Category: Business

A human resources podcast focused on blending research and practical advice to help today’s HR, talent, and learning leaders improve business outcomes.

September 9, 2019

WOH 63: 5 Lessons from the Best Midsize Employer in the US

What does it take to be a best place to work? Or, perhaps a Best Place to Work, in official terms? 

In this episode, Ben recaps some of the key ideas and pointers shared by Juanita Philips, VP of Employee Experience at Intuitive Research in Huntsville, AL. Intuitive has won awards as the best midsize employer in the United States several times, and Juanita opens her team's playbook so everyone can pick up ideas on how to craft amazing employee experiences.

She covers everything from the role of managers to hiring practices and more, but her warning is one that we all should take to heart. And her story about visiting a fellow "beset place to work" will make you laugh! Check out the show and let Ben know how much you enjoyed it: ben.eubanks@lhra.io

Learn more about We're Only Human: http://lhra.io/podcast

Learn more about our sponsor for this episode, PeopleStrategy: https://www.peoplestrategy.com/

Learn more about Intuitive Research: https://www.irtc-hq.com/

August 20, 2019

62: How to Repond to Negative Glassdoor Reviews with Chad Roudebush

It's a candidate's market out there. Ghosting, highly competitive hiring practices... It's all over, and it seems like no company is shielded from the brunt of this disruption. 

In today's conversation, Ben interviews Chad Roudebush, a recruitment marketer with Jobvite, to talk about how he approaches recruiting communications in a way that creates value for candidates and the company. Even if you have a small recruiting team, as Chad says, you're always doing some degree of marketing. 

Check it out to learn how Chad responds to negative Glassdoor reviews, what his team's data points tell us about the state of recruiting today, and more. 

Connect with Chad: 

Check out jobvite.com for resources
Chad on LinkedIn https://www.linkedin.com/in/chad-roudebush-a869bb1b
@croudebush on Twitter

This episode sponsored by PeopleStrategy

From intuitive, hire-to-retire HR technology to comprehensive benefits consulting and HR services, PeopleStrategy offers employers a single source for the tools and services necessary to attract, manage and retain talent. A full-service broker, PeopleStrategy works with clients to identify competitive benefits packages to meet the needs of employees, their families and the company’s financial obligations. PeopleStrategy also provides clients with a technology suite that simplifies recruiting, hiring and onboarding; payroll and payroll taxes; open enrollment and benefits administration; time and attendance; compliance, reporting and more. One provider. One low price. Let PeopleStrategy help you develop your people strategy.

July 30, 2019

61: Why You Shouldn’t Pick Low-Hanging Fruit as a New Leader

Should employers be onboarding their leadership talent the same way they bring on an hourly worker or an individual contributor? 

No, yet so many firms have a single approach to onboarding: push everyone down the "orientation assembly line" and hope that they are ready for the job when they come out the other end. 

In this discussion, Ben talks with Linda Reese, Managing Partner of LeaderOnboarding, about how employers and HR professionals can create a more strategic approach to leadership transitions, driving higher rates of success and satisfaction for all involved. 

Ben and Linda also talk about critical decisions for new leaders, like why you shouldn't pick that low-hanging fruit, critical factors for success or failure, and so much more. 

Learn more about Linda and her work: 

leaderonboarding.com 

Twitter: @lindasreese

July 19, 2019

Episode 60: 69% of Job Seekers Would Not Reapply After a Negative Experience

What if your candidate pool shrank by 70% after every job you filled? According to new research, seven out of 10 job seekers would not reapply with your company after a negative candidate experience. So, how do we prioritize it?  

In today's discussion, Ben speaks with Dwaine Maltais, CEO of Talentegy. Dwaine shares some stats from his company's new research study as well as some ideas for employers on why candidate experience is such a big deal in today's market. Plus, Ben shares a personal story about his best and worst candidate experiences he created as a recruiter (including the time he told a candidate off in the hiring process). 

If you enjoyed the conversation and want to learn more, check out https://www.talentegy.com/

July 10, 2019

We’re Only Human 59: Stomping out Stereotypes with AARP’s Heather Tinsley-Fix

When we think AARP we think retirement, but with more workers staying in the workforce even longer than ever before, the organization is increasingly focusing on careers and employment conversations to guide its members. The tip of the spear in those educational efforts is Heather Tinsley-Fix, Ben's guest on the show today. 

Heather is particularly interested in AI, bias, and how to eliminate ageism in the workplace, but she has an amazing knack for snackable sound bites that can change your thinking. In this discussion Ben and Heather not only discuss diversity and inclusion and age bias and AI, but also how both enjoy cooking, or baking, or whatever kind of kitchen activity is all the rage these days. 

