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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.

Make Technology Compliance Sexy: Embrace The Culture

Technology compliance is a necessity. But it isn’t sexy — yet. Certainly, innovating ways to approach compliance has contributed to a greatly transformed world of work. It’s underscored the need for the power and scope (Cloud) and for agile processes and insights (talent analytics). It’s leavened a sense of mission with an edict for ethical conduct (I’m speaking generally here), and that’s certainly a trend given the trending values of a changing workforce population.   And the topic elicits sighs among most of those not charged with its administration. It’s not sexy because it’s complicated, and it’s required. It’s like the buttoned-up older

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#WorkTrends Preview: 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 show, we’ll talk about what attracts millennial talent. The challenge all businesses face is finding that sweet spot between the myths and the truth — and what resonates with millennials may surprise you. Time to set aside those misconceptions and focus on the must-haves: an optimized mobile portal, social media-linked application processes, and an authentic employer brand to pull it all together. That’s what it takes for this Digital Generation to engage, apply, interview and ultimately, perform.

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Tending The Leadership Pipeline: It’s All About Engagement

Workplace lore has it that a manager who hires a millennial is facing a number of challenges. Among them: how to engage and retain a generation marked as me-centric, fickle, not versed in social or business etiquette and prone to jumping ship six months after utilizing an expensive bout of training. Yet millennials are now the majority of the workforce — and they’re not kids anymore. And I’m growing tired of everyone placing labels on this generation vs that generation. It’s We Generation after all. They’re, we’re already rising up through the ranks to positions of leadership, in some cases they’re, we’re building

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#WorkTrends Recap: Live From #HRTechConf: State of the State

This week’s #WorkTrends show was live from the HR Tech Conference in Chicago. Host, Meghan M Biro was joined by Dwane Lay, Vice President of Customer Experience of Dovetail Software, to continue the discussion on the state of HR Tech. Dwane shared his thoughts on what’s hot in HR technology, what’s happening at the conference and much more. Here are a few key points that he shared: If you want to know if your technology is really working, get feedback from people who hate it Know your needs and be honest with yourself when you are looking at your budget for

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The Social And Mobile Workplace: Climate Change Is Real

We’ve all watched (and some of us have helped) Social and Mobile (SM) rise to the forefront of the world of work. It’s applied a new source of heat; flooded the banks of formerly tame streams of data and processes and turned them into wild seas for recruiters, candidates and everyone else. It’s turned the sometimes chilly field of recruitment into a kind of digital garden, where Cloud-based tools and software bloom in increasing density and profusion, fed by huge new storms of new information and metrics we’re just learning to harness. As with climate change, there are plenty of doubters. Refuseniks.

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Culture, Brand, Engagement: How Benefits Support HR’s Three-Legged Stool

You know the old three-legged stool metaphor: you can’t sit down if one of those legs is off. In HR, that means culture, brand and engagement. All three are closely, intrinsically related; even more so given the new world of work. In the Deloitte University Press’ Global Human Capital Trends 2015 report, the news shows palpable gaps between perceived weaknesses in all, and the capability to solve them. Among the findings, gleaned from more than 3,300 business and HR leaders: 87% of organizations cite workforce culture and engagement as a top challenges. 38% of respondents felt like they were “weak” when it came

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Recruit Smarter Not Harder

It’s happened to us all: That person—that star—the one who absolutely nailed their interview ends up being a dud. New hires end up in duds-ville for many reasons, including poor culture fit, temperament issues, “coach-ability” problems, and less than stellar technical competence. In fact, one recent survey revealed the number one reason for failed hires (performance issues aside) is a poor skills match, with unclear performance objectives sliding into second place. And, aside from hiring fails, recruiting itself is getting tougher. We need to recruit smarter in today’s marketplace. Aside from hiring fails, recruiting itself is getting tougher. According to the

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Artificial Intelligence and HR: The New Wave of Technology

It’s no secret that I love technology. From the domination of mobile to the latest in recruitment tools and gamification, and how video and live streaming is having an impact on hiring and training—changes are afoot that many of us couldn’t have imagined 15 or so years ago. And I love it all. The reason this “tech meets HR” marriage is so exciting is how quickly the technology evolution has disrupted HR and enhanced the way HR professionals get things done. Now there’s another big disrupter on the horizon, one that you would be wise to keep your eyes on: Artificial intelligence. What is Artificial

