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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.

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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3 Steps To Build A "DAZZLE" Culture

Satisfying your customers isn’t good enough in today’s competitive markets. Meeting their needs falls short of earning their loyalty. You need to dazzle them; leave them “breathless” whenever they touch your organization. The challenge is to build an organizational culture that serves the customer in every way. Not one that pushes products and services at them. Not one that forces them to engage with the organization in an unfriendly way. Here are three steps leaders can take: 1. Hire “Human-Being Lovers” People who are born with an innate desire to serve their fellow human beings. People who get absolute joy from serving

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#TChat Recap: The Hot HR Technology Trends Of 2015

This week we were joined by Steve Boese, co-chair of Human Resource Executive’s HR Technology® Conference and a technology editor for LRP Publications. Kevin, Steve and I talked about trends and current innovations in HR Technology, why they’re important, and how HR and technology intersect inside modern organizations today and tomorrow. Cloud computing, HR data management, talent analytics and best of breed and integrated HR and talent acquisition and management systems continue to be hot trends in the HR tech space. We investigated these as we  looked at the hot HR technology trends of 2015 and the upcoming HR Technology Conference and Exposition. Listen to the recording and

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The ATS Alone Is Not Enough

This is the final part in a four-part series on why talent acquisition doesn’t need to reinvent the ATS. Read Part 1, Part 2 and Part 3.  In my last post, I outlined the parallels between marketing and sales and talent acquisition. The traditional recruiting process exemplified by the ATS has been focused on the bottom half of the funnel, similar to sales, with the main goal of hiring qualified applicants. Because of this goal, the ATS was built with process and compliance in mind and admirably serves this function. It enables recruiters to better understand open job requisitions, work with hiring managers

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#TChat Recap: How To Recognize And Stop Workplace Bullying And Harassment

This week we talked about how to recognize and stop workplace bullying and harassment. You may have read the Amazon news recently about their toxic workplace culture. While not new news, the unfortunate fact is there are too many other “bullying” and undermining cultures in business today. Like pollution, workplace bullying and harassment does not usually kill you right away, but an enormous amount of misery is caused — and time wasted — because of unkind words and behavior that cause hurt feelings that take a toll on workplace productivity and relative happiness. All of us can take leadership roles in helping prevent

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#TChat Recap: Why Multi-Generational Leadership Activism Is In

This week we talked about why multi-generational leadership activism is in. We were joined by Jon Mertz, thought leader, author and a Leader to Watch in 2015 by the American Management Association; and Danny Rubin, Millennial communications expert and author. Regardless of pop culture wisdom, every generation wants to change the world, and millennials are no exception. But every new generation’s flaws are also stereotyped and criticized by the mainstream media, to the point where it’s non-productive. What if these very criticisms were the foundation for refreshing new leadership? The good news is they can be, if mentored and nurtured accordingly. In fact,

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#TChat Preview: Why Multi-Generational Leadership Activism Is In

The TalentCulture #TChat Show is back live on Wednesday, August 19, 2015, from 1-2 pm ET (10-11 am PT). Last week we talked about how social networking and the job search pay off, and this week we’re going to talk about why multi-generational leadership activism is in. Regardless of pop culture wisdom, every generation wants to change the world, and millennials are no exception. But every new generation’s flaws are also stereotyped and criticized by the mainstream media, to the point where it’s non-productive. What if these very criticisms were the foundation for refreshing new leadership? The good news is they can

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#TChat Recap: How Employers Can Help Bridge The Great Debt Divide

This week Kevin and I were joined on the TalentCulture #TChat show by Dan Macklin, co-founder and vice president of SoFi, as we discussed how employers can help bridge the great debt divide. Debt-ridden Millennials represent a big proportion of today’s workforce. In fact, they will soon be the majority. The vast sums of debt hanging around the proverbial necks of the young is like nothing graduates have experienced before. The sad fact is that the economic collapse in 2008 leaves a burden which will be carried by a generation. It will impact Millennials’ paths to secure and happy lives. Employers, however, can help. The obstacles

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Employee Rewards: Don't Feed To Please

Why Using Food For Employee Rewards And Recognition Is A Bad Idea At one point in your work life, you’ve been offered food by your employer. Food is a go-to for recognizing and rewarding employees. Whether it’s donuts in the morning, a pizza lunch, ice cream snacks or some other incarnation, food is one of the ways that many employers show appreciation for their employees. What many employers don’t realize, however, is that food as a reward backfires more often than it succeeds. 1. Food Excludes Even in small companies, there will be employees with a myriad of food preferences and restrictions. Unless the employer

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Talent Acquisition Has a Marketing Problem

My previous two posts in this series, Why We Don’t Need to Reinvent the ATS and Talent Acquisition Technology: Reinvention and Innovation, discussed the state of the talent acquisition marketplace and the current machinations of the ATS product category.  Justifiably, this asked: “Should we try and reinvent the ATS?” or “Should we look for another way forward?” To me, the answer is clear: the ATS by itself is not enough. That doesn’t mean, however, that the ATS isn’t part of the solution. Rather, other systems are emerging that can help make the ATS better―ones purposely built for the coming realities our

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#TChat Recap: Why Recruiting Is A Legitimate Career Choice

This week we were joined by Shally Steckerl, founder of the Sourcing Institute Foundation and a pioneer in talent sourcing and recruiting, as we chatted about why recruiting is a legitimate career choice. Recruiting, for many, has been an accidental career choice. For others, its a destination career. We discussed organizations like the Sourcing Institute Foundation who follow a mission to change historic misconceptions of the industry. Part of the bad press come from the obvious lack of training for Talent Acquisition pros. There is, however, a growing need for comprehensive corporate recruitment training programs. Recruiting is, and should be, a

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Talent Acquisition Technology: Reinvention And Innovation

Last time, in Why We Don’t Need To Reinvent The ATS, I disscussed the common frustrations companies experience with Applicant Tracking Systems. In this installment, we’ll consider if we should now look to reinvent the ATS? Should We Reinvent the ATS? There have been a number of new ATS companies sprouting up over the past year or two, and many have received positive reviews from early adopters. But I’d suggest that much of the praise is from small- and medium-sized businesses that require less functionality and in many cases have different needs. The majority of the large organizations I’ve talked to still require

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#TChat Recap: How HR Drives Positive Workforce Impact With The Right Data Insights

HR has more momentum and presence in driving technology decisions than we have seen in years past. That’s why this week we talked with guest Marc Rind, VP of Product Development & Chief Data Scientist of ADP Analytics and Big Data, about how HR drives positive workforce impact with the right data insights. Marc discussed how do we seize the day and the innovation needed to make a big impact on organizations and workplace? Our #TChat podcast conversation considered how HR can understand the business and the metrics that drive competitive advantage. Afterall, the right data is key across the HCM space. Asking business

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Why We Don't Need To Reinvent The ATS

There are a lot of opinions, many conflicting, on how recruiting technology can help us innovate; how we find, attract, engage and nurture candidates in the recruiting process. One idea I hear a lot is that we need to reinvent the Applicant Tracking System (ATS). Make it more about relationships and less about process flows. Improve all the candidate-facing elements like job search and apply process. Build a better one from the ground up that’s more intuitive, candidate friendly and connects better with all your efforts to attract candidates to apply in the first place. If we can do one thing, this would

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