In the latest episode of the Employee Onboarding Podcast, host Erin Rice engages in a dynamic conversation with HR luminary Leigh Elena Henderson, who brings over two decades of corporate HR expertise to the table. Together, they navigate the transformation of employee onboarding into an engaging, human-centric experience. From Leigh's journey with HR Manifesto LLC to insights into effective onboarding processes and strategies for empowering new hires, this episode offers a treasure trove of knowledge. Whether you're seeking the secret sauce to effective onboarding or keen to explore the potential impact of AI in the onboarding process, this episode promises to revolutionize your approach to welcoming new talent. Tune in and discover the keys to reshaping the narrative of employee integration.
Podcast The Wow Factor Rethinking Employee Onboarding amp RetentionKashish Trivedi
In a world where employees are increasingly treated as mere cogs in a machine, new approaches to onboarding can provide a much-needed breath of fresh air, and help to unlock the potential to transform the way companies view and treat their workforce. In this episode of Process Street’s Employee Onboarding Podcast, we’ve got a riveting conversation between Erica Gordon Roberts and our host Erin Rice, who discuss a unique onboarding strategy that doesn’t just tick the boxes but also establishes a deep-rooted emotional connection with new hires.
13 thoughts on employee generated contentChuck Gose
Last week's Spin The Wheel was all about employee generated content. And we had some great commentary and participation from those watching the live broadcast.
You can see the original broadcast at https://www.youtube.com/watch?v=zpjs9HlXeaE
LEADERSHIP SELF-ASSESSMENT FOR TALENT RETENTIONNonprofitHR
From my experience, most executive leaders, and especially those with bleeding hearts for their causes, want to partner with and inspire their teams. Most want their employees to thrive and to see staff reinforce their organization’s brand values. Most want to understand who their employees are on a personal level and spend time engaging with them. So, a level-headed leader is never completely shocked when great employees leave nor do they deny being a key reason for the staff member’s departure. And then, there is the out-of-touch leader who is simply unaware of the impact that their actions have on their employees.
How to uncover cultural misfits in the interview and selection process using the best hiring strategies. How to use pre-employment assessments and references to get the best cultural team fit.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Edgetalks Transcript 3 February 2017, Democracy, Freedom and Work – Enabling ...Horizons NHS
This document summarizes a webinar on democracy, freedom and work hosted by Dominic. It introduces the presenters, Claire Haigh and Kev Wyke, who will discuss these topics and share ideas from their organization Collaborating Out Loud. Kevin gives an overview of influential thinkers on the topics, including authors who advocated for more democratic workplaces where employees have autonomy and choice in their work. Examples highlighted democratic practices at manufacturing and technology companies that empowered employees and teams.
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
Podcast The Wow Factor Rethinking Employee Onboarding amp RetentionKashish Trivedi
In a world where employees are increasingly treated as mere cogs in a machine, new approaches to onboarding can provide a much-needed breath of fresh air, and help to unlock the potential to transform the way companies view and treat their workforce. In this episode of Process Street’s Employee Onboarding Podcast, we’ve got a riveting conversation between Erica Gordon Roberts and our host Erin Rice, who discuss a unique onboarding strategy that doesn’t just tick the boxes but also establishes a deep-rooted emotional connection with new hires.
13 thoughts on employee generated contentChuck Gose
Last week's Spin The Wheel was all about employee generated content. And we had some great commentary and participation from those watching the live broadcast.
You can see the original broadcast at https://www.youtube.com/watch?v=zpjs9HlXeaE
LEADERSHIP SELF-ASSESSMENT FOR TALENT RETENTIONNonprofitHR
From my experience, most executive leaders, and especially those with bleeding hearts for their causes, want to partner with and inspire their teams. Most want their employees to thrive and to see staff reinforce their organization’s brand values. Most want to understand who their employees are on a personal level and spend time engaging with them. So, a level-headed leader is never completely shocked when great employees leave nor do they deny being a key reason for the staff member’s departure. And then, there is the out-of-touch leader who is simply unaware of the impact that their actions have on their employees.
How to uncover cultural misfits in the interview and selection process using the best hiring strategies. How to use pre-employment assessments and references to get the best cultural team fit.
“Where the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,” from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Edgetalks Transcript 3 February 2017, Democracy, Freedom and Work – Enabling ...Horizons NHS
This document summarizes a webinar on democracy, freedom and work hosted by Dominic. It introduces the presenters, Claire Haigh and Kev Wyke, who will discuss these topics and share ideas from their organization Collaborating Out Loud. Kevin gives an overview of influential thinkers on the topics, including authors who advocated for more democratic workplaces where employees have autonomy and choice in their work. Examples highlighted democratic practices at manufacturing and technology companies that empowered employees and teams.
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
Reboot Podcast #28 - Reclaiming the Shadow - with Tracy Lawrence on Reboot Po...rebootio
Tracy is the founder of Chewse, an on-demand food startup in San Francisco. She implemented a policy of open compensation at her company, making salaries and options transparent. This has caused anxiety for Tracy, as she fears not getting the "art and science" of compensation right. Her goal with openness and fairness is to prove that a company can treat people well and still be successful. However, any mistakes could hurt her cause and make employees unhappy. Tracy wants employees to feel good about themselves and want to work with her again, even if the company does not succeed.
The document discusses issues faced in organizations and proposes ways to improve organizational culture. It suggests that organizations should see employees as more than just cogs and evolve to be more inclusive of people. It advocates using positive language at work to create a better environment. The document also emphasizes measuring employee happiness to gauge organizational success and providing intrinsic motivation beyond just pay hikes.
This document describes a 3-day workshop called "Tap Into Your Pure Potential" that aims to transform businesses and employees. It teaches principles of the human mind and operating system to provide insights that can improve behaviors, creativity, leadership, communication and more. The workshop uses exercises and facilitation to solve organizations' problems. Attendees learn how perception and the mind work to access wisdom and potential. The workshop organizers claim it can significantly impact all levels and departments in an organization, improving metrics like customer satisfaction. Risk is minimized with a money-back guarantee if participants are not satisfied.
