Using interviewing data to make better recruiting decisions seems so logical. Leaving the process to chance - dismissing structured interviews as navel-gazing instead of science - sends a negative message to job candidates plus wastes precious time and resources. Our guest Jon Stross shares how structured interviews can result in a better organization and why process changes can be an important part of HR technology buying decisions.

In this heartfelt episode of #TheWork, Jenn Ravalli, VP of Marketing at PandoLogic, shares the best and worst of her personal journey through infertility and a high-powered career. She shares the range of emotions, including guilt, sorrow, frustration and elation while giving listeners the encouragement to give yourself grace and expect support. We shouldn't have to set our careers back to become parents. We agree, Jenn!

Kicking off the inaugural episode of TheWork, co-hosts John Sumser and Jeanne Achille welcome SAP’s Chief Product Officer, Meg Bear. Together, they unpack how work is changing and how the resulting discomfort is creating learning and impacting product design. Oh, and Meg also lets us know why her colleagues consider her to be the Roy Kent of SAP SuccessFactors. We hope you’ll enjoy listening as much as we enjoyed recording this one.

Leading during challenging times means asking hard questions and doing hard work. Who are we? Where are we going? Larry Dunivan shares the building blocks of culture change, from strong employee resource groups to relying on his own kids as a great source of inspiration. In this episode of #TheWork, you'll learn how he ensures that every employee's viewpoint is respected.

Myra Norton has been described as a mathematician with a superb sense of social. She ran student affairs at Temple University; taught at the U.S. Naval Academy; and, most recently, has been leading Arena Analytics in Baltimore, MD. She says she's a recovering academic who thinks talent is distributed but opportunity is not. Listen to this episode of #TheWork to learn how to remove historical hiring bias and especially why women shouldn't buy into the narrative that they're not good in math and science.