We're Only Human

How does something as seemingly simple as purpose fit into a company's hiring plans, especially when those plans involve hiring more than 90,000 people a year? That's a core part of the conversation when Ben recently connected with Catherine King, VP of Talent Acquisition and Staffing at AlliedUniversal. The company is an impressive security services firm with 150,000 employees spanning the United States and serving in a variety of industries.

The company also uses some interesting referral bonuses to help drive new hires, but not the way you might expect. Instead of relying just on an internal referral program like most firms, AlliedUniversal actually pays community organizations such as AARP for every single referral that is ultimately hired, drastically increasing the reach and talent pool. The company makes a special effort to hire senior, or experienced, workers as they bring a wealth of experience to the communities in which they serve. 

In the discussion, Ben and Catherine delve into these talent strategies along with other aspects of how AlliedUniversal fills critical roles by giving employees a sense of a greater purpose. It's a great conversation and one that you don't want to miss!

To learn more about AlliedUniversal's referral program, visit http://www.aus.com/pie

Demos! Within the sales process, HR technology vendors often put more effort on prospecting and phone conversations than on the demos themselves. That's why more than a dozen people recently weighed in on how vendors could improve their demo skills and delivery in one online forum dedicated to HR and talent technology. From demoing without context to discussing ROI and value, there was no shortage of issues and complaints about how technology demos are often run with HR software providers. 

In today's conversation, Ben talks with George LaRocque, founder of HRWINS and co-moderator of Talent Product Plays, a Facebook group targeting users, sellers, and analysts in the talent technology space. Ben and George walk through some of the top ways that vendors can improve their demos as well as some key lessons for buyers and HR practitioners on how to evaluate and select their technologies. This time of year many companies are re-evaluating their approach to HR technology, and this conversation could influence how your own organization either succeeds or fails at finding the right software to enable your business to succeed. 

To learn more about George, please check out larocqueinc.com

The Facebook group can be found here: facebook.com/groups/talentproductplays/

Interested in checking out additional episodes of We're Only Human? Visit http://upstarthr.com/podcast to learn more about the show, our mission, and what we're all about. 

Demos! Within the sales process, HR technology vendors often put more effort on prospecting and phone conversations than on the demos themselves. That's why more than a dozen people recently weighed in on how vendors could improve their demo skills and delivery in one online forum dedicated to HR and talent technology. From demoing without context to discussing ROI and value, there was no shortage of issues and complaints about how technology demos are often run with HR software providers. 

In today's conversation, Ben talks with George LaRocque, founder of HRWINS and co-moderator of Talent Product Plays, a Facebook group targeting users, sellers, and analysts in the talent technology space. Ben and George walk through some of the top ways that vendors can improve their demos as well as some key lessons for buyers and HR practitioners on how to evaluate and select their technologies. This time of year many companies are re-evaluating their approach to HR technology, and this conversation could influence how your own organization either succeeds or fails at finding the right software to enable your business to succeed. 

To learn more about George, please check out larocqueinc.com

The Facebook group can be found here: facebook.com/groups/talentproductplays/

Interested in checking out additional episodes of We're Only Human? Visit http://upstarthr.com/podcast to learn more about the show, our mission, and what we're all about. 

Customers come first. Time is money. Tie it to the bottom line. 

In each of these instances, we think we're serving the business. But what if we thought first with our heart instead of our head--could we still serve the business just as well? In this interview with Joe DeLoss, Head Fryer and Founder of Hot Chicken Takeover, we will deeply challenge your thinking on that concept.

In this episode, Ben talks with Joe about the company's rapid growth, unorthodox hiring strategies, and what happens when you bend from your principles during times of high-pressure growth. Additionally, they discuss tailoring employee benefits to meet the needs of the workers instead of offering a template plan like the competition. Through it all, you'll hear Joe's focus is not just on marketing strategy or chicken recipes, but on the employees he serves as the leader of the business. 

For more information about Joe and HCT, check out the links below: 

https://hotchickentakeover.com

http://nbc4i.com/2017/10/19/hot-chicken-takeover-featured-on-megyn-kelly-today/

https://www.forbes.com/sites/reganwalsh/2018/01/14/this-hot-chicken-fueled-social-enterprise-is-changing-lives/#473c75738957

To see all the show archives and learn more about We're Only Human, please visit http://upstarthr.com/podcast

Customers come first. Time is money. Tie it to the bottom line. 

In each of these instances, we think we're serving the business. But what if we thought first with our heart instead of our head--could we still serve the business just as well? In this interview with Joe DeLoss, Head Fryer and Founder of Hot Chicken Takeover, we will deeply challenge your thinking on that concept.

In this episode, Ben talks with Joe about the company's rapid growth, unorthodox hiring strategies, and what happens when you bend from your principles during times of high-pressure growth. Additionally, they discuss tailoring employee benefits to meet the needs of the workers instead of offering a template plan like the competition. Through it all, you'll hear Joe's focus is not just on marketing strategy or chicken recipes, but on the employees he serves as the leader of the business. 