This document summarizes a 3-day workshop called "Tap Into Your Pure Potential" that aims to transform businesses and employees. It teaches principles of the human mind and experience in order to improve employee well-being and state of mind, which positively impacts business success. Over the course of 3 days, participants will learn how perception and the mind work, gain insights into behavior, access wisdom and potential, and apply these lessons to address an identified business problem. The workshop uses exercises and facilitation to build understanding of human operating systems and put the principles into action. Attendees are promised to see tangible impacts like improved leadership, creativity, productivity and more across their organization.
Party of 3: How Recruiters, HR Professionals, and Hiring Managers Contribute ...Robin Schooling
Ensuring that new employees adjust to the social and performance aspects of their job starts well before their first day of employment and its success requires cooperation and collaboration between the talent acquisition team, HR, and hiring managers. These three entities must work together to ensure onboarding success to ensure new employees have clarity regarding their roles and performance expectations and facilitate cultural assimilation and socialization.
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
What can you can do to become a better HR pro in 2010?
Do Amazing Things is a collection of short, actionable ideas – things you can do this year to become a better HR professional.
This document provides tips for human resources professionals to improve in 2010. It includes short pieces of advice from HR experts. The advice includes becoming a better networking by building relationships through informal mentoring and using social media, making bolder choices in decisions by considering business needs over only legal concerns, and getting experience in other departments to better understand the whole organization. The document is meant to provide actionable ideas to help HR professionals advance in their careers.
Linking Words Chart In English - English GrammTisha Noel
The passage discusses the major plague known as the Black Death that killed nearly half of Europe's population in the 14th century. It originated on the coast of Italy in 1347 and rapidly spread throughout the continent. Symptoms included swollen and purple blotches on the skin caused by bleeding under the skin, skin rashes, and fever. Conditions at the time such as overpopulation, famine, and poor hygiene made Europeans susceptible to disease and helped the plague spread quickly.
The document provides instructions for seeking writing help from HelpWriting.net. It outlines a 5-step process: 1) Create an account with a password and email. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment if pleased. 5) Request revisions to ensure satisfaction, with a full refund option for plagiarized work.
The document discusses building brand loyalty and passion among employees and stakeholders from the inside out. It recommends sharing an organization's purpose and mission with employees, engaging them in the strategic planning process, and harnessing their talents, knowledge and experiences. The specific organization discussed, Friendship Industries, implemented an "Ambassadors Program" to develop employees as representatives of the organization and encourage internal and external community involvement.
The Battles of Philippi in 42 BCE were a pivotal moment in Roman history. They marked the climax of the civil war following Caesar's assassination. The battles saw the forces of Brutus and Cassius (the Liberators) face off against the armies of Mark Antony and Octavian (the Triumvirate). Though the Liberators held the high ground, Antony ordered an attack that resulted in the Liberators' defeat. This established the Triumvirate's power and marked the death of the Roman Republic.
This document contains discussion questions from Brené Brown's book "Braving the Wilderness at Work" to encourage reflection on cultivating courage, vulnerability, and true belonging in the workplace. Some of the key themes addressed in the questions include creating a culture of psychological safety where people feel comfortable sharing diverse opinions and disagreeing respectfully, embracing differences among colleagues, and maintaining belief in human connection despite challenges. Participants are encouraged to consider how they can incorporate practices like listening, curiosity, and empathy into how they show up at work.
How to Humanize Your Hospital's Brand -- Step-by-StepKrista Kotrla
Presented by Mayo Clinic Center for Social Media, Ragan Communications and Astute Solutions.
In Krista Kotrla’s new 75-minute webinar, “How to humanize your hospital’s brand—step-by-step,” you’ll find out why the right message matters so much.
Here’s a secret: People don’t really want to pick a hospital. They want someone to help them:
They want answers to questions.
They want acknowledgement of their unique situation.
They want to believe that the people they trust with their health are passionate about helping.
Every industry struggles with being more customer-centric Hospital communicators especially ought to be more patient-centric than brand-centric—always. That means ONE THING: Put more humanity in your messages.
During this webinar, you’ll learn:
How to humanize your brand content
Why you should involve every employee in your content strategy
How to inspire other team members to get involved
5 types of content you should be (but you’re probably not) writing
Why you need to add video to your content marketing
The 2 most underused web pages on almost every hospital site
How to make sure your online brand matches patients’ offline experiences
This document provides a summary of the book "Performance Management (HR Fundamentals)" by Linda Ashdown. The summary is as follows:
1) The book provides guidance for HR professionals on how to conceptualize and implement performance management for employees.
2) It takes a holistic look at performance management and provides an in-depth focus on key activities like objective-setting and feedback.
3) The book is written in a practical manner and includes real-world examples and case studies to help readers apply the concepts in their own workplaces.
This document provides guidance on how to answer the common interview question "Tell me about yourself". It recommends focusing on your qualifications, skills, goals, and how they align with the needs of the organization. It includes examples of answers tailored for marketing, finance, and HR roles. The document also provides tips on presenting yourself with confidence, researching the company, and emphasizing how you can benefit the organization.
Please find attached the inaugural issue of HRuday e-newsletter of Goa HR Forum. It was a great honour to have the Father of Indian HRD, Dr. T.V. Rao choose the name for our newsletter from the names suggested by members.
Thanks to editor Linfa Carvalho and her team for doing a great job and to all HRs who wrote articles.
Please send feedback and suggestions to ameyhegde@gmail.com
Regards,
Amey Hegde
Founder of Goa HR Forum, Connecting 600+ Goa based HRs.