Connect with Heather: https://www.linkedin.com/in/htinsleyfix

Learn more about AARP's employer pledge: aarp.org/employerpledge

July 1, 2019

We’re Only Human 58: Open Sourcing the Recruiting Playbook from Northwestern Mutual

What if you had a way to continuously research and qualify candidates, creating a never-ending pipeline of interested individuals ready to take the jobs your company is hiring for? That's the vision of Paul Shane, a talent acquisition and onboarding leader from Northwestern Mutual. 

In this interview, Paul opens the sourcing and recruiting playbook at Northwestern Mutual, sharing how his team targets, identifies, and connects with the right candidates over and over again. It's a powerful story and one we can all learn some lessons from.

Plus, Ben tells the story of the time he almost hired a candidate with no pants. Yes, really. 

Connect with Paul: https://www.linkedin.com/in/paulshane1

Connect with Lighthouse about the research: http://lhra.io/contact

June 19, 2019

We’re Only Human 57: Prioritizing D&I at Online Gaming Firm NCSOFT

Many HR leaders are guilty of being overloaded and failing to keep tabs on the external environment outside the business. They may be buttoned up on the inside, but forces and factors outside the walls of the firm can also impact how the organization functions (or not). 

In this episode, Ben brings in conversations from Chauncey Gammage, SVP of HR at NCSOFT. NCSOFT is a firm operating in the online gaming industry, the audience of which is overwhelmingly male. That's probably a reason that the workers in the industry are also male-dominated. However, Gammage talks about how the firm's female employees interact with the user population and how the lines of D&I can extend beyond the watuplls of the firm. 

The insights from the NCSOFT HR leader are punctuated by commentary from Ben on the practical implications and how to make this a priority for your own firm, a different type of format than most of our episodes. 

Learn more about NCSOFT: https://us.ncsoft.com/

Connect with Chauncey: https://www.linkedin.com/in/chauncey-gammage-5093731/

June 3, 2019

We’re Only Human 56: How Delta Airlines Designs its Candidate Experience

One of the negative consequences of today's talent acquisition processes is that we have so many more candidates that don't get picked for open jobs. With one-click apply, the availability of job boards, and other technologies to lower the friction of applying for jobs, employers have more candidates than ever flowing through their applications. This can create a negative experience for those that aren't selected for the job, from the "resume black hole" to a lack of response overall.

Delta Airlines is approaching this problem by creating an intentional method called Designing for the Disappointed. Everyone can't be hired for every job, so how we treat people at the other end of the table, especially when in a consumer-facing brand like retail or, in Delta's case, airline travel. In today's discussion Ben talks with Carol McDaniel, a talent acquisition leader from Delta that shares insights into how the firm has designed a tailored, personalized process that scales across the thousands of applicants it receives each year. 

Connect with Carol on LinkedIn: https://www.linkedin.com/in/carolmcdaniel

Learn more about Delta's careers: https://www.delta.com/us/en/careers/overview

May 23, 2019

We’re Only Human 55:The HR Leader’s First Year on the Job

Leading an HR team is a complex series of tasks. Not only are you driving value for the business and caring for the employees, but you're also running a team of HR pros dedicated to improving the organization as well. Stepping into any new position can be a challenge, and taking on a role as an HR executive at a new firm is no picnic. However, having the right mindset can take you a long way. 

In today's interview, Ben speaks with Michael Stambaugh, Chief Human Resources Officer for HJF, about his priorities and challenges on the eve of his first year on the job. The conversation covers the critical tip for how to be a great HR leader (hint: you have to be willing to go to bat for the needs of both your team AND the organization), what it's like selecting and implementing HR technology as a new leader, and how to earn the respect and credibility you need to get the job done. 

If you enjoy the conversation, be sure to share this with someone else who might appreciate the insights Michael has to share. 

Show Notes

Episode 52: Top 3 HR Tech Implementation Mistakes

Learn more about HJF: http://hjf.org

Connect with Michael: https://www.linkedin.com/in/stambaugh

April 22, 2019

We’re Only Human 54: Forecasting The Future Jobs of HR and Recruiting

If you could look out into the future and predict how HR and talent acquisition jobs might change in the next few years, what would you expect? Robots? AI? Something else? 

In today's short monologue, Ben talks about some of the jobs he expects to see as more automation hits the HR function, from candidate experience designers to human-machine integrators. It's about finding the best that humans AND machines have to offer to create the best results for our candidates, employees, and businesses. 

Jump into the conversation and share your own thoughts on Twitter: @beneubanks or LinkedIn.