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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.

#TChat Recap: Blended Workforce Benefits and Staffing Challenges

The days of full-time or part-time employees have given way to the blended workforce — a mix of independent contractors, freelance workers and self-employed entrepreneurial talent working alongside full-time colleagues. This week, the TalentCulture community talked about the many benefits of a blended workforce and the staffing challenges a blended workforce creates. With our guest Sunil Bagai, Founder and CEO of Zenith Talent, we had a fantastic conversation about this growing movement and how it’s impacting the world of recruiting, hiring and overall workforce management. Employers are now hiring record numbers of contingent workers and relying on a mix of employees

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Recruitment Marketing: Your Key to Recruiting Success [Webinar]

Recruitment marketing has never been more important. Why? Today’s hiring economy is highly complex and competitive–and finding top talent is harder than ever. Unemployment is at a seven-year low, and it’s taking increasingly longer to hire. If you’re an employer searching for top talent, this is likely something you live and breathe daily. And you may already be well aware that recruitment marketing is key to recruiting success. Attracting candidates and retaining current employees is a lot like attracting and retaining customers. Consumers can take up to 12 touch points with a brand before they make a purchase decision. Candidates are

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The Harsh Reality of Diversity in Today’s Workplace

Would it surprise you to learn that highly educated black professionals face a widening gap with whites as they progress through their career? Diversity in the 21st century workplace is still a challenge that impacts not only our ideas of fairness and opportunity, but the bottom line as well. NPR recently highlighted a study by social scientists that outlined the depth of the challenges non-white professionals face when applying for jobs. One of the most surprising discoveries is the widening gap minorities experience as they progress through their career. Led by John Nunley, an economist at the University of Wisconsin at

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Want to Create Organizational Change: Look to Middle Managers

Companies focused on leadership and creating organization change often overlook the fact that true organizational change comes not from senior leadership but rather from the company’s corps of middle managers. While rock star CEOs like Tony Hsieh, Richard Branson, and Jack Welch receive a lot of attention for their leadership philosophies (and rightfully so), deep and meaningful change—the kind that affects a company’s bottom line over time–must start in the middle, supported by the managers who translate the CEO’s vision into day-to-day practices. How does this actually work? Let’s dig into the case for leadership and organizational change from the middle,

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Gender, Influence and the Use of Qualifiers

Your organization has a major operational problem. A strategic team has been called together to come up with a solution. You have winnowed the options down to three (3) after four (4) long meetings. The leader of the group asks each individual to state his or her choice. Your choice is Option A. Let’s consider some options: You say: “My best guess is Option A.” What may be heard: “If after all of this discussion you only have a guess, I’m not sure why we included you in these discussions.” You say: “I feel that Option A would be best.” What

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Meetings: A Snapshot of Your Organization's Culture

Meetings are cultural artifacts that give us a snapshot about how people in the organization relate to each other. They tell us all we need to know about power and authority, decision-making, communication patterns, and the way people relate to each other. Meeting rooms containing long narrow tables where the leader sits at the head, and meeting rooms with round tables where everyone sits facing each other provide vastly different pictures of power, authority, and relationships. Posters proclaiming good meeting habits tell us about the espoused meeting culture while the food fight we see during the meeting shows us the culture

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#TChat Recap: How Hiring Managers Can Reduce The Cost Of Hiring

This week the TalentCulture team discussed how hiring managers can reduce the cost of hiring with Nikos Moraitakis, CEO of Workable, a technology startup reinventing hiring for ambitious companies. In an increasingly competitive hiring environment, hiring managers must improve their engagement and performance with recruited and candidates alike in order to hire and retain top talent. But all too often, this is far from ideal, and they unfortunately fail to do this effectively. Listen to the recording and review the Twitter chat highlights below to learn more. "True cost of hiring is not measured in dollars. It's measured in time and attention." –

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Recruitment Marketing: Understanding and Maximizing the Candidate Journey

Technology plays a big role in the process of talent recruitment for today’s recruiters. Forward-thinking HR pros understand that success with talent acquisition today is all about understanding and maximizing the candidate journey. This requires a focus on developing marketing and recruiting strategies that are attuned to the “recruiting funnel,” as well as a focus on creating an optimal candidate experience along the way. Recruitment as Lead Generation One thing the smartest recruiters have in common is that they treat their workflow as a business development team would treat lead generation. Having a pipeline (and a process) fueled with enough candidates

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#TChat Recap: Live From #HRTechConf: Why Recruitment Should Be Transparent Marketing

