Tag Archives: We’re Only Human

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How Does AlliedUniversal Hire 90,000 Workers a Year? Referrals and PURPOSE [Podcast]

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How many people did your firm hire last year? 10? 100? 1,000? While it’s not a contest, there are lessons to be learned from organizations that hire more people, because they have the process down to a science. Today we’re going to hear from the head of hiring operations at AlliedUniversal, one of the largest security firms in the world. AlliedUniversal hires more than 90,000 workers per year and has some great lessons we can all learn from, such as hiring with purpose.

I actually looked at the archive and realized I recorded a video nearly 8 years ago on how to work with purpose. It’s pretty early in my video recording days, which means the quality is iffy and you get to see the version of me that was brand new to this whole world of HR, but if you want to subject yourself to it, here’s the link. :-)

Subscribers click through to listen to the show below Continue reading →

george-larocque

HR Technology Vendor Demos: The Good, The Bad, and The Ugly [Podcast]

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One of the aspects of my job that I love is helping HR leaders select the right technology for their firms. (Thinking about changing technology this year? Let’s talk.)

How many vendor demos have you been through lately? Could the demo have been run more smoothly? Were there any issues? Do you have pet peeves about how vendor demos should run?

If the group of HR leaders we examined has anything to say about it, there is a clear need for improvement in how these demos are managed. From showing up without contextual understanding of the business or the industry challenges to selling software features that don’t yet exist, there’s room for improvement. In the podcast episode below, industry expert George LaRocque and I explore these and other issues plaguing the vendor demo scene.

Subscribers, click through to listen in to the discussion.

Show Notes

Show link: https://beneubanks.podbean.com/e/were-only-human-21-hr-tech-vendor-demo-makeovers-with-george-larocque/

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.

george-larocqueIn today’s conversation, I speak 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. We 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 www.larocqueinc.com
  • The Facebook group can be found here: www.facebook.com/groups/talentproductplays/

Interested in checking out additional episodes of We’re Only Human? Visit our podcast page to learn more about the show, our mission, and what we’re all about.

joe deloss

Can a Business Grow Competitively While Doing Social Good? [Podcast]

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The United States is experiencing one of the lowest unemployment rates in history, and a new study from Express Employment Professionals shows that 8 in 10 businesses expect to grow this year. Where will that talent come from, since artificial intelligence isn’t here yet to save us?

joe delossFor most employers, this means that retention is going to be more important this year than ever before, and this is especially true for employers where turnover in customer-facing roles leads to critical gaps in coverage, performance, and service. We need to be asking ourselves how we can treat the people we hire in such a way that we actually improve their lives. It’s about more than just offering them a paycheck in so many ways.

In the interview below, I speak with Joe DeLoss, Head Fryer and Founder at Hot Chicken Takeover. The question I asked in the title (can a business be competitive while doing social good?) is clearly answered in this interview as we talk about his mission and vision for the company in the context of the social impact it has.

Subscribers, click through to listen to the interview.

Show Notes

Episode link: Listen on the We’re Only Human Podcast page

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, I talk 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 (hint: not a good idea). 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:

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

How to Be a Professional Troublemaker in HR [Podcast]

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We're Only Human PodcastThis coming year, my wish for you is that you become more of a troublemaker in your business.

Yes, you heard me correctly. HR has a longstanding tradition of being the administrative department. The party planners. The “that’s how we’ve always done it and let’s avoid the risk” police.

But what if there was another way? What if we could be disruptors and troublemakers as a force for good? In this episode of We’re Only Human, I interview Jill Kopanis, a VP of HR that seeks to shake up the workplace every single day. There are some great notes and lessons for each of us and I highly encourage you to check it out.

(Subscribers click through to check out the episode below)

Show Notes

We’re Only Human 18 – How to Become a Chief Operating Trouble Maker in HR

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
  • How to focus on engagement that matters
  • How to avoid the “Millennial” or “Boomer” stereotypes and biases

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.

How to Radically Change Your Performance Management Practice [Podcast]

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autumn speharIn today’s episode of We’re Only Human, I talk with Autumn Spehar, HR Director at Stout Advisory, about how her company made a radical change in its approach to performance management. We also talk about how it’s working out one year later and the key lessons learned.

Check out the show below:

Show Notes

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!

neuroscience learning content

The Neuroscience of Great Learning Content: Attention, Memory, and Exploration [Podcast]

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neuroscience learning content

Ask any business leader, and they’ll tell you they invest in the development of their workforce with the goal of improving performance. Yet the training and content delivery methods of the past aren’t keeping pace with the needs of the modern learner. No longer can you throw an hour of eLearning at a problem or slap a speaker in front of an audience and hope that knowledge will transfer and behaviors will change.

What gives? 

In today’s episode of We’re Only Human, I explore three critical components of great learning content based on neuroscience principles. In other words, I look at how people actually learn from experiences, interactions, and content and focus the discussion on those elements. In the discussion of how attention, memory, and self-exploration impact learning, I also provide helpful advice on how to create learning experiences that deliver impact and results.

Additionally, if you want to explore more deeply, you can check out my new eBook, the Neuroscience Principles of Great Learning Content, which can be found here: http://lhra.io/neuroscience

For more episodes of We’re Only Human or to learn more about the show, check out https://upstarthr.com/podcast

Check out the podcast embedded below:

 

 

We're Only Human Podcast

Recapping the We’re Only Human Podcast: One Year, Many Lessons

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We're Only Human Podcast

Whew.

I’m in recovery mode from last week’s jaunt to Vegas for the HR Technology Conference. For people in my line of work, that’s our version of the Olympics (or whatever other metaphor you need to demonstrate how much it puts you through the wringer). With that in mind, I’m feeling like a walk down memory lane might be a good route for today.

For starters, though, did you notice our new logo for the show? I was looking for something that was somewhat playful but still kept the “human” element at the forefront. Hope you like it!

So why the walk down memory lane? Back in August I celebrated a year of hosting the We’re Only Human podcast. I had some initial ideas and thoughts before starting the show in 2016, and some of them turned out to be true (while I obviously also had a few lessons to learn!) For instance, I had a suspicion that the format would make people feel more comfortable with me because it’s a very personal medium to hear someone’s voice. That very quickly showed itself to be true.  Continue reading →