Rayanne Thorn

BUSINESS, HR

Stephen Lynn: The Heart of HR Technology is Still the People

CEO Stephen Lynn, “We think about data security all day long.”

Stephen Lynn, Chief Executive Officer – Dovetail Software

Stephen Lynn
“We (at Dovetail) have people who live and breathe thinking about security. What we do at the core is storing, transmitting customer / employee data. So that is what we have to live and breathe and think about.” – Stephen Lynn

Check out this great interview and learn what’s on Stephen’s mind:

On Employee Happiness: “What drives development of HR software. The heart of it is still people. Most CEOs will tell you that their biggest assets are their people. But do they walk the talk – do their actions follow their words? You will find lots of companies, CEOs, and senior management who will talk about the wellness or the importance of their people or the happiness of their people. But how many actually concentrate or focus on that – and what is the impact of that? .” – Stephen Lynn

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Dwane Lay, “There’s Nobody Busier than the HR Practitioner”

Dwane Lay, “Customer Experience means the Whole Life Cycle of the Customer”

Dwane Lay, VP – Customer Experience – Dovetail Software

“I think that really everything after the sales process, you are building the relationship upfront, but it’s the management piece after that doesn’t always get the attention it deserves. We hear a lot of people talk about their relationship with the vendors never gets better than right before they sign the contract. The whole, You’ll do anything to get me as a customer, why won’t you do anything to keep me as a customer? We try to make sure we do everything to make our customers happy.” – Dwane Lay

Check out this great interview and learn what’s on Dwane’s mind:

  • Customer Experience is a Partnership with the Client
  • Having HR Experience Makes a Difference in how you serve an HR Department
  • How being a Lean Six Sigma Black Belt and Process Designer assists in his role
  • The Biggest Problem with HR Technology
  • HR Experience + Great Developers = Great HR Tech Product
  • Lean HR, eliminating waste to do your job better
  • Retooling HR by John Boudreau
  • Dwane writes about Planning for Long-Term HR System Success.
  • On Twitter: @DwaneLay

On Lean HR: “Lean Tools, generally speaking, they look at our business processes and how do eliminate waste, how do we get better at what we do, how do we get faster, how do we take care of our business operations with fewer resources applied to it – usually it’s just clearing out the nonsense. With Lean HR, it really started as a passion project for me to look at these tools that are available – that quite frankly, are not that complex, but you have to have someone teach you how to use them. We don’t do a good job in HR of teaching people Root Cause Analysis tools, Decision-Making Tools – we don’t tend to include that in the curriculum.” – Dwane Lay

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Kane Frisby, “By HR, For HR”

Kane Frisby, “Using HR Data to Serve the Whole Organization”

Kane Frisby, Chief Strategy Officer – Dovetail Software

“The majority of HR teams are probably running unhealthy and getting fit takes a bit of effort. We like to help HR departments run themselves and we keep our product up-to-date.” – Kane Frisby

Check out this great interview and learn what’s on Kane’s mind:

On Getting HR Fit: “If you are running on-premise software or are still using post-it notes and spread sheets, there are products out there for you, like Dovetail to help you get HR fit. You are probably running unfit software, take a good look out there.” – Kane Frisby

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Matt Yunker: Sales Ethics and Integrity

Matt Yunker, “Showing Efficiency and Savings”

Matt Yunker, Director of Sales with a Focus in Healthcare

“One of the reasons I came to Dovetail was the integrity of the organization. Ethics is a big deal to me. You just can’t lie to a customer. I see it over and over. And I  think ‘Lies by Omission’ is a big issue in sales, where you just don’ tell them and you let it go and you deal with it later. If I were the customer, how would like to be I like to be sold to? What would I like to know up front? I need to know so that I can make an educated decision.” – Matt Yunker

Check out this great interview and learn what’s on Matt’s mind:

  • Dovetail Employee Engagement Suite
  • Healthcare Focus
  • By HR, for HR
  • A Product that gives HR a voice at the table
  • Organizational Wellness
  • Sales Ethics and Integrity
  • Acting with Integrity can determine Organizational Wellness
  • Efficiency and Savings
  • Why Conference Attendance is important
  • Matt Writes about Sales Ethics

On Integrity: “Those that are operating at an unethical manner or with a lack of integrity? I think it comes from the top down – they are driven by the bottom line and it comes from senior leadership that says, ‘This is what I want to see and I don’t care how you get there.’  And, fortunately, our organization isn’t like that — one of the reasons why I came to Dovetail was I felt our senior leadership had integrity.” – Matt Yunker

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Russ Resslhuber: Change is a Constant in HR

Russ Resslhuber, “We can posit that change is constant!!”

