Rebecca Taylor ✨

“Fractional Talent” has become a buzzword in 2024 for a good reason—it's the secret sauce for high-growth companies looking to scale efficiently without overspending. When you don’t have the time, expertise, or staff to do it yourself, Best You Talent Advisors is here to help you leverage fractional recruitment to elevate your organization. Learn more about how we can help you find top talent to help elevate your organization: https://bit.ly/4cexfHU

1

The future of work: A GMZ perspective on 2025 talent predictions I've been mulling over James Morris's recent post on 2025 talent predictions, and I've got to say, it's sparked quite a few thoughts. As someone who's been in the talent game for a while now, and as the founder of GMZ & CultureTrak, I thought I'd share my take on where we're headed. First off, let's talk about the elephant in the room: the freelancer boom. James hit the nail on the head with this one, and it's actually one of the main reasons I started GMZ. With the #EmploymentRightsBill on the horizon, I'm betting we'll see an even bigger shift towards a freelance-driven workforce. It's exciting, but it also presents some unique challenges. One of the big questions that keeps coming up is how companies will maintain their culture and collaboration with a more fluid workforce. It's a valid concern, and it's precisely why we developed CultureTrak at GMZ. We saw this trend coming and wanted to create a solution that helps organisations keep their cohesion, even with a mix of full-time employees and freelancers. Now, here's where it gets really interesting. This freelance exodus? It's not just about people wanting to be their own boss. It's about flexibility and work-life balance. Companies that are rolling back their hybrid and remote working models might want to think twice. Flexibility is becoming a major factor in talent retention, and ignoring this trend could cost you your best people. Speaking of talent retention, let's chat about TA teams for a moment. I'm seeing a shift towards leaner, more data-driven teams. In fact, I think we're heading towards a future where talent acquisition and talent development start to merge. As companies tighten their belts, they'll need to decide where to invest. My bet? They'll focus on development to boost retention, but they'll need flexible, agile talent acquisition solutions to adapt to the changing market. The idea of "talent borrowing" that James mentioned? It's fascinating, and it ties right back into this idea of a more fluid workforce. It's another reason why solutions like CultureTrak are going to be crucial. How do you maintain your company's identity when your workforce is constantly shifting? At GMZ, we're not just watching these trends unfold. We're actively developing tools and strategies to help businesses thrive in this new landscape. It's an exciting time to be in talent acquisition, and I believe the companies that embrace these changes will come out on top. So, what do you think? Are you seeing these trends in your organisation? How are you preparing for this new world of work? I'd love to hear your thoughts and experiences. After all, we're all figuring out this future of work together. 🚀 Founder & Director at GMZ & CultureTrak | Talent Strategy Expert | Future of Work Enthusiast |💡 20+ years transforming how companies attract & retain top talent #FutureOfWork #TalentAcquisition #EmployerBranding #WorkforceTrends

1

1 Comment

I'm still spicy over #SHRM dropping E from DEI and everything else in American politics that is "anti woke". I'm not the only one. Jennifer Laurie announced a petition with the Equitable HR Guild for HR Voices Opposing SHRM. It has been endorsed by Angela R. Howard and Aparna R.. This comes after news that Microsoft has dropped their #DEI program because it's no longer "business critical" and doesn't make as much sense now as it "did in 2020." I guess we defeated racism, ableism, sexism, and homophobia in the workplace? 🙄 Lots of companies have been doing this. Elon Musk has called for "MEI" instead of DEI (Merit, Excellence, and Intelligence). The anti-woke argument, as I understand it, is that DEI results in "reverse discrimination" and unqualified hires. Some even say that DEI is racist. Another refrain is that DEI is Communist because it strives for "equality of outcomes". Nothing could be further from the truth. There's plenty of thought leadership explaining what DEI is, what it actually strives for, why it is necessary, how to do it, and why you shouldn't be threatened by it. But why educate? That doesn't bring in votes. What brings votes is fear, hatred, anger, and resentment. "Down with DEI" is a rallying cry to majority populations that they are being "oppressed by equity". Poor implementations are spotlighted to make the whole movement look bad. Narratives are invented. e.g. Boeing's QA mishaps have been blamed on DEI. The message is that DEI is not only not fair, but ruinous. I would argue that these folks don't actually care about the work experiences of the employees they are misdirecting with this false rhetoric. They want appeal to the masses. Once in power, they will use that power to benefit the already powerful -- employers, not employees. They will prioritize profits, widen wealth inequality, and roll back rights, especially for LGBTQ+ and healthcare for women, which conflicts with religious dogma. This is a core objective of #Project2025. See my recent article (link below). These objectives have been in operation for years, decades by some measures. And the success has been staggering. Roe v. Wade overturned. Affirmative Action overturned. Corporations that previously swayed with the pro-DEI winds after the Black Lives Matter protests are swaying in the opposite direction. Of course, if they were only in it for the "likes", they never had real investment in DEI values. That much is clear. And in my opinion, that's frightfully disappointing. Because DEI matters. DEI brings in profits. Studies have confirmed this. But that's not why corporations should commit to it. I wish more organizations were willing to take a stand. But HR leaders who actually advocate for employees CAN do something. If you are against this development, sign the petition to stand with DEI. And, please, vote.

