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Jennifer L.
Done with SHRM and want to take some action? I got you, we just launched a petition over at Equitable HR Guild! SHRM's recent actions and long-standing issues, such as high costs, outdated practices, lack of DEI focus, corporate bias, and anti-union stances, have made it clear that SHRM is no longer a reputable authority on HR. Join us in this call to divest from SHRM and support more inclusive and equitable HR practices. By moving beyond SHRM, we can open doors to a broader pool of talented HR professionals and build more diverse and inclusive teams. We envision this petition as a way to bring our collective voices together to advocate for meaningful change. Consider these calls to action: 🔺 Let your SHRM certification lapse. 🔹 Remove SHRM certification requirements from job postings. 🔸 Embrace more diverse qualifications. ◾ Stop sponsoring or attending SHRM events. 🔻 Promote equitable and inclusive HR education. 🔸 Advocate for better representation to lawmakers. 🔹 Commit to embedding DEI in your HR practices. Sign the petition at the link below and help us drive the change we wish to see in our workplaces. Please share as well! Big thank you to Angela R. Howard, Mahal Maningas, and all the folks I've chatted with over the last few days who helped make this possible!
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Harriet Lavender
Talent's New Frontier 🌐 The talent war is evolving. With remote work dismantling geographic barriers, companies now have access to a global talent pool. The question isn't simply "who is the best" but "where is the best". As we embrace this broader reach, the debate between hybrid and remote setups intensifies, raising poignant questions about the value of face-to-face interaction in a world growing increasingly virtual. This war on global talent has some questioning if local 'homegrown' talent is being overlooked. Do you have a view❓ #peopleandculture #talentacquisition #talent
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Ruchi Bhatia
In this episode, Nolan and Kelli have an honest and transparent discussion with CEO and founder of Remote Job van der Voort (also the former VP of Product at GitLab) on the nuances of running an international remote company valuation around $3 billion . Job strongly emphasises how trying to replicate the office environment in a remote setting doesn’t work and how giving small teams extreme autonomy with focus on outcome-based-management far outweighs surveillance and micro management. Kelli, Nolan and Job chat about early career growth and development in remote settings vs learning by osmosis in the office and how the company committed to developing new methodologies to mentor and train up juniors. Job also gives insights into the complexities of global hiring, geography-based compensation, and geographic mobility for remote workers and discusses the impact it has on contracts and mutual obligations Loved this conversation Nolan Church Job van der Voort #RemoteWork #HumanResources #HRConsulting
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Adam Horne
Anyone know if SHRM are hiring for their PR team right now? I have a feeling they’ll need it 😂… Removing “Equity” from their DEI strategy is indeed a bold, and frankly flammable move, and people clearly aren’t happy. Here’s what we’ve gotta do about it: 1️⃣ Employers- Stop ‘requiring’ this when hiring. You don’t need it. And if you want a reframe on this if you’re asking for a SHRM practioner in your job ads you are now effectively saying you align to anti-equity principles - really want that?! 2️⃣ HR folks- stop fuelling the fire. The more you invest, subscribe, attend conferences… the more you validate and enable that behaviour. I know this is hard given 1️⃣… but make a stand where you can 3️⃣ Let’s build better- We have the same issue here in the UK with CIPD. Both stand as the only real ‘recognition’ you can earn for HR… but ask yourself, if you didnt need this to jump through job application hoops, would you want this? My guess is no. Support other orgs. Invest elsewhere. Whether thats time or money, help create that shift! 🔥 There are SO many progressive networks, communities, courses, and programmes you can invest in that will accelerate your journey, instead of taking you back to the stone age. 🤘 We’re building our own here: https://lnkd.in/e5yhxFNV But two more you should also check out and follow: 👉 Luke O'Mahoney 👉 PeakHR 👉 Learngility It’s fine to be mad at SHRM, but now you need to stop subscribing to, validating and aligning to their principles…❌ Open Org
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Lori Sylvia
We had a great Learn With Lori strategy session today with our Rally Inside platform users, diving into our new 2024 Social Recruiting Strategy Benchmark Report. Thank you to all of our users for contributing into our collective knowledge of what works (and what doesn't work) to attract and engage talent on social media and other digital marketing channels. One of the big takeaways 👉 go beyond employee stories and spotlights to celebrate your people and teams for their amazing contributions and accomplishments, both at your company and in the community. The public report is dropping on Monday, July 1st so be sure to visit our Rally® Recruitment Marketing site to grab your copy! #recruitmentmarketing #socialrecruiting #talentacquisition #employerbranding
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Georg Hirschi