Russ Resslhuber, Senior Sales Engineer with Dovetail Software

Russ, what is the best part of your job:

“It’s never the same — every prospect we meet with – though they may have the same fundamental needs, will have a different perspective on them, on what matters the most , on how they want to tackle solving them. And sometimes, you do encounter new problems you haven’t seen before, new questions that haven’t come up. And that is what keeps it interesting, it is never the same thing twice.  I’m also really pleased that the produce we have, Dovetail Employee Engagement Suite, designed as we like to point out ‘Designed HR, for HR‘ – really does address virtually all of the needs we encounter. We have very rarely come up with a situation where we not able to come up with a really good solution for a problem that was presented to us by a prospect.”

Check out this great interview and learn what’s on Russ’s mind:

  • Dovetail Employee Engagement Suite
  • Common Issues and Challenges for HR departments today
  • Updates and Upgrades to software today that benefits HR
  • The Advances of SaaS and HR Tech today
  • Impacting Organization wellness
  • “We can posit that change is a constant”
  • Data – Is HR doing enough with the data they collect?
  • Automation: keeping current with changes
  • “Measuring what’s of interest today”
  • The importance of configureable technology to the HR departments of today

On HR Case Management: “Fundamentally – what HR Case Management is about, is understanding what’s going on. It’s developing data that is precise and detailed about what kind of issues employees are encountering, what kind of questions are they asking, how are we responding to them. It really is fundamental in being able to even answer the question, how are we doing? what are we doing right? what are we doing wrong? where can we get the biggest bang for our buck?”  – Russ Resslhuber

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR, PERSONAL GROWTH

Ben Gotkin and the Launch of ATAP – The Association of Talent Acquisition Professionals

Guest Ben Gotkin joins Rayanne to chat about the launch of ATAP, The Association of Talent Acquisition Professionals

iHR logo

HR Latte, episode 101

ATAP

Ben Gotkin, has been in recruiting his entire career – starting fresh out of college. For the past four years, has been a consultant and trainer with Recruiting Toolbox.  A volunteer at heart, Ben has seen the value of collaborative learning through out his career; Ben started RecruitDC in 2009 and it has grown a great deal.  He met Gerry Crispin, Lifelong Student of Recruiting, back in 2002. Gerry and Ben recently partnered to strategize, build, and launch The Association of Talent Acquisition Professionals.

The mission of ATAP to represent the interests of Talent Acquisition Professionals at every level worldwide.

“I said to Gerry, Hey — all the stuff we are doing locally is great, I’m really thrilled with what we’ve got off the ground in DC  but to really solve the issues, the challenges we face in this profession, what are some of the things we could potentially do to really impact that? – Ben Gotkin

How ATAP Came to Be:

  • The formation of working committees to define what the organization should be what the foundation should look like
  • A Review Board who vetted and debated what the committees came back with
  • Hard Launch in early 2017
  • Formation of  Board of Directors

Check out ATAPglobal.org

How to Join the Organization:

  • Establishing Board of Directors with a Passion for Talent Acquisition
  • Charter Membership
  • General Membership

It feels like recruiters have grown up, in a way…

“Agency recruiters have been around forever. Corporate Recruiting has really exploded within the last 20 years. Specialities within the recruiting profession have started to emerge in the past dozen years or so: sourcers,  employment branding specialists, outsourced organization: RPOs. In a lot of ways, we are in our teenage years, in terms of where the profession is going. All of this has happened by necessity.” – Ben Gotkin

Tune in to find about what’s going on with the soft launch of the Association of Talent Acquisition Professionals and the future of the organization

The Future of ATAP

  • Ethics & Advocacy
  • Education – building a common body of knowledge
  • Building Standards with Common Training
  • Organizational Growth

On Twitter

@BenGotkin
@Ray_anne
and @HRLatte

*Click here for past Episodes 1-66

HRLatte is made possible by:

Dovetail Software logoDovetail Software delivers web-based solutions & help desk programs that enable organizations to reduce administrative & support costs, diagnose & resolve complex business problems, and increase efficiency, while improving support.

Rayanne loves hosting talk radio and continues to hone this craft in every way possible by creating and hosting several educational and promotional radio shows, hosting & moderating webinars and podcasts, as well as a featured host on intrepid.media.

For more information about how you can use online radio or podcasting to educate your target audience or customer, compliment your marketing efforts, and grow your brand recognition, feel free to message Rayanne on Twitter, LinkedIn, or via email at rayanne@intrepid.media.