14

3 Comments

Big thanks to Valiant CEO Magazine for spotlighting the impactful work we're doing at Aptive Index  When I founded Aptive Index, it wasn't just about improving hiring processes - it was about solving a problem I'd seen throughout my career. Too often, hiring feels like a gamble, with resumes and interviews giving only a partial view of what someone can bring to a role. For me, it's not just about placing people in roles; it's about understanding what drives them, where they'll thrive, and how they can contribute to a team's success. With Aptive Index, we're tackling hiring with data, insight, and empathy, ensuring alignment between people's strengths and organizational needs. Because when your team thrives, your company does too. 💡 I'd love to hear your thoughts: What's been your biggest hiring challenge? Read my featured article here: 🔗 https://lnkd.in/gtwCzz7m #Leadership #Hiring #TeamBuilding #AptiveIndex #BehavioralScience

13

5 Comments

🚀 Are You Ready to Elevate Your Organization’s Culture and Performance? 🚀 At Third Eye Synergy (TES), we’re not just about consulting; we’re about transforming the way organizations think, lead, and engage. If you’re grappling with DEI challenges, struggling with employee engagement, or navigating digital transformation, we’ve got the expertise to guide you through these complex waters. 🌊✨ 🔍 Here’s a glimpse of what we can help you achieve: 1️⃣ Redefining Engagement: Move beyond satisfaction metrics and discover how true engagement drives commitment and organizational success. 2️⃣ Doing Equality Equitably: Learn how to implement equity-focused strategies that redefine fairness in your workplace, especially amid rising scrutiny of DEI efforts. 3️⃣ Human-Centric Change Management: Lead organizational change with empathy and inclusion at the forefront, ensuring your transformation journey is as people-centric as it is strategic. 4️⃣ Digital Transformation Meets Culture: Align your tech strategies with human capital initiatives to create a future-ready, people-first organization. 5️⃣ Psychological Safety: Uncover the secret to boosting innovation, engagement, and resilience by creating environments where every voice is valued. 6️⃣ Inclusive Leadership: Develop leaders who don’t just manage but champion DEIA, setting the tone for an empowered and inclusive workforce. 7️⃣ Appreciative Inquiry for Development: Leverage the power of positive inquiry to drive engagement, collaboration, and sustainable growth. 8️⃣ Navigating Backlash: Address resistance to DEI with strategies that build buy-in, reshape narratives, and foster long-term cultural change. ✨ TES is here to partner with you in reshaping your organizational culture, enhancing engagement, and turning challenges into opportunities for growth. Whether you’re looking to elevate your DEI initiatives or align your workforce with your strategic vision, we bring the insights and strategies that matter. 👉 Ready to explore how these topics can revolutionize your organization? Let’s connect! Drop a comment, DM us, or email us at info@thirdeyesynergy.com, and let’s chart a course for your success. 📈💼 #EmployeeEngagement #DEI #OrganizationalCulture #LeadershipDevelopment #DigitalTransformation #ThirdEyeSynergy

1

Sticking to a four-year-old job description? You’re risking a misfit. 🛑 Pandemic, remote work, restructuring, and tech shifts have completely reshaped hiring. Let’s pause, rethink, and get intentional. Who do you REALLY need on your team today? I’m here to help you reimagine the role, adapt to the now, and hire wisely. It pays off – I promise. #entrepreneur #kevadineagency #BFFRecruiters

