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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

[5:10 - 18:36] How data helps in the recruitment of physicians and nurses

[18:37 - 23:44] How to use data from surveys, A/B tests, and qualitative research to inform better business decisions

[23:45 - 31:34] What kind of behavioral analyses to use for recruiters and applicants

[31:35 - 34:17] Final Thoughts & Closing

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/

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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

[4:46 - 12:08] Why BlueConic decided to permanently close its Boston office

[12:19 - 22:57] How is BlueConic maintaining its culture through its shift toward remote work?

[23:23 - 34:29] Activities and investments BlueConic has made to generate employee interactions

[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/

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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

[4:04 - 13:45] What does a Gender Economist actually do?

[13:46 - 28:24] What economic opportunities can come from closing the gender equity gap?

[28:25 - 36:43] What would be a good starting point toward fixing the gender equity cap?

[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/

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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

[4:54 - 14:47] What is EDI?

[14:48 - 29:41] What did EDI mean years ago, when we first started talking about it?

[29:42 - 40:32] When did we start seeing actual change with regards to EDI in organizations?

[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

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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

[4:11 - 13:56] What’s the journey from survive to thrive in this economic era?

[13:57 - 20:02] What should HR practitioners be investing in today?

[20:03 - 32:43] How should HR be thinking about AI?

[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

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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

[8:37 - 15:56] Why HR professionals should embrace AI

[15:57 - 29:43] What are some potential pitfalls for those seeking to incorporate AI into HR?

[29:44 - 40:33]  Advice for those who might be worries about AI’s impact on HR and the workforce

[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

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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 remote work and how some companies have crafted it for their employees’ benefit. 

Chapters:

[0:00 - 5:06] Introduction

[5:07 - 10:34] Why BlueConic decided to close their Boston office in favor of a remote-first work model

[10:35 - 23:04] How do you manage company culture with a remote-first workforce?

[23:05 - 35:09] Steps companies can take to ensure meaningful interactions among remote employees

[35:10 - 37:35] Final Thoughts & Closing

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

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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

[4:35 - 12:56] Where is Burton Snowboards on Pay Transparency?

[12:57 - 25:08] How Burton keeps their pay transparency practice current?

[25:09 - 31:14] How do you keep stakeholders informed?

[31:15 - 34:32] Final Thoughts & Closing

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

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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

[5:16 - 16:58] Hiring a consultant to quickly address HR problems

[16:59 - 33:55] Knowing if you’re ready to start working with a consultant

[33:56 - 52:55] How to embrace change, even if it may be difficult

[52:56 - 56:08] Final Thoughts & Closing

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

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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

[11:14 - 16:32] The Diversity Movement’s special sauce 

[16:33 - 27:07] Challenges surrounding company-wide adoption of DEI practices

[27:08 - 36:55] What are some examples of how we can work toward DEI best practices?

[36:56 - 40:02] Final Thoughts & Closing

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