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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: The Predictive Power Of HR Analytics

We could easily be intimidated by data. Yet, we crave answers on how to make the best hires, reduce cost, drive strategy… the list goes on and on. Many organizations now turn to predictive analytics: the ability to take what happened in the past and find common relationships and factors (leveraging human behavior and neural networks) to model and predict the future, enabling us to report back in analytics with recommendations for the future. Finance, Sales, and Marketing departments have already realized the importance of predictive analytics. Now it’s HR’s turn to gaze into the crystal ball. This week’s #TChat guests: Chad

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#TChat Preview: The Predictive Power Of HR Analytics

The TalentCulture #TChat Show is back live on Wednesday, April 1, 2015, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. In a global market where the “recruiter spends on average 6.25 seconds reviewing a resume” (according to Susan Adams from Forbes), and focuses “80% of their time on Name, Current Title/Company, Start Dates and End dates and Education,” it’s no wonder the “gut feel in hiring” is less accurate than a coin flip. To recruit and develop the best (and

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HR’s Predictive Power on Your Customer

A nurse snarled at me for my 3rd repeated call on my hospital bed. 3 hours past pain medication post-surgery. I sighed… “How did they possibly hire this nurse?”  After a second nurse came in later to administer the WRONG medication to me, I really started to get nervous. Lucky for me, a different shift nurse came in and my experience shifted from “get me out of here” to “amazing”. How did this healthcare organization get hiring so wrong on the first 2 and right on 3rd? They aren’t alone. Let’s face it, as a customer – anywhere- retail, call centers,

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Branding To Influence Today’s Ultra-Informed Talent

Today’s job seekers are more informed than ever, fully researching companies and reading employee reviews  before they even apply to a job. At the same time, competition for qualified candidates with the needed skill sets and expertise is on the rise. Given this challenging environment, employers must figure out how they can ensure their messaging stands out and attracts – and retains – right-fit talent. To better attract, engage and hire today’s ultra-informed talent, companies must better promote and sell their culture and their open jobs without bombarding them with inconsistent and irrelevant information. Companies must project a strong employer brand,

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5 Tips To Selecting The Right HR Technology

The challenges and opportunities for HR and Leadership teams have never been greater.  Potential hires have more job screening tools and work choices than ever before.  Meanwhile, organizations must contend with an employment pool that is global in scope.  If things weren’t daunting enough, technology is evolving faster than our ability to process and adapt to it.  Well, almost.  So, how does someone in HR select the right technology for their organization?  Here are five things to consider: 1)    Find the Best Talent Regardless of Geography:  Companies that select top talent will have the brainpower to adapt, innovate and manage technological

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#TChat Recap: #DiceInnovate Relationships Win In Tech Recruiting

The competition for top tech talent is as fierce as ever, and the talent knows it. According to Dice’s recent Tech Candidate Sentiment Survey, at least 50% of candidate respondents said they wish recruiters would do more research before calling, but this is significantly down from 2013. Recruiters need to aim with accuracy to successfully source candidates with in-demand STEM skills. Social, mobile, analytics, and cloud are essential tools for authentic relationship-building and tech talent engagement. This week’s #TChat guests Ashley Fox, Program Associate at Partnership for Public Service; and Pete Radloff, Lead Technical Recruiter with comScore, shared how the right

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Passive Recruiting Encourages Relationships And Conversation

Passive recruiting is like the more mysterious sibling of active recruiting. Different from traditional recruiting, passive recruiting involves targeting people who don’t have a strong desire to be recruited. HR professionals and leaders are often unaware how it can be used to help them fill job positions. Passive recruiting can work for your organization, but you need to understand the reason why it works and how it is done most effectively. An effective method is using social media channels and forums to start conversations. It can be as easy as getting to know someone new on Twitter or discovering someone’s blog

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#TChat Recap: Email Productivity A #NewWayToWork

“Email is the oil that runs the enterprise” – Carolyn Pampino This week’s guest Carolyn Pampino, Design Director for IBM Social Business, focuses on designing better ways for business people to receive, act on, and share information – something that is vital in today’s virtual, social and hyper-connected society. Let’s be honest, email can be overwhelming and painful at times. When Carolyn’s team researched email end-users, they found that there were a number of people walking around feeling guilty that they would miss that one extremely important message, buried somewhere in their inbox. Email is unpleasant simply because it’s a method

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#TChat Recap: Build A Remarkable Workplace

“Not every Aussie is Crocodile Dundee.”  – Mandy Johnson And not every workplace is remarkable. This week’s global #TChat guest Mandy Johnson, best-selling business author, active speaker, advisor and executive educator, shared her top 6 steps that have led to remarkable workplaces around the globe: CEO Buy-In & A “People Practice” Champion at the Top Table Monthly One-On-Ones Families, Villages & Tribes Improve Actual Job Roles Team-Based Planning Reward & Recognize Genuine Achievement A century of having more people than jobs made lip service and empty platitudes the workplace norm. People are the heart, soul, and balance sheet of an organization. Today, successful businesses

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Where To Start With Employee Engagement: Does Your Culture Value People?

