We're Only Human

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An HR podcast focusing on the intersection of people and technology at work, We’re Only Human examines research, technology, and practical strategies for creating better outcomes for employers and the workforce. It’s a wealth of insight for anyone looking to create a high-performing organization.

  1. 6 天前

    Why Pay Transparency Requires Better Communication

    In this episode, Shari Kalsta of Jera Compensation Consulting explains why compensation strategy is no longer just about spreadsheets and market data. As pay transparency laws spread and employees gain access to more information about salaries, organizations must rethink how they explain compensation decisions. Shari shares practical lessons from two decades in compensation consulting on why communication, storytelling, and leadership alignment are now essential skills for HR and compensation teams. Listeners will learn how to build a clear compensation philosophy, align leaders on pay decisions, and translate complex pay data into messages employees and managers actually understand. Key Takeaways Compensation strategy is becoming more social and emotional as pay transparency increases. Many organizations publish salary ranges but fail to explain the reasoning behind them. Employees often have partial information about pay that leads to confusion or false assumptions. A clear compensation philosophy should explain how pay decisions are made and why. Compensation teams must shift from technical analysis to storytelling and communication. Leaders often define promotions and pay decisions differently, creating misalignment. Successful compensation programs require leadership alignment before rollout. Managers and recruiters need clear guidance so they can explain pay decisions consistently. Storytelling helps leaders and employees understand compensation concepts better than data alone. Compensation systems fail when organizations build the structure but do not train people to use it. Connect with Shari on LinkedIn: https://www.linkedin.com/in/shari-kalsta-ccp-grp-22578b7/ Timestamps 00:00 Why compensation conversations matter today 01:00 Shari’s path into compensation consulting 04:00 Learning the complexity of compensation strategy 06:00 How perspective and bias shape compensation decisions 09:00 The impact of pay transparency laws 12:00 Why most companies lack a clear compensation philosophy 15:00 The biggest mistake compensation teams make 18:00 Why storytelling is essential in compensation communication 21:00 The car shopping analogy for compensation budgets 26:00 Solving hiring pain points with structured compensation Keywords compensation strategy pay transparency compensation philosophy salary ranges HR compensation communication pay equity compensation consulting HR leadership alignment compensation storytelling workplace pay strategy

  2. 4月13日

    How Healthcare Teams Hire Better Talent

    In this episode, you will learn how modern talent acquisition leaders improve hiring outcomes while protecting the human side of recruiting. The conversation explores how healthcare organizations handle massive hiring volumes, why candidate experience still matters in a competitive labor market, and how recruiting teams use data to connect HR metrics to real business outcomes. Ryan Henning, Director, Talent Acquisition, Highmark Health, shares practical insights on internal mobility challenges, reducing time to fill, improving candidate experience, and how talent acquisition teams influence patient outcomes by hiring the right people faster. Key Takeaways: Recruiting teams can dramatically reduce time to fill while maintaining strong candidate experience. Hiring the right people faster directly impacts patient care and operational performance in healthcare. Internal candidates often take longer to hire than external candidates, even though they are known employees. Talent acquisition leaders must translate HR metrics into business impact when speaking with executives. Candidate experience matters even in uncertain job markets and should never be taken for granted. Lowball offers or poor communication can damage employer reputation and long-term hiring success. Data helps talent acquisition teams influence leadership decisions and demonstrate business value. Recruiters should operate as consultants to hiring managers, not just resume processors. Early career and high school pipeline programs are becoming critical in healthcare workforce planning. Process improvements in interview scheduling and hiring workflows can significantly improve hiring speed. Connect with Ryan on LinkedIn: https://www.linkedin.com/in/ryan-henning-phr-0376901a/ Also mentioned in this conversation: Episode 180 on reducing recruiting cycle time: https://megaphone.link/DIRED7119433062 Timestamps: 00:00 Why candidate experience still matters today 02:00 Ryan Henning’s role leading talent acquisition at Highmark Health 04:00 Why healthcare organizations recruit talent starting in high school 06:00 The long-term workforce strategy behind healthcare pipelines 11:30 Hiring 10,000 employees while improving recruiting metrics 14:30 Translating HR data into business impact for executives 18:00 Why internal hiring often takes longer than external hiring 22:30 How recruiting experience affects employee performance 24:00 Fixing interview scheduling and recruiting process inefficiencies 26:00 Lessons on collaboration and knowledge sharing in recruiting Top Keywords: candidate experience in recruiting healthcare talent acquisition strategy internal mobility hiring challenges reducing time to fill roles healthcare recruiting pipeline talent acquisition metrics and data recruiting process improvement early career healthcare programs HR business impact of recruiting healthcare workforce shortages

