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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.

Optimize The Onboarding Process With HR Technology

Trending perceptions of how tech will impact HR have a spooky and a bountiful side, a bit like fall’s two major holidays (Halloween and Thanksgiving.) On the spooky side is what I call the Body Snatcher Fear, that HR tech is poised to replace humans completely, turning people management into a faceless enterprise. Then there’s the bounty side: the Cornucopia Fallacy, that HR tech is an infinite cornucopia of ready-made solutions already laid out on the table, just waiting for us to come and eat; buy the latest HR software management system and just let it run, for instance. I’ve talked about

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#HRTechConf Building A Culture Of Good Data

Building a culture of excellence depends on recruiting and retaining the right people. How do companies attract, hire, and retain the best employees? HR departments and recruiters use a variety of tools, techniques, and systems to engage with the brightest prospects. Of course, the methods companies use to select employees are evolving rapidly given the extraordinary advances in today’s HR technology.  What are some of the most interesting trends unfolding? Video:  Video is emerging as a powerful instrument in the HR arsenal. Video interviews are an ideal tool in today’s globally interconnected world. But video interviews are just one way companies can

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The Great Rated! Interview: Employer Brand, Transparency and Job Candidates

I had the recent pleasure of speaking with Great Rated! CEO Kim Peters. Kim’s leadership at Great Rated! is evident in her desire to help job seekers and organizations to be better candidates and better employers.  Using proprietary survey and evaluation tools, Great Rated! can help employers identify strengths, thus reinforcing or forging the employer brand. For job seekers, Great Rated! helps them to compare and contrast the work cultures of different employers with the use of a “company compare” assessment tool. There’s also a short questionnaire that helps job seekers better identify what company culture is right for them by

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#TChat Preview: The ROI of Workplace Transparency

The TalentCulture #TChat Show is back live on Wednesday, September 17, 2014, 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 millennials aren’t as different as companies think, and this week we’re going to talk about the ROI of workplace transparency and the race for talent. If you’re of a certain age, you may remember reading comic books and seeing advertisements for X-ray vision glasses, giving you the ability to see through, well, anything.

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8 Onboarding Best Practices That Promote Staying Power

A smooth onboarding process can be the difference between retaining top level talent and pushing them away after just a few months at your company. Onboarding also helps your customers; a study by Dr. Robert J. Vance conducted for the Society for Human Resource Management (SHRM) shows multiple instances of customer satisfaction increasing as organizations made strides to improve their employee engagement. Small and medium-sized businesses in particular face some unique onboarding challenges. Follow these eight onboarding best practices for new employees that promote staying power – make sure your onboarding process is an asset, not a liability. 1. Don’t Bombard

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Workforce 2020: Oxford Economics’ Shows The Future’s Not So Scary After All

I’ve been waiting for this study to go public in order to talk about it, and it hasn’t been easy. Workforce 2020 is a global survey on the future of the workplace — and the workforce — conducted by Oxford Economics for SAP. In the second quarter of 2014, OE surveyed more than 2,700 executives and 2,700 employees from 27 countries on a wide range of subjects, everything from talent and leadership development to technology and data. What are we most concerned with going forward? What are our strengths, and what are our weaknesses? The SAP study confirms that among the

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#TChat Preview: The Millennial Misunderstanding

The TalentCulture #TChat Show is back live on Wednesday, September 10, 2014, 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 building legendary teams in the inner game of business, and this week we’re going to talk about how millennials are different, but not as different as companies think. There continues to be so much hubbub about millennials taking over the world of work, with lots of research around it, but unfortunately no one is

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#TChat Preview: People, Performance and Building Legendary Teams

What does it take to build legendary teams? The TalentCulture #TChat Show is back live on Wednesday, September 3, 2014, 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 why HR pros need to support each other and help each other thrive, and this week we’re going to talk about people, performance and building legendary teams. In two months’ time, we’ll be cheering for our favorite players and teams during the baseball Fall Classic, these

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#TChat Preview: The HR Whine & Dine Networking Movement

The TalentCulture #TChat Show is back live on Wednesday, August 27, 2014, 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 we can identify, survive, or leave a poor company culture, and this week we’re going to talk about why HR and Business pros need to support each other and help each other thrive. HR and Business professionals spend a lot of time taking care of the people within their organizations, but so many

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#TChat Preview: Surviving A Bad Workplace Culture

The TalentCulture #TChat Show is back live on Wednesday, August 20, 2014, 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 data and the right analysis can help companies of any size understand and measure company culture, and this week we’ll extend that conversation to how we can identify, survive, or leave a toxic company culture. Of course company culture and cultural fit have a huge impact on day-to-day happiness. Being able to identify

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#TChat Preview: The Talent Science Of Cultural Change

The TalentCulture #TChat Show is back live on Wednesday, August 13, 2014, 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 passive recruiting strategies, and this week we’re going to talk about how data and the right analysis can help companies of any size understand and measure company culture. There it is again — company culture and employee engagement. But mercy we must keep working towards the goal of improving it. According to Strategy & of

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#TChat Preview: Passive Recruiting With Conversation-Based Content

The TalentCulture #TChat Show is back live on Wednesday, July 30, 2014, 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 about workplace bullying, and this week we’re going to talk about passive recruiting strategies. Converting job seekers into job applicants via relevant career content is easy when they’re looking for a job. But what about those who aren’t? The elusive passive candidate — that’s where you have to be smarter and engage them in

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Help! My New Hire is Dr. Jekyll & Mr. Hyde

Remember a short while ago when you were beyond happy that the stellar candidate you interviewed, let’s call him Henry Jekyll, accepted your offer of employment? A month or two has passed since Henry started his employment and now, you are scratching your head wondering where the person you interview is and feeling like Edward Hyde has been reporting for duty at the office. At first you chalked it up to a slow adjustment to a new work environment, now you are realizing it is much more than that. Henry was hired, but the Edward showing up has had many attendance

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