Corporate Trainer & Motivational Speaker, Goa
http://ameyhegde.in
The document discusses the career goals and plans of an individual who has worked for 16 years as a law enforcement officer in the United States Army. Their goals are to complete a Master's degree in Human Resources Management to become more competitive and advance their career. Specifically, they aim to become a Human Resources Officer within the Army to help manage personnel systems and support all assigned personnel. If not possible to advance within the Army, the individual's current skills would transfer well to a civilian career in human resources. The document outlines the experience and skills gained from their military service that would help in a human resources career.
Greves has actively built their professional network since their first compliance conference in 2013. They made an effort to meet as many people as possible at the conference to learn from more experienced professionals. Greves acknowledges being initially afraid of embarrassment but realized all professionals experience awkward moments. Their network has provided benchmarking opportunities to better understand their own company's compliance risks and issues compared to others. Networking requires commitment over time to maintain relationships.
20 Useful Applications of AI Machine Learning in Your Business ProcessesKashish Trivedi
The fear of robots taking over our lives has been a prevalent concern, with over 70% of the U.S. population expressing apprehension, as highlighted by a 2017 Pew Research study. However, while the emergence of a Skynet-like scenario remains uncertain, it's evident that technology, particularly artificial intelligence (AI), is poised to revolutionize various aspects of our daily tasks, freeing us from repetitive and dehumanizing job elements rather than rendering us obsolete. With AI being a strategic priority for 84% of businesses, its implementation has shown remarkable efficiency enhancements, such as boosting sales team productivity by over 50%. The accessibility of AI tools has expanded significantly, enabling practically anyone to leverage its benefits. In this discourse, we'll explore 20 diverse real-world applications of AI, ranging from healthcare and finance to entertainment and government, illustrating its pervasive impact on modern society.
Podcast A Tech Pioneers Vision of Employee OnboardingKashish Trivedi
In the latest episode of Process Street’s Employee Onboarding Podcast, host Erin sits down with Tarek Kamil, CEO and founder of Cerkl, to explore the future of employee onboarding in a world powered by artificial intelligence (AI). Tarek shares insights into his passion for technology and AI, discussing the transformative potential of incorporating AI into the onboarding process. Throughout the conversation, listeners gain valuable insights into Tarek’s journey and the inspiration behind Cerkl, as well as the ethical considerations surrounding AI implementation. Join them as they discuss the exciting possibilities and future implications of AI in employee engagement.
Más contenido relacionado
Similar a Effective Employee Onboarding Insights from HR Expert Leigh Henderson.pdf
Reboot Podcast #28 - Reclaiming the Shadow - with Tracy Lawrence on Reboot Po...rebootio
Tracy is the founder of Chewse, an on-demand food startup in San Francisco. She implemented a policy of open compensation at her company, making salaries and options transparent. This has caused anxiety for Tracy, as she fears not getting the "art and science" of compensation right. Her goal with openness and fairness is to prove that a company can treat people well and still be successful. However, any mistakes could hurt her cause and make employees unhappy. Tracy wants employees to feel good about themselves and want to work with her again, even if the company does not succeed.
The document discusses issues faced in organizations and proposes ways to improve organizational culture. It suggests that organizations should see employees as more than just cogs and evolve to be more inclusive of people. It advocates using positive language at work to create a better environment. The document also emphasizes measuring employee happiness to gauge organizational success and providing intrinsic motivation beyond just pay hikes.
This document describes a 3-day workshop called "Tap Into Your Pure Potential" that aims to transform businesses and employees. It teaches principles of the human mind and operating system to provide insights that can improve behaviors, creativity, leadership, communication and more. The workshop uses exercises and facilitation to solve organizations' problems. Attendees learn how perception and the mind work to access wisdom and potential. The workshop organizers claim it can significantly impact all levels and departments in an organization, improving metrics like customer satisfaction. Risk is minimized with a money-back guarantee if participants are not satisfied.
This document summarizes a 3-day workshop called "Tap Into Your Pure Potential" that aims to transform businesses and employees. It teaches principles of the human mind and experience in order to improve employee well-being and state of mind, which positively impacts business success. Over the course of 3 days, participants will learn how perception and the mind work, gain insights into behavior, access wisdom and potential, and apply these lessons to address an identified business problem. The workshop uses exercises and facilitation to build understanding of human operating systems and put the principles into action. Attendees are promised to see tangible impacts like improved leadership, creativity, productivity and more across their organization.
Party of 3: How Recruiters, HR Professionals, and Hiring Managers Contribute ...Robin Schooling
Ensuring that new employees adjust to the social and performance aspects of their job starts well before their first day of employment and its success requires cooperation and collaboration between the talent acquisition team, HR, and hiring managers. These three entities must work together to ensure onboarding success to ensure new employees have clarity regarding their roles and performance expectations and facilitate cultural assimilation and socialization.
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
What can you can do to become a better HR pro in 2010?
Do Amazing Things is a collection of short, actionable ideas – things you can do this year to become a better HR professional.
This document provides tips for human resources professionals to improve in 2010. It includes short pieces of advice from HR experts. The advice includes becoming a better networking by building relationships through informal mentoring and using social media, making bolder choices in decisions by considering business needs over only legal concerns, and getting experience in other departments to better understand the whole organization. The document is meant to provide actionable ideas to help HR professionals advance in their careers.
Linking Words Chart In English - English GrammTisha Noel
The passage discusses the major plague known as the Black Death that killed nearly half of Europe's population in the 14th century. It originated on the coast of Italy in 1347 and rapidly spread throughout the continent. Symptoms included swollen and purple blotches on the skin caused by bleeding under the skin, skin rashes, and fever. Conditions at the time such as overpopulation, famine, and poor hygiene made Europeans susceptible to disease and helped the plague spread quickly.
The document provides instructions for seeking writing help from HelpWriting.net. It outlines a 5-step process: 1) Create an account with a password and email. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment if pleased. 5) Request revisions to ensure satisfaction, with a full refund option for plagiarized work.