13

3 Comments

Contrarian take. Don’t talk to decision-makers. Hear me out. In 2012 I sold into HR. One of my accounts was Comcast. I was obsessed with prospecting decision-makers. The CHRO, CFO. But I couldn’t break through. Why? Everyone prospects the C-Suite, so there are a lot of people competing for their attention. Executive assistants filter communications to protect their time. C-suite executives have demanding schedules, making it challenging to get their time. So I reached out to people doing the job (communicating benefits). In other words, I prospected people who weren’t decision-makers. And guess what? I had several conversations. And go a lot of clues like this: The CHRO wanted to increase HDPD participation from 32% to 47%. How they were currently communicating benefits information to employees. The challenges of communicating benefits information to remote workers (technicians). It was like being a fly on the wall. I then used the clues to prospect the CHRO. The subject line of my email was: idea - HDHP -> 47% I used the worker's words and lingo in my cold email. Why? Insiders are better at writing cold emails than outsiders. You know how the story ends. I got a response and landed the account. I used the same approach to win Disney and McDonald’s. The shift? Above the line -> Below the line

161

22 Comments

🌟 Join us for an insightful panel discussion featuring Ashley Chain, Head of People and Operations at Process Street, and leaders from BambooHR and Checkr, Inc. Dive deep into DEI strategies tailored for HR teams! 🌟 🔍 Discover actionable insights to foster an inclusive workplace, promote diversity, and ensure equity across all levels of your organization. 💡 Key Highlights: ✔ Exclusive insights from Ashley on Process Street's pioneering DEI strategies. ✔ Practical tips and real-life examples from BambooHR and Checkr. ✔ Interactive Q&A session with our panel experts. ✔ A guide on leveraging technology and human empathy to drive DEI efforts. Don't miss this chance to learn from industry leaders and create a more diverse, equitable, and inclusive workplace. 🚀 #DEIStrategies #HRInnovation #ProcessStreet #BambooHR #Checkr #DiversityAndInclusion #WorkplaceCulture #HR #HumanResources #HRtechnology #Recruitment #Hiring

10

As trends in #TalentAcquisition evolve, staying ahead of the curve is difficult—especially if your company is returning to office. Our blog, "Talent Attraction in the Era of RTO: A TA Leader's Guide," is packed with actionable insights to help talent leaders adapt and thrive in this shifting environment. 🧲 Learn strategies for attracting top talent. 🔭 Discover best practices for managing the complexities of hybrid work models. 📈 Gain insights to stay competitive in today’s talent market. Don’t miss out on these valuable takeaways—head over to our blog to read more: https://hubs.li/Q02LCtbs0 #RTO #HiringStrategy #VerisInsights

1

I haven't written a blog post in a minute, but after engaging with a certain post about how "HR is NOT your friend," I felt compelled to write a little think piece on it. A lot of AMAZING HR folks who I know and work with personally *knows* that there are a lot of bad apples in their field who are causing damage and they understand why people feel this way about HR. They don’t take it personally, because they know they aren't part of the problem. They don’t take offense, they get to work advocating for changes. They have self-awareness to understand the system of HR needs work. Here's an excerpt to give folks a peek at the context: "So why does HR get singled out? This was the question asked in the post I'm referencing above, but it's far from unique. Many HR professionals and others ask this question, often comparing other typical business departments (Finance, Sales, Marketing) and how they evade the level of scrutiny and criticism. Well, that part is simple: HR is a giant ball of conflicting interests where in one hand they are told to "protect the company's best interests" and on the other hand also told to "make sure you support the employee's well-being." Both missions don't always align and that causes friction and harm because when push comes to shove, HR will often prioritize what the business wants (not necessarily what is considered fair.) Yes, in theory, HR should be the department that protects employee well-being, promotes fairness, and ensures that policies are followed in a way that creates a healthy work environment. But in practice, HR’s role is often more complex, with a strong mandate to protect the company first and foremost. This inherent conflict—serving both the company and the employees—often creates mistrust when it becomes clear which side HR is aligned with in certain situations. This is why HR organizations need to stop perpetuating narratives of "people-first", being a "family", or "trusted friend." If you aren't living those narratives, then, it's just spicy manipulation, and quite naturally, employees will feel betrayed." I'll share more in the comments! ===========

