Adam Perry

#HR friends - The Circle by Founders Circle Capital is a great leadership community, connecting growth stage execs with frequent high-quality content, thought partnership, networking, and more - I am honored to be on the upcoming #IPO panel and encourage you to check it out and consider becoming a member! #leadership #humanresources #thoughtleadership #iporeadiness #strategy #execution Emtrain

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🚀 Exploring New Frontiers in HR: My First Dive into Podcasts 🚀 As someone deeply attached to paper-based books, transitioning to podcasts feels like stepping into a new world. Sounds strange in this digital age, but I am a book in the hand guy! #feelthepages Yet, it was suggested to me recently to check into some #podcasts. So I swapped my highlighter and notes for earphones and I explored an episode that resonated deeply with current trends in our field. It made my Saturday walk this morning go quickly as I was hooked in. For all my fellow HR practitioners who haven't yet embraced the #GenerativeAI journey, now is a perfect time. This will help: I highly recommend Lars Schmidt's LinkedIn Presents: Redefining Work Podcast, and the episode titled "Beyond the Basics: Advanced AI Use Cases in HR with Johannes Sundlo". (link in comments) This episode dives into Generative AI applications in HR, highlighting not just the technology's basics but its implications on our work. Time, efficiencies, cost savings... it's all there. I use ChatGPT every single day and call it my digital business partner. Let’s embrace the future of HR together. Give it a listen and see how this discussion can redefine your work! #HumanResources #GenerativeAI #Podcasts #ProfessionalDevelopment

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🚀 Exciting Workshop Announcement! 🚀 Join us (Yes, Bryony Williams is having me back, noone is more shocked than I am) for an empowering workshop on "Navigating Uncertainty & Ambiguity: Strategies for Bringing Structure to Your Work." In today's fast-paced world, uncertainty and ambiguity are ever-present challenges, especially in the workplace. This workshop is designed to equip you with practical strategies to thrive amidst the chaos and things to look out for on the way! 🔍 Key Takeaways: ❓ Understanding Uncertainty: Learn how to embrace uncertainty as a catalyst for growth and innovation. 🗺 Navigating Ambiguity: Develop skills to confidently navigate ambiguous situations with clarity and purpose. 🏗 Creating Structure : Discover effective techniques to bring clarity and organisation to your work, even in uncertain environments. 📅 Date: May 2nd 🕒 Time: 10:00 am BST (For one Hour!) 📍 Location: https://lnkd.in/eibBCrX5 Don't miss this opportunity to gain valuable insights and practical tools to navigate uncertainty with ease, but also do it with nice people (like us!). Reserve your spot now! #Workshop #Uncertainty #Ambiguity #Structure #ProfessionalDevelopment 🌱

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The countdown has started! Many leaders working for Centra know the meaning of the words "Compensation Overhaul". It is a roadmap that started in the Fall 2022 and will culminate in pay equity and market adjustments in May 2024. The work is guided by these principles: 1.    Planning. 2.    Clarity through transparency. 3.    Process Consistency. 4.    Fairness. 5.    Purpose. 6.    Pay equity. 7.    Leadership accountability. Thanks to organization-wide support for the work, HR has created a compensation program and capability that will be a game changer for Centra's workforce and culture. Centra has implement standard pay structures and policies, clear criteria for promotion, and standardized documentation of compensation to minimize room for bias. Communicating clearly about pay equity is nearly 13 times as important for employee retention and engagement as talking about “high levels of pay and benefits,” according to a March 14 report from The Josh Bersin Co., a human capital advisory firm. "While most companies know they must increase pay during times of inflation, they do not understand the problems they create when people feel the system is unfair,” Josh Bersin said. Nobody said it was going to be easy. But with a thoughtful and flexible plan, collaboration, communication, and execution, success is around the corner, with Centra Human Resources leading the charge! https://lnkd.in/guDNApzR.