The document discusses building brand loyalty and passion among employees and stakeholders from the inside out. It recommends sharing an organization's purpose and mission with employees, engaging them in the strategic planning process, and harnessing their talents, knowledge and experiences. The specific organization discussed, Friendship Industries, implemented an "Ambassadors Program" to develop employees as representatives of the organization and encourage internal and external community involvement.
The Battles of Philippi in 42 BCE were a pivotal moment in Roman history. They marked the climax of the civil war following Caesar's assassination. The battles saw the forces of Brutus and Cassius (the Liberators) face off against the armies of Mark Antony and Octavian (the Triumvirate). Though the Liberators held the high ground, Antony ordered an attack that resulted in the Liberators' defeat. This established the Triumvirate's power and marked the death of the Roman Republic.
This document contains discussion questions from Brené Brown's book "Braving the Wilderness at Work" to encourage reflection on cultivating courage, vulnerability, and true belonging in the workplace. Some of the key themes addressed in the questions include creating a culture of psychological safety where people feel comfortable sharing diverse opinions and disagreeing respectfully, embracing differences among colleagues, and maintaining belief in human connection despite challenges. Participants are encouraged to consider how they can incorporate practices like listening, curiosity, and empathy into how they show up at work.
How to Humanize Your Hospital's Brand -- Step-by-StepKrista Kotrla
Presented by Mayo Clinic Center for Social Media, Ragan Communications and Astute Solutions.
In Krista Kotrla’s new 75-minute webinar, “How to humanize your hospital’s brand—step-by-step,” you’ll find out why the right message matters so much.
Here’s a secret: People don’t really want to pick a hospital. They want someone to help them:
They want answers to questions.
They want acknowledgement of their unique situation.
They want to believe that the people they trust with their health are passionate about helping.
Every industry struggles with being more customer-centric Hospital communicators especially ought to be more patient-centric than brand-centric—always. That means ONE THING: Put more humanity in your messages.
During this webinar, you’ll learn:
How to humanize your brand content
Why you should involve every employee in your content strategy
How to inspire other team members to get involved
5 types of content you should be (but you’re probably not) writing
Why you need to add video to your content marketing
The 2 most underused web pages on almost every hospital site
How to make sure your online brand matches patients’ offline experiences
This document provides a summary of the book "Performance Management (HR Fundamentals)" by Linda Ashdown. The summary is as follows:
1) The book provides guidance for HR professionals on how to conceptualize and implement performance management for employees.
2) It takes a holistic look at performance management and provides an in-depth focus on key activities like objective-setting and feedback.
3) The book is written in a practical manner and includes real-world examples and case studies to help readers apply the concepts in their own workplaces.
This document provides guidance on how to answer the common interview question "Tell me about yourself". It recommends focusing on your qualifications, skills, goals, and how they align with the needs of the organization. It includes examples of answers tailored for marketing, finance, and HR roles. The document also provides tips on presenting yourself with confidence, researching the company, and emphasizing how you can benefit the organization.
Please find attached the inaugural issue of HRuday e-newsletter of Goa HR Forum. It was a great honour to have the Father of Indian HRD, Dr. T.V. Rao choose the name for our newsletter from the names suggested by members.
Thanks to editor Linfa Carvalho and her team for doing a great job and to all HRs who wrote articles.
Please send feedback and suggestions to ameyhegde@gmail.com
Regards,
Amey Hegde
Founder of Goa HR Forum, Connecting 600+ Goa based HRs.
Corporate Trainer & Motivational Speaker, Goa
http://ameyhegde.in
The document discusses the career goals and plans of an individual who has worked for 16 years as a law enforcement officer in the United States Army. Their goals are to complete a Master's degree in Human Resources Management to become more competitive and advance their career. Specifically, they aim to become a Human Resources Officer within the Army to help manage personnel systems and support all assigned personnel. If not possible to advance within the Army, the individual's current skills would transfer well to a civilian career in human resources. The document outlines the experience and skills gained from their military service that would help in a human resources career.
Greves has actively built their professional network since their first compliance conference in 2013. They made an effort to meet as many people as possible at the conference to learn from more experienced professionals. Greves acknowledges being initially afraid of embarrassment but realized all professionals experience awkward moments. Their network has provided benchmarking opportunities to better understand their own company's compliance risks and issues compared to others. Networking requires commitment over time to maintain relationships.
Similar a Effective Employee Onboarding Insights from HR Expert Leigh Henderson.pdf (20)
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The fear of robots taking over our lives has been a prevalent concern, with over 70% of the U.S. population expressing apprehension, as highlighted by a 2017 Pew Research study. However, while the emergence of a Skynet-like scenario remains uncertain, it's evident that technology, particularly artificial intelligence (AI), is poised to revolutionize various aspects of our daily tasks, freeing us from repetitive and dehumanizing job elements rather than rendering us obsolete. With AI being a strategic priority for 84% of businesses, its implementation has shown remarkable efficiency enhancements, such as boosting sales team productivity by over 50%. The accessibility of AI tools has expanded significantly, enabling practically anyone to leverage its benefits. In this discourse, we'll explore 20 diverse real-world applications of AI, ranging from healthcare and finance to entertainment and government, illustrating its pervasive impact on modern society.
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In the latest episode of Process Street’s Employee Onboarding Podcast, host Erin sits down with Tarek Kamil, CEO and founder of Cerkl, to explore the future of employee onboarding in a world powered by artificial intelligence (AI). Tarek shares insights into his passion for technology and AI, discussing the transformative potential of incorporating AI into the onboarding process. Throughout the conversation, listeners gain valuable insights into Tarek’s journey and the inspiration behind Cerkl, as well as the ethical considerations surrounding AI implementation. Join them as they discuss the exciting possibilities and future implications of AI in employee engagement.
