I recently spoke for IAMHR, an event that Phenom put on, and they did a writeup of the session and some of my research. I’m reposting here because 1) it’s valuable and 2) it answers a question you are probably wondering about, which is “how in the world do we keep our people right now?”
Quick – what’s one of the biggest retention busters in today’s tough employment market? If you said “lack of career growth and development,” you’re right on the money.
The million dollar question, though: How do you meet this demand? Weaving data and stories together, Ben Eubanks, Principal Analyst and Chief Research Officer of Lighthouse Research & Advisory, shared the top ways to champion internal mobility within the employee experience — and track and measure program success.
Watch the full session below, or read on to get the highlights!
The world is more virtual, remote, distributed (did I forget any buzzwords?) than ever before.
Our research at Lighthouse shows that video interviews, mobile assessments, and chatbots are seeing usage at higher levels than ever. Check out the graphic below from HireVue, where their data show that video interviews jumped 40% in the last year to 26 million video interviews cumulatively held on their platform. (see graphic at the end of this post for more details)
If you’re looking for ways to screen candidates, video is a great way to do it. Our data from a few years back showed that while we think candidates may not like video or assessments, the real truth isn’t as clear cut.
The evidence shows that candidates HATE video interviews or assessments if they are general in nature (tell me your three greatest strengths)
The evidence shows that candidates APPRECIATE video interviews or assessments if they have a practical, clear line of sight to the work they will do in the job (how do you create a project budget from scratch?)
That’s a great lesson even if you’re just doing “normal” interviews in person. Make sure you’re asking questions to get to the outcomes that matter in the job. We learned this back in 2013, people.
When it comes to performance processes at most companies, the expected outcomes are compliance and completion. But in this episode, Ben talks with Shane Metcalf of 15Five and Abby Hamilton of LiveIntent to understand what it takes to create not just a process, but a true culture of performance within an organization.
Shane and Abby share ideas, insights, and suggestions that every employer can leverage to create a better and more equitable performance process.
“We collect three to 4 billion talent signals in the platform. That number is so large that if you were to spread it out over each second, it’s 30 years of data. It’s a crazy large number, but machine learning can look at that and in a millisecond find the patterns that you’re looking for and apply it to what you want in a heartbeat.”
Artificial intelligence is polarizing. It’s either going to save us all or destroy life as we know it.
Okay, that’s a bit tongue in cheek, but you know what I mean. The headlines paint one picture, but users (especially in HR and recruiting) are seeing incredible value. And that includes not just admins but employees and candidates as well. Put simply, AI can create amazing, personalized experiences .
In this episode, Ben speaks with Cliff Jurkiewicz, VP of Global Strategy at Phenom, about the use of AI technology by some notable brands like Southwest Airlines to create better experiences for candidates. In addition, they dive into some of the basics of how AI works. Most importantly, though, they tease the new AI Day that Phenom is hosting on December 9th, 2021. It’s a limited seating virtual event with some BIG announcements. You won’t want to miss this if you plan on hiring or retaining employees in the coming year.
“And as I have these conversations with hiring managers and my peer executives, I often ask them things like, ‘Who is the best person that works with you that comes from a non-traditional background–would you take more of them?’
And of course the answer is always yes. You can! You can do that. And why not risk the possibility of getting somebody amazing?”
Peter Sursi, Talent Executive, Federal Bureau of Investigation
We’re Only Human — Episode 129
In today’s talent market, employers need to be willing to flex, change, and iterate. “The way we’ve always done it” wasÂ always a poor strategy, but today it could be crippling.Â
In this episode of the podcast, Ben talks with Peter Sursi, a talent executive with the FBI. Peter’s belief is that employers should open up their hiring to nontraditional backgrounds. This not only supports diversity efforts, but it also helps to diversify talent pipelines and create a more rich and varied set of skills that your organization can tap into.Â
Listen to Peter’s passionate plea for companies and hiring leaders, and take him up on the challenge to “risk getting someone amazing” into your next hiring funnel.Â
This episode is a replay from our 2021 State of Hiring in Today’s Talent Market event. To hear the entire event and get 3.0 HRCI/SHRM credits, get the free replay on demand here: https://lhra.io/hire21Â
Whew! It’s been a whirlwind on my end for the last few months, and a few things are certainly true:
Moving to a new house is hard
In-person events are wonderful to experience again
Virtual events are here to stay!
With that last point in mind, I am excited to announce a new event happening on October 27th focusing on recruiting, talent acquisition, and how to keep your best people. We’re approved for 3 HRCI/SHRM credits, and we’re so excited to host this awesome conversation in the middle of the most challenging hiring environment that I’ve ever seen.
One of the things we do consistently is give away prizes to our amazing attendees. To that end, we’ll be sending out copies of books from some of our amazing speakers, some fun notebooks, and more! We would love to have you attend, and if you have a friend who’s also a recruiter or HR leader trying to find the right talent right now, please invite them along as well!
We’ll have a rockstar panel of talent acquisition leaders talking about how they are innovating right now, ideas for how to select the right candidates using science, why we should be reducing friction and frustration in the hiring process, how to hire for potential (not just proficiency), and more!
“No one likes leaving the comfort zone, but change forces you to leave your comfort zone, your known area. That is also an aspect of why it’s important to start early because you also need to transport the vision for why you change, why you transform things, because if people don’t understand why things are changing and what is the greater strategy, they will find it even harder to change themselves and their behavior.”Â
Manuela Brede, Senior Consultant Transformation & Change Management at Siemens
We’re Only Human — Episode 128
Changing workplace technology, practices, or almost any factor in the employee experience is guaranteed to create friction. Why? Because humans are inherently drawn to stability. New data from Lighthouse Research & Advisory shows that while all employees don’t want remote work, many of those that have it want to keep it.Â
Today’s discussion with Manuela Brede of Siemens dives into change, change management, organizational transformation, and more. With a robust background of insights into how human and organizational behavior integrate, listeners will quickly pick up on key ideas to help communicate and reinforce change of all types.Â
Thank you to the team at IBM for connecting us with Manuela. IBM is doing tremendous work with organizational strategy and transformation for organizations like UnitedHealth Group, Takeda Pharmaceuticals, PayPal, and more. https://www.ibm.com/about/transform-your-work/Â