Workforce Therapy Files

Jim Ray
  • 5.0 (5)
  • Management
  • Updated Semimonthly

This podcast is designed for business leaders and human resource professionals who are challenged with expanding their workforce. Workforce Therapy Files, an Employer Solutions Podcast, is hosted by 3 separate business owners who operate in the staffing and human resources space. They'll provide perspectives, tips and advice (along with a little humor) to help you prepare for and manage your workforce challenges. Need Help Supporting Your Company's Recruiting and Staffing Goals? We're here to help. You can contact us via our individual websites, depending on your specific needs or questions: • Jamie Swaim, SPHR – www.ParcelKnows.com • Molley Ricketts – www.IncipioWorks.com • Jason Heflin – www.CrowdSouth.com We hope you find it insightful and helpful. Thank you for listening!

  1. 6d ago

    $60 Billion Hidden in Plain Sight: How Small Businesses Can Claim Thousands in Tax Credits

    File 42:  In this episode of the Workforce Therapy Files, hosts Jamie Swaim and Molley Ricketts sit down with Ben Reno-Weber, CEO and Founder of Essential Innovations, to explore how companies can unlock over $60 billion in underutilized federal tax credits and training incentives. Ben explains that while programs like the Work Opportunity Tax Credit (WOTC) can provide employers with up to $2,400 to $9,600 back per eligible hire, less than 1% of small businesses take advantage due to perceived, administrative friction. Essential Innovations removes this barrier by streamlining workflows to help employers hire and retain essential frontline workers, including veterans, individuals coming off SNAP, and those overcoming past convictions. Beyond hiring incentives, Ben emphasizes the need to solve root workforce barriers such as childcare subsidies, transportation, and long-term career upskilling pathways. When building his own team, he prioritizes curiosity, optimism, and durable skills over simple technical execution. Discussing artificial intelligence, Ben explains how technology itself is a commodity and that real innovation comes from using tools to eliminate human friction rather than replacing human relationships. Key Themes: ·      Unlocking $60+ Billion: The Hidden Tax Credits Small Businesses Leave Behind ·      Hiring for Curiosity: Building High-Performing Teams in an Era of Change ·      Workforce Pell Program: A New Program for Shorter-Term Trainings ·      Breaking Workforce Barriers: Childcare, Transportation, and Upskilling Pipelines ·      AI is a Commodity: Why Human-Centered Relationships Still Drive Real Value ·      Lessons from Microsoft: Data, Automation, and the Shift Toward Durable Skills ·      Conclusion Episode Transcript Molley Ricketts: Welcome back to this episode of Workforce Therapy Files. Jamie and I are super excited to have an incredible guest with us today. None other than Ben Reno-Weber. Jamie Swaim: Yay. Welcome, Ben. Molley Ricketts: He is the CEO and Founder of Essential Innovations. We are looking forward to this episode and can't wait to get into where you're at with all of the wonderful things and follow up from a previous interview. So I'm going to kick it over to Jamie so she can catch us up to speed on where we are. Jamie Swaim: Perfect. Hi, Ben. Ben Reno-Weber: Howdy. Jamie Swaim: Ben is typing, right? All right, Ben, before we go in and dive into all the amazing stuff that we know we can talk about with you, I'm going to ask you a random question that just gets our juices flowing. But the cool thing about this segment is that we all answer it. Ben Reno-Weber: Okay. Jamie Swaim: Okay. So I want you to imagine that you're stuck in an airport for six hours. Ben Reno-Weber: Okay. Jamie Swaim: Seems like it happens. Your phone is dead. You forgot your charger. Okay. So you cannot use your phone. Ben Reno-Weber: Sounds glorious. Jamie Swaim: So you've got your laptop. What is the non-work thing that you open first? Ben Reno-Weber: It's a non-work thing on my laptop. So, I have been using AI to make art, and so I've been playing around with a couple of different things where something that I'm feeling or something that I'm experiencing, trying to use interesting prompts to make that into fun images or videos. Jamie Swaim: Interesting. I really want to see some of these. Ben Reno-Weber: So that's probably what I would be doing if it were laptop bound. Jamie Swaim: Okay. Molley, what would yours? Molley Ricketts: That's a great question. Golly. Honestly, truly opening my computer, it would be one of the other interests of business that if it weren't Incipio, then it would be one of our other businesses that we have going on probably to check in on them and make sure that we've got notes. Because like we said on a couple of conversations that we've had in the past, there's never a dull moment when it comes to the things that Molley is doing. Jamie Swaim: It also sounds like Molley cannot answer the non-work side of the question. Oh, Molley Ricketts: That's probably. Ben Reno-Weber: So can I offer a though on this? Jamie Swaim: Yes, please. Ben Reno-Weber: I think we make this artificial distinction between work and life that when I talk to my friends who live in Asia, they're like, "That is the dumbest Western concept that exists and that's a statement." Your work is part of your life. Molley Ricketts: For sure. Ben Reno-Weber: And so I think the more interesting thing is does it cost you or does it build you? Molley Ricketts: I'm that writing down. Ben Reno-Weber: Molley, if something that. I love writing pieces for LinkedIn. It gives me joy. Is it work? If you were using an accounting perspective on it, sure. But from a holistic life perspective, no, it brings me joy. Molley Ricketts: I love that. Jamie Swaim: Okay, that's fair. Molley Ricketts: I think too, I have always leaned into what I feel like I'm best at, and I feel like I'm really good at working. Ben Reno-Weber: I agree. My experience of you is that it brings you joy. Molley Ricketts: Yeah. Ben Reno-Weber: Not all the time. Every job has dirty diapers, but you're a joyful warrior in my experience. Molley Ricketts: Thank you. Thank you. So thank you for helping me be okay with that and not guilty. Ben Reno-Weber: Or maybe I'm just making excuses for my own workaholism. I'm willing to acknowledge that possibility too. Jamie Swaim: I think the spirit of the question is just trying to understand something about you that's not work- related because we also have multitudes and I know Molley is one of those that contains that. In fact, last night my husband and I were having a conversation about whether or not Molley likes to drive fast cars. Did my face freeze? Molley Ricketts: No. I'm just scared of what you're going to say. Jamie Swaim: No, you're talking about how Molley likes to drive fast cars, right? So it would not surprise me to hear Molley talk about like, "Oh, I would be Googling my next opportunity to go and go to a track and drive a fast car. She also enjoys travel." So it's meant no judgment because I'm so glad that I'm surrounded by people that are doing work that fills their bucket. But I was also just trying to learn those kinds of things. Yes. Molley Ricketts: What about you, Jamie? What's yours? Jamie Swaim: Oh, I do not do things that necessarily build me in my free time, Ben. Sometimes I spend way too much time reading books that offer no intellectual value or for just pure entertainment. And I think it's because the life that I have is serious. There's so much. I guess it does build me because it adds a little levity, a little bit of ridiculousness. So I watch TV and I read books. That's what I would be doing on my laptop. Molley Ricketts: Nice. Unlocking $60+ Billion in Tax Credits and Programs Jamie Swaim: Yeah. Okay. So Ben, the last time you were with us, it was in a loudy conference space. It was a really loud conference space, and we were talking about this company that you established to really solve some problems. So I want to give a couple of highlights and then we're going to dive deeper because we felt like our time together just wasn't long enough. Okay? Cool. So here's the highlights that we captured and you feel free to edit any of them. The first one though is that there is $10 billion hiding in plain sight. That was evident when we met last year. Okay. Ben Reno-Weber: Yes. More than that, but yes. Jamie Swaim: Okay. There's over $10 billion in available tax and training credits like the Work Opportunity Tax Credit (WOTC) that companies could be claiming for hiring essential workers, yet less than 1% of small businesses take advantage of it. That was something big that we took away from our time together. Number two, that it's not about awareness though, it's about friction. People think about it being this really hard thing to go and get those credits, and the main reason employers leave that money on the table is because they either don't know it exists or that the time commitment and paperwork would be too much to go and get it. Molley Ricketts: Truth. Jamie Swaim: Okay. And then the third piece is that the math is surprisingly good for a surprisingly small lift when a company like Essential Innovation enters the chat. Around 10 to 15% of typical workforce is work opportunity tax credit or WOTC eligible. That includes veterans who can qualify for up to $9,600 and people coming off SNAP or long-term unemployment. Most eligible hires net up to $2,400 back, and the setup takes about an hour, with just one extra form plus your monthly payroll expert. Ben Reno-Weber: You can come do my pitch anytime. Hiring for Curiosity Jamie Swaim: Okay, fantastic. Well, the good thing is we're going to dive a little bit deeper today and ask you a couple of questions that we put together, but we also want to make sure that we close one essential loop from that chat. You left us a question for our next participant. You asked whether or not what the 10 out of 10 hiring attribute that an individual would look for? And now we have to turn it back to you because that feels like fair play. What is it that you look for in building the right team to do all of these amazing things? Ben Reno-Weber: Curiosity. Jamie Swaim: Tell us more. Molley Ricketts: Interesting. Ben Reno-Weber: I think in the innovation ecosystem where we live right now, where what used to be hard in many ways is now easy, the number one thing I look for in people that I want to work with is, are they curious and interested in learning with us around what the next set of things are? I find associated with curiosity is generally an optimism and a positivity, and there's lots that come with that, but beyond the dura