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A 2017 study from Pew Research found that more than 70% of the U.S. is scared that robots are going to take over our lives. And, while we can’t perfectly predict the emergence of a Skynet singularity, we can say with some certainty that technology is set to take over the repetitive, dehumanizing elements of our jobs instead of putting us out of work. Artificial intelligence (AI) is a strategic priority for 84% of businesses, and in some cases has been used to improve sales team efficiency by over 50%. Even I’ve used AI in the past to generate hundreds of relevant hashtags for social media posts at the click of a button. It was once the stuff of utopian science fiction and huge enterprises, but now practically anyone can take advantage. For this post, we will dive into 20 different applications of AI in the real world.
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In Process Street’s Employee Onboarding Podcast, Erin Rice engages with Vicki Ulinici, an HR expert, discussing transformative strategies shaping new employee integration. The episode covers vital onboarding aspects, including pre-boarding's impact and tailored approaches for hybrid, remote, and in-person settings. Vicki shares insights into HR processes, emphasizing engagement, and reflects on her successful onboarding experience. Practical tips for early onboarding success and Vicki's visionary perspective on gamification, AI integration, and cross-departmental involvement define the future of onboarding discussed in this valuable resource for HR and business leaders.
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Ever wondered if your new hire’s first ‘hello’ could be from a chatbot? Or if that glowing quarterly review could someday be delivered by an AI? Tune in to our latest episode of Process Street’s Employee Onboarding Podcast, where Erin and Max Sher pull back the curtain on the future of employee onboarding, training, and those all-important ‘wow’ moments. Discover why some traditions are worth keeping and where technology could step in to elevate the experience.
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Leverage is an operations consulting firm that helps teams optimize their processes by introducing them to top workflow management tools. One of these tools is Process Street, which Leverage uses for its own daily recurring tasks. The company’s CEO and founder, Nick Sonnenberg, even features Process Street in his book Come Up for Air: How Teams Can Leverage Systems and Tools to Stop Drowning in Work. He also made an entire YouTube video talking about Process Street’s benefits. But why is Nick such a strong advocate of Process Street? What has the software done to help him and his team at Leverage? In this article, we will answer these questions.
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Effective Employee Onboarding Insights from HR Expert Leigh Henderson.pdf
1. 1/12
Effective Employee Onboarding: Insights from HR Expert Leigh
Henderson
process.st/effective-employee-onboarding/
Oliver Peterson
November 24, 2023
Human Resources, Podcast
Imagine transforming the often-daunting world of employee onboarding into an engaging, human-centric
experience.
This is exactly what we delve into on the latest episode of the Employee Onboarding Podcast. Host Erin
Rice, our resident people and operations star at Process Street, sits down with the trailblazing Leigh
Elena Henderson. With over 20 years under her belt in corporate America, Leigh brings a whirlwind of HR
insights and innovations.
Are you eager to discover the secret sauce to effective onboarding? Craving real-life stories from the HR
frontlines? Or maybe you’re just keen to hear how a seasoned HR expert is reshaping the narrative of
employee integration.
Either way, buckle up for an episode that’s set to revolutionize your perspective on welcoming new talent.
Podcast Introduction: Meet Leigh Elena Henderson, a seasoned HR expert.
HR Innovator Spotlight: Leigh’s journey with HR Manifesto LLC.
2. 2/12
Icebreaker Moment: A light-hearted discussion on laundry habits.
Personal Experiences in HR: Leigh’s professional journey and passion.
Onboarding Experiences: Insights into effective & challenging onboarding processes.
First Week Priorities: The importance of connectivity in new hire integration.
Employee Engagement Strategies: Empowering new hires for success.
Remote Onboarding: Addressing the complexities and solutions.
AI in Onboarding: Exploring the potential impact of technology.
Organizational Fit and Culture: Leigh’s approach to hiring and cultural integration.
HR Besties Podcast: Introducing Leigh’s new HR-focused podcast.
Listen below, or read on for the full transcript.
You can listen on Apple, Spotify, Google, Podchaser, Podcast Addict, Deezer, & all your favorite podcast
platforms!
Podcast Intro
Erin Rice
Welcome to the Employee Onboarding Podcast, where we unpack great onboarding ideas and best
practices from the world’s top HR practitioners and thought leaders. At Process Street, our mission is to
make recurring work fun, fast, and faultless for teams everywhere. I’m Erin Rice, the people and
operations coordinator at Process Street. Today, I’m joined by Leigh Elena Henderson.
Leigh has over 20 years of experience in corporate America, supporting a handful of Fortune 100
companies as an HR executive. Currently, Leigh devotes her time to social media, content creation, brand
promotion, writing, and helping companies “not suck” in their HR experience. Leigh is also the founder
and CEO of HR Manifesto LLC. For those who might not know, HR Manifesto was born on TikTok in June
2021.
Leigh Henderson
Thank you.
HR Innovator and HR Manifesto Founder, Leigh Harrison
Erin Rice
As a creative outlet for Leigh, she tests content while she pens her No BS Toxic Workplace Survival
Guide.
Focused on sharing tragic work realities and approachable coaching through inspired storytelling, HR
Manifesto’s goal is to unify followers around the shared human experience of work and help others
maximize their professional success. Today, the HR Manifesto TikTok has over 640,000 followers.
Wow, Leigh, a real-life HR influencer. We are so excited to have you today!
3. 3/12
Leigh Henderson
Yeah, well thank you, Erin, for having me. It’s a pleasure to be here.
Icebreaker Question
Erin Rice
Before we dive in, I came across this silly icebreaker. I’d love to hear your thoughts on this. So, do you
separate your laundry by color?
Leigh Henderson
Well, I do, but begrudgingly, right? Like, how many things do I have to ruin before I learn my lesson? You
know what I mean?
