David Wohlreich

🌟 Exciting News for Talent Management Professionals! 🌟 I’m thrilled to announce the publication of a groundbreaking article in the Consulting Psychology Journal led by people scientist Scott Hines, PhD and co-written by other Amazon colleagues and me (while I was still at Amazon) titled, “An Alternative Path to Unlocking High Potential Talent: Universal Models Beware”. This insightful piece, delves into the intricacies of identifying high-potential talent within organizations overcoming the challenges of using a single defined measure of potential. After all, who is tired of using the definition, “ability to move up 2 levels within the next 3-5 years” 🙄? We all know it’s more than vertical moves. So we lead in this article with “potential for what?” Here are some insights from the article: 🔍 Redefining Potential: The article challenges traditional notions of potential, advocating for a behavioral framework that aligns with strategically critical roles. It’s not just about climbing the ladder; it’s about finding the right fit for every rung. 💡 Innovative Methodologies: By integrating multiple theoretical constructs and utilizing behavioral ratings, this study paves the way for predicting employee readiness for future growth opportunities. 🚀 Strategic Alignment: Discover how to harness the power of growth potential within current roles and promote a culture of internal talent development. Join us in celebrating this significant contribution to the field of talent management. Let’s reshape the future of organizational growth together! #TalentManagement #HighPotential #LeadershipDevelopment #OrganizationalGrowth #PeopleSciences Feel free to share this post and spread the word about this innovative approach to talent identification and development! 🚀 The article is in press and will be published soon. Comment below your thoughts or interest on the topic! Shane Driggers Deeanne King Derek Potter Jennifer Schnack Wendy Gauvry Sal Leone, Ph.D. Allan Church, Ph.D. Steve Hunt Michael Arena Marc Effron Jim Shanley Alexis Fink

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Headspace has come out with their new Workforce Trends Report and the results just might surprise you. Of all the workers surveyed, 77% said that work stress had negatively impacted their health, 71% said work stress had caused a relationship to end for them, and 40% said work had caused mental health issues. More employees reported that leaders in their organizations had talked about mental health. This year 89% said they had conversations at work about mental health, up from 35% in 2020. HR leaders and managers are the ones on the frontlines of the mental health crisis in the workplace. Workplace leaders must show support to employees, offering them access to quality, comprehensive programs to help and benefit their mental health. #HRStrategies #MentalHealth #WorkplaceStress #StressAwarenessMonth

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Big news today, with the announcement of the Pay Transparency Alliance. I wanted to share some background and thoughts. But before I do, I want to start with a huge "thank you" to Timmy Lundin and Oscar Meivert - who got if from an idea into a vision and a reality. Amazing work guys! As all should know by now, Pay Transparency is a key focus area to me and the company - as well as to the entire Rewards and HR community the coming years. So - with everthing that is going on, does anyone have a full overview? Honestly? No. But, by gathering the best solutions and brightest minds in the area, across geographies and solutions - we will get there. We are here to ensure you get updated insights and the right assistance, help and solutions. All in one place. Nordic Reward Partners is therefore naturally one of the founding companies, and I take on a position as Founder, together with brilliant people from Sysarb, Benify, gradar - as well as all the members and ambassadors that all are absolutely key for the relevance of the alliance. We are many - and will logically expand further over time, to ensure we cover all geographies and angles. Take a look at both the dedicated linkedin page (https://lnkd.in/d3GTrcdG) and join it for news. More than 700 people are already members! I want to make a great shoutout to the massive list of amazing people that are part of this alliance. Just have a look at this list! Sarah Maximilian, Eligijus Kajieta, Paul Puustinen, Marie Wikander, Oliver Coakley, Alistair Fraser, Adam Horne, Lisanne Metz, Maria Waller, Dennis Telkamp, Dirk Stienaers, Axelle Peeters, Philipp Schuch to mention some... Looking forward to working with all of you - and not the least; find the best possible solutions to all companies that are struggling on finding the best ways to navigate in various areas in the time to come! This means we combine the knowledge of the FPI Fair Pay Innovation Lab gGmbH, of Open Org as well as a number of key providers and leaders in geographies across Europe. There is only one thing to say: Lets go!