Is there a gap between your brand and your company culture? Answer: Hopefully not. There certainly shouldn’t be. A company culture that’s authentic and real will radiate through your brand, conveying the same message, the same mission, the same feeling, the same values to job seekers and new hires that it does to well-established, and hopefully engaged, employees. But if we’re out of the dark ages in terms of the new World of Work, we’re still in the dim outskirts. Consider employee engagement, a key indicator for one thing, more quantitative data (such as career satisfaction) can be gleaned by employees already at

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#TChat Preview: Build A Remarkable Workplace In Six Steps

The TalentCulture #TChat Show is back live on Wednesday, March 4, 2015, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about the three elements of a clear and compelling business vision. This week we’re going to talk about the six steps to building a remarkable workplace. Nice segue, don’t you think? It’s the people that guide and propel the workplace, right? If it were only so easy. From this week’s guest’s experience opening a shop a

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Does Your Corporate Culture Need A Tune-Up?

What makes a great leader? Maybe it depends. Sure, the capacity to inspire loyalty, the ability to articulate a vision, emotional intelligence and persuasiveness is valuable. But does a company need a leader whose values are culture-based, or one whose values are aligned with the needs of shareholders and the marketplace? As a result, job seekers and future employees need to do a bit of digging to ensure the companies they’re interviewing with hold values compatible with their own. Often this boils down to trust. Plain and simple. And yet oh so complex. For leaders, it means taking a critical look at your

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Join #panTalentChat #Webinar Can Data Help You Hire Better?

TalentCulture Founder and CEO Meghan M. Biro will present a webinar with pan, an industry-leading talent assessment solution, titled “6 Strategies to Improve Your Quality of Hire.” The free 30-minute webinar will be held February 17 at 2 p.m. EST (11 a.m. PST), and will be followed by a 30-minute question-and-answer session on Twitter at 2:30 p.m. EST (follow hashtag #panTalentChat). The event is designed for HR, leaders and business pros who want to understand how data-driven hiring can increase their company’s hiring success. It’s always inspiring when we put our heads together in the area of hiring and talent analytics. I’m

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#TChat Preview: We’re Going To Recruit Like It’s 1999

The TalentCulture #TChat Show is back live on Wednesday, February 18, 2015, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about how to become workplace fascinating. This week we’re going to talk about how 2015 will be the best year for recruiting since 1999. Consider this: more jobs were created in 2014 than in any other year since 1999. According to a recent New York Times article, employers have hired more than one million people since

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May Thine Own Personal Brand Be True (To You)

What do you think about the term “personal brand”? If you’re like most of us, all the brand this, brand that, brand yourself talk is beyond tired — it’s a cliché. But let’s not hate on or disregard personal branding, for it’s highly important. After all, like all clichés, branding became one because there’s truth in it. The simple truth: your branding is real and imperative. It is positive, passionate, and powerful. It is a road that leads to our best career and leadership selves. And it’s not complicated. Let’s get back to basics with these five essentials steps: 1. Listen To Shakespeare “This above

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Talent Analytics Key To Unlocking Big Data’s Power

Here’s a fact I find fascinating: research from IBM shows that 90% of the data in the world today has been created in the last two years alone. The clear takeaway is companies have access to an unprecedented amount of information: insights, intelligence, trends, future-casting. For HR, there’s a gold mine of Big Data. Last spring, I welcomed the “Industry Trends in Human Resources Technology and Service Delivery Survey,” conducted by the Information Services Group (ISG), a leading technology insights, market intelligence and advisory services company. It’s a useful study, particularly for leaders and talent managers, offering a clear glimpse of

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Want Social Engagement? Remember The 99% In The Shadows

This is a short, simple deck from my longtime friend Nick Kellet and his co-author, Jane Boyd. Recently they announced a product to publish a book that explores the art of social engagement. The book is called UnLurk Me?  It is an art, getting people to participate in social media and online community. There is no question about it. It’s also a large and time consuming commitment. There are very few shortcuts. What’s more, social media has changed, it’s always changing. That’s actually one of the laws in the book: The Law of Never Done. Meanings, culture, tasks and our beliefs are always in a

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Split HR? Rethinking HR’s Role Within Larger Organizations

We all know that HR is at a crossroads. One of the hottest topics being discussed at the C-suite level is whether HR should be split into two distinct functions – one that handles administration and one that manages leadership and organization. A recent article by business advisor Ram Charan in the Harvard Business Review took this position, igniting a debate that had long been smoldering. Charan, an advisor to CEOs, said this: “I talk with CEOs across the globe who are disappointed in their HR people. They would like to be able to use their chief human resource officers (CHROs)

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#TChat Preview: Should HR Be Split Into Two Branches?

The TalentCulture #TChat Show is back live on Wednesday, February 4, 2015, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Last week we talked about how authentic storytelling in the workplace impacts talent strategies. This week we’re going to talk about whether or not HR in the enterprise should be split into two branches. One of the hottest topics being discussed at the C-suite level is whether HR should be split into two distinct functions – one that handles administration

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