We're Only Human

"And speaking of changing expectations and what's socially acceptable, this challenge of ghosting is going through the roof, and I've got bad news for you.
It's gonna get worse.
When we look at the data on ghosting, we see that it's actually age correlated. So someone who is 25 is more likely than someone who's 35, who's more likely someone who's 45, and so on. So the people who are 55 years old and older in the workplace are the least likely to ghost an employer. 
And guess what? They're gonna steadily age out. And the ones who are doing it the most are gonna continue aging into the workforce."
Ben Eubanks, Chief Research Officer, Lighthouse Research & AdvisoryExcerpt from 2022 RPO Association Conference Keynote
 
We're Only Human -- Episode 158
 
In this rare solo episode, Ben shares a short portion of his 2022 keynote address at the Recruitment Process Outsourcing Association Annual Conference in Chicago, unveiling some brand new research on how employers value RPO relationships, what gaps exist, and more. 
To learn more about the conference: https://www.rpoassociation.org/event-5062642 
To see the full RPO research report: https://rpoassociation.org/2022-RPO-Research-Report/
Learn more about the RPOA: https://rpoassociation.org/ 

"It's a big differentiator. And I think the organizations that figure it out--the organizations that get it right--are the ones that are gonna be able to attract people. And I think organizations that don't are gonna have more of a struggle because that becomes more important as we think about just making conscious choices: how do we wanna spend our days? How do we wanna spend our working lives and what do we want to accomplish?
Mike Trusty, VP of Talent and Learning, Fannie Mae
We're Only Human -- Episode 157
 
Digital transformation isn't a new concept, but it's always interesting to hear how different employers approach the process, the challenge, and most importantly, the people side of the equation. In this episode of We're Only Human, Ben Eubanks interviews Mike Trusty from Fannie Mae about his perspective on the organization's transformation journey and what lessons it holds for other leaders on similar paths. Spoiler alert: Mike's big recommendation: hold off on the flash and focus on the substance. The nuts and bolts. The key fundamentals. Without that foundation, most efforts will not succeed long-term. Want more? Dive into this episode and take notes!
 
Show Notes
Connect with Mike on LinkedIn
Check out HR Summer School, our biggest virtual livestream event of the year!
Check out our show archives and sign up for updates so you don't miss an episode

There's certainly the opportunity cost that comes with assigning someone from your learning team or frankly finding anybody to work on this if it's not gonna fix the problem. There's also the frustration that comes with that. I've experienced that personally and as a leader of learning professionals. It is really frustrating to spend your time and effort doing something that you think is not gonna work.
Ben Sieke, Director of Talent Development and Learning, Delta Dental
We're Only Human -- Episode 156
When training is the answer to a problem, it can improve performance, satisfaction, and results. 
When it's not the answer, it just increases frustration, drives down motivation, and increases unnecessary costs. 
In today's episode of We're Only Human, Ben talks with Ben Sieke from Delta Dental about when issues are training problems and when they aren't. More importantly, Sieke shares insights as a learning executive for how to adapt and respond to the situations in a positive, productive way. If you've ever been told "it's a training problem" and weren't sure that assessment was correct, this episode is for you. 
Note: This episode is a replay from HR Summer School 2022. HRSS 2023 is now open for registration.
Show Notes
Connect with Ben on LinkedIn
Check out our show archives and sign up for updates so you don't miss an episode
 

 "So there's a massive amount of insights coming from this. We measure things like net promoter score -- we have an average NPS of around 73, which as we all know is pretty great. And a big one for me is that 41% of people we actually go on to hire actually have used the platform once or more than once. That's a really big figure to show this is actually supporting employees to apply with us and attracting them to us and being successful in getting a role with us."
Lisa Brignall, Head of Talent Acquisition GB at Coca Cola Europacific Partners
We're Only Human -- Episode 155
One of the things every company struggles with is sharing a realistic preview of the job with candidates. Job applicants expect recruiters and hiring managers to smooth over the rough edges, and it's tough to have a transparent and honest conversation. But Lisa Brignall and the team at Coca Cola Europacific Partners have found a way to solve for this. They actually give candidates access to employee Insiders that are empowered to talk about the culture, work conditions, and other realities of employment. 
In this episode of We're Only Human, Ben and Lisa talk about the program, how it's set up, and what results and impact it has already demonstrated in a relatively short time. If your company is hiring and wants to create a more open dialogue with candidates, this episode is for you. 
Show Notes
Connect with Lisa on LinkedIn
Check out the recruitment marketing episode with Kelby Tansey from Southwest Airlines
Check out the show archives and links to subscribe on Spotify, Google, Amazon, and more