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Mapping a Healthy Workplace

Sixty-two percent of respondents to the Staples Business Advantage 2016 Workplace Index say the availability of a wellness program is a selling point when looking for a new job, but 58 percent say their workplace doesn’t offer one. So it’s no wonder companies are talking about them a lot these days. A large part of the ROI that comes from instituting health and wellness programs is, obviously, healthier employees. Sixty-one percent of Aflac’s annual Workforces Report’s participants report they’ve made healthier choices and experience higher job satisfaction levels due to their companies’ wellness programs. And what goes hand-in-hand with healthier, happier

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#WorkTrends Preview: Live From HR Tech: State of State

Last week we started the conversation about the state of HR Tech. This week, we are taking the show on the road. In this special #WorkTrends, Host Meghan M. Biro and Guest Dwane Lay will be live from Chicago as they cover the HRTech conference. Be sure to tune in to get an expert view of what’s hot in HR technology, what’s happening at the conference and much more! Whether you’re at the show or not, this live podcast and Twitter chat should not be missed! Live from HR Tech: State of the State Tune in to our LIVE online podcast

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Recruiting’s New Reality: A People-Centric Paradox

The front line of HR has always been recruitment from my perspective.There’s no HR without talent. But talent is a new reality: The workplace is about to span five generations for the first time ever in history. Silents. Boomers. Gen X. Millennials. Gen Z. And we’re back on track with job growth: according to the BLS there were 5.4 million job openings in the U.S. in April, the highest number in 15 years. HR itself is experiencing above-average growth as well: the number of employed human resources and labor relations specialists is expected to increase 13 percent per year, some 2% faster than the average

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#WorkTrends Recap: Five Things To Know About HR Tech in 2016

Technology is pushing HR forward, with new programs, software and hardware emerging every day to make our jobs easier. In fact, HR tech is an integral part of how we do business now. On this week’s #WorkTrends we were joined by Steve Boese, the Co-Chair of the HR Technology Conference, Columnist for HR Executive Magazine, and Creator and Co-host of the HR Happy Hour Show and Podcast. We discussed what to look forward to at the HRTech conference next week in Chicago. Host Meghan M. Biro and Steve talked about trends and current innovation in HR Technology, why it is important,

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How Employee Communication Impacts Culture [Webinar]

We need to talk — about communication. We all know communication is key. In fact, it’s never been more important. The new World of Work is continuously connected but often across generations, locations, media platforms, intra and inter-webs, and social and mobile. Communication has simply never been more of a critical skill. Good or bad, it drives organizational culture more than ever. We’ve all been there, felt the galvanizing impact of a brilliant presentation; the drag on everyone wreaked by a maze of emails. The toll of head-shaker moments in a meeting, the fist-pump after a meaningful conversation. The effect is

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Keeping It Real: 3 Fundamentals Of An Authentic Employer Brand

Pondering the recent data breach of 21.5 million Federal Employees, I’m in one of those bottom line moods, so let’s talk bottom line. For many brands, that means a genuine relationship between employer and employee, and that has everything to do with a strong, firmly rooted employer brand. One common misconception: that a good employer brand starts with pricey image consultants. Yes: marketing that awesome employer brand is a great idea. But let’s take care of the inside first. Top talent often comes equipped with a healthy dose of self-preservation, and that’s a good thing — it breeds savvy, competitiveness and self-reliance. Without an authentically trustworthy employer brand,

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HR Meets Technology: The Ten Facets Of Culture

HR is experiencing a watershed moment. It’s not like the massive shift from virtual punchcards and e-forms to Cloud-based applications and analytics. It’s not the sudden appearance of millennials texting in the staff cafeteria, or the first Internet conference call. It’s the shift to a new paradigm: HR and Technology is essential to the success of an organization. This is culture. Simply put, HR has become an integral, critical component in the functioning of business, from strategy to operations, customer experience to culture. It’s no longer a tangent, or a bunch of middle managers working in a bubble of regulations and number-crunching

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Zen And The Art Of Talent Management

Bells and whistles and corner offices aside, talent management is dedicated to one basic question, right? Who’s next? From tending the pipeline right through issues of succession, we are tasked with populating a world whose needs never end. May get stormy, may get depressed, but talent needs work and work needs talent. Downturns lead to upturns, fortunately: the BLS reported that job opportunities increased to 5.4 million this April, with a substantial rise in openings concentrated in professional and business services. The number of hires and separations (quits, layoffs and discharges) stayed nearly the same as the month before: hires were at 5 million; turnover

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#WorkTrends Preview: Five Things To Know About HR Tech in 2016

Technology is pushing HR forward. New programs, software and hardware emerge every day to make our jobs easier. HR tech is an integral part of how we do business now. During this special show, we will be joined by Steve Boese, the Co-Chair of the HR Technology Conference, Columnist for HR Executive Magazine, and Creator and Co-host of the HR Happy Hour Show and Podcast. We will discuss what to look forward to at the HRTech conference, which is October 4-7 in Chicago. Host Meghan M. Biro and Steve will talk about trends and current innovation in HR Technology, why it

