“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” was always a poor strategy, but today it could be crippling. 

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. 

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. 

 

Links and Show Notes

Connect with Peter on LinkedIn: https://www.linkedin.com/in/petersursi/ 

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/hire21 

Check out our new research on The Great Reprioritization: https://lhra.io/blog/data-preview-the-great-resignation-nope-its-the-great-reprioritization-new-research/ 

“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.” 

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. 

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. 

 

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/ 

 

Show notes: 

Listen to our show archives and get free updates on new episodes: https://lhra.io/podcast 

 

As we provide, billions and billions of data points of pay, job descriptions, skills, information about the organization, information about people… We have all this data and talent intelligence is an emerging super category.

Kent Plunkett, CEO, Salary.com

 

We’re Only Human — Episode 127

 

Today, more than ever, compensation is a priority for business leaders in fast-moving organizations. Not sure that’s true? Try mentioning pay equity or competitive job offers and see what comes up. 

In this episode, Ben interviews Kent Plunkett, CEO of Salary.com, about the company’s priorities today. A key item on that agenda? The rise of Talent Intelligence as a category of AI-enabled talent technologies that drive better people and business outcomes. 

 

Connect with the Salary.com team: http://salary.com/ 

“That’s step one is you have to build that partnership. And hopefully now that the iron is hot,  strike it. If you have been supporting your business and organization through this pandemic,  how do you take advantage of that and make sure that now your voice is in the room. Make sure that now you’re using your voice and you’re saying some of these things. I think HR has a unique perspective to your point–we don’t cause a lot of these issues, but we help solve a lot of these issues.”

Julie Salomone, VP of Global Human Resources, Televerde

 

We’re Only Human — Episode 126

 

In all the factors that wrap into what a company does, the people are the key enablers, doers, and makers. And HR is the keeper of the people. 

In this heartfelt episode, Julie Salomone of Televerde and host Ben Eubanks discuss how HR can step up and drive success for all initiatives, both talent-oriented and not. Julie talks about what inspires her as an HR leader and offers a clear call to action for today’s talent professionals to step up and lead during challenging times. 

 

Resources: 

Connect with Julie: https://www.linkedin.com/in/julie-salomone-mahr-phr-3096212/ 

Learn more about Televerde and their unique approach to talent: https://televerde.com/who-we-are/model/ 

See our show archives, sign up for free updates, and more: http://lhra.io/podcast 

“The job of a talent acquisition leader is actually like five or six functions put together. You’re a marketing leader doing outbound and branding. You’re a sales leader, leading a team of individuals having conversations, converting candidates, or an operations leader by coordinating and scheduling and setting up interviews through the funnel. You’re an analytics leader, trying to build dashboards and reporting.” 

Teddy Chestnut, BrightHire

 

We’re Only Human — Episode 125

 

In the hiring process, we collect a lot of data. We look at costs, timing, responsiveness, candidate qualities, and so much more. But the majority of companies don’t capture much, if anything, around interviews. And when they do, that happens on a notepad or piece of paper, which is virtually impossible to analyze.

In this episode of We’re Only Human, Teddy Chestnut from BrightHire talks about how his company is enabling powerful insights from interviews at a massive scale, allowing business leaders to use that data for DEI hiring, process improvement, and so much more.

 

Links and resources: 

• Check out our most recent podcast on 20+ hiring strategies for a tight talent market
• Learn more about the BrightHire team
• See our show archives, get updates on We’re Only Human, and more