  2. Sep 3 ·  Bonus

    WTF is Back for the 2026 KYSHRM Conference!

    The Workforce Therapy Files team attended the 2026 Kentucky SHRM Conference, in Louisville.  We took the opportunity to interview over 25 professionals who stopped by our booth.   At the 2026 Kentucky SHRM Conference, the Workforce Therapy Files team is broadcasting live as the only podcast at the event. Hosts Jason Heflin (CEO of CrowdSouth), Jamie Swaim (HR Professional at Parcel), and Molley Ricketts (Head Honcho of Incipio Workforce Solutions) are inviting attendees to record quick sessions about the work they do and the problems they solve. This appearance marks the podcast's third year broadcasting from the Kentucky SHRM event. This is the group's 3rd consecutive KYSHRM conference. Because these live sessions are brief, the hosts remind guests that they can easily schedule longer, more in-depth interviews to elaborate on their ideas. Listeners who want to hear from specific professionals can also suggest future guests by reaching out via the contact details in the show notes. To make participation even easier, the podcast has recently adopted the ability to conduct interviews remotely via Zoom, or in person. The team closes by wishing everyone a great show and expressing their hope that these brief episodes prove helpful to the audience. Finally, be sure to watch or listen to each of this year's interviews at WorkforceTherapyFiles.com, and wherever you go for your favorite podcasts. That's where we'll leave the conversation for today.  Before we close the file, we invite you to reach out to us with questions, suggestions or other comments.  We'd love to hear from you.  We hope you found this file insightful and helpful.  Thank you for listening! Need Help Supporting Your Company's Recruiting and Staffing Goals? We're here to help.  You can contact us via our individual websites, depending on your specific needs or questions: ·      Jamie Swaim, SPHR – www.ParcelKnows.com ·      Molley Ricketts – www.IncipioWorks.com ·      Jason Heflin – www.CrowdSouth.com

  3. Aug 27

    The Death of Paper Time Cards | How Agentic AI is Revolutionizing Construction Payroll

    File 41: Jamie Swaim and Molley Ricketts sit down with Nigel Coelho, General Manager of Agentic Compliance at Lumber, to discuss how agentic AI is transforming workforce management and compliance in the construction industry. Lumber is a payroll and time-tracking platform purpose-built to handle complex construction rules, such as certified payroll and union reporting. Nigel leads Lumber's agentic AI features, including a "headless" Paper Time Card Agent that digitizes handwritten paper time cards using Google Gemini's multimodal capabilities. This tool meets workers where they are, seamlessly bridging the gap between paper records and digital back-office systems like ADP. The platform also utilizes geo-fencing and biometric facial scans to prevent buddy punching, optimize labor spend, and assist with real-time job costing. Additionally, Lumber's "funding agent" automatically identifies opportunities for tax credits and federal funding by tracking apprentice ratios and prevailing wage compliance. Ultimately, these tools relieve administrative stress so subcontractors can focus on their skilled trades. Core Chapter Themes: What is Lumber? Purpose-Built Software for Skilled Trades Meeting Workers Where They Are: The Paper Time Card Agent Biometrics & Geo-Fencing: Mitigating Compliance & Buddy Punching The Skilled Labor Shortage: Apprenticeships & Infrastructure Navigating Prevailing Wage & Unlocking Tax Credits with the "Funding Agent" The Environmental Cost of AI: Water, Energy, and Task-Specific Models Episode Transcript: Jamie Swaim: Hello friends, and welcome back to the Workforce Therapy Files. We're trying a video podcast approach again for this file, and we are joined by Nigel Coelho. Hi Nigel. Nigel Coelho: Hey, Jamie. Hey, Molley. Thanks for having me on. Really appreciate it. Jamie Swaim: We really appreciate it. Molley Ricketts: Thanks for coming on the show. Jamie Swaim: Absolutely. Nigel, one of the things that you may not know is that Molley and I have both founded companies that have worked with individuals in the construction industry. And you also work for a company that basically exists to support the construction industry, correct? Nigel Coelho: Correct. Exactly. And there's just so much opportunity in construction. It's crazy. Jamie Swaim: Yeah. So the company that you work for, tell us about. Nigel Coelho: Absolutely. So I'm the General Manager for Agentic Compliance at Lumber. Lumber is a workforce management solution. Specifically think of time tracking, payroll, onboarding, scheduling. You name it, we have it. It's purpose-built for the construction industry. And the reason is there's all these nuances for compliance that need to be taken into account, like unique payroll or certified payroll reporting. Nuances, you wouldn't take into account in any other vertical. And so the idea is if there was going to be a payroll module purpose built for this, why not have those compliance rules built in? And that's exactly what Lumber is. But what I lead is a lot of the specific activities that happen outside the payroll module, specifically around the labor of reading long documents, trying to get a lot of information out. Those are perfect use cases for agentic AI. And so how do we apply that and make people do their job faster? That's my job. Jamie Swaim: Well, typically we like to get to know you as well as the company that you work for. So we're going to pivot for a second and do today's random question. Okay? Molley Ricketts: Drum roll? Jamie Swaim: Sure. Wow. I don't know if I'm ever going to ask Molley to do another drum roll. Okay. So let's imagine that you were stranded on a job site and all you have is what's in your vehicle. What would be the most useless thing in your vehicle? And what would be the thing that you