So, I was an all-in sort of person to save time, but now I do the separation. I absolutely do, you know,
because I got to the point where all my whites are pink. You know what I mean? So I finally learned my
lesson.
Erin Rice
Because your whites just don’t…
Discussing Personal Experiences
Erin Rice
Yeah, I completely understand that. I have three kids. So, I used to not go through their pockets. Big
mistake.
Leigh Henderson
Right? Exactly, exactly.
Onboarding Discussion
Erin Rice
Awesome, so now, what we really came here for: employee onboarding. Can you start by telling us a little
bit about your background and how you ended up where you are today?
Leigh Henderson
Sure, yeah. As you mentioned, I’m nearly a 20-year HR professional. I’ve worked for a handful of Fortune
100 companies. I’ve only ever done HR, but believe it or not, I actually started university pre-med,
wanting to go into psychiatry, right? Then I learned about industrial organizational psychology, the
behavior of people in organizations, fell in love with that, and went to business school.
4. 4/12
I absolutely love being that strategic HR resource in organizations, tasked with unraveling all that
organizational corporate spaghetti. So, that’s truly how I see my role in an organization doing HR client
support: really just helping everybody, especially my clients, my primary clients, be successful at work.
Erin Rice
Great, so I’m sure in all of your experience, you’ve had some really amazing onboarding experiences and
then likely some not so amazing onboarding. I’d love to hear a little bit of both.
Leigh Henderson
Yeah, I’ve definitely had those experiences where, like you said, amazing and positive. They remembered
that I was coming that day, so that was nice, right?
I’ve had the awesome experience where, in the onboarding process, like on day one, you get your photo
done. How nice is that? So that you can populate all your headshots online and in the systems. I’ve had
flowers on my desk.
I’ve had the welcome lunch with the team, right? Just a really awesome first day and onboarding
experience. Everything was working seamlessly from a systems perspective. The computer was there on
day one. Then I’ve had the exact opposite where I showed up and it was like, “Who are you? And why
are you here?” Can you imagine?
I’ve had the experience where you don’t get the computer or even systems access for three weeks, four
weeks, right? And you’re just kind of sitting there, wondering, “What am I here for?” I mean, definitely
those horrific experiences where you just have no sense of belonging or connectivity to the organization,
really from the jump.
Which is a shame because there’s all sorts of research out there that says people make the decision
whether they’re going to stay in an organization in the first week. There may be some things where it’s
like the first day even, but I think the aggregate of research I’ve seen is like within the first five to seven
days, people are deciding whether this is truly a fit. That just goes to show the tremendous impact that
onboarding has on a career. It’s very, very personal.
Erin Rice
Yeah, absolutely. So, what would you say are the priorities in that first week to make sure those new hires
are making that decision to stay?
Leigh Henderson
The priority is really connectivity first and foremost to me, right? And so, how do we achieve that? It’s
really through humanizing the onboarding process. I think sometimes we get caught in just checking our
own boxes, whether we’re talking about talent acquisition or a hiring manager or the HR organization, just
in general.
5. 5/12
A leadership team in general, right? We get so caught up in just kind of ticking the boxes, like, “Okay, this
person’s showing up, check. Okay, the computer’s on its way, check,” right? But how do we really
ingratiate people into the team? How can we humanize the process of onboarding beyond doing all the
systems things correctly and well, and making sure the things are there?
How can we humanize the process so that the person, the actual human being who’s going to be starting
in this team, feels a connection to the team, right? And that’s really what that research is getting at – that
human beings want to feel a sense of belongingness.
They want to know that they can be successful somewhere because there’s a team that’s supportive, that
knows who they are, that took the time to show them where the bathrooms are, right?
That gives them the intel on, you know, so-and-so, or, you know, the best parking spot in the parking lot,
whatever the case may be. You know, even introverts or extroverts alike, people want to know that they
are cared for, and at least that people care about them being successful. And so, that’s really the key to
unlock. And now, every culture is different. So, every culture is going to have a different way of doing
that.
And so, my, I guess, my kind of call to action or ask is just make sure you are doing something that fits
your organization when it comes to building relationships with those that you’re onboarding because it
really makes a difference that first week, especially for their entire career in relationship with the
organization.
Discussing Proactive Employee Engagement
Erin Rice
Absolutely. And so the HR team or the hiring manager, they’re doing all these things to make sure that
person feels welcomed. What tips would you give to that person then to really hit the ground running and
make sure they’re prepared to accept that and also to contribute?
Leigh Henderson
Yeah, absolutely. I mean, one of the things that I coach folks on is reminding people that the power is
really with the talent. As employees, we have a lot of power in our positions and organizations.
Sometimes we don’t feel like that, right? Because things may be toxic or we may be getting gaslighted or
whatever. But we really do have a lot of power. And what I mean by that is that we really do own our
career.
We choose day in and day out where we spend our time and who we spend it with and where we spend
it, right? So if something’s not serving you, absolutely take the power and ownership to pivot and do
something else that can suit you better or bring you joy. And the same is true when you’re starting a job. I
think some of my best practices and things I do myself is that I have lots of get-to-knows.
That’s what I call them. I have lots of introductory meetings with anyone and everyone—top, down,
around, you name it—kind of like this 360 of intros, because the currency in most organizations is the
relationships, right? The network and who you know. So, absolutely lean into that and don’t shy away
6. 6/12
from meeting people. I mean, I’m an introvert, you know? It’s hard for me sometimes to put myself out
there and take those first steps, but I just know the importance of building those relationships.
And so, as a new person onboarding in an organization, take that challenge on, right? So when you have
that first meeting with your manager or maybe a peer or someone even on your team, if you’re the leader,
ask them, who else should I meet? Right? Like, who’s in your network or circle that you think it would
benefit me to have a conversation with and introduce myself? And then when you have those
conversations, I highly recommend that you talk about communication.
