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Picture of Meghan M. Biro

Meghan M. Biro

Like most people who gravitate toward HR, Meghan loves people. Early in her career, Meghan realized she was a rare people person who understood tech. As a high tech recruiter, Meghan worked with hundreds of companies, from early-stage startups to global brands like Microsoft, IBM and Google. Meghan founded TalentCulture in 2008 to lead a conversation about the future of work with her peers in HR and leadership. These days, she is consistently included in lists of top online influencers and writes about HR tech and talent management at Forbes.com, SHRM.org and a variety of other media outlets. Her career background spans recruiting, tech, marketing, branding and digital media. As an HR tech analyst, author and brand strategist, Meghan is sought after for her ideas about the future of work, is a regularly featured speaker at global business conferences, and serves on boards for leading HR and technology brands.
Picture of Meghan M. Biro

Meghan M. Biro

Like most people who gravitate toward HR, Meghan loves people. Early in her career, Meghan realized she was a rare people person who understood tech. As a high tech recruiter, Meghan worked with hundreds of companies, from early-stage startups to global brands like Microsoft, IBM and Google. Meghan founded TalentCulture in 2008 to lead a conversation about the future of work with her peers in HR and leadership. These days, she is consistently included in lists of top online influencers and writes about HR tech and talent management at Forbes.com, SHRM.org and a variety of other media outlets. Her career background spans recruiting, tech, marketing, branding and digital media. As an HR tech analyst, author and brand strategist, Meghan is sought after for her ideas about the future of work, is a regularly featured speaker at global business conferences, and serves on boards for leading HR and technology brands.

Brain-Teaser Interview Questions Serve a Purpose

There was a lot of buzz a few months back, when news organizations began reporting on the odd — sometimes very odd — brain-teaser questions Google asks its interviewees. Odd: “Describe AdWords to a 7-year-old.” Very odd: “How many haircuts do you think happen in America every year?” But believe it or not, there’s a method to Google’s madness when it comes to lobbing unexpected and unusual questions at potential job candidates. How Brain-teaser questions help recruiting. While some of these riddles might feel, at first glance, like little more than a setup for failure (access a full list here), head

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#WorkTrends Preview: Recruiting Trends and 2017 Predictions

The world of recruiting and talent acquisition has evolved over the past few decades… and changes are predicted to continue well into the near future. The HR Technology space is teeming with options and competition with new companies coming onto the scene every day. Many will see a bright future, but others will barely see the light of day. Join guest host Tim McDonald and special guest Elaine Orler, the Chairperson and Co-founder of Talent Board on Wednesday, November 9 at 1pm ET as they discuss the current state of recruiting and explore the possibilities of the future recruiting technology landscape.

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#WorkTrends Recap: How Artificial Intelligence Can Change HR and Recruiting

Are robots coming to work? Not entirely, but something that is going to be a game changer is about to take over the world of HR. Artificial Intelligence or AI is coming to an HR department near you and maybe sooner than you think. Artificial intelligence is going to do for HR what the car did for transportation. It’s going to transform how we look at data, what data is worth considering and help us to interpret the intricacies of big data. This week, I hosted special guest Jessica Miller-Merrell, founder of Blogging4Jobs, to discuss this timely topic. Jessica and I

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4 Key Steps To An Extraordinary Workforce

If you want an amazing workforce, it’s not just about hiring. It’s about marketing. You need to shift your thinking of the workplace as an amorphous collection of desks to a product, and embrace the concept that in order to hire the best you have to market to the workplace on multiple channels. Here are 4 key steps to do it: 1.) Reconsider your recruitment channels and their effectiveness. If you’re just trying to glean recruiting channel data by using LCA models, it’s not going to work. First, consider candidates as buyers, and then treat them accordingly, constructing an entire journey of

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New Year – New Employees: Energize Your Recruitment Marketing Strategy in 2017

As we prepare for the upcoming year, talent management may be the last thing on your mind. We still have many Sunday night football games, post-turkey naps, holiday treats, and family traditions to look forward to. On the other hand, we all have performance goals to meet, budgets to create, and strategies to strategize before 2017 arrives. Who has time for recruitment marketing and talent management, right? But the reality is recruitment marketing and talent management are two things that companies should never stop focusing on. Talent is the foundation that your strategies and performance goals rely on. Talent is the

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Why You Should Let Employees Pick Their Job Titles

Traditional job titles are like business meeting jargon—they’ve become meaningless and have tended to make my eyes glaze over. As positions evolve thanks to changes in technology and workplace dynamics, it’s time for employers to let individuals choose job titles that reflect what they actually do. Think about it: Wouldn’t you like to have a desk plaque that says Chief Happiness Officer? Or how cool would it be to have a business card that said Software Ninjaneer or Master of Storytelling? And doesn’t Director of First Impressions sound way cooler than receptionist? For some fortunate professionals at forward-thinking companies, creative job

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Why You Should Care About Emotional Culture

