"Corporate trust is low and employees are more focused on their own skill growth and career advancement" - This is what we dissect today in our conversation with @RealestRecruiter, Joel Lalgee. Nothing is off limits - we talk culture, loyalty, skill growth, the fractional mindset, compensation, why employers hate side hustles, toxic work environments... We cover it all. Takeaways Corporate trust is low and employees are more focused on their own skill growth and career advancement. The younger generation entering the workforce has a more fractional mindset, valuing skills and time over long-term loyalty to a single company. Traditional interview questions often force candidates to lie about their motivations, and companies should be more transparent and flexible in their approach to culture. Compensation is a key factor for employees, and companies need to understand and meet their financial expectations. Side hustles should be seen as a normal part of work, not something to be demonized. Employer branding should focus on attracting the right people and repelling those who are not a good fit. Recruiters should prioritize being advocates for candidates and providing transparency throughout the process. Focusing on quantity over quality in recruitment can lead to poor outcomes and dissatisfaction. Authentic and unpolished content is often more engaging and relatable than highly produced content. Chapters 00:00 Who is @RealestRecruiter - Joel Lalgee 07:16 The Changing Dynamics of Culture in the Workplace 14:11 The Employee Perspective on Culture 33:48 Transparency in Employer Branding 40:29 Quality over Quantity in Recruitment

In this episode we speak with Jean Bays, Head of People at Neat to explore the critical role of internships, effective communication, and global experience in attracting and retaining top talent. We look at fair treatment of employees, and strategies for fostering an inclusive workplace. We answer the question: How do these elements combined create a thriving, innovative company culture? Here's what we cover: Internships Communication Attracting Talent Cross-Training Fair Treatment Global Experience Chapters 00:00 Introduction and Jean's Current Role 03:00 Gene's HR Practitioner Journey 04:54 Differences in Parental Leave Policies 07:57 Working with a Nordic Company 11:26 Ranking Countries in Parental Leave 16:30 Rotations and Internships 23:03 The Fair Distribution of Tips in the Hospitality Industry 25:23 The Changing Landscape of Hiring and Onboarding 27:30 The Impact of COVID-19 on Talent Attraction 30:39 The Value of Global Experience 32:51 Overcoming Shyness and Building Confidence 35:15 The Challenges of Right-Sizing and Layoffs 39:39 The Importance of Leaders in Difficult Times 42:03 Conclusion and Future Collaboration

In this conversation, Tiffani Martinez from Otter PR discusses her career journey and her role as the Head of HR. We discuss overcrowded applicant pools, the lack of empathy, and what role emotional intelligence plays in today's version of HR. The role of HR has evolved to become a driver of business, impacting revenue and employee well-being. Where does your company fall on this spectrum? Takeaways The role of HR involves various responsibilities, including recruitment, onboarding, and performance management. Hiring can be challenging, with a large number of applicants to review and assess. Empathy and emotional intelligence are crucial skills for HR professionals to effectively support employees and manage relationships. Career paths can change unexpectedly, and it's important to be adaptable and open to new opportunities. Personal relationships and life events can influence career decisions and priorities. HR professionals should prioritize empathy and treat employees as human beings The role of HR has evolved to become a driver for the business, impacting revenue and employee well-being Continuing education and personal growth are important for HR professionals Companies should focus on hiring HR professionals with diverse backgrounds and experiences Open communication and support are crucial in building trust and maintaining employee satisfaction Chapters 00:00 Introduction and Background 04:05 Tiffani's Role in HR and Challenges of Hiring 09:09 The Importance of Empathy and Emotional Intelligence in HR 21:14 Personal Relationships and Career Decisions 21:53 Introduction and Background 22:09 Discovering Pregnancy and Career Choices 23:03 Taking Time Off and Exploring HR 25:02 Finding Purpose in Volunteering and Church 26:14 Transitioning to HR and Gaining Experience 28:41 The Role of HR and Changing Perceptions 32:04 The Shift in HR and the Need for Supportive Professionals 34:38 The Future of HR and the Importance of Empathy 45:17 Professional Goals and Achievements 46:20 Closing Remarks

