David Ard

Are you curious about #DEI in the workplace? Culture Amp's 2024 Workplace DEI report has all the latest insights! We're digging into trends from almost 400 companies and over 175,000 employees to uncover the latest DEI trends and its effects on employee engagement. Click here to read the report now. #DEIstrategy #DEItrends

10

Big news! 🎉 Visier's Benchmark Data is now available to The Josh Bersin Company's research library via Galileo™, an AI Assistant that enables easy and quick access to understand, learn, and seek out best-practices in every area of HR through data and content. Galileo was already hugely smart, but the addition of Visier on the platform will give business and HR leaders even more useful, timely, and deeply informed business content and best practice HR trend support. 💭 Imagine, you're a healthcare leader seeing high levels of turnover in your group. You could ask Galileo, "Can you tell me if my turnover is too high and if so what should I do about it?” Galileo will compare your turnover rate to industry benchmarks, then directly advise you on benefits, flexibility, or other management tips to help—including case studies! Don’t just take our word for it; read the full news here: https://lnkd.in/gdAbjdYV #galileo #futureofhr #futureofwork #HR #leadership.

12

First comes the data, then comes the strategy!  I'm very excited about this launch. There's lots of sources of HR and People data, but no one really helping tell us as leaders what to do with it. Culture Amp's People Analytics tool is designed to empower HR teams with the right data, delivering personalized and actionable intelligence to all leaders and decision-makers within the organization. 🚀📊 Head over to this link to see how the power of data-informed decisions can elevate your company's strategic planning.

40

1 Comment

🎯 Calling All Visionary TA Leaders! 🎯 Are you a Talent Acquisition leader who believes in the transformative power of data, measurement, and cutting-edge practices? Then our new webinar series,  TA Greatness, is tailor-made for you! 👥 Why Join Us? - Access game-changing insights from leading academic and applied research. - Learn from success stories of top companies that have transformed their TA strategies. - Get practical tools to measure and showcase your impact with precision. - Explore innovative talent practices and technologies to stay ahead. - Discover new ways to enhance diversity and inclusivity in your hiring process. - Build a future-ready, skills-based hiring infrastructure. - Embrace tech and AI to revolutionize your hiring approach. 🔍 First Webinar Topic: Reveal the Ultimate TA KPI Join us to uncover the most critical KPI for TA leaders, understand its importance, and learn practical ways to measure and optimize it. 🕒 Pressed for time? Our sessions are just 30 minutes, packed with actionable insights!** 📑 Bonus: Each participant will receive a cheat sheet with all the tips we share in the session. 🔗 *Sign Up Here: https://lnkd.in/d_4aYKHp Don’t miss this opportunity to transform your TA strategy and achieve unparalleled greatness! 🌟 #TAGreatness #datadrivenTA #informedecisions

1

Headspace has come out with their new Workforce Trends Report and the results just might surprise you. Of all the workers surveyed, 77% said that work stress had negatively impacted their health, 71% said work stress had caused a relationship to end for them, and 40% said work had caused mental health issues. More employees reported that leaders in their organizations had talked about mental health. This year 89% said they had conversations at work about mental health, up from 35% in 2020. HR leaders and managers are the ones on the frontlines of the mental health crisis in the workplace. Workplace leaders must show support to employees, offering them access to quality, comprehensive programs to help and benefit their mental health. #HRStrategies #MentalHealth #WorkplaceStress #StressAwarenessMonth

3

Another excellent article written by Lynda Gratton for MIT Sloan Management Review which overviews the shift in employee expectations and retention drivers over the past few years. No. 1 being strong managers and leaders. Defined as those who genuinely care about employees’ well-being, give their team members useful feedback on their performance, and act as great role models. However, research shows that confidence in leaders has declined globally in three vital capabilities: 💡demonstrating how important people are to the company’s success 💡keeping people informed 💡communicating a motivating vision. Culture Amp research found that, 89% of employees were committed to stay at their organisation where these traits are evident in their leader and manager. For those employees with both a poor manager and a poor leader, the number dropped to 22%. And the No. 2 driver? Career progression. With leaders as the thread - communicating, supporting, coaching and developing their people. All too often I hear that conversation is missing in action. The urgent takes over from the important. Would love your thoughts! #conversationsmatter #connection #employeeexperience #leadershipskills #coaching