The importance of a strong corporate culture is one of the rock-solid tenets of the business world. Organizational leaders often get everyone on the same page by emphasizing corporate culture, and by defining their company’s values, beliefs, philosophy, ethics, standards of behavior, and personality. But what about “emotional culture?” Emotional culture, a less well-known component of work culture, is getting more attention these days. Two business management professors, Sigal Barsade and Olivia O’Neill, have written insightfully about emotional culture, and they define it as the culture centered around the affective values of an organization—i.e., feelings, moods, and attitudes—in contrast to the

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#WorkTrends Preview: How Artificial Intelligence Can Change HR and Recruiting

Robots are taking over the World. Well, no not really. But something that is going to be a game changer is about to take over the world of HR. Artificial Intelligence or AI is coming to an HR department near you and maybe sooner than you think. Artificial intelligence is going to do for HR what the car did for transportation. It’s going to transform how we look at data, what data is worth considering and help us to interpret the intricacies of big data. Join, me and my special guest Jessica Miller-Merrell on Wednesday, November 2 for a LIVE podcast

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#WorkTrends Recap: Lights. Camera. Action. = Video Power

Have you noticed how popular video has become? It just keeps growing in popularity! Do you use video in your workplace? Well, if you want to know about video, this is the topic for you. Today, I hosted a special guest who knows a lot about the value that video brings to so many aspects of our business world. On this week’s #WorkTrends show I was joined by guest Chris Savage, the CEO and co-founder of Wistia, a very popular video marketing and analytics platform. Chris talked to us about how using video as a call-to-action via various forms of communications

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Choosing Tools to Promote a Culture of Wellness

Have you made promoting a culture of wellness a top priority in your workplace?  Well, I have to tell you, you’re on the right track—and others would do well to follow your example. Why? Because placing emphasis on workplace wellness is one of the most effective ways employers can help boost employee productivity, reduce absenteeism, and control healthcare costs. And it makes sense for your employees too, since they’ll be the direct beneficiaries of a workplace program that staves off sickness and helps build better long-term health and wellbeing. Making workplace wellness a priority is the place to start, but having

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Do This, Not That. How to Nail Social Recruiting

It’s not an exaggeration to say that in today’s fast-paced, connected, “always on” world, a social media recruiting strategy is a must have. If you don’t have one in place, you will, without question, quickly fall behind your competition. However, there are right ways of doing social recruiting, and there are wrong ways. And the ROI on doing it wrong is, well, pretty low. But what do we mean by “doing it wrong?” Isn’t social recruiting just about reaching out and connecting with people online? Well…sort of. The problems arise when a company oversteps, for lack of a better term. Things

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Your Talent Brand Matters More Than You Think

It’s not enough to think of your company brand. Or your product brand. Or, actually, your employer brand. Think about it: being an employer implies having employees. But much of what we really have these days — partially influenced by Millennial values — is talent, who act less like employees and more like consumers. There’s a whole spectrum of talent out there, and many consider jobs as a pick and choose and change cycle — steps on a career ladder as opposed to the career in itself. That means your brand has to be seen from the outside, by the talent: it’s your talent

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4 Tips For Finding And Retaining Tech Talent

Hiring is a gamble. The cost of a bad hire is high — tens of thousands of dollars down the drain, from onboarding and training, not to mention re-recruiting, re-onboarding, etc. And the job market for tech talent is tighter than ever: if tech pros aren’t a needle in a haystack, they’re a very popular — and poachable — haystack. According to the BLS, in the 10 years from 2014-2024, employment of computer and information technology occupations will grow 12% — far above the average for all occupations, swelling from 3.9 to 4.4 million jobs. Credit the cloud, big data, mobile and social,

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#WorkTrends Preview: Lights. Camera. Action. = Video Power

You’ve heard the saying, “A picture is worth a thousand words,” right? We all have. Well, if pictures make a big impact, you can only imagine how much more video can do!  Visual communications are poised to take over the world—with video at the lead. So understanding how to include video in your organization’s communications and how to monitor and track its performance is essential in HR today. Fortunately, next week I welcome guest Chris Savage, CEO, and co-founder of Wistia, a top video marketing and analytics platform. I can’t wait. Chris and I will discuss the value that video brings

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#WorkTrends Recap: “The 11 Laws of Likability”

Most of us want people to like us, especially in social settings, but sometimes the idea of going out there and schmoozing seems phony and feels like pretending. And who wants to feel like a phony? No one. Guess what? You don’t have to, according to today’s #Worktrends’ guest, Michelle Lederman. Listen to the full #WorkTrends podcast on BlogTalk Radio now:  11 Laws of Likability. Michelle is the author of the book, “The 11 Laws of Likability,” which talks about the value of connecting with others in meaningful and authentic ways. During our lively conversation today, we talked about relationship networking

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4 Ways To Make Workplace Wellness A Culture Win

Here’s an idea for cutting edge talent management: workplace wellness programs. Implemented well, they’re mutual ROI meets wearable tech meets a deep level of employee engagement that reflects beautifully on employer brand. Not only can they enhance performance, but they show a genuine concern for employees’ well-being. And they’re part of one of my most basic adages: a happy employee is good for profits. The American Heart Association found that for every $1 invested in workplace wellness, companies can receive up to $3 in return. But, like everything, there are right ways and wrong ways to implement workplace wellness programs. It depends on

