Kathy Wilkinson

I had an insightful discussion this morning about the challenges individuals face in finding new roles. Technology, although powerful, cannot replace the human touch in recruitment. It cannot provide the vital feedback needed when a job opportunity doesn't materialize or explain why applicants are left in the dark mid-interview process. Moreover, it fails to comprehend valid reasons for employment gaps. Technology has its strengths, but the human element remains irreplaceable in the recruitment process. We can, and must, do better for those that are searching for new roles.

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The most successful companies listen to their employees, implement feedback, and focus on creating a positive employee experience. According to this study from Perceptyx, there is a positive correlation between listening maturity and organizational outcomes like retention, customer satisfaction, and financial performance. #EmployeeListening #HR #HRLeaders

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2024 is quickly winding down. So, what's on the horizon for the new year when it comes to the world of HR? Experts are predicting a polarization between transparency and opacity, more talent shortages due to restrictive immigration policies, reduced government oversight and social programs, more tensions surrounding DEI initiatives, and AI becoming a collaborator rather than just a tool. #FutureOfHR #HR #HRTrends

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Employee disengagement is an expensive issue, costing companies $1.9 trillion. And although offering pay raises can be a short-term fix, a long-term solution is creating a positive company culture. In this blog post, I outline several strategies to improve your culture, from establishing purpose and creating a sense of psychological safety to rewarding excellence and providing learning and development opportunities. #WorkCulture #EmployeeEngagement #HR

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I believe the future of HR hinges on whether or not we learn from our past mistakes. Here are the top three lessons I've learned as a CHRO in 2024. 1. Pay isn't the top priority for most workers. Most of today's employees are looking at the total benefits package, not just salary. 2. When searching for high-quality talent, look beyond the resume. It's important to dig a little deeper to find out who you're considering hiring. Character is key to quality hiring decisions. 3. If you want to build a culture that prioritizes employee wellness, you have to debunk your own misconceptions about what makes people productive. Longer hours doesn't necessarily equate to higher productivity. These are valuable lessons I'm taking with me into the new year and beyond. My fellow HR pros - what have you learned in the past year? #HR #HRLessons #FutureOfHR

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This meme has been circulating and it got me thinking… SHRM asked Jason Sudeikis to be opening speaker for annual international HR Conference held in Chicago this week and then we were all shocked he canceled last minute on the day of! But did we really want Jason? I think we actually wanted to hear Ted Lasso kick off our week. Ted Lasso is not real. Jason Sudeikis is an actor. Of course he chose a basketball game over meeting with HR. Duh. And it gave me pause to ask myself how often I set myself up for disappointment by asking and expecting the impossible and the unreal because of what I want/hope it to be. This wishful thinking is problematic as it’s not realistic. “The trouble with fiction is that it makes too much sense. Reality never makes sense.” I have employees that are a “Jason” who I keep expecting to show up as “Ted” in the workplace. This is more about me than them. BTW the beloved Today Show’s Al Roker stepped up and crushed it talking about curiosity, kindness, and civility in the workplace. #hrlife #HRislife #shrm24 #tedlassoisnotreal #makethemostofwhateverhappens #workwithehatyouhave #notwithwhatyouwishyouhad #planbsometimesstandsforbetter #HRpivot #HRresiliency #friendlywithallfriendswithnone #jasonflaked #alsteppedup #notsurprised #realcharacterforthewin

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Hiring top talent is just the start in developing a vibrant company culture. Retaining that top talent is key.    A strong retention strategy that includes professional development and flexibility is essential to show employees and new hires that you care about their success, fostering a positive balance in the organizational structure.

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This is so spot on. HR can only do so much if Executive Management does not take our advice (& actually give us a seat at the damn table!). I cannot stress enough how important it is for companies to bring in HR as early as possible & let us do our thing. Too many times I've been brought in to organizations that think they can handle HR but get overwhelmed & they need me to clean it up. You need policies. You need a handbook. You need people processes. You need good benefits (my specialty!!). If you are a start-up, please reach out. It can be as little as 5 hours per week to create the tools you need to build the company & bring in the people you need. If you are a company with 15+ employees & never had HR, please reach out NOW. You may not need a full-time HR leader (yet) but you need someone to get you started.