Tara Fournier, Chief People Officer tackles change management and employee retention, communication, access, and caring. We ask hard the hard questions to understand where HR should fall as it relates to support. Should HR be an advocate for the employee or should they be an advocate for the betterment of the company? It's a fine line. Here's the story. Takeaways The role of a Chief People Officer is to oversee HR operations, manage people, culture, and engagement, and help organizations navigate through periods of change. Employee retention is a significant challenge, and companies need to create a caring culture to keep employees happy and productive. In a remote or flexible work environment, it is important to provide platforms for employees to connect and form interest groups outside of work. Caring can be validated by examining the budget, communication strategy, and access to executives and the board that support initiatives. Companies should prioritize open and transparent communication, provide access to leadership, and allocate resources to demonstrate their commitment to caring. Being a hustler is important in the staffing industry, and learning the political game is crucial in corporate recruiting. Joining professional organizations like SHRM can provide valuable networking and learning opportunities. Balancing the needs of the company and the employees is a challenge for HR professionals, but caring for employees is essential. Young professionals should do the hard things first, not be afraid to use their voice, and weigh the facts when making decisions. Chapters 00:00 Introduction and Podcast Etiquette 06:08 Navigating Organizational Change 16:02 Companies Struggle with Caring 31:41 The Role of PYRA in HR

In this episode, we speak with industry veteran Amy Miller who shares her thoughts about what keeps her up at night. We get into it all - staffing vs. corporate, agency hustle vs. navigating corporate politics, being your candidates advocate, and knowing when to say enough is enough when the hiring manager oversteps. Here's what we covered: Recruiting is challenging and unpredictable Humor and personal anecdotes engage candidates Family dynamics shape our approach to work Authenticity leads to stronger connections Engagement and authenticity are vital in recruiting Word-of-mouth and networking are powerful tools Successful recruiters have agency and corporate experience Hustle and navigating politics are crucial skills Hiring managers should set realistic expectations Right-size job descriptions for better outcomes Recruiters should advocate for candidates Authenticity attracts the right candidates Finding a mentor provides valuable guidance Chapters 00:00 Introduction and Technical Difficulties 05:59 The Power of Humor in Recruiting 11:57 Recruiting Journey and Childhood Stories 26:42 The Importance of Hustle in Recruiting 33:06 Setting Realistic Expectations in Job Descriptions

In this episode Katie Breault, Chief Delivery Officer at YUPRO shares her story of mentorship and her work as a skills-first placement firm connecting nonprofit workforce development training program graduates with corporate partners. We explore how investing in peoples potential from internships to mentorships changes how employees connect with their employer. Takeaways YUPRO is a skills-first placement firm that connects nonprofit workforce development training program graduates with corporate partners. They focus on helping talent with limited work experience navigate the job search process and overcome hiring barriers. Katie Breault discovered her passion for investing in people's potential and found her role at YUPRO. Job placement is an impactful way to make a difference in individuals' lives and communities. Internships and work-based learning opportunities are crucial for early career talent to gain practical skills and experience. A successful internship should provide a balance between soft and hard skills training, with an emphasis on teaching professionalism and workplace etiquette. Mentorship plays a vital role in guiding young professionals and helping them navigate the corporate environment. YUPRO serves as a staffing company, connecting entry-level talent with corporate partners and providing a pathway to full-time employment. Chapters 00:00 Introduction and Unusual Conversation 08:35 Katie Breault's Role at YUPRO 15:00 Katie's Journey and Passion for Investing in Potential

In this episode, we talk with Lisa Sterling, Chief People Officer at Perceptix. We explore Lisa's journey and uncover her triumphs and the hurdles she overcame on her path to the C-Suite. Lisa candidly discusses workplace dynamics, leadership transitions, the essence of corporate culture, and the pitfalls of silencing one's voice, emphasizing its impact on personal growth. She reflects on the visionary leadership of CEOs such as Rudy Karsan, Troy Kanter, David Ossip, and Scott Scherr, who serve as catalysts for team success. Drawing from her role as a CHRO and an executive, Lisa shares insights on alignment, navigating the CHRO-CEO dynamic, and the strategic choices involved in leadership transitions. Takeaways Passion for the product and service of the company you work for is crucial in driving success. Leveraging technology in HR can greatly improve the employee experience. Visionary leaders inspire and motivate their teams to achieve greatness. Working for companies with a strong culture and values can make a significant impact on your career. Passion and alignment are crucial in organizations, as they create a sense of purpose and attract like-minded individuals. The relationship between the CHRO and CEO should be a strategic partnership, with open communication and collaboration. Knowing when to transition between leaders is a personal decision based on factors such as vision alignment and personal growth opportunities. Prioritizing self-care is essential for long-term success and well-being. Don't let others quiet your voice or limit your potential; embrace your unique perspective and contribute confidently. Reflect on your career journey and the impact you have had on others, celebrating the success and growth you have facilitated. Chapters 00:00 Introduction and Lisa's Journey in HR Tech 10:58 Breaking the Mold: Challenging HR Norms 25:59 Transitioning Between Leaders

In this episode we speak with Amy Mosher, Chief People Officer with isolved to learn about her journey from HR Generalist to Chief People Officer for one of the industry's most loved workplaces.

