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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.
Belonging at Work

5 Ways To Foster Belonging At Work

What’s the worst thing an employee can say on any given day? How about, “I don’t belong here?” The schism that takes place when an employee doesn’t feel connected with the work culture can have wide-ranging impacts across engagement, performance, team dynamics and the bottom line. Companies need to ensure they cultivate a workplace where employees feel a sense of belonging, whether that workplace is in-office or remote. As much as we talk about the power of employee experience and the dynamics of employee engagement, we first have to address the primary need to belong. That sense of true connection is

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Work From Home

#WorkTrends: Navigating the Obstacles of Remote Work

Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe to the podcast, so you don’t miss an episode. Working from home has been a learning experience for many of us. Maria Orozova and Scott Thomas, co-founders of MODintelechy, joined me on #WorkTrends to share their perspective on how to navigate the many obstacles of WFH, from kids to focus to time management — and how to reap the benefits of remote work.  Maria and Scott are veterans of working from home — their strategies have proven invaluable for their hectic

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Workplace Trust

#WorkTrends: Building Trust In Uncertain Times

Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe to the podcast, so you don’t miss an episode. It’s safe to say uncertainty is universal these days. But how do we get past it and stay engaged in our work? Remember the T-word: trust. So I invited Iain Moffat, Chief Global Officer of MHR International, to #WorkTrends to share his best practices for building workplace trust during these uncertain times. Iain said we need to be better listeners to be better communicators. And organizations really need to step up their

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Contact Centers

The Contact Center Evolution Will be Remote

The pandemic has thrown nearly every industry into a state of rapid-fire transformation, and that includes contact centers. Chances are, nearly everyone reading this has reached a contact center and talked to an agent; during the pandemic, agents have become a direct and human — and welcome — point of contact. And if you’re an employee at a contact center, you’re likely experiencing a whole different way of working right now, on the virtual front lines, in some cases, and I have to say this directly: thank you for being there.   Nearly overnight, as we launched into lockdown and work-from-home orders,

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Diversity and Inclusion

Empathy, Action: What HR Can Do Now

Recently I published an article on Forbes.com about the elephant in the room. It was one of those pieces I had to do. I had to go out on a limb and just say it.  We talk about diversity all the time — and on TalentCulture we’ve published many articles on improving diversity and inclusion. One offered seven tips on “managing diversity” in the workplace, and included wisdom from people working on the front lines of diversity, including diversity and inclusion consultant and author La’Wana Harris and Amy Cappellanti-Wolf, CHRO at Symantec. The post listed ways to improve more than manage,

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Talent Gaps

Closing Analytics Talent Gaps: College to Career

Nearly all organizations are struggling to find top talent and identify best practices for aligning college and career pathways. Moreover, there is a substantial talent gap when it comes to early-career hires. Recent research from Strada/Gallup found that while 95 percent of chief academic officers felt graduates were prepared, only 11 percent of business leaders felt that recent hires possessed the necessary skills to be successful at the start of their careers.    The solution lies in getting all the components right, which means aligning the right skills, taught in the right academic programs, to the right students, who are ready to

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Training Your Workforce for Data-Driven Decision-Making

Training Your Workforce for Data-Driven Decision-Making

The power of business driven by data insights is undeniable. But no matter how clear we are about the importance of being able to base key decisions on a clear framework of data analysis, actually applying this approach is another story for many organizations. From leaders to managers to workforces, what’s needed is a program that encompasses all the knowledge, skills and strategies to enable our people to become data-fluent and data-confident, so they can apply the right data to their decision-making across the board. Just why some organizations fall short on this is partially a matter of culture: we may

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Keep Your Workforce Informed With Electronic Solutions

Keep Your Workforce Informed With Electronic Solutions

In any workplace, health and safety has to be top of mind. Complying with workplace laws takes a lot more effort when your workers are remote and are teams dispersed — as is happening in so many organizations. And right now, in the midst of the COVID-19 crisis, employee safety in any working environment is an ongoing concern for leaders and managers — and employers need to not only navigate new laws, but inform their people as well. The key lies in electronic solutions that provide clear guidelines and information to every employee, no matter where they are. Managing compliance means

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Love and Leadership

Love Starts with Leadership

Around here we celebrate Valentine’s Day sentiments all the time. We tell each other how much we appreciate, cherish, are wowed by, awed by, impressed by, and value each other. It’s not in our culture deck (we don’t have one since we’re always flexing and morphing to grow and change with the world of work). It’s not in the rulebook and it’s not even in any of the job descriptions. It’s just in the ethos of TalentCulture.  I’m showing you a glimpse of how we work to make a point: all that love? It’s up to me. Daily, I’m aware of

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5 Pillars of a Great Candidate Experience for 2020

5 Ways to Build a Great Candidate Experience in 2020

Heading into a hiring spree for the new year? Last year, the Talent Board Candidate Experience Research Report found that if a prospective hire has a negative candidate experience, they’re increasingly willing to sever their relationship with that employer. This year? That report’s packed with good information to map to better strategies right now. With 61 million members of Gen Z beginning to join the workforce, companies need to bear it in mind. These digital natives have high expectations for work/life balance, inclusivity, technology and who they want to work for. And first impressions count.  We know that a great candidate experience can