Talent Scouts are Hunters AND Gatherers… Sadly I have only witnessed very few companies moving away from traditional and reactive recruitment approaches to building proactive talent scouting capabilities. This flips the script on conventional hiring practices, recognizing that in today's war for talent, the old ways of traditional recruitment won't cut it. Best-in-class talent scouts operate differently from traditional recruiters in several key ways: 👉 Reversing the Process; Talent Scouts combine the quality of hunters pursuing the most exceptional talent and gatherers who engage talent over a longer period of time. This is quite the opposite of recruiters who passively wait for candidates to apply to job posts and if they don’t fit particular requirements just forget about them. 👉 Workforce Planning Integration: Talent Scouts are deeply integrated with the organization's workforce planning processes, ensuring alignment between talent acquisition strategies and business needs. 👉 Critical Skills Focus: Rather than sourcing for all roles, Talent Scouts concentrate their efforts on critical skills and hard-to-fill roles that are essential for the company's innovation roadmap and growth. 👉 Proactive Talent Community Building: They build and nurture talent communities for these critical roles, even before specific openings arise, fostering long-term relationships with potential candidates. 👉 Omnichannel Sourcing: Talent scouts leverage a variety of online and offline channels to identify and engage with top talent, using a strategic and targeted approach. 👉 Comprehensive Talent Engagement: They deploy a well-defined strategy, technology stack, and processes not only to source talent but also to engage and retain them throughout the candidate journey. In essence, talent scouts operate as "reversed recruiters." While traditional recruiters start with open roles and then seek candidates, talent scouts begin by identifying exceptional talent and then match them with those critical opportunities within the organization. For this transformative shift to be successful, it is crucial for top management to lead the change in strategy and prioritize talent acquisition as a key driver of innovation and growth. As always “actions speak louder than word” and their needs to be 💰 to deploy this strategy. ⁉ Question; I would love to hear your thoughts and experience with talent scouts (btw we call them FINDER’s at FOUND) 📫 In my next post I will go into the delicate balance between time-to-fill and talent quality exploring strategies for optimizing both without sacrificing either. #recruitment #talent #sourcing #skillshortages
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Amy🧲 Mansfield Nelli
How did we help HR and brokers Rock last week?...check out our findings for a 200-EE AI Co in the Northeast...... 🔥 via our proprietary "Benefits Strategy Workshop," where we specifically focused on their mental health strategy... 💗 Employers expected outcomes.... 📈 Enhanced employee productivity and satisfaction. 🔻 Reduction in burnout and turnover rates. 🏋♂️ Strengthened company culture around health and innovation. 📛 New Project Name: "MindAI Wellness Initiative" 🌎 1 of 7 implementations to deploy via our platform: **Stress Management Workshops:** **Recommended Vendor: Calm for Business** - Monthly workshops on stress reduction techniques, mindfulness, and resilience training. P.S. Our unique benefit design studio workshops combine 25 years of employee benefits expertise with real-time data from the voices of the actual US workforce, offering relevant solutions distributed through our high-touch benefits and engagement platform. P.P.S. We're on our way to becoming innovative HR and brokers' greatest asset with high-value experiences and insights. (Disclaimer: RE currently has no financial relationship with Calm for business but will be working to vet them for our exclusive always open REStore 🏪 )
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Sarah Fleagle
90 Days of Sourcing: How to Build a Recruiting Flywheel Be proactive and build a recruiting flywheel. The process resembles relentlessly pushing a giant, heavy flywheel, turn upon turn, building momentum until a point of breakthrough. Tune in to find out how this will greatly benefit your recruiting methods. https://lnkd.in/dXWKJPk4
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Jace Mouse
A third of Americans making over $200k live paycheck to paycheck. I talk to HR leaders every day, and that stat catches some of them by surprise. There are a variety of reasons for this dilemma, but a recent episode from the Wall Street Journal podcast breaks down a big reason why more employees than ever find themselves in a jam. For your employees, the cost of owning a home is going up 🏡📈 The Journal breaks down a few key costs that keep your hardworking employees – even some of your best savers – guessing. The WSJ unpacks the facts for us in their podcast (link in the comments) titled “Think It’s Expensive to Buy a Home? Try Owning One.” Here’s a recap on what’s throwing your employees off balance: 1️⃣ Everyone knows buying a home is expensive these days. Bidding wars, interest hikes, and other factors are stretching people to their limits as they chase the American dream. 2️⃣ Home maintenance costs more. On average, it costs $6,600 a year to maintain a home. Some of those costs aren’t just unexpected, they’re also up 8% this year, according to data. 3️⃣ Property taxes average $4,062 this year, and that’s 4% above what homeowners were previously budgeting. That number won’t be going down anytime soon as local and state governments contend with their own cost increases and demands for services. 4️⃣ Lastly, the big one: is homeowners insurance. That thing you have to have, but never hope to need…. That’s up 20-60% across the country, as insurers grapple with rising claims and costs of repairs. Sources: WSJ Podcast aired April 18, 2024 and the March 2024 Paycheck-to-Paycheck Report Helping your employees navigate 2024 can be hard. We’re here at GoDo to make it a easier for employees to make the most of every dollar. 📱Are ready to see how GoDo can help your people? Let’s talk!
