We're Only Human

If you know anyone who is considering a career transition or has recently moved to a new role, this is the episode for them!

How do you measure success as an HR leader? Is it in the company's retention and hiring rates, or is it something more personal? Maybe you think about how you've helped others succeed in spite of challenges.

Today's discussion explores how to measure your success, how to make a career transition successfully, and more. Speaking with Renee Robson, Performance and Capability Manager for Widex Australia, Ben digs into what it takes to stratgically run your HR career and take it to new heights. For example, how do you personally lay a foundation of success before and after you take on a new job? 

Renee's insights include a variety of information, from the best things about working in HR to the best way to measure your success in an HR role. She even offers a way to build out a 30, 60, or 90 day plan when taking on a new role or project to ensure sustained success. 

Connect with Renee: 

https://twitter.com/reneeroberz

https://www.linkedin.com/in/reneerobson/ 

See other episodes and information about We're Only Human: http://lhra.io/podcast 

If you and I have had a conversation in the last six months, there's a good chance we talked about AI in some form or fashion. Artificial intelligence, algorithms, bots, and other tools are making inroads within the HR, talent, and learning professions. And for good reason--they bring automation, insight, and tireless effort to a wide variety of tasks and processes. 

In today's solo episode, I talk about three stories that really exemplify the value of AI for human resources. The first focuses on Uber drivers "rebellion" against being managed by an algorithm. The second talks about a university professor that builds a bot to support his students' questions and needs. The last explores the question of human versus machine in a recruiting context. 

If this idea of AI is interesting to you, then you'll enjoy my forthcoming book (December seems like a long way away) on the topic. Check out the website (AIHRBook.com) to learn more and sign up so you get first dibs on information and bonuses for those that are interested in how AI is going to revolutionize HR and how we can prepare ourselves for that future. If you're interested in reaching out about 

Thanks for listening and checking out the show! 

One of the things that IT has in common with HR? They're often one of the last considerations when making changes to strategy. Despite quite a few commonalities, IT and HR teams don't always get along. In some cases, HR executives even seek out cloud technologies to support their HR initiatives specifically so they can avoid having to involve their IT teams in selection, implementation, and more. 

Can't we all just get along? In today's conversation recorded live from Ultimate Software Connections 2018, Ben interviews Gregg Paulk, CIO for Anderson Center for Autism. In the discussion Ben and Gregg talk about how HR and IT can build stronger relationships and achieve their goals together. Interestingly, Gregg shares his insights on some very HR-centric ideas like how much employee retention matters in an environment where his organization serves autistic children. He also discusses some of the value that HR technology has brought to the organization, proof that IT isn't oblivious to the fundamental needs of HR leaders. 

If you're interested in learning more about Anderson Center for Autism, check out https://www.andersoncenterforautism.org

Thanks, as always, for listening. We hope you subscribe, rate, and share so we can continue to improve the lives of HR leaders around the world, one person at a time. 

Are your current HR practices engaging or disengaging your workforce? How do you know? 

In a recent webinar most of the attendees admitted that their practices were disengaging workers, a painful testimony to the kind of talent practices many companies employ. But how do we fix it and give employees a better experience?

When you ask most HR leaders about how they tap into what their employees are thinking, they instantly turn to a survey. We often think surveys are the best tools for gathering intelligence about what people are feeling and thinking, and they actually can be a great solution for that problem. The issue comes when we ask those questions once a year or even every other year, as some companies do. How can we expect to take action on the right friction points in the employee experience if we only ask about those issues once a year?

In today's conversation with Scott Heyhoe, Director of Solution Management at Questback, Ben digs into how Questback helps employers solve this issue with a strategy of continuous listening.In addition to enjoying Scott's cultured British accent, you can expect to learn how to balance a qualitative and quantitative approach to measuring employee engagement, how to be transparent with employees, and even how the gig economy might be changing how we think about engagement. Scott also opens up about a personal experience where engagement was obviously not top of mind for a particular employer, giving us all an example of what NOT to do when dealing with workers, whether full-time or contingent. 

Learn more and connect with Questback: http://questback.com

Get the ATD webinar research Ben mentioned in the intro: http://gettalk.at/atd

Are your current HR practices engaging or disengaging your workforce? How do you know? 

In a recent webinar most of the attendees admitted that their practices were disengaging workers, a painful testimony to the kind of talent practices many companies employ. But how do we fix it and give employees a better experience?

When you ask most HR leaders about how they tap into what their employees are thinking, they instantly turn to a survey. We often think surveys are the best tools for gathering intelligence about what people are feeling and thinking, and they actually can be a great solution for that problem. The issue comes when we ask those questions once a year or even every other year, as some companies do. How can we expect to take action on the right friction points in the employee experience if we only ask about those issues once a year?

In today's conversation with Scott Heyhoe, Director of Solution Management at Questback, Ben digs into how Questback helps employers solve this issue with a strategy of continuous listening.In addition to enjoying Scott's cultured British accent, you can expect to learn how to balance a qualitative and quantitative approach to measuring employee engagement, how to be transparent with employees, and even how the gig economy might be changing how we think about engagement. Scott also opens up about a personal experience where engagement was obviously not top of mind for a particular employer, giving us all an example of what NOT to do when dealing with workers, whether full-time or contingent. 

Learn more and connect with Questback: http://questback.com

Get the ATD webinar research Ben mentioned in the intro: http://gettalk.at/atd

In virtually every research study you see on talent acquisition trends and challenges, hiring technical talent shows up at the top of the list. It's not only a trend, because almost every company has a digital component today, but it's also a challenge: these candidates are hard to find, hard to source, and hard to convert into candidates. 

