Talentculture #worktrends

There are a wide variety of benefits to well-designed and executed mentoring relationships in the workplace. However, they are starting to disappear. During this #WorkTrends, we will discuss the risks and rewards of mentoring, identify reasons why mentoring is disappearing, and how to reintroduce these important business relationships. Along with our knowledgeable guests Jonathan Segal (@Jonathan_HR_Law) and Sue Meisinger (@suemeisinger), we will uncover: 1. What mentoring is and isn’t 2. The importance of mentoring to the overall business 3. How to maximize the value of cross-gender mentoring and minimize the potential legal risks Thank you to all the TalentCulture sponsors, partners and supporters!

Every day, unconscious biases influence hiring decisions. This issue undercuts the culture and success of many companies, from start-ups to Fortune 500s. According to our guest, author and coach Gail Tolstoi-Miller (@gailtolstoimill), companies must build awareness of the bias that takes place in the hiring process and take action. She will share why organizations should implement formal training for people in decision-making functions, and how to combat and diminish bias throughout the hiring process.  

In a tight labor market with high demand for top talent, speed is critical to landing the best possible talent. According to our guest, Kurt Jones (@kurtjones9900) with PeopleFluent, recruiting leaders need to focus on all of the areas in their control to make sure their teams are performing at peak productivity and with a constant sense of urgency.   Guest host Cyndy Trivella and Kurt will discuss: How much wasted time costs an organizationWhy speed and productivity should be top priorities for recruitersHow to capitalize on technology to keep talent pools fresh and accessibleHow speed positively impacts the Candidate Experience Join us Wednesday, March 9 at 1pm ET for a live podcast; at 1:30pm ET, our interactive Twitter Chat continues. Don't forget to use the #WorkTrends hashtag - see you there. 

#WorkTrends welcomes Mike Lewis, author of "When to Jump", to discuss both sides of jumping, whether it's time to leave a job to pursue dreams or if you need to retain top talent. We will discuss: How to retain top talent from “jumping”Why top talent (particularly millennials) jump today more than ever beforeCurrent trends in corporate environments to best retain the talentHow to explore internal jumpsWhen to jump Come learn about the changing perceptions of career pathing and how to encourage jumps that satisfy employees while preventing talent attrition. And you may just leave the show thinking, "It's my time to jump!"

During this #WorkTrends event, we will discuss the superpowers of leaders, briefly touching on the powers of: AccountabilityConvictionPersuasion, andCollaboration. We will also discuss: The ingredients of an effective leader;How superheroes can make you a better leader; andThe use of pop culture to enhance talent management initiatives.  David Kahn, Ph.D. is the author of "Cape, Spandex, Briefcase: Leadership Lessons from Superheroes.” He is an experienced researcher and practitioner in leadership and has been speaking and consulting on the principles of company culture, management, organizational behavior and business strategies for almost 20 years. David also writes for leadersayswhat.com where he makes leadership theories and research accessible by adding a twist of pop culture.

While we have been led to believe that we can separate our personal and work personas, we are only one person. We don’t need to have this separation and balancing act in our lives. For many, work has become how we define ourselves and why we need balance is because many of us no longer have a life outside of their work. We can buy into the work-life balance mythology or we can change the story and realize there is only life; no blending or integrating required. We need to become whole as people by figuring out what role work plays in our lives and our own relationship with money and power. Many people of all ages no longer want to live someone else’s stories and are picking themselves instead of waiting to be picked for a job or a promotion.   LIFEworking is an approach that meshes life and work into an integrated existence, but most importantly, it is a way of living in which the individual and not the organization defines the meaning of success. To achieve LIFEworking, we need to first understand what succe

Destructive management has been percolating in organizations for some time. Its adverse affects have become commonplace and too little is being done about it. Our guest, Shawn Murphy, will discuss his debut book, The Optimistic Workplace, which defines the symptoms and many antidotes to overcome destructive management; he will also share why and how to move towards building an optimistic workplace.  Shawn Murphy is an author, keynote speaker, and the CEO/Founder of the consultancy Switch + Shift. Connect with Shawn on Twitter @TheShawnMurphy and read his weekly Inc.com column, “Positive Business.”