would thank "past you" for putting in your vehicle? Nigel Coelho: What was the second part, again? Jamie Swaim: The most useless thing in your vehicle. Like, this isn't going to help me. And then what's the thing that you'd be like, way to go "past me"! Way to think ahead. What's the thing that you'd be most excited that is in your vehicle? Nigel Coelho: For a job site, believe it or not, if you had, for example, your time tracking app, I think that's the thing you got to take on site, partly because the amount of compliance issues we run into where people aren't clocking overtime and tracking their time correctly and how it flows in a payroll and what they get wrong. Oh my God. It's just crazy. And people don't get paid. So if I was on the job site, I wouldn't get paid if I wasn't doing my time tracking correctly, literally. Jamie Swaim: I love that you took a random question and plugged your product. Nigel Coelho: No, I'm serious. Jamie Swaim: Yes. No, I'm proud of you right now, Nigel. Nigel Coelho: It could be that because on the back end, I just see how messy it is if somebody doesn't log their time correctly. So I'm like, put me at the job site. Let me make sure I log it in correctly. Jamie Swaim: Yeah. What's the most useless thing in your car? Nigel Coelho: The most useless thing, I would say probably a wrench, because I'm not the best with the handyman kind of equipment. Jamie Swaim: Yeah. Nigel Coelho: I could do a decent job, but the idea is I'd leave it to the experts. I feel like I'm more of the back office guy getting things done and the messy things organized. But if anything on the, let's just say front lines and front field, if it has to come down to the handyman stuff, I'll leave it to the experts. Jamie Swaim: I love this. Molley, what's your answer? Molley Ricketts: Well, let's see. The most useless thing in my car. Shoestring. Why? Jamie Swaim: It has a large number of applications. Molley Ricketts: It does. But at the same time, in your car? Jamie Swaim: Okay. Molley Ricketts: Yeah. Jamie Swaim: All right. Molley Ricketts: So glad that I did. Let's see. Advil. The little travel Advils. Jamie Swaim: That's fantastic. Molley Ricketts: Yeah. Jamie Swaim: Okay. So I believe that the most useful thing in my car is that I always travel with my soccer mom chair. So I don't know when I might need it, but it's actually come in handy in a number of places I didn't expect to need it. Molley Ricketts: So you really bring to the table, pull up a chair. Jamie Swaim: Yeah. And I have more than one because I'm always around somebody that doesn't have a chair. It Nigel Coelho: Always happens too as on the picnics. We always miss a chair. Now I'm seeing the value. It's high utility, right? Jamie Swaim: That's right. And there's no reason. I mean, it's not like it's taking up that much more space than I had other plans for. Okay. And then the most useless, I also have 17 pairs of sunglasses in my car. I don't know that I need them. Molley Ricketts: Do you have a bus? Do you drive a bus? Is that for all your passengers? You can hand them out. Jamie Swaim: I hand them out as people crawl in. I don't, that would probably be more practical than the way that we're approaching life. Nigel Coelho: 17's a good number. One for each day of the week and just in case kind of a switch out in case. Jamie Swaim: I mean, it's about what I'm wearing. I don't know. Okay. So your product name is Lumberfi. Is that correct? Nigel Coelho: Yeah, that's our domain name, but the actual company's name is Lumber. Jamie Swaim: Lumber. Okay. What an appropriate name. Have you been with the company since its start, Nigel, or how long have you been there? Nigel Coelho: I've been with the company since the beginning of this year in 2026. So the way I joined was through an acquisition they made. So they acquired the company I was running before. And so as a result, that was an AI company that got pulled into Lumber. And so right now I'm leading a lot of the agentic AI capabilities at Lumber. A lot of people think when they hear our name, we're a wood company. We get that a lot at a lot of conferences. We should actually start a house swag, which is like woodblocks. I don't think people could carry it home or fit it in their bag. That would be the issue. Molley Ricketts: You could do little travel Jengas. Nigel Coelho: Travel? I'm getting ideas. This is fun. I like this. I like this. Jamie Swaim: We do this. We solve problems for people on every episode. I don't know. It just randomly happens. Nigel Coelho: And you know what? Now that I'm thinking about it, they would come to our booth just by seeing the Jenga tower. It's just like we'll get a huge line going. It's funny, we tried to do something else. We try to have a open bar and then have drinks that were HR-themed. And guess what the most popular drink was? We named it something. Guess what it was? Jamie Swaim: Was it the Jamie Swamey? Nigel Coelho: That could be the second best. Guess what the first one is? It was called the "HR violation." Molley Ricketts: I like that. Nigel Coelho: People were coming up to the booth. They were like, "Give me an HR violation." I was like, "They're coming right up." And we were filling them drinks. But I think the Jenga tower might be a close second after the open bar we had. Jamie Swaim:  Yeah, I don't feel like you have to choose between them. Nigel Coelho: Exactly. Jamie Swaim: I think we just figured out the perfect formula. Nigel Coelho: Yeah.   Lumber - Purpose-Built Software for Skilled Trades Jamie Swaim: Okay. So you talked about the messiness of the construction industry. Tell us what problem the company started to solve. Nigel Coelho: Yeah. So we ended up thinking, how can we end up solving specific problems around workforce shortages in the field? The number one problem, and the founder of the company, the CEO is Shreesha Ramdas. He had started and sold several companies. So he was really ambitious with the