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I don’t deny Talent Intelligence is/will be a game changer, however in many companies where implementation is of a global nature the varying data privacy laws and regulations can delay or even prevent us from leveraging solutions…. The fast pace of change and disruption has its downsides but it also makes the HR space exciting (just got to keep breaking down all these barriers). #hrtech #hrtransformation

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Only 27% of recruiting leaders say their function's operating model enables a quick response to change. Tune into Gartner's complimentary webinar to explore frameworks for building a recruiting operating model, upskilling your team, and prioritizing technology investments. #GartnerHR #HR #Recruiting #Webinar

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Exciting News! I've recently published a new article on the future of talent development in 2024, exploring some unconventional learning strategies that could reshape how we think about learning and skill acquisition. As we step into the future, the traditional pathways of learning are being transformed by innovative practices that are not only adaptive but also deeply personalized. This article delves into how these changes can lead to more impactful and efficient learning experiences. I'm eager to hear your thoughts: - What unconventional learning practices do you think will dominate in the future? - How can organizations better equip themselves to foster continuous learning in the flow of work? Let’s discuss how we can actively shape the future of learning to be more dynamic, personalize and impactful! 👉 Dive into the full article here: https://lnkd.in/eem8WTX3 #LearningAndDevelopment #FutureOfWork #InnovationInEducation #TalentDevelopment

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Did my first webinar with SHRM last week on "How to Get Budget and Buy-in as an HR Leader" and loved the conversation it generated. How do business leaders expect to create strong company cultures and attract (and keep!) great talent without taking HR budget requests seriously? Feel free to check out my slides for formulas on HR KPIs, and reach out if you have any questions! #HumanResources #HRanalytics #HRmetrics #Lanteria

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A thought provoking article about HR challenging the excessive focus on managing millennials vs the rest of the generations, need to also have short term strategies vs long term always, impact of HR with the changing financial, political, geographical land scape and above all - ROI on most HR led programs.

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A great listen ! Having experienced the business partner role evolution in the last few years across some great companies, I believe that the role goes beyond the job descriptions published and is more about knowing everyone ( business leaders, HR COEs) , knowing a little of everything ( internal and external business and talent landscape) and finally connecting the dots to arrive at THE solution. Josh Bersin

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Interesting report on CHRO trends from Marc Effron & The Talent Strategy Group. There is good news and bad news… While there has been a decline In CHRO/CPO appointments in 2023 among Fortune 200 companies, there has been a big jump in internal CHRO/CPO succession: 73% of 2023 appointed CHROs/CPOs came to the role via internal succession.

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Beware of the dangers of commoditizing your recruiting agencies. This can result in: → No shared direction or strategy, so recruiters aren’t aware of the best ways to add value → Misaligned incentives between the party engaging the vendors (HR) and the hiring manager who’s feeling the pain of a lagging hiring process → Squeezing margins and pitting vendors against each other leads to a commoditized, non-strategic engagement → No clear outcomes means no clear measure of success—which means you can’t optimize your recruiting strategy Read more here: https://lnkd.in/gmmNwhPQ

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HR Friends: Navigate Change with Confidence and Industry-Leading Tools - Download our free report on AI-powered outplacement and help your departing employees land faster: https://hubs.li/Q02twRNY0 While traditional support remains vital, a powerful force is reshaping the outplacement landscape: Artificial Intelligence (AI). It is imperative for those in transition to have the best tools possible to highlight their match, communicate their unique strengths, and prepare for interviews in a way they can spotlight their relevance and fit. This is where AI amplifies the effectiveness of outplacement, as a game-changing tool to empower clients to accentuate and communicate their unique fit. Download the Report: https://hubs.li/Q02twRNY0 #HRtips #workforcemanagement #futureofwork #outplacement #careertransition #AIinsights #leadershiphr #workforceplanning #innovation #AI

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Top Three Underutilized Best Practices - Level Up your recruiting game! In addition to defining clear objectives, talent pipelining, and streamlining the application process, underutilized strategies can significantly enhance talent acquisition efforts. Here are three key practices: Candidate Relationship Management (CRM): Implementing a CRM system allows organizations to build and maintain relationships with potential candidates, even when there are no immediate job openings. By tracking interactions, personalizing communications, and nurturing relationships over time, CRM helps cultivate a pipeline of qualified candidates, reducing time-to-hire and enabling more targeted recruitment strategies. Employer Brand Ambassadors: Utilizing employees as brand ambassadors can amplify employer branding efforts. Authentic advocacy through word-of-mouth, social media, and networking events humanizes the employer brand, attracts like-minded candidates, and boosts employee engagement. Establishing a formal ambassador program, providing training, and recognizing advocacy efforts enhances the impact of this strategy. Skills-Based Hiring and Training: Instead of solely focusing on traditional qualifications and experience, adopting a skills-based hiring and training approach can broaden the talent pool and foster diversity and inclusion. Skills-based hiring involves assessing candidates based on their relevant skills, competencies, and potential to succeed in the role, rather than relying solely on educational credentials or past job titles. This approach allows organizations to identify candidates with transferable skills, diverse backgrounds, and non-traditional career paths who may bring fresh perspectives and innovative solutions to the table. Investing in skills-based training and development programs can empower existing employees to upskill or reskill, fill skill gaps within the organization, and adapt to evolving job requirements and industry trends. What other underutilized strategies have you implemented that got great results? #EmployerBranding #DiversityInclusion #FutureOfWork #RiseExecutiveSearch

