HRchat Podcast

In this HRchat, we talk about using people data for good. Listen as we discuss the responsibilities of companies and employees when it comes to sharing and storing information. Bill's guest is Al Adamsen, founder and CEO of People Analytics & Future of Work, a San Francisco-based events planner and global network advocating the ethical use of people data.He's a globally recognized thought leader, advisor, and educator in the areas of People Analytics, Talent Strategy, Workforce Planning, Diversity, Equity, & Inclusion, Employee Engagement & Well-being, Ethics, Organizational Change, Digital Transformation, and the Future of Work. He’s the Founder & CEO of the People Analytics & Future of Work (PAFOW) Community & Conference Series, a global network committed to promoting People Data for Good: the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. Questions Include* What do you mean when you talk about the "ethical use of people data, analytics, and artificial intelligence; for the benefit of individuals, teams, groups, organizations, and society at large"?* There's plenty of tech out there attempting to 'spy' on employees such as accessing their social media accounts and reporting back behaviors incongruous with an employer's brand. Do companies have a right to 'intrude' on an employee's social media accounts if it means they can potentially identify employees with extremist views and other outlooks not in keeping with a company's mission and values? * What about remote monitoring of employee behavior? Where do you stand on the tech that allows companies to monitor employee work behaviors - used on the premise that it's to ensure people are not 'slacking off'? Surely the last 18 months has proven that productivity is more important than hours served? * What happens to employee data when they leave a company? Can employers hold on to, for example, web browsing behavior on company-owned devices or should that information be deleted upon the termination of the employee's contract? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this HRchat episode, we focus on human creativity in its many forms and some ways of bringing that to life and in a corporate setting.Bill's illustrious guest is 5-time tech entrepreneur, New York Times Bestselling Author, America’s Top Innovation Keynote Speaker, and world-renowned creativity expert, Josh Linkner.Since 2007, Josh has delivered more than 1,000 keynotes, mostly on how to stimulate more creativity in organizations that will produce meaningful results, such as better problem-solving to overcome obstacles.Josh recently released his latest book, Big Little Breakthroughs: How Small, Everyday Innovations Drive Oversized Results. Josh’s desire in writing Big Little Breakthroughs is to help everyday people become every day innovators. He spent over 1000 hours of research finding real-world stories of everyday innovators in all walks of life. In his book, Josh builds a specific and practical system that helps develop one's  “creativity muscles.”Questions include:The Great One, Wayne Gretzky, famously said “You miss 100 percent of the shots you never take.” You've suggested that fear, not a lack of natural talent, is the biggest blocker of creativity. How does fear hold us back?Brainstorming is a "great exercise to yield mediocre ideas. Role-storming is a simple technique that completely removes the fear." Tell our listeners about the concept of role-storming and ways the character acting approach it takes can bring innovation to organizations.How can leaders encourage their employees to be creative? What's involved in creating a culture of innovation?You suggest that when people are "kicking around new ideas", they shouldn't actually call them 'ideas', because an idea itself, in theory, is ready for scrutiny. Instead, you explain, we should first think of them as a spark. What's the difference and why does it matter in the context of moving the need within an organization?You believe everyone has "dormant creative capacity". What can leaders and HR teams do to better to identify and encourage a willingness in certain employees to share their ideas? How can we encourage leaders and HR tSupport the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In HRchat 325, we consider ways leaders and HR can turn a company's culture into one based on agility, resilience, and innovation. Bill's guest is Kevin Oakes, CEO and co-founder of the Institute for Corporate Productivity (i4cp), the leading authority on next practices in human capital. He is also the author of Culture Renovation™, the #1 new release in a dozen Amazon book categories.  Drawing on data from one of the largest studies ever conducted on corporate culture, Culture Renovation™ details how high-performance organizations such as Microsoft, T-Mobile, 3M, AbbVie, Mastercard and many more have successfully changed organizational culture.Questions include:What are some of the signs that an organization is in need of a culture renovation? Has the pandemic exacerbated any of these problems?You write that too often an organization’s leaders assume they know what their culture represents but too often, they are, in fact, wrong. Why are they so often wrong, and how do they get it right?During a culture renovation, you stress the importance of identifying the influencers, energizers, and blockers. Can you briefly describe these types of people and why it’s important to identify them?A common culture problem you mention in the book is collaboration overload. Further, you say Covid-19 demonstrated just how large the problem has become. What is collaboration overload and how can business leaders and employees alike overcome this issue?You’ve been in the human capital field for more than 25 years, and you mention that increasingly, you’ve seen high-performance organizations showcase their CEO-CHRO relationship – something that was rarely done in the past. What makes this a critical partnership and how, if at all, has it changed during the pandemic?To recap, what advice do you have for business leaders when it comes to communicating change with employees?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