You ask the other person, how do you like being communicated to? And they’ll be like, “Oh, wow, OK.
Here’s all the ways I love being communicated to or I don’t like being communicated to.” And that’ll give
you the opportunity to then share how you like to be communicated with and to. So, it’s a way for you to
help others get to know you and then control what’s going to be coming to you and what may be coming
to them, right?
So it really helps having these intro conversations, sharing some about yourself so people understand
you’re balancing, you know, this hobby or this work-family life with work, or whatever your situation is so
that when something arises, maybe it’s conflict, people won’t have to make assumptions about you. They
will know exactly, “Oh, well, I remember Leigh told me she has this hobby every Thursday.
Maybe that’s why she had to miss that meeting,” or whatever. You’re just giving people information and
getting them to know you so that you can create connection and that people, you know, they know what
you’re good at.
They know how to engage with you, you name it. It’s going to make it a smoother onboarding.
Remote Onboarding Challenges
Erin Rice
Yeah, and it sounds like this would be good advice for any company, even when you’re not onboarding, to
continue those relationships long after. That’s amazing. Awesome. So we’ve talked a lot about
onboarding, and it sounds more driven in an in-person setting. How does that translate to more of a
remote setting?
Leigh Henderson
Absolutely. Yeah, absolutely. I mean, I think that’s an excellent question. And I think that is a tough nut
that a lot of organizations have not cracked, right? I reflect on some of the organizations that I’ve worked
for previously and that my peers have worked for, and large organizations with hundreds of thousands of
employees that were already doing a lot of remote work prior to the pandemic, right? So for a lot of
organizations, that’s new, like getting more into the remote space.
But I reflect on again, large organizations that have been doing this for decades and still onboarding
remote employees was not ever seamless for me in my past, you know, or easy, right? And so I do see
and hear about and receive so many horror stories from followers, you know, that that’s a really, you
7. 7/12
know, I’d say new challenge again, for the majority of organizations, and just supporting remote
employees on the daily, let alone onboarding.
So I feel as though there’s a lot that can be done in this space that we aren’t yet doing. But I think that
this is definitely a space where organizations should invest time, resources, and money into aligning
remote onboarding and giving it the priority it needs, just like you would do an in-person onboarding. And
where we see conflict and strife is the fact that a lot of onboarding efforts, they’re not global or enterprise-
wide or company-wide, they’re localized, right?
Based on the geography, based on the state, based on the country, based on that one location, because
organizations really do try to personalize, and that’s where it gets so difficult with remote onboarding.
You just don’t have that luxury of localization, and that’s typically the play and strategy organizations have
taken with onboarding. So it puts you in a tough spot. What I’ve heard and seen and read is that the
majority of organizations don’t have a strategy in this space yet.
Challenges of Remote Onboarding
Erin Rice
Yeah. And I would say we’re globally remote at Process Street. And our biggest challenge is the stuff. It’s
like getting them the computer, getting the swag, and getting them the physical tools they need because,
you know, country to country, shipping characters, they don’t talk as much as they could. Yeah.
Leigh Henderson
Yeah, exactly. And that’s just the administrative piece, you know what I mean? Even just that is difficult,
with shipping delays, supply chain issues, computers out of stock, and so on. We’re not even talking
about systems yet, just the admin of giving something to somebody can be so difficult, you know?
Erin Rice
Right, yeah. Yep, I’m crossing my fingers that AI will hopefully solve some of that lack of communication
between, like, the requirements of a specific country and how to get stuff through their postal service and
that kind of thing. Maybe AI will solve that problem for us. Yeah. So, what do you think is the future of AI
with onboarding?
Leigh Henderson
Right? We can hope. It’s not easy. Oh gosh, that’s a great question. And I mean, those in the HR biz,
right, we just talk about generally, like how will AI really shift how we view work, how we do the work.
There’s a lot of open questions here. And, you know, I hear dialogues about people utilizing different
things, just personally, you know, for their own efficiencies and whatnot. But I think that the key word is
efficiency and automation.
8. 8/12
I mean, I don’t think this is something that we shy away from, because I do hear already kind of
defensiveness in some organizations, or people not embracing is probably a better way to say that, this
fear of change, right? But from an HR perspective, I welcome it with open arms, right?
Because there absolutely is this need for automation and efficiency and enhanced productivity because a
lot of the jobs, if we were to break them down from, I’d say, the value-add work versus administrative
work, just for an example, just on the burden of admin, what we were just talking about from a shipping
perspective, a large facet of our roles, some more than others, are so administrative, not automated, not
efficient, and it’s a bog on creativity. It’s a bog on strategic progress, right?
And so I really do welcome AI and the gift that it brings, especially for a number of core functional roles
and support roles, you know, indirect roles, like HR, and what that could really, really open up for us just
generally, right?
And definitely in the onboarding space. So often we reinvent the wheels just constantly, right? I mean, I
know that’s also a process discipline question or opportunity, right? Challenge, however you want to
phrase that.
But I do see that those organizations that are going to embrace AI, and really, in my opinion, they’re just
embracing change. They’re going to get there faster. They just flat out are. It’s wild to me, all that I hear
from my peers and others, their organizations blocking certain websites or going against certain
initiatives, whatever, where I’m just like, why would we not lean in to AI here? Because it really does lean
a lot of things out and it doesn’t threaten, in my opinion, the majority of jobs. It actually unlocks more
value and the vast majority of talent and opportunity in the workplace. So, crossing fingers.
Erin Rice
Yeah. And to your point at the beginning, it allows us to add more humanization into our roles, unlocking
our potential as humans so that machines can keep doing what machines are supposed to do. And that’s
the boring automation stuff that humans don’t want to be doing anyway.