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The rise of generative AI being used in HR has opened up new possibilities for transforming human resources processes, from intelligent candidate screening to personalized employee development. However, as revolutionary as these AI models are, their use in HR requires careful consideration and guardrails. As HR leaders we must establish clear do's and don'ts to harness the immense potential of generative AI responsibly and ethically. Here are some examples: Do's: 🗒 Use AI for initial screening and resume parsing to quickly identify qualified candidates from large applicant pools. 👜 Use AI for intelligent scheduling and workforce planning based on historical data and demand forecasting. ⛑ 3. Implement AI-powered learning platforms that can personalize training content and provide customized development plans for employees. 🤔 Apply natural language processing to analyze employee survey responses and feedback to identify areas of improvement or concern. 👩‍🏫 Leverage AI for intelligent job description writing and job ad targeting to attract more qualified candidates. 👏 Use AI to analyze employee data and identify patterns related to engagement, performance, retention, etc. Don'ts: 👩‍⚖️ Don't use AI systems that lack transparency or don't allow for human oversight, especially in high-stakes decisions like terminations or promotions. 🤔 Don't use AI to replace human involvement in critical tasks like employee relations, coaching, or complex decision-making. 👎 Don't neglect the ethical considerations and potential biases that can arise from the data used to train AI models. Steer clear of any and all technologies that make decisions solely based on factors like an employee's age, gender, or other protected characteristics. 🔏 Don't implement AI solutions that compromise employee privacy or data security. ✍ Don't fail to regularly audit and update AI systems as new data and use cases emerge, as AI can perpetuate historical biases if not properly maintained. 🎓 Don't adopt AI technologies without properly training staff and managing the change effectively. Clearly communicate the use cases, processes, and safeguards to employees and stakeholders. The key is to leverage AI capabilities to enhance decision-making, efficiency, and fairness while maintaining meaningful human involvement and respecting employee privacy, human oversight, and ethical principles. #GenerativeAI #HRAI #employeeengagement #HRInnovation

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Want to know what TA leaders are saying? 🤔 Here's what three Talent Acquisition Leaders shared in today’s webinar. It's clear that agility and strategic planning are paramount for success. Here's what they're emphasizing: 📣 Clear Objectives: Align your TA efforts with organizational goals for the next 12-24 months. 📣 Building Trust: Collaborate closely with senior leaders to foster transparency and alignment. 📣 Metrics Management: Analyze and explain recruitment metrics effectively to drive informed decisions. 📣 Mid-Level Engagement: Involve mid-level management in discussions for a holistic business understanding. Challenges in TA persist, including: 📣 Remote Work Dynamics: Balancing remote and in-office roles to access top talent. 📣 Recruitment Speed: Adapting interview processes to secure top candidates swiftly. 📣 Specialized Role Challenges: Difficulties in filling HRBP and HR Project Management roles and workforce planning positions. When to leverage external support: 📣 Niche Roles: Lack of internal capacity or network for specialized roles. 📣 Urgent Hiring Needs: Dedicated resources to quickly fill critical roles. 📣 Capability Building: Collaborating with firms to enhance internal team skills. 📣 Confidential Searches: Seeking external expertise for executive-level placements. 📣 Expertise: Gathering market data from firms to share with hiring managers If you have a talent gap in your organization (HR or Marketing), we can help find the right fit. #TalentAcquisition #HRChallenges #RecruitmentStrategies #WorkforcePlanning #BusinessLeadership #interim #executivesearch #fractionalHR Melissa Haid, PHR

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Talent acquisition leaders are largely left out of their company’s strategic planning process, and many feel they operate as “order takers” according to findings in our new ‘Talent Acquisition at a Crossroads’ report with The Josh Bersin Company. Companies are cutting their TA spend, and at the same time, CEOs feel that skills shortages are getting worse. Moving from transaction to strategy is now critical for business success. In his latest blog, Josh Bersin discusses the latest Talent Climate research. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology #TalentClimate

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