In this episode we sit down with Anthony Pacilio, VP of Neurodiverse Solutions at CAI, to explore neurodiversity in the workplace and how employers can work to accommodate neurodiverse talent. Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way. Takeaways Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way. There is a need for education and training to create inclusive work environments for neurodiverse talent. Advocacy and self-advocacy are crucial for neurodivergent individuals to communicate their needs and be successful in the workplace. Companies should focus on empathy and understanding to create a supportive and accepting culture for neurodivergent employees. The interview process should be tailored to accommodate the specific needs and abilities of neurodivergent candidates, rather than relying on standardized questions and processes. Accommodations, such as flexible work arrangements and noise-canceling headphones, are crucial for creating an inclusive workplace for neurodivergent individuals. Training and standardized interviews should be tailored to accommodate the unique needs of neurodivergent candidates. Remote work can be beneficial for many neurodivergent individuals, but some may still prefer the social interaction of a physical workplace. Early intervention and diagnosis are essential in supporting neurodivergent children and helping them reach their full potential. There is a need for intervention programs that support neurodivergent individuals in prisons and help them channel their skills and aptitudes into positive endeavors. Chapters 00:00 Introductions 06:07 Building Neurodiversity at Work 13:17 Anthony's Personal Journey 22:13 Understanding and Advocating for Neurodivergent Talent 27:14 The Interview Process and Tailoring for Neurodivergent Candidates 27:59 Creating an Inclusive Workplace 33:42 Tailoring Training and Interviews 37:18 The Benefits and Challenges of Remote Work 42:23 Early Intervention and Diagnosis 46:04 Intervention Programs

Charlie Judy, Chief People and Culture Officer at Intelligent Medical Objects, discusses his unconventional journey from accounting to HR, and later to tech innovation. With insights from his 13-year tenure at Deloitte and international assignments, he shares perspectives on workplace culture, remote work challenges, and career transitions. From redefining job hopping to embracing risks, Judy reflects on the evolving landscape of HR and employee experiences. Takeaways Charlie Judy's career path from accounting to HR showcases the value of diverse experiences in shaping HR professionals. International assignments can provide unique opportunities for growth and learning. Building a strong brand and understanding cultural nuances are essential when expanding operations in different countries. Transitioning to technology can offer new perspectives and solutions to HR challenges. Assessing workplace culture involves going beyond ratings and understanding the actual experience of working in a company. Defining workplace culture requires identifying the values, behaviors, and norms that shape the work environment. Remote work presents challenges in maintaining a strong workplace culture and connection among employees. Transitioning from entrepreneurship to a corporate role can provide valuable experience and perspective. Job hopping is no longer seen as a negative trait, and companies are valuing diverse experiences and skills. Learning and personal growth are important factors in job satisfaction and should be prioritized in career decisions. Knowing when to leave a job involves self-reflection and understanding one's needs and goals. Taking risks in career decisions can lead to personal and professional growth. Boomerang employees, those who leave a company and return later, can bring valuable experience and knowledge. Employee experience is subjective and varies based on individual preferences and company culture. Chapters 00:00 Introduction and Background 06:26 Current Role and Company 09:59 Non-Traditional Upbringing in HR 10:21 Early Career in Accounting 12:11 Transition to HR 14:01 Experience at Deloitte 16:17 International Assignments 19:14 Building a Brand in India 20:13 Transition to Technology 21:12 Assessing Workplace Culture 22:10 Defining Workplace Culture 23:09 Understanding Work Environment 24:23 Challenges of Remote Work 25:24 Transitioning from Entrepreneurship to Corporate 27:02 Changing Perceptions of Job Hopping 28:11 The Value of Relevant Experience 29:14 The Importance of Learning in a Job 30:24 Knowing When to Leave a Job 34:09 Taking Risks in Career Decisions 35:57 The Concept of Boomerang Employees 37:32 Employee Experience and Expectations

