically.

Chapters
[0:00 - 4:52] Introduction
• Welcome, Jason!
• Today’s Topic: Using HR Data to Progress from Theoretical DE&I to
Practical DE&I
[4:53 - 15:01] How has Jason done DE&I differently than those around
him?
• Outsource consultants and data scientists to help clean up HR data
• The problem with over-assigning unpaid special projects for the sake of
employee growth
[15:02 - 23:12] How to use HR data to create a DE&I scorecard
• Exploring the DE&I journey of US Olympic teams
• How DE&I and strategic growth are directly connected
[23:13 - 28:04] How does a DE&I scorecard help an organization move
forward?
• Creating reasonable DE&I expectations based on turnover rates
• Diversity in leadership
[28:05 - 29:35] Closing
• Thanks for listening!

Quotes
“Diversity is a noun—it’s the outcome of actually managing some [HR]
data.”
“From a strategic point of view . . . if you looked at the [DE&I] data, you
would say, ‘In which demographics do we have the best opportunity to
grow?’”

Contact:
Jason's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Garry Straker - Will These Surprising HR Trends From 2023 Continue Into 2024

Thu, 14 Mar 2024 11:00:00 -0000

Garry Straker is a Senior Compensation Consultant at Salary.com. As a
total rewards professional with over 20 years of experience, he’s worked
with a diverse range of businesses, higher education institutions, and
non-profit entities.

In this episode, Garry talks about some surprising trends from 2023 and
whether he thinks they will carry into 2024.

Chapters
[0:00 - 3:07] Introduction
• Welcome, Garry!
• Today’s Topic: Will HR Trends from 2023 continue into 2024 and
beyond?
[3:08 - 10:15] Surprising trends of 2023
• Pay transparency legislation lost some of its momentum
• Labor unions had a high-profile year and made some big moves
[10:16 - 25:16] HR trends that will impact 2024
• AI and its role within HR
• Employers will benefit from better managing their internal labor markets
and developing employee skills
[25:17 - 40:22] Garry’s predictions for 2024, 2025, and beyond
• Even in the event of a change in administration, the economy is probably
going to chug along
• Salary budgets and their tie to the labor market
[40:23 - 49:05] Q&A and Closing
• Answering some questions from the webinar audience
• Thanks for listening!

Quotes
“The labor market is going to look very different in 2024, and it’s going to be
important for employers to better manage their internal labor markets.”
“If [employees] are underperforming, . . . [companies] need to have the
systems and processes in place to be able to identify that and address it
quickly.”

Contact:
Garry's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Amy Butchko - 4 Steps to Better Enterprise Talent Acquisition

Thu, 07 Mar 2024 12:00:00 -0000

Amy Butchko is the Talent Acquisition Vice President at Maximus, where
she’s focused on helping organizations recruit IT talent at scale. Her
experience brings insights into both acquiring talent and communicating
talent acquisition data.
In this episode, Amy talks about the challenges surrounding talent
acquisition data and the steps you can take to solve them.

Chapters
[0:00 - 5:45] Introduction
• Welcome, Amy!
• Today’s Topic: 4 Steps to Better Enterprise Talent Acquisition
[5:46 - 12:16] What is the biggest challenge with talent acquisition today?
• Challenges with where are how quickly are you going to find your next
hire
• Solving the data problems within talent acquisition
[12:17 - 21:20] How do you develop talent acquisition acumen within HR
teams that yield desirable results?
• Identify the core requirements needed for candidates
• Considering skill level vs legacy requirements (e.g., degree requirements)
[21:21 - 29:07] How do you create a narrative around recruitment data?
• The narrative should be built around the circumstances and goals
surround recruitment
• Learn who you’re presenting to and how to best communicate the data to
them
[29:08 - 30:09] Closing
• Thanks for listening!
Quotes
“The thing that’s really important is finding people who can help bridge the
gap between all those seemingly irrelevant data points and turn them into
something that looks like an executive could understand it.”
“If you can home in on a couple of things that are really, strongly impacting
your business, measure them effectively, and tell a story consistently, [you
will be able to transfer data narratives]."

Contact:
Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Perry Doody - How HR Teams Can Pivot From Being Tactical to Being Strategic

Thu, 29 Feb 2024 12:00:00 -0000

Perry Doody is the owner of Above the Rings Consulting and Performance. After
over 10 years as the founding partner and president of CompTrak, Perry sought
to continue his career in consulting with a newfound approach that combines
insights from the worlds of business and fitness.

In this episode, Perry talks about how people are an important asset to
companies and why it’s critical for HR teams to be more strategic.

Chapters
[0:00 - 6:12] Introduction
• Welcome, Perry!
• Today’s Topic: How HR Teams Can Pivot From Being Tactical to Being
Strategic
[6:13 - 12:57] What differentiates a good HR department from a great HR
department?
• The CEO must recognize that HR is a critical component to the overall
business
• People need to focus on doing less and doing it well, instead of doing a lot of
things in a mediocre way
[12:58 - 17:07] Is busy work holding HR back from being more strategic?
• Adapting legacy systems to new needs can often be more difficult than building
new systems from scratch
• HR teams should add people from diverse backgrounds
[17:08 - 29:27] What enables a company to pivot from being tactical to being
more strategic?
• What is the CEO’s relationship with HR and its goals?
• How bad administrative decisions can antagonize HR strategies
[29:28 - 30:53] Closing
• Thanks for listening!

Quotes
“People are [a company’s] capital—they are an asset, and I don’t think every
company looks at it that way. The strategic ones do.”

“Becoming more strategic involves change, and a lot of us are resistant to
change, . . . but the way you get over this is by looking to competitors, other
industries, and even your personal life.”

Contact:
Perry's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jason Averbook - Why Data Fitness is More Important than an AI

Thu, 22 Feb 2024 12:00:00 -0000

Jason Averbook is a Senior Partner at Mercer and a global leader in HR
transformation. He has more than 25 years of experience in the HR and
technology industries, and he has guided industry-leading companies
through strategic HR transformations.
In this episode, Jason presents his takeaways from 2023 and talks about
how current HR trends will shape the future of the industry.

Chapters
[0:00 - 5:10] Introduction
• Welcome, Jason!
• Today’s Topic: Perspectives on HR and Emerging Technologies
[5:11 - 20:51] Jason’s takeaways from 2023
• 2023’s geopolitical events had significant mental health implications for
American workers
• Many organizations who have ignored their data are just now starting to
uncover its flaws
[20:52 - 29:20] Is 2024 the year of mass AI integration for HR?
• Generative AI will help us see where our data problems are, but we may
still need to solve the problems themselves
• Data fitness should be prioritized before a generative AI rollout
[29:21 - 35:20] How will emerging technologies affect HR one year from
now, in 2025?
• HR will be doing much less “hands work” and much more “heads work
and hearts work”
• Will HR roles be replaced by new technologies?
[35:21 - 36:24] Closing
• Thanks for listening!

Quotes
“AI has exposed the fact that organizations that don’t have good data can’t
use [tools like large language models].”
“The unlearning effort of 2024 to prepare for 2025 is more than the
technology effort—it’s more than the data effort.”

Contact:
Jason's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Season Recap - Predictions for the Future of HR

Thu, 08 Feb 2024 12:00:00 -0000

Summary:

As Season 6 of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, guests, and key takeaways. They also revisit their predictions from last season and put forth some new predictions for the future of HR.

Chapters:

[0:00 - 5:51] Introduction

Welcome, David and Dwight!
Today’s Topic: Season 6 Recap

[5:52 - 15:26] Looking back at Season 6

Revisiting episodes, topics, and common themes
Key takeaways from Season 6

[15:27 - 24:30] Looking forward to Season 7

Training, job searching, and other topics to look forward next season
Continuing coverage of HR conferences

[24:31 - 36:30] David and Dwight’s predictions for the future of HR

ESG and DEI will see a lot of pushback as they continues to grow
AI’s time in the headlines will slow down its rollout in HR

[36:31 - 40:03] Final Thoughts & Closing

Thanks for listening—we’ll be back soon with Season 7!

Quotes:

“My prediction is that we’re going to see a ton of upheaval in the ESG space as well as the DEI space [in the next six months].”

“Because of some of the court cases and backlash, . . . I think we’re going to start to see more clamping on what AI can do in the world of HR.”

Contact:
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Don Weinstein - Using HR Data Analytics to Drive Business Insights

Thu, 01 Feb 2024 12:00:00 -0000

Summary:

Don Weinstein, most recently the former Chief Product and Technology Officer at ADP, has spent 35 years of his career working at Fortune 500 companies. With over half of those years being spent in HR roles, he’s acquired valuable knowledge about human capital management and HR data analytics.

In this episode, Don talks about how some organizations have leveraged HR data to produce valuable business insights and what steps other organizations can take to get to that point.

Chapters:

[0:00 - 4:27] Introduction

Welcome, Don!
Today’s Topic: Using HR Data Analytics to Drive Business Insights

[4:28 - 14:53] How to turn HR data into business insights

Data analytics is often under-utilized in human capital management
Why payroll data is uniquely important

[14:54 - 22:32] Critical lessons from the early days of HR analytics

The value of sharing data and insights with everyone in an organization (not just HR)
How HR can “get a seat at the table” with data analytics

[22:33 - 30:31] How mature are HR data analytics and how will they further develop in the future?

Why adoption of HR data analytics is still low despite increase awareness and interest
The head of HR needs to be the steward for HR data analytics

[30:32 - 31:54] Closing

Thanks for listening!

Quotes:

“When [HR] has the facts, and the analytics, and the data, [they] can make a real impact in an organization.”

“Many organizations are still suffering from limited adoption [of HR data analytics] and one of the things that’s still hindering them is poor data quality.”

Contact:
Don's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Karen Catlin - Creating More Inclusive Workplaces with Everyday Acts of Allyship

Thu, 25 Jan 2024 12:00:00 -0000

Summary:

Karen Catlin is a 25-year veteran of the tech industry turned leadership coach, acclaimed author, and speaker on inclusive workplaces. She coaches women to be stronger leaders and men who want to be better allies for underrepresented groups.

In this episode, Karen talks about the Better Allies approach and creating more inclusive workplaces with everyday acts of allyship.

Chapters:

[0:00 - 3:54] Introduction

Welcome, Karen!
Today’s Topic: Creating More Inclusive Workplaces with Everyday Acts of Allyship

[3:55 - 13:07] What gets in the way of people actually becoming more inclusive?

Being a better ally means getting comfortable with making mistakes
Why it’s important to learn how to properly apologize

[13:08 - 24:13] Tangible actions that can help you become a better workplace ally

The 7 roles allies can play
Example of being a sponsor, an amplifier, and an up-stander

[24:14 - 31:11] How allies can help course-correct larger systemic issues

Being a knight vs being an ally and why they’re not the same thing
Even if you’re not a leader, you can drive systemic changes at your company

[31:12 - 32:08] Closing

Thanks for listening!

Quotes:

“People don’t want to be better allies, or speak up, or do something because they are afraid of getting it wrong.”

“You can take action for one person, but then ask yourself if there’s something you can do to have a larger, systemic impact that really would be ideal for your organization.”

Resources:
Karen's Books

Contact:
Karen's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky and Katie Stukowski - HR Tech 2023 - Pay Trends Dominating 2024

Tue, 23 Jan 2024 12:00:00 -0000

Summary:

The HR Technology Conference 2023 was held in Las Vegas, Nevada in October 2023 and our very own David Turetsky and Katie Stukowski presented on the pay trends that will dominate 2024.

In recent years, the landscape of pay practices has undergone significant transformations. From employee demands for greater pay transparency and equity, to the growing importance of accurate job descriptions and skills assessments, to the unpredictable twists of a volatile economy, HR teams are adapting at lightning speed. This session will review anticipated pay trends for 2024 and how employers can use data and technology to stay ahead of these developments.

In this episode, David and Katie talk about salary trends, pay equity trends, technology trends, and more.

Chapters:

[0:00 - 3:30] Introduction

This episode was recorded live at the HR Technology Conference in October 2023!
Today’s Topic: Pay Trends Dominating 2024

[3:31 - 18:32] Business and compensation trends

How pay influences the psychology of how employees work
Differentiating performance with low increase percentages

[18:33 - 38:54] Pay equity and the skills taxonomy

Pay equity is not a “nice to have” anymore—it’s the rule
Why job descriptions and career frameworks influence employee retention

[38:55 - 54:03] Competitive pay and market pricing

The impact pay transparency can have on hiring and retention
What to do about AI when it starts “working” for your company

[54:04 - 56:47] Closing

Thanks for listening!

Quotes:

“Compensation is the link between the employee and the employer to build the trust that they are valued within that organization, and you can’t get compensation right without accurate job descriptions.”

“Pay equity is the right thing to do. That’s equal pay for comparable work that is internally equitable, externally competitive, and transparently communicated.”

Resources:
Surveys

Contact:
David's LinkedIn
Katie's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Oshri Cohen - Technical Recruiting is Broken—Here's How to Fix It

Thu, 18 Jan 2024 12:00:00 -0000

Summary:

Oshri Cohen is the founder of RedCorner, a CTO as a Service agency that provides organizations with highly skilled and experienced ex-CTOs who specialize in whatever industry, business model or engineering culture is needed. In this episode, Oshri talks about the current issues with technical recruiting and what we can do to fix them.

Chapters:

[0:00 - 4:13] Introduction

Welcome, Oshri!
Today’s Topic: Technical Recruiting is Broken—Here’s How to Fix It

[4:14 - 17:44] What is technical recruiting?

Technology changes at a such a rapid pace that it can be difficult for HR to stay informed
Flaws in poorly-executed technical recruiting

[17:45 - 28:33] What can be done to improve the technical recruiting experience?

Fixing technical recruiting issues from the top down
Why it’s critical for HR and technical managers to work together for technical recruiting

[28:34 - 35:27] How will generative AI affect the world of technical recruiting

How technical knowledge requirements have changed as technology has evolved
Practices that make technical recruiting more accessible

[35:28 - 36:19] Closing

Thanks for listening!

Quotes:

“[Companies should have proper technical leadership where the CTO is a business-minded individual and understands how to talk outside of their technical sphere.”

“If you ask [ChatGPT] to write a specify function that does one small thing, it can do that beautifully, but it writes code like a junior developer.”

Resources:
RedCorner

Contact:
Oshri's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Sean Luitjens - HR Tech 2023 - Leveraging People Analytics for Compensation Allocation

Tue, 16 Jan 2024 12:00:00 -0000

Summary:
Sean Luitjens is a General Manager of Total Rewards Analytics at Visier. He has over 25 years of experience working on talent acquisition software and compensation benefits software for various companies. In this episode, Sean talks about how people analytics can help businesses make informed decisions about compensation allocation and pay equity.

Chapters:
[0:00 - 4:30] Introduction
•Welcome, Sean!
•Today’s Topic: Leveraging People Analytics for Compensation Allocation

[4:31 - 11:36] Why is it difficult to allocate compensation despite all the technology available?
•HR practitioners are asked to differentiate pay while also making it equitable
•An increasing amount of data must be pulled together to make a business case for the CFO

[11:37 - 22:14] How do companies address pay equity in relation to talent retention?
•Why most companies are implementing long-term pay equity remediation plans
•Sometimes doing the right thing means that organizations need to endure some turnover

[22:15 - 26:18] What could companies do to start fixing their pay inequities?
•Build a foundation of tools to identify pay equity issues and develop a pay philosophy to address those issues
•Companies should not be afraid to be wrong

[26:19 - 26:57] Closing
•Thanks for listening!

Quotes:
“At a high level, the [HR] practitioner is being asked to pay differently but the same.”

“Don’t be afraid to be wrong . . . The good and the bad with pay equity is that you can’t fix it on one given day, so you have the ability to aim, fire, aim, fire as you go.”

Contact:
Sean's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Schon Parris - How to Start Making Data-Driven HR Decisions

Thu, 11 Jan 2024 12:00:00 -0000

Summary:

Schon Parris is the Future of Work Practice Leader at ADP where he helps clients better use their data to make well-informed business decisions. In this episode, Schon talks about what typically prevents HR teams from effectively using the data available to them and how they can overcome those obstacles and start making data-driven decisions today.

Chapters:

[0:00 - 5:46] Introduction

Welcome, Schon!
Today’s Topic: How to Start Making Data-Driven HR Decisions

[5:47 - 12:10] What gets in the way of HR using data successfully?

There needs to be an advocate that is willing to initiate new data analytics processes
Numbers alone do not deliver the context required to tell the full story behind the data

[12:11 - 18:01] Client success stories and commonalities among them

Formulate hypotheses and then discuss them with those involved to gather additional information
Data will not solve problems so much as direct attention toward them

[18:02 - 28:01] What are clients building into their models to accommodate AI?

AI can provide insights that would have previously been very difficult to gather and help direct HR’s focus to unnoticed problems
There’s no need to fear that AI will replace human workers

[28:02 - 30:19] Final Thoughts & Closing

Keep it simple and start
Thanks for listening!

Quotes:

“Somebody has to take it upon themselves to make [data analytics] important. . . . Unless you have at least one person that’s going to dive in and do the work, it’s not going to go anywhere.”

“There’s no need for someone within HR to fear the evolution of AI stealing [their job].”

Contact:
Schon's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Mark Stelzner - HR Tech 2023 - How to Make Sense of Disaggregated HR Data

Tue, 09 Jan 2024 12:00:00 -0000

Summary:

Mark Stelzner is the Founder and Managing Principal at IA, HR “anti-consultants” who specialize in distilling key points from large amount of HR data. In this episode, Mark talks about the various tools HR practitioners can use to help organizations make sense of their data and streamline their processes.

Chapters:

[0:00 - 2:37] Introduction

Welcome, Mark!
Today’s Topic: How to Make Sense of Disaggregated HR Data

[2:38 - 10:20] What new observations surprised us at HR Tech 2023?

Unprecedented organizational instability has brought on more decision paralysis than usual
How seeking out human connection can counter the pressure to embrace rapid change

[10:21 - 20:20] Where have we seen AI impact other (non-HR) departments of organizations?

AI is a prime tool for industries that have trusted but disaggregated sources of data
Bias and preference in AI’s development are still large concerns for many organizations

[20:21 - 32:19] How can practitioners approach organizations that might be reluctant to change?

Why fear gets in the way of logically moving toward cleaner data and streamlined processes
The first step toward change may be raising situational awareness

[32:20 - 32:59] Closing

Thanks for listening!

Quotes:

“If you wan to ideate about [implementing disruptive technologies], you have to derive prioritized use cases.”

“If it’s never been written down how [current processes work] or if we’re inferring how [current processes work], we don’t know what we’re moving from and to.”

Resources:
IA HR

Contact:
Mark's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Brian Escobar and Walter William Duncan III - How to Demystify Paychecks for Employees

Thu, 04 Jan 2024 12:00:00 -0000

Summary:

Brian Escobar is the Director of Human Resources Operations at Endeavor Schools, and Walter William Duncan III is the Payroll Manager at Endeavor Schools. Brian and Walter co-host the podcast It’s About Payroll, a weekly podcast designed to help spread knowledge about pay.

In this episode, Brian and Walter talk about why organizations can find empowerment in treating their employees like customers when it comes to payroll.

Chapters:

[0:00 - 7:59] Introduction

Welcome, Brian and Walter!
Today’s Topic: How to Demystify Paychecks for Employees

[8:00 - 15:43] Why is it important to educate employees about their pay?

Many employees these days don’t look at (or understand) their paycheck
Is there a cheatsheet to understanding your paycheck?

[15:44 - 22:55] What are the most common challenges in educating people about their pay?

There are few educational resources that focus on demystifying pay
Paychecks are not just paychecks anymore

[22:56 - 28:21] How can we better educate people on taxes?

Guiding employees to specific tools and resources that can educate them
Taking a more proactive role toward educating their employees

[28:21 - 29:43] Closing

Thanks for listening!

Quotes:

“[As an employer], you want your employees to be financially savvy.”

“[The key to understanding income taxes] is consuming multiple resources until you understand it, and that’s the thing: the resources are scarce.”

Resources:
It's About Payroll!
Walt's personal SoundCloud from his one fun thing

Contact:
Brian's LinkedIn
Walter's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Robert Mattson - HR Tech 2023 - The Four Ingredients of Masterful Communication

Tue, 19 Dec 2023 12:00:00 -0000

Summary:

Robert Mattson is a Principal at INTRIGUE Communications and Coaching, a marketing and messaging consultancy based on the idea that stories connect people to each other, their interests, and brands. In this episode, Robert talks about how you can communicate by telling stories that will resonate with your audience.

Chapters:

[0:00 - 9:18] Introduction

Welcome, Robert!
Today’s Topic: The Four Ingredients of Masterful Communication

[9:19 - 17:51] What is the key to effective communication?

Start with the audience’s motivations and (if present) the elephant in the room
The optimal time and place to have a meeting
Why you should over-communicate the context of a conversation

[17:52 - 25:59] How does expectation-setting set the framework for conversations?

How setting expectations can help you avoid bad reactions to good news
Have a plan for any conflict that might arise from the conversation

[26:00 - 32:04] How do you tell someone that they should improve their emotional communication skills?

Look at the existing challenges in your communication and assume it’s not a “them” problem
Be curious and non-judgmental

[32:05 - 33:09] Closing

Thanks for listening!

Quotes:

“One thing people tend to be bad at is setting painfully clear expectations.”

“Look at the challenges you have in your communication . . . and always take responsibility that there’s something you can do to improve the situation.”

Resources:
INTRIGUE

Contact:
Robert's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Alexandra Levit - How Good Talent Intelligence Benefits Recruitment and Retention

Thu, 14 Dec 2023 12:00:00 -0000

Summary:

Alexandra Levit is a workplace futurist, a bestselling author and the Founder and CEO of Inspiration at Work, a woman-owned futurist consulting business with the goal of preparing organizations and their employees to be competitive and marketable in the future business world.

In this episode, Alexandra talks about talent intelligence and how it has helped organizations with recruitment and retention.

Chapters:

[0:00 - 5:23] Introduction

Welcome, Alexandra!
Today’s Topic: How Good Talent Intelligence Benefits Recruitment and Retention

[5:24 - 15:58] What does the future currently look like for the world at work?

If in doubt about where to start, start with job redesign and creating a meaningful employee experience
Employees will not be replaced by AI, they will be replaced by people who can work with AI

[15:59 - 31:24] How does talent intelligence help with recruitment and retention?

Auditing existing data for bias for better talent intelligence is critical to its success
How the public sector is leveraging talent intelligence well

[31:25 - 41:17] What can you do today to take advantage of talent intelligence?

Explore internal mobility and reskilling opportunities within your organization
Why the future of work may not be the “back to office” movement we’re currently seeing

[41:18 - 42:11] Closing

Thanks for listening!

Quotes:

“What we’re seeing now is that . . . organizations don’t have a good handle on the skills of the existing workforce.”

“When [the states of New York and Indiana] put their talent intelligence systems together, . . . they were able to pipeline a whole bunch more people into those open jobs that employers had and keep them from leaving the state.”

Resources:
Alexandra's website
Inspiration at Work
Deep Talent: How to Transform Your Organization and Empower Your Employees Through AI book
Humanity Works: Merging Technologies and People for the Workforce of the Future book
They Don't Teach Corporate in College book

Contact:
Alexandra's LinkedIn

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Susan Richards and Teri Zipper - HR Tech 2023 - How HR Might Be Revamped by the Next Generation of HR Practitioners

Tue, 12 Dec 2023 12:00:00 -0000

Summary:

Sapient Insights Group is a women-owned, research and advisory firm that is the proud organizer behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner) and Teri Zipper (CEO & Managing Partner).

In this episode, Susan and Teri talk about the changing of the guard that HR may soon experience with its newer and younger practitioners joining the workforce.

Chapters:

[0:00 - 9:22] Introduction

Welcome, Sapient Insights Group!
Today’s Topic: Why the Next Generation of HR Practitioners may be ready to revamp HR

[9:23 - 19:05] How the world at work for HR is about to change

New HR practitioners are asking “why” often
How AI regulations will affect the workforce

[19:06 - 27:55] How will the next generations of HR practitioners challenge existing systems?

Who will be responsible for both the good and the bad of AI in HR?
The push for empathetic HR

[27:56 - 34:53] Where to employees and companies stand on ESG?

How employees feel about ESG
Will newer employees fight for more of a focus ESG?

[34:54 - 37:11] Closing

Thanks for listening!

Quotes:

“The next generation of HR professionals, who didn’t grow up in a compliance environment, [will make] a push toward empathetic HR.”

“[In a survey we conducted that] had participants from all walks of life—all backgrounds, all races, all education levels, and all employment levels— . . . everybody was concerned about how an organization treats the environment.”

Resources:
Sapient Insights

Contact:
Susan's LinkedIn
Teri's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Marc Miller - How AI Will Impact Human Resources

Thu, 07 Dec 2023 12:00:00 -0000

Summary:

Marc Miller is the President and Founder of Marc S. Miller Associates, Adjunct Professor of Management of Technology at New York University, and the Author of The Death of HR: Who Killed H. (Harriet) R. (Rose) Job?

In this episode, Marc talks about some of the biggest promises and pitfalls presented by AI as well as how it has already been integrated into both HR and our daily lives.

Chapters:

[0:00 - 6:58] Introduction

Welcome, Marc!
Today’s Topic: How AI Will Impact Human Resources

[6:59 - 15:44] Where has AI been and how did it affect HR in the past?

AI has been around for decades, but it’s recently come into public consciousness
Recruiting has both the most to gain and the most vulnerabilities from using algorithms

[15:45 - 25:20] Is AI becoming better for HR to adopt?

It all comes down to HR staff knowing how to tell a story
Will AI lead to human workers being obsolete?

[25:21 - 37:20] Does HR have to worry about AI?

Regulation will have a major impact on how HR adopts AI
How do universities choose to integrate AI into their curriculum?

[37:21 - 38:08] Closing

Thanks for listening!

Quotes:

“[The successful implementation of AI in HR] is all about the ability for HR to have staff that knows how to tell a story.”

“At this point, [regulation around AI] has been a lot of fear, uncertainty, and doubt. . . . Let’s do what we can to, if not embrace, at least understand AI.”

Resources:
Marc S. Miller Associates
The Death of HR book

Contact:
Marc's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Al Adamsen - HR Tech 2023 - Thoughtfully Integrating AI Into the Workplace Experience

Tue, 05 Dec 2023 12:00:00 -0000

Summary:

Al Adamsen is the Founder and CEO of People Analytics & Future of Work, an organization that specializes in providing events and resources about people data, analytics, AI, and more. In this episode, Al talks about how organizations can properly plan to efficiently integrate AI into their workforce without unnecessarily adding stress to their employees. He also talks about how a company can know if it’s actually ready to adopt AI.

Chapters:

[0:00 - 4:35] Introduction

Welcome, Al!
Today’s Topic: How to Thoughtfully Integrate AI Into the Workplace Experience

[4:36 - 14:07] With AI developing so quickly, how can HR get ahead of it?

Developing continuous work strategies for the age or perpetual disruption
Yes, AI will make work more efficient but it will also introduce more jobs

[14:08 - 20:54] On being thoughtful about AI and the human experience at work

Few companies are truly employing AI efficiently and seeing measurable improvements
How to navigate employees’ concerns about privacy

[20:55 - 22:44] What concerns are we currently seeing related to the integration of AI

Are businesses actually ready to adopt AI?

[22:45 - 23:21] Closing

Thanks for listening!

Quotes:

“[Organizations have to adopt a] continuous work strategy in the age of perpetual disruption.”

“There’s an underlying assumption that AI is going to make people more efficient and effective, . . . and what I’m concerned about is that leaders are going to say, ‘. . . I’m going to need less people.’ ”

Resources:
PAFOW
Al's Podcast

Contact:
Al's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Yasmine Mustafa - Workplace Violence and Its Effect on HR

Thu, 30 Nov 2023 12:00:00 -0000

Summary:

Yasmine Mustafa is the Co-founder and CEO of ROAR, the designers of a wearable panic button solution that uses proprietary technology to increase workplace safety across organizations and prevent workplace violence.

In this episode, Yasmine talks about workplace violence, why it seems to be worse today than ever, and how it affects HR.

Chapters:

[0:00 - 7:56] Introduction

Welcome, Yasmine!
Today’s Topic: Workplace Violence and Its Effect on HR

[7:57 - 15:09] What is workplace violence and why is it so prevalent right now?

Increased day-to-day stressors and pressure lead to more issues in the workplace
Fewer social interactions and the prevalence of technology have made us more apathetic

[15:10 - 23:28] What impact does workplace violence have on HR

Workers who experience workplace violence (either firsthand or secondhand) are more likely to leave their job
Investing in the mental health of all employees is vastly beneficial

[23:29 - 28:25] How do you train people to react to real scenarios instead of standing by?

De-escalation training goes a long way in building employee confidence and decreasing uncertainty in violent situations
Training can help people recognize when others are in distress or in emergency situations

[28:29 - 31:04] Final Thoughts & Closing

Public funding
Thanks for listening!

Quotes:

“[Workplace violence] is the worst it’s ever been, and a lot of it is due to not having supported systems for underlying social issues.”

“As soon as there’s a workplace violence incident, the entire morale of an organization plummets.”

Resources:
ROAR
HR.com Article on Workplace Safety
Pollack Peacebuilding
Crisis Prevention Institute

Contact:
Yasmine's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Kathi Enderes - HR Tech 2023 - How AI Enables Skills-Based Workforce Planning

Tue, 28 Nov 2023 12:00:00 -0000

Summary:

Kathi Enderes is the Senior Vice President of Research and Global Industry Analyst at The Josh Bersin Company. She brings insight from some of their recent research concerning the labor shortage and what can possibly be done to help close the gap.

In this episode, Kathi talks about the current state of HR and what she expects to change in the next two years especially in regard to AI and how it can enable skills-based workforce planning.

Chapters:

[0:00 - 3:55] Introduction

Welcome, Kathi!
Today’s Topic: How AI Enables Skills-Based Workforce Planning

[3:56 - 16:00] Looking back at 2023

AI turned the world of HR (and the world of business) upside down
Industries are converging and many companies are effectively becoming tech companies
How career frameworks and re-skilling can steer companies away from massive layoffs

[16:01 - 32:14] How can AI help with skills-based workforce planning?

AI is and will be far better at analyzing vast databases of information, which can help identify opportunities more quickly
HR’s increased complexity over the last few years drives the need for AI to take over low-value tasks

[32:15 - 42:56] Will AI increase the speed of work and employee burnout?

How we burden ourselves with work and how we can avoid burnout
There will still be areas of work that we simply can’t automate

[42:57 - 43:52] Closing

Thanks for listening!

Quotes:

“One big theme that we see for [the coming years] is: how can HR operate in a more integrated way? ”

“I think a lot of companies are waking up to the fact that they need to do much more agile and dynamic workforce planning.”

Resources:
Research from The Josh Bersin Company

Contact:
Kathi's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Richard Rosenow - HR Tech 2023 - Predicting the Future of HR with Lessons Learned from 2023

Tue, 21 Nov 2023 12:00:00 -0000

Summary:

Richard Rosenow is a people analytics speaker and the VP of People Analytics Strategy at One Model, a people analytics platform. In this episode, Richard talks about some observations and lessons learned from 2023 and how they might shape the near and distant future of people analytics.

Chapters:

[0:00 - 3:51] Introduction

Welcome, Richard!
Today’s Topic: Predicting the Future of HR with Lessons Learned from 2023

[3:52 - 12:45] Looking back at 2023

How people analytics team structures changed
What role does automation play in people analytics processes?

[12:46 - 22:02] Near future predictions for people analytics

HR technology has reached a critical mass and the industry will be refocusing on people
Generative AI could break some of our expectations around new technology adoption

[22:03 - 29:55] Distant future predictions for people analytics

People analytics will make a shift back toward qualitative data analytics
Using people analytics to build a company story

[29:56 - 31:37] Closing

Thanks for listening!

Quotes:

“You’ve got to actually give HR the investment. [It needs to be data-driven], like every other function in the business.”

“A lot of times [HR] has to overcome the fact that there are multiple data sources, and they’re not always wrong, but they have to add up to a story.”

Resources:
One Model

Contact:
Richard's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Peter Louch - Combining AI With the 80/20 Rule for Better Workforce Planning

Thu, 16 Nov 2023 12:00:00 -0000

Summary:

Peter Louch is the Founder and CEO of Vemo, a cloud-based workforce planning and analytics technology company. In this episode, Peter talks about how HR practitioners can use AI to solve 80% of their workforce planning efforts so they can focus on more critical tasks.

Chapters:

[0:00 - 6:03] Introduction

Welcome, Peter!
Today’s Topic: Combining AI With the 80/20 Rule for More Efficient Workforce Planning

[6:04 - 16:07] Can 80% of the workforce planning effort be automated with AI?

A continuous workforce planning process allows you to always look at new data
Despite operating in times of uncertainty, companies can make plans that point them in the right direction

[16:08 - 27:04] How will the automation of workforce planning efforts impact the role of HR practitioners?

Why “failing forward” is a great strategy
Data will still need to be audited and maintained

[27:05 - 33:23] What’s on the horizon for workforce planning and people analytics?

Standards and definitions for job descriptions are the current Wild West
Why pay transparency generates the need for career frameworks

[33:24 - 34:06] Final Thoughts & Closing

How workforce planning extends beyond HR
Thanks for listening!

Quotes:

“The idea of the 80/20 rule is that only a certain part of your organization is shifting at any given time.”

“There’s no standard for what a job description is . . . everyone’s interested in skills, but one company will say they have 40 while another says they have 200,000.”

Resources:
Vemo

Contact:
Peter's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Tim Sackett - HR Tech 2023 - How AI Will Revolutionize Recruitment

Tue, 14 Nov 2023 12:00:00 -0000

Summary:

Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. Over his 20+ years as an HR and talent professional, Tim has worked both in recruitment roles and in various HR generalist roles, which have all helped him understand HR from every angle possible.

In this episode, Tim shares his thoughts on how AI and emerging technologies will revolutionize recruitment over the next two years.

Chapters:

[0:00 - 3:04] Introduction

Welcome, Tim!
Today’s Topic: How AI Will Revolutionize Recruitment

[3:05 - 13:02] What did 2023 bring to the recruiting and recruiting technology space?

