Pat Wadors

Interesting report on CHRO trends from Marc Effron & The Talent Strategy Group. There is good news and bad news… While there has been a decline In CHRO/CPO appointments in 2023 among Fortune 200 companies, there has been a big jump in internal CHRO/CPO succession: 73% of 2023 appointed CHROs/CPOs came to the role via internal succession.

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In every company, there are thousands of unseen opportunities to boost people’s performance. Learn how a new world of HCM analytics and business intelligence is changing that. Read more via Dayforce:

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I had an incredible time with Matt Alder discussing Talent Acquisition, workforce planning, and TA transformation. Our conversation delved into the evolving role of TA, aligning metrics with business goals, and the impact of AI on candidate experience. We'd love to hear your thoughts on these topics. Listen to the episode here: https://lnkd.in/exCUgPRJ

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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

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Register to join us today—or receive the recording—as we explore how #SkillsBased hiring can widen talent pools, improving access to underrepresented talent. Don’t miss this important conversation! #DEIB #Talent #HR

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🌟 Don’t miss this chance to revolutionize your HR strategies🌟 Led by AI and HR expert Dianna Wilusz, MBA, SPHR, SHRMSCP, this masterclass is your gateway to mastering AI-driven tools that simplify your workload and revolutionize your HR strategies. #HR #GenerativeAI #Leadership #HRTech #Innovation #AI #SHRM #HRCI

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The California Pay Transparency Act (SB 1162), effective from January 1, 2023, aims to enhance wage equity and transparency within workplaces. It mandates that employers with 15 or more employees disclose salary ranges for job openings, encompassing all positions within the company. This transparency initiative extends to sharing pay ranges with current employees upon request. Additionally, private employers with 100 or more employees are obligated to annually report median and mean hourly pay rates by gender, race, and ethnicity for different job categories to the California Civil Rights Department. This reporting requirement serves to pinpoint potential wage gaps and promote accountability in pay practices. Moreover, employers must maintain records of job titles and wage histories for each employee during and post-employment for up to three years. This record-keeping provision facilitates investigations into pay discrimination allegations, ensuring a fair and equitable work environment. Non-compliance with the California Pay Transparency Act can result in penalties, including fines, for employers failing to disclose salary ranges accurately or report pay data as mandated. Upholding these regulations is crucial for fostering fair pay practices and reducing disparities, particularly those rooted in gender and race.

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The power of HR Technology continues to grow every year, allowing deeper insights and more efficient workflows for organizations. ADP’s Chief Product Development Officer Jimmy Adams breaks down three key trends in the HCM Tech space for the coming year.

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How do you see Employee Relations evolving in 2025? Deb Muller recently shared her thoughts on SHRM’s 2025 HR trends, highlighting why ER is essential for navigating the challenges ahead. From adapting to regulatory changes to fostering trust and addressing workplace tensions, ER is shaping the future of work. Read the full article here: https://gag.gl/CFrRYw HR Acuity

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Check out the Cruit Group's latest episode featuring our CEO, Steven Lu, as he chats with host Ryan Levy about the impact of AI in recruiting. 🎙️ Steve dives into how Pin’s AI is transforming recruiting by automating sourcing, personalizing outreach, and giving recruiters more time to focus on building relationships with top talent. Listen to the full episode here: https://lnkd.in/eCdZ_hnt #AIRecruiting #SaaS #TalentAcquisition

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This paradox has existed for such a long time. A survey shows a CEO ranks talent attraction in top three priorities but then wants to cut the TA budget has always baffled me. A good article from Josh Bersin here. Some of the key data: 🎯 Only 32% of HR executives are involved in strategic workforce planning. ❌ 42% believe their company has no workforce plan at all. 🏃‍♂️ 46% of talent acquisition leaders feel they're just keeping up, acting as "order takers." 🚨 58% of companies report significant impact on business plans due to skills shortages. 🔧 Over 75% believe transforming talent practices is necessary for growth. 🌐 "Skills-based hiring" is a priority, though challenging to implement. 🔪 Talent acquisition budgets are being cut even as skill shortages worsen. 💼 80% of talent acquisition functions are largely tactical. 🕒 CEOs find hiring to be one of the top bureaucratic processes. 🚀 High performing companies focus on internal hiring, talent intelligence, and continuous development. 🤖 AI in recruiting is advancing but can't replace strategic human roles. 📊 Companies like Mastercard are renaming recruiters as "Career Coaches" to emphasize guidance in career development. 💡 The need for modern, efficient technology in talent acquisition is crucial for improving the hiring process.