  4. Aug 13

    The New Era of Workforce Therapy Files: A Strategic Pivot for HR Leaders

    File 40: Jamie Swaim and Molley Ricketts announce a strategic pivot for the podcast as Jason Heflin steps back to focus on his agency, though the show will continue to provide "real talk" for HR professionals. A central theme of the episode is Jamie's shift from annual to monthly engagement surveys, which allows for "micro-movements" and real-time agility in responding to employee needs. This approach fosters anonymous, two-way dialogues that help leadership stay informed about the workforce's current mindset during town halls. Molley highlights the challenge of survey exhaustion but agrees that hearing from people, even if they are upset, is better than the silence of disengagement. The hosts also discuss the "three-legged stool" of organizational health, asserting that HR, Finance, and Operations must be equal partners at the leadership table. Molley emphasizes that a top-tier HR leader should be capable of assuming an interim CEO role because they understand the people, compliance, and operational direction. Furthermore, they explore the necessity of tailoring benefits to accommodate five different generations currently in the workforce. The duo looks forward to upcoming live events, including a recording at the Goodwill Opportunity Center on September 16th—which happens to be Jamie's birthday. Core Chapter Themes: ·      The Pivot: A New Season for Workforce Therapy Files ·      Agile Culture: Moving from Annual to Monthly Engagement Cycles ·      Anonymous Magic: Bridging the Communication Gap with Real-Time Data ·      Generational Gut-Check: Why "One Size Fits All" Benefits are Failing ·      Leading from the Seat: Why Your HR Leader Should Be CEO-Ready Episode Transcript: Molley Ricketts: Welcome to this episode of Workforce Therapy Files. Jamie and I are excited, disappointed, but looking forward to what it is that we're going to be able to do together. And we have some news for everybody. So, I am not great at drum roll as I've been told, so we're going to mentally think of drum roll, please. Jamie Swaim: Done. Molley Ricketts: Got it. What do you got for us, Jamie? Where are we headed? Jamie Swaim: So excited that we didn't try to generate a drum roll. Molley Ricketts: Do that. Yeah. The Pivot:  A New Era for Workforce Therapy Files Jamie Swaim: Well, if we were to go back to the beginning of Workforce Therapy Files, it started when Jason, Molley, and I sat in a room and identified that our three companies were really targeting the same type of partnerships with companies. We were trying to find places where we could be long-term partners, solving problems to help companies thrive. And we were all approaching it from different angles, and we realized there wasn't any competition. If anything, there was a lot of complement in how we work together. So it started as projects that we would co-op for clients. And then we were like, "We should really let people hear the way that this conversation goes because we just enjoyed each other's company so dang much." And that still is true today, but we are making a pivot because of a number of different reasons. But ultimately, Jason will be devoting his time and energy to continuing to grow the amazing services that CrowdSouth provides to its clients. And Molley and I will continue to produce Workforce Therapy Files with the help of none other than Jim Ray. And we are going to highlight things that are still happening in our space. It is a little bit easier for Molley and I to get together because we live in the same community and have an opportunity to do that. But we are also using this type of approach more because Jim added white couches. And so now we are going to be virtual, because I don't think he trusts me to sit on a white couch. And I don't blame him if I'm honest. I don't blame him. Molley Ricketts: Well, when I get on a couch, typically I like to get comfy-cozy, get a little snuggle blanket, watch a good movie. So we want to make sure that we're focused and really generating those right questions to ask our guests. Jamie Swaim: Absolutely. Jamie Swaim: So, our hope is that Jason will continue to come back, from time to time, because I know that our listeners have really appreciated the way that our trio has chatted. But Molley and I believe that with the continued focus on having great interviewees for us to talk to and people who are out here blazing their own trail, we'll continue to have that kind of content. And we also have a couple of opportunities where we will be in person. Molley Ricketts: That's right. So a few things that we're going to be able to do in person. One coming up in particular is the SHRM Kentucky Conference that's going to be held at the Galt House in Louisville, Kentucky. We'll have our booth set up for guests to come and chat with us about who they are, where they are, and the topic of the year. What is really impacting workforce and the development of individuals within their organizations and how do leaders become better guides for individuals in their careers? So really excited about the conference this year and what that can bring. Not only as opportunities for people to talk and listen to the keynotes, which are some great keynotes by the way, we are going to be able to get their time and interview them while we're there at the conference. So looking forward to those opportunities. And I must say really excited about an upcoming partnership with SHRM Kentucky for the year of '27. So thinking about what we're going to be able to do to bring some more excitement and gathering behind all of the wisdom that the SHRM Kentucky brings to all of us HR folks that definitely need help when it comes to all of the regulations and things that change that we may not always have the greatest insight to, but the greatest benefit of being a part of something like SHRM is there's always an expert that you can lean into that can help you find the right answer. So really looking forward to the SHRM conference coming up. And then of course, what it is that we're going to be able to do, Jamie and I, along with the broadcasting wisdom of Jim Ray, we're going to be able to do for the year of '27 with SHRM Kentucky. And then we are looking forward to having a live podcast recording. The Goodwill Opportunity Center here in Louisville, Kentucky. It's an amazing space that they have agreed to let us come in and have some guests. We're looking for about a hundred guests as Jamie, me, and our guest, Gaby Jaggers, where we are going to have Jason come in and support us on that episode. So we're really excited to look forward and look forward to seeing you guys in person at that event. But really just going into the new year and what it is that Jamie and I want to do is continue to bring information to our listeners and the folks that have grown up with us over the last three seasons and learning more and bringing people to the show that you may not otherwise have met given their industry and the support that they can guide. So thank you, Jamie, for continuing on this journey with me. It would've been a different, what some may say easier decision to say, you know what? We're just going to say that this has been a great game and continue on as we have as business colleagues, but sticking together and continuing this into the next season of Workforce Therapy Files, we're looking forward to it. Jamie Swaim: I think collectively, if we were to look retrospectively, we have probably interviewed about 50 people at the SHRM conference. Molley Ricketts: Yeah. Jamie Swaim: And last year we were able to speak to each one of the keynotes. And I'm really excited to continue to grow our footprint at that conference. Excited about the placement of our booth. And if you haven't ever stopped, we're easy to talk to, I think. Molley Ricketts: Yeah. Jamie Swaim: I mean, it's pretty cas. So if you want to come and hop on a mic and tell us about your company, your experiences, the things that keep you up at night, any of those topics are fair game. So we look forward to chatting with folks as you can stop by the booth and share with us. Also, I don't know, I'm a little nervous about the Goodwill experience because we'll have a live audience while doing this is a whole different thing. So I hope that you're able to tune-in for that whenever we launch it. And Molley, I don't know that there's many journeys I wouldn't go on with you. So I'm excited to be able to continue. And if you got one of the OG Workforce Therapy File stickers, that means that you got in early. Molley Ricketts: Yeah. Jamie Swaim: Jason, you've always been one of our favorite people to talk to and will continue to be, and I hope that we have an opportunity to partner with you and more in the future. Molley Ricketts: That's right. Jason's a cool cat. Jamie Swaim: Facts. Facts. Molley Ricketts: Yeah. Yeah. Well, before we wrap, I want to make sure, is there an opportunity for you and I just today to wrap up this file and maybe touch on something that is burning for either of us? Jamie Swaim: I have a really random topic. What is the date of the SHRM Conference? Molley Ricketts: Oh yes, sorry. SHRM Kentucky Conference is August 25th and 26th. Jamie Swaim: In? Molley Ricketts: Louisville, Kentucky at the Galt House. Jamie Swaim: At the Galt House. And the Goodwill event is September 16th. Molley Ricketts: Why do you know that date right off the top of your head, Jamie? Jamie Swaim: Because it's Mexican Independence Day. And also my birthday. Molley Ricketts: There you go. Jamie Swaim: But it's also Mexican Independence Day, which I feel like is very impactful. Molley Ricketts: Yeah, it is. Monthly vs. Annual: Moving to Agile Engagement Surveys Jamie Swaim: The thing