We saw a change in how technology is funded
AI legislation is being drafted before we truly understand how AI will affect our workforce

[13:03 - 21:43] How AI can help recruiters build relationships with their candidates

AI will highlight candidates’ skills to help find the best-of-the-best for a job
Developing a highly detailed and inclusive talent marketplace using AI

[21:44 - 26:52] Will AI revolutionize recruitment as soon as 2025, or will it take longer?

AI has already deeply changed the way we communicate via predictive text
How do we train AI when people opt out of data sharing?

[26:53 - 27:48] Closing

Thanks for listening!

Quotes:

“[In 2023], we saw a change in how technology is being funded in the VC world.”

“I don’t think, ‘what is AI going to take away’—what is AI going to enable me to do because of the unique human traits that I have?”

Contact:
Tim's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jeff Higgins and Rebecca Gorman - Potential Changes to the SEC's HCM Metric Disclosure Rules

Thu, 09 Nov 2023 12:00:00 -0000

Summary:

Jeff Higgins is the Founder and CEO of Human Capital Management Institute and an Adjunct Professor of Human Capital Analytics at USC. Rebecca Gorman is a Principal of Compensation Consulting at Salary.com. Rebecca kicked off her career conducting investment and economic research and found her way into the world of consulting via HR research.
In this episode, Jeff and Rebecca talk about the potential changes to the SEC rules regarding HCM metric disclosures.

Chapters:

[0:00 - 6:19] Introduction

Welcome, Jeff and Rebecca!
Today’s Topic: Discussing Potential Changes to the SEC’s HCM Metric Disclosure Rules

[6:20 - 14:07] What are some of the rule change suggestions that have been made regarding HCM metric disclosures?

Employees are often labeled as the “most valuable assets” of a company, and yet nothing relevant to that claim is disclosed
Do companies have any wiggle room to not satisfy these new HCM regulations?

[14:08 - 21:01] How would new HCM metric disclosure rules affect companies?

Some pushback is rooted in the concern that satisfying these new HCM regulations will take a significant amount of time
The basic metrics that the SEC is likely to require may not warrant a big financial investment from companies seeking to comply

[21:02 - 33:39] Assuming the SEC adopts these potential changes, how can companies prepare?

Build your company narrative because having the numbers is only half the battle
If you want to reduce risk, do not make up or get creative with your metrics

[33:40 - 34:20] Closing

Thanks for listening!

Quotes:

“By disclosing more [HCM metrics], you have a chance to grab the narrative to your story in a positive way.”

“The SEC is very US-centric because it regulates US issuers, but when you have large, global companies that are US issuers, having to comply with this . . . it might look [different] compared to a competitor who is strictly US-based.”

Resources:
Draft of the SEC Recommendation
Human Capital Management Institute (HCMI)
Salary.com's Consulting Practice

Contact:
Jeff's LinkedIn
Rebecca's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Anna Tavis, Ph.D - How AI Will Transform Digital Coaching

Thu, 02 Nov 2023 11:00:00 -0000

Summary:
Anna Tavis, Ph.D is a Department Chair, Clinical Professor, and Academic Director of the Human Capital Management Department at NYU’s School of Professional Studies. She’s a former Executive Editor of People+Strategy Journal and is currently an Associate Editor of Workforce Solutions Review. She’s also a published author with her most recent work, Humans at Work: The Art and Practice of Creating the Hybrid Workplace, having been published in the spring of 2022.

In this episode, Dr. Tavis talks about digital coaching and how we can expect it to change with the recent explosion of AI.

Chapters:

[0:00 - 5:48] Introduction

Welcome, Anna Tavis, Ph.D!
Today’s Topic: How AI Will Transform Digital Coaching

[5:49 - 11:08] A short history of coaching

The origins of coaching in ancient civilizations and the rise of modern coaching in the early 20th century
Coaching was traditionally a luxury item limited to senior ranks

[11:09 - 32:36] How coaching changes with the introduction of new technologies

Democratization of coaching and overcoming issues with scalability
The rise of AI and its role in modern-day digital coaching

[32:37 - 39:17] How do we prepare for the next generation of digital coaching?

Most of the systems we use at work already have (or will soon have) integrated AI
If you don’t embrace the use of AI, you will be left behind

[39:18 - 40:24] Closing

Thanks for listening!

Quotes:
“Digital coaching can be spread much more broadly throughout an organization [compared to traditional coaching].”

“The biggest unknown in the next phase [of digital coaching] is how humans are going to react, respond, and adapt.”

Resources:
Humans at Work: The Art and Practice of Creating the Hybrid Workplace

Contact:
Anna's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Salary.com's Senior Consultants - HR and Comp Predictions for 2024

Thu, 26 Oct 2023 11:00:00 -0000

Summary:

This is a special episode featuring a roundtable discussion that includes the following Senior Consultants from Salary.com: Greg Wolf the Managing Principal of Salary.com's Consulting Practice, Rebecca Gorman a Principal of Compensation Consulting, Courtney LeCompte a VP of Compensation Consulting, Garry Straker a VP of Compensation Consulting, Eric McMillan a VP of Compensation Consulting, and Mara Marino a Senior Compensation Consultant.

In this episode, Salary.com’s Senior Consultants join David and Dwight for a roundtable discussion where each shares their predictions for 2024.

Chapters:

[0:00 - 8:36] Introduction

Welcome, Salary.com Senior Consultants!
Today’s Topic: Senior Consultants Predict the Future of HR and Compensation in 2024

[8:37 - 11:34] Greg’s Prediction: Salary increase budgets will shrink

Distinguishing between changes in merit increase budgets and budgets for total increase

[11:35 - 13:01] Mara’s Prediction: More companies will choose to invest in automation

Existing automation and AI is hit-or-miss; time will tell where it will be a good alternative to human labor

[13:02 - 16:01] Courtney’s Prediction: Organizations will seek out creative strategies to recruit and retain talent

Employee surveys could help organizations better understand their employees and their wants

[16:02 - 19:00] Garry’s Prediction: Organizations will start better communicating career progression to their employees

Some legislation is pushing this and many organizations have already taken interest in this shift

[19:01 - 24:58] Eric’s Prediction: Remote work will continue to be very popular among the labor force

For roles where remote work isn’t an option, flexibility may be a comparable benefit

[24:59 - 28:29] Rebecca’s Prediction: Organizations will develop better infrastructure around job architecture and compensation and benefits budgets

Government regulations can help push companies to maintain this infrastructure

[28:30 - 36:15] David’s Prediction: High schools and universities will start training students how to best leverage artificial intelligence

Though AI is still in its infancy, it’s being developed at a rapid pace

[36:16 - 43:17] Final Thoughts & Closing

Final thoughts from everyone
Thanks for listening!

Quotes:

“We’re going to see organizations continue to seek out creative strategies to stand out recruit and retain talent.”

“I do wonder what impact the development of artificial intelligence will have on wage growth and if it will put downward pressure on wages.”

Resources:
Salary.com's Consulting Practice

Contact:
Greg's LinkedIn
Rebecca's LinkedIn
Courtney's LinkedIn
Garry's LinkedIn
Eric's LinkedIn
Mara's LinkedIn
David's

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Adriana DiNenno and Christine Burke - The Power of Data Driven Recruiting

Thu, 19 Oct 2023 11:00:00 -0000

Summary:

Adriana DiNenno is a Product Manager at Health eCareers. She’s spent her career working within recruiting and all things HR, and she has a passion for helping people find jobs. Christine Burke is a B2B Marketing Director at Health eCareers with 15 years of experience in brand management, email marketing, demand generation, and storytelling.

In this episode, Adriana and Christine talk about the role of data in recruitment and how it can help optimize recruiting processes.

Chapters:

[0:00 - 5:09] Introduction

Welcome, Adriana and Christine!
Today’s Topic: The Power of Data Driven Recruiting

[5:10 - 18:36] How data helps in the recruitment of physicians and nurses

In the current drought of physicians, data help recruiters craft the most attractive job postings possible
The benefits of collecting data points along the recruitment funnel

[18:37 - 23:44] How to use data from surveys, A/B tests, and qualitative research to inform better business decisions

Crafting job postings that will attract successful candidates
Tracking clicks and engagement with job postings and along recruitment funnel to improve process and identify applicant pain points

[23:45 - 31:34] What kind of behavioral analyses to use for recruiters and applicants

Finding trends in job seekers’ clicks and views to pinpoint what is most attractive
Responding to trends in the job market, like the shift from full-time to contract work

[31:35 - 34:17] Final Thoughts & Closing

Why you should partner with someone who can help you analyze your website and recruitment process
Thanks for listening!

Quotes:

“What makes a job posting more desirable to view vs. another one? Is it the way it’s written? Is it catchier than others? There’s a lot that you can get out [analyzing job seekers’ behaviors].”
“When organizations have a hard time finding talent, they have to pivot and get creative.”

Contact:
Adriana's LinkedIn
Christine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Katherine Boardman - Successfully Becoming a Remote First Organization

Thu, 12 Oct 2023 11:00:00 -0000

Summary:

Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures.

In this episode, Katherine talks about BlueConic’s decision to close their Boston office and shift to becoming a remote first organization.

Chapters:

[0:00 - 4:45] Introduction

Welcome, Katherine!
Today’s Topic: The Personal Nature of Remote Work and Successfully Becoming a Remote First Organization

[4:46 - 12:08] Why BlueConic decided to permanently close its Boston office

Despite survey results, workers had acclimated to remote work
Remote work can result in fewer spontaneous interactions at work
Remote work also frees up time for meaningful activities with family and friends

[12:19 - 22:57] How is BlueConic maintaining its culture through its shift toward remote work?

Organizing a variety of opportunities for employees to gather
Listening to managers and employees to make sure everyone is productive and happy

[23:23 - 34:29] Activities and investments BlueConic has made to generate employee interactions

Offering tools for employees to take care of themselves
Setting up groups, books clubs, “coffee and donut” meetings, etc. to build relationships

[34:35 - 35:29] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Even though people had indicated through surveys that, ‘Yes, I want to be back [in the office]’, after 18 months of working solo at home, people acclimated—they reworked the structure of their lives.”

“Organizations are communities . . . and even with remote work, there are opportunities [to spend spend time with co-workers].”

Contact:
Katherine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Katica Roy - The Economic Opportunities of Closing the Gender Equity Gap

Thu, 05 Oct 2023 11:00:00 -0000

Summary:
Katica Roy is the Founder and CEO of Pipeline Equity, a software platform that helps companies increase their financial performance by identifying and closing their gender equity gaps. Her experience as a programmer, UI/UX designer, data scientist, and more has shaped her into the author, speaker, and thought leader she is today.

In this episode, Katica talks about how closing the gender equity gap would dramatically benefit all people currently in the workforce, all future workers, and the economy at large.

Chapters:

[0:00 - 4:03] Introduction

Welcome, Katica!
Today’s Topic: The Economic Opportunities of Closing the Gender Equity Gap

[4:04 - 13:45] What does a Gender Economist actually do?

Looking at the economy and business data through the lens of gender
How pay inequity affects not only the current labor force, but also future generations of workers

[13:46 - 28:24] What economic opportunities can come from closing the gender equity gap?

The entire workforce pays for the gender equity gap, not just those suffering from it
Rethinking benefits that were originally based on hypotheses and assumptions

[28:25 - 36:43] What would be a good starting point toward fixing the gender equity cap?

We see lots of awareness, not a lot of execution of gender equity initiatives
Pay inequity is a symptom, not the problem of a system where gender inequity is the default

[36:44 - 38:00] Final Thoughts & Closing

Thanks for listening!

Quotes:

“There’s often this assumption that [the gender pay gap] just impacts women, and that’s actually not true. . . . the American taxpayer actually subsidizes the pay gap.”

“In the United States, we could add $3.1T to the economy if we closed the gender equity gap—i.e., the pay gap, labor force participation, and occupational segregation.”

Resources:
Katica's Blog

Contact:
Katica's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dr. Dawn Nicholson and Jeffrey Siminoff - EDI's Evolution and Persisting Hurdles Over the Decades

Thu, 28 Sep 2023 11:00:00 -0000

Summary:

Dr. Dawn Nicholson is a lecturer in Business and Organizational Psychology at the University of Kent in the UK. Jeffrey Siminoff leads a workplace dignity program at Robert F. Kennedy Human Rights and has prior experience working as an employment lawyer at companies like Apple and Twitter.

In this episode, Dr. Nicholson and Jeffrey talk about Equity, Diversity, and Inclusion (EDI) and why, despite its dramatic evolution over the last few decades, some companies are still struggling to see its inherent benefits.

Chapters:

[0:00 - 4:53] Introduction

Welcome, Dr. Nicholson and Jeffrey!
Today’s Topic: EDI’s evolution and persisting hurdles over the decades

[4:54 - 14:47] What is EDI?

Is there a real difference in how businesses view EDI vs DEI?
Some cynics are leveraging poor reasoning to act against EDI in the workplace

[14:48 - 29:41] What did EDI mean years ago, when we first started talking about it?

EDI had a narrow scope in its early days, which as widened with time
There still seems to be a “need” to explain EDI in some companies

[29:42 - 40:32] When did we start seeing actual change with regards to EDI in organizations?

The rise of support groups and the hesitation that often surrounded them
Leaders need to be prepared to talk about anti-EDI claims that enter the conversation

[40:33 - 41:18] Closing

Thanks for listening!

Quotes:

“What we are seeing is that people who have been cynical or not in favor of DEI leverage the poorest reasoning to [act against it].”
“An analogy [for DEI] that I’ve heard is: diversity is being invited to the party; inclusion is being asked to dance; and belonging is knowing all the songs.”

Resources:
RFK Human Rights Resources
Medium Magazine's interview with Jeffrey

Contact:
Dr. Dawn's LinkedIn
Jeffrey's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Anne Fulton - Companies Remaining Fit and Agile to Thrive in Modern Times

Thu, 21 Sep 2023 11:00:00 -0000

Summary:

Anne Fulton is the Founder and CEO of Fuel50, an AI-driven talent marketplace platform. As an organizational psychologist, a builder of psychometric tests, and a published author of two books, Anne Fulton is passionate about helping people find and fine tune their careers.

In this episode, Anne talks about creating organizational resilience and what takes a company from a state of survival to thriving.

Chapters:

[0:00 - 4:10] Introduction

Welcome, Anne!
Today’s Topic: Creating Organizational Resilience and How to Go From Surviving to Thriving

[4:11 - 13:56] What’s the journey from survive to thrive in this economic era?

Defining and focusing on organizational fitness
The pros and cons of an agile processes within an organization

[13:57 - 20:02] What should HR practitioners be investing in today?

Employee empowerment and listening to the employee voice
Developing leaders that can truly listen to their employees

[20:03 - 32:43] How should HR be thinking about AI?

People are afraid of AI when they don’t know how to use it
Controls and protocols must be created to ensure AI will not pose a risk for organizations

[32:44 - 33:49] Closing

Thanks for listening!

Quotes:

“We have an opportunity as leaders to ask powerful questions that allow people to coach themselves toward answers and a focus on solutions.”

“Every organizations needs to think about how it’s going to create safety for the organization and safety for the individuals [when using new AI technologies].”

Resources:

Anne's Books

Contact:
Anne's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Shayne Halls - How to Harness the Power of AI for Better DEI Processes

Thu, 14 Sep 2023 11:00:00 -0000

Summary:

Shayne Halls is the CEO of Manifested Dreams, a company that provides corporate DEI and career consulting services with a focus on AI integration and AI-enhanced strategies. He has over 15 years of experience as a DEI specialist, and he has been a champion of AI integration into HR processes. He is also the author of multiple e-books, including Inclusivity 2.0: How AI is Accelerating the DEI Movement.

In this episode, Shayne talks about AI’s impact on DEI and how to use AI for better DEI and HR practices.

Chapters:

[0:00 - 8:36] Introduction

Welcome, Shayne!
Today’s Topic: How to Harness the Power of AI for Better DEI Processes

[8:37 - 15:56] Why HR professionals should embrace AI

AI is one of the best tools to eliminate bias and prejudice in the workplace
AI is in its infancy and can be molded into a wonderful tool

[15:57 - 29:43] What are some potential pitfalls for those seeking to incorporate AI into HR?

Regulation of the input data will be critical to AI’s impact on DEI in HR
Not enacting good DEI practices before introducing AI can set AI up for failure from the start

[29:44 - 40:33] Advice for those who might be worries about AI’s impact on HR and the workforce

You will only be left behind if you don’t keep up
You need to learn how to use AI before you can learn how to leverage AI

[40:34 - 43:03] Final Thoughts & Closing

Thanks for listening!

Quotes:

“AI in its current state is one of the best tools to eliminate bias and prejudice in the talent acquisition HR process.”

“When we’re talking about integrating AI into DEI, . . . we’re talking about making sure that the algorithms that are put in to search for candidates are truly open and not being pigeonholed in anyway.”

Resources:

Inclusivity 2.0: How AI is Accelerating the DEI Movement

Contact:
Shayne's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Katherine Boardman - How Remote Work Works in Today's Environment

Thu, 07 Sep 2023 11:00:00 -0000

Summary:

In this episode, Katherine talks about remote work and how some companies have crafted it for their employees’ benefit.

Chapters:

[0:00 - 5:06] Introduction

Welcome, Katherine!
Today’s Topic: How Remote Work Works in Today’s Environment

[5:07 - 10:34] Why BlueConic decided to close their Boston office in favor of a remote-first work model

The pandemic pushed employees toward a new culture of remote work
Communication technology has been more widely and readily adopted in the workplace

[10:35 - 23:04] How do you manage company culture with a remote-first workforce?

Gathering information and input from employees and setting guidelines and expectations
Defining productivity, setting productivity goals, and measuring productivity

[23:05 - 35:09] Steps companies can take to ensure meaningful interactions among remote employees

Establish natural rhythms and cadences for meetings and activities
Consider the business needs before changing to or from remote work
Employees’ full personalities makeup the company culture

[35:10 - 37:35] Final Thoughts & Closing

Do not be afraid to work with leadership to take small steps toward change
Thanks for listening!

Quotes:

“We were measuring [remote employees] in terms of their engagement and satisfaction, . . . which are critical to [our productivity as a company].”

“I always start with ‘what does the business need’. . . . Take the time to understand what [remote work] means and why it should become the requirement.”

Contact:
Katherine's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Laurie Robinson - Burton Snowboards’ Journey into Pay Transparency

Thu, 31 Aug 2023 11:00:00 -0000

Summary:

Laurie Robinson is the People and Culture Strategist for Burton Snowboards, who recently dove into planning and developing a company-wide pay transparency strategy. Laurie has already seen how this move has pushed the company toward a more diverse employee base and how it has set Burton up as a pioneer in the world of snowboarding.

In this episode, Laurie talks about her how Burton Snowboards’ commitment to pay transparency has helped build a diverse company and set the tone for the sport of snowboarding at large.

Chapters:

[0:00 - 4:34] Introduction

Welcome, Laurie!
Today’s Topic: Burton Snowboards’ Journey into Pay Transparency

[4:35 - 12:56] Where is Burton Snowboards on Pay Transparency?

Fielding questions and having conversations with employees about pay decisions
How Burton has been leading the evolution of snowboarding as a sport

[12:57 - 25:08] How Burton keeps their pay transparency practice current?

Making sure stakeholders understand the “why” and can communicate it effectively
Taking note of big learning takeaways to inform future decisions

[25:09 - 31:14] How do you keep stakeholders informed?

Building a solid pay structure that can be easily understood and easy adapted to market changes
Trusting your employees to respond positively and ask mature questions

[31:15 - 34:32] Final Thoughts & Closing

3 tips for people who are or will be implementing pay transparency practices
Thanks for listening!

Quotes:

“The business partners had to be able to understand why we were doing this . . . so that they can get ahead of the questions.”

“The job is what we base our wages on, not the employee.”

Resources:
Salary.com Consulting

Contact:
Laurie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Steve Brink and David Turetsky - WorldatWork 2023 - What to Expect When Hiring an HR Consultant

Thu, 24 Aug 2023 11:00:00 -0000

Summary:

This past June at the WorldatWork Conference, Steve Brink, President and Chief Revenue Officer at uFlexRewards, and our very own David Turetsky led a presentation that focused on working with HR consultants. Sometimes, you’re presented with an HR problem that needs to be solved much sooner than later—there’s not time to hire and onboard a new team and you find yourself looking externally for help. With such a wide array of options, it’s important to know what to expect and which questions to ask when looking to hire a consultant.

In this episode, Steve and David talk about the “why”, “when”, and “how” of hiring and HR consultant to work with your company.

Chapters:

[0:00 - 5:15] Introduction

Welcome, Steve Brink and David Turetsky!
Today’s Topic: Why Hire an HR Consultant and What to Expect

[5:16 - 16:58] Hiring a consultant to quickly address HR problems

Identifying and working with a trusted advisor
How a consultant can help you see and avoid unintended consequences

[16:59 - 33:55] Knowing if you’re ready to start working with a consultant

The importance of gathering all of the relevant data, getting buy-in, and doing all of the homework
Catalyzing internal motive and movement so actions can be taken with the consultant’s data
Hire for best fit—because hiring for price may not get the results you’re looking for

[33:56 - 52:55] How to embrace change, even if it may be difficult

The value of explaining “why” and letting the consultant help with communicating and educating
Why you should engage early on parties who may be resistant

[52:56 - 56:08] Final Thoughts & Closing

Tips for working with consultants
Thanks for listening!

Quotes:

“When you hire a consultant, the job isn’t over for you. . . . You need to be prepared to actively work with them to get the job done.”

“Sometimes you can use [consultants] to help educate a board, executives, managers or employees.”

Contact:
Steve's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jackie Ferguson - Creating an Opening in the DEI Conversation for Late Adopters

Thu, 17 Aug 2023 11:00:00 -0000

Summary:

Jackie Ferguson is a certified diversity executive and the Co-founder and VP of Content and Programming at The Diversity Movement. She is also the author of The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership. Inc. magazine named Jackie to their 2023 Inc. Female Founders 200 list which comprises the 200 women leaders across America who are “shaping the world into a better place.”

In this episode, Jackie talks about some of the challenges companies might face when adopting new DEI practices and how they can succeed by starting with an effort to better communicate.

Chapters:

[0:00 - 11:13] Introduction

Welcome, Jackie!
Today’s Topic: Creating an Opening in the DEI Conversation for Late Adopters

[11:14 - 16:32] The Diversity Movement’s special sauce

How the Diversity Movement approaches DEI consulting differently
Helping companies communicate to their employees in ways that they understand

[16:33 - 27:07] Challenges surrounding company-wide adoption of DEI practices

Staying committed to the work is critical—DEI is a long-term commitment
Why pay equity is such an important part of DEI

[27:08 - 36:55] What are some examples of how we can work toward DEI best practices?

DEI can be overwhelming, so start with yourself and how you communicate
Awareness and asking questions is a great first step toward DEI

[36:56 - 40:02] Final Thoughts & Closing

Remember the importance of mental health both in our society and in DEI practices
Thanks for listening!

Quotes:

“Gen Z . . . they’re doing so much research on companies that they are supporting from a customer perspective and the companies that they’re considering working for.”

“One of the reasons we have a skew [in pay equity] is that some people are given opportunities based on what organizations think their ability to do the work is. People that look like me are given jobs based on a proven track record.”

Resources:
The Diversity Movement
Diversity: Beyond the Checkbox podcast

Contact:
Jackie's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Garry Straker and David Turetsky - SHRM 2023 - Avoiding Unintended Consequences of Pay Transparency

Thu, 10 Aug 2023 11:00:00 -0000

Summary:

This past June, Garry Straker, Senior Compensation Consultant and Salary.com, and our very own David Turetsky led a presentation focusing on pay transparency at the SHRM23 conference in Las Vegas. With pay transparency already a reality for some states and an inevitability for others, many HR professionals see benefits of it and also have concerns about some of its possible consequences. In this recorded session, Garry and David dive into it all: pay transparency “pros”, “cons”, how to prepare for it, and how to make the most of it.

In this episode, Garry and David talk about the impacts that pay transparency can have on an organization and how to avoid its unintended consequences.

Chapters:

[0:00 - 3:53] Introduction

Welcome, Garry Straker and David Turetsky!
Today’s Topic: Avoiding Unintended Consequences of Pay Transparency

[3:54 - 21:25] What do we mean by “pay transparency” and what new legislation are we seeing related to it?

Pay transparency means more than just salary ranges
Many state have already, or will soon be, signing pay transparency legislation into effect
Horizontal pay transparency vs Vertical pay transparency

[21:26 - 36:34] Why is pay transparency important and where are some of its impacts?

It prevents new employees from entering an agreement where they’re unknowingly being paid unfairly
While pay transparency requires more and better communication, you will build strong trust with both current and prospective employees
Vertical pay transparency gives employees a line of sight into career growth within organizations

[36:35 - 52:51] Avoiding the unintended consequences of pay transparency

Pay transparency should help better define roles within an organization
Why updating job descriptions and market pricing are critical to creating a good salary structure

[52:52 - 55:48] Closing

Thanks for listening!

Quotes:

“Letting people know what you make might feel uncomfortable, but isn’t it less uncomfortable than wondering if you’re being discriminated against or being paid unfairly?”

“The #1 ‘pro’ of pay transparency is that it will effectively eliminate gender and racial [pay] gaps.”

Resources:
Address Pay Equity

Contact:
Garry's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jennifer Brown - Inclusive Leadership

Thu, 03 Aug 2023 11:00:00 -0000

Summary:

Jennifer Brown is a champion of DEI, a best-selling author, and the Founder and CEO of Jennifer Brown Consulting. Jennifer draws from her 20 years of experience of doing DEI work with countless organizations and leaders to bring deep insight into the challenges organizations and leaders face today. Through keynote presentations, executive coaching, and senior leadership sessions, she educates and equips leaders to step into their role in the ongoing pursuit for a more inclusive workplace. In this episode, Jennifer discusses benefits and challenges of inclusive leadership.

Chapters:

[0:00 - 7:00] Introduction

Welcome, Jennifer!
Today’s Topic: How to Be an Inclusive Leader

[7:01 - 18:16] What have inclusivity initiatives gotten right?

Inclusivity serves as the foundation for diversity and equity and it’s on full display to the public via social media
Affinity groups/ERGs give employees a voice where they may not have historically had one

[18:17 - 29:55] Why is inclusivity difficult to measure?

Identify what is being measured and, importantly, who is doing the measuring
What optimal inclusion looks like for leaders

[29:56 - 36:44] How can HR practitioners help leaders with inclusivity?

Encouraging leaders to share stories of overcoming adversity from family members
It’s important to not forget the truths shared and lessons learned in the last couple of years

[36:45 - 39:35] Final Thoughts & Closing

If you’re not uncomfortable, you’re not leading
Thanks for listening!

Quotes:

“If I had a magic wand, we’d have a way of measuring according to those on the receiving end of inclusive behaviors. . . and I think that would yield so much more information.”

“I worry about backsliding and forgetting some of the most poignant and powerful lessons and truths that we’ve heard from people who are really in pain the last couple of years. We have to carry that forward and continue to heard that, as hard as it is.”

Resources:
Jennifer Brown Consulting
How to Be an Inclusive Leader
Inclusion: Diversity, The New Workplace & The Will To Change
Beyond Diversity: 12 Non-Obvious Ways To Build A More Inclusive World
Inclusive Leadership Assessment
The Will to Change Podcast

Contact:
Jennifer's

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky and Dwight Brown - Season 5 Recap - Where We've Been and Where We're Going

Thu, 29 Jun 2023 11:00:00 -0000

Summary:

As Season five of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, its guests, and some key takeaways. They revisit their predictions from last seasons and bring some new predictions for the future of HR (and AI?) to the table.

Chapters:

[0:00 - 5:53] Introduction

Welcome, …David and Dwight!
Today’s Topic: Season 5 Recap

[5:54 - 14:53] Looking back at Season 5

Revisiting episodes, topics, and common themes
Key takeaways from Seasons 5

[14:54 - 25:25] Looking forward to Season 6

More conversations about DEI
Interviews from SHRM, WorldatWork, and HR Tech

[25:26 - 36:49] David and Dwight make predictions for the future of HR

AI will continue to be integrated into our everyday lives, including HR process and technology
New pay transparency legislation will be introduced for, or adopted in, 2024

[36:50 - 38:15] Final Thoughts & Closing

Look forward to the show continuing to broaden its scope beyond HR data analytics!
Thank you for 5 seasons; see you in Season 6!

Quotes:

“The fast forward that [ChatGPT] put companies like Microsoft into—we're gonna see some tangible changes to the [Human Resources] landscape, even within the next six months. I can't say exactly what those will be, but I do think that we're gonna start to feel it in our technology.”

“All those states that are tangentially affected right now because they don't have [pay transparency] laws but their neighboring states do, I think they're gonna start to get on it and implement some pay transparency laws.”

Contact:

David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Martine Kalaw - Leveraging Data to Plan Scalable DEI Programs

Thu, 22 Jun 2023 11:00:00 -0000

Summary:

Martine Kalaw is the CEO and Founder of Martine Kalaw Enterprises, a boutique firm that supports Human Resources professionals and helps them make DEI accessible in their workplaces. Martine has over 10 years of experience working with Fortune 500 companies and is the author of Illegal Among Us: A Stateless Woman’s Quest for Citizenship and The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace.

In this episode, Martine talks about why DEI is inevitable and how you can leverage data to plan scalable DEI programs in your organization.

Chapters:

[0:00 - 6:51] Introduction

Welcome, Martine!
Today’s Topic: DEI is Inevitable—How Can You Get Ahead of the Curve?

[6:52 - 19:45] What type of data is needed to actually drive DEI in the workplace?

Ditch quotas and adopt targets
The goal should before for organizations to widen their network

[19:46 - 26:00] How does DEI drive businesses?

Tapping into new markets by pushing for a more diverse employee base
DEI strategies organizations can implement to grow revenue

[26:01 - 35:18] How can organizations prepare their data and their leadership to start seeing DEI as a business strategy?

Start by looking for data inconsistencies and considering looking into a proper people analytics platform
Review past DEI programs to figure out what is scalable and what isn’t

[35:19 - 37:39] Closing

Thanks for listening!

Quotes:

“You can tell a story about who you are as a company to a consumer and say, ‘we are you,’ . . . but if you can’t say that because you’re not diverse, then you’re missing the point!”

“Defining what diversity means [is critical]. What does it mean to the organization, because ‘diversity’ could mean on or multiple things, and having one of a person isn’t enough.”

Resources:
Martine Kalaw Enterprises
The ABC's of Diversity
Illegal Among Us

Contact:

Martine's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dr. Jonathan Ashong-Lamptey - Using Evidence-Based Decisions to Make Workplaces More Inclusive

Thu, 15 Jun 2023 11:00:00 -0000

Summary:

Back in the late 2000s, Dr. Jonathan Ashong-Lamptey was working as a Chartered Accountant (i.e., a CPA) in the UK. Attending Barack Obama’s inauguration in 2009 inspired Dr. Jonathan, and when Obama then appeared on the cover Accountancy magazine, he knew he had to open it up and get to reading. An article inside titled “It Does Matter if You’re Black or White” caught his eye, and set him on a path to quit his job and pursue a PhD from the London School of Economics with the goal of making workplaces more inclusive globally.

In this episode, Dr. Jonathan talks about using evidence-based processes to make workplaces more inclusive.

Chapters:

[0:00 - 11:54] Introduction

Welcome, Dr. Jonathan!
Today’s Topic: Evidence-based Inclusion

[11:55 - 17:42] What does evidence-based decision making mean for DEI?

Defining “diversity”, “equity”, and “inclusion”
The four key sources to collect data from when making decisions

[17:43 - 28:46] Common misunderstanding and misinterpretations of DEI

What is the business case for diversity in your organization?
Focusing on DEI for retention and promotion, not just recruitment

[28:47 - 41:06] How to put evidence-based diversity into practice

Why referencing meta studies can be far more informative than an individual study
Using the PICOC approach to implementing DEI strategies

[41:07 - 42:47] Closing

Thanks for listening!

Quotes:

“Evidence-based practitioners say that when you want to make decisions, it’s useful to look at and collect data from four key sources: relevant research, the organization, the stakeholders, professional expertise.”

“When companies try and start thinking about inclusion more broadly, . . . they’re thinking about entry-level jobs more than they’re thinking about then entire stack of jobs from leadership to entry-level.”

“Every organization has a hero story . . . that tells you who makes it—who [the organization] wants you to be. And that very much influences the culture.”

Resources:

The Element of Inclusion
30 Book Breakdown
Element of Inclusion podcast
Use an affiliate link for the Premium Book Club!

Contact:

Dr. Jonathan's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Partha Neog - The Critical Role of Employee Engagement for Growing Companies

Thu, 08 Jun 2023 11:00:00 -0000

Summary:

Partha Neog is the founder and CEO of Vantage Circle, an employee engagement and employee benefits platform. Partha began his career as an engineer working in telecom, but after the turn of the century he decided that it was time to start something of his own. In 2010, Partha founded Vantage Circle and has since grown it to a company of over 200 employees that operates in over 100 countries.

In this episode, Partha talks about the critical role employee engagement plays for a growing company.

Chapters:

[0:00 - 5:03] Introduction

Welcome, Partha!
Today’s Topic: Employee Engagement for a Growing Company

[5:04 - 9:50] What are the biggest challenges for a company growing from 2 to 200 employees?

Changes happen slowly and can creep up on you, raising the question: when is it time to make changes?
Flexibility is no longer feasible once a company reaches a larger size

[9:51 - 16:00] Partha’s lessons learned while growing Vantage Circle

It’s critical to have regular, formal communication channels
Why some companies struggle with attrition and how good communication can be a solution

[16:01 - 25:43] Examples of how employee engagement can help a growing company succeed

How employee engagement can foster more passionate employees
How to establish a culture of passion among employees

[25:44 - 27:45] Closing

Thanks for listening!

Quotes:

“When you are a small team, a lot of information is [communicated] through osmosis... but as you keep on growing, it’s very important to have a formal communication channel.”

“Wellness is a very important part of the value proposition of an organization.”