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Natacha U.
Well, hold on now.... here's the thing: In theory, 'culture add' aims to embrace difference, but blindly throwing strategies at the wall to see what sticks can screw up both organizational harmony and individual psychological safety. Hiring for 'culture add' may prevent a homogeneous environment, but without proper influence, misfits face disengagement and discomfort, ultimately failing both the person and the organization. Here are some potential pitfalls of Haphazard 'Culture Add': 1️⃣ Misaligned Values: Imagine a company where the leadership is curt and direct, but hires heart-led or servant leaders. It's not a match. It leads to confusion and conflict, not cohesion. 2️⃣ Voiceless Addition: Hiring a 'culture add' in a role with no real power is frustrating, futile, and ineffective. 3️⃣ Turnover: When people don't feel part of the culture and can't influence it, they're likely to leave. High turnover = high costs. 🔄 4️⃣ Unintended Exclusion: Without strategy, culture add can accidentally sideline the very voices it aims to amplify. Why invite guests to the party but not allow them dance? 🚷 5️⃣ Stress Over Synergy: Misfit without support leads to stress, not synergy. A strategic culture add ensures newcomers thrive, influencing change and feeling valued. It is also psychologically safe for that individual. Win-win.💪 🛠️ Here's the Nuance to Culture Adds: ✔ Identify Key Roles: Focus on roles with influence—leadership or otherwise. Ensure these positions can champion and mold company culture and have actual power and autonomy- not just on paper. ✔Prepare the Ground: Before introducing new elements to your culture, ensure the organization is ready to support and integrate these differences effectively. ✔Support and Retain: Offer robust support systems to ensure that those who are culture adds feel heard and valued. Ex. Mentorship, Sponsorship, ERGs,: Regular Feedback Loops, Training, Coaching and Counseling, Transparent Career Pathways. This isn't just good ethics, a favor, or a nice thing to do- it's actually good for business! So please, if you're really not ready to embrace the "culture add" please do not invite someone into your space if you are not prepared to do the work, give them a voice, and ensure their safety. Keep that "culture fit" for now. Trust me, that person doesn't want to be "added" if you don't have your stuff together. #HRStrategy #Leadership #CultureChange #CultureAdd #CultureFit #DEIBJ
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Kaitlyn Knopp
July 4th is behind us, and it's that time of year where compensation professionals gear up for: 🍂 Fall merit, promotions, and 360 compensation cycles 📊 Updating compensation ranges with new market data 💼 Crafting 2025 budget proposals for Finance This is an exciting period for Pequity because our software guarantees: 🔧 Setup of your compensation cycle this quarter 🎯 Your ranges built before your cycle begins, using our predictive market data 📦 Integration of merit cycles, merit letters, and market data in one comprehensive package We understand the end of the year can be hectic, and we're here to help streamline your processes. #CompensationManagement #HRSoftware #MeritCycle #HRData #FinancePlanning #MarketData #HRTools #Pequity #WorkplaceInnovation
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Adam Horne
DEI Transparency can be hard for HR & People Teams... It's such an anxious subject for so many, and very few companies are actually excelling at or meeting their DEI goals, so naturally it's one that get's brushed under the carpet by most. Bench Accounting are one of my favourite companies when it comes to transparency on this topic 🖤. If you haven't seen them yet, check out their DEI page on their site 😍 Here's what they do: 👉 They give DEI genuine meaning in their business. There's a 'why' driving their work here. 👉 They regularly update on commitments and crucially where they've fallen short 👉 You can view historic commitment updates too. If you're wanting to understand how you can do better here they're a great example to look at, and I'm SO excited to be welcoming Jenn Bouyoukos, CHRO at Bench to talk at our next Community Campfire session and Q&A with our Open Org Community. If you're an Open Org Member already, do sign up 🙏 (https://lu.ma/77nm2ru3) Jenn's going to help folks understand 🌱 ↳ Why transparency on DEI is powerful ↳ How to build a business case for it ↳ What Good looks like ↳ ROI Bench Has seen If you're not an Open Org Member yet, check out our membership options here: www.openorg.fyi 🙂
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Ryan Hohman
🚨Ready to close candidates in final interviews? Many leaders invest heavily driving interest and screening applicants only to wing critical final conversations. Without an intentional structure, you risk mis-evaluating candidates and losing them to competing offers. Final meetings require preparation and purpose to determine motivational alignment beyond skills. Ask strategic questions like: ✅How did our culture and opportunity initially grab your interest? ✅What challenges and opportunities existed in your previous positions? ✅What performance mindsets drive you? ✅How would you handle complex scenario X? This process highlights a candidate's likelihood of excelling within quota demands and growth trajectories in your environment. Ready to nail your final round and land the best commission-based talents? Trying to watch the whole sales podcast? Check out the link in our bio now to see how to get the most out of your team. . . . . #salesreps #podcast #SRU #salesrecruitinguniversity #businesspodcast #salespodcast #businessgrowth #salestips #salestraining #sales