This week the TalentCulture team discussed why recruitment should be transparent marketing with Susan Vitale, Chief Marketing Officer at iCIMS; Lori Sylvia, Chief Marketing Officer at SmashFly; and Michele Ellner, Director of Marketing at Montage. Today’s hiring economy is highly complex and competitive and finding top talent is harder than ever. If fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers. Listen to the recording and review the Twitter chat highlights below to learn more. https://twitter.com/susan_vitale/status/656886718084182016 A3: Geo-targeted relevant content that talks about more than just a job. Show me your story, don't tell me. #TChat #HRTechConf

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How to Choose an HR Technology Vendor

Everyone knows that HR technology is critical to a winning talent acquisition strategy, but with the plethora of options available in the marketplace, how do you know what to choose? Where do you even start? What you really need is a technology solution that will help you evolve with the rapidly changing recruitment landscape — not to mention add some time back in your day so you can focus on moving the needle on your recruitment strategy. Don’t feel overwhelmed with the choices out there — get some honest advice from someone with more than 20 years of experience in the

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A Beginner's Guide To The HR Tech Conference

The HR Technology Conference and Exposition (also know as HR Technology® or just ‘HR Tech’) is the world’s biggest and best conference on HR technology. Launched 17 years ago, the focus of HR Technology® is the business process and organizational success enabled by technology. This year’s event is expected to attract a whopping 4000 hr pros, up to 300 vendors and pretty much all the big names and movers and shakers in the space including, of course, our very own Meghan M. Biro and Kevin W. Grossman. The event, like the TalentCulture community, tackles the issues and ideas which change the way work

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#TChat Recap: Three Steps To Selecting The Right HR Technology

This week the TalentCulture team discussed the three steps to selecting the right HR technology with this week’s guest: Mary Delaney, President, Recruitment Software Solutions at CareerBuilder. Selecting the right HR technology can be a daunting task, whether it’s a new solution or a replacement system. So many things have to be considered in this complex ecosystem relationship — cloud computing, best of breed and integrated HR and talent acquisition and management systems, and more. Listen to the recording and review the Twitter chat highlights below to learn more. A1: Make sure your chosen #HRTech gives you #analytics & will play well with

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Recruiting Best Practices: Not On The Mobile Bandwagon? Time To Get There

If you’re a technology insider, you probably keep an eye out for Mary Meeker’s yearly report on behalf of renowned venture fund KPCB. Even if you’re not an insider, her report on the internet’s fastest changing trends has some fascinating insights. While the data she looks at often has consequences for investors, they also suggest changes coming for other sectors as well. And when it comes to recruiting best practices, one of the most interesting trends is that of the shift from desktop to tablet + phone. With over 50 percent of all internet traffic now coming from mobile devices (as

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#TChat Recap: Why Sourcing Referrals Can Improve Retention

This week the TalentCulture team discussed why sourcing referrals can improve retention with this week’s guests: Jessica Miller-Merrell, SPHR, President/CEO of Xceptional HR, author, speaker, HR professional, and workplace social media expert; and John Sumser, Principal Analyst at KeyInterval Research and editor at HRExaminer.com. You want brand advocates! If an employee is satisfied at work, whose performance is consistent, and of course is rewarded fairly, then he or she is much more likely to suggest referrals. Listen to the recording and review the Twitter chat highlights below to learn more. A3: candidate experience sets the bar. its up to employers to put their money

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#TChat Preview: Why Sourcing Referrals Can Improve Retention

The TalentCulture #TChat Show is back live on Wednesday, October 7th, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about the neuroscience of what keeps leaders up at night with Dr. Nicole Lipkin and this week we’re going to talk about why sourcing referrals can improve retention with Jessica Miller-Merrell, SPHR, President/CEO of Xceptional HR, author, speaker, HR professional, and workplace social media expert; and John Sumser, Principal Analyst at KeyInterval Research and editor at HRExaminer.com. If an employee is satisfied at work, whose performance is consistent, and of course is rewarded fairly, then he or she is much more likely to

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#TChat Recap: The Neuroscience Of What Keeps Leaders Up At Night

This week the TalentCulture team discussed the neuroscience of what keeps leaders up at night with Dr. Nicole Lipkin, author of What Keeps Leaders Up at Night and Y in the Workplace: Managing the “Me First” Generation. Leadership has two common derailers: one is being too busy to win and the other is being too proud to see. Understanding the human side of change and our innate biases can help all of us move through change more effectively and efficiently. Listen to the recording and review the Twitter chat highlights below to learn more about the link between psychology and neuroscience and the impact it