For more information about Joe and HCT, check out the links below: 

https://hotchickentakeover.com

http://nbc4i.com/2017/10/19/hot-chicken-takeover-featured-on-megyn-kelly-today/

https://www.forbes.com/sites/reganwalsh/2018/01/14/this-hot-chicken-fueled-social-enterprise-is-changing-lives/#473c75738957

To see all the show archives and learn more about We're Only Human, please visit http://upstarthr.com/podcast

Host: Ben Eubanks

Guest: Randy Swart, COO, A. Duie Pyle

What would you do if you found out that you were facing a drastic shortage in the primary candidates you hire? How would you work to retain the workers you have while simultaneously marketing your business to potential applicants? 

In today's conversation, Ben interviews Randy Swart to answer these very real questions that he deals with every day. As COO of A. Duie Pyle, Swart helps to run the transportation and logistics company through its normal operations. But the challenges the industry faces are anything but normal: turnover is rampant, the workforce is aging, and predictions of shortages continue to be ever more severe. 

In the discussion, Swart shares some of the key practices that A. Duie Pyle uses to not only keep workers from leaving, but to actually help them enjoy the work they do at the same time. Regardless of the industry or company, listeners will have some wonderful takeaways from a true business leader on how to create more value for our employees. 

For more information on A. Duie Pyle: https://www.aduiepyle.com/

For more episodes and information about We're Only Human: http://upstarthr.com/podcast

Subscribe to We're Only Human and all the HR Happy Hour Podcast Network shows on Apple Podcasts or wherever you get your podcasts - just search for 'HR Happy Hour'.

Host: Ben Eubanks

Guest: Randy Swart, COO, A. Duie Pyle

What would you do if you found out that you were facing a drastic shortage in the primary candidates you hire? How would you work to retain the workers you have while simultaneously marketing your business to potential applicants? 

In today's conversation, Ben interviews Randy Swart to answer these very real questions that he deals with every day. As COO of A. Duie Pyle, Swart helps to run the transportation and logistics company through its normal operations. But the challenges the industry faces are anything but normal: turnover is rampant, the workforce is aging, and predictions of shortages continue to be ever more severe. 

In the discussion, Swart shares some of the key practices that A. Duie Pyle uses to not only keep workers from leaving, but to actually help them enjoy the work they do at the same time. Regardless of the industry or company, listeners will have some wonderful takeaways from a true business leader on how to create more value for our employees. 

For more information on A. Duie Pyle: https://www.aduiepyle.com/

For more episodes and information about We're Only Human: http://upstarthr.com/podcast

Subscribe to We're Only Human and all the HR Happy Hour Podcast Network shows on Apple Podcasts or wherever you get your podcasts - just search for 'HR Happy Hour'.

Host: Ben Eubanks

Guest: Jill Kopanis, VP HR, Dynamic Dies

We’ve heard the “seat at the table” conversation repeated over the years, but what if that’s all just a bunch of nonsense? In this episode of We’re Only Human, Ben talks with Jill Kopanis, VP of Human Resources at Dynamic Dies, about what it takes to break away from that conversation and become what she calls a Chief Operating Trouble Maker within the business.

During the show they discuss a handful of topics that will help any HR leader become a force for positive disruption within the business, including:

• How to get beyond the buzzwords

Disruption can be a good thing, especially if it’s driven by someone that knows the business and how to shape it for the better. Are you ready to be a trouble maker in your own organization?

If you’re interested in joining Ben and Jill on the HR Conference Cruise, learn more here:

www.aspect-marketing.com/HRCruises/2018/Cruise1

Be sure to use code “FRIENDOFBEN” for $50 off the ticket price.

Host: Ben Eubanks

Guest: Jill Kopanis, VP HR, Dynamic Dies

We’ve heard the “seat at the table” conversation repeated over the years, but what if that’s all just a bunch of nonsense? In this episode of We’re Only Human, Ben talks with Jill Kopanis, VP of Human Resources at Dynamic Dies, about what it takes to break away from that conversation and become what she calls a Chief Operating Trouble Maker within the business.

During the show they discuss a handful of topics that will help any HR leader become a force for positive disruption within the business, including:

• How to get beyond the buzzwords

Disruption can be a good thing, especially if it’s driven by someone that knows the business and how to shape it for the better. Are you ready to be a trouble maker in your own organization?

If you’re interested in joining Ben and Jill on the HR Conference Cruise, learn more here:

www.aspect-marketing.com/HRCruises/2018/Cruise1

Be sure to use code “FRIENDOFBEN” for $50 off the ticket price.

Performance management is one of the most hated HR systems in existence. Yet virtually every employer has a need to measure performance, set goals, and give feedback. So, what’s the right balance between a system that meets the needs of business leaders and one that meets the needs of the employees?

In today’s discussion with Autumn Spehar of Stout Advisory, Ben delves deep into this question by asking Autumn to describe her company’s transition from annual, paper-based performance management to a technology-enabled approach utilizing continuous feedback, real-time recognition, frequent check-ins, and more. This conversation is more than theory–it’s based on a year of practice in using the system, including the ups and downs that any company might face in this kind of transition.

Listeners to this episode will not only get to hear about Stout’s new outlook on performance, but they will be treated to some insightful commentary about the connections between culture, behavior change, and other elements that some of the “headlines” on performance management seem to miss. If you’re in charge of performance management at your company or you think your system could use a refresh, this is the episode for you!

• Link to podcast listener survey: http://lhra.io/podcastsurvey