  5. Jun 8

    AI Change Management: A Practical Guide for Modern Organizations

    File 39: In this file of Workforce Therapy Files, the hosts sit down with Jenna Ahern, founder of Guardian Owl Digital, to discuss the rapid impact of artificial intelligence on business, leadership, and the future of work. They explore why organizations need intentional AI policies, stronger data governance, and ongoing employee training as AI becomes more integrated into daily operations. Jenna emphasizes that leaders must approach AI as a change-management challenge rather than simply a technology initiative. The group stresses the importance of creating learning environments where employees can safely experiment and build competency. Jenna also shares lessons from her entrepreneurial journey, including the importance of betting on yourself and recognizing that hustle alone does not scale a business. The file encourages leaders to embrace continuous learning and proactively guide their organizations through a rapidly evolving landscape. Key Themes ·      Meet Jenna Ahern ·      Entrepreneurship, Resilience and Betting on Yourself ·      AI is a Leadership Challenge, not Just a Technology Challenge ·      Why Every Organization Needs an AI Policy ·      Building AI Skills through Practice and Continuous Learning Episode Transcript Molley Ricketts: Welcome back to the Workforce Therapy Files. We are here today with an amazing guest, Mrs. Jenna Ahern. How are you doing today? Jenna Ahern: Hi, I'm so grateful to be here. Thank you all for having me. Molley Ricketts: Jenna is here with us today. She owns Guardian Owl Digital Agency. Look at me. I remembered. I usually just say Guardian Owl. So, the digital agency is the new part for me. We are excited to have you on the show today. Before we kick off though, Jamie has to ask one of her very unique questions. Drum roll. Jamie Swaim: But today we're going to do something a smidge different. Molley Ricketts: Uh-oh. Jamie Swaim: Because I like to keep it spicy. Okay. Jenna Ahern: Same. Jamie Swaim: Choose between door number one or door number two. Jenna Ahern: Two. Jamie Swaim: Okay, number two, tell us something that you think is ridiculously overrated. Jenna Ahern: Ridiculously overrated? Jason Heflin: Podcasts. Jenna Ahern: Podcasts. I know that's a really good one. I think right now and relevant to this, what's really, really overrated is Sintra.AI. Call it out. Jamie Swaim: Why? Jenna Ahern: Because I think that it has a lot of hype and they have a lot of marketing and they're doing a decent job. But I think that that to me is a very much hyped-up AI tool, just like a lot of the AI tools are. And so I wanted to say AI is overhyped, but I can't say that because it's not. It's real. It's serious. It is definitely here. I'm like, some of the tools are, so I went Sintra. Jamie Swaim: Okay. Jenna Ahern: That's how my brain operated on that question. Jamie Swaim: Alright. Jenna Ahern: Do you want a personal overrated? Jamie Swaim: Sure. You can do it however you want. Jenna Ahern: I don't have one. I need like a cross. Jamie Swaim: You can also point to anybody else here and ask them to popcorn it. Jenna Ahern: Oh, I know those Stanley cups. I think those are overrated. Jamie Swaim: They spill way too easily. Jenna Ahern: I don't have one. I never bought one. I think those are overrated. Jamie Swaim: Tell me, you don't have a teenager at home without telling me you have a teenager. Jenna Ahern: Exactly. I'm like, that's ridiculous. Jamie Swaim: Absolutely. Jenna Ahern: There you go. That's overrated. I probably had made a lot of people angry right there. Jason Heflin: So, what's underrated right now? How about that? Jenna Ahern: Water. Jason Heflin: Water. Jenna Ahern: I think we should be talking more about water and sustainability and ethics. AI is new, sure, but virtues and our environment hasn't really changed. There's still water around hopefully. Jamie Swaim: Yeah. Lots of question marks there though. Jenna Ahern: Yeah. Jamie Swaim: Yeah. Jenna Ahern: But that's underrated right now.  Clean drinking water. Jamie Swaim: Jason, what's overrated for you? Jason Heflin: What's overrated? The McRib. Jamie Swaim: The McRib? Yeah. Jenna Ahern: Overrated or underrated? Jason Heflin: I think it's overrated. I mean, you know. Jenna Ahern: Have you last sampled? Jason Heflin: Oh, it's been years. I don't know. Jim said it. Jim said it. So I'm stealing Jim's answer. Jenna Ahern: Well, I heard they had a reckoning. That's why I was like, oh wow. Jason Heflin: Oh yeah. No, I don't know. Jamie Swaim: Alright. Molley, what do you think? Molley Ricketts: Yeah, and I knew this was coming around and I still can't think of anything. Jenna Ahern: I gave you like three minutes. Molley Ricketts: You did. Jamie Swaim: Want me to go first? Okay, it gives you a little bit more time though. You need to be thinking. Okay. For me, socks. Molley Ricketts: Oh, that's a good one. Jamie Swaim: I think socks are incredibly overrated, except on cold days. I'll give you a caveat there. But the amount of energy it takes to wash them, match them. The number of times you only find one. To me, forget it. I'm just going sockless. I don't want socks. Jason Heflin: What about… Molley, what about washing jeans? Molley Ricketts: That's overrated. Jason Heflin: Some people don't wash their jeans. That's overrated. Molley Ricketts: You're not supposed to wash your jeans. Okay? Jenna Ahern: Agreed. Molley Ricketts: A couple of times a year. Jason Heflin: I over-wash my jeans. Jamie Swaim: Do you have it on your calendar? Is it like today's jean wash day? Molley Ricketts: No, it's just that they're standing up straight. Then you turn them inside out and wash them. Jenna Ahern: And you can smell them. Jamie Swaim: If they're standing up straight? Jenna Ahern: Smell. There's a stop. Gets to a point. Jamie Swaim: It's got food on them. Jenna Ahern: Yeah. Jamie Swaim: Remember earlier when we were talking about values and ethics, the virtues? I don't know. I feel like we're crossing over some weird line here with the jeans conversation. Jenna Ahern: I mean, I think it's right in line with the WTF. Jamie Swaim: Yeah, for sure. Absolutely. Molley Ricketts: Okay, so back on track. Agree? Jamie Swaim: Yes. Molley Ricketts: Okay. Ms. Jenna? Jenna Ahern: Yes. Entrepreneurship, Resilience and Betting on Yourself Molley Ricketts: I know that you started Guardian Owl. You've launched it. Jenna Ahern: I did. Molley Ricketts: Got it going. Congratulations. Jenna Ahern: I blacked out. How many years has it been? Molley Ricketts: Having a brown out moment? Yeah. How many years has it been? Jenna Ahern: 12. Jamie Swaim: Congratulations. That's incredible. Jenna Ahern: Wild. Thank you. Wild rollercoaster ride. Molley Ricketts: Yeah. Wild one turns upside down goes way far down. Jenna Ahern: I know. But I like rollercoasters. Molley Ricketts: Yeah, I do too. It's the excitement of it, not the fear. Right? Jenna Ahern: Thrill of the ride. Molley Ricketts: So what was the moment? And I feel like as entrepreneurs sitting around the table, we all have this moment where you were just like, I can't keep doing this. I can't do this anymore. And what made you keep doing it? Jenna Ahern: In corporate America or running my business? Molley Ricketts: Running your business. Jenna Ahern: You know, I think that we all, I call it have you ever seen the reds? And so sometimes I think when I get to those states, it's oftentimes a buildup or 10 things went wrong in two days. And it is just usually this small sample size. And when I'm in that moment, that's when I have to work on. And again, this is a learned skillset, breathing and trying to ground myself into a reality that isn't myself. So, really just getting out a little macro because what I'm doing is not that important. I'm not saving lives or anything. So, oftentimes when I get to those points where I want to give up or I want to quit or I want to break, I think I just have to really zoom out. And it starts with just quick breathing. If I have two minutes before I'm going to freak out or if I have more time, I really have gotten into just being more still. I used to be a runner and would burn a lot of my rage, my reds, with training hard, training heavy. And I think that that was great for the season I was in. But one of the things that I've recognized is I am clearer and more steady when I am more still and not moving. And so I think yoga on a weekly basis has helped me with that. Reading. Just taking time away from the screen. Walking for 20 minutes. Standing up. Actually doing those things. I mean, we could talk about it, but getting into a rhythm where I'm doing that every week at least one time a week has just helped my reds go from happening every two weeks on this rollercoaster ride to maybe once every two months. Molley Ricketts: So that's the point of what keeps you going. So why did you even start? What was it that was that trigger that was like, I got this, I can do this. Jenna Ahern: I think that my mom really helped push me over the edge. I was burning the candle from both ends when I was working full-time in corporate America and then also growing the business. And I was trying to do both. And I'm sure a lot of people who've grown business did that for the time period. I really struggled to let go. And what made me choose my business was if I was going to work that hard and pour everything into it, I wanted it to be mine and not for another company. Not at that time, not in that season and not at that period of just the internet and search engine marketing. And so that, betting on myself, that was the moment and that was the bet I took