2

1 Comment

#HR friends - The Circle by Founders Circle Capital is a great leadership community, connecting growth stage execs with frequent high-quality content, thought partnership, networking, and more - I am honored to be on the upcoming #IPO panel and encourage you to check it out and consider becoming a member! #leadership #humanresources #thoughtleadership #iporeadiness #strategy #execution Emtrain

13

1 Comment

📊 It's been a bit over a year since we published the very first Talent Trends Report using proprietary Ashby data. The topic was Offer Acceptance Rates. I've loved the excitement that gets expressed when people see these and they are just so useful for talent teams to benchmark their work against. I get told stories all the time about the way Talent teams have driven change, change that they already knew was right, through the data that these reports make accessible. These are un-gated too! We’re refreshing the report with the latest trends in offer acceptance rates, and adding new insights we didn’t include last time. We'll be releasing the updated report soon! If you want to be in the early access group, sign up for the Talent Trends Newsletter here: https://hubs.li/Q02x9QcR0 You can also follow Ashby here: https://lnkd.in/gDtuNspH #talenttrends #talentstrategy #ats #recops #recruiting #talentaquisition

75

8 Comments

We’re massively underestimating the importance of rebuilding trust, given all that has gone on in the workplace over the past few years 🚨 The evidence? 1) per Gallup: employee trust in leaders is at a low point vs. 2019 i.e. the year before everything changed 2) there is a growing trust gap between C-suite and front-line staff, according to PwC’s recent Trust Survey 📉 With major internal change, trust is at risk. While change is necessary, high trust = high performance. From HBR’s “Neuroscience of Trust”: high trust organizations are 50% more productive and 74% less stressed. There is also a positive correlation between internal trust and company financial performance + product / service quality (Journal of Economic Behavior & Organization, 2015). As Dov Seidman says: “trust is the only legal performance enhancing drug.” 💪 What do high performing teams do? According to research from Ron Friedman (HBR, Jan. 2024), they build trust. How do they build trust? They do the following five things: 1️⃣ They do not leave collaboration to chance  2️⃣ They keep colleagues informed 3️⃣ They share credit  4️⃣ They view disagreements as opportunities for improvement  5️⃣ They proactively address tension https://lnkd.in/gvrmZExK

105

11 Comments

Corporate America is investing billions in employee training, but the expected performance boost often needs improvement. As a former world-class athlete and goal achiever, Charles Clark believes the missing link lies in nurturing individual strengths within teams. To create a high-performing team culture, HR leaders should: 1. Encourage Autonomy: Allow employees to approach problems in their own way, fostering a sense of responsibility and investment in their work. Trusting your team to make decisions builds confidence and initiative. 2. Champion Emotional Intelligence: Promote training in emotional intelligence, focusing on empathy, stress management, and collaboration. Teams with high EQ are better equipped to handle pressure and adversity. 3. Instill a Sense of Purpose: Connect employees' tasks to the organization's broader vision, giving them a reason to engage fully. When team members find purpose in their work, they become more productive and passionate. 4. Embrace the Lessons of Failure: Shift the mindset around failure from a setback to an opportunity for growth. Encourage resilience and adaptability, turning challenges into learning experiences. By embracing these principles, HR professionals can cultivate a corporate culture where employees are empowered to lead uniquely. This approach can transform an organization, creating a sustainable and fulfilling workplace where each team member contributes to success. #EmployeeTraining #LeadershipDevelopment #TeamSynergy #HRStrategies #WorkplaceCulture