In this episode, Ryan Leary and William Tincup chat with Laura Mazzullo, founder of Eastside Staffing, about the nuances of talent acquisition. They tackle recruiter therapy, setting boundaries for both hiring managers and candidates, and the pivotal role of external staffing firms as companies scale. Takeaways Working with HR clients can be challenging due to the embarrassment factor and the perception that they should be able to handle recruitment themselves. Clients may feel shame or guilt about needing external help, but it's important to remind them that it's not a failure and that external expertise can be valuable. Teaching and educating clients can be beneficial, but it's crucial to focus on delivering results and outcomes rather than getting clients to understand the intricacies of the process. Setting clear boundaries and not taking on responsibilities that are not yours is essential to maintaining a healthy client relationship. Recruiters often struggle with confidence, especially when dealing with high-level executives or difficult conversations. Gender can play a role in confidence levels, with women often feeling less confident in business settings. Building confidence is a challenge for recruiters, but it is essential for success in the industry. Guilt can influence recruiters' decision-making and their desire to please everyone. Setting boundaries and tolerating relationships are important aspects of maintaining confidence and professional success in recruiting. Chapters 00:00 Introduction and Pronunciation 01:40 Introducing Laura Mazzullo 03:27 Challenges of Working with HR Clients 05:27 The Embarrassment Factor 09:37 The Perception of Needing External Help 13:31 Teaching and Educating Clients 15:27 The Value of Expertise 17:54 Not Taking on Others' Responsibilities 18:43 Simplifying Proposals and Processes 19:24 Not Chasing Clients 20:33 Managing Client and Candidate Expectations 21:28 Finding the Threshold for Expectations 22:33 Prioritizing Recruiter Satisfaction 23:32 Taking Ownership of Criticism 25:18 Balancing Self-Blame and Self-Confidence 26:16 Analyzing Criticism Objectively 28:24 Educating Candidates on the Hiring Process 29:24 Understanding Different Definitions of Toxicity 30:02 The Desire for Perfectionism in Talent Acquisition 33:33 Giving Feedback to Hiring Managers 35:27 Fear of Upsetting Hiring Managers 37:44 Overcoming Fear and Insecurity 38:27 The Confidence Gap 39:14 Gender and Confidence 40:09 The Challenge of Building Confidence 40:56 The Role of Guilt 41:48 The Difficulty of Firing and Layoffs 42:14 The Importance of Remembering Our Worth 42:48 The Need for Boundaries 44:00 The Challenge of Getting Hiring Right 45:27 The Role of Guilt in Recruiting 46:33 The Pressure to Please Everyone 48:48 The Fear of Ruffling Feathers 49:50 Sticking Up for Your Expertise 51:04 The Importance of Kindness 52:24 Setting Boundaries and Tolerating Relationships 55:02 The Consequences of Over-Pleasing 55:44 The Power of Handwritten Cards 56:01 Conclusion

We speak with TA veteran and 6-time author Bas van de Haterd who has recently co-authored with Kevin Wheeler, "Talent Acquisition Excellence: Using Digital Capabilities and Analytics to Improve Recruitment" We explore technology's role in sourcing, branding, and recruitment processes. From digital pre-selection to analytics, we unravel the ethical considerations and skills essential for future-proof recruitment, featuring real-world case studies and expert insights. Key Takeaways Talent acquisition professionals should focus on talent strategy and execution, aligning it with the corporate strategy. There is no one-size-fits-all approach to talent acquisition, and processes should be tailored to specific hiring scenarios. The book emphasizes the importance of being talent-centric and agile in recruitment, adapting processes to meet candidate needs. Cultural differences play a significant role in talent acquisition practices, and understanding these differences is crucial for global recruitment. Assessing candidates' English proficiency is crucial, especially in global organizations. Talent acquisition should evolve into a strategic partner within organizations, focusing on holistic talent management. Pre-hire assessments can provide valuable insights into candidates' skills and fit for the organization. Recruiters should aim to become talent partners, engaging in meaningful discussions with hiring managers. AI skills and data analysis are becoming increasingly important in talent acquisition. Ethical dilemmas arise when using technology in recruitment, and organizations should have open debates about their usage. Automation can be applied to certain recruitment tasks, freeing up time for recruiters to focus on strategic activities. Talent advisors play a crucial role in guiding organizations' talent acquisition strategies. Recruiters should continuously seek advice and learn from others in the field. Chapters 00:00 Introduction and Background 01:30 The Inspiration for the Book 03:55 The Title of the Book 04:35 Talent Acquisition Excellence 05:34 Identifying Bad Talent Acquisition 08:25 Defining Talent Excellence 11:21 Chapter by Chapter Overview 20:21 Global Perspectives on Talent Acquisition 22:29 Assessing English Proficiency 23:00 The Future of Talent Acquisition 23:26 Holistic Talent Management 24:03 Pre-Hire Assessments 24:24 Equal Opportunity for Candidates 24:59 Becoming Talent Partners 25:21 Debating Hiring Criteria 26:25 Building Relationships with Hiring Managers 27:32 Skills Needed for AI in Talent Acquisition 28:34 Analytical Skills and Data Analysis 29:34 Ethical Dilemmas in Tech Usage 30:31 Automation vs. Augmentation 37:31 Automating Recruitment Tasks 39:04 The Role of Talent Advisors 41:01 Best Advice for Recruiters