  6. May 25

    Behind the Mic: How Great Podcast Production Builds Strong Brands

    File 38: In this episode of Workforce Therapy Files, the hosts turn the tables and interview podcast producer Jim Ray about the growing role of podcasting in business, branding, and thought leadership. Jim explains why authenticity is one of the most important elements of successful business content. The conversation explores why podcasting creates from deeper, more engaging conversations that build long-term brand equity, as compared to traditional blogging and social media. The team validates the coaching and strategic guidance Jim provides clients beyond simply recording audio. This approach helps professionals communicate more effectively and confidently. The group unpacks how podcasting has strengthened their own communication skills, leadership presence, and team collaboration. Listen as the group shares humorous behind-the-scenes stories while also highlighting the discipline and consistency required to build a successful podcast. Today's conversation reinforces podcasting as a powerful platform for education, relationship-building, and business growth. Key Themes: Turning the Tables: Interviewing Podcast Producer Jim Ray The Hidden Work Behind Great Podcast Production What Separates an Average Podcast from a Great One Why Authenticity Matters More Than "Going Viral" From Blogging to Podcasting: The Evolution of Content Marketing How Podcasting Builds Confidence, Communication, and Brand Authority The Future of Podcasting and Why Long-Form Content Still Wins Episode Transcript Jamie Swaim: On this file for workforce therapy files. We are incredibly honored to welcome an amazing guest, and I know I say that often, but today our guest is the person who makes the workforce therapy files possible. Molley Ricketts: Yay. Jamie Swaim: You may have heard him referred to as Jim Jimmy Jumbo. Jason Heflin: I called him Jimothy. Jamie Swaim: Jimothy is one of my personal favorites. Absolutely. The Jumbotron. Molley Ricketts: Did that just happen? Jamie Swaim: It just did. Alright. Jason Heflin: Wow. Jamie Swaim: Yes. Our producer, Jim Ray, welcome to the show, Jim. Jim Ray: Hey, thanks for having me on. Jamie Swaim: Absolutely. Jim Ray: Good to see everybody. Jamie Swaim: So I like to start with the most random of questions. So I'm going to ask you to suspend belief for a second and act like you are a burglar who just does pranks. Okay And you sneak into people's homes just to mildly inconvenience them. Okay. So I'm going to give you some examples like mismatching all of their socks, mild inconveniences. What would be the signature prank for Jim Ray? Jim Ray: Throw pillows in the refrigerator because they have to wonder, how did I do that? Why did I do that? Jamie Swaim: He did that that so fast! He was like, I thought about, I've been waiting for the day that someone would ask me. Jim Ray: This was yesterday. What are you talking about? Jamie Swaim: Yes. I love this. I kind of want to round robin this for a second, Jim, because there's a lot of questions we want to ask you, but I'm also curious about the answers of other folks that are on this amazing file. Heflin, what's your prank? Jason Heflin: Oh my gosh. I would probably put different drinks in different bottles so they kind of see what… Jamie Swaim: Yes. Jason Heflin: Milk is in the orange juice and, you know. Jamie Swaim: Yeah, I like it. Molley? Molley Ricketts: I would probably do random things like put an egg in the mayonnaise or put the ketchup in the mustard. Kind of like your drink thing. Just everyday things. And you're going to do it and be like, what the, why is there an egg in the mayonnaise? Jason Heflin: Yeah. What I really like to do is I usually go over to Jamie's house and a hide her keys somewhere. Jamie Swaim: That's you that's doing that? All this time, I thought I was disorganized, you know what I mean? Jason Heflin: No. I sneak in on the weekends and before Monday. Jamie Swaim: Yeah. Molley Ricketts: So what about you? Jamie Swaim: I think I'd break in and leave stuff I no longer need from my house and people would be like, where did this come from? That is what I would like to do to people. Molley Ricketts: It'd be a great way to get rid of stuff. Jamie Swaim: Yeah. Because I know I need to declutter. And this would be like two birds, one stone. Yeah. Jason Heflin: I've got a cat. I'll drop off. Jamie Swaim: You'd be like, this dog really gets on my nerves. Jason Heflin: Yeah, yeah. Jamie Swaim: Yes. Jason Heflin: We've got two cats. One of them I like a little. Jamie Swaim: I do have a second alternative and we can put this up to a vote and that would be just in honor of my husband is to go in and just turn all the lights on or put the thermostat to the actual comfortable that everybody's got their degrees. They put it on in the winter. Jim Ray: 68 degrees. Jamie Swaim: 68 in the winter? So then I would go in the winter. Jim Ray: Well, 67 winter. It's an ambient temperature. Jamie Swaim: Oh. I would go in and put Jim's on 70 and just see what happens. You know what I mean? Because the kind of stuff that just… Jim Ray: Next thing you're going to be adjusting my mics and everything else. I get you. Be that person. Jason Heflin: We have one of those thermostats you can control from your phone. Jim Ray: Oh, wow. Jason Heflin: And it is constantly changing. It's probably going to go out within the first year because I'll be like, why is it this temperature? And my wife will be like, why is it this temperature? I'm like, what? I don't know. I didn't touch it. Jamie Swaim: That's when you change it from your phone phone and you're like, it wasn't on there. Yeah. Okay. Well, thank you. Good to know what kind of prankster you'd be. Jim Ray: Well, that and leaving random Post-It notes. "Hey, thanks again. Really appreciate it." Jamie Swaim: Who wrote this? Jim Ray: Who wrote that? What is this? Jamie Swaim: I'm not losing my mind. Molley Ricketts: Nice flush. Jamie Swaim: Yeah, nice flush. Wash your hands. Jason Heflin: Yeah. Jamie Swaim: Good reminders. Molley Ricketts: That's great. So today we're interviewing Jim Ray, our producer, and can't wait to learn more about what he does behind the scenes. We get to come into the room and he's got us all set up and ready to go and we crack jokes and he records and then the magic happens. Jim Ray: That's called massive editing. Molley Ricketts: Massive editing. So most people hear the final product, right? They hear us and they see us online producing everything, but we never see what it takes to create it. So today we're flipping the mic. So what does a podcast producer actually do, Jim? Jamie Swaim: Yeah. What do you do? Jason Heflin: What do I do? I've been wondering. Jim Ray: Let me justify myself. No, I think a lot of it really, you guys actually came up with a concept. I mean, you all called me. We literally recorded episode number one in Molley's office just on a, Hey, come out, come over and let's just see if we can figure this out. We went from title, to concept, to what are we going to talk about, to episode one being recorded in about two hours. That's probably the fastest implementation plan ever. Molley Ricketts: So you're saying we're easy to work with? Jim Ray: Well, yeah. It helps when you guys really know why you want to do this.  Jamie Swaim: Yeah, I heard "decisive." Molley Ricketts: That's what I heard. Jamie Swaim: Action-oriented. Organized. Jim Ray: Results oriented. Yeah, that's what I heard. No, but you guys all get along and that helps tremendously. You guys feed off of each other so well, and I think that comes through in the content, right? So that makes the editing a lot easier. There's not a lot of times where you guys get stuck when you're doing multiple people on the mic at the same time, somebody else can step right in. So there's not any dead air in there. It's just a great conversation.  You guys each have your respective competencies. So from that standpoint, you're constantly, okay, here's the next level, the next level, whether it's going deeper or just going further in the conversation. That makes it easy because I don't have to pull you along and try to help you guys come up with the messaging. You have it and it's just a matter of delivery. My job is just to make sure that one, we sound as good as we can on the mics, which is fantastic for you guys, in terms of what we're able to do with the mic quality. Beyond that, you guys just keep bringing guests. You guys keep bringing ideas, your ability to kind of walk into the room and sometimes the episodes are really well planned out. Other times it's, Hey, okay, let's come up with something on the fly. And actually some of those are the better episodes just because it's organic and it's right there and you guys just play off each other. So the big part of my stuff is making sure that the sound is good, making sure the distribution is ready to go, and then kicking it over to Jason's team for uploading to the website and social media. But you guys execute and that makes it fun. Molley Ricketts: So what do you think separates a good podcast from a great one? Jim Ray: Interesting. I think knowing the purpose of the podcast. So many times I'll have somebody who's interested in doing a podcast and they walk in and they think they're going to be the next Joe Rogan, and it's just not going to happen. Molley Ricketts: What? It's not going to happen? Maybe in the next year. Jim Ray: You guys are on your way. But you haven't arrived, but it's keeping you enthusiastic along the way. No, you guys understand the "why" each of you work in the HR space. Each of you work in staffing and workforce development, so that helps. Even from the

  7. May 11

    Why HR Is Still Misunderstood in Business Leadership?