Understanding where the talent tech market is headed is essential when developing an effective tech strategy and plan. Navigate the multitude of talent acquisition technologies to build an effective tech stack using insights and best practices from industry experts with Jonathan F. Kestenbaum. #Talent #HR #TalentTechnology #AI #ArtificialIntelligence #Tech #Technology

25

There is a lot to unravel here in the latest Josh Bersin and AMS report on the current state of corporate hiring. Unfortunately, one clear finding is that many companies still view their Internal TA teams as a fulfillment centre, to the detriment of their long-term business goals. Report highlights: 🔎 Companies still struggling with skill shortages - 60% respondents 🔎 Cost reductions across hiring teams, improving efficiencies, and doing more with less - 58% respondents 🔎 Workforce planning and TA strategic alignment remain significant challenges - 42% respondents say they do not have a workforce plan 🔎 Only 32% of TA leaders feel they act or are treated as strategic partners to the business Skill based hiring, Internal marketplaces, AI/Automation and smarter capacity planning can all help address some of the challenges above. However, what we're seeing from the clients we work with is the importance of how supportive the CHRO/CPO is in uplifting the TA function and supporting it with a long term view. TA Tapestry our diagnostic tool has been purposely created to identify these challenges, allowing you to build alignment across the business (TA, HR and the Business) pinpoint the areas of prioritisation and improve the effectiveness and efficiencies across your hiring processes. It's simple, its effective and can certainly help to level up the TA game. www.macrameconsulting.com

33

2 Comments

Check out my latest Association for Talent Development (ATD) Talent Development Leader podcast: How to Incorporate Generative AI Into Your L&D Strategy I had an excellent conversation with Ann Parker. There's plenty of gold nuggets in this conversation: 1. Aligning L&D with business strategy 2. Revolutionizing L&D using AI prompts 3. Staying current with generative AI skills 4. Importance of understanding AI model functionality 5. Impact of AI on organizational efficiency 6. AI replacing mundane tasks for efficiency 7. Importance of AI strategies in L&D Budget some time, and take a listen. 🎧

25

1 Comment

Five Diversity, Equity, and Inclusion (DEI) experts from the Culture First community react to the latest data from Culture Amp's 2024 Workplace DEI Report. They share which findings surprised them the most, what they see as the top challenges to DEI, and tips for prioritizing DEI in your organization- https://lnkd.in/gDzxTSMB Check out the full report to dig into the data and learn how you can make meaningful improvements that drive business impact: https://bit.ly/4eOhJ85. #DEI #DEIprograms

4

SCALING PEOPLE Authored by former Google and Stripe executive Claire Hughes Johnson, Scaling People is not just a book. It's a transformative journey into the heart of effective team leadership. In the dynamic world of organizational growth, where challenges abound and ambitions soar, this book serves as a guiding light for leaders and managers looking to cultivate greatness in their teams. Picture a workplace where every individual is empowered to reach their full potential, where diversity is celebrated, and inclusivity is not just a buzzword but a way of life. The author’s words resonate like a symphony of possibility, urging us to create environments where trust, collaboration, and innovation thrive. Imagine as well the thrill of watching a team evolve from a group of individuals to a well-oiled machine, fueled by a shared vision and a collective purpose. The pages of Scaling People are brimming with practical advice, illuminating the path to effective talent acquisition, nurturing top performers, and fostering a culture where every voice is heard and valued. Through the many insights, it reminds us of the transformative power of empathy, communication, and respect in building strong, resilient teams. Conflicts are not roadblocks but opportunities for growth, and differences are not barriers but bridges to new ideas and perspectives. As you immerse yourself in the wisdom of this book, also embrace the challenges of scaling a team with a heart full of hope and a mind open to endless possibilities. Remember, the true essence of leadership lies not in titles or hierarchies but in the profound impact we have on the lives of those we lead. Accurate 4.5 stars. ⭐ ⭐ ⭐ ⭐ 1/2 Highly recommended. For those used to multi-tasking, best experienced through Audible. 🙂 #organizations