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Employee disengagement is an expensive issue, costing companies $1.9 trillion. And although offering pay raises can be a short-term fix, a long-term solution is creating a positive company culture. In this blog post, I outline several strategies to improve your culture, from establishing purpose and creating a sense of psychological safety to rewarding excellence and providing learning and development opportunities. #WorkCulture #EmployeeEngagement #HR

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🏖 Just back from a rejuvenating week in the sun, pondering the future of TA/HR Ops in the T.R.A.I World - Transformative, Rapid, Adaptive, Integrative. How can companies revamp their talent acquisition strategies to align better with broader business and people strategies? Share your insights! 🤖 Remember, AI should augment, not replace, recruiters. 🤼 Prioritize putting the human experience at the core of any automation or AI initiatives. 🔄 Leverage continuous talent sourcing and engagement/education to your advantage. 📈 Ensure that the AI journey maturity is consistent across TA/HR and the entire business. What additional considerations would you suggest to maximize impact? Let's keep the conversation going! #TalentAcquisition #HRStrategy #AIinRecruitment #BusinessTransformation #ContinuousSourcing #EmployeeEngagement #TRAI

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As artificial intelligence continues to reshape human resources, this insightful article from Gartner highlights three essential steps for HR leaders considering AI in performance management. Implementing AI thoughtfully could unlock new possibilities for HR teams and the future of work. https://bit.ly/4eb03SA

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The Ultimate Deconstruction of HR I often find myself chewing on a rebellious idea: What if we tore HR down completely and rebuilt it entirely? Not just tweaking processes or softening policies, but fully dismantling the frameworks we are used to. No performance reviews, no pay grades, no policies, no “HR best practices.” Gone! All of it! It might sound utopian, but what if this radical reinvention is exactly what we need? Imagine the freedom and innovation that could emerge: ❎ No forms, no evaluations - performance measured through outcomes. Feedback happens in real time, driven by trust and open dialogue. ❎ No fixed salaries: Employees decide their worth based on the value they deliver, with radical pay transparency. ❎ No rigid schedules: People design work around their lives. ❎ No hierarchies: Leadership emerges naturally, with roles shifting based on expertise and passion. A system where individuals drive value, solve problems, and shape their environments without outdated systems holding them back. The potential is huge: 🔅Increase creativity: Freed from rigid structures, employees can innovate in ways policies never could. 🔅Intrinsic engagement: People thrive when valued for who they are, not what their job description says. 🔅Remove bias: Redefining fairness through transparency and accountability. 🔅Redefining success: Based on personal growth, team achievements, and shared impact Let’s not sugarcoat it: tearing down HR would bring chaos and tons of new challenges: ❌ Can people handle this autonomy? Moving from rigid systems to full freedom would require a massive cultural shifts and a tolerance for failure. ❌ Would it scale? Managing thousands of autonomous individuals without processes risks fragmentation. New systems would need to emerge, to align goals without recreating bureaucracy. ❌ How do we maintain fairness? Transparency brings risks. Without shared frameworks, self-determined pay or roles could lead to resentment or power imbalances. Organizations would need to balance trust with accountability. ❌ What about the learning curve? Many employees rely on structure, this level of autonomy would require a lot of raining, and support. But isn’t chaos the price of transformation? Real change is disruptive and uncomfortable - it’s also necessary. Deconstructing HR entirely might remain a thought experiment. But this vision could spark bold, real actions: 💡Rewrite “best practices” to serve people, not processes. 💡Shift power to employees, ask them to define what they need to thrive. 💡Build systems of trust, transparency, and dialogue that support individuals and elevate them. Because if we never question the systems we’ve inherited, we’ll never build the future workplaces we dream of. Let’s make 2025 the year we stop tinkering around the edges and start leading with the courage to reimagine everything. #RevolutionizeHR #RadicalWorkplace #RethinkingWork #WorkplaceRevolution #HR2025 #ReinventHR

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Failing to streamline your HR tech stack can lead to elevated costs and wasted spending. Strategic consolidation is key to cost savings, efficiency gains, and tool reduction. However, when implementing, it's critical to retain major aspects of learning, performance management, and skills development. In sum, smart L&D consolidation is about "combining all the key aspects of employee development, from learning and performance to the analytics and data that tie them all together, within a single, purpose-built platform." #HRTech #TechStack #EffectiveOperations

