This episode dives into the controversial and widely debated topic of performance reviews within the workplace. Drawing from personal experiences and current studies, the hosts examine the effectiveness and impact of traditional performance review systems.

Episode Highlights:

The Problem with Performance Reviews: Citing studies from Gallup and SHRM, the episode begins by highlighting the general dissatisfaction with performance appraisals, described as time-consuming, demotivating, and biased.

McKinsey's Approach: Discussion on McKinsey's "up or out" performance management strategy and its implications for employee motivation and workplace culture.

Personal Anecdotes: Michelle shares her experiences and the emotional toll of administering performance reviews, critiquing the forced ranking system that fails to genuinely engage employees' potential.

Alternative Perspectives: The episode challenges traditional performance management practices, questioning their purpose and effectiveness in fostering a supportive and productive workplace environment.

Bias in Reviews: The hosts discuss research indicating gender bias in performance evaluations, where women often receive vague feedback that hinders their professional growth.

Solutions and Alternatives: The conversation shifts towards alternative methods of performance assessment, including more frequent, constructive feedback mechanisms that aim to genuinely support employee development.

Links and Resources

Gallup Study

SHRM study reference

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In this episode of the Lead to Soar podcast, co-hosts Mel Butcher and Michelle Redfern, along with special guest Erica Jefferson, tackle the pervasive challenges within the recruitment industry. The discussion centres on the inefficiencies and impersonal nature of recruiting practices, advocating for a radical transformation that prioritizes human connection, candidate care, and the dismantling of outdated systems. Through trio sheds light on the importance of networking in job acquisition, critiques the reliance on artificial intelligence in recruiting, and proposes actionable solutions aimed at creating a more inclusive, efficient, and respectful hiring process.

Episode Highlights

• The Human Element in Recruitment: The episode kicks off with statistics from HubSpot and CNBC, revealing that a significant majority of jobs are filled through networking, and many positions never reach public advertisement. This underscores the importance of human connections in the job market.

• Critique of Current Practices: Erica Jefferson passionately criticizes the grueling and often dehumanizing interview processes that resemble an episode of "The Hunger Games," highlighting the industry's failure to value genuine talent and potential.

• Call for a Recruitment Revolution: The conversation calls for a comprehensive overhaul of the recruitment process, drawing parallels between the transformation seen in the taxi industry with the advent of Lyft and Uber and the potential for similar innovation in recruitment.

• The Role of AI in Recruitment: The trio expresses scepticism about the reliance on AI for solving recruitment woes, emphasizing that technology alone cannot replace the nuanced understanding and empathy of human recruiters.

• Impact on Brand Equity: Michelle Redfern points out how poor recruitment practices can tarnish an organization's brand equity, stressing that candidate experience is integral to the company's overall reputation.

• Open Hiring as an Innovative Model: Mel Butcher introduces the concept of open hiring practiced by a company associated with Ben & Jerry's, which simplifies the hiring process by removing interviews and selecting candidates based on their willingness to work.

• Leadership and HR’s Role in Engagement: The discussion touches upon the limited influence HR has on employee engagement and the necessity for executive leaders to play a more active role in fostering a positive organizational culture.

Leadership Call to Action

• Revitalize the HR Function: Leaders are encouraged to reconceptualize the role of HR within their organizations, integrating technical skills, strategic thinking, and a genuine care for employee wellbeing into the fabric of HR practices.

• Embrace Metrics That Matter: Companies should adopt meaningful metrics to evaluate the effectiveness of their recruitment processes, focusing not just on filling positions quickly but on the long-term success and satisfaction of hires.

• Prioritize Candidate Experience: Recognizing that every interaction with a candidate reflects on the brand, companies must ensure their recruitment practices are respectful, efficient, and aligned with the organization's core values and strategic goals.

• Consider Alternative Hiring Models: Leaders are urged to explore innovative recruitment strategies, such as open hiring, to simplify the process and focus on the essential qualifications and willingness to work.

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In this thought-provoking episode, Mel, Michelle, and Erika discuss the intersection of human resources (HR) and artificial intelligence (AI), exploring the implications, opportunities, and challenges that HR professionals face in the era of AI-driven automation and decision-making. As organizations globally adopt AI technologies to enhance hiring processes and operational efficiency, the trio sheds light on the necessity for HR to evolve, the fears surrounding job replacement, and the critical need for strategic, informed decision-making within HR departments.

Episode Highlights:

• AI in Hiring: Reflection on the widespread use of automation and AI in hiring processes among Fortune 500 companies, including robot avatars and resume scanning algorithms.
• The HR Fear Factor: Erika discusses the anxiety within HR communities about AI potentially replacing human jobs, highlighting a general lack of analytics and technology training within traditional HR roles.
• The Need for HR Upskilling: Both Erika and Michelle emphasize the urgency for HR professionals to acquire technology and analytics skills, not only for job security but also to ensure they can contribute strategically to organizational growth and ethics in AI usage.
• Generative AI and Bias Concerns: The conversation touches on the risks associated with generative AI, such as biased algorithms influencing hiring decisions, underscoring the importance of knowledge and ethical considerations in AI deployment.
• Strategic Role of HR in AI Era: Michelle stresses the potential for HR to act as a conduit for upskilling the broader organization in AI literacy, while also advocating for HR itself to undergo significant upskilling.
• Legal and Ethical Implications: Erika warns of the increasing likelihood of lawsuits arising from misapplications of AI in HR, pointing to a crucial need for bespoke, organization-specific AI solutions to mitigate risk.
• Cultural and Organizational Transformation: The discussion extends to the role of HR in driving cultural and organizational change, advocating for a transformational approach to HR that leverages AI for strategic advantage rather than mere cost-cutting.

Leadership Call to Action

• For HR Professionals: Embrace technology and analytics training. Engage with AI tools critically and ethically. Innovate in your role to become a strategic partner in your organization.
• For Organizations: Invest in upskilling HR teams. Consider the development of bespoke AI solutions that align with company policies and ethical standards. Promote a culture of continuous learning and adaptation.

Lead to Soar is a global online network for businesswomen, a podcast, and we host live-streaming and in person events to help women have a career that soars! The podcast is hosted by Mel Butcher (melbutcher.com) and Michelle Redfern (michelleredfern.com)

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