Leigh Henderson
A thousand percent, yes, exactly. And that is so much of our day, right? If you were to do the beans in the
box exercise and kind of go through all these things where you’re like, gosh, if only I had, you know, a
machine or an automated process or something, you know, that could help here in my productivity and
efficiency, I could then spend more time coaching, right? I could then spend more time with my
colleagues, ideating, right, or innovating, or whatever it is you do as a business.
You get caught where you’re back to back in meetings, trying to solve admin problems for the most part.
And then it’s like, when do you do the hard work? After hours? And then you get burnt out, and then
people, you know, leave the organization.
You know, it’s like, it’s a bad cycle. People get burnt out on the admin pieces, the things that aren’t
process-driven, automated, don’t have AI, et cetera, you know, versus really the value-added work where
they’re making an impact, and they then feel joy, they feel success, et cetera, right? So that really can
have a huge effect on just attrition.
9. 9/12
Focusing on Organizational Fit and Cultural Dynamics
Leigh Henderson
In the organization, organizational fit, the chemistry of the people is crucial. And now again, I’m in HR, so
I’m going to be looking for that, you know?
But a lot of my questions are going to be more cultural, to ensure that we really have fit.
And it’s really less for us as the organization and more for that candidate, right? So I want to make sure
that candidate knows everything. I’m going to be honest, show all the dirty laundry, right? I’m going to
overshare because I want to make sure they have all the data points they need to make a great decision.
And I want them to feel the fit as well because that’s really what it’s about at that point.
So if you focus on that in your interviews, right?
Once you get past the technical questions and the pre-screen and you know this person can do the job,
they’ve done it three times in another organization, really, my opinion, to get that great fit so that you can
get that retention, you can get that great puzzle piece that’s missing expertise-wise on your team.
You should focus a lot of the questions on team dynamics and culture and just really that fit, that sense of
belongingness for that person with the organization.
Erin Rice
Yeah, and I think it’s really easy for us as the hiring team to forget that it’s mutual, right? Like we’re going
out of our way to pick the right person, but they’re going out of their way to pick the right company too.
Leigh Henderson
Absolutely. And you should be reminding them of that. You know, I always love to preface interviews like,
“Hey, this is really a conversation and a dialogue, right? I mean, this is, please ask questions of me. I’m
going to ask questions of you. This is us really figuring out whether we want to work together or not.”
Because at the end of the day, that’s really what it is, especially in higher-level roles, right? And that’s a
lot of roles that I’m hiring for. Boy, that’s everything for me. Right?
Like, I want to really know about their leadership philosophy. I don’t really want to know so much about
their analytical skills per se. Like, I’m going to think that they already checked that box in school or in
previous work experience. I want to hear more about how they interact with the team, how they treat
people with dignity and respect, or they don’t. Right? Like, so I’m going to get into a lot more of that.
And then I want them to be able to ask me the same questions. “Well, tell me how your leaders work
around here. What’s the communication like here?” All the questions, bring them to me. And if you are
listening to this podcast and you’re like, “Well, gosh, I’ve been in interviews where it felt unsafe to ask
those questions or I asked those questions and they wouldn’t transparently answer,” then thank you.
10. 10/12
Thank goodness that happened, right? Because that is probably an indication then to you, ooh, that’s not
a fit.
Because you yourself as a candidate are seeking something else that they can’t provide you. So it’s not
worth trying to fit a square peg in a round hole, right? That’s insightful. People say that to me all the time.
“Well, there’s no way you… the times I’ve said that, they shot me down or whatever.”
I was like, “Well, great that they did that. They showed their true colors. Do you really want to work for a
place like that?” And then they’re like, “Oh gosh, good point, right?” So all of that is information.
Erin Rice
Great.
Leigh Henderson
If they don’t answer things, that’s information for you. That’s a red flag potentially for you. For some
people, it may not be. For me, that would be a huge red flag, right?
So be thankful for all of the data points and then take that in. Soak on it, right? Reflect on it, yeah.
Erin Rice
Yeah, because that’s your sign!
Leigh Henderson
That’s your sign. Listen to them, you know?. Try to stop making those red flags green in your mind, you
know what I mean? Just accept them for what they are. They’re laying them out. It’s a parade of red flags.
Watch the parade and then walk away, go home.
Erin Rice
Yeah.
HR Besties: Bringing the Human back to Human Resources
Erin Rice
Yeah, unless you just need a job, and then I guess ignore all of it. Right.
Leigh Henderson
I know, right? And hey, we’ve all been there too, you know what I mean? Like do the best you can and
pivot out if you have to, if it doesn’t work, you know so.
Erin Rice
11. 11/12
Yeah, for sure. Awesome. Well, this has been so great, and I don’t want to take up too much of your time,
but before we go, did I hear that you have a new podcast coming out? Tell us more.
Leigh Henderson
I do, yeah. And so actually, a couple of content creators and I, there’s three of us total, we’re kicking off
HR Besties.
You can find it on Apple and Spotify, but the whole point of that podcast is that, hey, HR may not be your
best friend, but we’re not your enemy either, right?
So we want to dispel all the myths of the function, try to change the face of HR, try to bring the human
back into human resources by sharing all that we know and all the behind-the-scenes tips and tricks in
corporate to help you maximize your professional success. So definitely check it out, HR besties.
Erin Rice
Yeah, we love that. I can’t wait. Do you have an ETA on when that’s going to be published?
Leigh Henderson
Yeah, so it comes out October, next week, October 17th. Yeah, yeah. So by the time this goes live, it’s
already up to a few episodes. Definitely go check it out.
Erin Rice
Oh, great. Awesome. Yeah, for sure!
Well, Leigh, thank you so much for joining us. These insights have been so great. And we can’t wait to
watch your success as you continue.
Leigh Henderson
Thanks so much, Erin. Thank you so much for having me. Always love talking HR!
Oliver Peterson
Oliver Peterson is a content writer for Process Street with an interest in systems and processes,
attempting to use them as tools for taking apart problems and gaining insight into building robust, lasting
solutions.