Contact:

Partha's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Steve Kolnick and Ken Clemens - 2023 ADP Pro Summit Conversations

Thu, 01 Jun 2023 11:00:00 -0000

Summary:

In this episode, we have back-to-back interviews with Steve Kolnick and Ken Clemens from ADP Pro Summit 2023! First up, we talk to Steve, the VP of Global Partnerships with G-P. Then we talk to Ken, a consultant with Salary.com who works with current and prospective customers to solve their specific business problems.

In this episode, Steve talks about the rise of the modern-day hybrid workforce and how some companies are accommodating (and even fostering) their remote workers. Then, Ken dives into why and how job descriptions are so closely intertwined with career frameworks, pay transparency, and more.

Chapters:

[0:00 - 1:33] Introduction

[1:34 - 5:43] Welcome, Steve!

Topic: How Companies Are Accommodating Remote Workers and a Hybrid Workforce

[5:44 - 17:38] What makes remote work work (or not work)?

How remote work can rob employees of human interaction and absorbing the culture of their company
Working remotely also allows for more family time and flexible work hours when possible
Accommodations companies can make to support hybrid work

[17:39 - 19:41] Welcome, Ken!

Topic: How Job Descriptions Affect All Things HR

[19:42 - 32:04] Effectively managing job descriptions and avoiding common issues

Good use of skills in job descriptions paves the way for career frameworks
Tips for preventing job descriptions for getting outdated
How and why job descriptions go hand-in-hand with pay transparency

[32:05 - 32:33] Closing

Thanks for listening!

Quotes:

“[Working remotely] is just such a different way of working, when you have this ability to be there and present with your family. . . . We have so many people on our team that they wouldn’t work any other way.”

“I think people don't understand how much of a retention killer not having career pathing really is.”

Contact:
Steve's LinkedIn
Ken's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Sophie Wyne - How Human Resources Can Do More With Less

Thu, 25 May 2023 11:00:00 -0000

Summary:

Sophie Wyne is the Co-founder and CEO of Ariglad, a ticket and issue management software that uses AI to auto-triage employees’ HR-related messages. Though she has experience working in various industries, it was her time working in cybersecurity that ultimately inspired her to launch Ariglad in 2020.

In this episode, Sophie tackles the big question of the moment: with increasing restrictions and limitations placed on HR teams, how can they continue to perform and possibly even improve? In other words, how can HR do more with less?

Chapters:

[0:00 - 3:08] Introduction

Welcome, Sophie!
Today’s Topic: Streamlining HR Processes for Happier Employees

[3:09 - 9:34] How HR departments operate properly with fewer resources?

Now is the time to build human connections and trust with employees
How HR teams can offer employee support in times of uncertainty

[9:35 - 25:20] Hacks for more streamlined HR processes

Shifting from reactive spending to strategic budgeting
Leveraging existing communication tools to shorten (and possibly eliminate) the back-and-forth with employees

[25:21 - 33:34] How companies can optimize their HR processes

Consolidate data and make sure they’re not scattered across multiple locations
Give employees the ability to access a knowledge base for HR info and FAQs

[33:35 - 34:16] Closing

Thanks for listening!

Quotes:

“[HR] are the ones that are distributing resources to employees and that have direct lines [of communication] between teams. . . . There’s a reason it’s called ‘Human Resources’: you need the resources, but you also need the human.”

“Conversations about your journey as an employee—those are the conversations that HR is there for and excited to take part in.”

Contact:

Sophie's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Neena Kovuru and Joe Kvidera - HR Tech 2022 Series - Attracting and Retaining Top Talent

Thu, 18 May 2023 11:00:00 -0000

Summary:

This is our series finale as we wrap up our interviews from HR Tech '22 with a back-to-back, two-part episode! First, we’ll be hearing from Neena Kovuru, VP of HR Strategy and Technologies at UKG. Then, we’ll be hearing from Joe Kvidera who at the time was the VP of Sales at Lucy AI, an AI-powered knowledge platform.

In this episode, Neena first walks us through what it means to be an employer of choice and what companies can do to become one, and then Joe talks about conversational AI and how it can improve the employee experience.

Chapters:

[0:00 - 1:29] Introduction

[1:30 - 3:03] Welcome, Neena!

Topic: Employers of Choice and How to Become One

[3:04 - 18:21] What is an Employer of Choice and what does it mean to be one?

Companies’ plans for becoming employers of choice for desired candidates
How upholding promises made to employees boosts public image
Can DEI efforts help companies become employers of choice?

[18:22 - 30:12] Welcome, Joe!

Topic: Developments in Conversation AI and Employe Expectations Around Work Flexibility

[30:13 - 34:53] Building conversational AI for an improved employee experience

Why companies’ focus is shifting from the companies themselves to their employees
The challenges around data consistency for use with conversational AI
Why employees will continue to expect and push for flexible and remote work from their employers

[34:54 - 35:22] Closing

Thanks for listening!

Quotes:

“Very few organizations actually say, ‘Here’s a pathway for you. We see potential in you. Let’s see how we can help you grow.’ . . . [and] when you talk about equity, everybody needs a different ladder to climb.”

“The biggest challenge with brining together data to answer HR questions is that there’s no consistency [from one organization to the next; from one department to the next; and from one leader to the next].”

Contact:
Neena's LinkedIn
Joe's LinkedIn at the time of this recording he was working for Lucy AI
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Zack Johnson - HR Tech 2022 Series - New Players Entering the HR Technology Sector

Thu, 11 May 2023 11:00:00 -0000

Summary:

Zack Johnson is the VP of Embedded Solutions and the GM of Strategic Solutions and Partnerships at Visier, a leading company in people analytics. While attending HR Tech '22, David was able to catch up with Zack and ask him about some takeaways from both the conference and the previous year in HR analytics. In this episode, Zack talks about how people’s increasing obsession with work is introducing new players to the HR space and how this trend might shape the future of the industry.

Chapters:

[0:00 - 2:22] Introduction

Welcome, Zack!
Today’s Topic: Takeaways and Trends in HR Analytics from 2022

[2:23 - 11:35] 2022 brought newfound attention to the HR analytics space

Everyone is obsessed with work now, and it’s attracting non-traditional vendors
Newfound attention could also bring new customers and investors

[11:36 - 14:53] Gather insights into a company’s network of people

The importance of a good “network” of employees for a company
How people analytics can improve the employee experience

[14:54 - 19:44] HR’s role in educating a company on results derived from HR data and analytics

Extracting actionable analytics from descriptive statistics
HR’s opportunities to produce beneficial outcomes from data

[19:45 - 23:19] Final Thoughts & Closing

Zack’s predictions for this year and HR consolidation
Thanks for listening!

Quotes:

“What’s really interesting, and kind of surprising, is that the rest of the world has become obsessed with work. . . . I don’t think the HR community has realized quite how much that means other vendors that aren’t traditionally HR vendors are going to take a very, very big interest in the space.”

“Fast forward five, six years from now and I think some [newer HR companies] are going to be much bigger and they’re going to attack some of those niche areas [that others haven’t gone after].”

Contact:
Zack's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky - ADP MOTM 2023 - Pay Transparency's Benefits and Challenges

Thu, 04 May 2023 11:00:00 -0000

Summary:

ADP’s Meeting of the Minds was held in Atlanta, GA in March 2023 and our very own David Turetsky led a session about pay transparency. With an increasing number of states adopting pay transparency legislation, it’s important for companies to not only recognize that pay transparency is now being treated more seriously than ever but also prepare for its adoption.

In this episode, David talks about the rise of pay transparency legislation, the challenges it presents to organizations, and how to prepare for it.

Chapters:

[0:00 - 2:18] Introduction

This episode was recorded live at ADP’s Meeting of the Minds in March 2023!
Today’s Topic: Pay Transparency

[2:19 - 21:25] What exactly is pay transparency and what are its benefits?

Why it’s important to educate executives about processes and laws regarding pay
Building pay transparency into a company culture helps foster a fair, equitable environment

[21:26 - 46:54] Challenges with pay transparency adoption and how it affects various roles within a company

Why updated, accurate job descriptions are paramount
Pay transparency laws are rapidly being adopted across the US

[46:55 - 56:29] Q&A

What does it mean to benchmark a role?
How to write good job descriptions and who should be responsible for updating them?

[56:30 - 57:00] Closing

Thanks for listening!

Quotes:

“Pay is always [an emotional topic] when you sit down with your employee . . . make sure they’re emotionally ready to have a conversation.”

“There are a lot of challenges [with pay transparency] and one of them is that compliance cost is extremely high.”

Contact:
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Rep. Josh Cutler and Rep. Brandy Fluker Oakley - Bill H.1849 and How Everyone Benefits From Pay Transparency

Thu, 27 Apr 2023 11:00:00 -0000

Summary:

On February 16, 2023, Representatives John S. Cutler and Brandy Fluker Oakley brought Bill H.1849 to the Massachusetts House with goal of enforcing salary range transparency for companies and organizations across the state. Like other states’ pay transparency legislation, Bill H.1849 serves as a stepping stone toward more honest and fair hiring practices that most often save both the companies and candidates involved time and money while encouraging greater pay equity.

In this episode, Representatives Cutler and Fluker Oakley discuss the proven benefits of salary range transparency.

Chapters:

[0:00 - 4:08] Introduction

Welcome, Representatives Josh Cutler and Brandy Fluker Oakley!
Today’s Topic: Massachusetts’ Bill H.1849 Regarding Salary Range Transparency

[4:09 - 15:42] What is H.1849

How pay transparency and equal pay can fight wage gaps
How culture around pay transparency has changed
How Massachusetts’ pay transparency legislation differs from other states’

[15:43 - 26:08] How can companies prepare for pay transparency?

Analyze your salary ranges and competing salary ranges on the market
Simplicity is critical in adopting pay transparency
The consequences for not following pay transparency laws

[26:09 - 28:05] Final Thoughts & Closing

Reach out to your state representative(s) to discuss pay transparency legislation
Thanks for listening!

Quotes:

“As a woman and a black woman at that, I recognize and know firsthand inequities with pay, and it has to stop somewhere.” -Rep. Brandy Fluker Oakley

“The hiring process can be costly—investing in personal time in candidates who don't share the same salary expectation is really a waste of company resources and the candidates' time. By putting, you know, the pay out from the beginning and the outset, you're removing that” -Rep. Josh Cutler

Resources:
SHRM article

Contact:
Rep. Cutler's LinkedIn
Rep. Fluker Oakley's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Mark Hanson - HR Tech 2022 Series - Re-Skilling Employees in a Competitive Labor Market

Thu, 20 Apr 2023 04:00:00 -0000

Summary:

Mark Hanson is the VP of Strategy with Lightcast (formerly Emsi Burning Glass), a company whose ultimate goal is to connect individuals with the right skills and right jobs in the right places. Throughout his career, Mark has worked as Associate Director of Talent Acquisition at UnitedHealth Group and as Adjunct Professor at Bethel University.

In this episode, Mark talks about how companies can leverage their employees’s skills in a tight labor market, and why 2023 might be the year of the CHRO.

Chapters:

[0:00 - 3:26] Introduction

Welcome, Mark!
Today’s Topic: Is Re-skilling Employees the Solution to a Competitive Labor Market?

[3:27 - 11:28] How the economic landscape will shape HR in 2023

How does HR deal with the confusing economic landscape we’re faced with today
Consider re-skilling employees instead of laying them off

[11:29 - 14:48] Things that didn’t surprise us in 2022

A fully developed, end-to-end, holy grail solution still doesn’t exist… yet?
Traditionally non-HR companies are breaking into HR technology

[14:49 - 22:59] Where is the HR technology heading in 2023

It’s all about partnerships, integrations, and unified systems
As organizations feel tighter margins, CHROs will play a larger role in molding the future of our workforce

[23:00 - 24:03] Closing

Thanks for listening!

Quotes:

“The labor market is great for candidates right now—they have more power than ever.”

“CHROs finally have a huge say in where [their companies] are going, and they’re going to have even more of a say in 2023.”

Contact:
Mark's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Robert Mattson - HR Tech 2022 Series - Can Quantifiable AI Promote Employee Engagement?

Thu, 13 Apr 2023 11:00:00 -0000

Summary:

Robert Mattson is the Founder and Principal of INTRIGUE (formerly ITM Speakers), a company that uses science and art to help organizations craft compelling stories and learn how to be more intriguing and memorable. By combining his professional experience as a high-tech marketing executive at companies like ADP, Ceridian, and SmashFly Technologies with his numerous creative skills, Robert brings a unique perspective to HR technology and people analytics.

In this episode, Robert talks about AI’s transition from theoretical to quantifiable and how it could help measure and foster employee engagement.

Chapters:

[0:00 - 3:41] Introduction

Welcome, Robert!
Today’s Topic: Why and How Quantifiable AI Could Promote Employee Engagement

[3:42 - 11:13] Looking back at 2022’s HR technology outcomes

AI hype is out; AI implementation is in
What does wellness mean nowadays and how do we support it?

[11:14 - 16:33] Exciting HR developments to look forward to this year

The pandemic reminded us that people are people and new processes need to be human focused
Work-life balance and its relation to employee engagement

[16:34 - 24:20] What changes to HR technology might we see in 2023?

AI will make the leap toward being quantifiable
Why the resume may become less important in the future

[24:21 - 25:03] Closing

Thanks for listening!

Quotes:

“What does wellness mean now and how do we support wellness—it’s not just about the technology.”

“Whatever solution, whatever process, service, system you put in, it has to be done in a human way. . . . Be good to people; be honest with people; be forthright with people and then set up your processes to reflect that.”

Contact:
Robert's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Steve Brink - HR Tech 2022 Series - Creative Compensation Solutions for the Talent Shortage

Thu, 06 Apr 2023 11:00:00 -0000

Summary:

Steve Brink is the President and Chief Revenue Officer of uFlexRewards, a digital global total rewards platform that combines multiple data silos into one real-time platform. At uFlexRewards, Steve is responsible for the growth of the client base which includes new clients, partnerships, and potential resellers. As you’ll also hear, Steve was David’s second ever boss!

In this episode, Steve talks about how companies need to think outside the box to win talent in a rapidly changing and bizarre economic landscape.

Chapters:

[0:00 - 6:10] Introduction

Welcome, Steve!
Today’s Topic: Can Creative Compensation Solutions Counteract the Talent Shortage?

[6:11 - 14:43] Looking back at 2022

Thinking outside the box can help organizations win the “war on talent”
Total rewards strategies need to be part of the overall business strategy

[14:44 - 22:55] Lessons learned from 2022

Why organizations need to focus on support the mental health of their employees
Talent now has more leverage than ever before

[22:56 - 29:01] Predictions for 2023

Attaching pay increases to achieve skills and competencies
Transparently communicating career progression to employees

[29:02 - 29:41] Closing

Thanks for listening!

Quotes:

“There’s pay transparency, and then there’s taking it to the next level and giving [candidates] the opportunity to compare their current benefits with their potential benefits if they were to accept a job offer.”

“Wouldn’t it be cool to have a different paradigm about pay where instead of [giving salary increases] just because the clock changed, we do so based on what what they actually do to impact the company?”

Contact:
Steve's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Robert Sheen and Anuj Mongia - HR Tech 2022 Series - Improving DEI with Innovative Data Analytics

Thu, 30 Mar 2023 11:00:00 -0000

Summary:

Robert Sheen and Anuj Mongia are on a mission to revolutionize DEI with the help of data analytics. As the CEO and Founder, and VP of Strategic Alliances and Product respectively, Robert and Anuj help lead the team at Trusaic, a regulatory compliance software company that helps businesses keep up with rapidly changing regulatory requirements.

In this episode, Robert and Anuj talk about how new legislation will drive organizations to revamp their DEI efforts with the help of data analytics software.

Chapters:

[0:00 - 5:56] Introduction

Welcome, Robert and Anuj!
Today’s Topic: Improving DEI with Innovative Data Analytics

[5:57 - 16:20] Looking back at 2022 through a DEI lens

The EU and certain US states have begun enforcing pay equity
Diversity in an organization starts at the top

[16:21 - 27:16] Trusaic’s HR predictions for 2023

New legislation will push organizations to adopt new or refined processes
Software can bridge the gap between data sets that alone, may be missing information

[27:17 - 27:54] Closing

Thanks for listening!

Quotes:

“[Hiring remote and overseas employees] opens up a bigger pool of people that could help make your organization more diverse.”

“We’re seeing that HR teams are hiring data specialists to analyze HR data in order to learn about and solve business problems.”

Contact:
Robert's LinkedIn
Anuj's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Bennett Sung - HR Tech 2022 Series - Revolutionary Emerging Technologies in ATS

Thu, 23 Mar 2023 11:00:00 -0000

Summary:

Bennett Sung is the head of marketing for Humanly (humanly.io), a conversational AI for recruiting engine that helps surface the most qualified, diverse pool of applicants at scale. He is a creative technologist with 16+ years of experience leading corporate and product marketing functions at startups and public companies. He has also been included in the Most Inclusive HR Influencer List since 2019.

In this episode, Bennett talks about how new application tracking technology could entirely change how we think about (and use) applicant data.

Chapters:

[0:00 - 4:52] Introduction

Welcome, Bennett!
Today’s Topic: Emerging Technologies in Application Tracking Systems

[4:53 - 16:11] The development of a new category of application tracking technology

Technology has begun parsing through interviews so we can learn from and document those interactions
Using interview data to inform and improve future interviews

[16:12 - 22:55] Improving the over-automated application tracking process

How to re-introduce humans to automated application tracking systems
Documenting applicants’ skills and next level data to build a better matching engine

[22:56 - 27:10] Bennett’s predictions for 2023

Building an employee skills ontology to promote internal mobility and prevent skill loss through layoffs
Why we need to focus on retooling the hiring manager experience

[27:11 - 29:25] Final Thoughts & Closing

Will 2024 be when we see real data integration?
Thanks for listening!

Quotes:

“Once we start to look at the aggregation of data across interviews in organizations, and we slice it by diversity filters—this is where the eyes open up.”

“We need [an employee skills ontology]. It is the crux that holds recruiting back—completely!”

Contact:
Bennett's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Maya Huber - HR Tech 2022 Series - Understanding Competencies and Their Role in Recruitment

Thu, 16 Mar 2023 11:00:00 -0000

Summary:

Maya Huber is the Co-founder and CEO of TaTiO, a company that helps recruiters improve their applicant-to-hire ratio for high-volume positions by accessing people from previously untapped sources and assessing their actual job skills. Over the past 15 years, Maya has gained practical and theoretical research experience managing HR companies focusing on the work inclusion of vulnerable population groups.

In this episode, Maya talks about why competencies, not skills, can provide better insight and better hires in recruitment.

Chapters:

[0:00 - 4:51] Introduction

Welcome, Maya!
Today’s Topic: Understanding Competencies and Their Role in Recruitment

[4:52 - 15:15] What do we mean by “competencies”?

Competencies are contextualized skills
The future of work won’t bring new solutions, it’ll bring on a paradigm shift

[15:16 - 21:29] How do we shift from over-automated recruitment to people-driven recruitment?

Companies will have to learn how to assess candidates without resumes
Competencies change over time and all options need to be open for candidates to be re-assessed when appropriate

[21:30 - 31:07] Maya’s predictions for 2023

Data-rich technologies will help companies roll out competency-based HR practices
Promotion should essentially be internal recruiting

[31:08 - 32:13] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Competencies are not skills—because there’s movement about skill-based hiring. . . . But [the skill] depends on the context. It’s the context [in which the skill is used] that matters. That’s competency.”

“Resumes and [the current] application process were invented a long, long time ago. I want my kids to grow up to say, ‘Resume: are people still using those?’ ”

Contact:
Maya's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Ian Cook - HR Tech 2022 Series - How 2022 Impacted People Analytics and 2023 Predictions

Thu, 09 Mar 2023 12:00:00 -0000

Summary:

Ian Cook is the VP of Research and Strategy at Visier Inc. Using his expertise in people analytics, he helps executives link the human side of their business to its sales and operations. Over the last two years, his insights have been features in the Harvard Business Review, the Economist, Business Insider, and CNBC, just to name a few. In this episode, Ian talks about how the labor market and people analytics changed in 2022 and what he predicts will happen in 2023.

Chapters:

[0:00 - 4:24] Introduction

Welcome, Ian!
Today’s Topic: How 2022 Impacted People Analytics and What to Expect in 2023

[4:25 - 15:35] What did we learn from 2022?

We are having to relearn and reinvent how we get work done
The labor market is shrinking for various reasons

[15:36 - 31:55] What surprises came out of 2022?

Businesses have quickly pivoted to looking at their data for business insights
How we can leverage AI to help us detect patterns and ask simple questions

[31:56 - 37:22] Ian’s predictions for 2023

Hybrid work will move from being a policy to becoming a practice
Younger generations will continue to challenge and reshape the work of work as we currently know it

[37:23 - 38:03] Final Thoughts & Closing

Thanks for listening!

Quotes:

“We’re advocates for the right data to the right person at the right time.”

“Hybrid isn’t a policy, it’s a practice. It’s a series of practices, an operating system. Hybrid is here to stay; I think organizations will run some form of hybrid in some aspects of their business [in 2023].”

Contact:

Ian's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jason Averbook - HR Tech 2022 Series - How HR Processes Are Changing

Thu, 02 Mar 2023 12:00:00 -0000

Summary:

As the Co-Founder and CEO of Leapgen, Jason Averbook helps executives rethink, redesign, and better deliver employee services. He has more than 25 years of experience in the HR and technology industries, and he has guided industry-leading companies through strategic HR transformations. Jason has also authored two books: HR from Now to Next and The Ultimate Guide to a Digital Workforce Experience.

In this episode, Jason Averbook compares 2022 to 2023 and unpacks how HR process has changed.

Chapters:

[0:00 - 4:04] Introduction

Welcome, Jason!
Today’s Topic: How HR Processes Will Change in 2023 Compared to 2022

[4:05 - 8:32] Were there any surprises related to HR processor technology in 2022?

The impact of the last two years have changed the course of HR process and technology
HR can use data from checking in with employees to further support employees

[8:33 - 23:26] Have shifts in technology enabled HR to react faster to significant events?

HR solutions must bring value to employees, not be a nuisance
Transforming HR process is more impactful for employees than simply transitioning to digital

[23:27 - 33:12] Jason’s HR technology predictions for 2023

Heading into a recessionary year, HR technology and processes will be under more scrutiny
Companies will need to rethink their HR processes before looking for new HR technology

[33:13 - 33:59] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Employees need to understand the value [that HR solutions] bring to them.”

“Changes to HR processes must be presented as business cases, not HR cases. . . . And your measure of success isn’t going live, it’s a more diverse workforce that meets the customers’ needs and improves those relationships.”

Contact:

Jason's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Chris Havrilla - HR Tech 2022 Series - HR Technology Has Evolved to Support New Workforce Needs

Thu, 23 Feb 2023 12:00:00 -0000

Summary:

Chris Havrilla is the global leader of Talent Product Strategy for Oracle Cloud Human Capital Management. Before joining Oracle, she led human capital technology research, strategy, and advisory as a VP and Lead Tech Industry Analyst at Deloitte. Her recent accolades include being named one of HR Executive’s Top 100 HR Tech Influencers, peopleHum’s Top 30 Women in HR Tech, 8X8’s Top 16 Hybrid Work Influencers, Onalytica's Who’s Who in Future of Work as well as their Top 25 Global Consultancies Influencer Report.

In this episode, Chris talks about how HR technology support employees through 2022 and what we can expect for 2023.

Chapters:

[0:00 - 7:35] Introduction

Welcome, Chris!
Today’s Topic: How HR Tech Supported Employees in 2022

[7:36 - 17:03] How did HR Tech support employees in 2022?

Productivity skyrocketed (for a brief moment) after the peak of the pandemic
Communication can help manage the jockeying for control that is resurfacing post-pandemic
Refocusing from “HR tech” from “employee-centric tech”

[17:04 - 23:53] Should we be reframing what we consider an employee?

How viewing work as a marketplace can humanize workers
Exploring the benefits of an opportunity marketplace for workers

[23:54 - 29:24] What is coming in 2023?

How skills will become the currency for new work models
Why democratizing data will be so critical

[29:25 - 30:32] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Productivity went up [in 2022] when employees had more control over data. But now managers are trying to get control back. Why? . . . That means we haven't learned how to manage performance and trust people enough.”

“That's why democratization of data is so important. At the end of the day, it all comes down to: how are we helping people make informed decisions? [It comes down to] giving them the insights and value so that they can make good decisions and take action.”

Contact:

Chris' LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Al Adamsen - HR Tech 2022 Series - Lessons Learned From 2022 and How They Will Influence 2023

Thu, 16 Feb 2023 12:00:00 -0000

Summary:

Al Adamsen is all about “People Data for Good”. He’s the Founder and CEO of the People Analytics & Future of Work (PAFOW) Community and Conference Series, which is a global network committed to promoting 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. While running PAFOW, Al also co-founded Insight222, an organization committed to accelerating the positive impact People Analytics has in large enterprises.

In this episode, recorded at HR Tech 2022, Al talks about some lessons learned from 2022 and how they could be applied to 2023 and beyond.

Chapters:

[0:00 - 5:43] Introduction

Welcome, Al!
Today’s Topic: Lessons Learned From 2022 and How They Will Influence 2023

[5:44 - 16:05] What did you learn about people analytics in 2022?

Organizations need to realize the value proposition of talent intelligence within people analytics
How people analytics would change if employees had the option to opt-out of their data being used by their employer

[16:06 - 25:18] Using people data as a learning tool

Harnessing data to learn how people data can best work for your organization
How publishing data can help us all learn and grow

[25:19 - 34:50] Where will people analytics go in 2023?

Time is not an infinite resource and it will play a critical role in future workforce planning
Newer generations of workers bring different expectations to the workplace

[34:51 - 35:35] Final Thoughts & Closing

Thanks for listening!

Quotes:

“What I fear about American society right now is that we’re not able to [learn at speed, at scale, and in a sustainable way]. . . . It’s not about (as a leader) collecting the data, developing a strategy, and being agile.”

“We’re talking about skills and human beings still like they’re an infinite resource, but we’re all constrained by time. . . . We have to [better] understand capability.”

Resources:
PAFOW
PAFOW Live

Contact:

Al's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Karin Buchbinder - Death by Spreadsheet! Using Excel for Compensation

Thu, 09 Feb 2023 12:00:00 -0000

Summary:

Karin Buchbinder manages the team of compensation consultants at Salary.com. She is also, as it turns out, an Excel wizard. Having developed and implemented solutions globally, she’s familiar with myriad compensation management tools, including Excel. The latest version of Excel may have powerful business tools for managing compensation data, but that doesn’t mean it should be used without its own rules and procedures.

In this episode, Karin talks about the pros and cons of using Excel for compensation data management.

Chapters:

[0:00 - 4:59] Introduction

Welcome, Karin!
Today’s Topic: Working with Compensation Data in Excel

[5:00 - 11:45] The greatest challenges Karin has come across in the world of compensation

Many companies still rely on Excel for compensation data
Excel’s accessibility and ease of use can lead to compromised data integrity

[11:46 - 15:16] How to successfully use Excel for compensation management

Avoid overly complicating the spreadsheet; make it intuitive
Decisions and assumptions must be well-documented

[15:17 - 18:45] Will Excel ever be replaced as the go-to compensation management tool?

It will be difficult to replace a free, widely-accessible tool
Recent versions of Excel have introduced powerful tools like Power BI

[18:46 - 19:33] Final Thoughts & Closing

Thanks for listening!

Quotes:

“One of the largest challenges [I’ve come across working in compensation] is that a lot of companies and organizations have their processes done in Excel. . . . [The problem with this] is data integrity because that spreadsheet will get handed down from one person to another . . . with no parameters around the integrity of the data.”

“I think people don’t make that connection [that their compensation spreadsheet is a system of record]. You need to have the assumptions written out and documented.”

Contact:

Karin's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Tim Sackett - HR Tech 2022 Series - Recruitment and ATS in 2022 and Beyond

Thu, 02 Feb 2023 12:00:00 -0000

Summary:

In this episode, Tim looks back at 2022 and looks forward to 2023 through the lens of recruitment and talent acquisition.

Chapters:

[0:00 - 2:37] Introduction

Welcome, Tim!
Today’s Topic: Looking Back at 2022 Through a Recruitment and ATS Lens

[2:38 - 19:30] What did you expect going into 2022?

Bracing for hiring difficulties and embracing automation as a result
Could companies leverage their recruitment database to save time and money?
Redefining talent acquisition success in 2023

[19:31 - 28:42] What was surprising about 2022?

Marketing still proves rather confusing for many buyers
Why its so important to become a super user of your existing technology before pursuing change

[28:43 - 38:14] Predictions and prognosis for 2023

Why invisible HR technology is actually a good thing
How recruitment can help companies improve their DE&I

[38:15 - 39:25] Final Thoughts & Closing

Talent acquisition will likely remain difficult in the foreseeable future
Thanks for listening!

Quotes:

“I believe that in talent acquisition especially, we are data rich, but information poor. We still aren't very good with insights. And so when we take a look at 2023 and beyond, to me, we're going to start to redefine success of HR and talent acquisition in a completely new way.”

“The biggest mistake I find . . . is that companies are trying to take their current process and just overlay new technology and call that digital transformation. What they should say is, ‘What happens if we scrap our entire process and start with a blank, white piece of paper? How could we do this differently, better, etc?’ That's really transformational.”

Contact:

Tim's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Joe Phoenix - Charitable Giving as an Employee Benefit

Thu, 26 Jan 2023 12:00:00 -0000

Summary:

Joe Phoenix is the Co-founder and CEO of Givinga, a Philantech (i.e., philanthropic technology) firm that designs customized giving solutions. Seven years ago, Joe saw that the culture around corporate giving was changing and that employees were holding their employers to a higher standard. He left his longtime employment as Head of Global Institutional Management at Putnam Investments to co-found Givinga and encourage companies to treat philanthropy as brand enhancing investment.

In this episode, Joe talks about corporate charitable giving and how it factors into employee benefits and workplace culture.

Chapters:

[0:00 - 6:03] Introduction

Welcome, Joe!
Today’s Topic: Charitable Giving as an Employee Benefit

[6:04 - 14:00] What is the state of corporate giving?

Philanthropy is no longer simply the act of checking a box
Differentiating between political giving and charitable giving

[14:01 - 22:50] How does corporate giving translate to employee giving?

Why employees want to view their employers as an extension of themselves
Redefining what it means “to give”

[22:51 - 31:20] Philanthropic technology

Giving money vs giving time
How technology can with knowing how and whom to give to

[31:21 - 37:00] Final Thoughts & Closing

How adding technology to philanthropy can have massive impacts
Thanks for listening!

Quotes:

“We've seen a pretty significant shift over the last five years of companies realizing that philanthropic giving is not really a check the box exercise anymore. . . . I think that the employees that companies are hiring, the customers that they're interacting with, are demanding more than a check the box.”

“What companies are realizing is that they have this massive amount of potential impact in their employee base. And on the other side, the employees are realizing that the way that they can become more philanthropic is by efficiently working with their employer to drive these dollars in a more meaningful way out to causes that support them.”

Contact:

Joe's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Sapient Insights Group - HR Tech 2022 Series - Perspectives from the 2022 Survey

Thu, 19 Jan 2023 12:00:00 -0000

Summary:

Sapient Insights Group is a women-owned, research and advisory firm that is passionate about adding value to clients, partners, and the HR and Finance communities they work within. They are also the proud organizers behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. What’s more, the survey just passed it’s 25th anniversary!

Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner), Teri Zipper (CEO & Managing Partner), and Sheryl Herle (Principal Advisor).

In this episode, Susan, Teri, and Sheryl talk about perspectives from Sapient Insights' annual survey on HR technology.

Chapters:

[0:00 - 5:05] Introduction

Welcome, Sapient Insights Group!
Today’s Topic: Perspectives from Sapient Insights Group’s Annual HR Technology Survey

[5:06 - 24:39] What was a surprising perspective that you gained from this year’s survey?

People’s post-COVID problems reflect their pre-COVID problems
People data is often still lacking—why and how we can fix it
Clients aren’t using the toolsets Vendors are building into their platforms
Leveraging AI tools to identify data anomalies

[24:40 - 40:58] Trends from this year’s HR tech survey

Former startups are now massive companies
DE&I was the #2 reason survey takers said they were gather HR data this past year
Analytics solutions for offboarding
Companies are still struggling with talent mobility

[40:59 - 41:58] Final Thoughts & Closing

Thanks for listening!

Quotes:

“Vendors are building out all these toolsets, and clients still aren't using them, and they're moving more to core BI tools that are layered on top of data warehouses.”

“One of the questions that we ask [in our survey] is, ‘What are you using your HR analytics tools for?’ . . . What was beautiful to see this year was that while HR metrics in general are still leading, DE&I was #2 this year.”

Resources:
Research from Sapient Insights

Contact:

Sheryl's LinkedIn
Susan's LinkedIn
Teri's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Tara Furiani - Budgeting for Salaries in an Uncertain World

Thu, 12 Jan 2023 12:00:00 -0000

Summary:

Tara Furiani is an executive, a business team builder, an influencer, a board member, a writer, a speaker, and a people leader. What’s more, she’s also the creator, executive producer, and host of Not the HR Lady and Workcations!

She is an accomplished Chief People Officer and has worked across many industries & countries with companies of all sizes, both as the top “people” leader for the organization, reporting to the CEO, and as a consultant, reporting to the Board.

In this episode, Tara Furiani talks about budgeting for salaries in an uncertain world.

Chapters:

[0:00 - 8:06] Introduction

Welcome, Tara!
Today’s Topic: Budgeting for Salaries in an Uncertain World

[8:07 - 17:45] Why did 2022 introduce uncertainty around salaries?

We’re truly facing a “new normal” that’s vastly different from 2019
The United States (and the world) are facing yet more crises

[17:46 - 40:40] What will be different about 2023?

Uncertainty will not magically stop with the new year
Employees are smarter about pay and expect more from employers
Companies will need to “walk the talk” when it comes to diverstiy

[40:41 - 41:31] Final Thoughts & Closing

Take a moment to reflect on your company’s core values
Thanks for listening!