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Why Big Tech is Losing Gen Z Hires

Why Big Tech is Losing Gen Z Hires

Remember when we were all trying to reach the hiring bar set by Amazon, Google, Facebook and other giants? No more. Toxic work cultures, questionable leadership and recent ethics scandals are tarnishing these once golden employers. The New York Times just reported that Gen Z are staying away. The techlash is real: by some estimates, Facebook’s down at least 40% in acceptance rates for full-time engineering job offers. Amazon’s losing its sway with poachable young stars from companies like Dropbox. Uber’s taken a $100 million hit in terms of lost talent. Google’s lost its credibility as a fair employer. When graduates

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The Top Eleven Recruiting Tech Tools for 2020

The Top Eleven Recruiting Tech Tools for 2020

What technologies are truly changing our recruiting capabilities for 2020? I’ve had so many great conversations with innovators in the recruiting and technology space about this. All of us agree we’re entering a new phase of evolution as the world of work gets used to a whole new way of hiring.  It’s time to get comfortable with these tools. Learning how to best harness tech is also a matter of enabling it to do the heavy lifting — and I think the tools below are going to become the norm sooner rather than later. So happy 2020, and here are my

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The Key to Engaging New Hires: Psychological Safety

The Key to Engaging New Hires: Psychological Safety

For those of us who are students of engagement and team-building, we know how key trust, communication and leadership are. But when Google ran two-year study into what makes teams successful, it unlocked a surprising key to high performance and fertile collaboration. Dubbed Project Aristotle, the presented five key factors of great teams: psychological safety, dependability, structure and clarity, meaning, and impact. Of all of them, the most fundamental turned out to be psychological safety. Much has been made of each of the five factors — and certainly it’s no surprise that they all go into team success: they connect to

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Building a Future-Proof Employee Experience

Future-Proof Employee Experience: What Does That Look Like?

Next-gen employees. Greater flexibility. Increased global collaborations. Quicksilver turnarounds. Remote teams. Expectations of transparency around process and purpose. An engaging, consistent experience that provides employees with the means to achieve more and stay with you longer. A clear purpose and the means to pursue it. These are just some of the focal points in the world of work right now, and as you read this you’re likely considering a few more factors for the list.  But there’s a common thread here. Essentially, we don’t think of the workplace the way we used to. We’ve gotten more comfortable with envisioning a work

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superman

The Age of the Super-Recruiter

An Interview with Sanjoe Jose, CEO and Cofounder of Talview The challenges in hiring span from finding the right talent to finding the technology to help make successful hires. And we’ve seen an incredibly fast-paced phase of innovation in the field. At the forefront are leaders like Sanjoe Tom Jose, cofounder and CEO of Talview. Sanjoe is passionate about making hiring easier with cutting-edge AI and machine learning-based technologies. He’s also likely one of the rare innovators who turned down an offer from Google to strike out on his own. Instead, he built Talview — which stands for ‘talent view.’ The

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Measuring the Business Benefits of Flexibility: A Win for All Sides

As always, I’ve been following the trends that are really going to change the way we work. Among them: the need to continue evolving our concept of the workforce and the tools changing how, where, and when we work. Generation after generation is moving closer to a completely digitally-enabled form of working. We’re now welcoming the first wave of Generation Z into our organizations. For these digital natives, tech is simply part of their world. It’s not a novelty; it’s not an “other.” Technology is fully integrating itself into everything we do. It’s reached the point where tech is advancing us

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Recruiting in the Age of AI

Recruiting in the Age of AI

I’m really looking forward to this upcoming webinar on recruiting in the age of AI. Together with SmartSearch on Thursday, Nov. 7, I’ll be diving into one of the keys to empowering recruitment today: using the latest AI technology. We all know that to be successful, any organization has to place a high value on finding and retaining the best possible human capital to drive its growth. A full 70% of respondents in Deloitte’s 2019 Global Human Capital Trends survey said that effective, efficient recruitment is one of their key concerns for 2020. Overall spending for AI software is predicted to

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Why You Should Join the Cool Kids at HR Tech Connect Summit 2019

Why You Should Join the Cool Kids at HR Tech Connect Summit 2019

Over the past decade, we’ve seen big changes in HR — so many that I’d say that now we’re the corporate cool kids’ table. It’s a crazy thing to say about HR, but the amazing advances in HR tech have given us some amazing, shiny new tools that have transformed our jobs and made us the envy of the org chart. (And since we’re talking about HR, I just want to make one thing clear. We’re a lot better than the catty cool kids’ table we didn’t get to sit at in high school. We’re diverse, inclusive and always down to

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employee expectations healthcare

Putting Health Back in Health Care Plans: What Companies Must Do Now

Here’s a bit of irony: When we think of health care we don’t often think of health or wellness; we think of insurance to help us cope with illness and injury. We also think of the process of dealing with those benefits — which on many occasions will include wait times, filling out forms, juggling in-network and out-of-network providers, waiting for claims to be processed, the limitations of coverage and administrative complexity. In other words, we don’t tend to think of the actual benefits of health, and that’s an enormous problem in the world of work. Forty-nine percent of the U.S.

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