  3. 3月2日

    How to Prevent Candidate Fraud in Hiring

    If you are wondering how AI is changing candidate fraud and what recruiters can do about it, this episode breaks it down in practical terms. In this conversation, Terry Terhark, CEO at NXTThing RPO, shares what he is seeing firsthand across enterprise recruiting teams. You will learn what candidate fraud really looks like today, how AI tools are helping applicants misrepresent skills and identity, and what talent acquisition teams can do to protect their hiring process without overreacting. The discussion includes real-world examples of fake resumes, AI-assisted interviews, dual employment, falsified references, and remote hiring risks, along with concrete steps to reduce bad hires and improve hiring integrity. Key Takeaways   Candidate fraud today is more sophisticated and often powered by AI tools. Fraud can include fake resumes, fake locations, fake identities, falsified work eligibility, and stand-in interviewees. AI tools can provide real-time interview answers, making it harder to assess real capability. Some candidates hold dual full-time remote jobs without disclosure. The cost of hiring a fraudulent candidate is far higher than candidate ghosting. Employers must clearly define what counts as acceptable AI use versus cheating. Requiring ID checks during video interviews can help verify identity. Asking candidates to share their screen during assessments can expose AI assistance. More companies are returning to in-person interviews to reduce fraud risk. Training recruiters and hiring managers to spot red flags is a critical first line of defense.   Connect with Terry on e-mail: terry.terhark@nextthingrpo.com Connect with Terry on LinkedIn: https://www.linkedin.com/in/terryterhark/   Timestamps 00:00 What Is Candidate Fraud Today 04:30 AI Tools Perfecting Resumes 09:15 Real Stories of Fake Remote Hires 14:00 The True Cost of a Bad Hire 18:20 Dual Employment and Remote Risks 22:45 Practical Ways to Verify Identity 27:30 In-Person Interviews Making a Comeback 31:00 Creating Clear AI Usage Policies 35:40 Training Recruiters to Spot Fraud 39:00 The AI Arms Race in Hiring   Keywords candidate fraud in hiring AI in recruiting fake resumes AI interview cheating remote hiring risks dual employment fraud identity verification in recruitment background check best practices AI hiring policies talent acquisition challenges

  4. 2月23日

    How to Make AI Work for Employees

    Guest: Robin Barbacane, Chief Talent Development Officer, Rackspace In this episode, you will learn how to successfully introduce AI into your workplace without creating fear, resistance, or chaos. The conversation breaks down how to build AI literacy and confidence across your workforce, how to use AI agents to solve real business problems, and how to shift HR from a support function to a strategic driver of transformation. You will hear practical examples of AI adoption inside HR, including virtual assistants handling employee questions, AI tools supporting recruiting and employment law across multiple countries, and a structured approach to testing and scaling new AI use cases. If you are wondering how to start with AI, how to handle resistance, how to clean up your data, or how to measure success without demanding instant ROI, this episode offers a clear roadmap. Key Takeaways: AI adoption must focus on both skills and confidence, not just training. Start with hands-on workshops and real business problems instead of abstract theory. Treat AI like a coworker that needs onboarding, training, and performance reviews. Use a hackathon-style approach to generate AI solutions tied to business outcomes. Begin inside one function, prove value, and then scale across the organization. Clean and centralize your data before expecting strong AI results. Create guardrails and governance, but avoid banning AI outright. Identify early adopters and change agents instead of fighting detractors. Expect mistakes and iteration rather than demanding perfect ROI on day one. Shift human effort toward higher-value, revenue-producing work while AI handles routine tasks. Timestamps: 00:00 Why AI confidence matters as much as skills 03:00 Moving from AI education to real action 06:00 Using a hackathon model to solve HR problems 08:00 Building an AI HR assistant to handle employee questions 11:00 Learning from AI mistakes and improving accuracy 16:00 Build versus buy AI tools across global operations 17:30 Creating an AI ambassador certification program 20:00 Why banning AI is a strategic mistake 22:00 Cleaning data before scaling AI 25:00 The human skills that matter most in an AI-driven workplace Top Keywords: AI in HR AI adoption strategy AI workplace transformation HR automation AI employee experience AI coworker model AI governance and guardrails Low-code AI agents HR digital transformation AI change management Connect with Robin on LinkedIn: https://www.linkedin.com/in/robinbarbacane/