Quotes:

“We're not going back [to pre-pandemic times], we're going forward. Organizations really need to take that in. There are going to be higher expenses for salaries, which are going to result in higher expenses for taxes and other things. We have to do it though . . . if we want to remain competitive as organizations.”

“I'm gonna talk directly to employers right now. You all have core values, mission, a vision, pillars of excellence, whatever. Look at them, study them, read them, reflect on if those are what you actually are in reality. . . . [because] if you're not doing that stuff, people notice.”

Resources:
Not the HR Lady

Contact:

Tara's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky and Dwight Brown - Season 4 Recap - Celebrating Our 100th Episode!

Thu, 08 Dec 2022 12:00:00 -0000

Summary:

As Season 4 of the HR Data Labs podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They revisit their predictions from last seasons and bring some new predictions for the future of HR to the table.

Chapters:

[0:00 - 5:55] Introduction

Welcome… David and Dwight!
Today’s Topic: Season 4 Recap

[5:56 - 17:42] Looking back at Season 4

Revisiting episodes, topics, and common themes
Key lessons from Seasons 4

[17:43 - 22:06] Looking forward to Season 5

Discussion topics to expect and look forward to
A wealth of content from HR Tech 2022!

[22:07 - 38:16] David and Dwight make predictions for the future of HR

Quiet quitting (and quiet firing) will generate more conversations
Pay transparency will (have to) become more prevalent

[38:17 - 40:00] Final Thoughts & Closing

Thank you for 100 episodes!
Talk to you next season!

Quotes:

“Something that’s been on my mind a lot lately . . . is the idea of quiet quitting. And I also think [quiet firing] is going to work its way into the conversation because there’s no doubt that that happens as well.”

“I want us to be much more mature about our conversations around [pay transparency]. With California and 1162, transparency takes on a gigantic new dimension because companies are going to be forced to provide that transparency to employees as well as on job requisitions online.”

Contact:

David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Amy Mosher - Why 2023 Will Be the Year HR Gets People Analytics Right

Thu, 01 Dec 2022 05:00:00 -0000

Summary:

Amy Mosher is the Chief People Officer at isolved where she’s responsible for the overall people strategy. She has over 20 years of global human resources experience, and she has contributed to the success of several progressive multi-national companies in various industries including biotechnology, hardware, and software. She is a subject matter expert in organizational development, compensation, talent acquisition, operations, and compliance.

In this episode, Amy talks about why 2023 might be the year that HR finally gets people analytics right.

Chapters:

[0:00 - 4:07] Introduction

Welcome, Amy!
Today’s Topic: Why 2023 Will Be the Year HR Gets People Analytics Right

[4:08 - 8:21] Why 2023, and what is wrong with people analytics now?

We’re finally seeing organizational readiness
HR is now a core function of organizations

[8:22 - 23:36] How to find the right vendor when investing in people analytics

The benefits of a platform that provides new insights
Proving data access to leaders
Saving time and effort by levering new technologies

[23:37 - 28:53] Amy’s approach to people analytics in her work at isolved

Improving the employee experience with an evidence-based HR approach
The importance of having clean data

[28:54 - 30:42] Final Thoughts & Closing

You don’t have to be a data scientist to utilize data effectively
Thanks for listening!

Quotes:

“In the past, HR was more about soft skills. . . . Well, now it's a core function of organizations. Just like you are tracking revenue, and bookings, and profitability, you should be tracking, turnover, retention metrics, onboarding efficiencies. Those are just as important as other metrics now.”

“[An evidence-based HR approach] improves the employee experience, which is really the most impactful way that your an attract and retain talent.”

Contact:

Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Gerry McDonough - The Value of Successful Succession Management

Thu, 17 Nov 2022 12:00:00 -0000

Summary:

Gerry McDonough leads the Advanced Human Capital practice within Ankura, where he also developed the firm’s proprietary Human Equity Value methodology and Culture Key culture measurement system. Prior to joining Ankura, Gerry ran his own human capital consulting firm for 23 years, where he worked on everything from organizational design to executive development and succession.

In this episode, Gerry shares his thoughts on succession management and the value it can bring to an organization when done well.

Chapters:

[0:00 - 3:26] Introduction

Welcome, Gerry!
Today’s Topic: The Value of Successful Succession Management

[3:27 - 9:05] What are the issues with conventional succession management

Most companies are unprepared for an executive succession
Succession management happens too slowly

[9:06 - 20:54] Pragmatic improvements to make succession planning more effective

Building a succession management plan
Looking at succession deeper in the organization (beyond the C-suite)

[20:55 - 27:10] Succession planning for all levels of an organization

Creating self-sufficiency with plans that can be moved down an organization
How to maintain succession plans

[27:11 - 30:04] Final Thoughts & Closing

Succession management as a business process (as opposed to an HR process)
Thanks for listening!

Quotes:

“86% of leaders believe leadership succession planning is of utmost importance—only 14% think their organizations are doing it well.”

“All too often organizations think it's up to the manager to determine a succession plan for their direct reports. That's a little backwards, right? It's got to be a two-way street. . . . It's up to those team members to [think about their career aspirations].”

Contact:

Gerry's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dr. Adam McKinnon and Martha Curioni - Automated Assessment of Employee Data Quality

Thu, 10 Nov 2022 12:00:00 -0000

Summary:

Dr. Adam McKinnon is the People Data and Analytics Lead at Reece Group in Australia. Over the course of his career, he’s focused on driving individual, team, and organizational performance through the development and implementation of tailored analytics frameworks and methodologies.

Martha Curioni is the Associate Director of HR at IQVIA in Italy. She leverages her technical skills and expertise to help businesses solve their problems using data analysis.

In this episode, Adam and Martha talk about the data analysis model presented in the article they co-wrote entitled Automated Assessment of Employee Data Quality using Machine Learning.

Chapters:

[0:00 - 6:07] Introduction

Welcome, Adam and Martha!
Today’s Topic: Automated Assessment of Employe Data Quality using Machine Learning

[6:08 - 15:04] What motivated you to start your project?

“Necessity and curiosity”
Driving the conversation about data quality

[15:05 - 27:42] What did you learn from the process?

Using the best tool for the job
Knowing how to best present your findings to those who haven’t lived through the project

[27:43 - 34:31] How do we realistically start using this new data quality model?

Real world examples of this model being used
Starting with simple checks before using the model

[34:32 - 38:08] Final Thoughts & Closing

Curiosity is key
Thanks for listening!

Quotes:

“Machine learning is this great opportunity to synthesize this massive complexity and distill it to a form that becomes usable, but [machine learning] also elevates the level of work that our HR colleagues can perform.”

“The model really is meant to catch . . . the combination of variables that make [your data] inaccurate. And so that's where the model comes in—[it’s] able to raise that level of sophistication.”

Resources:
Article: Automated Assessment of Employee Data Quality using Machine Learning

Contact:

Adam's LinkedIn
Martha's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dermot O'Brien - Building DEI Into a Company Framework

Thu, 03 Nov 2022 11:00:00 -0000

Summary:

After a successful career that saw him in multiple CHRO roles for a variety of major companies, Dermot O’Brien now serves as a board member of multiple advisory boards. He’s passionate about diversity, equity, inclusion, and belonging (DEI) and has extensive experience with using data analytics to help organizations successfully implement DEI plans and, in turn, improve overall performance. In this episode, Dermot talks about why and how to build DEI into a company framework.

Chapters:

[0:00 -7:01] Introduction

•Welcome, Dermot!

•Today’s Topic: Building DEI Into a Company Framework

[7:02 -12:35] Why is having a diverse team and talent pool so important?

•Better performance and better results

•Avoiding a company culture that singles out

[12:36 -28:08] What strategies can be employed to meaningfully move the needle?

•Analyzing the diversity of leadership roles

•Improving the sourcing of quality, diverse talent

[28:09 -38:06] How can organizations engage this important topic and avoid past pitfalls?

•Make sure change resonates and is meaningful to everyone in the organization

•Leverage employee resource groups (BRGs)

[38:07 -39:59] Closing

•Thanks for listening!

Quotes:

“[Within an] HR talent acquisition team, whether it's sourcing internal people or sourcing external people, I have found that there's a lot of bias. A lot of the problems are actually in the talent acquisition area. . . . And so nobody wants to admit it at first, but then when you really get in there, you realize, ‘Nah, [talent acquisition] is not as strong as it needs to be.’”

“One of the greatest, fastest strategies for DEI that I've ever put in place is take diverse people and put them in seats of power.Just do it, and then guess what happens? You put an African American female in, like the top executive level, guess what happens? More African Americans are showing up on her team.”

Contact:

Dermot's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Amy Leschke-Kahle - The Myth of Measurement

Thu, 27 Oct 2022 11:00:00 -0000

Summary:

Amy Leschke-Kahle is the Vice President of Performance Acceleration with the Marcus Buckingham Company, an ADP company. Initially a chemical engineer, she’s worked as a talent practitioner, a product builder, and most recently a world of work mythbuster who is passionate about helping organizations rethink and reinvent how to make work not suck. In this episode, Amy talks about the myth of measurement.

Chapters:

[0:00 -3:55] Introduction

•Welcome, Amy!

•Today’s Topic: The Myth of Measurement

[3:56-14:01] How can measurement be a myth?

•Context is king; trends are critical

•Finding the right amount of measurement

[14:02 -24:17] Don’t we need data to make decisions?

•Identifying the critical points of employee performance

•Using objective measures when possible

[24:18 -36:38] How do we get more employee contribution?

•Creating a culture of frequent attention

•Translating the methodology to employees who work from home

[36:39 -38:47] Final Thoughts & Closing

•Now is the time to rethink work

•Thanks for listening!

Quotes:

“‘What's measured gets measured,’ not ‘what's measured gets done.’ The ‘what's measured’ part, the performance measurement part of that is a whole different process with different intended outcomes. . . . [but] really frequent connections—moments of attention between, particularly, team leaders and team members, that's the performance movement, performance acceleration, however you wanna phrase that.”

“[in ADP Research Institute’s 2022 People at Work Study], people who were working offsite responded more favorably to many of the items on the survey than people who were working onsite. . . . If you think about people who are not working in the same place, when [you] call them, it's usually not, 'Oh, what are you doing today? How's it going? What's the weather like, wherever you are.' It's usually really intentional.”

Resources:
ADP's People at Work 2022 study

Contact:

Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Cindy Foxworth - How Executives Use HR Analytics to Make Business Decisions

Thu, 20 Oct 2022 11:00:00 -0000

Summary:

Cindy Foxworth is the CHRO at ADT Solar. She has built her career by working in many HR departments across multiple markets and industries, and she is passionate about using HR analytics to help employees improve their skills and build the careers they want. In this episode, Cindy talks about how executives use HR analytics to make business decisions.

Chapters:

[0:00 -4:26] Introduction

•Welcome, Cindy!

•Today’s Topic: How Executives Use HR Analytics to Make Business Decisions

[4:27 -10:10] Have HR analytics always been part of executive decision making?

•HR and people analytics have only started influencing business decisions this past decade

•Analytics need to tell a story that can make a positive impact

[10:11 -16:57] How have HR analytics affected strategic and functional decisions?

•Establishing an understanding of the insights HR can provide business leaders

•How HR analytics can be used to help employees grow

[16:58 -26:04] Which analytics managers embrace vs those that they don’t value

•Go-to analytics that address new hire onboarding for fast-growing businesses

•Why hire quality is more important than hire cost

[26:05 -28:31] Final Thoughts & Closing

•Challenge yourself to find new data

•Thanks for listening!

Quotes:

“If you're not showing the graphs that tell the story—if you're just spewing numbers or facts, you're making no change. [HR analytics] has to tell a story that leads to actionable items that impact the company in a positive way.”

“What I challenge myself with daily . . . is making sure [I] don't have blinders on and that [I’m] not repeating the same cycle over and over. [I’m] continually looking for other data, other information.”

Contact:

Cindy's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Ben Waber - What People Analytics Can Tell Us About Your Business

Thu, 13 Oct 2022 11:00:00 -0000

Summary:

Ben Weber is the President and Co-founder of Humanyze. Ben is particularly passionate about the power of behavioral data and analytics and its ability to improve organizations and how people work in general. He has been featured in Wired, CNN, and The New York Times, among other outlets, and his work was selected for Harvard Business Review's List of Breakthrough Ideas and Technology Review's Top 10 Emerging Technologies. In this episode, Ben talks about collaboration data, AI, and expertise.

Chapters:

[0:00 -5:32] Introduction

•Welcome, Ben!

•Today’s Topic: Collaboration Data, AI, and Expertise

[5:33 -15:37] What is collaboration data and why does it matter?

•Understanding how people communication and work together

•Striving for complete data sets vs “good enough” data sets

[15:38 -29:38] Adaptive statistics (i.e., AI) and its role in data analysis

•How developments in technology have allowed us too find correlations within massive data sets

•Are we holding onto unrealistic expectations for AI?

[29:39 -39:55] How does expertise impact people analytics inside of an organization?

•Unlearning that it’s best practice to copy success

•Using hypothesis backed by data to improve an organization

[39:56 -42:47] Final Thoughts & Closing

•Professional ethics’ role in people analytics

•Thanks for listening!

Quotes:

“When companies look at things like collaboration technologies that are purpose built for very specific applications, [they] better understand the implications of that for how people work, because even if it makes a particular team’s task more efficient—if it detracts from the coordination and collaboration that has to happen across teams, it may be negative.”

“I like to call [AI] ‘adaptive statistics’ because that's what it is—these things are correlation engines, and what makes them more productive is lots of data. So why suddenly have things been able to get a lot more predictive or [why] can we [generate images] with these algorithms much better than we could in the past? It's not because the algorithms themselves are different, [it’s because] now we can literally mine every single piece of text on the internet.”

Contact:

Ben's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Brittany Leonard - A General Counsel's View on HR Data and Processes

Thu, 06 Oct 2022 11:00:00 -0000

Summary:

Brittany Leonard is the Chief Corporate Counsel at Civix, a public sector technology company that provides services and software for government, transportation, and grants. Her experience, which includes advising and collaborating with Fortune 500 companies as an attorney, has given her a unique insight into HR’s interactions with an organization’s employees. In this episode, Brittany talks about a general counsels’ view on HR data and processes.

Chapters:

[0:00 -5:02] Introduction

•Welcome, Brittany!

•Today’s Topic: A General Counsel’s view on HR data and processes

[5:03 -10:04] A General Counsel’s relationship with HR and how it supports the business

•Different employees might have different issues with HR

•Why HR might find itself fielding initial questions meant for other departments

[10:05 - 15:20] What struggles do General Counsels typically have with HR?

•Lack of communication or response

•Acquiring accurate and timely data from HR systems

[15:21 - 23:12] What are examples of things that HR does well and where it can improve?

•Employees love involvement and communication

•Transparency in communication and not withholding information

[23:13 - 24:14] Closing

•Thanks for listening!

Quotes:

“I've always tended to tell friends of mind, ‘The first thing you do when you get into [a General Counsel] position—you need to have HR as your ally. . . . Know that they’re there; know that you can talk to them; build that relationship [because] you always want to be preventative, not reactive, to a situation.’”

“The more open you are with your employees, the more you’re going to have them wanting to be on your team, waiting to help, because they don’t feel like they’re left out of the loop.”

Contact:

Brittany's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Louie Lugo - Driving Business Success Through an Inclusive Workplace

Thu, 29 Sep 2022 11:00:00 -0000

Summary:

As Chief People Officer at Gallus Detox Centers, Louie Lugo loves helping people improve their lives by improving their workplace. Louie has 20 years of experience in the field, and he is driven by personal and professional growth. In this episode, Louie talks about driving business success through an inclusive workplace.

Chapters:

[0:00 -3:03] Introduction

•Welcome, Louie!

•Today’s Topic: Driving Business Success Though an Inclusive Workplace

[3:04 -14:14] The Role of the Chief People Officer

•Fostering workplace culture

•Understanding expectations among various generations in the workplace

•How to create a sense of belonging among employees

[14:15 -36:09] Accountability And Empathy In the Workplace

•A paradigm shift in the role of HR professionals

•Fostering success for everyone across all generations in an organization

•How businesses benefit from inclusivity

[36:07 -37:44] Closing

•Thanks for listening!

Quotes:

“I think a number of organizations look at values to often be outward facing (so customer, client, patient-facing) and that's fine. But it's incredibly important that those values are also inward facing. How we treat each other in the workplace is incredibly important. And I would argue that it's underrated even in this day and age.”

“Doing the right thing has not been especially popular or consistent in the workplace. . . . At this point we've been saying “work-life balance” for twenty plus years. I think we're moving into a [time] where it's more “work-life integration” and how we support the whole person.”

Resources:
The Gallus Detox national admissions line is 888-306-3122.

Contact:

Louie's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Shubh Sidhu - How Earned Wage Access Affects Employees

Thu, 22 Sep 2022 11:00:00 -0000

Summary:

Shubh Sidhu is the VP of Growth at ZayZoon, an employee financial wellness company whose core service offering is “wages on-demand” (i.e., what the industry now calls early wage access). ZayZoon was an opportunity that Shubh was passionate about both because it had a potential for significant growth and (more importantly) because it was an opportunity to give people a solution to some of their biggest challenges. Shubh’s focuses on building scalable, optimized growth engines and develop the careers of people he gets to work with. In this episode, Shubh talks about how earned wage access affects employees.

Chapters:

[0:00 -5:06] Introduction

•Welcome, Shubh!

•Today’s Topic: How Earned Wage Access Affects Employees

[5:07 -14:29] What is Earned Wage Access (EWA)?

•Giving more financial control to people who live paycheck-to-paycheck

•Rules and regulations around access to pay

[14:30 -21:28] What are companies’ expectations when implementing EWA?

•Avoiding cashflow issues

•How companies can smoothly integrate EWA

[21:29 -33:32] How can employees benefit from EWA?

•Access to pay during times of need

•Improving financial literacy

[33:33] Closing

•Thanks for listening!

Quotes:

“Effectively, the concept of early wage access (or earned wage access) is trying to bridge that gap. How do we get employees access to their pay as they work without having to necessarily wait for that two week cycle, while at the same time not compromising the employer cash flow?”

“Financial stress is (outside of a couple of other things) right at the top of everybody's list in terms of what impacts them and causes them the most stress. . . . Close to 90% [of employees] will say, “My stress level is lower knowing I have access to on demand pay.”

Contact:

Shubh's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Neena Kovuru - The Role of Data in the Recruiting World

Thu, 15 Sep 2022 11:00:00 -0000

Summary:

As a strategic HR and technologies consultant, Neena Kovuru helps organizations gather insights from their data and design solutions that harness the power of technological innovations. Neena is passionate about analytics, data visualization, and emerging technology. In this episode, Neena talks about the role of data in the recruiting world.

Chapters:

[0:00 -3:18] Introduction

•Welcome, Neena!

•Today’s Topic: The Role of Data in the Recruiting World

[3:19 -10:37] How recruiters can use data to drive their decisions

•Should reciters be trained to have a more data-driven mindset?

•Using data from past successes to inform future recruiting plans

[10:38 -20:24] Where technology has both failed and helped recruiters

•The importance of properly configuring recruiting software

•Using data visualization to empower leadership

[20:25 -29:06] The future of technology for recruiting

•How AI can enhance the quality of hires

•Thinking about the candidate experience and where it can be improved

[29:06 -30:26] Closing

•Thanks for listening!

Quotes:

“You do need to develop a certain type of mindset for recruiters because they have to be more analytical, and they also have to be more proactive.”

“If you can [visualize the data that you have in your HR system], . . . you can actually empower your leaders because they can now base decisions on data.”

Contact:

Nenna's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jessica Miller-Merrell - SHRM 2022 Series - What CHROs Are Dealing With Today

Thu, 08 Sep 2022 11:00:00 -0000

Summary:

Jessica Miller-Merrell is an HR practitioner turned entrepreneur and the founder of Workology, a two-time Forbes recognized human resources, workplace, and recruiting resource established in 2005. Workology reaches 800,000 HR practitioners every single month and strives to help them elevate their businesses. Jessica is also the host of the Workology Podcast, which recently published its CHRO series.

In this episode, Jessica talks about her new HR Benchmark Survey and how it’s going to help shed some light on what CHROs are dealing with today.

Chapters:

[0:00 -3:31] Introduction

•Welcome, Jessica!

•Today’s Topic: What are CHROs Dealing with Today?

[3:32 -8:56] Why build a CHRO survey and where would people get this data previously?

•How Jessica’s interviews with CHROs highlighted a need for more data

•How do small and medium sized businesses (SMBs) differ from others?

[8:57 -15:09] What is the goal of the CHRO survey?

•Quarterly updates and information trends

•Pushing wider acceptance and use of data analytics in HR

[15:10 -15:47] Closing

•Thanks for listening!

Quotes:

“I started doing the interviews and to date we've had over 50 interviews with heads of HR, but I was finding that it was just anecdotal [conversations]. . . . So we launched what we called the HR Benchmark Survey.”

“Innovation is everything. The more diversity we have in terms of people we bring into the profession of human resources, I think the better it is for everyone because we're dreaming up new things.”

Contact:

Jessica's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Lenna Turner and David Turetsky - SHRM 2022 Series - The Plunkett Pay Equity Framework

Thu, 01 Sep 2022 11:00:00 -0000

Summary:

This past June, at SHRM22, our very own Lenna Turner, Director of Diversity, Equity, and Inclusion at Salary.com, and David Turetsky had the opportunity to host a session on pay equity while presenting an overview of the Plunkett Pay Equity Framework. Lenna and David begin by addressing the importance of pay equity today and then lay out the six steps to achieving pay equity in your organization. In this episode, Lenna and David talk about pay equity and how to achieve it.

Chapters:

[0:00 -4:30] Introduction

•This episode was recorded live at SHRM22!

•A New Perspective: Pay Equity and How to Achieve It

[4:31 -15:56] Why is pay equity important today?

•It’s the right thing to do!

•Pay equity legislation

[15:57 -42:33] What is pay equity and the 6 steps to achieving it

•Mandate pay equity

•Group comparable jobs

•Model internal equity

•Benchmark external competitiveness

•Communicate transparently

•Update continuously

[42:34 -58:33] Final Thoughts & Closing

•Use these 6 steps to get ahead of the pay equity curve

•Thanks for listening!

Quotes:

“The first and critical step [to pay equity]. . . is working with your senior leaders and the board of directors to make sure that it is mandated by them, and it's therefore important.”

“This method . . . sets you up to, first of all, get that mandate because now you have a process that you can translate into an action plan that your CEO and your board can actually support and approve and fund.”

Contact:

Lenna's LinkedIn
David's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Carlee Wolfe - Change Management: Starting Simply

Thu, 25 Aug 2022 11:00:00 -0000

Summary:

Carlee Wolfe is an insightful people and culture business partner with deep, rich experience accelerating change, transforming cultures, and elevating performance to achieve business objectives in multiple industries. She has spent her career exploring her passion for inclusion, organizational development, leadership, change, and capability development. Most recently, Carlee served in transformative leadership roles at major brands such as Under Armor and Hyatt Hotels.

In this episode, Carlee talks about ways that we can simplify change management and how we measure it.

Chapters:

[0:00 -5:51] Introduction

•Welcome, Carlee!

•Today’s Topic: Simplifying Change Management

[5:52 -12:33] The importance of change management

•Measuring the success of change in simple ways

•Maintaining a focus on the “why” and the “how”

[12:34 -24:55] How has Carlee evolved her changes measures over the years?

•It all comes down to information, support, and encouragement

•Making sure people are still participating in the change

•The role leadership plays in checking in on people going through change

[24:56 -30:59] Carlee’s favorite way of measuring change

•Making a before/after comparison

•Gathering new, relevant insights

[31:00 -33:10] Final Thoughts & Closing

•Recognizing the difference between data and insights

•Thanks for listening!

Quotes:

“Information, support, and encouragement . . . If you're doing these three things as a leader, you're going to have better success in facilitating your transformation than you would have if not thinking about them at all.”

“There's data and there's also insight. And I think we spend a lot of time talking about, ‘how do we get insights that are gonna matter?’ I think those insights can be reported in meaningful ways, right? . . . So I would just encourage folks to continue to find those insights. And when you're stuck, [ask yourself], ‘what's the most simple thing that we can go after today to at least get some of those insights?’”

Contact:

Carlee's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Nadia Clifford - Issues and Pitfalls with Managing Complex Technology Initiatives

Thu, 18 Aug 2022 11:00:00 -0000

Summary:

Nadia Clifford is passionate about transforming and reinventing complex technology organizations through efficient processes and collaboration. Her entire career she’s been at the forefront of digital transformations, even before this term existed. Her penchant for taking on new challenges has propelled her into different industries throughout the years (e.g., biotech, HR & payroll, retail, media, financial services, crypto, and banking). She has also worked in a range of roles, like Java software engineer, analyst, Scrum Master, and Product Owner to name a few. It’s that range of experience that makes her an effective technology leader and coach. In this episode, Nadia talks about the biggest pitfalls that people run into when managing complex technology initiatives, including product management in HR technology.

Chapters:

[0:00 -6:10] Introduction

•Welcome, Nadia!

•Today’s Topic: Issues and pitfalls with managing complex technology initiatives

[6:11 -11:06] Lack of Vision: Creating a solution for an unidentified problem

•Who is running into the problem? Why are you trying to solve it?

•Not delivering on the intended value because resources are stretched too thin

[11:07 -15:39] Everything is a #1 priority

•Learning to say “no” or “not now”

•How deliverables and feedback can inform, or possibly even change, the vision

[15:40 -24:53] Lack of communication and/or buy-in

•Get buy-in by letting people experience the problem you’re trying to solve

•Balancing frequent communication with work-life

•Has remote work has affected how people work together?

[24:54 -26:41] Final Thoughts & Closing

•Getting feedback sooner than later is critical to complex technologies’ success

•Thanks for listening!

Quotes:

“Prioritization is not just saying ‘yes’, . . . it's also saying ‘no’ to everything else. And it takes a lot of guts to say ‘no’.”

“If a product manager really wants their stakeholders or their development teams to hear their message, they need to use every possible communication channel.”

Contact:

Nadia's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky and Dwight Brown - ADP Pro Series 2022 - Lessons for HR from Medical Quality Analytics

Thu, 11 Aug 2022 11:00:00 -0000

Summary:

While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about Dwight’s past experience at Mayo Clinic working with quality analytics. This episode is a bit of a case study in process automation and how it can, in some cases, save lives.

Chapters:

[0:00 -2:23] Introduction

•Today’s Topic: Process Automation

[2:24 -11:31] Examining processes and recognizing what can be automated

•Manual processes can be time consuming and can use up valuable resources

•The importance of investing in change management

[11:32 -18:29] Examples of business processes that could benefit from automation

•How we can improve personnel action forms

•Small changes and incremental improvement

[18:30 -24:45] Tackling small process changes in HR

•Job tables

•Performance management

[24:46 -25:56] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“One of the big barriers that we had to get past was people letting go of their processes.”

“I think if organizations could move [toward automating their performance management processes], their ability to do performance management, both proactive and reactive performance management, is enhanced.”

Contacts:

David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Kevin Campbell - Program Measurement and Evaluation: Lean Times Ahead for HR

Thu, 04 Aug 2022 11:00:00 -0000

Summary:

Kevin Campbell, employee experience scientist with Qualtrics, is back again for another fascinating discussion with David and Dwight! Kevin creates and implements plans for strategic positioning with company executives and high-level leaders with the goal of improving the employee experience. Prior to his current role at Qualtrics, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. In this episode, Kevin talks about program evaluation and program effectiveness.

Chapters:

[0:00 -4:31] Introduction

•Welcome, Kevin!

•Today’s Topic: Program Evaluation and Program Effectiveness

[4:32 -12:58] How current HR program spending trends came to be

•The importance of measure outcomes and not only completion

•Recognizing what needs to be accomplished with a program

[12:59 -25:31] How can we improve surveys for better qualitative data?

•Daily surveys that we take as consumers vs surveys that we take at work

•Lessons that HR can learn from the customer experience department

[25:32 -35:03] How can we harness unstructured data to measure the employee

experience?

•Employees sharing their experience outside of work and on social media

•The importance of truly randomized, AB testing

[35:04 -36:37] Final Thoughts & Closing

•If you organization needs to make cuts to HR, better it be your program than you

•Thanks for listening!

Quotes:

“A lot of work done in humanitarian aid, as an example, [has] flaws around measuring whether or not the food or supplies was delivered . . . rather than measuring the true outcome, which is whether or not people go to bed hungry. When you fail to measure the true outcome and you only measure the widgets produced or the bags of rice delivered, you could be having things where there's an unequal distribution of those supplies that you're offering, or it ends up benefiting only some families more than others.”

“One of the problems with the traditional survey is that you're already defining the universe of responses and questions. . . . So those unknown unknowns aren't even in your field of awareness.”

Resources:
Upstream by Dan Heath

Contact:

Kevin's LinkedIn
David's LinkedIn
Dwight's LinkedIn

Production by Affogato Media
Podcast Manger: Karissa Harris

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky and Dwight Brown - ADP Pro Series 2022 - Compensation Benchmarking

Thu, 28 Jul 2022 11:00:00 -0000

Summary:

While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about compensation benchmarking in hopes of demystifying it and breaking down how it works. They list some of the beneficial aspects of benchmarking and other areas that present opportunities for improvement.

Chapters:

[0:00 -3:20] Introduction

•Today’s Topic: Compensation benchmarking

[3:21 -8:48] How companies can use compensation benchmarking to learn more about their workforce

•Large data sets are readily available

•How technology has enabled us to have more confidence in the data we use

[8:49 -17:31] Where are the opportunities to improve compensation benchmarking?

•Training HR employees on the ins and outs of the compensation process

•The importance of understating the surveys that you’re using

•How job descriptions (or the lack thereof) can impact the results of a benchmarking project

[17:32 -19:29] Summary & Closing

•Seek out help from experts for benchmarking projects

•Thanks for listening!

Quotes:

“I can take two different surveys looking at the same industry and I can get vastly different results. . . . I see people come in using one survey and I think they don't necessarily know what the positives and pitfalls of that particular survey are.”

“Anybody who tries to make matching and survey processes into science experiments—they fail. . . . You can know who the participants are, and the person could have done a really good job matching, but they could have excluded a bunch of people because [of whatever reason]. . .. [I’m] not trying to say they did anything nefarious, but it just happens.”

Contacts:

David's LinkedIn
Dwight's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jeremy Feinstein and Kevin Plunkett - WorldatWork 2022 Series - The Past, Present, and Future of Compensation Surveys

Thu, 21 Jul 2022 11:00:00 -0000

Summary:

Jeremy Feinstein is the managing director at Empsight International, LLC, a Human Resource consulting firm that specializes in compensation consulting and helps companies make strategic decisions involving their employees. Jeremy primarily focuses on conducting compensation surveys in niche markets, both domestically and internationally. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development.

In this episode, David and Kevin talk with Jeremy about the future of surveys.

Chapters:

[0:00 -2:36] Introduction

•Welcome, Jeremy and Kevin!

•Today’s Topic: What is the future of surveys?

[2:37 -9:27] Jeremy’s perspective on surveys of the past

•The challenges of surveying companies

•How new job roles and titles have changed the makeup of compensation

[9:28 -13:14] How today’s surveys are created and used

•Using custom data science software to recognize errors and problems in data

•Why matching as much data as possible yields to more robust results

[13:15 -21:43] The future of compensation surveys and data

•Capturing total compensation in surveys

•Leveraging AI to draw meaningful information from raw data

[21:44 -22:24] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“The AI-modeled data and the crowdsource data are very useful for an individual just to understand what their value is when they're negotiating a compensation package with an employer is very valuable . . . I think there's always gonna be a role for salary surveys and the more they can automate it, the better.”

“We're gonna have to go beyond just compensation and look at the total rewards package. Just drawing intelligence from all the different compensation data and deriving more analytics from it and providing data for decisions, more than just the raw data itself.”

Contact:
David Turetsky LinkedIn
Kevin Plunkett LinkedIn
Jeremy Feinstein LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Marc McBrearty and Kevin Plunkett - WorldatWork 2022 Series - Marc McBrearty and Kevin Plunkett - Compensation Surveys: Past, Present and Future

Thu, 14 Jul 2022 11:00:00 -0000

Summary:

Marc McBrearty is the North American Practice Leader, Rewards Data & Software at Willis Towers Watson. His years working in the financial services industry helped him hone his skills in HR consulting, executive pay, broad-based employee compensation, and compensation software. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Marc about the past, present, and future of surveys.

Chapters:
[0:00 -2:56] Introduction

•Welcome, Marc and Kevin!

•Today’s Topic: The Past, Present, and Future of Surveys

[2:57 -9:03] Looking back at surveying of the past

•Why surveys now last only weeks when they used to last months

•HR needs more, good data to be part of the conversations that drive business

[9:04 -30:19] Good data: why it’s needed and how to validate it

•What defines “good data”?

•There’s validity in having multiple data sources

•How pay transparency affects all parties involved in recruitment

[30:20 -39:19] The future of surveying

•The importance of vendor-client partnerships for good, realtime data

•The differences in needs and use cases for realtime data

•Final Thoughts & Closing

•Thanks for listening!

Quotes:

“That's where I see big improvements coming in the next three to five years: artificial intelligence; data science.”

“I wonder: when somebody says, 'I want realtime data,' do they really want realtime data for their entire population, or do they want realtime data for data scientists?”

Contact:
David Turetsky LinkedIn
Kevin Plunkett LinkedIn
Marc McBrearty LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Belinda Roberts - WorldatWork 2022 Series - The Future of Compensation Data

Thu, 30 Jun 2022 13:00:00 -0000

Belinda Roberts is the North America Survey Products Leader at Mercer. She’s passionate about HR and has some experience-backed insights into compensation data, it’s current state, and where it’s heading. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Belinda about the future of compensation data.

Chapters: [0:00 - 2:16] Introduction

• Welcome, Belinda and Kevin!

• Today’s Topic: The Future of Compensation Data

[2:17 - 9:02] Survey data: its history and where is stands currently

• Acquisition of survey data is still a very high friction process

• Why realtime feedback was a significant innovation

[9:03 - 21:05] How should we be blending traditional data sources and new data sources?