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Is it just me, or are marketing messages to HR professionals often… condescending? From the very first line, many of these messages assume the absolute worst about you, your team, and your company:    •   “Hi Alena, we know you’re being asked to do more with less, so we’d like to share hiring innovations to help you.”    •   “Are you struggling to make employees more efficient?”    •   “You can’t attract top candidates because your employer brand is too weak.”    •   “Are you looking for ways to recognize your best employees?” Dear sales and marketing teams: I’m fine. My company is not exploiting me. Our employees are efficient, recognized, and valued. We’re good people attracting good people. Oh, and another thing: Every HR software company seems intent on telling me what kind of HR professional I should be—mostly “people-driven.” But when your entire business is automation (a.k.a. replacing people with tech), it feels a little… hypocritical, don’t you think? Also, no, we’re not constantly hiring IT professionals—we’re a biotech company. Seriously, though. Messaging matters. When your pitch assumes problems that aren’t there, you alienate the very people you’re trying to engage. How about leading with curiosity, respect, and a genuine understanding of your audience? It goes a long way. What’s the worst HR marketing pitch you’ve received?

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HR is fun? !!! Yup. While we’re working our butts off prepping for everyone’s year-end performance and comp process we need fun more than ever. So please: 1. Visit us. We’re lonely - spreadsheets are depressing. 2. Bring Dad/Mom jokes. But keep it rated PG as we don’t want more work. 3. Bring us mocktails. We need them and if we start with a cocktail… well it’s too early for that! Tag a fun HR leader below or comment how you add fun at work. Repost to share with your network and ask them how they have fun or share this post with your funnest colleagues. #hrfun #hrhumor #funny #amitheonlyonelaughing #coachsue

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Is AI changing how you work? I'm using it daily and learning more every day! "...there's a lot of work in change management and culture change...". HR plays a key role in leveraging new technologies and leading the organization through the culture changes. Trust and transparency are foundational principles for leaders and organizations ready to unlock AI’s potential. Listen to this episode of The Future Is... podcast to hear more from Nicole Dezen of @Microsoft on how leaders can think about approaching what's next in AI: https://hwll.co/u9w88j47 .

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🚨 Beware of Scam Recruiters 🚨 To all those impacted by recent layoffs: I see you, I hear you, and I'm here for you. In the midst of uncertainty, it's crucial to stay vigilant. Recently, I received an email from an alleged 'Executive Search Director' pitching a job opportunity that seemed tailor-made for me. Exciting, right? Wrong. Upon closer inspection, it became clear this was a scam. The email was well-crafted, the company had a website, but something felt off. Turns out, my resume wasn't 'ATS compliant,' and surprise, there was a solution: a $19 fee for a supposedly helpful service. After 20 years in HR, I would hope I know how to make my resume ATS compliant and readable! Disheartening doesn't even begin to cover it. In these challenging times, it's essential to watch out for red flags like these. While some may try to take advantage, remember, there are countless legitimate resources out there to support your job search, whether free or fee-based. And let's not forget other heroes in this story: the mentors, HR professionals, and talent acquisition experts who genuinely want to see you succeed and can also provide advice. Your dedication doesn't go unnoticed or unappreciated. Thank you for all that you do. Stay safe, stay smart, and keep pushing forward. Better opportunities are on the horizon. 💼 #JobSearch #ScamAlert #CareerAdvice #StayStrong"

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As we look ahead to 2025, many organizations are re-evaluating their Total Rewards strategies to attract, retain, and motivate top talent. I’m curious to hear from my network about the biggest challenges you’re facing in this area and how you plan to overcome them. What is your biggest challenge in Total Rewards for 2025? -Attracting and Retaining Talent -Aligning Compensation with Performance -Managing Benefits Costs -Enhancing Employee Engagement and Well-being Please share your thoughts and strategies in the comments! Let’s learn from each other and navigate these challenges together. #TotalRewards #HR #Compensation #EmployeeEngagement #TalentManagement #2025Goals

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Today's workforce is looking for more than just monetary benefits; they're wanting a positive company culture that makes them want to go to work on Monday morning. I've found that the best ways to improve your culture is by: -establishing purpose -ensuring open communication -creating psychological safety -rewarding excellence -encouraging mentoring -providing learning and development opportunities #CompanyCulture #HR #WorkplaceCulture

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