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Future of Workplace PC's – How Are They Evolving

It may seem like computers have been in the workplace for a long time, but they have not. There was a time not so long ago when the office desk was not dominated by a big computer. While offices filled with computers did become commonplace, there is another change going on. Offices are getting smaller and a number of people no longer work in a traditional office. As the office has changed so has the computer at the office. It is probably not possible to know what the role of a PC in the office will be 30 years from now

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What Gen Z’s Arrival In The Workforce Means For Recruiters

Generation Z’s arrival in the workforce means some changes are on the horizon for recruiters. This cohort, born roughly from the mid 90s to approximately 2010, will be entering the workforce in four short years, and you can bet recruiters and employers are already paying close attention to them. This past fall, the first group of Gen Z youth began entering university. As Boomers continue to work well past traditional retirement age, four or five years from now, we’ll have an American workplace comprised of five generations. Marketers and researchers have been obsessed with Millennials for over a decade; they are

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#TChat Recap: Workplace Trends Through The Eyes Of Millennials

This week the TalentCulture team discussed workplace trends through the eyes of Millennials with Frank Moreno, Vice President of Product Marketing at PeopleFluent, the leading total workforce HCM technology company. There are a lot of misconceptions about how the digital generation works, and what motivates them to stay engaged and perform in the workplace. What do you need to know as an employer? Listen to the recording and review the Twitter chat highlights below to find out what millennials need and want in the workplace. A2: According the 2015 #TheCandEs data, 75% of all job seekers (30% are #Millennials) do their own online

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"Millennial" Isn't a Scary Word: Workplace Trends Through the Eyes of the Digital Generation

“They’re here.” While horror movie fans might hear this line and immediately think of Poltergeist’s unhappy spirits, managers will think of another, potentially scary group: millennials in the workplace. According to research by the Pew Center, millennials, also called the Digital Generation, are now the largest generational demographic in the American workforce. Unfortunately, lots of rumors have followed these young professionals to work: they’re lazy. They’re entitled. They’re narcissistic. And they’re a manager’s worst nightmare. But is any of this true? While everyone likes to talk (and generalize) about the way in which the Digital Generation works, very little has been

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#TChat Recap: Candidate Experience Through The Eyes Of The Job Seeker

This week the TalentCulture team discussed the importance of the candidate experience with Joe Essenfeld, Founder and CEO of Jibe; and Ivan Casanova, SVP of Marketing and Product at Jibe. There is a growing disconnect between how candidates find and connect with companies online. Career sites represent the largest source of hire, and yet too many recruiting leaders overlook that. To truly understand what drives candidate behavior on the Web, you need to see the experience through the eyes of job seekers. To learn more, listen to the recording and review the Twitter chat highlights below. https://twitter.com/Jibe/status/644203222941495297 A2: Job seekers go online for their job —

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What You Need to Know About the New Candidate Journey

Central to talent acquisition’s success is the task of continuously optimizing candidate conversions. The word “continuously” is imperative here, because it’s a task that never ends. Back at the turn of the millennium, nearly every company in the world had to change their perspective on and approach to candidate conversions because of the rise of job boards. And now, in 2015, we’re seeing a number of other transformations. To really understand these transformations, though, it’s important to take a step back. We must consider the evolution of the journey candidates take while searching for a job, and the various touch points

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HR Tech Providers: It's Time to Become Partners in Compliance

It’s been quite a year for employment law. We’ve seen minimum wage increases, Affordable Care Act implementations, the legalization of marijuana, and the more recent and anticipated announcement by the Department of Labor regarding overtime exemption. Not to mention rulings and regulations that, while not directly related to employment law, will affect HR strategy and corporate policies, such as the Supreme Court decision to legalize same-sex marriage. In the early 20th century in the United States, it was primarily common law and case law that governed employers. Revolutions in technology, globalization, and human rights have brought us to the complex alphabet

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#TChat Recap: Why Compliance Is A Complex HR Necessity

This week the TalentCulture team discussed why compliance is a complex HR necessity with Todd Owens, CEO of TalentWise. The ideal goal for HR in any organization is building the best performing teams and finding the greatest talent so that business can scale – and sustain that growth over time. But that doesn’t come easy – HR can’t focus on talent acquisition and management unless compliance is addressed. HR technology providers need to be partners in compliance for HR because it can help reduce risk and give them more time to focus on what matters most in their organization. To learn more, listen to the

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