• When certain data sources/sets benefit specific types of companies and employees

• How pay transparency has evolved over the years

[21:06 - 25:18] What’s the future of compensation data?

• Will we see a pivot toward skills-based pay?

• Personalized pay and rewards for employees based on their needs

[25:19 - 25:59] Final Thoughts & Closing

•Thanks for listening!

Quotes:

“We need to question what competitiveness is. I think base salary is kind of table stakes, right? It's all [about] the other stuff that factors into how competitive is your job that you are trying to hire or retain people in.”

“You mentioned pay transparency before— it's that transparency of the philosophy around how organizations pay. I think a lot of employees don't believe that their comp teams really know what they're doing, and I think that's because they just haven't been transparent.”

Contact:
Belinda's LinkedIn
David's LinkedIn
Kevin's LinkedIn

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky - WorldatWork 2022 Series - Talent Intelligence: The Evolution of People Analytics

Thu, 23 Jun 2022 13:00:00 -0000

Summary:

David Turetsky is a passionate speaker and at this year’s WorldatWork ’22 conference, he gave a presentation titled, Talent Intelligence: The Evolution of People Analytics. For the first time in HR Data Labs history, we’re showcasing a presentation that was given at a major conference! As you’ll hear, the audience thoroughly enjoyed it, and we want to know your thoughts too. Consider giving us some feedback on our website because we would love to hear from you.

In this episode, David talks about the evolution of people analytics.

Chapters:

[0:00 - 1:41] Introduction

This episode was recorded live at WorldatWork ’22!
Talent Intelligence: The Evolution of People Analytics

[1:42 - 15:54] How do we make decisions?

Audience poll: “Describe how you make decisions in one word”
Showing your work before making decisions

[15:55 - 39:54] What is People Analytics?

People analytics are insights
Helping managers understand the data
The rise of AI and ML and how we interact with it

[39:55 - 60:36] What is Talent Intelligence?

Talent intelligence is knowledge
Helping managers make better decisions
Working with clean data benefits people analytics

[60:37 - 63:29] Q&A and Closing

Q&A
Thanks for listening!

Quotes:

“At the end of the day, what do I want to do for my managers? I don't want them to fail, I want them to make better decisions.”

“Ask better questions. You have the data; you have the capability; it's there. You will deliver better insights, and you will hopefully get better decisions made.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Garry Straker - WorldatWork 2022 Series - Pay Equity Strategies

Thu, 16 Jun 2022 11:00:00 -0000

Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry’s focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. Garry is an active member of WorldatWork and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the WorldatWork Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO. In this episode, Garry Straker talks about sourcing and working with good sets of data.

[0:00 -1:31] Introduction

•Welcome, Garry!

•Today’s Topic: Sourcing and working with good data.

[1:32 -6:58] What are the biggest issues with getting good data for pay equity analyses

•Data is often incomplete

•Incomplete data should not prevent organizations from doing pay equity analyses

[6:59 -12:51] What are your thoughts on privacy laws concerning an organization’s people data?

•Why this may be just the beginning

•What to do with an employee that may choose to opt out of HR processes

•Helping employees understand how their data is being used

[12:52 -13:29] Final Thoughts & Closing

•Thanks for listening!

Quotes:
“I think organizations are going to have to develop processes and systems to be able to compile a more complete data. It's not going to happen overnight . . . If they're going to continue to do pay equity analyses credibly, they're going to have to make a commitment to obtaining that data all the time.”

“I think US companies, and I think employers generally, are probably going to have to start helping employees understand how they're using their data.”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dino Zincarini - ADP Pro Series 2022 - Compensation Strategies in a Turbulent World

Thu, 09 Jun 2022 13:00:00 -0000

While on the road at the ADP Pro Summit, David sits down with colleague Dino Zincarini to talk about compensation strategies, how they’re being challenged, and how some companies are navigating the necessary change.

In this episode, Dino talks about compensation trends and insights from his latest projects.

Chapters: [0:00 -1:41] Introduction

•Welcome, Dino!

•Today’s Topic: Compensation strategy and trends

[1:50 -12:06] Are current compensation strategies working?

•How working from home affects compensation strategies

•Will pay transparency be affected by compensation policy changes?

[12:18 -16:19] Practical first steps for revamping compensation strategies

•Begin by understanding your compensation strategy

•Review your people data

[16:28 -17:53] Final Thoughts & Closing

•Embrace challenges and opportunities

•Thanks for listening!

Quotes:

“In particular, what's been interesting to me, looking for bigger trends, has been that the entire comp strategy is starting to be questioned. And that's a much bigger question that people haven't really been prepared to ask.”

“HR has opportunities everywhere there's challenges. These are also exciting opportunities for us. Data cleansing is an opportunity to elevate the value of the information we curate. Compensation disruption is an opportunity to elevate our value in leading a change in an area that would otherwise hurt a company. These are all opportunities to really show why we're here and the value we provide.”

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky and Dwight Brown - Season 3 Recap

Thu, 02 Jun 2022 13:00:00 -0000

Summary:

As Season 3 of the HR Data Labs Podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They also throw out some predictions for the future of HR.

Chapters:

[0:00 - 5:05] Introduction

Welcome… David and Dwight!
Today’s Topic: Season 3 Recap

[5:06 - 17:09] Looking back at Season 3

Revisiting episodes, topics, and common themes
Key lessons from Seasons 3

[17:10 - 21:31] Looking forward to Season 4

What themes can you expect?
Will we be seeing you at HR Tech?

[21:32 - 27:49] Carnac David and Carnac Dwight make predictions for the world of HR data analytics and technology

Will we see a lasting focus on integrating and utilizing HR technology?
How are inflationary pressures on the government going to affect HR?

[27:50 - 31:11] Final Thoughts & Closing

Want to be a guest on the show? Reach out to us!
See you next season!

Quotes:

“What is amazing to me is the fact that we're moving from a mindset of HR being company driven to HR and companies being employee-driven.”

“I do think that even with a softening of the labor market, we're never going to see it flipped back to things not being employee-driven. And we got to keep our eye on the ball of keeping things employee-driven.”

Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more.

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Tim Freestone - Finding Data Analytics Talent

Thu, 26 May 2022 13:00:00 -0000

Summary:

Tim Freestone starting out initially as a financial analyst in a large smash repairs, believe it or not, but has since spent his career in analytics. He left the world of forecasting balance sheets & income statements to progress into commercial analytics and then eventually into data analytics, where he lead an analytics team in a travel tech company. Through his career Tim has gotten great firsthand experience in being both a candidate and a hiring manager in analytics. It’s this direct exposure to the myriad of issues in analytics hiring that led Tim to found Alooba, a skills assessment platform for data literacy, analytics, and data science.

Alooba’s vision is to create a world where everyone can get the job they deserve. This is a world (we can all agree) far from the one we live in right now.

Today we discuss finding skilled and qualified data analytics resources. Just posting a job, reviewing resumes and interviewing is not enough. How can we ensure the data analytics resources you hire have the skills you need?

Chapters:

[0:00 - 4:13] Introduction

Welcome, Tim!
Today’s Topic: Fixing the broken aspects of hiring analytics

[4:14 - 11:15] Resumes and CV’s

Why hasn’t the resume changed in over 500 years?
Removing all the noise in a CV and collecting better data on candidates

[11:16 - 17:52] Interviews

The benefits of giving interview structure
How to develop good questions for interviews

[17:53 - 26:34] Sourcing

Look at role requirements; each requirement filters the candidate pool down further
Sometimes sourcing does not need to be external

[26:35 - 29:52] Final Thoughts & Closing

It’s all about selecting the best data at each step
Thanks for listening!

Quotes:

“We need to get to a point where we have a much more fair, objective way of making [hiring] decisions. I think in general, that's one of the big issues with hiring is even though it's such an important decision, people rely so much on their gut and intuition and heuristics, whereas really we need to make it a much more rational, objective decision.”

“It's all about collecting the best data at each step—if that's the application step, the interview step, the testing step—and making the decisions based on that data. A rational objective decision, rather than the pure gut-feel intuition approach.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Adriana DiNenno - Collaboration in HR Technology for You and Your Network’s Advantage

Thu, 19 May 2022 13:00:00 -0000

Summary:

Adriana DiNenno is a product manager for Infor People Solutions and has been with the company for 13 years. Day-to-day, she is a jack of all trades, working on a variety of applications within the HR Talent suite from Core HR to Health & Safety to Employee Relations.

About a year ago, Adriana founded a group at Infor called the “Infor People Wellbeing”. It’s an employee resource group that focuses on all dimensions of an employee’s wellbeing, from the mental to physical to emotional, etc. The group strives to create a safe environment at work. Adriana is also the co-chair of “Infor People Wellbeing”.

In this episode, Adriana talks about how collaboration in HR technology can be an advantage for you and your network.

Chapters:

[0:00 - 4:51] Introduction

Welcome, Adriana!
Today’s Topic: Advantages of collaboration in HR technology

[4:52 - 18:10] Helping others in the workforce

Understanding what’s going on behind the scenes of a recruiting platform
The importance of being a mentor for someone who needs help
How resume building has changed dramatically over the last few years

[18:11 - 23:04] Behavioral assessments for collaborations

Why you need to do a behavioral assessment—even if you don’t think you do!
How behavioral assessments yields insights for better coaching

[23:05 - 32:08] How teams and teamwork apply to HR and HR technology

Why knowing the strengths of your teammates can help you be a better worker
How modern technology has enabled collaboration

[32:09 - 33:46] Final Thoughts & Closing

Thanks for listening!

Quotes:

“You may not understand that this recruiter has gotten thousands of applicants and why are you getting screened out so quickly? . . . That's not transparent to someone who doesn't see the behind the scenes in HR technology. Collaboration is really important [because] you can figure out what you can do to better yourself, take training, up-skill, network…”

“I love my direct team, but the BRGs that I'm part of (the business resource groups) . . . specifically have made me so much more collaborative. I called a colleague yesterday and I said, “Hey, I need a favor. This is a strength of yours; can you give your opinion on this for me?” And I would have never known her if it weren't for collaboration.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Greg Miller - Socially Responsible Automation: Implementing a People First Strategy for Social Equity

Thu, 12 May 2022 13:00:00 -0000

Summary:

Greg Miller’s career has been focused on one of his greatest passions—tackling significant socioeconomic challenges like the digital skills gap. After starting his career at Oracle, Greg worked in senior leadership roles at leading tech companies such as PeopleSoft and, most recently, SAP where he was Chief Operating Officer. After his tenure at SAP, he raised social venture capital to enable youth STEM innovation and grow the next generation of digital skills in Australia.

In 2017, Greg co-founded Faethm—an AI-powered SaaS platform that provides organizations with information on how automation will impact every job. In September 2021, Faethm was acquired by British workforce education giant, Pearson, and Greg became the SVP Customer, Workforce Skills at Pearson.

In this episode, Greg talks about socially responsible automation and how implementing a people-first strategy can protect social equity in the age of AI.

Chapters:

[0:00 - 5:32] Introduction

Welcome, Greg!
Today’s Topic: socially responsible automation

[5:33 - 8:18] What is socially responsible automation?

Understanding the impact new technologies have on the people in an organization
Planning to re-skill and up-skill employees for emerging technologies

[8:19 - 21:09] How do emerging technologies disproportionately impact certain workers and job roles?

Job roles that emerging technologies impact the most
Favoring job augmentation over job displacement

[21:10 - 27:00] How can HR help business leaders make more socially responsible decision when tasked with introducing new technologies?

Why socially responsible automation decision should be made by a board
Arming HR with meaningful data

[27:01 - 31:08] Final Thoughts & Closing

Socially responsible automation is a current problem that needs to be addressed now
Thanks for listening!

Quotes:

“If I'm going to build a strategy that's socially responsible when it comes to automation . . . I want to understand what the impact on my people will be. And if I know that, then I can organize myself to say, well, over that two or three year horizon of implementing this big digital transformation, rather than firing those people impacted by these technologies, using that as my cost savings, and displacing these workers, I’m gonna actually say, I have a bunch of future jobs that I need to add to my organization.”

“I had the chief caregiver officer, the head of HR for a Cleveland clinic say to me, well, my number one objective is to grow revenues . . . I need to open up more centers. Well to do that, I need more nurses. How do I get more nurses when kids aren't getting their nursing credentials anymore? I need to bring in technology to augment nurses and make nurses to the power of two—then I can grow revenue.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Garry Straker - The Pay Equity Landscape

Thu, 05 May 2022 13:00:00 -0000

Summary:

Garry is an active member of World at Work and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the World at Work Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO.

In this episode, Garry talks about pay equity, how it’s changed over the years, and how it continues to influence compensation practices across industries.

Chapters:

[0:00 - 4:11] Introduction

Welcome, Garry!
Today’s Topic: Pay Equity

[4:12 - 8:29] What is pay equity?

How the term pay equity has evolved over the decades
Pay equity regulations vs. corporate good practice

[8:30 - 18:50] How has the focus on pay equity changed compensation practices?

The increasing level of transparency around pay equity
How transparency benefits more than just the employer and employees

[18:51 - 26:33] What trends are you seeing in the workplace that are related to pay equity?

Technology’s role in the continuing evolution of pay equity
There’s a genuine desire to adopt pay equity practices

[26:44 - 28:59] Final Thoughts & Closing

The end goal should be to create the best employee experience
Thanks for listening!

Quotes:

“I think pay equity, in terms of how we define, it has evolved and changed particularly in recent years and as a result of many different factors. But today when we talk about pay equity, we're really talking about a general sense of fairness in the workplace.”

“For a lot of organizations, I think it's going to be incremental steps. There's a lot of housekeeping and analysis that needs to be done around pay equity . . . and the integrity of your data is just going to be critical.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Kevin Campbell - How We Measure Employee Experience to Drive Customer Outcomes

Thu, 28 Apr 2022 13:00:00 -0000

Summary:

Kevin helps organizations acquire, develop, and retain their most valuable asset: their people. He also helps people manage an aspect of their lives that plays a key role in their happiness: their work. He’s spent the last decade of his career building leaders at every level and creating scores of engaged, high-performing, strengths-based teams. Prior to founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives.

In this episode, Kevin talks about how we measure employee experience to drive customer outcomes.

Chapters:

[0:00 - 6:43] Introduction

Welcome, Kevin!
Today’s Topic: How measuring employee experience drives customer outcomes.

[6:44 - 13:23] What is an Employee Experience Scientist?

How early interactions with management affect employee feelings of belonging
Finding employee experience gaps and ways of closing them

[13:24 - 27:10] What are the first steps to connecting EX data to business and customer outcomes?

Distinguishing causal and correlative data
You don’t need to be a scientist to find a story in data

[27:11 - 36:14] What’s been learned form connecting EX data to customers?

First, look at your data
The benefits of labeling all scale points (and not just the extremes)

[36:15 - 39:09] Final Thoughts & Closing

Humans value experiences; experiential data is where the magic happens
Thanks for listening!

Quotes:

“A lot of times when we're trying to close experience gaps, we try to do it by improving the experience itself, which is absolutely warranted. But a lot of times the gap comes from the gap between expectations and experiences.”

“The very first thing is looking at your data. And I know that sounds almost too simple, but . . . just look at what the data are telling you before you even analyze the data before you even compare one data point or a set of data points to another.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Susan Hunt Stevens - Environmental, Social and Governance in Today's Organizations

Thu, 21 Apr 2022 13:00:00 -0000

Summary:

Susan Hunt Stevens is the Founder & CEO of WeSpire, an award-winning, employee experience technology that drives environmental, social, and governance (ESG) outcomes by engaging people in activities that align with their passion and purpose. She founded WeSpire, after her son was diagnosed with serious food allergies, to leverage her digital behavior change expertise to help people embrace healthier and more sustainable lifestyles and create a more equitable and inclusive work culture. Susan was named an EY Entrepreneur of the Year for New England and a Woman of Influence by the Boston Business Journal. She’s also been included in the Environmental Leader 100 list.

In this episode, Susan talks about environmental, social, and governance (ESG) in today’s organizations.

Chapters:

[0:00 - 5:34] Introduction

Welcome, Susan!
Today’s Topic: Environmental, Social, and Governance (ESG)

[5:35 - 11:32] What are ESGs and what are companies doing to build ESG into their company framework?

Investors are paying much closer attention to ESG nowadays
The importance of investing in renewable energy for both businesses and investors alike

[11:33 - 26:37] What are the biggest challenges facing HR leaders on this journey to shift culture and embed ESG?

What is a materiality assessment and how can it engage employees?
Businesses benefit from embracing and fostering employee-driven movements
Employees are deciding whether to interview at a company based on ESG practices

[26:38 - 32:25] What metrics and measurements are organizations using to track and report on these efforts?

Looking at other metrics (e.g. DEI statistics and pay equity reporting) to gauge ESG
What is psychological safety and why high performing companies value it?

[32:26 - 34:29] Final Thoughts & Closing

Engaging employees transforms company culture
Thanks for listening!

Quotes:

“I'm a big believer that companies respond to investors, and investors care extraordinarily now about ESG. The largest private and public equity funds in the world, from Blackstone to BlackRock, have told portfolio companies that they need to have very strong ESG strategies and present really good ESG data for them to evaluate their investments.”

“I think you can do things to dramatically improve employee engagement and these [mental health and wellbeing, and inclusive culture] programs are an absolute tool in your toolbox for creating an environment that's the best place to work . . . [and that helps employees] feel included and belong and therefore they're higher performing.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Kathi Enderes - Diversity, Equity & Inclusion Analytics

Thu, 14 Apr 2022 13:00:00 -0000

Summary:

As the Senior Vice President of Research at The Josh Bersin Company, Kathi leads and develops research-based insights for all areas of HR, Learning, Talent, and HR Technology. She has 20+ years of experience in management consulting (with IBM, PwC, and EY) and as a talent leader (with McKesson and Kaiser Permanente). Most recently, Kathi led talent and workforce research at Deloitte. She is a frequent keynote speaker, author, and thought leader. Originally from Austria, Kathi has worked in Vienna, London, and Spain, and now lives in San Francisco. Her passion is to make work better and more meaningful.

In this episode, Kathi talks about why diversity, equity, and inclusion (DEI) analytics are important and how companies are working with them today.

Chapters:

[0:00 - 8:09] Introduction

Welcome, Kathi!
Today’s Topic: DEI Analytics

[8:10 - 23:22] What are DEI analytics and why are they important?

First, let’s define diversity, equity, and inclusion
The benefits of blending DEI into a company’s culture
People are “voting with their feet”; how can you make sure they’re walking toward your company?

[23:23 - 30:21] What are companies doing today in DEI analytics?

Approaching DEI as a business practice, not an HR program
Analyzing people data by diversity groups for meaningful insight

[30:22 - 34:33] Final Thoughts & Closing

3 points to take home
Thanks for listening!

Quotes:

“We did a big study on employee experience and we found that of all the things that a company can do to create a great experience, the number one thing that drives the employee experience is trust in the organization.”

“When we did our big DEI study, we actually studied many, many different topics of DEI because DEI is, of course, embedded in many different areas of HR and the business. One thing that we found out was when we interviewed several DEI leaders on what they were doing, one of the DEI leaders told us, ‘You got to approach DEI as a business practice, not as an HR program.’ ”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Steve Brink - Custom Compensation Packages: How Employees Want to be Paid

Thu, 07 Apr 2022 13:00:00 -0000

Summary:

Steve Brink has always had a passion for HR technology and data analytics. Early in his career, he was involved in creating a job evaluation software tool and the first PC-based compensation planning tool, called Compensation Workbench, released in 1987. He then went on to work at Towers Perrin and Mercer where he continue to develop and improve software tools. Most recently, he’s left his role as CEO of AIRINC to become President of uFlexReward.

In this episode, Steve talks about why people want more choice on how they are rewarded and paid.

Chapters:

[0:00 - 7:05] Introduction

Welcome, Steve!
Today’s Topic: Personalization of Rewards

[7:06 - 15:12] Why is personalization of reward important?

People perceive value in having different ways of receiving reward
Understanding the difference between guaranteed comp and variable comp

[15:13 - 21:46] How can you personalize rewards?

Could benefits enrollment shift toward total reward enrollment?
Employees react very positively to the power of choice
How can gig workers benefit for personalized rewards?

[21:47 - 31:56] What are some practical steps for moving toward personalized rewards?

Leveraging software to facilitate the shift
Moving toward a more transparent method of communicating with employees

[31:57 - 34:39] Final Thoughts & Closing

How can we continue to enhance what we deliver to our employees?
Thanks for listening!

Contact:

LinkedIn

Quotes:

“When you look at future of work . . . it's how you're doing the work, but it's also when and where you're going to be doing the work. People spend a lot of time talking about future of work, but they don't talk about the implication of what that means for the potential of pay.”

“If you're allowed to provide even more in terms of choice, you start gathering more information. It's actually [your employees] selecting what's important to them. And with that feedback loop, can we actually start making changes to our reward system that are going to better align with the people in the organization? My goodness—isn't that what we all want?”

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Tarush Aggarwal - Using Infrastructure to Drive Value

Thu, 31 Mar 2022 13:00:00 -0000

Summary:

Tarush Aggarwal has been at the forefront of HR data analytics since it gained recognition in 2011. He was Salesforce Analytics Team’s first data engineer and, later, got the opportunity to build up an international data team at WeWork that scaled up to over 100 people from its initial 5. He then moved to Shanghai and did it all again for our rapidly growing business in China. Along the way, he’s learned important lessons from personal experience on the best ways to grow a data team.

In this episode, Tarush talks about how HR teams can get more out of their data by leveraging infrastructure.

Chapters:

[0:00 - 5:29] Introduction

Welcome, Tarush!
Today’s Topic: Using HR Infrastructure to Drive Value

[5:30 - 10:20] What Prevents Companies From Developing In-house HR Capabilities?

Smaller HR data teams have a harder time leveraging the mature technology use by larger teams
When HR data needs to become business data

[10:21 - 19:54] Why Doesn’t a One-Size-Fits-All Solution Work For Everyone?

When one-size-fits-all misses the mark
Why one-size-fits-all might make sense for teams new to HR data

[19:55 - 25:19] Will Mergers and Acquisitions Lead To One-Size-Fits-All Being the Only Solution?

How some vendors offer flexibility in a hybrid-style solution
How vendors could improve HR infrastructure to fix complicated procedures

[25:20 - 27:24] Final Thoughts & Closing

What role will exciting new features play for vendors in the future?
Thanks for listening!

Quotes:

“A data team with a hundred people acts very differently from a data team with 3, 4, or 5 people . . . So unfortunately, what we see is that a lot of [smaller] HR analytics team don't really get to leverage the more mature technology of their sister, larger data teams.”

“In reality, [HR analytics solutions of the future] will probably be hybrid, where you get 60-70% of what you want out of the box and [you can customize] the remaining 30-40%.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Holger Mueller - Why Has AI Not Arrived in HR?

Thu, 24 Mar 2022 13:00:00 -0000

Summary:

While traveling the world (and the online world) as VP and Principal Analyst at Constellation Research, Holger Mueller researches enterprise software trends and focuses on the next generation of applications and the future of work. He’s built his 25 year career in the industry by building, selling, and implementing enterprise software. Outside of his work at Constellation Research, Holger is a cycling, soccer, and volleyball enthusiast.

In this episode, Holger talks about why we haven’t seen a mass adoption of AI in HR and when that might happen.

Chapters:

[0:00 - 4:17] Introduction

Welcome, Holger Mueller!
Today’s Topic: Why has AI not arrived in HR?

[4:18 - 15:45] Where Holger has seen successful uses for AI

How AI has been used in recruiting?
Using AI to find and train critical skills in a team

[15:46 - 28:33] What HR can learn from business when it comes to integrating AI?

How Finance and HR tackle the same problems differently
Letting a machine “think” vs paying a person to do the same task

[28:34 - 30:09] Final Thoughts & Closing

Work with vendors to see what’s possible
Thanks for listening!

Quotes:

“Machines can do a lot of more things, and the big thing that fuels it [is that] a human needs time to get this done. Then it's the question, “How smart is he or she and how much time do they need and how committed are they to find out?” A very different equation to a machine because all it needs is for someone to program it, thinking of possible solutions . . . and then [all you have to do is] compute. So if there's enough compute cycles, ultimately the machine will keep trying, trying, trying and find it—something that a human will never get to.”

“Work with vendors; see what’s possible; get educated; know what can be done; become competent; suggest what should be done. [Or] build something yourself, right? Every company has the data scientists, potentially AI people, who could make something.”

Contact:

LinkedIn

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Larry Dunivan - Solving HR Technology for the Mid-Market

Thu, 17 Mar 2022 13:00:00 -0000

Summary:

Larry Dunivan is a seasoned software industry executive with a 30+ year career. His experience spans a variety of projects and responsibilities with the greatest emphasis being on executive leadership, sales management, and product management and development. His unique insight into the software industry and its leadership, along with attention to talent development and interpersonal interactions, set him apart from his peers.

In this episode, Larry talks about HR Technology as it relates to mid-size businesses and how it can help them overcome their unique challenges.

Chapters:

[0:00 - 3:50] Introduction

Welcome, Larry Dunivan!
Today’s Topic: Solving HR Technology For the Mid-market

[3:51 - 12:35] How Mid-sized Companies’ Issues Differ From Enterprise And Small Business Issues

Facing pressures from enterprises as well as small businesses
Growing pains of mid-sized businesses

[12:36 - 17:50] The Challenges HR Technology Faces In Mid-sized Companies

The importance of developing great relationships with HR technology vendors
What mid-sized companies should look for when outsourcing their HR technology

[17:51 - 26:06] Lessons And Examples for Mid-sized Companies On Their HR Technology Journey

Why get a handle on recruiting and onboarding is critical
How analytics could help mid-sized companies focus on important issues

[26:07 - 27:36] Final Thoughts & Closing

Mid-market requirements and responsibilities are unique yet important
Thanks for listening!

Quotes:

“The most important thing [mid-sized businesses] have to do is develop great relationships with their vendors . . . One of the reasons why they get so frustrated with support is because there's often this misalignment between expectations and reality.”

“If you don't have a handle on recruiting and onboarding in this labor market, whether you're growing or not, not much else matters. If you do it Poorly you're at a massive disadvantage. So that's job number one.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jan Johnson - Moving HR Tech from the Personnel Action Form to Employee Engagement

Thu, 10 Mar 2022 14:00:00 -0000

Summary:

Jan Johnson loves all things HR Technology. Always immersed in technology, she’s taken her career from setting up learning systems as a program manager to now leading product management for Talent Acquisition and HR at UKG. Jan doesn’t focus on the features, but on the business problems her customers need to solve—or better yet, don't yet know they are going to have!

In this episode, Jan talks about people, their work, and their data.

Chapters:

[0:00 - 4:37] Introduction

Welcome, Jan!
Today’s Topic: People, Their Work, and Their Data

[4:38 - 9:21] How has HR technology changed over the years?

Newer generations are growing up around technology
How evolution in communication technology has affected recruiting

[9:22 - 15:32] How does HR technology change to meet new recruiting needs?

How does HR technology get out of its rut and into the 2020’s?
Job roles and promotional tracks are more fluid than they once were

[15:33 - 26:27] How has Jan’s thinking changed from when she first jumped into HR technology as a young professional?

Having conversations with the younger generations
How do we measure employee engagement?
Reviewing and revising EX (Employee Experience)

[26:28 - 28:53] Final Thoughts & Closing

Businesses need to drive these changes
Thanks for listening!

Quotes:

“When you think about companies not being able to find enough applicants—how many people are there in the world? Something like 8 billion, right? And [there are] 330 million in the US. So is the problem that we can't find applicants, or we're not looking in the right place, or we're not in a broad enough spectrum?”

“That’s really one of the most important things in recruiting today: the ability to build rapport and a sense of belonging with the candidates and to help them understand the culture and what it is to work there.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jordan Morrow - Foundationalizing Data Literacy

Thu, 03 Mar 2022 14:00:00 -0000

Summary:

Known as the "Godfather of Data Literacy", Jordan Morrow has helped pioneer the field of data literacy by building one of the world's first data literacy programs. He is Head of Data, Design, and Management Skills at Pluralsight, and he served as the Chair of the Advisory Board for The Data Literacy Project. Jordan has spoken at numerous national and international conferences and is an active voice in the data and analytics community. He has also helped companies and organizations around the world, including the United Nations, build and understand data literacy.

In this episode, Jordan talks about data literacy and the human element of data and analytics.

Chapters:

[0:00 - 4:58] Introduction

Welcome, Jordan Morrow!
Today’s Topic: Data Literacy and the Human Side of Data and Analytics

[4:59 - 13:42] What Are the Biggest Roadblocks to Successful Data and Analytics?

Why a company’s culture needs to be ready absorb, use, and effectively consume data?
People often don’t realize that they’re more data literate than they understand

[13:43 - 20:29] How Can Organizations and Individuals Successfully Learn Data Literacy?

Learn to start asking questions
What resources are available to start learning about data literacy?

[20:30 - 27:53] What Does It Mean to Be “Data Driven” and How Can Organizations Become Data Driven?

Data skepticism vs data cynicism
Understanding the nuances of data when presenting it

[27:54 - 30:29] Final Thoughts & Closing

You don’t need to be a data scientist to be more confident in your data literacy
Thanks for listening!

Quotes:

“The premise of the data lake is a good idea: throw all your data into one spot. But we keep coming back to data literacy. If people don’t know how to get information out of it correctly, you run into problems.”

“I commonly say, ‘I want to create a world of data skeptics, not data cynics.’ The world is doing a good enough job of creating data cynicism. Data skepticism is just asking questions of things. That’s it. To me, the key to data literacy, data analytics, all of that, is curiosity.”

Contact:

LinkedIn

Resources:

Jordan's Ted Talk on Data Literacy
Jordan's Book

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Adriana DiNenno - It's OK Not to Be OK: Employee Wellbeing and Mental Health

Thu, 24 Feb 2022 14:00:00 -0000

Summary:

Adriana DiNenno is product manager for Infor People Solutions and has been with the company for 12.5 years. She loves working on a variety of applications like Talent Acquisition systems, Core HR, and Occupational Health to name a few. Her “side job” at Infor is co-chair of the Infor People Wellbeing employee resource group, whose goal is to create a safe work environment by focusing on all dimensions of employee wellbeing. She says, “With a brother who suffered from mental health issues, it meant a lot to me to be one of the co-founders of this group at Infor, so that I can help others in need.”

In this episode, Adriana talks about employee wellbeing, why it’s OK to not be OK, and what you can do to enhance your employee experience.

Chapters:

[0:00 - 4:01] Introduction

Welcome, Adriana DiNenno!
Today’s Topic: It's OK Not to Be OK: Employee Wellbeing and Mental Health

[4:02 - 10:06] Why There Has Been an Increased Demand for Employee Wellbeing

The rise and de-stigmatization of business resource groups (BRGs)
Technology facilitates communications and community in the modern world

[10:07 - 15:14] Employees Want to Be a Part of a Community

Having a reason to belong makes employees less inclined to leave
Allowing employees to be themselves and de-stress can lead to them being more productive

[15:15 - 30:09] Wellbeing Coming to Life via Software

Leveraging software to enhance the employee experience
Time off and how it affects mental health
How software can help us navigate the complexities of occupational health and employee safety

[30:10 - 33:06] Final Thoughts & Closing

Join your organization’s BRG, if possible
Thank you, Adriana!

Quotes:

“I think [when] employees are part of a community, they feel less inclined to leave because they have a reason to belong.”

“I know all these companies are doing mental health days, and it’s not that I don’t support mental health days, but I support mental health days more often. I think it’s important to know when you’ve reached your limit and when you need some time to yourself.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Fred Wills - Lead Inclusively to Maximize Innovation and Equity

Thu, 17 Feb 2022 14:00:00 -0000

Summary:

Fred Wills is a thought leader on diversity, equity, and inclusion (DEI), organizational development, culture and climate, and its impact on organizational performance, transformation, and change. He’s built a successful career which includes working for Mayo Clinic and Nationwide Children’s Hospital, and he’s since channeled this experience into the foundation of Inclusiastic Consulting. He also brings international experience in organizational performance, community development, and capacity-building through his international development and aid efforts in Malawi, Africa. His current client base includes healthcare, tech, financial services, education, and government and non-profit sectors.

In this episode, Fred talks about leadership and its relationship with DEI.

Chapters:

[0:00 - 5:56] Introduction

Welcome, Fred!
Today’s Topic: Leadership through a DEI lens

[5:57 - 22:10] Why Do So Many Organizations Struggle With DEI and What Characteristics Can They Adopt To Become More Equitable and Inclusive?

The four foundational attributes that help organizations implement the maturity model
How to measure these attributes to measure progress
Why HR might not (or might) be the best people to tackle an organization’s DEI issues

[22:11 - 33:53] How Can Leaders Step Up and Start Leading Inclusively?

Understanding that leaders set the tone and the accountabilities
How transparency leads to new processes
The need to have an structure equitable and inclusive system

[33:54 - 36:45] Final Thoughts & Closing

Look at how resources are being allocated
Thanks for listening!

Quotes:

“Numbers representation—those are outcome things. They’re super important, but they’re not the only thing… If we’re focusing on just the number, solely the number, then we’re missing the point of what we’re trying to do.”

“You get more traction in this space as a leader, whether you're a leader by title or a leader by some other definition… by being authentic. So I would say, tell the story but also articulate where you're trying to get to and give folks space to do that.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Lenna Turner - DEI: A Personal Perspective Through a Retrospective Lens

Thu, 10 Feb 2022 14:00:00 -0000

Summary:

Lenna Turner is the Director of DEI and a consultant at Salary.com’s CompData Consulting Practice. Lenna’s current role focuses on client engagements involving compensation studies for base and total compensation, pay equity, and building DEI thought leadership and knowledge offerings for clients via white papers, surveys, roundtables, and panel discussions. She has been with Salary.com since 2019 and has 20 years of compensation management, consulting, and HR experience across various industries and companies.

In this episode, Lenna shares a personal perspective on her personal journey with DEI in the workplace.

Chapters:

[0:00 - 6:13] Introduction

Welcome, Lenna!
Today’s Topic: Lenna’s personal perspective on how DEI can impact employee success

[6:14 - 15:25] When did you becoming interested in DEI, and what led you to your current role?

