I’m proud to announce the launch of our new podcast series, B2B Nation. This series will feature experts and influencers in three different B2B verticals: HR, IT, and “Smarketing.” The segment debuting today will focus on helping HR professionals stay on top of the latest trends and challenges.
Our goal with B2B Nation: HR is to help you evolve your own strategies using expert opinions and advice on the most important topics in the industry. We’re launching with 10 episodes and will continue to release a couple each week.
The show will cover everything from recruiting to payroll, hiring trends, and more. To give you a taste, we’ve featured excerpts from five of our latest episodes below.
SilkRoad: Rolling out the Red Carpet Experience
Amber Hyatt, Director of Product Marketing
“For me, personally, it’s all about relationships. On the HR side, we have the privilege of developing relationships with our people and getting to be cultural ambassadors. So if we don’t have those strong relationships developed, I think that it’s really hard to grow your company, work together on common goals, and invest in people.
“Relationships are the trust glue that holds it all together.”
Robert Half: Hiring and Recruiting in 2016
John Reed, Senior Executive Director at Robert Half
“Salary increases are one of the biggest challenges. You have to get your arms around what a competitive salary looks like and what kinds of compensation packages you need to offer to land the candidate you want. You have to do your research and really make sure you have a good grasp on what’s happening on the compensation front.
“Another big challenge we see is that many companies haven’t adapted their process to move with urgency. Clients that still operate as they did in an economic downturn are continually frustrated because they lose candidates before they can make an offer. What we’ve seen is, the companies that have moved quickly have shrunk their hiring process and are moving with urgency when they find the person they want. They are winning the war for talent.”
Oracle: The Impact of Digital Disruption on HR
Gretchen Alarcon, Group Vice President of Oracle HCM Strategy
“The functions that HR provides are always going to stay the same. There will always be a compliance component. You will always recruit talent and try to engage talent. You want to motivate them. At some point certain people leave the organization, but you want to retain them as long as you can. Those processes will stay the same.
“But what we’re looking at is, what are the additional enablers? What other capabilities can we bring into HR processes to help employees and match their expectations — but also help make the system richer?
“Personalization is undoubtedly the future, and recommendations are an important way to personalize. If I’m looking at career development for example, I don’t just want to see you’re currently in a development role and your next step is senior development manager. I want to see how have other people done that. What can I learn from them?”
U.S. Air Force: Providing IT Solutions to One Million Reserve Personnel
Lieutenant Colonel Michael Ortiz, Chief Digital Officer
“In 1954, The Headquarters Air Reserve Personnel Center was established. The main purpose for the Center during the early 1950s was to capture data and records of our airmen that were departing from active service. Prior to then, many servicemen would leave, and we had no control over where they went. They still had a military obligation by law, and the Department of Defense found that it was a problem whenever we needed to recall previously active airmen in the service.
“Through its first ten years , the Air Reserve Personnel Center became one of the most technologically advanced HR offices west of the Mississippi. It was the RCA 501 and it basically managed all of our airmen’s records.
“When we look at the history books — since 1954 through 2015 — we leveraged technology and innovation that was high-end during those eras. The ARPC evolved those technologies and policies and built innovation for generations of airmen. We noticed that, about every ten years, we would find the best-in-breed technology, test it, and adopt.”
Paycom: Building All-In-One HR Software
Stacey Pezold, Chief Operating Officer
“Workforce analytics is a really big trend right now. We’re hearing from a lot of executives who want the ability to bring relevant and timely information into the boardroom and show their executives what’s happening.
“A good example of that is a company we were working with not too long ago. They were having problems with turnover. Without data, you open it up for discussion to your executive board and say, ‘Why is the turnover happening?’ Reasons were thrown out at random — from low pay to unimpressive benefits.
“The executive I was working with said, ‘I had a hard time making a half-million dollar business decision to change our benefits when I didn’t have very objective data to tell me that was in fact the problem.’ So they tried one of our products and deployed exit surveys through the survey tool we offer.
“They started asking people why they were leaving and where they were going. What they found, over time, is that their turnover problem was actually isolated to a specific department, to a specific leader, and that some of the information was tied back to the type of people they were hiring. They discovered that the people who were consistently leaving had less than a year’s worth of experience and didn’t have a degree.”
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Like what you’ve heard so far? Check in next week for the launch of B2B Nation: IT Edition. If you enjoy the podcast, please subscribe and rates us on iTunes!