According to an HR Policy Association survey in the Spring of 2021, covering nearly 400 HR leaders representing 11 million employees found that 85% said their organizations expanded inclusion activities and increased C-suite involvement in DE&I since George Floyd’s murder. Seventy percent have started or expanded unconscious bias training, while more than half moved to disaggregate workforce data to provide a better picture of employee demographics. The survey also found DE&I was the main concern for HR leaders, ranking ahead of strategizing for a post-COVID culture.In this HRchat, we take a pulse of the state of HR and leadership and look at what has actually changed within organizations since the murder of George Floyd.Bill's guest this time is Erika Broadwater, President of the National Association of African Americans in Human Resources (NAAAHR) and EATA Manager/COE at Essity.Erika has nearly three decades of experience in Human Resources as Head of Talent Acquisition, Recruiting Manager, and Diversity &Inclusion Champion. She is experienced in the global talent workforce, talent mobility, retention, data analytics, recruiting operations, and performance management; supporting all lines of business and client groups.She is also the Employer Attractiveness & TalentAcquisition Leader/CoE at Essity.In 2011, Erika was appointed the first Delaware State Chapter President of the National Association of African Americans in Human Resources. After 6 years of building the Delaware Chapter and demonstrating exemplary leadership in driving Diversity & Inclusion throughout the State, the National Board of Directors promoted Erika to the Senior Vice President of membership on the National Board.Erika was listed on the 2021 Human Resource Executive® andHR Technology Conference® Top 100 HR Tech Influencers list, which recognizes individuals impacting the state and future direction of HR technology.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Proper background checks for employment can help increase productivity, reduce costs, and preserve your corporate reputation.Checks are, says today's guest, "an absolutely essential element in the hiring process in order to maintain a safe work environment". "Background screening", he says "empowers employers by providing them with the knowledge they need to make critical hiring decisions".In HRchat 323, we consider the role of background checks when sourcing top talent. Listen too, as we explore how Covid and WFH placed new emphasis on the need to find ways to check candidates without access to traditional in-person screening methods.Bill's guest this time is Michael Boyce, Director of Business Growth & Marketing at Mintz Global Screening.Listen to get Michael's answers to such questions as: Why does Mintz believe it's vital to the management of the corporate brand and what would you say to those that say it's a bit too 'big brother'? Does referencing still matter, why can't HR managers just do a criminal check instead? Are references just full of positive statements from 'good references'?Do you come across a lot of companies that have written off reference checks completely? What are their reasons?  What do you believe the consequences are of avoiding reference checks altogether?What are the main market and economic influences that impact whether people conduct reference checks? How has Covid-19 impacted Mintz?Do you believe the purpose of reference checking changed and/or have checks become more important due to new regulatory measures?What does the market look like at the moment? How much more important is it right now to have a resume that stands out?  We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this HRchat, we consider HCM and time and attendance solutions to solve some big issues faced by businesses when managing their workforce. Bill's guests this time are Colin Leatherbarrow, Technical Director, and Ben Lagden, Head of Product at GT Clocks / Grosvenor Technology who've been a market-leading manufacturer of Human Capital Management Solutions for over 35 years.Questions include:  Grosvenor Technology & GT Clocks claim to offer more than traditional time clocks. You speak a lot about data privacy and management, tell me more?“Buddy-punching” is a term used to describe the process of one employee fraudulently clocking in for another employee. How does your tech combat this practice? The word 'biometrics' is mentioned a lot in Time & Attendance these days, although there are some reservations about collecting people's data via face scans etc, I believe face recognition combats this by mapping the face as opposed to photographing it? Could you tell us more? And does fingerprint technology do the same thing?How has the pandemic influenced the use of Biometric Technology in the industry?Visitors, sickness, vacation, plus time and attendance are all administered through your tech to offer staff insight without the traditional admin hassles. How does it work?How can companies manage multiple HCM terminals in different locations at the same time?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this HRchat episode, we look at the correlation between the number of hours logged and employee productivity. Bill Banham's guest is Nick Goldberg, CEO at Ezra, a provider of digital coaching. Listen as Nick also reflects on a recent study that suggests Americans are clocking 1,864.8 work hours per year. The survey suggests, however, that the American work ethic differs drastically from one state to the next. Listen as we consider which is the “hardest working” state in the US, reasons why the number of hours employees log doesn't always stack up against expected output and we ask what leaders can do to get more from their employees. About EzraFounded in 2018, Ezra is the brainchild of Nick. Having spent years working in the HR and Talent Development space, Nick was frustrated by two things: 1) the knowledge that coaching was the most impactful means of people development, yet it was only available to those at the very top of an organization and 2) the gulf that existed between the beautiful simplicity of consumer applications, and the often ugly and unwieldy software many are forced to use in their workplaces.With the support of Ranjit de Sousa, the Global CEO of LHH, Nick set about building a team that could deliver accessible coaching at scale whilst leveraging the convenience and ease of use that everyone expects from apps they use in their personal lives. Learn more at helloezra.com.