How Lenna’s early career didn’t match her expectations
Why celebrating the differences is more important that reporting the numbers

[15:26 - 27:24] How can DEI strategy (or a lack thereof) impact an employee’s career development?

Assessing both attraction and recruitment
Why being intentional about DEI is key to making a real difference in organizations

[27:25 - 34:33] What are some examples of actions that impact common DEI issues?

Why leadership needs to be wholly on board with DEI efforts
Celebrate existing diversity

[34:34 - 36:16] Final Thoughts & Closing

Intentionality is key
Thanks for listening!

Quotes:

“I’ve seen in my career a lot of really great people from marginalized communities, people of color, get recruited into the workplace. And then they get there, there’s no real plan to move them through the organization.”

“You have to be intentional. First of all, you have to be intentional to have a strategy and be intentional about building goals that help you meet that strategy.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Joseph Ifiegbu - Employee Life Cycle Through the Lens of DEI

Thu, 03 Feb 2022 14:00:00 -0000

Summary:

Joseph Ifiegbu is the co-founder and CEO of eqtble. He has an impressive history of leading HR technology and people analytics teams at Snap, WeWork, Toys “R” Us, and Arsenal FC. These days, his passion for diversity, equity, and inclusion drives him to help companies answer questions like “why are top performers leaving” and “why are qualified candidates declining offers”.

In this episode, Joseph talks about how Diversity, Equity, and Inclusion (DEI) affects the employee experience.

Chapters:

[0:00 - 7:04] Introduction

Welcome, Joseph!
Today’s Topic: The employee lifecycle through the lens of DEI

[7:05 - 14:31] How to Define (DEI)

It all comes down to access
How Joseph’s college soccer team won nationals (and how it relates better recruiting)

[14:32 - 22:03] Who Responsibility is it to Champion DEI Changes

Why company leadership must drive the changes
Letting company culture grow from the employees

[22:04 - 31:27] Ensuring a Good Employee Experience Surrounding DEI

Where do you start? The hiring process
Diversity issues are business issues

[31:36 - 34:29] Final Thoughts & Closing

Organizations must continue to pay attention to what their employees are saying
Thanks for listening!

Quotes:

“The thing is: a lot of times when it comes to people issues, people always think HR. People issues are company issues, not just HR issues, and company issues come from the top.”

“The issue of diversity isn't divorced from the issue of business. It's the same. It’s one. It goes hand in hand. Because the issue of diversity is the issue of innovation, is the issue of change, is the issue of progress. And those things all contribute to positive culture which contribute to positive business, which contributes to more growth.”

Contact:
https://www.linkedin.com/in/joseph-ifiegbu/

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Ray Goldberg - Reconceptualizing Benefits from the Perspective of DE&I

Thu, 27 Jan 2022 14:00:00 -0000

https://www.mckinsey.com/~/media/McKinsey/Industries/Public%20and%20Social%20Sector/Our%20Insights/The%20economic%20impact%20of%20closing%20the%20racial%20wealth%20gap/The-economic-impact-of-closing-the-racial-wealth-gap-final.pdf

Summary:

Ray Goldberg founded Pier Forward to help employers address DEI challenges in the benefits arena, improving organizational performance and addressing disparities. He has decades of experience in HR, benefits, technology, operations, and transformation, with leadership roles at marquis employers, and experience consulting with corporate clients. He actively leads the BennIE Forum, which brings HR leaders together to explore how DEI and Benefits can strengthen organizations. He also serves on the Advisory Board on Community Relations for his home town of Teaneck, NJ. Ray earned a degree in Computer Science from Columbia University, and is certified in Change Management; DE&I in the Workplace; and Mental Health First Aid.

In this episode, Ray talks about reconceptualizing benefits— from the perspective of Diversity, Equity, and Inclusion— to improve organizational performance and the lives of colleagues and their families.

Chapters:

[0:00-5:24] Introduction

•Welcome, Ray!

•Today’s Topic: Reconceptualizing Benefits from a DEI Perspective

[5:33 -10:38] What Does It Mean to Reconceptualizing Benefits?

•Looking at the results of two independent analyses

•Why organizations should be trusted partners to their employees

[10:50 -16:33] Do Organizations Have the Information They Need to Look at Benefits in

This Way?

•How organizations can use the information they have

•Making sure employees understand how their benefit elections will affect them

•Options for providing individualized support and the challenges they present

[16:42 -20:13] Where Should Organizations Begin?

•Understanding and assessing existing strategies

•Comparing your strategies to your competitors’ strategies

[20:22 -24:56] Final Thoughts & Closing

•Understanding that it’s OK to make mistakes

•Thanks for listening!

References

Nick Noel et. al., “The economic impact of closing the racial wealth gap,” McKinsey and Company, August 2019.

Dana M. Peterson, Catherine L. Mann, “Closing the Racial Inequality Gaps: The Economic Cost of Black Inequality in the U.S.,” Citigroup Global Markets, Sept 2020.

https://ir.citi.com/%2FPRxPvgNWu319AU1ajGf%2BsKbjJjBJSaTOSdw2DF4xynPwFB8a2jV1FaA3Idy7vY59bOtN2lxVQM%3D

Quotes:

“You've got to start by making sure that you actually understand your existing strategies... In terms of the analysis, I'd recommend picking some benefits— just pick a few probably in the financial space or maybe non-financial or non-health— and assessing utilization and impact by race and ethnicity, by gender, by age, and by compensation. That's data that almost every organization has.”

“This is a spot where benefits people, if you will, and DEI people look at things pretty differently. Ben

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Gary Bragar - HR Tech 2021 Series - HR Technology: Past, Present, and Future

Thu, 20 Jan 2022 14:00:00 -0000

Summary:

Gary Bragar is the HR Outsourcing Research Director at NelsonHall, a leading BPO research and analysis firm, where he has global responsibility for HRO. In this key role, Gary helps both buyers and vendors assess the opportunities capabilities of HR outsourcing, including: recruitment, learning, payroll, benefits, mid-market HRO, and multi-process HRO. Gary is a member of the No. America Board of Advisors for the HRO Today Services and Technology Association, as well as a member of the HR.com Talent Acquisition Advisory Board.

In this episode, Gary talks HR technologies of the past and present. He also discusses how to navigate the busy HR technology landscape of today.

Chapters:

[0:00 - 4:12] Introduction

Welcome, Gary!
Today’s Topic: HR Technology of the Past, Present, and Future

[4:13 - 12:05] What HR Technology Trends Have You Seen in the Past?

Comparing past recruiting technology to present-day, automated systems
The focus on employee engagement

[12:06 - 17:17] Navigating Today’s Myriad HR Tech Options

Communication tools being used as employee engagement tools?
What to do about an overwhelming amount of HR technology options?

[17:18 - 18:37] Final Thoughts & Closing

Final thoughts on the HR Tech conference
Thanks for listening!

Quotes:

“Another trend I'm seeing now that's a big focus—on one hand, it’s nothing new, it’s just increased importance—is employee engagement. Once you get those hires on board, you want to keep them happy. You want to communicate with them.”

“Even when I was at AT&T and we use different tools, there were so many you used. You’d try one thing and that would work and you'd use it for a couple years—and maybe it was a performance management software and everybody was gung ho. And then all of a sudden it just died. That's why I think leadership commitment—it has to be top down driven.”

Contact:

LinkedIn

Produced by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Stacey Harris - HR Tech 2021 Series - HR Technology: Past, Present, and Future

Thu, 13 Jan 2022 14:00:00 -0000

As the Chief Research Officer, Managing Partner of Sapient Insights Group, Stacey Harris oversees industry research work including the Annual HR Systems Survey and White Paper. She has been a leading member of the HR practices and technology research community since 2007 and has produced groundbreaking research on high-impact HR organizations, enterprise HR technology, and key practices across the talent management spectrum.

Stacey has had executive-level roles with Sierra-Cedar, Bersin & Associates, and Brandon Hall Group, and she has worked as an industry advisor and HR leader for Fortune 100 organizations around the world. She is frequently included in Human Resource Executive® and the HR Technology Conference’s Top 100 HR Tech Influencers list and sits on the International Human Resource Information Management (IHRIM) Board of Directors, overseeing strategy and education in her role as Vice-Chair. Stacey is also the author of Introduction to HR Technologies: Understand How To Use Technology to Improve Performance and Processes.

In this episode, Stacey talks about her thoughts on HR Technology of the past, present, and future.

Chapters:

[0:00 - 4:00] Introduction

• Welcome, Stacey!

• Today’s Topic: HR Technology of the Past, Present, and Future

[4:07 - 9:42] Looking at Past Trends in HR Technology

• The dawn of self-service technology

• What HR looked like pre-Internet

[9:53 - 19:30] What’s Significant about HR Technology Today?

• What companies who thrived through COVID had in common

• What companies with higher talent retentions are doing differently

[19:38 - 30:16] What HR Technology does the Future Hold?

• Automating processes that get left behind

• Why workforce planning could be the key to a thriving business

[30:16 - 39:47] Final Thoughts & Closing

• Was HR Tech a success?

• Thanks for listening!

Quotes:
“Organizations who've got the best user experience and vendor satisfaction score—we track that every year—and those organizations who seemed to come out of the COVID environment in a better place had a couple of things in common. One of the things we saw without a doubt was that if you had invested in workforce planning, or if you had invested in talent management, or if you had ensured that you had an idea of where your organization was sitting, at least from a talent perspective, you just did better in this last two or three years.”

“The technology of the future—the piece that I think we're all sort of trying to figure out—is taking the really sticky business challenges that we have right now, which are always more of a process than they are a technology, and starting to figure out how to automate those because we have automated, for the most part, everything that is easy to automate in our world.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Sapient Insights Group - HR Tech 2021 Series - Diversity, Equity, Inclusion and Belonging: Past, Present, and Future

Thu, 06 Jan 2022 14:00:00 -0000

Summary:

Pam Jeffords is a Senior Partner at Sapient Insights Group who leads the Diversity, Equity, and Inclusion Practice. She has over 25 years of experience in the industry and is a member of the Global Leadership Council for Colorado State University College of Business, an advisory board member for University of Denver Colorado Women’s College, and a Limited Partner in The JumpFund whose mission is to invest in women-led startups. Pam has also served as Chair of Women United for the Mile-High United Way where she received the prestigious Frances Wisebart Jacobs award for philanthropy.

We’re also joined by Susan Richards and Danielle White!

Susan Richards is the Founder and CEO of Sapient Insights Group. For more than 25 years, Susan has been consulting in areas of change management, organizational effectiveness, M&A, HR strategy, technology, and operations. Her focus is on helping clients improve business performance by aligning their human capital programs and practices with business strategy.

Danielle White is Collaborative Solutions’ EVP of Global Business Strategy. She brings over 20 years of HR transformation experience from commercial and public sector industries. She uses her subject matter expertise to lead corporate thought leadership, go-to-market strategy, and engagement strategy.

In this episode, Pam, Susan, and Danielle talk about how diversity, equity, inclusion, and belonging has changed over the years and how it might change in the years to come.

Chapters:

[0:00 - 3:12] Introduction

Welcome, Pam Jeffords!
Today’s Topic: Diversity, Equity, Inclusion, and Belonging

[3:13 - 13:27] How People Approached DE&I in the Past

Attempts at devising “tomorrow solutions” and long-term solutions
How DE&I outside the workplace affected DE&I in the workplace

[13:28 - 32:16] What does DE&I Look Like Today?

How differences in employee feedback creates DE&I gaps
Why job architecture informs DE&I successes and pitfalls

[32:17 - 41:52] The Future of DE&I

Developing true data-driven strategies
The importance of helping HR practitioners become better business people

[41:53 - 43:45] Final Thoughts & Closing

Thank you for listening!

Quotes:

"I did an exercise with a group of people who were very angry with their leadership and asking, ‘Where's the diversity?’ I asked, ‘How many of you in this room were hired by way of employee referrals?’ Almost all of them raised their hand. I said, ‘That's why we don't have diversity.’ Because we’re reling heavily on employee referrals and we're referring people that look like us. So, if we want to do this differently, go outside of your network. Seek out people, refer them in, and that's the only way we're going to have diversity.”

“When you talk about equity and opportunity, it's giving everybody equal access. And what we find is that feedback is probably the number one thing where we see the biggest gaps in who's getting it—[and the same can be said about] career guidance.”

Contact:

Pam Jeffords LinkedIn
Susan Richards LinkedIn
Danielle White Linke

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jack Coapman - Hiring Process Change - Beyond ATS - Past, Present, & Future

Thu, 16 Dec 2021 14:00:00 -0000

Summary:

Jack Coapman is a senior executive at GR8 People, Inc. with strong leadership skills and experience formulating, developing, and implementing revenue generating strategies and policies. He assures continued growth and success through strategically charting business development and new business ventures. Jack has experience aligning client objectives and requirements with a technology platform that drives measurable results.

In this episode, Jack talks about the past, present, and future of the hiring process, beyond ATS.

Chapters:

[0:00 - 5:06] Introduction

Welcome, Jack Coapman!
Today’s Topic: The Past, Present, and Future of the Hiring Process (Beyond ATS)

[5:07 - 14:53] Products that Recruiting Teams Used to Rely On

How paper requisitions informed the systems we use today
The ATS and recruiting automation

[14:54 - 26:36] How People Work Differently than They Used To

Seeking out sources of talent instead of waiting for applicants
Recruiting technologies and the myths surrounding AI

[26:37 - 35:17] How Recruiters Will Deal with Present Pains in the Recruiting Process

Branding opportunities based on the intended audience
Eliminating hurdles for both recruiters and applicants

[35:18 - 37:45] Final Thoughts & Closing

The world of talent acquisition changes often and perspectives can easily change over the course of a few months.
Thank you for listening!

Quotes:

“You can't take old problems and simply lay new technology on top of them and assume that, in the blink of an eye or a wave of a wand, [they’ll be fixed].”

“[The] big theme today is candidate experience because if you're not doing a good job in their eyes, they're going to move on.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Bennett Sung - The Role of AI in the Recruiting Process

Thu, 09 Dec 2021 14:00:00 -0000

Summary:

Included in Socialmicole.com’s Most Inclusive HR Influencer List, Bennett Sung has contributed to the success of industry-leading recruiting technology brands, including VirtualEdge, Jobscience, MightyRecruiter, Koru, AllyO, and now Humanly.io.

In this episode, Bennett talks about AI’s current role in the recruiting process and the role it might play in the near future.

Chapters:

[0:00 - 5:23] Introduction

Welcome, Bennett Sung!
Today’s Topic: The Role of AI in Recruiting

[5:24 - 18:28] What’s Happening, Working, and Not Working in Recruiting Presently?

The recruiting process hasn’t actually changed since the 1950’s
Why haven’t we build a platform that aggregates the data points needed for job application?

[18:29 - 25:49] Conversational AI in the World of Recruiting

Chat bots and the benefits they introduce to applicants
Why aren’t companies using big data to gather information about their applicants?

[25:50 - 32:30] How Is AI Being Used in the Interview Stage?

AI can now gather data from inside interviews
Regressing data against candidate success

[32:31 - 36:21] Final Thoughts & Closing

Start the candidate journey with a conversation
Thank you for listening!

Quotes:

“Hiring has never changed. The process itself never changes, right? They talk about disruption … but the actual transformation of the recruiting process really has remained consistent since the 1950s, when the CV was born or the resume was born.”

“[An interview] is a change management tool. This is not your traditional data collection compliance application anymore. So that is the initial purpose of AI, and it's going to continue to build itself out so that it becomes much more effective in decision support.”

Contact:

LinkedIn

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Tim Sackett - HR Tech 2021 Series - Recruiting Metrics and Performance: Past, Present, and Future

Thu, 02 Dec 2021 14:00:00 -0000

Tim Sackett is one of the few HR professionals who has been on both sides of the desk. With over 15 years of experience in talent acquisition, Tim has worked as a corporate staffing director for companies like Applebee’s International, ShopKo Stores, Inc. and Sparrow Health System. He has also had two stints with HRU. The first time, for eight year immediately following college; the second, returning à la Prodigal Son to run HRU—and his story is closer to the Biblical reference than you might think! Tim is an active HR blogger, a conference presenter, and an advocate for a Diet Mountain Dew soda fountain in the office. He truly believes that the most important role of HR in any organization is to increase talent.

In this episode, Tim talks about how recruiting metrics and recruiting performance have changed over the years and where they might go in the years to come.

Chapters:

[0:00 - 6:03] Introduction

Welcome, Tim Sackett!
Today’s Topic: Recruiting Metrics & Performance

[6:04 - 16:49] Recruiting Metrics that Yield Usable Data

How some metrics fall short of their intended goal
Developing a constructive recruiter-hiring manager relationship

[16:50 - 28:35] What Impacts Recruiting Performance?

Starting to see the impact of AI on talent acquisition
How transparency in data can drive better performance
How much does compensation affect a person’s decision to leave an employer?

[28:36 - 29:44] Final Thoughts & Closing

Thank you for listening!

Contact:
LinkedIn

Quotes:

“All of our funnels, individually and as a team, are all transparent. And if there's a recruiter that had a bad week, or if there's a recruiter that decided to sluff off or whatever, well it shows. And it's not meant to be like a stressor, it's meant to [communicate], “Hey, understand if someone's being successful, take a look at why.” There's no magic, you know, or secret sauce.”

“The “great resignation,” I think, is a misnomer. It's really just a great reshuffle, and people aren't leaving to leave. We’ll see stories in media like, “Oh, Mary left and she's going to take a break for a year, blah, blah, blah. You know, cause work's changed.” And I'm like, okay, but the reality is people are resigning from your company because you're not paying them enough. And somebody else is going to pay them more.”

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

David Turetsky and Dwight Brown - Season 2 Recap - One Season Closes and Another Opens

Thu, 18 Nov 2021 14:00:00 -0000

Summary:

As Season 2 of the HR Data Labs Podcast comes to a close, David and Dwight take a look back at its episodes and its guests, and they talk about about what to expect for the fast-approaching Season 3!

Chapters:

[0:00 - 4:30] Introduction

Welcome… David and Dwight!
Today’s Topic: A Season 2 Retrospective

[4:31 - 19:15] How Each Guest Brought Something New to the Podcast

A recap of each guest and their topic
Episodes that stood out to David and Dwight

[19:16 - 25:33] Looking ahead to Season 3

A focus on diversity, equity, and inclusion
David and Dwight want to hear from you!

[25:34 - 27:29] Final Thoughts & Closing

David and Dwight share their closing thoughts
How to get in touch with us

Quotes:

“We talked about a lot of different things with a lot of different people—it wasn't the same thing over and over again.”

“[In Season 3], we're going to explore certain areas of HR and HR analytics that we haven't really talked a lot about in the past.”

Contacts:

David's LinkedIn
Dwight's LinkedIn

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Zack Johnson - HR Tech 2021 Series - People Analytics: Past, Present, and Future

Thu, 11 Nov 2021 14:00:00 -0000

HR Data Labs took the studio mobile and went live at HR Tech 2021 at Mandalay Bay in Las Vegas, NV, talking to thought leaders in People Analytics and HR Technology. Join us as we go on this enlightening journey gathering cutting-edge insights from our guests!

Summary:

As Visier’s General Manager of Strategic Solutions & Partnerships, Zack Johnson helps the world’s leading HCM vendors and service providers build winning people analytics applications businesses that unlock value for their customers through their people data. From schools, to governments, to Fortune 500 companies, Zack’s work over the past 14 years to build the people analytics market has brought people insights to thousands of organizations. Zack has also given lectures on business and people analytics for a variety of institutions, including Northwestern University, NYU, Yale, West Point.

In this episode, Zack talks about past, present, and future of people analytics.

Chapters:

[0:00 - 2:10] Introduction

Welcome, Zack Johnson!
Today’s Topic: The Past, Present, and Future of People Analytics

[2:11 - 9:26] Reflecting on Past People Analytics Trends

The importance of learning how to sell
Every big story needs a big idea

[9:27 - 16:16] Insight on the Current State of People Analytics

Investing in the business intelligence infrastructure to support data science
Why smaller people analytics applications are taking off

[16:17 - 24:36] The Future of People Analytics

Learning more about how successful teams work together
The three “horizontals” of people analytics that will shape its future

[24:37 - 25:40] Final Thoughts & Closing

Episode closing

Quotes:

“Whether you're recruiting someone to work with you, raising capital, or getting someone to pay for the thing, you got to get people to believe and see it.”

“Just with Facebook and Google alone, you have like $3 trillion of value on understanding the consumer, but think about how much money is spent on the employees, right? And every problem is solved by people working together.”

Links:
LinkedIn

Produced by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Chris Havrilla - HR Tech 2021 Series - HR Technology: Past, Present, and Future

Thu, 04 Nov 2021 13:00:00 -0000

Chris Havrilla leads the HR technology and solution provider strategy and research practice for Deloitte—helping to demystify the ever-changing HR Tech landscape for their corporate and solution provider members. She has worked diligently through her career with business and HR leaders—both as an internal HR & HR technology/strategy practitioner or as a consultant/adviser—on radically improving talent strategy, technology, and leadership—as well as the vendors who serve them. With a unique blend of technical, HR practitioner, business and vendor experience, she laughingly describes herself as a bit of a talent, HR Tech and Future of Work "whisperer”. In 2019, Chris was selected by Human Resource Executive® and the HR Technology Conference to be included in the inaugural Top 100 HR Tech Influencers list, which recognizes individuals from the HR, technology, and business communities who are impacting the future direction of HR technology.

In this episode, Chris talks about the past, present, and future of HR technology.

Chapters:

[0:00 - 3:02] Introduction

Welcome, Chris Havrilla!
Today’s Topic: HR Technologies of the Past, Present, and Future

[3:03 - 12:43] Reflecting on Past and Present Trends in HR Technology

Machines had never been part of the “workforce”
Why hasn’t anyone cracked the AI “code” yet?
Asking the right questions to get a desired outcome

[12:44 - 16:43] The Future of HR Technologies

Leveraging data for knowledge management, not just content management
Why managers and leaders need to clear the path to unlock human potential

[16:44 - 17:55] Final Thoughts & Closing

Episode summary
Chris shares her closing thoughts

Quotes:

“We have this opportunity to actually have the tech work for us and really stop working for the tech or [stop] making the tech the work.”

“We did a really interesting study on the technology in [the digital workplace are], and one of the things that we were finding is … how do we leverage all of this data for true knowledge management, not just content management.”

Contact:

LinkedIn

Produced by Affogato Media.

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jason Averbook - HR Tech 2021 Series - Observations from HR Tech 2021

Thu, 28 Oct 2021 13:00:00 -0000

Jason Averbook is an analyst, a thought leader, and a consultant in the field of human resources. He helps executives rethink the design and delivery of employee services to better meet the expectations of their workforce and the needs of their business. He has more than 25 years of experience in the HR and technology industries and has authored two books: HR from Now to Next (June 2014) and The Ultimate Guide to a Digital Workforce Experience (June 2018).

In this episode, Jason talks about his time at and thoughts on HR Analytics & Technology as reflected through HR Tech 2021.

Chapters:

[0:00 - 0:49] Introduction

Welcome, Jason Averbook!
Today’s Topic: Observations from HR Tech 2021

[0:50 - 10:33] Interesting Notes from the Conference

How HR is reacting to a changing world
The importance of listening to your employees

[10:34 - 13:09] Can Strategic Partnerships Solve Our problems?

Mindset over technology

[13:10 - 15:36] The Future of HR Tech in 2022 and Beyond

Let’s talk less about HR and more about people

[15:37 - 17:00] Final Thoughts & Closing

Episode summary
Jason shares his closing thoughts

Quotes:

“If managers and leaders don't like doing performance management, you can have the best tools in the world and it's not going to matter.”

“The great resignation is what's happening; the awakening is that we have to think differently about people. We have to figure out: how do we stop just counting people, and [how do we start] making people count.”

Links:

LinkedIn
Leapgen Website
Book Link

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Mark Hanson - HR Tech 2021 Series - How the Equation Changes for Organizations When They Have Good Job and Skill Taxonomies

Thu, 21 Oct 2021 13:00:00 -0000

Summary:

Mark Hanson is a Product Owner for Emsi Burning Glass Talent Analytics team, and he leads the development of skills products, guides initiatives and partnerships related to Emsi Burning Glass Open Skills, and both conducts and presents skills research. He was previously the Director of Talent Analytics at UnitedHealth Group, where he led the People Analytics teams focused on reporting for talent intelligence, talent acquisition, human capital, HR systems, diversity and inclusion (DEIB), learning and development, real estate strategy, and site selection.

In this episode, Mark discusses job and skill taxonomies, and how the equation changes for organizations when good job and skill taxonomies are integrated into their systems and processes.

Chapters:

[0:00 - 3:49] Introduction

Welcome, Mark Hanson!
Today’s Topic:

[3:50 - 9:48] Past Skills and Job Taxonomies

How technology has influenced the skill required to do a job

[9:49 - 28:41] Present Skills and Job Taxonomies

Understanding the skills needed inside an organization
The importance of mapping career paths within an organization

[28:42 - 35:49] Future Skills and Job Taxonomies

Using AI to analyze old data
Tailoring learning to your employees

[35:50 - 39:32] Final Thoughts & Closing

Episode summary
Mark shares his closing thoughts

Quotes:

“The future is integration. How do we get all of the systems, because not one large system can do this end-to-end employee experience with all of the insights and data the you need.”

“The point is: how do we properly identify the skills need to do a role?”

Contact:

LinkedIn
Emsi Burning Glass

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Ian Cook - The Evolution of People Analytics From Research Group to Strategic Partner

Thu, 14 Oct 2021 13:00:00 -0000

Summary:

Ian Cook is an advocate for the crucial role that people play in helping companies thrive. His career has focused on enabling people, teams and companies to perform at their best. For the last 15 years, Ian has been helping leaders elevate their HR strategies and programs through the effective use of People Analytics. At Visier, Ian led the development of their market-leading solution and now leads the overall strategy for the People Analytics business.

In this episode, Ian talks about the evolution of HR and people analytics from research group to strategic function.

Chapters:

[0:00 - 3:34] Introduction

Welcome, Ian Cook!
Today’s Topic: The Evolution of People Analytics From Research Group to Strategic Partner, Past, Present, & Future

[3:34 - 11:10] How is the Practice of People Analytics Changing?

Shifting from simply measuring to analyzing data
Creating a language that talks about business in terms of people

[11:11 - 18:49] What is Causing the Evolution and Is It a Fad or a Permanent Shift?

“Rebranding” HR as People Analytics
People Analytics getting attention from to executives

[18:50 - 26:07] What Could People Do to Take Advantage of These Changes?

Leveraging People Analytics to empower “front line” workers
Seeing a rise in people analytics educational content

[26:08 - 28:11] Final Thoughts & Closing

Episode summary
Ian shares his closing thoughts

Quotes:

“The ultimate goal is to really enable people managers in a way that they can create a good experience for people in a way they couldn’t in the past.”

“Don’t wait until you’re data’s perfect; the only way you learn is to start now.”

Links:

LinkedIn
Visier Website

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Al Adamsen - HR Tech 2021 Series - People Analytics: Past, Present, and Future

Thu, 07 Oct 2021 13:00:00 -0000

Summary:

Al Adamsen is the founder and CEO of PAFOW (People Analytics and Future of Work), a company that organizes in-person events focusing on the world of people analytics and produces a podcast, a YouTube channel, a blog, and more. Al is a globally recognized thought leader, advisor, and educator in the areas of talent strategy, workforce planning & analytics, talent measurement, and organizational change.

In this episode, Al gives his perspectives on what he is seeing and hearing at HR Tech 2021, and talks about how he’s seen people analytics evolve over the years and even how he thinks it might continue to evolve in the years to come!

Chapters:

[0:00 - 7:05] Introduction

Welcome, Al Adamsen!
Today’s Topic: The Past, Present, and Future of People Analytics

[7:06 - 20:26] How HR Has Grown and Developed to Today

Giving managers the “why” behind their data
Anticipating the needs of your customers

[20:26 - 29:56] Observations on the State of HR Today

Predictive vs descriptive analytics
The importance of carefully reviewing the data that feeds AI

[29:57 - 42:41] Looking Forward to the Future of HR

Getting in Front of HR Challenges
Having Frequent, Actionable Conversations with Your Workforce

[42:41 - 44:15] Final Thoughts & Closing

Episode summary
Al shares his closing thoughts

Quotes:

“If we are doing our jobs as people analytics professionals, we’re actually going to our internal customer first, identifying what they want or need, and then creating a product for that appetite.”

“What people analytics does is it creates accountability where accountability did not exist before.”

LinkedIn
PAFOW Website

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Ryan Allen - Bringing People Alive Through Machine Learning

Thu, 23 Sep 2021 13:00:00 -0000

Summary:

Ryan Allen is a Senior Principal Data Scientist in the Office of the Chief Data Scientist at UnitedHealth Group. His day-to-day consists of making transformational technologies, creating AI systems that revolutionize healthcare operations, and, of course, evangelizing machine learning. He’s part of a team that’s setting the vision for artificial intelligence in healthcare.

In this episode, Ryan talks about how machine learning is helping bring people alive!

Chapters:

[0:00 - 4:38] Introduction

Welcome, Ryan Allen!
Today’s Topic: Bringing people alive with machine learning

[4:39 - 10:33] Cool People-Related Trends in Machine Learning

Having uninterrupted conversations with clients while machine learning algorithms pull up their information
Eliminating the need to check your calendar to schedule tasks thanks to machine learning

[10:34 - 21:05] Losing the People Element in the Numbers

How to not lose the humanity in the data
Realizing that there might be an inherent bias in the data you’re using

[21:06 - 26:06] Bring People Alive in Machine Learning

Explainable AI and how it can give employees a newfound voice
Adding important context to otherwise uninformative data

[26;07 - 28:17] Final Thoughts & Closing

Episode summary
Ryan shares his closing thoughts

Quotes:

“Understand the process that created the data that you’re going to be using. You get a better product, and you also don’t lose the humanity in the numbers.”

“When we start modeling things like turnover rate and we're able to use explainable AI to see why it's coming up with the results, we're really giving those people a voice. We're being able to ask an entire population of employees, or patients, or whoever, what do you think about this?”

LinkedIn
Google Duplex

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Turetsky Consulting Team - A Fireside Chat on Trends in People Analytics

Thu, 16 Sep 2021 13:00:00 -0000

Summary:

Turetsky Consulting is comprised of an amazing team of consultants and experts and each of them is part of today’s very special episode! They discuss some of the latest trends trends and topics that have come up in the world of HR and people analytics.

In this episode, David and the rest of the Turetsky Consulting team talk about people analytics topics that have been top-of-mind.

Chapters:

[0:00 - 1:37] Introduction

Welcome, Turetsky Consulting team!
Today’s Topic: Trends in HR Analytics

[1:38 - 13:38] What is Talent Intelligence?

Using talent intelligence as a point of reference and comparison.
Assessments as part of job applications.

[13:39 - 20:16] Artificial Intelligence in the World of HR

AI’s role in job applications.
When AI might not be as intelligent as a person.

[20:17 - 28:50] How Has the Business Intelligence and Analytics Market Changed, and How Has That Affected HR?

Business intelligence merging with business applications.
How to properly manage change in an organization.

[28:51 - 31:24] Final Thoughts & Closing

Episode summary
The team shares its closing thoughts

Tweetable Quotes:

“I think sometimes we get too fascinated with the science and technology of it, and we forget the human component. … When I would consult clients talent management, I would always say, ‘Let’s not forget that we’re all human.’”

“If you’re only using change management to force a bunch of people to use something, I think you’re missing [the point].”

"If we spend more time listening before we buy and build a technology; and then make sure that what we design is attuned to our users, it's better."

Turetsky Consulting Website

LinkedIn Contacts:
Turetsky Consulting LLC
Dwight Brown
Lori Craig
Karissa Harris
IBEJesus Prince
David Turetsky
Dino Zincarini

Production by The Podcast Engineer

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Caitlin MacGregor - It's Not Just a Job: Using Assessments to Build the Organization

Thu, 02 Sep 2021 13:00:00 -0000

Summary:

Caitlin MacGregor is the CEO and Co-founder of Plum, a robust talent assessment platform that is revolutionizing how organizations manage talent. Caitlin is passionate about helping people realize their full potential and about helping companies see beyond resumes to understand what their employees are truly capable of achieving.

In this episode, Caitlin talks about psychometric data, what it is, and how it can be a game-changer for companies looking to add innovative talent to their teams.

Chapters:

[0:00 - 3:08] Introduction

• Welcome, Caitlin!

• Today’s Topic: Revolutionizing How Global Enterprises Acquire and Manage Talent with Psychometric Data

[3:12 - 9:04] How Using Psychometric Data in Talent Management is Revolutionary

• What does it mean to use psychometric data?

• Why psychometric data drives leaders toward more objective and equitable talent decisions.

[9:04 - 21:36] Looking Beyond Resumes and Past Experiences When Hiring

• What does a resume really say about someone?

• How looking beyond resumes and past experiences can lead to innovative talent acquisition.

[21:36 - 29:33] How Psychometric Data Helps People Grow and Develop

• What you can learn about yourself from your own psychometric data.

• Why objective data is game-changing for organizations.

[29:34 - 32:20] Final Thoughts & Closing

• Episode summary

• Caitlin shares her closing thoughts

Tweetable Quotes:

“You can line up a hundred people from the same school, with the same experience, and you cannot credit which of those hundred will be successful in a role versus the other. You have to look at people’s innate talents, their ability to innovate, communicate, and work well with others.”

“We need to recognize that [talent management] is about adding objective, fair data into the process and being able to see people holistically.”

LinkedIn
Plum.io Website
Plum Talent Assessment & Guide

Production by The Podcast Engineer

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Zoe Switzer - HR Analytics: A Chief People Officer's View

Thu, 26 Aug 2021 13:00:00 -0000

Zoe Switzer has been working with Jeni’s Splendid Ice Creams for over five years. Jeni founded her company with an amazing amount of bravery and entrepreneurial spirit, and now that it’s grown and spread across the nation, Zoe’s helped ensure that Jeni’s original values and vision continue to inspire each and every employee.