6

6 Comments

🚀 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

126

29 Comments

HR pros, when using personality assessments, make sure they actually do what they promise! HireVue's Chief Innovation Officer talked with HR Brew about having the psychometric proof they’re relevant to the role. Also, don’t forget to check for fairness—look at how race, age, and gender are treated in the results to avoid any bias. Fair and accurate is the way to go! #HRTech #IOP #HiringTrends

3

The Talent Acquisition Struggle is Real! New research from The Josh Bersin Company shows that 60% of TA leaders grapple with skills gaps, while also being pressured to improve recruiting efficiency (58%). At Filtered, we're here to help! Our AI technology identifies crucial skills and optimizes your hiring process. We've even helped clients reduce interview rounds from 5-7 to just 3! Looking to find top talent faster and more efficiently? Let's connect! #talentacquisition #recruitinginnovation #hrtech #airecruiting

8

🔥 Hot Teaser Alert! 🔥 Unlock the secrets to startup success! Join us on 'Scaling with People' as Gwenevere Crary, SPHR, MSHR, SHRM-SCP, CEO of Guide to HR, dives deep with Jeremy Vesta into the game-changing world of startup benefits. Discover innovative strategies for both employee and business perks that can transform your business! 📅 Full episode drops this Wednesday—don’t miss out! #ScalingWithPeople #GuideToHR #Startups #EmployeeBenefits #BusinessBenefits #Leadership #Podcast

2

1 Comment

🚩 Women in tech fields are TWICE as likely to experience microaggressions... Marissa McNeelands joins the I Hate it Here pod to talk about her experiences working in tech that led her to co-found Toast. We cover: ✅ Why I care about this topic (it's near and dear to my heart) ✅ The importance of gender diversity ✅ How to motivate companies to care and prioritize diversity Listen where you get your pods or from the link in the comments! #hr #tech

123

15 Comments

Last week Pequity was featured in The Wall Street Journal where we discussed a trend I’ve consistently seen post-pandemic. During COVID, there was a massive talent shortage, pushing companies to hire aggressively and fast-track employees into roles they weren’t always qualified for. We saw Directors with just 5 years of experience and “Seniors” with only a year or two under their belts. This hiring frenzy was driven by a spike in demand and too few candidates, especially with startups flush with funding, offering inflated titles and pay packages. Larger companies had no choice but to compete. Fast forward to today, and the market has flipped. Startups are dying or turning into "zombies," and now there’s a surplus of over-leveled talent with high pay expectations. Companies are releveling talent downwards, offering competitive salaries for experienced people, but not at pandemic-inflated rates. While pay spiked during COVID, we’re now seeing it stagnate. With compensation cycles in 2024, companies are adjusting pay bands, but there’s less upward pressure—marking an interesting intersection where pay remains steady, but expectations are still high. Happy to chat more on this evolving trend if you're curious! #compensation #pay #wallstreetjournal #comp #leveling #payequit #pandemic #trends #hr #humanresources #HRTech #learn #talent #hiring #compete #ai #COVID #pequity #comptech #compensationplanning #paybands #hrsoftware #software #startup #tech #technology #data

52

3 Comments

It's always exciting when I see someone I know featured in HR Brew ™️! I had the absolute pleasure of meeting Marissa Morrison, VP of People ZipRecruiter at Transform this year at a round table session. Her take on AI and point solutions really hit home for me. Building Symba, we've had countless advisors, mentors, and experts tell us to focus on a single point and be the best at it. But we believed our platform had to be much more. We needed to develop a variety of tools and strategy to truly empower our customers managing cross-functional activities. Adoption and integration are the real game-changers. Think of point solutions as the hare and integrated platforms as the tortoise. The hare might start fast, but the thoughtful, well-designed platform always wins the race! 🐢🏆 Marrissa nailed it: "Single-point HR tech solutions? Not so much. It's all about making life easier for employees. Integrated, sophisticated solutions are the way forward." 👏 👏 👏 What do you think? Are you Team Hare or Team Tortoise? 🤔 https://lnkd.in/gBRGU6ty #HRBrew #TransformHR #Symba #HRTalks #InnovationInHR #TechInHR #HRInsights #WorkplaceSolutions #EmployeeExperience #IntegratedHR #HRTech #FutureOfWork #AIInHR #HRCommunity #TeamTortoise

9

2 Comments