Modern Bereavement Leave in Pandemic Times

“The shock of so much death has been profound. Most organizations are not prepared for a workforce with PTSD. There is no way for your EAP to handle what’s happening. Grief is rarely talked about openly, and almost never in the workplace. That’s all changed.” - John Sumser

The Lost Generation of College Recruits

“This year’s class of graduating seniors is especially impacted. College recruiting has a strict cadence and timeline and, with each passing day, the class of 2020 is facing the prospect of being completely excluded from the recruiting process.” - Michael Kannisto, Ph.D.

Hiring Neurodiverse People

“Neurodiverse people often possess remarkable technical and problem-solving capabilities. Because of the unique lens through which their brains view the world, they end up being very good at seeing patterns, making unlikely connections, and surfacing insights that others miss.” - Heather Bussing

HRExaminer v11.04

In times of scarcity or crisis like the pandemic, the rules change. Business continuity becomes the governing question. Michael Kannisto, Ph.D. looks at MVP’s during the Pandemic: Modern Succession Planning for Operational Continuity.

In March 2020, many workers fled their offices for the safety of home. The change was hurried by necessity, but with little understanding of the consequences. Stella Lupushor has more on Zoom and a bit about the downsides of decentralized work.

Fara Rives discusses how AI can help overcome a key roadblock with outdated employee and contractor information. AI Can Improve Talent Mobility.

It’s one of the most common workplace mistakes: applying the wrong solution to a situation simply because you went with your “go to”move. Hello Hammer, Meet Nail from Dr. Todd Dewett.


MVP’s during the Pandemic: Modern Succession Planning for Operational Continuity

In times of scarcity or crisis, the rules change. Business continuity becomes the governing question. The conversation changes from identifying the next leaders to who will be needed to make things run.

AI Can Improve Talent Mobility

Fara Rives, the head of product for HiringSolved looks at the three most common reasons employees and contractors don’t keep their information up-to-date and how AI can help.

Hello Hammer, Meet Nail

“This is merely a friendly reminder. Don’t follow in the footsteps of these “ready, fire, aim” decision-makers. They have the best of intentions, but often inadvertently make things worse.” - Dr. Todd Dewett

HRExaminer v11.03

Heather Bussing writes, “If there is only a 10% chance of rain, you probably won’t take an umbrella. But one in ten times, you will still get wet.” Read Heather’s two-part series on How to Not Screw Up Predictions (when you’re working with AI and Intelligent Tools).

In part two of her series, Heather Bussing shares an exercise and analysis on How to Not Screw Up Predictions (Exercise: Consider and Decide).

John Sumser writes, “The work of synthesizing, prioritizing, and then acting on the data is increasingly what work is all about. And that’s where the new tools come in handiest.” Modern HR Data Types and Attributes (From Text to Machine Generated or Monitored Data).

“Ethical questions about how we use data and technology in organizations are growing in prominence and importance and bias is the noisiest of the ethics questions now facing HR.” John Sumser has more in, Bias in AI: Are People the Problem or the Solution?

In this combined article and podcast the topic is Open Feedback and Joyous Co-founder Mike Carden is in the driver’s seat. Open Feedback with Mike Carden (article and Podcast).


Open Feedback with Mike Carden (article and Podcast)

Topics: Editorial Advisory Board, Michael Carden, by Michael Carden
We’ve got a great article & podcast combination today featuring Joyous Co-founder, Mike Carden. We start with Mike’s article on open feedback and roll into John Sumser’s podcast with Mike where they discuss the nuances of how open feedback works.

How to Not Screw Up Predictions (Exercise: Consider and Decide)

“Predictions don’t give you answers. They give you more questions. And it’s essential to explore those questions before you make decisions based on predictions, especially when people and their careers are involved.” - Heather Bussing