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Jim Miller
Myth: It’s only possible to get a job in today’s market through a referral. Reality: New data shows that inbound applications are rising as a source of new hires. Ashby just dropped their latest Talent Trends Report on the topic of Offer Acceptance Rates. Despite theories online about which sources lead to getting hired or even land an interview, we found some helpful answers in the data that refute such assumptions. When looking at the composition of source channels behind accepted job offers, we found: 💡Most hires come from inbound applications, growing even faster since Q1 2023 💡The fewest hires come from internal, agencies, and external job boards 💡Sourcing efforts and referrals sit in the middle as solid contributors In the comments, I’m debunking two additional myths and replacing each with tips for candidates applying to open roles. And check out our full report on OAR here: https://hubs.li/Q02ys8nW0 #ats #talentaquisition #recruiting #talentstrategy #recops #talentdata
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Mike DePaulo, LSSBB, CDR,
Partnering with All Pro Recruiting (APR) for your next important hire amplifies the benefits of performing due diligence. Here's why: Expertise and Experience: All Pro Recruiting brings years of experience and industry expertise to the table. They understand the nuances of the recruiting process and have a proven track record of successfully matching top talent with leading organizations. Extensive Network: All Pro Recruiting has a vast network of professionals across various industries. This network allows them to tap into a pool of qualified candidates who may not be actively seeking employment but are open to new opportunities. Personalized Approach: All Pro Recruiting takes a personalized approach to recruiting, taking the time to understand your company's unique needs, culture, and goals. They tailor their search to find candidates who not only meet your technical requirements but also align with your company's values and vision. Comprehensive Screening Process: All Pro Recruiting conducts rigorous screening and assessment processes to ensure that only the most qualified candidates are presented to you. This includes evaluating technical skills, experience, and cultural fit to hedge your bet on your next hire. In summary, performing due diligence in hiring is essential for making informed decisions and mitigating risks. Partnering with All Pro Recruiting, LLC. further enhances this process by leveraging their expertise, extensive network, and personalized approach to find the perfect candidate for your organization's needs.
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Peter Cipollone
Culture-forward recruiting is quietly becoming very popular among market-leading TA teams. Confirmed to be using culture-forward recruiting: Microsoft, Amazon, Google, Uber, Dell Technologies, Meta, Genentech, Xerox, Fluke Corporation and many more. So what is it? "Culture-forward" recruiting means leveraging your company culture as an asset for recruiting. When Turazo sets up culture-forward recruiting programs, it means giving candidates an opportunity to choose an employee to speak with about culture and what it's like to work there. Creating a 1:1 connection. These conversations are extremely impactful. Candidates report loving them. And so do employees. But beyond that, they're helpful for recruiting teams because the conversation creates trust: A bond between the candidate and the company. Ultimately, when candidates are choosing whether or not to accept an offer, these experiences give candidates a lot of confidence to say yes. 💡 What do you think about culture-forward recruiting? Would you try it? #recruiting #talentacquisition #deib
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Alistair Fraser
🚀 Launching my free guide on salary benchmarking and pay transparency! 🚀 Compensation is never neat, and implementing a structured approach can be overwhelming, but speak to any business that’s been through it and out the other side, and they’ll tell you the results are worth it! When you get this right, it saves everyone time and lets you focus on what really matters – building a successful business. To help you on this journey, I’m excited to share my free guide outlining the steps and key decisions for designing a compensation system that’s fair, consistent, and transparent 💛 The guide draws on my experience working with over 70 global organisations over the last decade and I hope it becomes your go-to resource when creating a pay structure that fosters transparency and trust. Access the free guide here - https://lnkd.in/eJ-58ztN I’d love to hear your thoughts and please consider re-posting this to share with others in your network who might find it useful. #transparency #salarybenchmarking #compensation #payequity #paytransparency
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Jordan Parker Means
Maybe today is the day you… ✨Share your big idea in a meeting ✨Tell your manager you’re ready to take on a stretch project ✨Write an email to your boss detailing how your job description is not lining up with the role you’re actually performing ✨Celebrate a co-worker you previously didn’t work well with Whatever it is, I hope you feel safe enough to share it. That’s what creating a strong culture is all about. #workplaceculture #peopleandculture #leadership
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