In today's conversation, Ben interviews Kathleen Smith, Chief Marketing Officer at ClearedJobs.net, about what separates those employers that get results with those that don't. Conversation centers around "old school" components that are still driving success for many employers, such as job fairs. Additionally, Kathleen gives a powerful piece of advice for both new and experienced recruiters about how to integrate with the community to build trust and a positive reputation.

With a market full of new, flashy, and sometimes overhyped recruiting technologies, this conversation takes recruiting back to its roots. If your company hires technical candidates like engineers, cybersecurity professionals, and other similar roles, then this show is going to give you some great insights into how to improve your results. 

Connect with Kathleen on Twitter: https://twitter.com/yesitskathleen

Don't forget, if you enjoy We're Only Human you can say "thank you" with a rating and review on iTunes! It helps others find the show and advances our mission of improving the HR profession, one HR pro at a time. 

In virtually every research study you see on talent acquisition trends and challenges, hiring technical talent shows up at the top of the list. It's not only a trend, because almost every company has a digital component today, but it's also a challenge: these candidates are hard to find, hard to source, and hard to convert into candidates. 

In today's conversation, Ben interviews Kathleen Smith, Chief Marketing Officer at ClearedJobs.net, about what separates those employers that get results with those that don't. Conversation centers around "old school" components that are still driving success for many employers, such as job fairs. Additionally, Kathleen gives a powerful piece of advice for both new and experienced recruiters about how to integrate with the community to build trust and a positive reputation.

With a market full of new, flashy, and sometimes overhyped recruiting technologies, this conversation takes recruiting back to its roots. If your company hires technical candidates like engineers, cybersecurity professionals, and other similar roles, then this show is going to give you some great insights into how to improve your results. 

Connect with Kathleen on Twitter: https://twitter.com/yesitskathleen

Don't forget, if you enjoy We're Only Human you can say "thank you" with a rating and review on iTunes! It helps others find the show and advances our mission of improving the HR profession, one HR pro at a time. 

Millennials are entitled--they think they need a trophy. Millennials need constant praise and feedback. Millennials can't survive without technology. 

These kinds of conversations happen every day at employers globally. But are they true? Do they reflect reality? In this episode, Ben talks with Kristina Minyard (a fellow Millennial) about some of these and other comments that are directed at Millennials around the world 

It's hard to get through a day today without hearing something about Millennials in the workplace. Recently this demographic group surpassed all others, taking the slot as the largest population in the workplace. In this entertaining and insightful episode, listeners will not only change how they think about Millennials and generations in the workplace--they will also rethink some of the marketing messages they see targeting this group on a daily basis. 

If you enjoy the episode, be sure to give us a rating on iTunes! We appreciate it. 

Connect with Kristina on Twitter: http://twitter.com/hrecruit

Learn more about Ben's new book on how artificial intelligence technologies are changing the face of HR: http:/AIHRBook.com

Millennials are entitled--they think they need a trophy. Millennials need constant praise and feedback. Millennials can't survive without technology. 

These kinds of conversations happen every day at employers globally. But are they true? Do they reflect reality? In this episode, Ben talks with Kristina Minyard (a fellow Millennial) about some of these and other comments that are directed at Millennials around the world 

It's hard to get through a day today without hearing something about Millennials in the workplace. Recently this demographic group surpassed all others, taking the slot as the largest population in the workplace. In this entertaining and insightful episode, listeners will not only change how they think about Millennials and generations in the workplace--they will also rethink some of the marketing messages they see targeting this group on a daily basis. 

If you enjoy the episode, be sure to give us a rating on iTunes! We appreciate it. 

Connect with Kristina on Twitter: http://twitter.com/hrecruit

Learn more about Ben's new book on how artificial intelligence technologies are changing the face of HR: http:/AIHRBook.com

Episode 27: Learning Measurement and Business Impact

One of the hard things for HR leaders to do is understand if the work they are doing actually has an impact on the business. What's the ROI, if any, of the investments and effort you're putting into your work?

That's an question we're going to discuss today with Kevin M. Yates, a brilliant L&D leader and a self-described data detective, who recently joined the learning team at McDonald's. In the conversation, Kevin makes it really clear how to think through using data, evidence and facts to support what HR and learning leaders are doing in the business. 

Additionally, Kevin and Ben discuss some of their overlapping research about the new roles and opportunities in HR and learning where more and more companies are looking for those with statistics or data-friendly backgrounds, an exciting development for those HR leaders that are focused on understanding and driving value for their firms. 

In the conversation, Kevin shares about the technology he thinks is going to radically change how L&D teams look at their work, and he also walks us through how to approach a business problem like a "data detective" with both curiosity and candor. 

Learn more about Kevin: https://kevinmyates.com

We have so many great shows coming up so I have to take a second and remind you to subscribe if you haven't already. You can get we're only Human on iTunes, Stitcher, or podbean. learn more and get the insights you need at http://upstarthr.com/podcast

On March 29th I'll be doing a webinar with my good friend George LaRocque about the employee experience. specfically, how to get it on the CEO's agenda. The content is based on a new ebook we put together that focuses on how to make the conversation about the employee experience, this fluffy, amorphous thing we keep hearing about, more tangible for your executive team. Our research shows that the employee experience matters, and in this webinar (and the free ebook you can get for registering) we walk you through some concrete ways to have those conversations with your own leadership team. More info: http://lhra.io/ceo