Donald Knight is an industry veteran, currently the Chief People Officer at Greenhouse Software joins us to dissect his rise to leading people at one of the most forward thinking HR and Work Tech companies on the planet. We interrogate Donald (in a nice way) to learn about his upbringing, education, and his career. From law school and LSATs to falling in love with understanding why organizations thrive - Donald converts his ridiculously high energy into the conversation that can help to answer some of the question that you may have on career growth and intentionally studying successful leaders. Takeaways: Learn with intentions Transitioning to HR can happen unexpectedly, and it is important to be open to new opportunities. Empathy is a crucial skill in HR, as it allows for understanding and support in difficult situations. Difficult conversations and layoffs require empathy and a focus on the overall well-being of employees. Successful CHRO careers often involve intentional career growth, continuous learning, and studying the experiences of other leaders. Seek wisdom from other practitioners and learn from their experiences. Understand and listen to others before sharing your own perspective. Continuously learn and add diverse experiences to enhance your skills. Strive for excellence in HR without being paralyzed by the pursuit of perfection. Find inspiration from youth and media to stay motivated and informed. Connect with us everywhere: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/

Summary In this podcast, Tricia Shields, the Chief Human Resources Officer at Naviant, opens up about her 15-year journey in HR, diving into the unique culture of Wisconsin and her observations on movement's impact on workouts. Tricia also shares her sources of inspiration and networking experiences, highlighting the beauty of the UP alongside HR challenges. She emphasizes the significance of compensation, total rewards, and the influence of parenting on financial literacy. Tricia delves into the AI hype in HR, revealing valuable insights into her career journey and essential HR technology. The conversation wraps up with pivotal moments in Tricia's HR career. Takeaways Tricia started her career in office management roles and gradually transitioned into HR. The growth and continuous opportunities at Naviant have kept Tricia engaged and motivated to stay with the company for 15 years. Tricia advises her younger self to be more confident and embrace her unique insights and ideas. The Wisconsin accent is distinct and can vary across different regions. Observing others' movements during workouts can lead to a more intense workout. LinkedIn and peer groups are valuable sources of inspiration and networking for HR professionals. The UP offers beautiful natural resources and seasons. Compensation can include more than just salary, such as benefits and privileges. Financial literacy can be influenced by parenting. AI in HR is adequately hyped. Aligning with the right organization and leadership is crucial for career growth. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction and Small Talk 03:05 Exploring Milwaukee and Wisconsin 06:55 Tricia's Journey in HR 09:06 Staying with a Company for 15 Years 12:52 Advice for Younger Self 14:10 Wisconsin Accent 15:33 The Impact of Movement on Workouts 16:00 Observing Others' Movements 16:12 Finding Inspiration and Networking 17:25 Sources of Inspiration 18:29 Engaging on LinkedIn 19:09 Lurking vs. Contributing on LinkedIn 20:12 What Keeps You Up at Night? 20:37 The Challenges of HR 22:35 Connecting with Remote Employees 23:48 The Hardest Part of HR 25:28 Compensation and Total Rewards 27:23 The Value of Cash in Compensation 29:31 The Influence of Parenting on Financial Literacy 31:31 The Hype of AI in HR 32:57 Career Journey and Moving Forward 34:44 The Most Valuable HR Technology 36:10 Pivotal Moments in the Journey 37:05 Feeling Confident in Having a Voice 38:00 Favorite Books and Reading Habits 39:15 The Importance of Crucial Conversations 40:01 The Challenges of HR Conversations 41:37 The Influence of Online Influencers 43:39 The Value of Conferences and Webinars 45:36 Enhancing the Conference Experience 46:18 The Power of Panels in HR Conferences 49:21 Creating Uncomfortable Conversations on Panels 50:12 Failed Ideas and Learning from Them 52:34 Closing Remarks