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Mark Simpson  I appreciated your session last night with JESS VON BANK and Jason Averbook. One of the spin offs of AI  in the hiring process is this type of data. Hiring Managers think they treat all candidates equally at interview... but they don't. This information together with studies from other AI companies such as BrightHire, Screenloop are helping to give useful feedback around how male interviewers treat female candidates differently at interview: - interruptions - the type of of questions they ask, - male coded chit chat - length of interview - number of interviews - the reduced time they give women to answer - how men dominate the conversation I have pulled together some of the data from different sources here here via 3Plus International https://lnkd.in/eUbxnybk This is really important information which any Hiring Manager should be aware of. #recruitment #interviewing #AI #jobsearch

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The new year is almost here, are you ready for the numerous HR trends shaping the workforce in talent, compliance and technology? Prepare now to navigate new frontiers. #ADPHRTrends2025

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The impact of AI on #HR is transformative, enhancing both efficiency and effectiveness in various HR functions. In the #publicsector, AI can support streamlining administrative tasks such as #recruitment, talent management, and employee engagement by automating repetitive processes like screening resumes, scheduling interviews, and managing employee data. AI-powered analytics provide insights into workforce trends, enabling data-driven decision-making for strategic workforce planning and performance management. Additionally, AI can support diversity and inclusion efforts by reducing unconscious bias in hiring and promotions. Overall, AI helps HR professionals focus on higher-value activities like talent development and fostering #employeeengagement, leading to a more agile and responsive public sector workforce. As cloud-based systems like Workday becomes ever more present across international organizations, the integration of AI assistants such as Galileo by the Josh Bersin Company can make a great impact on the way we do conduct our business across the public sector. Find out more below.

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I’m so curious about how people are using AI tools in their day-to-day work within the People/HR space. Selfishly, I’d love to see more LinkedIn posts in my feed with practical tips -- the small ways people use tools like ChatGPT, NotebookLM or Perplexity (or others). The little hacks or useful prompts can be just as valuable as the new products that seem to be launching every day. There’s so much to learn! I find myself asking almost everyone that I run into to share a recent prompt they used that surprised them with what came back. One tip I’d like to share comes from Jessie Lloyd Roberts, PHR, my teammate on the People Team here at Nextdoor. Like many teams, we use personality assessments to help with team development (we use SDI from Core Strengths), and Jessie took it a step further by feeding our team’s profiles into a Google NotebookLM. This turned the AI into an informed partner that offers insights on how we can collaborate better. After a recent offsite where we reviewed our profiles, we uploaded those notes to the AI as well. Now, we have an AI partner—our own AI HRBP—ready to offer tips on working together. For example, I can prompt it with, “I need to have a direct conversation about a challenging issue that's come up. What are 2-3 things I should consider with my approach to the discussion?” or "I really want to celebrate this person, what are some ideas that takes their profile into account in how they like to be recognized?" As a people manager, it's been a really useful tool for me to quickly remember the different styles on the team and what to look out for....

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The California Pay Transparency Act (SB 1162), effective from January 1, 2023, aims to enhance wage equity and transparency within workplaces. It mandates that employers with 15 or more employees disclose salary ranges for job openings, encompassing all positions within the company. This transparency initiative extends to sharing pay ranges with current employees upon request. Additionally, private employers with 100 or more employees are obligated to annually report median and mean hourly pay rates by gender, race, and ethnicity for different job categories to the California Civil Rights Department. This reporting requirement serves to pinpoint potential wage gaps and promote accountability in pay practices. Moreover, employers must maintain records of job titles and wage histories for each employee during and post-employment for up to three years. This record-keeping provision facilitates investigations into pay discrimination allegations, ensuring a fair and equitable work environment. Non-compliance with the California Pay Transparency Act can result in penalties, including fines, for employers failing to disclose salary ranges accurately or report pay data as mandated. Upholding these regulations is crucial for fostering fair pay practices and reducing disparities, particularly those rooted in gender and race.