In this episode, Zoe talks about her role and Jeni’s and how she’s been able to approach HR with a creative and community-driven mindset.

Chapters:

[0:00 - 4:04] Introduction

Welcome, Zoe!
Today’s Topic: Combining Quantitative and Experiential Information to Best Serve Your Team

[4:05 - 14:08] Zoe’s Experience at Jeni’s

Infusing Creativity in Everything You Do
The Art of Problem Solving for Teams of People

[14:09 - 24:57] How Jeni’s Values Persist as the Company Grows

Staying Connected with What Makes a Company Human
HR Can Be Cheerleaders… And Also Many Other Things!

[24:58 - 39:09] What Gets in the Way of HR Teams Meeting Their Company’s Needs

Asking the Right Experts to Help Solve Problems
Building a Community

[39:10 - 41:32] Final Thoughts & Closing

Episode Summary
Zoe Shares her Closing Thoughts

Production by ThePodcastEngineer

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Evan Francen - Secure Your S#!t: Cybersecurity in HR Analytics

Thu, 19 Aug 2021 13:00:00 -0000

YouTube: Security Shit Show

A passionate advocate for cybersecurity, Evan Francen has been helping people learn about the importance of cybersecurity through his writing, his podcast, his YouTube channel, his public speaking engagements, and more! Cybersecurity has become a massively important aspect of running a business and yet, it’s still an afterthought of many CEOs in the world today.

In this episode, Evan talks about what you can do to strengthen your own cybersecurity at home, and why your smart devices might not be the smartest choices after all.

Chapters:
[0:00 - 4:24] Introduction
• Welcome, Evan!
• Today’s Topic: Cybersecurity At Home and In Business

[4:25 - 10:44] Key Cybersecurity Threats In the World Today
• Why HR seldom talks about cybersecurity
• Who’s responsible for cybersecurity?

[10:48 - 20:54] Raising Cybersecurity Awareness and Embedding Security-conscious Behavior
• Cybersecurity as a benefit for employees
• Why cybersecurity is (and should be) personal

[21:10 - 34:23] Simple Behaviors People Can Incorporate
• Simple Cybersecurity Measures HR Can Implement
• Simple Cybersecurity Measures You Can Take At Home

[34:37 - 38:57] Final Thoughts & Closing
• Episode Summary
• Evan Shares his Closing Thoughts

Quotes:
“You have to hold people accountable. ... 55% of CEOs in the United States today view
information security as a waste of time, and the reason why they feel that way is because
they’re not held accountable.”
“Information security is not about information, or security, as much as it is about people. Period.
People suffer when things go wrong.”

Resources:

FRSecure Website

SecurityStudio Website

S2Me Assessment

Unsecurity Podcast

FRSecure Blog

Book: UNSECURITY: Information security is failing. Breaches are

epidemic. How can we fix this broken industry?

Production by The Podcast Engineer

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dave Weisbeck - People Challenges Facing Organizations in 2021

Thu, 12 Aug 2021 13:00:00 -0000

Are we in the middle of The Great Resignation? When crises hit workers tend to stay in their jobs. A report from the Bureau of Labor Statistics has tracked job openings, leaves, and turnover (JOLT) for the past 30 years. When the pandemic hit we saw a historical drop in employees leaving. Now, as the country opens we’re seeing a historically large spike in workers leaving jobs to move to other companies and careers. Dave Weisbeck shares his views on what is happening and why companies should pay attention.

Throughout Dave’s twenty years of experience in the information management and analytics industry, he’s built development teams and grown multi-billion dollar companies. Now a chairman of the HR.com Advisory Board, he’s looking to help organizations break new ground in business intelligence and people analytics.

Chapters:
[0:00 - 4:46] Introduction
• Welcome, Dave!
• Today’s Topic: The People Challenges that Organizations Face in 2021

[4:47 - 11:48] “The Great Resignation”
• Why Do People Leave their Jobs En Masse?
• How Businesses Can Improve Employee Retention

[11:49 - 24:28] Hybrid Work & Burnout
• Tracking Time Spent vs Productivity
• Pros and Cons of Working Remotely vs In-Office

[24:29 - 33:32] Diversity, Equity, and Inclusion
• What Gets Measured Gets Managed
• Diversity Leads to Inclusion

[33:33 - 38:39] Final Thoughts & Closing
• Episode Summary
• Dave Shares his Closing Thoughts

Quotes:
“The data shows that we’re a history 30-year high in people leaving organizations, and so that’s
where I’d say the name comes from—The Great Resignation.”
“I’ve always seen it as: inclusion is a bit more of the outcome, the real prize that we’re shooting
for, but diversity is the place to get started.”

Contact:
LinkedIn: https://www.linkedin.com/in/daveweisbeck/

Technical Production by The Podcast Engineer

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Nigel Stoodley - People Intelligence 2.0

Thu, 05 Aug 2021 13:00:00 -0000

Summary:

With people data and people analytics tools becoming more readily available, there’s a trend toward wanting a single solution that handles “all the data”. Unfortunately, this isn’t our reality quite yet. A holistic approach to people analytics can only be found when technology vendors and services players openly collaborate. This kind of synergy is what improves the lives of employees and fuels improved performance for businesses.

Chapters:

[0:00 - 3:28] Introduction

Welcome, Nigel Stoodley and Dino Zincarini
Today’s Topic: On Bringing All People Data Together for Businesses

[3:29 - 16:27] Lessons from Focusing on People Analytics for the Last 3 Years

Why People Data is Often Undervalued
How Businesses can Avoid Skilled Worker Shortages

[16:28 - 27:33] Proving Guidance on “People Intelligence 2.0”

Getting in Front of Business Leaders
Digging into People Data to Find Gold

[27:34 - 32:57] Connecting All This Disparate Data

Is a Full Stack Solution Out There?
Finding the Right Tool for the Right Job

[32:58 - 38:20] Final Thoughts & Closing

Episode Summary
Nigel and Dino Share Their Closing Thoughts

Quotes:

“It actually has stunned me for years that there isn't really a strong discipline around analytics around people because increasingly, businesses are more and more about people.”

“Because HR data is not HR data—HR data is business data. And one of the problems we have is we hold on to it too tightly. … we've heard the term democratizing data, and that's just wrong. It's not about democratizing. It's [about] letting it go.”

Contact Information:

Email: nigel.stoodley@visier.com
LinkedIn: https://www.linkedin.com/in/stoodley/

Technical Production by The Podcast Engineer

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Siri Chilazi - Diversity, Equity, and Inclusion in HR Analytics

Thu, 29 Jul 2021 13:00:00 -0000

“When done right, the collection, analysis, and disclosure of DEI data holds the promise of being a powerful lever for progress.” This is the belief of Siri Chilazi, a Research Fellow at the Women and Public Policy Program at Harvard Kennedy School. Her life’s work is to advance gender equality in the workplace through research translation. In other words, she does research on how companies can promote diversity, equity, and inclusion, and she brings those research insights to practitioners and organizations.

Incredible! Dive right into this episode to learn more from Siri’s expertise about DE&I in HR Analytics.

[00:01 - 04:06] Opening Segment

Let’s welcome and learn more about Siri Chilazi
Today’s topic - DE&I in HR Analytics as an engine for progress

[04:07 - 09:40] What is DE&I Data

A deeper look into each factor - Diversity, Equity, and Inclusion
Where are the opportunities going?
Be open about invasive data points

[09:41 - 16:07] How to Use DE&I Data to Drive Progress and Organizational Change

Start with the data you already have
Find the gaps and fill them by asking questions
The importance of prioritizing

[16:08 - 32:33] How to do DE&I Data Successfully

Bridge the gap between those monitoring and tracking the data
The kind of training that needs to happen to get the balance
How DEI fits into the overall data analytic strategy of the organization
How to de-bias the hiring process

[32:34 - 35:18] Closing Segment

Summary of our conversation and final points

Connect with Siri:
LinkedIn.

Learn more about Siri’s work at https://scholar.harvard.edu/sirichilazi.

Connect with David:
LinkedIn

Connect with Dwight
LinkedIn

Email: dwight.brown@turetskyconsulting.com

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dhruv Dang - Build vs Buy: Analytics Applications - Part 2

Thu, 22 Jul 2021 13:00:00 -0000

As we touched on in the last episode, it may be a higher value to build your analytic software solution than it is to buy from an enterprise software vendor. Dhruv has been designing and building software for over fifteen years, and has worked with a variety of organizations across the public and private sectors (B.C. Government, Yukon Government, Change.org, Apple). In 2016, he founded Real Folk to help build the next generation of digital services across government and industry in North America.

Let’s continue on to part 2 of our conversation with Dhruv, where we’ll look at possible pitfalls, challenges, and best practices to pull value from the building process.

Start of Part 2:

[00:01 - 17:34] The Pitfalls of Building and How to Get Around Them

Think in terms of questions - the example of employee turnover
The importance of building a flexible framework
Minimize the scope to the problem domain

[17:35 - 32:38] Understanding the Full Value Proposition of Building vs Buying

Addressing problems through an exploratory phase
All the work is meaningful and valuable
Don’t ignore the adoption costs
What to keep in mind when building custom software

[32:39 - 36:24] Closing Segment

Summary of the conversation
Final thoughts

Contact:

Email: dhruv@realfolk.com
LinkedIn: https://www.linkedin.com/in/dhruvio/

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Dhruv Dang - Build vs Buy: Analytics Applications - Part 1

Thu, 15 Jul 2021 13:00:00 -0000

Let’s go technical! It may be a higher value to build your analytic software solution than it is to buy from an enterprise software vendor. Dhruv has been designing and building software for over fifteen years, and has worked with a variety of organizations across the public and private sectors (B.C. Government, Yukon Government, Change.org, Apple). In 2016, he founded Real Folk to help build the next generation of digital services across government and industry in North America.

Let’s dive into part 1 of 2 of our conversation with Dhruv about buying vs. building software, where we’ll look at the evolution of software and our interactions with it.

[00:01 - 05:23] Opening Segment

● Let’s welcome and learn more about Dhruv Dang

● Today’s topic - Building Vs. Buying Software

[05:24 - 14:36] Analytic Applications: What Changed

● Software is still young - the evolution of software literacy

● Changes in how we interact with software

● The value of custom software - solving unique problems

End of Part 1 - Download Part 2 for the Full Episode

Contact:
Email: dhruv@realfolk.com
LinkedIn: https://www.linkedin.com/in/dhruvio/

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Mark Stelzner - People Analytics with Dynamic Teams in Dynamic Organizations

Thu, 08 Jul 2021 13:00:00 -0000

It’s time to challenge our concept of teams within organizations! In this episode you’ll hear from Mark Stelzner, the leader of IA HR Consulting. Mark started IA because he had worked with, and for, consulting firms and thought, “there has got to be a better way.” Mark amplifies the voices of the clients he supports, as he believes it’s about finding the right solution to help the organization thrive. IA really focuses on self-sufficiency. Through his work, Mark has been featured by the Wall Street Journal, the New York Times, Forbes, CNN, and NPR.

Let’s learn from Mark how HR can prepare for people analytics with dynamic teams in dynamic organizations.

[00:01 - 05:20] Opening Segment

Dwight and I welcome and learn more about Mark Stelzner
Today’s topic - People Analytics with Dynamic Teams in Dynamic Organizations

[05:21 - 16:49] Dynamic Organizations: What They Are, How They Run

Stepping away from employees and into workers - Regroup, relearn, rest, reskill
You have to be transparent and hold employers accountable
The example of a knowledge worker

[16:50 - 32:53] Organizations’ Biggest Struggles Facing the Reality of Dynamic Teams

Mark identifies the top 5 struggles organizations face
How to help them address the issues - start with the data
The importance of internal accountability

[32:54 - 38:15] Actions HR Can Take Now to Prepare for Dynamic Organizations

How our systems can work together now to evolve
Stop the protectionism and start seeing the whole person

[38:16 - 40:20] Closing Segment

Summary of our conversation and final points

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Steve McDonell - People Want People Analytics, But Have No Idea What it Is

Thu, 01 Jul 2021 13:00:00 -0000

Have you ever worked with people who are scared of numbers but still want them? Steve McDonell jumped into the world of People Analytics after being a CIO for several years. As CIO, his role was to help clients understand the need for people analytics and how to adopt them as a part of their business strategy. In his work he found that there was one common thing amongst the clients, people want people analytics, but they really have no idea what it is or what it means, and in some cases even fear it.

Let’s dive in and learn how we can present People Analytics in a way that is less intimidating and more intuitive.

[00:01 - 04:59] Opening Segment

Dwight and I welcome and learn more about Steve McDonell
Today’s topic - People want People Analytics, but have no idea what it is

[05:00 - 12:00] Approaching People Analytics As a CIO in an Organization

From IT to leveraging tech to understand a business
You need to be strategic and consultative
Mastering and navigating software to give an extra sense of security

[12:01 - 17:39] How to Overcome the Biggest Hurdles

Turning information into conversations
Crawl, Walk, Run, Fly Model
Have a plan in place with the right people

[17:40 - 29:17] Where to Start; Start Small and Build Up

Everything comes back to people data
Education through conversation
Figure out the small challenges and make a plan

[29:18 - 32:44] Closing Segment

Summary of our conversation and final points

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Pat Acheampong - The Purpose is Profit: Using the Employee Experience to Boost your Organization's Bottom Line

Thu, 24 Jun 2021 13:00:00 -0000

Is what you’re doing in HR impacting your bottom line? If not, why are you doing it? Pat Acheampong is the founder of Ahumka Digital. He is a self-proclaimed Tech Junkie, a Would be Philanthropist, an Entrepreneur, Bon Vivant, and Aspiring World Changer.

With over 15 years of experience working in global businesses in the UK, North America, Australia, and Asia, he is currently head of Employee Experience and Service Delivery at Zurich Insurance in Hong Kong.

Any tech-geek is a friend of mine! So let’s dive into the episode and learn about using the employee experience - profit loop to boost your organisation’s bottom line.

[00:01 - 05:17] Opening Segment

Dwight and I welcome and learn more about Pat Acheampong
Today’s topic - The Purpose is Profit

[05:18 - 12:31] What’s Broken in HR Data Collection Today

Lot’s of data, little insight into the employee experience
What’s missing in employee experience and how to improve it
Keep people in people analytics - profit loop

[12:32 - 20:57] What You Should be Producing Analytics On

‘So What?’ analytics - placing value on a people asset
Practical evaluations
Finding the right turnover

[20:58 - 29:17] What to Measure and How to Do It

It doesn’t have to be contained into a fixed field
Quality data is key, get specific with priorities
The right people focused on the right places

[29:18 - 31:30] Closing Segment

Summary of our conversation and final points

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Vikas Saini - How to Get Started with People Analytics

Thu, 17 Jun 2021 13:00:00 -0000

Analytics is not just a one time thing, it has to be treated as something you will use in a continuous cycle that will improve your business processes and performance. Let’s dig deeper. Vikas Saini is a Technology Product Leader at Willis Towers Watson with specific expertise in HR Technology, Analytics and Big Data platforms. His core expertise is in delivering consumer grade analytics and big data products with a career that spans across startups to fortune 500 organizations.

Let’s dive right into Vikas’ expertise and learn about building your data analytics capabilities as it relates to technology, how to get started and what to avoid.[00:01 - 04:34] Opening Segment

Dino and I welcome and learn more about Vikas Saini
Today’s topic - Building Your Data Analytics (Technology) Capabilities

[04:45 - 14:44] Getting Started with Your Overall Analytic Strategy

Understanding the needs of the corporate strategy and the capabilities of users
Building a fact/data driven culture - getting started
Getting passed the ‘give me everything’ effect

[14:45 - 21:26] Build vs. Buy Decision for Technology

3 high level criteria to follow
Factoring in the technology and the content

[21:27 - 27:51] Navigating Potential Challenges; What Could Go Wrong?

The data is only as good as the source - ensure quality
Seeking to improve the user experience
Don’t be afraid to change directions - adoption and evolution

[27:52 - 30:45] Closing Segment

Summary of our conversation and final points
Final Words

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

John Tardy - Big Value Not Big Data!

Thu, 10 Jun 2021 12:00:00 -0000

Sometimes in analytics we can get so absorbed in the numbers that we forget about the value they should be upholding. John Tardy is a leader and an expert in business analytics. John sets himself apart by focusing on delivering BIG value through technology, data analytics, and business intelligence, as well as building trust and confidence among stakeholders and guiding cross-functional teams and leaders to business insights and clarity amidst ambiguity and complexity.

I can’t wait to dive into this conversation and learn the concept of big value, not big data from John.

[00:01 - 03:15] Opening Segment

I welcome and learn more about John Tardy

Today’s topic - big value, not big data

[03:16 - 09:44] What is Big Data

Examples of ‘Big Data’ and attempting to define it

The importance of finding value in the data

[09:45 - 15:33] Big Value, Not Big Data

John talks about the misconceptions of going towards the ‘hype’ of data
How to measure value based on a goal
The importance of education and focusing on business orientated value

[15:34 - 28:40] Creating Value through Data in HR

It all starts with the business questions; all about mindset
Examples through turnover, diversity, and absenteeism

[28:41 - 37:55] Closing Segment

Summary of our conversation and final points
Final Words

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Jon Burton - Lessons Learned from 100 People Analytics Deployments

Thu, 03 Jun 2021 13:00:00 -0000

What separates basic from advanced analytics usage? How can an organization go from using analytics as a glorified version of reporting to an indispensable asset that drives an organization towards its goal? In this episode, Jon Burton and I discuss lessons learned from seeing and helping 100 implementations of people analytics

Jon Burton is the Senior People Analytics Consultant at Visier Inc. With 20 years of experience under his belt partnering with senior leadership to convert their needs into actionable plans, he helps organizations plan and execute their people analytics deployment, develop meaningful visualizations, and brainstorm on ideas to maximize the value of their people analytics platform.

[00:01 - 03:30] Opening Segment

I welcome Jon Burton and he tells us about his background
Partnering with organizations on people analytics journeys
- 7 years at Visier
- 13 years at PwC Saratoga and Saratoga Institute
Jon tells the stories of how he almost died… twice!

[03:30 - 13:11] Lesson Learned from Helping Over 100 Implementations of People Analytics

With the rise of organizations aiming to be data-driven, many make the mistake of acquiring data but not knowing what to do with it
- Not knowing what problem you are trying to solve
How does HR deal with differences throughout the organization
- Creating standards and consistent definitions
- Create a data-governance model

[13:12 - 23:19] Characteristics and Practices Jon Has Observed From His Clients Around Data Analytics

The differences between basic, average, and advanced analytics usage
Basic
- Sharing data to share data; No problem to solve or key business
- No enforced data standards
- Roll out: training but no change or accountability for usage
Average
- Has a key HR or business problem they can solve
- Rolls out in waves
- Rolled out with limited guidance
Advanced
- Purposed to drive action or solve workforce issues by quickly informing business leaders
- HR Business Partners are given support and guidance
- Data is being used for the business to drive towards a goal
Have a Champion Network: The importance of executive sponsors partnering with HR
Keys that make an organization advanced around data analytics
How HR can be an indispensable asset to businesses

[23:20 - 28:04] How Can Users Mature In Their Usage of Analytics?

Where to start?
- Start with the basics
- Focus on progress, not perfection
- More is not always more
- Standardize and make things more consistent across the board
Where can someone begin to build the analytics capabilities in a company?

[28:05 - 30:36] Closing Segment

Summary of our conversation and final points
Final words from Jon and I

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

Mike Smith - The Foundation of Employee Benefits is Data

Thu, 27 May 2021 14:00:00 -0000

Every employer has health care data. This data allows you to put programs together for cost management, stratify risks, or create well-being programs that are pertinent to your population. But how do you take data that for the most part goes unutilized, and take it to the next level? My guest and good friend, Mike Smith and I discuss the potential that data has to keep employees healthy, lower cost management, and equip people to lead healthier lives by releasing data into their hands.

Mike Smith is the Vice President & Partner of Lockton Companies, who provides clients with creative solutions in risk management, insurance and employee benefits consulting. Mike is a salesperson who doesn’t sell anything. Rather he focuses on learning client goals and challenges and mutually determining whether these new clients could benefit from Lockton’s approach to helping businesses.

[00:01 - 06:20] Opening Segment

I welcome Mike Smith and he tells us about himself
Mike shares a story of his time at Prudential Financial
- Manually completing employee census data
Using data as the foundation for employee benefits programs

[06:20 - 15:38] Utilizing Data In Covid-19

HR was and is at the crossroads of COVID-19
How Lockton Companies help their employees throughout the pandemic using data
Navigating individuals right to privacy and public health in regards to vaccination
HR’s challenge in keeping employees safe when going back to the workplace

[15:56 - 27:29] How We Can Use Data For Cost Management

Lockton Companies’ utilization and investment in a data warehouse
Using data as a cost management tool in organizations
How big tech is turning it’s eye to health care by utilizing wasted data
Democratizing data to equip people to manage their own health care, costs and benefits

[27:30 - 30:30] Closing Segment

Summary of our conversation and final points
Final Words

Tweetable Quotes:

“Using data is always a little bit like driving down the highway while using the rear view mirror. So you’ve got to always be careful.” - Mike Smith

“You can’t fight the facts and data is the facts.” - Mike Smith

“Taking art and science and blending them together is a great way to make decisions. To take them solely in their own silos, to just think about art, or science, or data, or gut feeling, really doesn’t make sense anymore.” - Mike Smith

Connect with Mike on LinkedIn

--------------------------------------------------------------------------------------------------------------

Connect with me:

This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.

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Produced by Affogato Media

Dwight Brown - The Role of Data Governance in Analytics

Wed, 19 May 2021 13:00:00 -0000

You can’t have analytics without Data Governance, and data governance can be the difference between good data and bad data. Dwight Brown is a self-professed ‘data geek’ who is a part of our very own Turetsky Consulting bringing over 22 years of healthcare experience at Mayo Clinic in Rochester, MN. Over half his career was spent in Analytics leadership positions, including Manager of Quality Analytics, and Director of Analytics Operations. He is an industry thought leader who is well-versed in all stages of the Analytics cycle but especially in Data Governance.

Let’s dive right in and learn more about your most valuable asset; the role of Data Governance in analytics.

[00:01 - 06:01] Opening Segment

I welcome and learn more about Dwight Brown
Today’s topic - data governance

[06:02 - 11:58] Everything You Need to Know About Data Governance

Dwight defines and explains data governance
The roles within it and its processes

[11:59 - 18:56] The WIIFM of Data Governance

Breaking down the ‘What’s in it for me’ - good data and bad data
You as the steward are responsible for data integrity
The world’s best networkers

[18:57 - 27:02] Overwhelmed? This is Where to Start

Dwight talks about what it takes to be in Data Governance
Start high and move down low
Resources to start with and Dwight’s advice

[27:03 - 30:48] Closing Segment

Summary of our conversation and final points
Final Words

Tweetable Quotes:

“You can’t have analytics without some sort of data governance.” - Dwight Brown
“Having no data is better than having bad data… As the steward, you need to have a system that helps you, a system of checks and balances that helps you, to be able to ensure that you have good data integrity.” - Dwight Brown

Resources Mentioned:

Connect with Dwight on LinkedIn.

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Ian Cook - Job Titles are Dead, Long Live Job Titles!

Thu, 08 Apr 2021 13:00:00 -0000

Whatever happened to job titles and what do they even mean anymore? In this episode I am welcoming back Dino Zincarini and Ian Cook to talk about the what, why, and where around the applicability job titles have to HR and how the job table is changing.

Dino, as you may remember, is an HR Technologist and Consultant who works alongside myself at Turetsky Consulting, while Ian is VP in people analytics at Visier making him responsible for the over direction and growth of the company.

Now that you have Dino and Ian’s job titles in mind, let’s dive into today’s topic; are job titles dead… Long live job titles!

[00:01 - 01:42] Opening Segment

We welcome back Ian Cook and Dino Zincarini
Introducing today’s topic

[03:43 - 10:58] There is a Long History of Job Titles; What are They Used For?

Ian talks about the issues at the job table and why it’s important
Dino talks about the changes in the job titling model
The boundaries around jobs are becoming fluid

[10:59 - 19:53] Why THIS is the Time to Talk About Job Architecture and Titling

Ian talks about the triggers that are starting this conversation
The issue of compliance and possible solutions
Tools, resources, and consulting

[19:54 - 34:02] The Future of Job Titles; Do We Need Them?

Dino talks about the consistent need to brand your work
Looking past the job titles to the person, but using the standardization
How to prepare for changes in job titling and its fluidity

[34:03 - 27:20] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“That interest to give people a sense of uniqueness through title or through a new job you're adding, really clashes with the harmonization of the architecture of the jobs that need to have some way of being compared internally.” - Ian Cook
“The more we try to use data, the more we want to standardize it, yet the more we want to have things proliferate, the more it becomes differentiated… there’s no one right answer.” - Dino Zincarini
“The faster you think about it, come up with a plan or a strategy and maybe even the technology to support this divergence in the branding of jobs and the standardization… the sooner you can come up with a plan on how you’re going to manage that - the better.” - Dino Zincarini

Resources Mentioned:

Connect with Dino on LinkedIn.

Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Ian’s space.

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This show is brought to you by Turetsky Cons

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For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Stacey Harris - The State of HR Technology in the World Today

Thu, 01 Apr 2021 12:00:00 -0000

● Meet the HR Tech Speakers: Stacey Harris

HR is an ecosystem of technology, and you have to treat it as such. In this episode I have Dino back in the studio along with our guest Stacey Harris. Stacey is Chief Research Officer, and a Managing Partner for Sapient Insights Group, a Research and Consulting firm focused on helping clients use data and insights. She also oversees the esteemed Annual HR Systems Survey and White Paper, now in its 23rd year. Stacey was recently listed in HR Executive Magazines Top 100 HR Tech Influencers list.

Let’s dive right in and learn more from Stacey about the State of HR Tech in the World Today.

[00:01 - 04:03] Opening Segment

We introduce Stacey Harris
Some background on Stacey

[04:04 - 13:37] The State of HR Tech in the World Today

Stacey’s observations on today’s tech themes
The ecosystem of HR
Navigating the ‘shiny object syndrome’ - the importance of process and function
No two ecosystems are alike

[13:38 - 30:13] Guiding a Company as They Embark on New Technology

Stacey gives examples and advice on guiding organizations
Being clear on systems and what they need to achieve
80% vs. 20%

[30:14 - 33:18] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“HR is an ecosystem of technology, and you have to treat it as such.” - Stacey Harris
“We often forget that the experience that the end user has doesn’t start and end on their watch, or the screen on their computer, or on their phone. It begins and ends with the data and whether or not it’s right.” - Stacey Harris
“In the market we’re in today, 80% of the systems do about 80% of the same things… It’s that 20% that makes a difference as to whether or not that HR technology is adopted.” - Stacey Harris

Resources Mentioned:

● Stacey Harris HR Systems Survey

Connect with Stacey on LinkedIn. Check out https://sapientinsights.com/ to learn more data insights that solve business problems.

Connect with Dino on LinkedIn.

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Abhishek Goel - The Return on Investment of Data Science in People Analytics

Thu, 25 Mar 2021 13:00:00 -0000

While we may have matured our science, I wonder, have we really matured our way we see the art behind it? Today we’ll dive into this (and a bit of Indian Tea making) with Abhishek Goel, the Founder, CEO, and Chief Behavior Expert of Dasque. He is an expert in applying analytical, statistical modeling, stochastic and/or forecasting methods to improve business performance.

Let’s tap into Abhishek’s expertise and learn how to get to the Return on Investment of Data Science in People Analytics.

[00:01 - 06:57] Opening Segment

Introducing Abhishek Goel
Abhishek shares about his unique background

[06:58 - 07:57] Intro to the Importance of ROI

[07:58 - 15:25] Practical Data Science in People Analytics

Abhishek shares his insights about AI’s ability to reveal bias
The goal to add value to the organization
The art and attitude behind data science

[15:43 - 24:19] Hiring and Utilizing a Data Scientist

Abhishek gives practical steps on how to find and hire a data scientist
The importance of clear goals and a strong stakeholder
The responsibility of the data leader

[24:20 - 32:30] The Pros and Cons of Data Science in People Analytics

The pros of data science
The challenges of data science
How to improve and optimize to solve for ROI

[32:31 - 34:37] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“We have matured our science so much, but unfortunately, we have not matured our way of thinking, we have not seen the art behind it; the dotted lines behind the science.” - Abhishek Goel
“We cannot make a better past, what we should do is make a better future, and that is the purpose of the organization” - Abhishek Goel
“If you follow simple, basic steps, you will get to the ROI. It’s about the framework, it’s not just about the outcome.” - Abhishek Goel

Resources Mentioned:

Connect with Abhishek on LinkedIn. Check out https://www.adataleader.com/to learn more about the best in deep tech.

Indian Tea Recipe: https://www.myrecipes.com/recipe/chai-spiced-indian-tea

Namaste!!

Happy Chai Time!! Let’s have more chai time and lots of creative ideas and fun conversation with loved one with chai !!

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This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations nee

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For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Paul Rubenstein - The CHRO Should Be to People Analytics as A CFO is to Financial Analysis - Hands On!

Thu, 18 Mar 2021 11:00:00 -0000

People Analytics Expert, Paul Rubenstein spent his career doing three things - linking business strategy to talent strategy, helping organizations find competitive advantage through the human resources function, and creating profitable lasting relationships with clients as a consultant and outsourcer. He’s a man who is passionate about using science and data to make better talent decisions. Paul is also a ‘recovering Consultant,’ First-Time Chief People Officer with Visier, and ‘People Analytics Evangelist.’

Let’s dive into today’s topic with Paul and look at how a CHRO should be just as hands-on with People Analytics as a CFO is with Financial Analysis, and how it can positively impact a business.

[00:01 - 05:59] Opening Segment

I introduce Paul Rubenstein
Paul talks about his background and his work with Visier

[06:00 - 16:21] What a CHRO Does with People Analytics

Paul talks about the CHRO helping guide decision making through analytics
Taking on a richer understanding of how everything impacts results
CHRO on sharing data with the business

[16:22 - 28:08] Deep Dive into How People Analytics REALLY Works Today

Paul talks about the factors within a business that the CHRO can impact
Tying in outcomes and exposing issues within the business - the diversity example
How the CHRO can become the solution

[28:09 - 38:23] Why Organizations Struggle with People Analytics and What to Do

The struggles of organizations with their people and customers
Becoming helpless to AI
The solutions around feedback, practical AI, and other HR tech

[38:24 - 40:48] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“So many small decisions happen so far from the C-Suite… Using analytics and putting them in front of people to help guide those decisions, that’s the key… That’s what the CHRO needs to do.” - Paul Rubenstein
“The narrower the view the narrower the strategic lever you pull, the wider the view the more options you find yourself with, and the more impact you can have.” - Paul Rubenstein
“This data is front and center so that you understand how your single moment and your decision connects to the longer arc strategy.” - Paul Rubenstein

Connect with Paul on LinkedIn. Check out https://www.visier.com/ and join in on some ‘fire-side’ chats.

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Email: david@turetskyconsulting.com

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Ruth Thomas - Pay Transparency

Thu, 11 Mar 2021 14:00:00 -0000

Ruth Thomas believes that It’s becoming increasingly important as an employer to work out where you sit on the continuum and where you want to be on the continuum in terms of creating an environment of transparency. Ruth’s career and interest in technology in the HR/Reward space took her travelling internationally as the advent of Saas technology hit for HR. Being fascinated by the ability to have a compensation solution that actually worked she co-founded Curo Comp; exploring how SaaS technology could transform traditional approaches to reward and drive fair pay and while designing their innovative product strategy.

Let’s jump right in and learn more about how Ruth drives pay transparency in an HR world where we are increasingly interested in pay equity.

[00:01 - 04:15] Opening Segment

I introduce Ruth Thomas
Ruth talks about her background and specialty

[04:16 - 12:20] How Pay Transparency Evolved into a Reward Theme

Factors that have affected the evolution of PT
How we continue to progress towards pay transparency
The growing expectations of PT and the importance of acknowledging it

[12:21 - 19:43] What it Means to be Transparent About Pay

The continuum of pay transparency - what organizations want to achieve
The importance of our communication with managers

[19:44 - 25:03] Overcoming Budget Limitations

How pay reflects on your brand
Providing managers with clear guidelines around pay

[25:04 - 28:46] How to Make Transparency Happen

Ruth talks about budgeting for performance and skills/potential
Using technology to make compensation decisions

[28:47 - 36:41] Closing Segment

Ruth talks about paying for skill through predictive modeling
Facilitating the transparent environment
Summary of our conversation
Final Words

Tweetable Quotes:

“I think it’s important as an employer to work out where you sit the continuum and where you want to be on the continuum in terms of creating an environment of transparency.” - Ruth Thomas
“My focus has been how you can use technology to help make better-informed compensation decisions.” - Ruth Thomas
“Pay people for the value that they bring to the organization, don’t pay people based on their pay history.” - Ruth Thomas

Connect with Ruth on LinkedIn. Check out https://curocomp.com/ to learn more.
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Chris Havrilla - Reimagining the World of Work and HR's Role in it

Thu, 04 Mar 2021 14:00:00 -0000

Today, you’ll get to hear from one of the Top 100 HR Tech Influencers, which recognizes individuals from HR who are impacting the state and future direction of HR technology, Chris Havrilla. Chris was my friend at ADP and was responsible for their HR Systems Operations and their global transformation. While that was a big job! Now, Chris is the leader of Human Capital Research and Sensing. She leads the HR technology and solution provider strategy, advisory, research and sensing practices for Deloitte Consulting LLP—helping to demystify the ever-changing HR Tech landscape for organizations and solution providers.

Let’s dive in and learn from the best what HR’s role is in the changing world of work.

