Practitioners Corner WRKdefined

"Corporate trust is low and employees are more focused on their own skill growth and career advancement" - This is what we dissect today in our conversation with @RealestRecruiter, Joel Lalgee. Nothing is off limits - we talk culture, loyalty, skill growth, the fractional mindset, compensation, why employers hate side hustles, toxic work environments...

We cover it all.

Takeaways

Corporate trust is low and employees are more focused on their own skill growth and career advancement.

The younger generation entering the workforce has a more fractional mindset, valuing skills and time over long-term loyalty to a single company.

Traditional interview questions often force candidates to lie about their motivations, and companies should be more transparent and flexible in their approach to culture.

Compensation is a key factor for employees, and companies need to understand and meet their financial expectations. Side hustles should be seen as a normal part of work, not something to be demonized.

Employer branding should focus on attracting the right people and repelling those who are not a good fit.

Recruiters should prioritize being advocates for candidates and providing transparency throughout the process.

Focusing on quantity over quality in recruitment can lead to poor outcomes and dissatisfaction.

Authentic and unpolished content is often more engaging and relatable than highly produced content.


Chapters
00:00 Who is @RealestRecruiter - Joel Lalgee
07:16 The Changing Dynamics of Culture in the Workplace
14:11 The Employee Perspective on Culture
33:48 Transparency in Employer Branding
40:29 Quality over Quantity in Recruitment

In this episode we speak with Jean Bays, Head of People at Neat to explore the critical role of internships, effective communication, and global experience in attracting and retaining top talent. We look at fair treatment of employees, and strategies for fostering an inclusive workplace.
We answer the question: How do these elements combined create a thriving, innovative company culture?
Here's what we cover:

Internships

Communication

Attracting Talent

Cross-Training

Fair Treatment

Global Experience


Chapters
00:00 Introduction and Jean's Current Role
03:00 Gene's HR Practitioner Journey
04:54 Differences in Parental Leave Policies
07:57 Working with a Nordic Company
11:26 Ranking Countries in Parental Leave
16:30 Rotations and Internships
23:03 The Fair Distribution of Tips in the Hospitality Industry
25:23 The Changing Landscape of Hiring and Onboarding
27:30 The Impact of COVID-19 on Talent Attraction
30:39 The Value of Global Experience
32:51 Overcoming Shyness and Building Confidence
35:15 The Challenges of Right-Sizing and Layoffs
39:39 The Importance of Leaders in Difficult Times
42:03 Conclusion and Future Collaboration

In this conversation, Tiffani Martinez from Otter PR discusses her career journey and her role as the Head of HR. We discuss overcrowded applicant pools, the lack of empathy, and what role emotional intelligence plays in today's version of HR.
The role of HR has evolved to become a driver of business, impacting revenue and employee well-being. Where does your company fall on this spectrum?

Takeaways

The role of HR involves various responsibilities, including recruitment, onboarding, and performance management.

Hiring can be challenging, with a large number of applicants to review and assess.

Empathy and emotional intelligence are crucial skills for HR professionals to effectively support employees and manage relationships.

Career paths can change unexpectedly, and it's important to be adaptable and open to new opportunities.

Personal relationships and life events can influence career decisions and priorities. HR professionals should prioritize empathy and treat employees as human beings

The role of HR has evolved to become a driver for the business, impacting revenue and employee well-being

Continuing education and personal growth are important for HR professionals

Companies should focus on hiring HR professionals with diverse backgrounds and experiences

Open communication and support are crucial in building trust and maintaining employee satisfaction


Chapters
00:00 Introduction and Background
04:05 Tiffani's Role in HR and Challenges of Hiring
09:09 The Importance of Empathy and Emotional Intelligence in HR
21:14 Personal Relationships and Career Decisions
21:53 Introduction and Background
22:09 Discovering Pregnancy and Career Choices
23:03 Taking Time Off and Exploring HR
25:02 Finding Purpose in Volunteering and Church
26:14 Transitioning to HR and Gaining Experience
28:41 The Role of HR and Changing Perceptions
32:04 The Shift in HR and the Need for Supportive Professionals
34:38 The Future of HR and the Importance of Empathy
45:17 Professional Goals and Achievements
46:20 Closing Remarks

