We're Only Human

"If I had to put a bet on the future, where we're headed is about understanding potential future performance and what drives and drains people. I think that's really where I see TA going longer term. We've seen success around using some of that psychometric data to really upskill folks into engineers that wouldn't not necessarily have been on technical paths. So business analysts, old school project managers, and those technical analyst folks... Finding the ones that are really well suited to engineering thought and then upskilling them on the actual technology themselves."Travis Windling, Director Talent Acquisition Strategy & Insights, RBCWe're Only Human -- Episode 159Hiring has changed tremendously in recent years, and one thing is for certain: things haven't settled down yet. As Travis Windling believes, there are going to be big shifts in how employers understand and predict performance for both external and internal candidates. A big part of hiring well is predictability and quality, and unfortunately resumes just don't get the job done there. In this episode Ben and Travis talk about data, analytics, hiring decisions, and more. Show NotesConnect with Travis on LinkedInCheck out our show archives and sign up for updates so you don't miss an episode   See the show archives and sign up for episode updates

"And speaking of changing expectations and what's socially acceptable, this challenge of ghosting is going through the roof, and I've got bad news for you. It's gonna get worse. When we look at the data on ghosting, we see that it's actually age correlated. So someone who is 25 is more likely than someone who's 35, who's more likely someone who's 45, and so on. So the people who are 55 years old and older in the workplace are the least likely to ghost an employer. And guess what? They're gonna steadily age out. And the ones who are doing it the most are gonna continue aging into the workforce."Ben Eubanks, Chief Research Officer, Lighthouse Research & AdvisoryExcerpt from 2022 RPO Association Conference Keynote We're Only Human -- Episode 158 In this rare solo episode, Ben shares a short portion of his 2022 keynote address at the Recruitment Process Outsourcing Association Annual Conference in Chicago, unveiling some brand new research on how employers value RPO relationships, what gaps exist, and more. To learn more about the conference: https://www.rpoassociation.org/event-5062642 To see the full RPO research report: https://rpoassociation.org/2022-RPO-Research-Report/Learn more about the RPOA: https://rpoassociation.org/ See the show archives and sign up for episode updates

"It's a big differentiator. And I think the organizations that figure it out--the organizations that get it right--are the ones that are gonna be able to attract people. And I think organizations that don't are gonna have more of a struggle because that becomes more important as we think about just making conscious choices: how do we wanna spend our days? How do we wanna spend our working lives and what do we want to accomplish?Mike Trusty, VP of Talent and Learning, Fannie MaeWe're Only Human -- Episode 157 Digital transformation isn't a new concept, but it's always interesting to hear how different employers approach the process, the challenge, and most importantly, the people side of the equation. In this episode of We're Only Human, Ben Eubanks interviews Mike Trusty from Fannie Mae about his perspective on the organization's transformation journey and what lessons it holds for other leaders on similar paths. Spoiler alert: Mike's big recommendation: hold off on the flash and focus on the substance. The nuts and bolts. The key fundamentals. Without that foundation, most efforts will not succeed long-term. Want more? Dive into this episode and take notes! Show NotesConnect with Mike on LinkedInCheck out HR Summer School, our biggest virtual livestream event of the year!Check out our show archives and sign up for updates so you don't miss an episodeSee the show archives and sign up for episode updates

There's certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it's not gonna fix the problem. There's also the frustration that comes with that. I've experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work.Ben Sieke, Director of Talent Development and Learning, Delta DentalWe're Only Human -- Episode 156When training is the answer to a problem, it can improve performance, satisfaction, and results. When it's not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs. In today's episode of We're Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren't. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you've ever been told "it's a training problem" and weren't sure that assessment was correct, this episode is for you. Note: This episode is a replay from HR Summer School 2022. HRSS 2023 is now open for registration.Show NotesConnect with Ben on LinkedInCheck out our show archives and sign up for updates so you don't miss an episode See the show archives and sign up for episode updates

 "So there's a massive amount of insights coming from this. We measure things like net promoter score -- we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That's a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us."Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific PartnersWe're Only Human -- Episode 155One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it's tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment. In this episode of We're Only Human, Ben and Lisa talk about the program, how it's set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you. Show NotesConnect with Lisa on LinkedInCheck out the recruitment marketing episode with Kelby Tansey from Southwest AirlinesCheck out the show archives and links to subscribe on Spotify, Google, Amazon, and moreSee the show archives and sign up for episode updates

Bryan Briscoe from Marriott talks pay transparency trends post-autopilot era. Discussion on wage increases, crowdsourced pay data vs. surveys, and key lessons for HR leaders. Emphasizes importance of transparency in compensation communication and fostering genuine connections in the HR community.

We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace. George Rogers, Chief Culture Officer, Lighthouse Research & AdvisoryWe're Only Human -- Episode 153 There's no shortage of conversations today about DEI and the newest addition to that set of perspectives--belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case. In today's episode, you'll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone's plans to quit their job (spoiler alert: there's a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization.  Show NotesThis is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: https://hrsummerschool.org/deib Connect with George Rogers: https://www.linkedin.com/in/thegeorgerogers/ Listen to our show archives: https://lhra.io/were-only-human-podcast/ See the show archives and sign up for episode updates

"Our main priorities right now are not unlike all people leaders. We're focused on hiring and we're focused on retention. On the hiring front, it's less about volume hiring. I think that everyone's slowing down just a little bit. With this economy we're focused on smart hiring and making sure that we're bringing in the right people for the right roles. Making sure not just to check a box or to make sure we're getting people in, but we want them to be happy in that role."Allison Lee, Chief People Officer, Persado We're Only Human -- Episode 152 When we select candidates, bias enters the process. There's no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado's case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable. As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity.  Show NotesConnect with Allison on LinkedInLearn more about BryqWatch the whole replay for the State of DEIB eventCheck out the show archives and get free updates for new episodes See the show archives and sign up for episode updates

"One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer." Kelby Tansey, Manager of Recruitment Marketing, Southwest AirlinesWe're Only Human -- Episode 151Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead!In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes.  Show NotesConnect with Kelby on LinkedInWatch the YouTube video Kelby mentioned on the showCheck out the show archives and get free updates for new episodesSee the show archives and sign up for episode updates

"One day he challenged me and he said, 'Listen, I want you to help our 477 store directors be great. But listen, I don't want you to go and teach them about engagement. They don't need like a history lesson. But I want you to teach them how to be engaging.' As I've navigated through various organizations, what I realized is that most organizations have the same challenges around manager performance."Kamaria Scott, Manager Enablement Expert at AccentureWe're Only Human -- Episode 150 During a recent livestream event, when first-time managers was brought up as a conversation topic, multiple attendees quickly pointed out their own follies and challenges when it came to first time leadership roles. Yet most companies still don't have a structured way to identify, select, and equip managers to be capable professionals. In today's conversation with Kamaria Scott from Accenture, Ben and Kamaria talk about:Some of her favorite methods for helping to create more openness around manager performance enablementSupporting open dialogue with "manager circles"Carefully applying training where it needs to go instead of wielding it as a weapon.This is a powerful discussion for any organization or leader who has wondered how to create a more capable and connected manager.  Show NotesConnect with Kamaria on LinkedInCheck out the show archives and get free updates for new episodesSee the show archives and sign up for episode updates