“It’s about understanding that workforce isn’t a recruiting job. It isn’t a leadership job. It’s everybody’s job. If you have needs in the workforce, you must communicate them. And the vehicle to do that is our recruiting team.”
Betty Jo Rocchio, Chief Nursing Officer, Mercy
We’re Only Human — Episode 109
One of the consistent priorities in our research over the last few years for recruiters is to align with the business and build deep, strategic partnerships. In today’s episode, you’ll get unique insights from Mercy about how the talent acquisition leadership interacts and engages with its nursing operations leaders.
Ben talks with Kayla Drady and Betty Jo Rocchio about their partnership, how they interact with and support each other (especially during COVID times), and what lessons they think other talent and business leaders could use to create deeper relationships. In this episode you’ll learn how to create that lasting, impactful relationship with key stakeholders, including the role of skill data, analytics tools, and more.
Learn about Mercy’s recruiting activities and openings here: careers.mercy.net
Learn about Mercy’s mission: mercy.net/about/
Thanks to Phenom for introducing us to Mercy!
See our episode archives for We’re Only Human and subscribe: http://lhra.io/podcast
“We are what we call a conversational AI platform, the main product being our AI assistant, which was built with a really simple kind of mission to create magical experiences for candidates.”
Josh Zywein, Paradox.ai
We’re Only Human — Episode 108
Chatbots aren’t new. Most of us have used them as consumers to get support when we visit a website for a cable or mobile phone provider. Plus, in our last report on chatbots in the recruiting technology space a few years ago, we found over 25 different companies offering bots and tools to help employers automate and streamline their hiring.
But not all of them are cut from the same cloth.
In this interview with Josh Zywein from Paradox.ai, we talk about how recruiting chatbots have evolved and how the company’s bot (Olivia) has served customers like Nestle, McDonald’s, CVS Health, and others.
We also talk about why chatbots aren’t a “DIY” project and what you can get with a dedicated, purpose-built system.
Check out the show archives, subscribe, and more
Connect with Josh, Olivia or the Paradox team:
http://paradox.ai (you can even chat w/Olivia on the website!)
“I’m stuck and I don’t know where to go from here.”
I was coaching someone recently that is working to get into a new HR role, and it was a tough situation. She had been excited to join the company, came on and did great work, but she missed out on an opportunity for a promotion into a senior position and was feeling let down.
We talked through her options, and when it came to it, we realized that she didn’t have a good handle on some of the key things she needed that would enable her to make a plan for the coming months and years ahead. Things like her unique:
- Strengths, values, and passions
- Long-term career milestones
- Work styles and preferences that drive her behavior
So we worked on exploring and uncovering each of those items on the list (and a few others). And then I realized that this was something I had to do myself early in my career so I could steer my work towards what I wanted to do and accomplish. As a bit of a nerd, it’s something that comes naturally to me, but other people need an outside prompt or encouragement to start exploring those critical questions they must answer about themselves.
In the link below, you can get the free guide with the five questions (no strings attached). I’m actively building out some new resources around HR careers because it’s a question I get on a daily basis and I know that we can help each other get smarter, be better, and accomplish more.
Regardless of whether you’re trying to break into HR, you’ve been with us for a few years, or you have more experience than me, these questions will help you think critically about what you’re doing and how to sculpt and shape your career into something you can be proud of.
“What different actions can we take going forward? So whether it was an implementation to our benefits plan or whether it was rolling out a new piece to our onboarding process, let’s do an analysis at the end… Is there anything that could’ve made this better? Just one little thing that we could tweak so that we can learn from this.”
Angie Redmon, striveHR
We’re Only Human — Episode 107
Today there’s no shortage of employer award programs. Every magazine, business publication, website, and trade association has a version of these programs, and they all look at different elements of how employers support their people. In today’s conversation, Ben talks with Angie Redmon of striveHR about how she works with employers to help them win these awards. As you’ll hear in the discussion, this is about more than “teaching to the test.” It’s about fundamentally changing how you care for and support your people, and the journey towards that end goal is perhaps more important than the end goal itself. In the conversation you’ll learn the three critical components that lead to a winning strategy over time.
Learn more about Angie and connect with her: https://www.linkedin.com/in/angieredmonbestworkplaceadvisor
Find our episode archive, subscribe options on Spotify, Google, Amazon, and more, and learn more about We’re Only Human: http://lhra.io/podcast
“The way work is getting done as increasingly flexible and it gives the worker the power of choice. That choice serves both the worker and the end enterprise.”
Dan Beck, COO of Utmost
We’re Only Human — Episode 106
Quick, your business needs to fill a talent gap you have, but you don’t want to hire a new staff member. What do you do? Hire a consultant? Pick up a freelancer? Snag an independent contractor?
Historically, these activities have happened outside the realm of HR, partly due to compliance and partly due to the different approaches to bringing on that talent. In today’s episode, Ben talks with Dan Beck, COO of Utmost, about how forward-thinking employers are hiring, tracking, and managing the extended workforce.
Think about it: companies today have increasing numbers of gig workers and flexible talent on the books, so why shouldn’t we have insights into who they are, how we can manage them, and what that investment looks like at the highest levels of the company?
Learn more: https://utmost.co/
Connect with Dan: firstname.lastname@example.org
Today’s question is about HR consultant jobs and whether they are a good career move.
Note: I LOVE to get questions from readers (just like the one below). If you have a question you’d like to ask here or on the podcast, please send it to questions AT upstarthr.com or record a short voice note here anonymously: https://upstarthr.com/question
See other reader questions here. Today’s question is about HR consultant jobs and whether they are a good career move for someone who is trying to break into HR.
I have been working in a retail job and want to get into HR. Are HR consulting jobs a good idea for me? I have my degree and want to take the certification exam when I can.
Good News and Bad News
Hi Luis! Thanks so much for the question. Let’s dive into a few aspects of this because it’s not an easy yes/no answer when it comes to HR consultant jobs.
I’ll start with the tough news: if you’re working in retail and have not been in HR yet, it’s going to be very difficult to jump right into consulting. There are a few reasons, like the fact that 80% of what you learn about HR happens on the job, not in a classroom.
That said, don’t lose hope! I have some ideas for you that can help you make some headway.
Breaking into HR and Other Tips
If you are looking for the right person for the job, then it is important for you to conduct a thorough background check. There is a lot that you need to do to make sure that you find the right employee. One of the most important tests is a drug test. At the same time, there are lots of different drug tests from which you can choose. What are a few of the lines that you need to pay attention to when it comes to an applicant drug screen?
The Prospect of a Positive Marijuana Screen
First, understand that you may be looking at a test that is positive for marijuana. Depending on the jurisdiction in which you are located, this may or may not matter. There are two different substances that may be positive when it comes to a marijuana screen. The first is CBD, which stands for cannabidiol. This is something that can be found over the counter in a lot of places. A lot of people take CBD regularly to help them with sleep, substance abuse issues, and even anxiety. The other possible positive is THC. THC is the substance in marijuana that gives it its characteristic high. This is something that you will definitely want to explore if you find that it was positive. Make sure you understand what you’re looking at if someone is positive for marijuana.
Understand the Implications of Prescription Drugs