Tara Fournier, Chief People Officer tackles change management and employee retention, communication, access, and caring. We ask hard the hard questions to understand where HR should fall as it relates to support. Should HR be an advocate for the employee or should they be an advocate for the betterment of the company?
It's a fine line. Here's the story.

Takeaways

The role of a Chief People Officer is to oversee HR operations, manage people, culture, and engagement, and help organizations navigate through periods of change.

Employee retention is a significant challenge, and companies need to create a caring culture to keep employees happy and productive.

In a remote or flexible work environment, it is important to provide platforms for employees to connect and form interest groups outside of work.

Caring can be validated by examining the budget, communication strategy, and access to executives and the board that support initiatives.

Companies should prioritize open and transparent communication, provide access to leadership, and allocate resources to demonstrate their commitment to caring. Being a hustler is important in the staffing industry, and learning the political game is crucial in corporate recruiting.

Joining professional organizations like SHRM can provide valuable networking and learning opportunities.

Balancing the needs of the company and the employees is a challenge for HR professionals, but caring for employees is essential.

Young professionals should do the hard things first, not be afraid to use their voice, and weigh the facts when making decisions.


Chapters
00:00 Introduction and Podcast Etiquette
06:08 Navigating Organizational Change
16:02 Companies Struggle with Caring
31:41 The Role of PYRA in HR

In this episode, we speak with industry veteran Amy Miller who shares her thoughts about what keeps her up at night. We get into it all - staffing vs. corporate, agency hustle vs. navigating corporate politics, being your candidates advocate, and knowing when to say enough is enough when the hiring manager oversteps.

Here's what we covered:

Recruiting is challenging and unpredictable

Humor and personal anecdotes engage candidates

Family dynamics shape our approach to work

Authenticity leads to stronger connections

Engagement and authenticity are vital in recruiting

Word-of-mouth and networking are powerful tools

Successful recruiters have agency and corporate experience

Hustle and navigating politics are crucial skills

Hiring managers should set realistic expectations

Right-size job descriptions for better outcomes

Recruiters should advocate for candidates

Authenticity attracts the right candidates

Finding a mentor provides valuable guidance


Chapters
00:00 Introduction and Technical Difficulties
05:59 The Power of Humor in Recruiting
11:57 Recruiting Journey and Childhood Stories
26:42 The Importance of Hustle in Recruiting
33:06 Setting Realistic Expectations in Job Descriptions

In this episode Katie Breault, Chief Delivery Officer at YUPRO shares her story of mentorship and her work as a skills-first placement firm connecting nonprofit workforce development training program graduates with corporate partners. We explore how investing in peoples potential from internships to mentorships changes how employees connect with their employer.

Takeaways

YUPRO is a skills-first placement firm that connects nonprofit workforce development training program graduates with corporate partners.

They focus on helping talent with limited work experience navigate the job search process and overcome hiring barriers.

Katie Breault discovered her passion for investing in people's potential and found her role at YUPRO.

Job placement is an impactful way to make a difference in individuals' lives and communities. Internships and work-based learning opportunities are crucial for early career talent to gain practical skills and experience.

A successful internship should provide a balance between soft and hard skills training, with an emphasis on teaching professionalism and workplace etiquette.

Mentorship plays a vital role in guiding young professionals and helping them navigate the corporate environment.

YUPRO serves as a staffing company, connecting entry-level talent with corporate partners and providing a pathway to full-time employment.


Chapters
00:00 Introduction and Unusual Conversation
08:35 Katie Breault's Role at YUPRO
15:00 Katie's Journey and Passion for Investing in Potential