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Struggling to Land Your Dream HR Role? You’re not alone. Thousands of HR professionals feel stuck, unable to break into Workday-powered organizations. Why? Because Workday skills aren’t optional anymore,they’re essential. Most institutes offer little to no real world value since they are only concerned with extracting money out of their students and once they have done that, they don't really listen to: -your doubts -your queries -your problems -your dreams Also,In UK, US, Australia and Canada, most Workday courses cost a fortune ($1000–$3000) and leave you with little practical knowledge. Not anymore. Introducing Workday HCM Batch-76 This isn’t just another online recorded course. It's an instructor led course where I will handhold you every step of the way. ✅ 8 Weeks of Hands-On Access: Practice real-world HR and Workday scenarios. ✅ 40 Hours of Live Training: Direct guidance in 6 power-packed weeks. ✅ Personalized Mentorship: 1:1 help to solve your unique career challenges. ✅ Resume & Interview Coaching: Be job-ready by solving assignments. ✅ Advanced Topics Simplified: Integrations, Staffing Models, Business Processes, Custom Reports,EIB, Calculative field and more.. Designed For: -HR professionals & recruiters looking to upskill. -Career-gap moms and dads ready to relaunch. -Young professionals aiming for global HR roles. Why Join Batch-76? 🌏 Global Value, Local Pricing: Get training worth $3000+ for just $515 internationally or ₹35,000 for Indian students. 🌟 Expert Guidance: Learn directly from a corporate Workday pro with real implementation experience. 💼 Practical case studies and live projects that employers value. 📅 Starts January 10, 2025, Monday to Friday(11th or 12th, January 2025-Batch Orientation Session is scheduled) 🕗 Morning Batch: 8–10 AM IST(GMT+0530) | Evening Batch: 8–10 PM IST(GMT+0530) If you have read till here Comment “ENROLL” below for discount pricing: International Students: $480 (no processing fees)(UK, US, Canada, Australia....) Indian Students: ₹32,000(Don't judge- PPP is what i vouch for) Seats are limited! and are filling fast. I won't entertain more than 10 to 20 people in a single batch For me the quality of the course and the experience of the live setting for the students matter the most. This way every one is heard and every one of the student's doubts are cleared. We will practice implementation together. Don’t miss out on Batch-76. Ready to Take Action? Let's go #workdayhcm #careergrowth #hrtransformation #upskillnow #workdaytraining #workday #learnworkday #learnworkdayhcm #studyworkdayhcm #studyworkday

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📊 𝗔𝗱𝗱𝗿𝗲𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗦𝘁𝗮𝗴𝗻𝗮𝗻𝘁 𝗗𝗶𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗣𝗮𝘆 𝗚𝗮𝗽: 𝗔 𝗖𝗮𝗹𝗹 𝘁𝗼 𝗔𝗰𝘁𝗶𝗼𝗻 📊 Recent data from the Office for National Statistics reveals a concerning trend: there has been 𝗻𝗼 𝘀𝗶𝗴𝗻𝗶𝗳𝗶𝗰𝗮𝗻𝘁 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗽𝗮𝘆 𝗴𝗮𝗽 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗱𝗶𝘀𝗮𝗯𝗹𝗲𝗱 𝗮𝗻𝗱 𝗻𝗼𝗻-𝗱𝗶𝘀𝗮𝗯𝗹𝗲𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝘀𝗶𝗻𝗰𝗲 2014 In 2023, the pay gap stood at 12.7%, with non-disabled employees earning a median hourly pay of £15.69, compared to £13.69 for disabled employees. One of the reasons for this stagnation is the lack of legal obligation for companies to report on the disability pay gap. As Elizabeth Stevens from Birketts notes, the absence of statutory requirements means that many employers are not taking the necessary steps to address this issue. It’s time for employers to take action. Joining the government’s Disability Confident initiative is a step toward better supporting people with disabilities and creating a more equitable workforce. Let’s work together to ensure that all employees have the opportunity to thrive and are compensated fairly for their contributions. ❓ How does your organization actively monitor and assess its pay gaps, particularly regarding disability and gender? What steps are you taking to ensure transparency and accountability in addressing these disparities? By leveraging Brightmine compensation planning capabilities, organisations can take meaningful steps toward ensuring equitable pay for all employees, ultimately contributing to a more diverse and inclusive workforce. #DisabilityPayGap #DiversityAndInclusion #EquityInTheWorkplace #Accessibility #EqualOpportunities #DisabilityConfident