5

Great recent article in HR Daily Advisor by Carly Holm on talent retention among Gen Z and Millennial workers. It's time for a significant shift in approach. While supporting these generations is crucial, the focus should move from paternalistic oversight to empowering career ownership. Organizations should understand that HR departments cannot and should not assume the roles of nurses, doctors, or financial advisors. The primary role of HR should be to create frameworks that empower employees to take charge of their own careers, health, and financial well-being. So, how can we empower career ownership? Career ownership should be driven down to the individual level. Employers need to establish environments where employees are encouraged to set their career paths and pursue professional development proactively. This involves providing resources and opportunities, but it also requires a cultural shift towards trust and empowerment, allowing employees to make decisions that best fit their long-term goals and lifestyle preferences. Creating a culture where every employee feels they have a voice is another crucial step. This doesn't just mean open-door policies or feedback mechanisms; it involves genuinely valuing the input from all levels of the organization. When employees feel heard and see real changes based on their feedback, it increases engagement and commitment to the company. HR's role should be redefined as facilitators of resources rather than fixers of problems. By providing access to tools for professional development, mental health resources, and financial planning services, HR can empower employees to take initiative. This approach not only promotes individual responsibility but also alleviates the burden on HR to be all things to all people. Ultimately, the goal is to foster a workplace where employees are treated as whole individuals who are capable of managing their aspects of their professional and personal lives. By encouraging career ownership and ensuring that every voice is valued, organizations can create a more dynamic, engaged, and resilient workforce. This shift not only supports the individual growth of Gen Z and Millennial workers but also aligns with modern organizational needs and the evolving role of HR. #LeadandLetLive #FutureofWork

17

2 Comments

🚩 Red flags to look for when building your recruiting tech stack (part 3): Friction and unrealistic expectations. What does that mean? Despite the promise of efficiency and optimization, some AI solutions may create friction and inefficiencies at various stages of the recruitment process. In turn, doing the opposite of what they were designed to do. What to look for: 🔍 Confusing and convoluted user interfaces  🔍 Lack of integration with your existing systems  🔍 Overly complex systems that overwhelm rather than help How can you combat this: 👉 Set realistic expectations. Any solution that appears too good to be true should raise red flags. 👉 Pilot each potential AI solution before committing  👉 Choose a subset of users who can test the platforms. Get the full scoop by reading our article on The Staffing Stream by Staffing Industry Analysts 👉 https://lnkd.in/eeNd2Fpi Did you miss our other red-flag articles? Check them out here 👇 1️⃣ The No. 1 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/e5BN8kp3 2️⃣ The no. 2 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/dCEzWm2b #staffing #recruiting #ai #hr #talentacquisition #hiring #techstack

3

The article from Sprout Social explores the integration of social media in HR practices, particularly for recruitment. It highlights four key benefits: building a strong employer brand, gaining insights into competitors, expanding the candidate pool through employee advocacy, and fostering long-term connections with potential candidates. By leveraging tools like Sprout Social, HR teams can enhance their recruitment strategies, engage with candidates more effectively, and promote their company culture. The article emphasises the importance of collaboration between HR and social media teams to achieve these goals. https://lnkd.in/gCbuyvnh

2

There's interesting research this week suggesting that Talent Acquisition teams increasingly feel disconnected from company strategy and are being forced only to advise on ways of reducing costs. Is that your experience? Certainly this article resonates with many conversations we've had with TA professionals of late. So many seem to be saying “we see the need for investment in Employer Branding but we're struggling with budgets being consistently cut”. We really feel for them. These budget cuts feel so short-sighted in an age where increasing skill shortages mean finding and keeping the best talent is so critical to business growth & success. Yet it’s a reality of today’s business landscape. https://buff.ly/3WxX0Ph #talentacquisition #employerbranding

2

1 Comment