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Five HR Analytics Terms You Need to Know

I love big data. I love it for many reasons, but, as I’ve said before, one of the main reasons is the way it’s “raised the profile” of HR and its importance. The sheer volume of information HR analytics can bring to the table has moved HR practitioners from an “out of sight out of mind” back room business function, to a major player when it comes to company goal setting and overall planning. Today we use HR analytics for everything from determining passive and active candidates; assisting with onboarding, training, and engagement; and predicting retention, attrition, and performance rates. That said,

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If It Feels Good, Do It: Top 3 Upsides To Employee Referrals

Love is a mystery, as is hiring. The former: we can talk about that complexity some other time. The latter: at least, given the rise of analytics and Big Data, is far more able to be quantified now that we can send in the Cloud and conjure up scopey benchmarks and juicy reports. But there’s no guarantee of success: will that brand new star on the 14th floor, lured with chunky compensation and incentives, want to actually stay? Tech talent has a 1.5 percent unemployment rate and competition is fierce for their hands. Bouncing out of one position with grass-is-greener fervor — and sometimes

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#WorkTrends Preview: The 11 Laws of Likability

Join host Meghan M. Biro and special guest Michelle Lederman as they discuss “The 11 Laws of Likability.” During this lively conversation, they’ll talk about relationship networking and what draws people to each other in a business capacity. They will dive into “The 11 Laws of Likability,” which Michelle has identified as the most relevant and impactful aspects of building solid relationships. As she describes, it’s not about transactions, but more about connecting with people in a real and honest manner—that benefits everyone. They will also uncover some of the misconceptions about what many people believe to be qualities mistakenly linked

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How the Healthcare Industry Must Evolve for Millennials and their Children

While the attitudes, preferences, and needs of the Millennial generation have definitely been high on the minds of the business sector in recent years, they probably haven’t registered too high up the list of priorities for the healthcare industry. In today’s rapidly evolving digital landscape, that’s something that needs to change. The oldest Millennials are now having their first children, and, as a consequence, are becoming more aware of health issues and more frequent users of health services. This means big changes are on the horizon for healthcare professionals, administrators and, in particular for healthcare industry CIOs who will need to

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#WorkTrends Recap: Millennial Attraction Factors

There are more millennials among today’s applicants than any other generation, and they’ll be 75 percent of the workforce by 2025. On this week’s #WorkTrends show, we were joined by CEO of The Muse, Kathryn Minshew, who shared insights on what attracts millennial talent. Kathryn discussed the challenges all businesses face in finding what resonates with millennials. She helped the audience set aside common misconceptions and shared what to focus on in order to engage the Digital Generation. Here are a few key points Kathryn shared: Millennials are looking for the 3 Ps for their future business. People, Purpose, and Path.

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‘Human Resources’ Just Doesn’t Tell You What HR Really Does

Here’s a simple truth. Human resources is an outdated term. The HR director or HR coordinator no longer just focuses on hiring and firing employees and making sure the company is in compliance with benefits and payroll. In fact, many businesses are even shying away from the title HR coordinator, as it may sound stuffy or scary, and – worst of all — it appears to commoditize human beings. Certainly, people are an organization’s greatest resource, but they aren’t smartphones, replaced with the newest model every two years. They’re also not raw materials or working capital, used until the supply is depleted and then replenished in

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The State of Workforce Learning in Our Digital World [Webinar]

There’s been a profound shift in our world, increasing the need for organizations to beef up workforce learning and development. Technology is constantly advancing itself, and demographic changes are pushing the educational envelope. But in this quicksilver, 24/7, digital World of Work, we’re all after competitive advantage — and that means we’re always hungry to gain the knowledge and skills that drive success. Employees are looking for ways to up their own game too — learning across multiple channels, from social to mobile to online to traditional classroom. But here’s a big difference: it’s not up the organization to deliver education

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Millennials Are The Workforce: A Plea For Present-Casting

Our industry fixated on Generation Y with the same market-heat fervency once reserved for boomer teens: how can we engage this generation? But with 53.5 million by the beginning of this year, they take up the largest segment of the U.S. workforce, many aren’t kids anymore (the generation’s first year is 1981), and they are making major workforce decisions themselves. Some will soon be in their 40s themselves. So while some of us still wonder ponder best recruiting strategies, here’s a not so new newsflash: them is us. Actually, it’s nearly two years since that post. It’s not about just pinpointing differences in order to get

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Four Ways To Make Candidate Experience A Recruiting Brand Win

We are all job seekers. You can bet that at some point you’ll get contacted by a recruiter, whether or not you are: actively looking, entrenched in the C-suite (especially then), a hungry upstart in new clothes, even wanting to notice — chances are, you will. There’s a moment when we, even more a moment, shift to the mindset of a candidate — we remember there are jobs to be had, new firms to work in, new things to do. In that sense, we’re all just waiting to be, well, activated. Weird and awesome all at the same time, huh? My friend Kevin

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