    File 37: In this file of Workforce Therapy Files, the hosts turn the spotlight on Jamie Swaim to explore her journey into human resources and leadership strategy. Jamie discusses why HR is often misunderstood in executive spaces and explains the difference between reactive HR support and proactive people strategy. They explore workforce planning, compliance challenges, and the growing complexity of managing people across multiple states and industries. The discussion highlights the importance of ambiguity management, resourcefulness, and cross-functional thinking for modern HR leaders. The group reflects on how meaningful relationships, mentorship, and practical experience have shaped Jamie's approach to leadership. The conversation reinforces the idea that strong HR strategy is deeply connected to business success and organizational trust. Key Themes: ·      Beyond the Support Desk: Why Executives Misunderstand HR ·      Proactive Workforce Planning: Scaling Without Surprises ·      The State-Line Trap: Navigating Multi-State Compliance Risks ·      From Middle School Passion to HR "Encyclopedia" ·      The Three Pillars of Modern HR: Ambiguity, Resourcefulness, and Empathy ·      Real Talk Over Theory: The Inspiration Behind Parcel Episode Transcript Jason Heflin: Welcome back to the Workforce therapy files. Today we're doing something really fun. It's the final in our series of interviewing the founders of our podcast. And we got Jamie Swain, one of my favorite people. Jamie Swaim: CEO. Jason Heflin: CEO.  President. Supreme Leader. Molley Ricketts: Grand Poo-bah. Jason Heflin: Grand Poo-bah. Jamie Swaim: That's my personal preference. I'm just kidding. Jason Heflin: So thanks for being here today and taking some time out of your busy schedule. Jamie Swaim: Absolutely. Thank you for having me. Jason Heflin: Absolutely. I'm going to kick it off with some questions for your if you're ready. Jamie Swaim: I'm ready. Jason Heflin: Okay. So this is us interviewing Jamie as if we just didn't even know her. Molley Ricketts: Okay. Beyond the Support Desk: Why Executives Misunderstand HR Jason Heflin: So we may know some of the answers to these, but going to, I bet we're going to be surprised. Jamie, why is HR still misunderstood in the executive room? Jamie Swaim: I think it's because the day-to-day interactions before you become an executive with HR are support focused. They're compliance focused, and the further the individuals go in the HR space, the more it's strategy focused. And sometimes people ascend to the executive space before they've ever seen HR as a strategy. I think that's the biggest issue. And so they still want to interact as like, Hey, can you pull this report for me? Can you file this for me? Instead of, can you help me think through how our people will be impacted by this business need or this projected route that my company is going to go down? I think that's the biggest area that's misunderstood. Jason Heflin: Yeah, that's good. And it's true. I mean, it's easy to get disconnected or not be connected in the first place. Well, what's the difference between HR support and people strategy? Jamie Swaim: Yeah. I think the biggest difference is that support's in the moment largely it is reacting to what the challenges of right now and appropriate behavior, performance concern bubbled up. How do I help you through this navigate this tricky water moment that you're experiencing right now? Strategy to me is how do I make sure that the things we're putting in place right now align to where you want the company to go, but it takes being partners in that and understanding where companies want to go to be able to put strategies in place. Jason Heflin: Would you say it's proactive thinking over reactive thinking? Jamie Swaim: Absolutely. Jason Heflin: So I'm going to go off script a little bit. Jamie Swaim: That's fine. Proactive Workforce Planning: Scaling Without Surprises Jason Heflin: What's a quick thing that people can do to be better at that, to be better at that strategic long-term planning and thinking. Jamie Swaim: In terms of people? Jason Heflin: In terms of their people, in terms of talent. Jamie Swaim: I think the biggest one for me is really creating a workforce plan. Every year, companies get together and they say, what are the goals that we're going to have for this year? What are the budgets we're going to have for this year? And sometimes those are the only two things that leaders will do together to plan for their company. And they're not thinking through what that means from a people perspective. So you get surprised things like, we need to hire 45 people because we're supposed to start this on Tuesday. You're like, gosh, I wish I'd known that whenever I was putting together my team for this year. And those kinds of things can't continue to happen. If you want a seamless execution, if you don't want to do things like we've cautioned on this podcast, like hiring quick or not building intentionality in how you scale and grow or contract. Even having conversations of like, I'm not really sure that based on our sales forecast that we're going to be able to sustain this workforce. Okay, well, here's our turnover number. Do we want to just let natural attrition happen and not backfill it? Or are there other things that we'd like to do? We can have conversations about that upfront that save you some of the things that you sacrifice and the trust that you have with the people that work there. The State-Line Trap: Navigating Multi-State Compliance Risks Jason Heflin: Yeah. Good. I'm going to use a scary word in this next one called compliance. We've been talking in my company a lot about compliance. There's a new Americans with Disabilities Act law coming into effect in April. All websites, government, healthcare, all the major service websites have to be ADA compliant. Molley Ricketts: How? Jamie Swaim: There's a lot of things. Molley Ricketts: How will they be ADA compliant? Jason Heflin: ADA compliance for websites is visual and audio. So if somebody has a visual disability or can't hear, and there's audio or video on the site. Jamie Swaim: Also color considerations. Jason Heflin: You have two similar colors of blue are sitting next to each other that are too close. People can't tell the difference. Different fonts, the readers can't read them to people. So anyway, that's a side journey.  Molley Ricketts: Sorry, didn't know. Jamie Swaim: But we're all learning. Jason Heflin: But I've been talking about compliance half the day every day for the last few weeks. So it's scary. People are like, what comply I have to comply? Yes, yes. It's a minimum of $115,000 fine. So now are they going to, who knows if these compliances are going to be enforced or not? Somebody's going to have to call you out. Probably won't. But compliance is scary when people bring it up. So what's the biggest compliance risk companies are ignoring in the space of hiring and people and talent? Jamie Swaim: I think the biggest one from my perspective is when we're thinking about scaling and growth and ignoring the fact that compliance is bigger than just federal law. So every state in our country has a different set of requirements. And so, choosing to scale might also mean that you need to choose how you're going to support your organization with additional requirements. And it can't always be absorbed by the two people you gave to the HR team. So, you're in 45 states. Well, that might mean that I have two more people that are necessary just to be able to do the basics. And that's not counting the other meaningful things that the function can offer. And it's not just in HR. That's true for safety. It's true for finance requirements, tax laws, how the unemployment's set up, how workers' comp is set up. All of it is down to the state line. And I don't think companies always think about that, especially if founders or growing company CEOs have not worked in that space before. If they haven't hired an HR expert that they're spending time with, it may not be something that they pay attention to. The second one though, that is also something I stay with my head on pivot right now is immigration laws. It's a growing space, and for some industries, you got to stay really connected to it, especially in rural medical settings, agriculture, people with highly-skilled workforces where you've got individuals on a lot of visas. Paying attention to where we are from an immigration standpoint is going to be really important to make sure you have the right budgets and support to navigate it. Jason Heflin: And it doesn't have to be scary. Right? Jamie Swaim: It doesn't have to be scary. But here's the thing. We need to all accept the fact that the people that write these laws are not people that are executing the work. So they don't always write them in ways that are so clear that you're like, oh, okay, well that's step one. I understand that. And they don't always provide the tools to help you do it well. So finding someone who understands the ways that companies have bumped their heads on this is it's worth the time and it's worth the investment to have somebody that you can trust to help you navigate it. Molley Ricketts: Can I get an amen? Jamie Swaim: Thank you. From Middle School Passion to HR "Encyclopedia" Jason Heflin: Can I ask you another off-script question? I'm going to start with a compliment. So you are probably the most knowledgeable person when it comes to these type of topics, like the technicality of human resources. Jamie Swaim: That Jason knows. Jason Heflin: Yeah. So I don't know many, but no, but seriously, you really are. And whenever you dive into these things, it's like you could just keep going and keep going because you've se