[00:01 - 04:49] Opening Segment

Introducing Chris Havrilla

[04:50 - 12:50] Why NOW is the Time to Talk About Change

Chris talks about the data disruptions throughout the years leading up to now
How we think about AI and new tech coming onto our teams
The evolution of productivity; output vs. outcome

[12:51 - 25:03] Technologies That are Furthering Our Changes

Chris talks about how technology is moving us from business to social
Thinking about AI as an employee
Benefits, challenges, and plans

[25:04 - 33:44] Where to Start

Chris breaks down how to make these changes happen
What, Why, When - get out of the How
Expand your focus, Extend your influence

[33:45 - 36:41] Closing Segment

Summary of our conversation
Final Words

Tweetable Quotes:

“We’re always going to be seeking to optimize efficiencies, right? I think that’s still a dimension here in this future of work drivers, but it’s also ‘value’ and that ability to seek to expand opportunities.” - Chris Havrilla
“... The new mantra for HR - Expand your focus, and extend your influence! That’s how this is going to get done.” - Chris Havrilla

Resources Mentioned:

● Deloitte’s Open Memo to HR

Connect with Chris on LinkedIn and Twitter. Check out https://www2.deloitte.com/us/en.html to learn more.

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Ian Cook - Artificial Intelligence in People Analytics

Thu, 25 Feb 2021 14:00:00 -0000

When it comes to the insurgence of AI, where do we land on this technology within the HR space? Should we trust it as a useful augmentation tool, or is it just as flawed as human error? To answer these questions we are welcoming back Dino Zincarini and Ian Cook. Ian and Dino, as you may remember, are passionate HR Technologists; While Dino works alongside me and Ian works for Viser, they are both advocates for the crucial role that people play in helping companies thrive.

Let’s dive into today’s topic as we talk about Artificial Intelligence as it applies to HR, what we should take into consideration, and what doors it may open up.

[00:01 - 01:56] Opening Segment

Let’s reintroduce Dino and Ian

[01:57 - 10:44] What We Mean by Artificial Intelligence and Its Uses

Ian breaks down what AI is and how it applies to people analytics
Ian talks about the uses surrounding AI
Our thoughts and insights on AI

[10:45 - 20:24] Things Organizations Should Take into Consideration

Dino talks about knowing the data going into the AI system
Understanding the ethics behind the data
Utilizing training sets of data - thoughts on current AI systems

[20:25 - 33:21] The Possibilities Open to HR with Artificial Intelligence

Ian talks about augmentation possibilities
Showing opportunities
AI as a means of figuring out where you want to get to
The comparison and contrast to hiring a human

[33:22 - 36:13] Closing Segment

Summary of our conversation and reiteration
Final Words

Tweetable Quotes:

“What’s going to happen in my business? AI is often about prediction or automation.” - Ian Cook
“I think the technology will narrow the decision space for us and make it better.” - Ian Cook
“Wouldn’t it be great if you had an AI out there that could simultaneously look at… different indicators of what’s going on based on specific problems you’re trying to solve for and have it suggest to you where you should pay attention?” - Dino Zincarini
“The AI has to be trained, it has to make mistakes, and we have to understand that calibration… in other words, is it any different from hiring a person?” - Dino Zincarini

Connect with Dino on LinkedIn.

Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Ian’s space.

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Christy Brown - The Use of Analytics in Building the Next Big Idea

Thu, 18 Feb 2021 14:00:00 -0000

With a passion to help women grow to the “20 Million Dollar Mindset,” Christy Brown became the new President and CEO of Launchpad2x. As an entrepreneur, CEO, Coach, and Founder, Christy people, especially women, find their voice as CEO’s and setting up long-term legacies for their businesses.

With skills in talent acquisition & management, organizational needs analysis, strategic planning, management development, team expansion, technology solutions, and so many more analytical spaces, Christy has many insights into the “Idea” Market.

Let’s dive into Christy’s wealth of knowledge and experience and learn the use of analytics in building the next big ideas.

[00:01 - 05:01] Opening Segment

Let’s get to know Christy Brown
Christy talks about Launchpad and what they do
Today’s topic

[05:02 - 17:18] Using Analytics to Build Out Ideas Towards the Marketplace

Christy talks about the startup market and market fit
Maturing and improving using data analytics
“Gig Work” vs. “Return to work”

[17:19 - 28:15] Ventures into People Data & People Analytics

Christy gives her insights into data ventures and their uses
The new cultural norms around infiltration and exfiltration
Updating and accessing new tech and data

[28:16 - 32:22] Advice Around New Ideas in Analytics

Christy shares her wisdom and resources to grow
Examples in using measurements

[32:23 - 35:21] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“You're constantly questioning who your customer is to determine product-market fit, and there’s no other way to achieve that but through analytics and data.” - Christy Brown
“We’ve got to create some good operational synthesis around what your marketing and sales objectives are and I think just kind of knowing your strengths help with that.” - Christy Brown
“Act and avoid second-guessing yourself… Know your company’s value! Know the investability and the defensibility of it… and play to win!” - Christy Brown

Resources Mentioned:

● Measure What Matters: OKR’s

Connect with Christy on LinkedIn. Visit https://launchpad2x.org/ to learn more.

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Steve Brink - Challenges of Workforce Analytics Which is Not Just Reporting, But Much More

Thu, 11 Feb 2021 13:00:00 -0000

Today's guest, Steve Brink, believes workforce analytics is the evolution of data from information into insights that benefit an organization. Steve has always had a passion around HR technology and data. In the early days of Steve’s career, he was involved in creating the first PC-based compensation planning software tool released in 1987 called Compensation Workbench and a job evaluation software tool. Today he is the CEO and President of AIRINC helping clients deploy talent worldwide.

Let’s dive into today’s episode and learn more from Steve about the challenges of workforce analytics and it’s higher function in a given organization.

[00:01 - 03:26] Opening Segment

Let’s get to know Steve Brink
Today’s topic

[03:27 - 20:18] What People Take for Granted When Dealing with Workforce Analytics

Steve talks about where he sees his clients facing challenges
Becoming a detective in analytics - finding the missing data
Making an impact in the business

[20:19 - 30:09] Why We Have Yet to Adopt Benchmark Surveys

Steve talks about the impact of different business strategies
P x Q = ?
Compensation analysis analogy

[30:10 - 31:18] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“Data in the HR Department is, for the best word I’ve been able to find to describe it; it’s Helter-Skelter.” - Steve Brink
“Really you have to become like a detective, and that is what’s exciting in people analytics… What can I use as a proxy? How can I investigate this?” - Steve Brink
“We can make a difference for the company, in terms of overall being able to make a business impact to the organization.” - Steve Brink

Resources Mentioned:

● UflexRewards

Connect with Steve on LinkedIn. Visit https://www.air-inc.com/ to learn more.

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Jason Averbook - Shifting from Counting People to Making People Count: Blending Science and Humanity

Wed, 03 Feb 2021 13:00:00 -0000

● The Ultimate Guide to a Digital Workforce Experience

As a leading analyst, thought leader, and consultant in the area of human resources, Jason Averbook is passionate about the future of work and the impact technology has on that future. Jason, CEO of Leapgen, has more than 25 years of experience in the HR and technology industries and has collaborated with industry-leading companies in transforming their HR organizations into strategic partners by broadening executive mindsets to rethink how to better design and deliver employee services. He has also authored two books surrounding HR.

Let’s jump right in and learn more about blending science and humanity and making people count with Jason.

[00:01 - 11:00] Opening Segment

Let’s get to know Jason Averbook
Jason gives some background on himself and what makes him tick
Our topic for the day - the importance of making your counts count

[11:01 - 25:21] What it Means to Make People Count

Jason talks about the meaning and importance of counting people
Shifting our mindsets with proof
The importance of marketing yourself

[25:22 - 37:07] Getting Analytics to Catch On

Jason talks about why analytics hasn’t caught on yet
Hands, Heads, and Hearts
The importance of impact and language

[37:08 - 41:52] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“Technology is pacing and lapping readiness in organizations… There’s a lot of work to do here” - Jason Averbook
“Are you the type of HR leader who wants your function looking in a mirror, or looking through a window?” - Jason Averbook
“Data analytics and intelligence have to be part of the transformation...” - Jason Averbook

Resources Mentioned:

● HR from Now to Next

Connect with Jason on LinkedIn. Visit https://www.leapgen.com/ to learn more.

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Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this

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For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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John Sumser - Ethics in HR Analytics

Tue, 26 Jan 2021 13:00:00 -0000

Human Resources ethics are complex, so how do we navigate ethics in the world of people analytics? John Sumser is a principal analyst for HRExaminer, an independent analyst firm covering HR Technology and the intersection of people, tech, and work. John’s mix of experience over the course of his career gives him a broad and unique perspective on the industry. John’s work includes deep research into the nooks and crannies of HR Technology to identify and explain rapidly evolving trends and reviews in ethics.

Let’s dive into today’s topic as John teaches us the ins and outs of ethics within people analytics and how we apply them.

[00:01 - 03:22] Opening Segment

Let’s get to know John Sumser
John gives some background on himself

[03:23 - 15:28] What is Ethics

John shares the meaning behind ethics and how it relates to HR
The tailoring example - Privacy vs. Fit
Understanding your audience as a channel - how tech comes into play

[15:29 - 29:43] The Application of Ethics in HR

John talks about the difference in ethics from when we started
Allowing exceptions to policies
Navigating the ‘right thing’ at a given moment
The application of compensation

[29:44 - 33:47] The Risks of People Analytics

How people in analytics can deal with ethics
Measurement vs. meaning
How regulation into play

[33:48 - 40:10] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“Ethics is the continuing search for the answer to the question, ‘what’s the right thing to do?’” - John Sumser
“Policies appear to be black and white, but people aren’t.” - John Sumser
“The greatest HR practitioners know how to navigate those tricky boundaries…” - John Sumser
“Just because you can measure something… it doesn’t mean that you know what the consequences of releasing that measurement into the wild is.” - John Sumser

Connect with John on LinkedIn and Twitter. Visit https://www.hrexaminer.com/ to learn more.

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For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Robert Mattson - The Power of Storytelling in People Analytics: A Storyteller’s Perspective

Thu, 21 Jan 2021 14:00:00 -0000

So why would we as an HR podcast, bring on a storyteller as a guest? Robert Mattson is here today to talk about making your data turn from seemingly meaningless numbers into something intriguing, persuasive, and memorable. Robert is a business and sales coach known for helping people craft stories that capture the attention of the audience. Goal-driven storytelling elevates your story and enables your message to go viral within an organization.

So let’s jump right in and learn from the master himself how to share data like telling a story that is compelling and memorable.

[00:01 - 08:35] Opening Segment

Let’s get to know Robert Mattson
Robert gives some background on himself
How storytelling helps communicate your data; the science

[08:36 - 12:45] The Importance of Storytelling in Data

How to leverage storytelling to connect with your audience
Getting closer to the target without being the expert; Is, Does, Means model

[12:46 - 19:29] Crafting a Compelling Story

The structure you can put in place to build good stories
Intro - Intrigue, Middle - Persuasion, End - Recall/Remember
How credibility comes into play; Show don’t tell

[19:30 - 27:26] Sharing the Story Effectively

The tools to tell a good story
The challenges we face as HR
How to avoid distractions

[27:27 - 29:18] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“It’s not about what you know, it’s about how you’re trying to change the thinking of other people.” - Robert Mattson
“If you give me a piece of data, 3 days later I have a 5% chance of remembering it. If you tell me a story, 3 days later I have a 70% chance of remembering.” - Robert Mattson
“I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou

Connect with Robert on LinkedIn. Visit https://www.itmspeakers.com to learn more about his work.

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Chris Kunze - Applicability of Predictive Models for Assessments in the World of HR

Thu, 14 Jan 2021 13:00:00 -0000

While insights certainly measure the past, data can also be used to predict the future. Chris Kunze is the Founder and President of Kunze Analytics where he assists decision-makers, sales leaders, HR professionals, trainers, and coaches in order to predict employee performance, retention, engagement, and safety. Chris is a self-proclaimed Data Geek who dives into the data to find ‘hidden talent.’

Let’s get a bit technical today and learn from Chris how he uses the Predictive Model Markup Language used to create and run models in different software packages.

[00:01 - 05:18] Opening Segment

Let’s get to know Chris Kunze
Chris gives some background on himself
Chris talks us through some of the in and outs of PMML

[05:31 - 07:41] Why PMML is Useful

The value and importance of having a common language
Automating your process

[07:55 - 23:39] The Most Predictive Data for Employee Performance

PMML’s usefulness in assessment data
Chris talks about creating and running models
Reliable data designed to be used for serious decisions
Finding hidden traits; Chris’ example
Chris’ advanced statistical modeling test set

[23:53 - 32:36] Coaching; Insights from People Analytics

Chris talks about his experience with training students
Pulling out people’s greatest strengths
The ability to monetize your work

[32:37 - 34:51] Closing Segment

Summarizing our discussion today
Final Words

Tweetable Quotes:

“This [PMML] is a way the industry can standardize concepts, and provide some transparency…” - Chris Kunze
“What gets measured gets managed, if you don’t know what your measurements are you don’t know where you stand or where you can make and track improvements.” - David Turetsky

Connect with Chris on LinkedIn. Visit https://www.kunzeanalytics.com to learn more about his space.

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Mick Collins - Closing the Workforce Analytics Execution Gap by Using Data to Challenge Conventional Wisdom

Thu, 07 Jan 2021 13:00:00 -0000

Welcome to the new year! I hope all of you are well. As we get back into the flow of things, we have with us, Mick Collins, the Vice President for the People Analytics products at SAP/SuccessFactors; overseeing the go-to-market for these solutions. His background is in HR analytics research and consulting, with a multi-year stint in corporate strategy research. His areas of interest pertaining to analytics story-telling, decision-making, and building HR capabilities for analytics.

Let’s dive right in and learn how Mick closes the workforce analytics gap using data to challenge conventional wisdom.

[00:01 - 03:45] Opening Segment

● Let’s get to know Mick Collins

● Mick gives some background on his work

[03:46 - 12:28] How to Get People to Move Beyond the Gap

● Mick talks about how to overcome the gap by defining the issues

● Mick gives advice on how to help clients come out with a governance structure

● How the future of HR will be affected by the SEC

[12:29 - 23:11] Telling a Compelling Story that Matters

● Mick’s insights and experience around storytelling in Data and People Analytics

● Giving good presentations despite the lack of certainty

● The level of risk HR should be taking

● Sharing passion with teams

[23:12 - 34:24] Using Data to Investigate Low Visibility Issues in HR

● Mick talks about unique issues that he’s been analyzing

● Next-generation metrics

● Challenging conventional wisdom through analytics

● Understanding the fundamentals of the business culture

[34:25 - 37:44] Closing Segment

● Summarizing our discussion today

● Final Words

Tweetable Quotes:

“I love the storytelling aspects [of data analytics]… Really where the rubber hits the road is when you teach people how to interpret the data and then ultimately take action.” - Mick Collins

“HR is expected to have 100% definitive conclusions and causations… We don’t have the perfect science, but if we don’t make decisions based on data we’re gonna be no better off in the future than we are today.” - Mick Collins

“If you don’t know where you’re going, any road will take you there.” - Mick Collins

Connect with Mick on LinkedIn and Twitter. Visit www.successfactors.com to learn more about his space.

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Holger Mueller - What Can HR Learn from Enterprise Technology

Thu, 17 Dec 2020 13:00:00 -0000

It’s time for HR to optimize and say People Systems are Critical Systems. Here to spread these insights is today’s guest, Holger Mueller. Holger travels the globe as the VP and Principal Analyst of Constellation Research Inc. A technological research and advisory firm based in Silicon Valley. He is an expert in enterprise technology and has great insight into how data analytics holds up in maturity level compared to the enterprise space.

Let’s dive right in and learn what we in HR can gather and learn from enterprise technology today.

[00:01 - 03:45] Opening Segment

Let’s get to know Holger Mueller
Holger talks a bit about his interests

[03:46 - 15:57] Lessons HR Can Learn About Where Enterprise Tech is Today

Holger gives insights into where enterprise tech stands currently
Infinite insights and capabilities
How HR differs from the capabilities of enterprise and how to adapt
Holger talks about current practices that are missing
Best practices that are heading in the right direction

[15:58 - 21:03] The Issues Enterprise Tech Has to Face

The issues of a fragmented system
Why HR has yet to take use of all the features available

[21:04 - 30:29] Why Certain Tech Hasn’t Seen the Adoption You’d Expect

Holger shares his insights on the difficulties of changing and optimizing systems
How we can run better decisions
The fears and limitations hidden in HR and how to navigate them
How Covid changes the world of analytics

[30:30 - 33:37] Closing Segment

How Covid will change the world of analytics
Final Words

Tweetable Quotes:

“Now we are in the era of infinite insights, because for the first time enterprise can store all the information they have available.” - Holger Mueller
“Things have to happen in the 21st century without people showing up; systems have to reach out to me.” - Holger Mueller
“I think people in HR need to step up and say, People Systems are Critical Systems.” - Holger Mueller

Connect with Holger on LinkedIn and Twitter. Visit https://www.constellationr.com to learn more.

Video of this podcast can be found here: https://youtu.be/8LyjdT6zCEE

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Chris Minnich - Using Data and Analytics to Drive Career Decisions

Wed, 09 Dec 2020 13:00:00 -0000

Today we have a major influencer in the HR space, my good friend… Chris Minnich. Chris is a Human Resources Executive with extensive progressive leadership experience from building and leading high-performance teams to developing, implementing, and communicating HR policies and programs that drive improvements in employee engagement and performance. Chris has expertise across Human Resources with deep expertise in Market Data Analysis and Total Rewards at Lending Tree where he is the Vice President.

Let’s dive right in and learn how Chris has used data analysis to drive career decisions, and find the right people, for the right roles, at the right time.

[00:01 - 05:41] Opening Segment

Let’s get to know Chris Minnich
Chris gives some of his background on his work and collaborations

[05:42 - 11:55] Data Prep Needed for Career Paths to Work

Chris talks about the prep work needed in career pathing
Right people and the right structure; cleaning up the data
Don’t change the titles, help people adapt

[11:56 - 18:23] Where to Start

Chris shares where to start in career pathing
The two ideas that need to be answered
Matching skills to jobs as an end game

[18:24 - 24:21] Managing the Issue of Culture

Chris talks about the importance of management buy-in
The strategic approach Lending Tree takes
Creating an operating rhythm; keeping data current

[24:22 - 28:11] AI and Making Automation Work

Chris’ views on AI and automated systems
Correcting for bias

[28:12 - 29:52] Closing Segment

Summary of the conversation
Final Words

Resources Mentioned:

Workday

Tweetable Quotes:

“If you kind of meet the company where it’s at and start to define and solve a smaller problem, then you can build it out to really create the whole career ladder, career lattice, career path idea.” - Chris Minnich

“[A Career Ladder] really does have two ideas: how do I grow within my function and how do I progress...?” - Chris Minnich

Connect with Chris on LinkedIn.

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Heidi Wallman - Data: Managing, Measuring, and 'Proving them Wrong!'

Thu, 03 Dec 2020 13:00:00 -0000

To share with us the power and importance of HR Data we have Heidi Wallman with us. Heidi is the Corporate People Systems Director at Canyon Ranch. She specializes in analysis, metrics and reports involving people data to support and continually improve operations of the People Services Department in selecting & retaining a world class workforce in supporting the mission of Canyon Ranch. Her truest passions lie at the heart of HR Analytics, and being able to provide meaningful metrics to colleagues within the company.

Without further ado, why don’t we jump right in and learn how Heidi uses and manages data to… ‘Prove them Wrong.’

[00:01 - 02:37] Opening Segment

Let’s get to know Heidi Wallman
Heidi talks about her interests in HR

[02:38 - 07:11] Managing 1,400 Employees Across 4 Properties

Allowing employees self-service - 94% utilization
Heidi’s tips to drive utilization
Taking ownership of the data; Heidi’s experiences

[07:12 - 11:31] HR Metrics that Drive Business Decisions

Heidi talks about knowing your measurements
Getting managers involved in the decision making process
Other metrics that have resonance

[11:32 - 14:15] How to, “Prove Them Wrong”

Heidi talks about what she means by this phrase
Challenging the perceptions and assumptions with data
Dealing with push back

[14:16 - 16:48] Closing Segment

Summary of our conversation
Thinking of HR as an art and using the data
Final Words

Resources Mentioned:

Talent Finders

Tweetable Quotes:

“What gets measured gets managed. If you don’t know what your measurements are you’re now going to know where you stand or how you can make and track improvements.” - Heidi Wallman

“Once we drill down into the data, and provide them with actual detailed data, we can prove them wrong.” - Heidi Wallman

Connect with Heidi on LinkedIn. Visit https://www.canyonranch.com to learn more.

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Sushma Tripathi - Compliance and Measuring Impacts to Productivity in the World of COVID-19

Thu, 19 Nov 2020 12:00:00 -0000

Is it still possible to make sense of productivity metrics under COVID-19 and with new compliance requirements being put in place? I believe we’ll have this question answered by today’s guest, Sushma Tripathi, Vice President of Strategic Advisory Services with ADP’s National Accounts Division. Sushma has over 25 years of progressive leadership and operations management, primarily in the fast-paced, high-growth, disability management and benefits administration outsourcing/insurance market.

Let’s jump right into Sushma’s expertise and learn productivity under new compliance rules and the COVID-19 pandemic.

[00:01 - 03:13] Opening Segment

Let’s get to know Sushma Tripathi
Sushma talks about her background

[03:14 - 09:35] Productivity and Compliance

Engagement and productivity are interrelated
Regulatory requirements should be considered
- Diversity
- Inclusion
- Pay equity
Time on work and off work should be assessed too
Employees should enjoy job-protected benefits

[09:36 - 18:50] Productivity Under COVID-19

Sushma talks about the stimulus packages recently passed
- Families First Coronavirus Response Act
- CARES Act
Productivity management has become crucial
- Absence
- Overtime
Artificial Intelligence offers various benefits for employers
- Automation
- Efficiency

[18:51 - 27:41] Productivity Metrics

Sushma talks about the potential of analytics in monitoring specific datasets
- Time
- Attendance
We talk about productivity metrics

[27:42 - 31:50] Closing Segment

Summary of our conversation
Workforce data is quantifiable
Final Words

Resources Mentioned:

Tweetable Quotes:

“Many times, you feel like you’ve seen it all, but that’s never true.” - Sushma Tripathi
“You can’t manage what you don’t measure.” - Sushma Tripathi
“Workforce data is not an abstract concept. A few years ago, it used to be, but not anymore” - Sushma Tripathi

Connect with Sushma on LinkedIn and Twitter. Visit https://www.adp.com/ to learn more.

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Natalie Born - Innovation in the World of HR: What Lessons Can We Learn for HR Data and Analytics?

Thu, 12 Nov 2020 12:00:00 -0000

What lessons can people who are responsible for HR Data and Analytics learn from the world of innovation to be more innovative? I believe we’ll have this question answered by today’s guest, Natalie Born, the Founder and Chief Distributor of Innovation Meets Leadership and VP of Innovation for Territory Global. As an accomplished executive with two approved US patents under her belt and over 15 years of experience leading product development teams, she is consistently willing to share her expertise to ensure companies are designing their products and strategy with the customer at the center of the design. She is also the host of the Innovation Meets Leadership Podcast.

Let’s jump right into Natalie’s expertise and learn what innovation can look like in the world of HR.

[00:01 - 03:55] Opening Segment

Let’s get to know Natalie Born
Natalie talks about her background

[03:56 - 11:38] Lessons Learned While in HR

Throw out the assumptions
Finding disruptors without causing chaos
Embracing failure; Innovation in three phases

[11:39 - 14:52] Genesis of the Innovation Diagnostic

Natalie talks about creating the innovation index tool
Benefits to HR
Innovation in a team setting

[14:53 - 25:13] How to Start Being Innovative

Natalie gives her insights on how to get innovation started
Encouraging and empowering critical thinking
The core of innovation

[25:14 - 27:59] Closing Segment

Summary of our conversation
Understanding the role you hold
Final Words

Resources Mentioned:

Tweetable Quotes:

“One of the things I would say if you are looking to step into an innovative space within HR, is throw out the assumptions!” - Natalie Born
“We need to bring people to the tabel who have a slant and a bias towards action.” - Natalie Born
“Innovation is no longer about brilliant individuals, it’s about brilliant teams.” - Natalie Born
“It’s not about what exists today, it’s about what you will build tomorrow.” - Natalie Born

Connect with Natalie on LinkedIn, Twitter, and Instagram. Visit www.innovationmeetsleadership.com to learn more.

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Marc Miller - The Evolution of HR Technology and How We Can Learn From its History

Thu, 05 Nov 2020 13:00:00 -0000

The Death of HR: Who Killed H. (Harriet) R. (Rose) Job?: Using Technology to gain CLOUT, avoid career decline and empower your HR Organization

With the HR industry valued at over $6B, how did we get here? Today we have Marc S. Miller to give us some of the answers. Marc has over 35 years of independent HR technology consultancy and is the President and Founder of Marc S. Miller Associates, specializing in HR Technology Strategic Planning, Needs Analysis, Vendor Evaluation, and Cost Justification.

He is considered an HR Technology Thought Leader, and one of only a few independent sole proprietor consultants in the industry. Other than being a keynote speaker, he is an author of several books, his newest being - The Death of HR.

Let’s dive right in and grab Marc’s insights on the evolution of HR and what we can take away from its history.

[00:01 - 08:15] Opening Segment

Let’s get to know Marc
Marc gives a bit about his book and background

[08:16 - 14:43] Where HR Emanated From

Marc gives us a bit of history about where HR came from
How legislation led to what we have today
Actionable insights

[14:44 - 22:06] Ensuring Your Position during the Pandemic

Marc talks about proving the value of functionality
The burden on HR today
Identifying the information needed to do your job

[22:07 - 26:50] HR Newcomers and Education

Marc talks a bit about what he is currently teaching
Coming in from other backgrounds

[26:51 - 31:08] Closing Segment

Summary of our conversation
Marc’s advice for going into the HR field and career management
Final Words

Resources Mentioned:

Tweetable Quotes:

“The concept is, the technology must be there today, and that has been driven over the years by many things, but is started with legislation.” - Marc S. Miller

“The people in HR have to prove the value of their function and prove that the people in the world of the company… have added value to the company.” - Marc S. Miller

“Keep your eyes open, care about your career, make sure you’re working for a good boss, make sure you’re working for a company that is aligned with your values… and keep progressing.” - Marc S. Miller

Connect with Marc on LinkedIn. Visit https://www.marcsmillerassociates.com/ to learn more.

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Kerrian Bard Fournier - Setting Up HR for Success Incorporating HR Analytics Using: Capabilities, Priorities and Focus

Thu, 29 Oct 2020 12:00:00 -0000

Today’s guest is the queen of quality questions, and full of energy. We have Kerrian Bard Fournier, the CEO & Founder of Vybrante Ventures, a professional services company dedicated to unlocking the highest level of performance for innovative companies, teams, and professionals by igniting their vibrancy and innovation. Kerrian has 25+ years of experience in the corporate world on Wall Street, Strategy/Risk Consulting, and Technology firms. She is passionate about unleashing everyone’s highest selves whether they’re an aspiring leader or the CEO of a company.

Let’s jump in and talk about the three factors you need to set up HR Functions successfully.

[00:01 - 03:42] Opening Segment

Let’s get to know Kerrian
Kerrian gives a bit of background on herself and today’s topic
- Combo of these three factors

[03:43 - 12:36] HR Analytics Needs to Be Taught Through a Person’s Strengths

Kerrian breaks down what she means by a person’s strengths
The benefits of teaching this way
The importance of asking better questions

[12:37 - 16:42] Aligning Priorities

Kerrian talks about how to align priorities based on the needs of the business
Knowing the priorities can lead you to make informed decisions on data quality
The example of turnover

[16:43 - 21:39] Where HR Should Focus it’s Time When it Comes to HR Analytics

Kerrian talks about finding business champions and HR leaders together
Taking your data to managers
Don’t try to convert or convince everyone in the room

[21:40 - 27:20] Closing Segment

Summary of our conversation
Kerrian talks about allowing yourself to go on the journey with the business
Standing up for ourselves
Final Words

Tweetable Quotes:

“You have to understand your why, you have to understand where you’re going and why, and in the end, it’s all about your ‘e-factor,’ your energy frame that you then act through.” - Kerrian Bard Fournier

“If you come in with answers you’re missing the point. You should always be leading with those diagnostic questions…” - Kerrian Bard Fournier

Connect with Kerrian on LinkedIn or email kerrian@vybrante.com. Visit https://vybrante.com to learn more about Kerrian.

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Ian Cook - Regulation S-K: What it is and Why You Should Listen to This NOW!

Thu, 22 Oct 2020 12:00:00 -0000

This episode of HR Data Labs is quite interesting. It is on the new SEC Regulation S-K which mandates the disclosure of material Human Capital issues for FY 2020. To answer that question we are welcoming back Dino Zincarini and introducing Ian Cook from Visier.

Dino, as you may remember, is a passionate HR Technologist who works with me and Ian. He’s an advocate for the crucial role that people play in helping companies thrive. Working with Visier, Ian led the development of our market-leading solution, and now leads the overall strategy for the People Analytics business.

Let’s dive into the new S-K Regulations and why it’s important that we learn and apply it now.

[00:01 - 03:42] Opening Segment

● Let’s get to know Dino and Ian

● Ian gives a bit of background on himself and today’s topic

[03:43 - 11:25] Summary of S-K and Why it’s Urgent

● Ian breaks down the why the S-K Regulation needs to be applied now

● What makes S-K different from standard operations for SEC requirements

● So what rules do we need to start following? The people element of disclosure

[11:26 - 18:01] What to Share With Internal Leaders Based on These External Disclosures

● Ian talks about what to disclose internally to managers and why

● The skills we need now as HR managers and how to get them

[18:02 - 23:52] Where to Begin, Based on Submitting Material Issues for FY 2020

● Ian talks about where to go in order to get the information needed to follow through

● Finding the right people for balancing risk

● Tying HR directly to the business

[23:53 - 27:18] Closing Segment

● Summary of our conversation

● How this affects investor share price

● Final Words

Tweetable Quotes:

“It’s not just that you gotta work out how to follow what’s being specified, you actually have to work out what you should be disclosing to minimize your risk… there’s a lot of nuance in exactly how you disclose.” - Ian Cook

“Get stuff out of the way, get focused, get going!” - Ian Cook

“It’s time to free up the people in HR who know the data really well and then match them with people who understand people analytics, and get the party started.” - Dino Zincarini

Connect with Dino on LinkedIn.

Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Visier's industry leading People Analytics tools.

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Dino Zincarini - The Roadblocks in the Way of Putting Your Data to Work

Thu, 15 Oct 2020 12:00:00 -0000

Welcome back to the HR Data Labs Podcast, your one-stop-shop for everything happening in People Analytics today. Today’s guest is Dino Zincarini, a passionate HR Technologist with over 20 years of building products and consulting with clients in HR. Dino got his love of HR from the University of Waterloo with degrees in Economics and Computer science. So that means he’s a geek like me!

Let’s get right into this episode and learn from Dino about the roadblocks that get in the way of HR utilizing data, and what we can do to optimize the process.

[00:01 - 03:32] Opening Segment

● Let’s get to know Dino

● Dino gives a bit of background on today’s topic

[03:33 - 06:12] Roadblocks in the way of HR Utilizing Data

● Dino talks about what got him passionate about using data correctly

● Issues with the dashboard and applying the data

[06:13 - 10:06] Why Companies Haven’t Solved the Problem, and What They Need to Do

● Dino talks about understanding people data

● It’s our job to help people learn and apply the data

[10:07 - 15:40] Where to Get Started as a Company

● Dino talks about the kind of companies that find success

● How to ensure adoption is possible

● How to partner with the business as an HR rep

[15:41 - 18:56] Judging the Quality of HR Data

● Dino talks about dealing with and embracing ambiguity

● Educating business users on the story of the data

● Pattern over precision

[18:57 - 21:08] Closing Segment

● Summary of our conversation

● Final Words

Tweetable Quotes:

“If you want to get started on the journey, just get started with the tools you have… find a small engaged group of people that are willing to work with you.” - Dino Zincarini

“There’s a persistent adoption problem with the analytics across the organization but I think especially in the HR world; where just because they build it doesn’t mean that they will come.” - Dino Zincarini

Resources Mentioned:

● Mark Berry

Connect with Dino on LinkedIn.

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Dr. Dawn H Nicholson - Integrating Statistical Expertise into HR Data

Thu, 08 Oct 2020 12:00:00 -0000

Welcome back to the HR Data Labs Podcast, your one-stop-shop for everything happening in People Analytics today. Today’s guest is Dr. Dawn H Nicholson. Dr. Nicholson is a former HR practitioner, consultant and executive. Now she is a Lecturer in Business and Organisational Psychology at University of Kent, with over 28 years of organizational experience working in London in Financial and Professional services, with a passion for helping people make better choices.

Let’s jump right into this episode and work with Dr. Nicholson to expose the lies in statistics and challenge the proper use of statistical techniques in Human Resources.

[00:01 - 05:28] Opening Segment

● Let’s get to know Dr. Dawn H Nicholson

● Dr. Nicholson gives us a bit of background on her story

[05:29 - 08:53] Lies in Statistics; Properly Analysing Data

● Dr. Nicholson talks about the issues in HR and how significant data was used to drive decisions

● How Dr. Nicholson went about making better decisions using meaningful statistics

[08:54 - 11:57] Causation vs. Correlation

● Dr. Nicholson speaks about the difference between causation and correlation and how to spot them

● What people can do to not misunderstand the information they’re presented with

[11:58 - 16:24] Story Telling

● Tips and suggestions to telling a good story around statistics and data

● What are they really asking for - the why behind the question

[16:25 - 18:15] Closing Segment

● Summary of our conversation

● Final Words

Tweetable Quotes:

"Something has to change sufficiently for it to be considered a significant difference, and it is only through knowing and learning about statistics in the last six years that I understand that concept of significance.” - Dr. Dawn H Nicholson

“Don’t be afraid to say… ‘hey, is this really about causation? Can you really tell me categorically that statistic is a causal statistic rather than, really… the relationship between greater diversity to profitability.” - Dr. Dawn H Nicholson

“Data is there to serve a purpose, but it should be questioned, it should be interrogated, and it should be challenged.” - Dr. Dawn H Nicholson

"With great data comes great responsibility." - David Turetsky

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David Turetsky - HR Data is Flawed!

Wed, 30 Sep 2020 14:00:00 -0000