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#WorkTrends Recap: Building a Business Case for Company Culture

Numerous studies have confirmed that employees’ satisfaction with company culture is correlated with positive business outcomes, such as customer satisfaction, productivity and performance. Executives tend to be overly optimistic about the state of their company culture and employee engagement. Therefore, to make the case for investing in culture, you have to help executives understand your true company culture. To do this, data is your best friend. On this week’s #WorkTrends, Host Meghan M. Biro was joined by special guest Greg Besner, CEO of CultureIQ. We discussed how to layer business data (customer success, retention, operating profits, etc.) with culture data in

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Eight Employer Brand Essentials To Spice Up Candidate Experience

Secret sauce. Special recipe. If it sounds like recruiting has turned into a mystery cooking show – it has. The good news is that we’re honing this new global, multigenerational, myriad-channeled cuisine.  We’re finding scopey, tastier, far more effective strategies for recruiting tech talent and engaging our candidates.  Here are the top eight ingredients: Start With Fresh Talent More arenas acknowledge that talent is the basic commodity in tech recruiting, and considering individual talent as the basic goal of recruiting, and not just filling spaces, is what’s going to set companies up for successful hiring. Given the gap between more jobs we need to fill and less talent we need

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Preparing for the Retirement Boom

The “silver tsunami” is coming. The baby boomer generation is beginning to hit retirement age, and companies must prepare for what could be a major exodus. The US Bureau of Labor Statistics reports that as many as one out of ten workers will retire either this year or the next. Losing 10 percent of its employees can hit a company incredibly hard if it’s not prepared. Just how does a business brace for the loss of so many workers? Will There Be a Tsunami – Or Just Waves? The first thing to realize about the upcoming retirement boom is that it may not be

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Study: Skilled Social Media Users Are Six Times More Likely To Exceed Quota

I’m endlessly fascinated by what’s happening to the role of the salesperson due to social media adoption. Last year, I wrote about the top social sales people in the world, which tells the story of some of the most socially influential people leading massive change in the sales industry. Today’s buyers are socially savvy and incredibly difficult to reach by phone or email. Those in the know recognize the power of social media to reach prospective buyers on their terms early in the decision-making process. However, one surprise remains – many sales executives don’t use social media themselves, and they dismiss

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Relationship Building In A Vast Social And Mobile World

Friends, family, candidates for hire, new hires, employers, employees, managers, vendors, colleagues, algorithmic bots, cookies: the climate of social and mobile is cluttered and rich and very complex. We are a truly social and mobile world now. But in terms of true relationship building, now that some of us have engaged or even mastered social, let’s think about it. When I visited Ireland for the amazing IT @Cork European Conference in 2015, I got excited about new developments and friendships forged, such as the way we can bring more women into the field, and support my sisters on their way up the

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Do You Fail At Leadership?

Let’s take a break from tech and talent analytics and think about bosses. Good bosses make the news: consider Dan Price, the CEO in Seattle who was so moved by a study on happiness that he took an enormous salary pay cut to raise his employees pay to a live-able wage. Bad behavior makes the news: ESPN just proved that (again.) But bosses who behave badly? We don’t hear enough about them. Why? For one thing, boss-positive evidence tends to be, well, material. The bad stuff tends to be more intangible (unless there’s a chair thrown). And we’re programmed to not recognize it. Why? Four key

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Handshake 3.0: Staying Human In The Digital Age

In the age of working social media, Twitter is the water cooler, FaceTime means smile at the phone, Instagram, Pinterest is for eye candy and the closest encounter your team may have is via a networked chat or a Google Hangout. No worries! If we follow the same set of rules for good relationships that have always existed, but translate them into our digital world, we’ll be fine. It’s something that is top of mind for many brands now. People hire people. People work with people. People learn from people. People care about people. This will always be the long game in my

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#WorkTrends Preview: Building a Business Case for Company Culture

Numerous studies have confirmed that employee satisfaction with company culture is positively correlated with business outcomes, such as customer satisfaction, productivity and performance. Executives tend to be overly optimistic about the state of their company culture and employee engagement. Therefore, to make the case for investing in culture, you have to help executives understand your company culture. To do this, data is your best friend. On next week’s #WorkTrends, join Host Meghan M. Biro and our special guest, Greg Besner, CEO of CultureIQ, as we discuss how to layer business data (customer success, retention, operating profits, etc.) with culture data. The

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