BUSINESS, HR, WELLNESS

Dan Erickson: Company Culture DNA

Dan Erickson, “The eHarmony of Jobs is actually eHarmony!”

Dan Erickson, Vice President of Elevated Careers by eHarmony. Elevated Careers was created to match job seekers / candidates with employers based on the three vital components of compatibility: competency, core work values, and personality fit with hiring manager.

“It’s all about cutting back on that regrettable turnover, finding the quality candidates and job seekers that will fit in with your culture, based on engagement – those who will have that emotional and meaningful connection to their work and to your company – so it’s not just about happiness, necessarily, it’s engagement – it’s about finding meaning in your job and your company.” 

Check out this great interview and learn what’s on Dan’s mind:

  • Measuring Engagement at Work
  • Redefining “Work is Work”
  • The shift in how we think about work
  • The Evolution of Culture
  • 70% of US Workers are actively NOT engaged in their work
  • Wellness – Organizational and Individual
  • HR & Recruiting: Become a Profit Center instead of a Cost Center
  • Elevated Careers: Creating a Company Culture DNA

On Engagement: “Engagement at work effects everything at a company, not just the working relationships, but right down to the bottom line. Studies show that companies with engage employees outperform those without by over 202% – plus a 35% swing to the stock price of public companies – it effects the bottom line, it effects the actual productivity.”  – Dan Erickson

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Charlie Judy: Unleashing Human Potential

Charlie Judy on intrepidHR!

Charlie Judy, Founding Partner with Work XO, LLC, talks about the work he does at Work XO – a “culture shop” – at a genetic level providing data and intelligence to helping clients align culture with potential and growth.

Human doesn’t happen organically, it is a little ironic and – but it doesn’t happen when its enveloped in this institution we call work.” 

Check out this great interview and learn what’s on Charlie’s mind:

  • Being Intentional about Your Culture
  • The Right Culture
  • The reinforcement and clarification of Culture
  • The Evolution of Culture
  • The Institution of Work
  • Remaining Relevant in the World of Work
  • Tuning Out the Noise
  • Unleashing Human Potential

On Culture: “You can’t look at your employee engagement score and say that ‘we have a strong culture’ or ‘we don’t’ – that is an indicator but you need to get deeper and understand which behaviors in your culture are actually driving your success.”  – Charlie Judy

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Stacey Harris: The Impact of Data

Stacey Harris on intrepidHR!

Stacey Harris, VP of Research and Analytics at Sierra-Cedar, talks about the work she does at Sierra-Cedar, as well as the research they have been doing for the last 19 years.

“Some great thought leadership research called The Annual HR Systems Survey, with results launched every year at the HR Technology Conference & Exposition.” 

Check out this great interview and learn what’s on Stacey’s mind:

  • Nine years ago, we weren’t even talking about “the cloud”
  • Are we making employees’ lives better?
  • Payroll in the Cloud
  • Globalization of Business Today
  • “Paying it Forward” – is the HR industry more connected than others?
  • New to the Survey – Social Responsibility
  • The Benefits of Diversity
  • The true impact of real data

On Diversity: “I think organizations are paying much more attention to their brand – they are also paying attention to it (regulatory) if they are going to track this from a data perspective, so they can no longer claim ignorance.” – Stacey Harris

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.

BUSINESS, HR

Mike Rude: The Future of HR

Mike Rude: SVP & CHRO at Option Care

Mike Rude, Senior Vice Vice President and Chief Human Resource Officer at Option Care, talks about his work, the work that Option Care does, and the future of HR.

“The future of HR and the role that technology, in particular business analytics, will likely play in the human resources space over the next few years…, There’s so much data out there – what is the most relevant information and what are the relevant metrics – what are things that really have meaning to business outcomes – not just ‘things that can be measured’.  I’m not sure anyone has the silver bullet on the ideal set of business analytics.” 

Check out this great interview and learn what’s on Mike’s mind:

  • The Futue of HR and the role of Tech in that Future
  • The Value Proposition to Your Customers
  • Measuring the Right Analytics
  • Revenue per Employee?
  • How is it different in Healthcare HR?
  • The constant changes in Healthcare, and the influences those changes have
  • Progress – will we see it?

“There are still the basics you need to deliver, these is still the transactional aspect of  employing people that you still have to deal with on a day in and day out basis. You still have to pay people, you still have to get that right…  I do think millennials will push the envelope and force companies to think very differently about you attract and keep people.” – Mike Rude

**For more interviews from our live #HRTechConf coverage, click here. Our goal is to bring you the brightest and most talented individuals in HR and those who develop, market & sell  technologies which benefit and support HR processes & practices.