 "The joke is pilots get in the plane, they read their checklist, and they take off. They push the [autopilot] button and sit back and wait for the plane to land itself. But when something goes wrong, suddenly the pilot's got to take control. And then everybody's life's in that pilot's hands. I think autopilot turned off for compensation people 18 months ago."
Bryan Briscoe, VP Global Compensation at Marriott International
 
We're Only Human -- Episode 154
 
There's not a company in existence that hasn't needed to take a fresh look at compensation in the last year. The general consensus? "Wages are up."
But this conversation offers a deeper look for those that really want to dig into how compensation is changing. In today's episode, Ben chats with Bryan Briscoe of Marriott International about critical trends in compensation like pay transparency requirements, how crowdsourced pay data compares to traditional salary survey data, and the biggest lesson Bryan recommends that other HR and compensation leaders follow if they want to be successful. 
Show Notes
Get a copy of Ben's new book Talent Scarcity, a #1 bestseller on Amazon: https://amzn.to/3XbCFw4 
Connect with Bryan Briscoe: https://www.linkedin.com/in/bryan-briscoe-76584b5 
Listen to our show archives: https://lhra.io/were-only-human-podcast/ 
 

We can talk about DEI and belonging in that space. We can talk about culture, but really those powerful impacts that can happen internally and externally are really dictated on the leadership. When I think of leadership, I believe leadership is an example of love, trust, and grace. 
George Rogers, Chief Culture Officer, Lighthouse Research & Advisory
We're Only Human -- Episode 153
 
There's no shortage of conversations today about DEI and the newest addition to that set of perspectives--belonging. But one of the challenges talent and DEI leaders have is making belonging more than just a buzzword or an empty phrase. To get real investment, support, and focus on this critical topic, they need a business case. 
In today's episode, you'll hear from George Rogers, a new addition to the team at Lighthouse. George is going to be focusing his research on DEI, culture, leadership, performance, and engagement. In this conversation with Ben, George highlights some of the new research on belonging, such as how much it impacts someone's plans to quit their job (spoiler alert: there's a clear link!) or their intent to recommend their employer as a great place to work. If you are curious about employee belonging, this evidence-based approach will help you make it come to life within your organization. 
 
Show Notes
This is a replay of a session from our State of DEIB event held in November 2022. Get the free replay here: https://hrsummerschool.org/deib 
Connect with George Rogers: https://www.linkedin.com/in/thegeorgerogers/ 
Listen to our show archives: https://lhra.io/were-only-human-podcast/ 

"Our main priorities right now are not unlike all people leaders. We're focused on hiring and we're focused on retention. On the hiring front, it's less about volume hiring. I think that everyone's slowing down just a little bit. With this economy we're focused on smart hiring and making sure that we're bringing in the right people for the right roles. Making sure not just to check a box or to make sure we're getting people in, but we want them to be happy in that role."
Allison Lee, Chief People Officer, Persado
 
We're Only Human -- Episode 152
 
When we select candidates, bias enters the process. There's no other way to say it. But increasingly companies are using tools to help them make selection decisions based on data. In Persado's case, the company uses Bryq to help create a clear picture of what each candidate brings to the table so hiring managers can select the best fit candidate for the role, not just one that makes them feel comfortable. 
As we hear from Allison Lee, Chief People Officer at Persado, this type of tool also makes internal mobility and employee career development a more structured and valuable process, turning it from a reactive challenge to a proactive opportunity. 
 
Show Notes
Connect with Allison on LinkedIn
Learn more about Bryq
Watch the whole replay for the State of DEIB event
Check out the show archives and get free updates for new episodes
 

"One of our ramp agents interacted with our CEO during one of his station visits and mentioned that he had taught himself how to code and that he was interested in technology. Our CEO was able to come back and connect him with recruiters and with our career mobility center [to] learn about a new program that we were just standing up. That employee actually moved from a ramp agent into this program, and our CEO was the one to call and make him an offer." 
Kelby Tansey, Manager of Recruitment Marketing, Southwest Airlines
We're Only Human -- Episode 151
Most companies put at least some thought into how they promote their jobs to candidates outside the company. But what about promoting those jobs within the organization? Research shows that two out of three workers have quit a job because of a lack of growth, but 90% of them would have stayed if they had seen a path ahead!
In this episode, Ben talks with Kelby Tansey of Southwest Airlines about how the company makes positions and career choices known to its internal staff. Kelby opens the playbook on how to communicate, what to share, and why they prioritize it at Southwest. If your company is trying to get better at moving people within the business, get ready to take notes. 
 
Show Notes
Connect with Kelby on LinkedIn
Watch the YouTube video Kelby mentioned on the show
Check out the show archives and get free updates for new episodes