  8. Apr 27

    Why Hiring Is Broken: Moving Beyond "Check-the-Box" Recruiting

    File 36:  In this file of Workforce Therapy Files, the hosts spotlight Molley Ricketts, founder and CEO of Incipio Workforce Solutions, and explore her journey building a people-first recruiting firm. Molley shares how her early experiences shaped her belief that hiring should be intentional rather than transactional. The conversation dives into common hiring mistakes, including reactive recruiting and outdated job descriptions. They also unpack the real cost of bad hires and why culture alignment matters more than filling a seat quickly. Molley highlights the overlooked value of essential workers and the importance of recognizing their contributions beyond moments of crisis. The group discusses leadership growth, the difference between founder and CEO roles, and how to scale a business while maintaining culture. Practical insights around networking, strategy, and long-term talent development are woven throughout. The file ultimately challenges leaders to rethink how they approach hiring, culture, and workforce strategy. Key Themes: Molley Ricketts' Origin Story: From Corporate to Entrepreneur Reactive Hiring vs. Strategic Talent Planning The Real Cost of a Bad Hire vs. an Open Position Essential Workers: Why Their Value Is Still Overlooked Scaling a Business Without Losing Culture and Leadership Identity File Transcript: Jamie Swaim: Welcome back to another amazing episode of the Workforce Therapy Files. Today we are continuing a theme where we're getting to know the hosts of Workforce Therapy Files, and today we are dedicating our time completely to the one, the only, the incredible, the author… Molley Ricketts: International bestseller. Jamie Swaim: The international bestseller. You're not supposed to do your own intro, but dang it, Molley Ricketts: I didn't want you to miss it. Jamie Swaim: I'm not going to ask Jim to redo it because… Jason Heflin: A quick plug, but international best seller for what? Molley Ricketts: She Knows Best. Jamie Swaim: Author of international bestselling book, She Knows Best, Molley Ricketts. Molley Ricketts: Thanks. Thanks for having me on the show. Jamie Swaim: Very good. Molley Ricketts: Thanks. Jamie Swaim: Molley. I know we'll give you some questions and you prepared some things that you definitely want to talk about today, but you're not prepared. Jason Heflin: We're not going to ask you any of those questions. Jamie Swaim: We're not going to ask you any of them. We've got a whole list. Molley Ricketts: I feel so unprepared now. Jamie Swaim: All right. If you had to teach a master class tomorrow about something that has nothing to do with your business or your job, what would it be on? Molley Ricketts: Boating. Jamie Swaim: Boating. Jason Heflin: That's Boating with a B, not voting with a V. Molley Ricketts: Oh no. You don't want me to teach that class! Jamie Swaim: How'd you get into boating? Molley Ricketts: Grew up around it. Jamie Swaim: Yeah. Molley Ricketts: I was driving a boat before I was driving a car. Jamie Swaim: So now we'll also call you Captain Molley Ricketts. Jason Heflin: She's been a captain for us lately, like getting some of this content ready and stuff. Jamie Swaim: Yeah. I don't know if you guys know this, but our podcast wouldn't happen if it wasn't for Molley Ricketts. Molley Ricketts: Oh, stop. Jamie Swaim: She gets us together. She tells us what we're going to talk about. She gets us guests. She found Jim. Yeah. Your face should be bigger on our sticker. Molley Ricketts: I like that. Jamie Swaim: But you're already in the middle, so I guess there's that. Okay. Molley Ricketts: The Red glasses. Jamie Swaim: So let's just like every hero or villain in a story. Molley Ricketts: Yeah. Molley Ricketts' Origin Story: From Corporate to Entrepreneur Jamie Swaim: They all have a good origin story. Let's talk about yours. Molley Ricketts: Okay. Jamie Swaim: What problem in the workforce space frustrated you so much that you were like, nobody else is doing this, so I'm going to build a company and I'm going to be the one to do it? Molley Ricketts: It stemmed from working with organizations that continue to look at recruiting as a transaction and checking a box to fill a seat. The opportunities that come with an organization that are intentional about the people that they're putting in those seats and that are intentional about the knowledge, skills, and abilities that they're bringing into the company. When you really think about it and make that decision based on growth and succession, instead of checking-the-box, you change the game. And for so long, the companies that I was working with, that's all they wanted to do. Jamie Swaim: Yeah. I got you. Molley Ricketts: Yeah. Jamie Swaim: Your company's name is Incipio. We didn't mention that in the intro. Jason Heflin: Incipio Works. Jamie Swaim: Incipio Workforce Solutions. Yep. So was Incipio the first company you started? Molley Ricketts: It was not. Jamie Swaim: What? There's another story here. I did not know this. Molley Ricketts: So I worked with a corporate organization for almost 12 years and learned a lot. It was a great experience. It was also one of those great golden handcuff companies where you've got the great pay, great benefits, great PTO. Jamie Swaim: Did you have a pension? Molley Ricketts: Yeah. Jamie Swaim: What? Molley Ricketts: Can you believe it? Jamie Swaim: No. Molley Ricketts: Yeah. So there were other plans for me. I was part of the second wave of layoffs that banking institution had, and I thought, you know what? I can do this. I can do this on my own. But I had two small kids and didn't think that I could lean into myself enough to financially support the family. My husband was working, he had a stable job, still does, and it was all great, but taking that leap of faith on myself was a little too scary. So I went out and I said, okay, if anybody was going to hire me to solve their recruiting problems, and all I have on my resume is 12 years of a corporate job, they're going to look at me and think, no. Jamie Swaim: That's not going to work over here in my widget-making. Molley Ricketts: So, I went to work for a small company here in Louisville. Architects and engineers, Luckett and Farley. I'm a history nerd. So they were the official architects of the Twin Spires at Churchill Downs from 18, whatever that year was, sorry, I don't remember. So I thought, how cool would that be? And learned a lot from there. And then I was tapped to work a contract position with GE through YO Corporation out of northern, the New England area, and learned a lot there, especially working as a third party for a corporate company like GE. Learned a lot. And through that, a lot of the managers and leaders that I had worked with in the past at Citigroup said, Hey, the person that I'm working with now, I don't like them recruiting for me. Can you help me? So my first company started itself basically, because people that I had worked with in the past reached out and I thought, I can do this. I can work full-time job and come home and work again. Sorry, Chad. And that's what I did. So my first company was Starting Line Staffing Consultants. Jamie Swaim: Starting line? Molley Ricketts: Starting line. Jamie Swaim: Because you love the track. Molley Ricketts: Yes. Jamie Swaim: Yes. That's a great name for your company. Molley Ricketts: Yeah. And it was a starting line for new employees, for new companies. Right? Jamie Swaim: For sure. Molley Ricketts: So I did that. So I worked full-time as a contractor through YO at GE, and I had my own business on the side, and the business started to grow and I had to make a decision. I was like, I don't have that real third-party experience. So, I went to work for a temporary agency and continued to affirm that that's not the business that I wanted. Through that education and learning really took my Starting Line business and pulled it into that temporary agency and learned a lot after two and a half years and discovered that wasn't a good fit for me and decided to leave there and took on the adventure of giving myself a few months of a break to get my stuff together. Did you like that? I said stuff I didn't. Jason Heflin: Very well done. Yeah. Molley Ricketts: Thank you. Thank you. Jamie Swaim: Such growth, really. Molley Ricketts: Right, right. So I took a few months and really got a plan together. And Jason, to your point on a previous episode of really understanding what it was at the minimum expectations I had to set for myself, that was hard because I'd had so much responsibility in leadership opportunities in the previous positions, and I missed that, because now I'm the only one. And when I started Incipio and the frustration that I had seen with other organizations that I'd been a part of that we were working with, I just saw that real lack of focus and the transactional filling of seats that companies were used to, and there's got to be more than this. The satisfaction that I felt early on in my career, why can't other people feel that? And they should. Why has it become acceptable that they don't have to? So Starting Line was then dissolved, worked for the third party, and Incipio was born, which is Latin for new beginnings. Jamie Swaim: Look at all this intentionality. Jason Heflin: I know. Jamie Swaim: I know. Jason Heflin: I just start on a whim and she's over here thinking about it.  Jamie Swaim: I love it. So if you were to think about the thing that you have changed your mind on in the past 10 years as it relates to talent, what's the thing that you believed 10 years ago that you no longer believe? Molley Ricketts: Everything's on a resume. Jamie Swaim: Oh yeah. Molley Ricketts: Maybe it used to be that way. Jam

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About

This podcast is designed for business leaders and human resource professionals who are challenged with expanding their workforce. Workforce Therapy Files, an Employer Solutions Podcast, is hosted by 3 separate business owners who operate in the staffing and human resources space. They'll provide perspectives, tips and advice (along with a little humor) to help you prepare for and manage your workforce challenges. Need Help Supporting Your Company's Recruiting and Staffing Goals? We're here to help. You can contact us via our individual websites, depending on your specific needs or questions: • Jamie Swaim, SPHR – www.ParcelKnows.com • Molley Ricketts – www.IncipioWorks.com • Jason Heflin – www.CrowdSouth.com We hope you find it insightful and helpful. Thank you for listening!

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