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COMMUNICATION IS EVERYTHING in order to be successful in Talent Acquisition! Communication is the glue that holds together all of the complex processes, interactions and nuances associated with the world of Talent Acquisition.  Outstanding communication throughout the talent acquisition lifecycle is what gets us from “good to great.” According to LinkedIn’s Future of Recruiting 2024 report  (https://lnkd.in/eqmK9D49), communication is ranked the highest of the soft skills for recruiters to possess over the next five years. Effective communication is not just about conveying information. It’s also about building relationships, understanding needs, and aligning on expectations. Every interaction amongst all of the people involved in the process- recruiters, candidates, hiring managers, and business leaders- helps to foster meaningful connections and shapes the quality of the recruitment journey. When I think about the many wonderful recruiters I have worked with over the course of my 30+ year career, those who have mastered the art of communication have been some of my best performers.  This is not to take away from critical technical skills that are needed to be successful in this field, e.g., sourcing top talent, using analytics, and leveraging tools such as LinkedIn, using ChatGPT, etc.  Similarly, when I think of feedback I’ve received from hiring leaders about my team members over the course of my career, they tend to speak more about the communication skills of the recruiters they’ve worked with, and less about their technical skills.  So their experience with recruiters is heavily shaped by the quality of the recruiter’s communication skills and is what makes their experience most memorable. Successful Talent Acquisition professionals understand that communication is what ultimately forms the foundation upon which trust and understanding are built between all stakeholders involved in the recruiting process.  By fostering mutual understanding and trust, recruiters can streamline the hiring process, minimize misunderstandings, and help leaders make more informed hiring decisions. Strong communication practices also contribute to a positive candidate experience, enhancing the organization's reputation and increasing its attractiveness to top talent. Outstanding communication is foundational to a quality Talent Acquisition experience. I hope you all agree.

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SHRM Executive Network's Visionaries Summit was an extraordinary opportunity to share and learn regarding artificial intelligence during a time of great innovation in the HR profession and beyond. Nichol Bradford and I had a thoughtful conversation with attendees on deploying AI in organizations with a human centered focus. What does this mean in practical terms? Ensure people have direct agency over the use of AI. Specifically: 1.     Leverage no-code AI offerings which allow people to create their own intelligent applications to automate aspects of their workflows thereby freeing them to focus on higher order creative work. In doing so, people experience how AI solutions they built enable their work and creativity. 2.     Create and foster AI communities of practice whereby colleagues can connect, learn, and share together throughout their journey deploying AI. 3.     Develop and document a structured business architecture to focus the efforts of the people who are the domain experts in the roles using AI. In summary, taking a human centered approach by intentionally cultivating agency, community and providing a clear business architecture will deliver value to both people and organizations in their AI deployment. Johnny C. Taylor, Jr., SHRM-SCP SHRM SHRM Executive Network #ai #microsoft #hrtech #humanresources #employeeengagement

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Securing the right budget for your TA strategy isn’t about asking for more—it’s about showing how talent powers your company’s future. From proving ROI to aligning with business goals, we break down how to make a compelling case for your TA budget. Get actionable insights on: ➡️ Highlighting the ROI of hiring ➡️ Connecting TA to strategic objectives ➡️ Using data to make your case unmissable Swipe through the carousel to learn how, then dive deeper into our blog for the full guide. Read more here: https://lnkd.in/dv9YJhAi #TalentAcquisition #BusinessStrategy #LevelUPHCS #ChallengeTheStatusQuo

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How are other organizations preparing for the future? The UC Irvine team generously shared all their hot tips and expertise in this insightful webinar. From not overlooking “silent skills” and empowering employees to manage their careers there was lots of great advice! Learn more about why UC Irvine chose Fuel50 to help grow their people and ultimately their organization too. Carve out an hour and watch here: https://hubs.la/Q02BQFx50 . #Fuel50 #TalentMobility

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Think about all of the parts of practicing HR Management: 👨‍💼 Human Nature 📔 Company Policy & Procedure ⚖ Legal Compliance 📊 Analytics 😎 Culture (in every sense of the word!) ➕ All of the other nuances of working with people... It is an impossible request to know everything about everything! Ask, research, listen, and collaborate! You don't have to do this alone! Also, shout out to Susan Crowder for being an incredible HR powerhouse during my time working with G&A Partners! #HumanResources #PEO #PeopleAndCulture

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Understanding the future of the talent tech market is essential when developing an effective talent strategy. We share our best practice tips for building a best-in-class tech stack - a critical piece of the journey to achieving your talent goals. #Talent #HR #TalentTechnology #AI #ArtificialIntelligence #Tech #Technology

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Is your Recruiting budget out of whack? Are you spending too much on Recruiting Marketing, Tools & Technology and Recruiters? Is your Recruiting Process clunky impacting Candidate Experience and your Brand? If so, we can help you! #recruitmenttransformation #agiletalentsolutions #chicagorecruitingforum

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