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this HRchat, we consider the legal requirements and implications for returning to work in vaccinated countries. Listen as we consider if businesses can legally mandate Covid vaccinations and how unions could respond. Seemingly successful COVID-19 vaccination programs in the US, Canada, Israel, the UEA, Hungary, the UK, and elsewhere means that the coronavirus pandemic is finally on the backfoot in many places. Businesses are starting to return to 'normal operations'. As business leaders struggle with the prospect of mandating that employees receive their COVID-19 vaccine as a contingency of their employment, however, many individuals are getting concerned – with some advocating for a mandate and some strongly against it. As a consequence, many unions and labor organizations are seeing an opportunity to take advantage."With vaccination efforts in full swing, mask mandates are subsequently easing up, and the outcry for personal protective equipment (PPE) and other health and safety measures has subsided" say's today's guest expert. "Vaccination requirements are the new battleground for unions and employers. Mandating the vaccine among employees is legal – yet complicated. It is still likely to be fought over in the courts .. with unions using every angle to gain a negotiating edge." Bill's guest this time is Ivan D. Smith, a business person and litigator. His practice focuses on labor and employment law, litigation and entertainment law.Ivan has extensive experience in employment discrimination cases, mainly in class and multi-plaintiff cases of regional and national scope. He has handled numerous class action cases in matters of wage-hour compliance, disability, and web access, as well as cases concerning race, age, national origin, and gender discrimination.Ivan also practices traditional labor law and represents clients across a variety of industries. He has experience in collective bargaining, contract and grievance arbitrations, litigation pertaining to unfair labor practices and matters before the National Labor Relations Board.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this HRchat episode, we talk about how to make attracting and retaining hourly workers easier and more effective. Bill's guest this time is Rich Crawford, President and Chief Executive Officer at TalentReef, the cloud provider to recruit and retain the Service Industry’s Hourly workforce.Rich holds a Bachelor of Science in Industrial Management degree from Georgia Tech in Atlanta, Georgia. Prior to joining TalentReef, he has excelled in executive leadership roles at market-leading companies. Most recently, Crawford was the CEO at SambaSafety where he led the SaaS company from a small regional driver risk solution provider to the leading national supplier of driver risk management solutions to enterprise customers as well as trucking, transportation, and middle-market companies.Questions For Rich Include:  Recruiting, hiring, and retaining hourly workers is very different from salaried employees. Can you paint a picture of why that's the case?There's currently an hourly worker shortage. Can you share why you think that's happened and what businesses that employ hourly workers can do to increase applicant flow? There are some new recruiting and hiring obstacles as we come back from the pandemic – namely, applicant flow. What talent management tools or features can best help franchises struggling to boost applicant flow?How to handle the oncoming tsunami of applicants as states start to drop unemployment benefits: Talk about just how big the surge of employees returning to the hourly pay workforce will be and what are the opportunities for hiring managers and HR. How does automated interview scheduling create a faster time-to-hire, and reduce no-shows?When it comes to communications with candidates, why is two-way communication better than something like a bot that collects information and sends it to the hiring manager?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast, and Iceni Media Inc.   Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

More than half of employees surveyed in North America plan to look for a new job this year, according to one report, while separate research shows that a quarter of workers plan to quit their jobs outright once the pandemic subsides and recruiting efforts ramp up (even more). In HRchat episode 318, Bill Banham invites Jesse Ryan, Founder of High Road Human Capital, back on to the show to talk about what the latest labor market trends actually mean and how recruiters and hiring managers can stand above the crowd during the new and super-fierce war for talent. Questions Include: Paint a picture of the labor market as we come out of the worst of CovidWhat is High Road seeing in the market from your clients and sales prospects?What does the surge in hiring mean for recruiters? How can TA pros jump on this in profitable and sustainable ways? Are those with more technical skills better placed to quickly re-enter the workplace?  What are the challenges for HR departments right now when it comes to attraction and onboarding? Once 'enough' people feel comfortable that the economy is back up and running in a safe way, what will be the challenges for HR in three to six months?Given the huge amounts of layoffs as a result of coronavirus, did we see many companies successfully adopting new automated alternatives to duties performed by humans, or did leaders get used to, and benefit from, reduced numbers of employees augmented by work from home technologies? Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events