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    PODCAST - HR Market Watch 2 - What Great HR Technology Looks Like

    NOTE: Really excited to share the second episode of HR Market Watch, on the HR Happy Hour Podcast Network family of shows.  Check out the details below and be sure to subscribe to HR Market Watch and all the HR Happy Hour Network shows on iTunes, Stitcher Radio, and all the major podcast player apps. Just search for 'HR Happy Hour' to subscribe and never miss a show.

    HR Market Watch 2 - What Great HR Technology Looks Like

    Host: George LaRocque

    Guest: Roger Philby, CEO, The Chemistry Group

    Listen to the show HERE

    HR Market Watch puts a special lens on new and innovative HR technology from emerging and established technology companies. Join host George LaRocque, Principal Analyst and Founder of the #HRWINS, as in this episode he is joined by CEO Roger Philby of The Chemistry Group, one of the Top 3 audience selections at the HR Technology Conference in the "The Next Great HR Technology Company" competition. George and Roger talk about some of the key elements in hiring, assessments, culture and more, and how technology is helping organizations make better talent decisions.

    Also, find out what the latest #HRWins research points to as one of areas most ripe for disruption in talent acquisition process and technology!

    You can listen to the show on the show page HERE, or by using the widget player below, (Email and RSS subscribers click through)

    This is a fun and interesting conversation with one of the most exciting and innovative HR technology companies in the market.

    Remember to subscribe to HR Market Watch, and all the HR Happy Hour Podcast Network shows on iTunes, Stitcher Radio, and all the major podcast player apps. Just search for 'HR Happy Hour' to subscribe and never miss a show.


    Working too much is (possibly) bad for your brain

    Quick question, if you had to guess, what do you think would be 'better' (for folks 40 and older), in terms of maintaining or even enhancing your overall cognitive abilities - I will give you two options, pick the one you think would be 'better'.

    1. Working at a full-time job that is a real grind, and putting in 60+ hours/week

    2. Doing more or less nothing in terms of paid employment, i.e., spending a lot of time playing video games, watching Netflix - that kind of thing

    Well, according to a recent research study published at the University of Melbourne, the guy sitting on the sofa binge watching The Walking Dead is probably better off, at least in terms of cognitive functioning, than the 60 hours/week work hero.Three Flags (1958), Jasper Johns

    So what might be the true, 'best' option to keep cognitive function from deteriorating as we get older?

    Unsurprisingly, the answer lies somewhere in between the two extremes of 'doing nothing' and 'probably working too much.'

    From the University of Melbourne's findings:

    Our findings show that there is a non-linearity in the effect of working hours on cognitive functioning. For working hours up to around 25 hours a week, an increase in working hours has a positive impact on cognitive functioning. However, when working hours exceed 25 hours per week, an increase in working hours has a negative impact on cognition. Interestingly, there is no statistical difference in the effects of working hours on cognitive functioning between men and women.

    This could be the greatest argument yet for the three day work week, at least for folks in the 40+ crowd, (is anyone actually arguing for a three day work week? Maybe I can start the groundswell here).

    But what is interesting about the research and the conclusions is how it more or less aligns with what most of us would intuitively feel to be the case - that being engaged in work helps keep the brain sharp, and the mental faculties in shape. It would be hard to argue, based on a personal and informal review of the losers in our lives, (I am looking at you, Mr. no-good brother in law), that sitting on the sofa all day is good for cognitive functioning.

    What might be surprising however is the pretty low weekly working hours threshold where cognitive function starts to decline. Twenty five hours per week is squarely in the 'part-time' category, and likely not the one in which most of us find ourselves in during the prime, (or what we think is the prime), of our working careers.

    So in sum the two things to at least think about are both pretty clear, and kind of obvious too.

    Lots of us are working too much, and all of this work might be having a negative impact on cognitive function, (not to mention family life, stress, physical health, etc.).

    But as we get older, working at least some, (up to 25 hours or so), is actually positive on a number of fronts, and should be a part of our planning as we age.

    Everything in moderation. Shocking, I know.

    And probably a good reminder as we hit Election Day tomorrow.

    Have a great week!


