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Exit Interview by Patrick Donegan — Newsletter #99.5

By: Patrick Donegan

For some time, I’ve been looking for one “source” that curates modern takes on HR Tech, perspectives from the people who build it, and its impact on enterprise — something that’s tailor-made by professionals for decision-makers.

I never found it — so I decided to build it.

Every week, I’ll be sharing fresh insights on tech platforms, design, data, and the future of work — straight to your inbox.

My Thoughts

Curious why you’re not reading the 100th edition of Exit Interview this week? We have some incredibly special content lined up for this exciting milestone — so special, in fact, that I decided there was no better way to close out 2022. 🎇 🗓️  Therefore, we’re building suspense this week with the regularly-scheduled, irregular edition of Exit Interview, #99.5.  

In case you weren’t on the edge of your seat already, I’ll give you three hints about what’s coming next week:

  1. We’ll be featuring a true thought leader and trailblazer of diversity and inclusion in the workplace. (Such a trailblazer that DE&I didn’t even have a name yet).
  2. We’ll be sharing our wins and what’s-to-comes with all of you.
  3. We’ll be celebrating the holiday season in an incredibly fitting manner. 

Talk soon! 😊

– Patrick

Tech Innovation at Work

Talent acquisition and applicant tracking system (ATS) software Fountain ⛲ has launched new automated scheduling and interviewing features for users. Over the past few years, research has shown that, as the recruiting process becomes more complex, manually scheduling interviews for applicants can take anywhere from 30 minutes to two hours. ⏱️ For companies with high-volume hiring needs (a large proportion of Fountain’s user base), that time suck can add up very quickly. Fountain CEO Sean Behr identified the need to improve recruiter experience as a primary driver for the new features — which integrate into existing human resource information systems (HRIS). 💻 🔄 🖥️ And Fountain Board Member Daphne Carmeli spoke to the need for new tools for modern work experience, saying, “Particularly for organizations who are hiring for hourly roles, recruitment teams are constantly trying to fill positions with employees who are ready to work. To address evolving economic needs, TA teams should identify their current ineffective and time-intensive hiring processes, and look for ways to automate and streamline efficiencies.”

GRAPHIC: SAPIA.AI

Speaking of hiring, a much-adored AI recruitment software from down under 🇦🇺 🦘will be entering the US market next year. Australia-based company Sapia.ai (formerly PredictiveHire) has spent several years developing recruitment and ATS tools that eliminate bias and identify the best candidates based on skills — something resumes often fail to capture. Sapia.ai is used by multi-million dollar organizations 🧠 around the world to increase workforce diversity, speed up time-to-hire, and automate hiring processes without sacrificing candidate quality. What I like about Sapia is that, while many other companies are implementing and marketing automated tools, this organization is investing in driving more equitable artificial intelligence for all. So mark your calendars, and check out their research and public resources for AI framework here. 👈

The Changing Workplace

In honor of the World Cup ⚽ 🏆, HR Executive looked at what people ops can learn from the art and sport of soccer. Here’s a tl;dr of their takeaways:

  1. Strike the right balance between offense and defense. Business is like a soccer game: you have to know when to play it safe and when to take risks. Especially in times of economic uncertainty (a phrase I’m coming to dislike almost as much as new normal) leaders need to think strategically about “defensive” measures, such as budget cuts that may hurt organizational performance down the road. 
  2. Learn to adapt like never before. Those who watched Croatia defeat Brazil saw just how impactful true agility can be in gaining and maintaining an upper hand. Establish a culture of change, and make the experiences positive by including people at all levels of the organization.  
  3. Practice “radically human communication” to foster true teamwork. Business is a team sport. The strongest organizations are those with cultures that prioritize collaboration and inclusivity over individual performance.
  4. Celebrate success, no matter how big or small. Soccer games are won one goal at a time. In times of uncertainty and burn out, finding ways to share as many wins as possible across an entire organization is an easy way to inspire individuals and encourage innovation. 

When we push past the 🎁 gifts, food, twinkling lights — and stories of strangers sneaking into our homes in the middle of the night — we remember that the holidays are really about one thing: gratitude. This has been a challenging year in every sense of the word for many people. As leaders, the holiday season is a perfect and welcomed opportunity to lay a strong foundation of trust and engagement by expressing gratitude in a way that’s thoughtful and sincere. But…how? Even though it’s the thought that counts, there are techniques for maximizing the impact of a thank you. Take a look at this piece for four tips on giving the gift of gratitude. ♥️

GIF: TENOR

Gartner has released data 📊 from a June 2022 survey outlining the performance improvements that come with adopting human-centric work models. After reading it, I’ve come to see this work model as an improved version of the current hybrid work experience we’re adapting to — hybrid 2.0 if you will. I highly recommend giving it a read to familiarize yourself with the fascinating guideline pillars of human-centric work models. 🗃️

Editor’s Picks

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Patrick Donegan

Chief Strategy Officer

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