The TalentCulture #TChat Show is back live on Wednesday, February 3, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how HR leaders achieve talent brand dominance, and this week we’re going to talk about how to manage through influence. Organizations are becoming more matrixed and less hierarchical every day. Command-and-control corporate structures are relics of the past.  Like most managers today, dealing with flatter organizational structures, outsourcing, and virtual teams are all quite challenging. Because of this, more and more managers need to get things done through their peers inside and outside their organizations.  However, because the world of work has gotten so complex, the very act of change has grown increasingly difficult. Today’s flatter organizations actually give employees and managers much more flexibility in deciding how work gets done, but they also require greater levels of collaboration than ever before. This means that success is often dependent on persuading other indiv

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 27, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how tech pros can help assess and hire tech pros, and this week we’re going to talk about how HR leaders achieve talent brand dominance. Employers are obviously constantly aware of the state of their company brand. But very few organizations realize the impact of their talent brand on both their reputation to job seekers and company morale amongst existing employees.  A talent brand is what talent (which comprises both working and non-working Joes) thinks, feels, and shares about your company as a place to work. Contrary to what employers believe, according to this week’s guest, less than 30 percent of the working population cares about their company’s product brand. What they are concerned with is how employers approach caring for their people and addressing their needs. Most hiring authorities aren’t coming to terms to deal with the reality that their talented em

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 20, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about why the best recruitment means smarter workforce marketing, and this week we’re going to talk about how tech pros can help assess and hire tech pros. In the world of recruiting, experts are a little more difficult to define. The exception to this rule is, of course, the field of technology. The tech field is based on those that have real-world developed sought-after skills. True technical expertise is difficult to find, even as it is increasingly needed in today’s rich digital economy. With companies increasingly relying on their employee’s technical acumen it has become more important than ever to make quick, accurate hiring decisions.  Studies have shown that the cost of a bad hire can run into the tens of thousands of dollars. The cost of onboarding and training an employee that turns out not to have the technical skill level needed to complete their job, is not

The TalentCulture #TChat Show is back live in the New Year on Wednesday, January 13, 2016, from 1-2 pm ET (10-11 am PT). Last week we talked about how to create the ultimate hiring experience, and this week we’re going to talk about why the best recruitment means smarter workforce marketing. Today’s hiring economy is highly complex and competitive and finding top talent is harder than ever. If fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers. Candidates want to be valued and have an engaging and transparent experience and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business and translate to millions in lost revenue annually.  The fact is we are all job seekers and perpetual candidates, even if we’re currently happily employed. And candidates are the hiring organization’s to lose before they even think about applying for a job.  Today bo

The TalentCulture #TChat Show is back live on Wednesday, December 16, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about a few of our favorite #TChat shows, and this week we’re going to talk about the power of relationships from the bedroom to the boardroom. One of the most critical elements of any relationship is one of trust. Couples who build a strong sense of trust are happier, just as those in trustworthy work relationships are more productive and have better connections with those they work with.   The same is true at home and in the workplace. Business leaders including HR must inspire trustworthy relationships since they’re responsible for internal customers and decreasing attrition, increasing employee engagement, decreasing sick days, increasing productivity, enhancing communication between departments, tearing down silos, and so much more. How can we all create a more trustworthy work environment for all our relationships that lead to a sphere of greater happiness, connectivity and produ

The TalentCulture #TChat Show is back live on Wednesday, December 9, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about how social recruiting makes the talent business case, and this week we’re going to share a few of our favorite #TChat shows! No, we’re not doing a production of Sound of Music — but since it’s nearing the end of 2015 and the holidays are upon us, the TalentCulture #TChat Show co-hosts and co-founders Meghan M. Biro and Kevin W. Grossman, along with their amazing #TChat event manager and show producer Cyndy Trivella, wanted to share some of their favorite shows from this year. It wasn’t an easy task; there are just too many great shows to pick from. But, to make it easier, we broke them down into three categories: - The favorites that made us think - The favorites that made us learn - And the favorites that made us laugh So stroll with us down memory lane all aglow with candy canes. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman, along

The TalentCulture #TChat Show is back live on Wednesday, December 2, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about how wellness programs improve employee performance, and this week we’re going to talk about how social recruiting makes the talent business case. Think social media is big now? It’s only getting bigger, along with its importance to tech recruiters looking for results. Social recruiting is no longer a trend. It’s the new norm. According to new Dice research, 9 out of 10 recruiters are using social media in talent acquisition. In fact, the same research shows that social media has improved or is greatly improving tech recruiting results including quality of candidates, referrals and time-to-hire. Social has become the tool for promoting jobs, building brands, sourcing candidates, creating relationships, and vetting applicants.  Recruiters know this is the future, and they’re investing their time and money accordingly to make the talent business case.  Join TalentCulture #TChat Show