    PODCAST - #HRHappyHour 266 - iCIMS and the Talent Acquisition Technology Suite

    HR Happy Hour 266 - iCIMS and the Talent Acquisition Technology Suite

    Hosts: Steve BoeseTrish McFarlane

    Guest host: Madeline Laurano

    Guests: Colin Day, Chairman and CEO, iCIMS; Susan Vitale, CMO, iCIMS

    Listen to the show HERE

    This week on the show, Steve Boese and special guest host Madeline Laurano are joined by leading talent acquisition technology provider iCIMS Chairman and CEO Colin Day, and iCIMS CMO Susan Vitale to talk about the current state of the talent acquisition technology market, and the importance of dedicated, purpose-built technology to support organizations in their recruiting efforts.

    Additionally, we talked about the need for organizations to better integrate their different talent acquisition technology solutions with their 'core' systems, and how iCIMS is approaching that challenge and providing a platform to enable organizations to build integrated solutions.

    We talked a little about 'big data'.(don't cringe), and how iCIMS is leveraging the information and insights that come from having millions of applicants and job postings from their thousands of customers pass through their platform. One of the promises of SaaS HR technology was that each customer would be able to learn from and take advantage of aggregated information and intelligence that can be developed from the massive amounts of data and transactions that happen across the entire customer base, and Colin and Susan shared how iCIMS is taking steps to make this kind of 'big data' intelligence a reality for their customers.

    You can listen to the show on the show page here, or by using the widget player below, (Email and RSS subscribers need to click through)

    This was a fun show, thanks to iCIMS for hosting the HR Happy Hour!

    Reminder, subscribe to the HR Happy Hour Show on iTunes, Stitcher Radio, and all the podcast player apps, just search for 'HR Happy Hour' to subscribe and never miss a show.



    Semi-frequent reminder as we all continue to push further and further into a world with constant, varied, and often very, very imperfect and uniformed feedback on almost everything we do, (I took an Uber ride last night from the airport to a hotel, I can only wonder what my driver was thinking as he 'rated' by performance as a passenger), that lots of the feedback we encounter is basically, crap.

    Take a look at the image below, courtesy of the grapheine design blog on some potential client feedback if the classic French Tournee du Chat Noir poster which advertised a Paris cabaret theater was submitted today: (click HERE for a larger version of the image)

    Just because we have better and more accessible tools to give each other, our organizations, and other organization's products and services more feedback, (and have that feedback be publicly available), doesn't mean that we, any of us, have somehow gotten better at giving and receiving said feedback.

    As the image above describes, even classic, iconic works of art and design could be picked apart by less experienced and talented folks who by virtue of position in an org chart or on a project team feel compelled to pass their judgement on the effort of others. 

    I am certainly not saying that having access to more forms and volumes of feedback is a bad thing, I am just reminding you that 'more' doesn't equate to 'better', at least not all the time. 

    Le Chat Noir probably doesn't need any improvement. Your last work project might not either.

    But if there are people in the organization who are pit into a position where they see it is their job to give you feedback, then feedback it is you will receive. 

    Hopefully, it won't be the kind of feedback that compels you to alter your masterpiece either.


    PODCAST - HR Happy Hour 265 - Women in HR Technology

    HR Happy Hour 265 - Women in HR Technology

    Hosts: Steve Boese

    Guest: Bianca McCann, VP, HR Expert Network Cloud HCM, SAP

    Listen to the show HERE

    This week on the HR Happy Hour Show, Steve Boese is joined by Bianca McCann, VP of the HR Expert Network for Cloud HCM at SAP to talk about the recent Women in HR Technology Summit that was held at the HR Technology Conference in Chicago in early October. 

    Bianca shared her insights on the Women in HR Tech Summit, the importance of framing these issues in the organization as business challenges and business opportunities, and not just HR programs or 'we should do this because it feels right' activities. Diversity should be looked at as a business imperative and the way to actually move the needle in the organization is to look for root causes, and set about addressing these causes.The key is to bring facts and data to the table, and think through the problems in a manner that is similar to taking on all kinds of business challenges.

    We also talked about the real business benefits from more diverse workplaces in the areas of innovation and growth or market share, the idea of the Illusion of Truth, the importance of listening to what the organization is saying about these issues, and some practical steps that organizations can take right away to become better and more inclusive workplaces, particularly for women in technology roles.

    You can listen to the show on the show page HERE, or by using the widget player below, (Email and RSS subscribers click through)

    This was a fun and interesting show, many thanks to Bianca for joining us this week on the HR Happy Hour.

    Many thanks to our show sponsor Virgin Pulse - learn more about their products and services at www.virginpulse.com.

    Reminder, you can subscribe to the show on iTunes, Stitcher Radio, and all the major podcast player apps - just search for 'HR Happy Hour' to subscribe and never miss a show.