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Sharing these thoughtful ChatGPT prompts to the #HR community for creating good communications with job applicants using #AI. And saving, for me as there's some great advice on prompting using a #persona and ways to reduce #bias. #peopleanalytics #HRTech #jobpostings https://lnkd.in/g_caThv2

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Are your employees thriving or just surviving? isolved s Voice of the Workforce report reveals what 1,000+ employees say matters most. Discover ways to reduce burnout, boost engagement and support growth. Download now!

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People are a business' most valuable asset. Learn how HR professionals can use AI and recognition to better understand their employees and capitalize on their skills.

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I'm putting out the bat signal to my TA/HR connections 🦇 What does TA / HR look like in 2035?    It’s a question we have been kicking around with the House of Visionaries community. Now 80+ strong following our London launch event earlier this year.    We are co-creating a future-focused report covering a brief look at today, the megatrends that will shape our future, and the practical steps needed to elevate our functions. The report aims to empower TA and People leaders with practical steps, and some thought on overcoming potential challenges on the horizon, helping you influence and plan for the future.    By contributing to this survey you'll get first dibs on the findings and insights from the UKs most influential leaders.    Complete this anonymous 5-minute survey and write “FUTURE” in the comments if you want a copy of the report 😉 Gita Selli - Cellei Ben Rutter Christina (Smith) Harris Robert Hussey Shaun Robinson Oli Urpi Lucy Pidgeon Oliver Davies Calum Kirkcaldy Craig Travers Ozzie Clarke-Binns   https://lnkd.in/erqv23fw

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Is your organization ready for pay transparency laws? According to HR Dive, many employers are unprepared for the growing wave of legislation requiring salary disclosures, which could impact hiring and employee trust. How is your company navigating this shift? What strategies do you think are essential to prepare for pay transparency? https://ow.ly/78Ez30sJ1tu

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what questions do you ask if... you're a CHRO who wants to know more about the people in the org counter-intuitive - don't start asking about the culture or HR stuff ask about work here are 4 Qs to start with: 1. what are you working on? 2. what are your personal goals this quarter + month? 3. What have you achieved? 4. How have you been challenged to grow recently? how are you logging this info? what Qs would you add?

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Still struggling with the hiring grind? Top talent's a hot commodity. That’s what makes the hiring game tough. Build a great talent pool, keep them engaged with #LeapOnboard and convert your top talent into employees. #EVP #Recruitment #LeapOnboard #CandiadateEngagement

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TA Leaders – 7 things top performers do In my conversations with hundreds of TA Leaders Here are 7 common themes from top performers ⁃           Focus on what matters most to your business ⁃           Have 3 or less initiatives ⁃           Be OK not addressing everything ⁃           Make it easy for stakeholders ⁃           Be operationally excellent ⁃           Focus on results with the metrics executives care about ⁃           Be cautious with guidance from those who get paid to talk on stages or benefit from large complex change agendas DM me if you would like to discuss Rooting for you!

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🎙️ Buckle up, folks! I'm about to drop some truth bombs at the WorkBravely virtual conference! 💣💥 Topic: "Surviving Election Chaos: How to Keep Employees Engaged During Political Turmoil" 🗳️🔥 Join myself and Kristen Swigart, PhD from Culture Amp, in a moderated conversation with Yennie Rautenberg-Loya, PCC from Bravely as we dive into the deep end of the political pool – no floaties allowed! We'll explore how to: ✅ address the immediate impacts of political turmoil on the workplace ✅ strategies for creating a neutral yet inclusive environment ✅ foster communication and leadership during uncertain times ✅ come up with practical approaches to maintaining productivity and engagement and so much more... If you haven't registered already, change that now! Link to register is in the Comments section. #EmployeeEngagement #Politics #Inclusion

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