  5. 2月16日

    Building Human Connection at Work

    In this episode, you’ll learn how intentional people practices help fast-growing organizations maintain culture, trust, and connection as they scale. The conversation explores how HR leaders can design meaningful employee experiences, hire for the right mindset, strengthen culture beyond perks, and build human connection in distributed and hybrid environments—all while supporting business growth. Join us as Emma Belconis shares practical, real-world lessons from helping a healthcare fintech company grow rapidly without losing its human core. This episode is supported by Insperity. Key takeaways: Employee experience starts with empathy and asking what would feel meaningful from a human perspective. Rapid growth requires agility, curiosity, and a willingness to figure things out in real time. Hiring for mindset and adaptability matters as much as skills, especially in fast-paced organizations. Clear expectations during recruiting help ensure people thrive in the environment they’re joining. Culture is built through consistent behaviors, not posters, perks, or one-time activities. Executive visibility and authentic leadership set the tone for connection and trust. In-person moments still matter for building relationships, trust, and shared energy. HR leaders must intentionally create spaces for connection; it rarely happens on its own. Trust is foundational to proactive HR, allowing issues to surface earlier and more honestly. Strong culture drives retention, referrals, innovation, and long-term performance. Connect with Emma on LinkedIn: https://www.linkedin.com/in/emma-belconis/ Timestamps: 0:00 Why empathy is central to employee experience 2:00 Navigating rapid growth and organizational change 4:00 Hiring for agility and curiosity 6:30 Setting expectations in recruiting and onboarding 8:10 Maintaining connection as teams scale 10:30 The role of leadership visibility in culture 12:20 Why in-person gatherings still matter 14:30 Building culture beyond perks and benefits 17:00 Trust as the foundation of effective HR 20:00 Advice for new HR leaders in fast-growing companies Keywords: employee experience HR leadership organizational culture human connection at work scaling companies people strategy trust in the workplace hybrid work culture HR best practices leadership and empathy

  6. 2月9日

    Practical AI for HR Teams

    AI is not ending HR but accelerating its evolution into a more strategic function. AI tools can significantly reduce time spent on repetitive HR tasks like policy drafting, reporting, and reviews. The real value of AI comes from connecting data across the entire employee lifecycle, not isolated HR silos. HR professionals need stronger skills in data literacy, technology, and business strategy to succeed. AI can help HR teams surface insights and patterns that humans often miss due to bias or time constraints. Automating compliance and administrative work frees HR to focus on coaching, development, and leadership support. AI will impact jobs and tasks, making workforce planning and reskilling a critical HR responsibility. HR must advocate for people by helping leaders balance automation with long term talent development. Using AI without clean, trustworthy data limits its value and increases risk. The future of HR work is humans plus AI, not humans replaced by AI. Timestamps: 00:00 Why HR has always evolved and why AI is different 05:00 Is AI really the end of HR 07:00 Practical AI use cases for HR professionals 09:30 Using AI beyond HR silos across the talent lifecycle 12:30 Saving time with AI for research, writing, and analysis 15:00 Why HR teams must become more strategic partners 18:00 The growing importance of data and technology skills in HR 22:00 AI, workforce change, and the risk of job displacement 27:00 Advocating for people in AI driven decisions 31:00 What HR hopes AI will eliminate from daily work Keywords: AI in HR HR technology people operations workforce transformation data driven HR AI and jobs HR strategy employee experience talent lifecycle future of work Show Links/Resources: Watch the AI for HR Livestream Replay: https://lhra.io/ai25 Connect with Sandra on LinkedIn: https://www.linkedin.com/in/sandraloughlin Connect with Lane on LinkedIn: https://www.linkedin.com/in/lanem1/