The TalentCulture #TChat Show is back live on Wednesday, November 18, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about the benefits of a blended workforce and the staffing challenges it brings, and this week we’re going to talk about how wellness programs improve employee performance. Making time to stay in shape isn’t easy. Frenetic schedules and longer work hours take a big bite out of exercise. Plus, according to the American Heart Association, sedentary jobs have increased 83% since 1950 and physically active jobs now make up less than 20% of our workforce. In 1960, about half of the US workforce was physically active.  What to do? Being physically active can boost the employees’ health and it’s good for your business as well. In fact, research shows that workers who exercise during the day reported a 15 percent boost in performance, a happier mood and increased ability to meet deadlines. Whether you can have an on-site corporate fitness center or not, there are simple ways you can help your

The TalentCulture #TChat Show is back live on Wednesday, November 11, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about how to make meetings worth everyone’s time, and this week we’re going to talk about the benefits of a blended workforce and the staffing challenges it brings. The way we used to work is gone. The days of primarily being full-time or part-time have given way to the blended workforce — those individuals working as independent contractors, freelance workers and self-employed entrepreneurial talent side-by-side their full-time brothers and sisters.  Employers are now hiring record numbers of contingent workers and relying increasingly on this mix to achieve their goals. Not only that, these workers are happier, have achieved greater work-life integration and are profiting on their own. That’s welcome news for employers and workers looking to improve their opportunities. But building and managing this blended workforce presents challenges on almost every front—particularly when it com

The TalentCulture #TChat Show is back live on Wednesday, November 4, 2015, from 1-2 pm ET (10-11 am PT).? Last week we talked about how hiring managers can reduce the cost of hiring, and this week we’re going to talk about how to make meetings worth everyone’s time. Meetings have been the bane of business since the beginning of business time. Too many of us feel that meetings are time-wasting, energy-sapping affairs. Most meetings feel like useless gatherings endured at the expense of the real work that needs to get done. But the good news is that meetings can be places where people do meaningful work, make plans, reach decisions, make commitments, and grow and develop and where everyone decides to get behind a task.  Changing meetings from time wasting to time valued from energy sapping to energy producing, requires a different approach to designing, leading, and contributing in meetings. It means a change in direction. It means making new choices.  Join TalentCulture #TChat Show co-founders and co-hosts Meg

The TalentCulture #TChat Show is back live on Wednesday, October 28, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about why recruitment should be transparent marketing, and this week we’re going to talk about how hiring managers can reduce the cost of hiring. In an increasingly competitive hiring environment, hiring managers must improve their engagement and performance with recruited and candidates alike in order to hire and retain top talent. But all too often, this is far from ideal, and they unfortunately fail to do this effectively.  The importance is crucial to hiring success and reducing the cost of hiring. Overall, a high percentage of mature talent acquisition functions report that they have high-performing relationships with hiring managers.  With these relationships, a company’s ability to hire qualified individuals efficiently and cost-effectively and meet today’s business needs and tomorrow’s challenges will excel and save potentially millions per year.  Join TalentCulture #TChat Show

The TalentCulture #TChat Show is back live on Wednesday, October 21, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about the three steps to selecting the right HR technology, and this week we’re going to talk about why recruitment should be transparent marketing. Today’s hiring economy is highly complex and competitive and finding top talent is harder than ever. If fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers. Candidates want to be valued and have an engaging and transparent experience and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business and translate to millions in lost revenue annually.  The fact is – we are all job seekers and perpetual candidates – even if we’re currently happily employed. Today’s job seeker wants career development opportunities, a great company culture, and a positive experience — which is why tr

The TalentCulture #TChat Show is back live on Wednesday, October 14, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about sourcing candidates in a way the increases retention, and this week we’re going to talk about the three steps to selecting the right HR technology. Selecting the right HR technology can be a daunting task, whether it's a new solution or a replacement system. So many things have to be considered in this complex ecosystem relationship — cloud computing, best of breed and integrated HR and talent acquisition and management systems, and more. On the eye of the 2015 HR Technology Conference & Exposition, we want to share three selection steps to consider. First, outline your problem and goals — what are the problems with your talent  strategy today and what are your goals for tomorrow? Second, research your solutions — now that you’ve documented your primary talent strategy problems and goals, it’s time to find the right solution that will enable you to recruiting, hire, develop an