Summary In this conversation, Tami Rosen, Chief People Officer at Pagaya, shares insights from her career journey and the different industries she has worked in. She emphasizes the importance of understanding the business you support and building strong relationships with people at all levels. Tami also discusses the need for continuous learning and being open to failure as a means of growth. She ranks people, process, and product, highlighting the significance of having the right people in place. Tami shares her sources of inspiration and offers advice for new graduates and people managers. In this conversation, Tami Rosen discusses her sources of inspiration and how she consumes information from various places. She emphasizes the importance of reading articles, listening to others, and watching what people write about their experiences. Tami also expresses her preference for practitioners' stories and appreciates their authenticity and vulnerability. Additionally, she mentions the influence of social media, particularly LinkedIn and Twitter, in finding different voices and perspectives. Takeaways Understand the business you support and be able to talk fluently about it. Build strong relationships with people at all levels of the organization. Be a constant learner and embrace failure as an opportunity for growth. Rank people, process, and product, with people being the most important factor. Seek inspiration from various sources and consume information from different places. Pay attention to practitioners' stories as they provide authentic and vulnerable insights. Utilize social media platforms like LinkedIn and Twitter to find different voices and perspectives. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction and Background 01:10 Differences in People Management Across Industries 04:19 Career Journey and Unexpected Paths 07:47 Finding Your Thrive 10:26 Choosing a College and Favorite Course 12:52 Transitioning from Pre-Law to HR 14:20 Navigating Career Choices and Experimenting 17:11 Guidance for New Graduates 19:27 Sources of Inspiration 22:59 Ranking People, Process, and Product 26:57 Successful and Failed Program Rollouts 30:35 Span of Control and Building Relationships 34:37 Identifying People Who Thrive 37:25 Nuggets of Advice for People Managers 39:42 Voices That Resonate 39:59 Sources of Inspiration 41:06 Preference for Practitioners' Stories 41:49 Influence of Social Media

Summary In this conversation, Steve O'Brien, Senior Vice President of People Solutions at Syneos Health, discusses the difference between talent acquisition and HR, the target operating model transformation, and programs that went well and didn't go well. He also shares advice for someone starting in the talent game and discusses the characteristics of successful interactions with colleagues and leaders. Additionally, he talks about his reading habits and the importance of methodical thinking. In this conversation, Steve O'Brien discusses his reading habits, the skills revolution in HR, and the difference between skills and competencies. Takeaways Talent acquisition is a tactical function focused on delivering concrete results, while HR encompasses both tactical and strategic elements. A target operating model transformation can introduce flexibility and agility into HR, allowing for rapid response to customer needs. Successful programs often involve informal agreements and a shared vision of what could be true, even if it can't be proven. Starting in staffing and gaining experience on the supplier side can provide valuable skills and a deep understanding of recruiting fundamentals. Interactions with colleagues and leaders should involve cooperation, vision casting, and a focus on what can be achieved rather than fault finding. Methodical thinking and a philosophical background can contribute to effective argumentation and democratic accessibility of ideas. Diversify your reading habits by including both fiction and nonfiction books. The skills revolution in HR is about moving away from job titles and career paths and focusing on the unique collection of skills that individuals possess. Skills should inform decision-making in hiring, promotion, and firing. Skills should be integrated throughout the entire organization to have a real impact. Skills should not be seen as a reductive view of talent, but rather as a way to enhance decision-making and understanding of individuals. Three key takeaways from Steve's career: commit to personal excellence, actively seek tough feedback, and invest in continuous learning. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction and Background 02:50 Difference Between Talent Acquisition and HR 06:15 Target Operating Model Transformation 09:52 Programs that Went Well and Didn't Go Well 19:45 Advice for Someone Starting in the Talent Game 25:02 Starting in Staffing and Moving to Corporate Recruiting 29:26 Characteristics of Successful Interactions 33:53 Thriving with Leaders Above 35:13 Philosophy and Methodical Thinking 35:47 Reading Habits 35:54 Reading Habits 37:09 Skills Revolution 39:08 Skills vs Competencies 40:08 Key Takeaways