  7. 1月12日

    Hiring, Cheating, and the AI Dilemma

    Join host Ben Eubanks for a thought-provoking conversation with Dr. Cari Miller about one of the most pressing questions in today's workplace: When does using AI cross the line from productivity tool to cheating? From academic integrity to job applications and workplace performance, they explore the blurred boundaries of AI usage and what it means for workers, employers, and the future of work. This episode tackles the double standards, ethical dilemmas, and practical realities of AI adoption in hiring and beyond. Timestamps Episode Topics & Timestamps 0:00 - Introduction & Guest Background0:50 - Dr. Cari Miller's Research on AI & Worker Impacts3:00 - Academic Integrity vs. AI Literacy Debate5:00 - Defining AI "Cheating" in Education5:40 - Domain Knowledge & Copyright Considerations6:50 - Spell Check Analogy: Tools vs. Cheating11:00 - The Hiring Double Standard12:30 - Should We Test Candidates on AI Skills?13:50 - 61% of Jobs Don't Match Interview Descriptions15:20 - The Broken Application Process17:30 - Emotional Toll of Job Searching18:00 - Networking & Volunteer Work Strategy19:40 - Ben's Story: Volunteering to Break Into HR21:20 - Genuine vs. GPT: When Does AI Feel Like Cheating?23:30 - Disclosure & Context Matter25:00 - Survey Results: What Employers Consider Cheating27:00 - The AI Arms Race in Job Applications30:00 - The Entry-Level Crisis30:50 - Learning in the File Room: Foundation Skills32:00 - Junior vs. Senior Workers Using AI33:00 - The DOS to Windows Analogy35:30 - CEOs vs. Managers: Who Decides on AI?36:30 - AI Procurement & Process Design38:30 - Finding the Middle Ground39:00 - Connect with Dr. Cari Miller on LinkedIn40:15 - Closing Thoughts Connect with Cari: https://www.linkedin.com/in/cari-miller/   See the show archives and sign up for episode updates

    Hiring, Cheating, and the AI Dilemma

  8. 2025/12/01

    Curiosity Over Control: Redefining Recruiting in the Age of AI

    🎧 Episode 219  Guest: Amandeep Shergill In this episode, we explore the realities of modern recruiting, the pressure of “doing more with less,” and the challenge of navigating uncertainty in today’s global talent market. Ben and Amandeep discuss how economic shifts, evolving business priorities, and organizational ambiguity shape the day-to-day experience of recruiters. Amandeep shares practical examples from his career—ranging from prioritizing high-impact roles to building stronger partnerships with business leaders. This conversation dives deep into what it truly means to be a strategic advisor instead of a reactive firefighter in talent acquisition. You’ll hear insights on: • Market uncertainty and its effect on TA planning • Productivity vs. unrealistic “do more” expectations • The role of tech and efficiency in the future of TA • How recruiters can better understand business impact & prioritization • Real-world examples of shifting from reactive to proactive hiring • Why understanding revenue, OKRs, and leadership goals changes recruiting outcomes Whether you're a recruiter, hiring leader, or people leader, this episode provides immediately applicable frameworks for better decision-making in TA. ⏱️ Timestamps 00:03 – Welcome to Episode 219 00:16 – Introducing guest Amandeep Shergill 00:55 – Amandeep’s background and global role at Automattic 01:59 – Life outside of work: parenting, sports, and model building 03:16 – Creativity, hobbies & high performance 04:49 – The biggest recruiting challenges today 05:11 – How economic uncertainty shapes hiring plans 05:54 – Productivity, efficiency & “doing more with less” 06:28 – The disconnect between expectations and TA bandwidth 07:22 – Why “doing more” isn’t a real strategy 08:06 – What investment vs. volume actually means for TA 09:46 – Moving from reactive to proactive recruiting 10:26 – Practical strategies for strategic partnership 10:30 – Amandeep’s story from Intuit: prioritizing 38 open roles 11:48 – Understanding business impact behind hiring requests 12:49 – Revenue today vs. revenue tomorrow: prioritizing for impact 13:58 – Why recruiters must understand OKRs, revenue, and strategy 14:46 – Pausing hiring until business impact is clear 15:13 – How proactive planning creates better long-term outcomes 🔗 Connect with Amandeep LinkedIn: https://www.linkedin.com/in/amandeepsshergill/?originalSubdomain=uk 🎓 Learn more about HR Summer School https://hrsummerschool.org See the show archives and sign up for episode updates

    Curiosity Over Control: Redefining Recruiting in the Age of AI
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簡介

An HR podcast focusing on the intersection of people and technology at work, We’re Only Human examines research, technology, and practical strategies for creating better outcomes for employers and the workforce. It’s a wealth of insight for anyone looking to create a high-performing organization.

資訊

  • 創作者
    WRKdefined Podcast Network
  • 活躍年代
    2018年 - 2026年
  • 集數
    154
  • 年齡分級
    兒少適宜
  • 版權
    © All rights reserved by WRKdefined
  • 節目網站
    We're Only Human

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