Podcasts about paycor

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Best podcasts about paycor

Latest podcast episodes about paycor

PORCH Sessions
Damar Strong

PORCH Sessions

Play Episode Listen Later Jan 4, 2023 54:04


Emotional conversation that we enter into with heavy hearts as we continue to lift up Damar, the Bills, & Bengals following the scariest of events Monday night at Paycor. Pour your passion into helping lift up Damar Hamlin with all your vibes, thoughts, & prayers.

CX Chronicles Podcast
CXChronicles Podcast 189 with Joel Passen, Co-Founder at Sturdy

CX Chronicles Podcast

Play Episode Listen Later Dec 15, 2022 51:00 Transcription Available


Hey CX Nation,In this week's episode of The CXChronicles Podcast #189  we welcomed Joel Passen, Co-Founder at Sturdy based in Portland, OR.  Before co-founding Sturdy, a next-gen customer intelligence solution that detects and captures critical signals from everyday customer feedback, Joel served as the Head of Global Sales at Beamery leading enterprise go-to-market teams in the US and UK. In 2009, Joel co-founded Newton Software, a B2B SaaS company headquartered in San Francisco that was acquired by Paycor (2016). Prior, Joel co-founded Gravity Technologies, Inc., a company that owned and operated businesses in the talent acquisition industry. He led this bootstrapped company to be named to San Francisco Business Times' Fastest Growing Companies list in 2005, 2006, 2007, and 2008. In this episode, Joel and Adrian chat through how he has tackled The Four CX Pillars: Team,  Tools, Process & Feedback throughout his career + shares some of the tips & tricks that have worked for him across his own customer focused business leader journey.**Episode #189 Highlight Reel:**1. Why accidents typically happen at intersections & how to build traffic signals 2. Digesting & leveraging your customer data to build actionable insights 3. Focusing on net-dollar retention (NDR) rates as you scale your business 4. Why revenue & customer success operations is kindling for fire 5. Building signals that drive your customers towards up-sell, cross-sell & retention   Huge thanks to Joel for coming on The CXChronicles Podcast and featuring his work and efforts in pushing the customer experience and customer success space into the future.Click here to learn more about Joel PassenClick here to learn more about Sturdy AIIf you enjoy The CXChronicles Podcast, please stop by your favorite podcast player and leave us a review today. This is the easiest way that we can find new listeners, guests and future business leaders to join our customer focused community!And be sure to grab a copy of our book "The Four CX Pillars To Grow Your Business Now" available on Amazon +  check out the CXChronicles Youtube channel to see all of our customer focused business leader video content + our past podcast episodes!Reach out to CXC at INFO@cxchronicles.com for more information about how we can help your business make customer happiness a habit!Support the show

CinciNatter - The Bengals UK Podcast
CinciNatter Episode 192 - LIVE FROM PAYCOR STADIUM

CinciNatter - The Bengals UK Podcast

Play Episode Listen Later Nov 8, 2022 53:11


Paul records live from Paycor Stadium in Cincinnati, and he and Nathan discuss where the Bengals are at at the bye week, with a little help from Brian Callahan, Lou Anarumo and Darrin Simmons. Closing song: Pip Dankle 'Sluice Majority'

Brian Thomas
Smitherman - Will we ever see any money from the Paycor Stadium deal?

Brian Thomas

Play Episode Listen Later Nov 4, 2022 9:41


Impact Makers Podcast with Jennifer McClure
069: Prioritizing Self-Care to Ensure Your Best Performance and Highest Impact

Impact Makers Podcast with Jennifer McClure

Play Episode Listen Later Nov 3, 2022 41:42


Self-care isn't selfish. It is necessary. We truly can't pour from an empty cup and we can't help others if we're emotionally worn, completely stressed out, or too sick to help. In this episode I'm talking about self-care and the five areas I've been trying to improve for the sake of myself, my family and my business. I'll talk about the importance of sleep, rest and exercise, for our physical and mental well-being. Then I'll dive into the effects of gratitude on our happiness. I'll also discuss how caring for others can be a form of self-care. Lastly, I'll cover caring for your time. Finding balance and reclaiming your time can have a lasting impact on your life and I'm going to share how it changed mine. My goal is to help you understand the importance of self-care and how to practice it, proactively, without feeling guilty. I hope you enjoy today's show. Show Highlights: What is self-care? I'll give you my favorite definition and share a great quote to help you remember why it's so important. I'm going to share the five key areas of self-care and give you tips for each area. I'll share my stories about those areas too. I can't stress enough the importance of being proactive with self-care. Our bodies speak to us, sometimes loud and clear. If we don't listen, the consequences can be devastating. We're talking about self-care but I'm also going to share how caring for others is a form of self-care. Self-care has a physical, mental and emotional impact on our lives, our bodies and on those around us. Supporting Resources: Workplace from Meta: https://www.workplace.com/future  King University Online Paycor, Inc. Paycor, Inc. Self-Care for the HR Pro web summit presentation by Jennifer McClure Paycor, Inc. Web Summit (On Demand) The Five Rules for Self-Care By Shelly Tygielski Michael Hyatt  Ideal Week Excel Spreadsheet by Michael Hyatt Living Forward: A Proven Plan to Stop Drifting and Get the Life You Want by Michael Hyatt and Daniel Harkavy Full Focus Planner Oprah Super Soul Conversations: Tom Brady on Life After Football: "I Think About It More Now"  National Sleep Foundation Recommends New Sleep Times Shawn Achor website Shawn Achor 6 Daily Happiness Exercises The Happiness Advantage: How a Positive Brain Fuels Success in Work and Life by Shawn Achor Before Happiness: The 5 Hidden Keys to Achieving Success, Spreading Happiness, and Sustaining Positive Change by Shawn Achor Oprah Super Soul Conversations: Oprah & Shawn Achor on the Secret of Happy People Get More Done With Calendar Blocking – Amy Landino YouTube The Importance of Scheduling Nothing by Jeff Weiner Oprah Super Soul Conversations: The 5 Keys to Happiness That LinkedIn CEO Jeff Weiner Lives By    Connect with Jennifer: Send her a message: https://jennifermcclure.net/contact On LinkedIn: http://www.linkedin.com/in/jennifermcclure On Twitter https://twitter.com/JenniferMcClure On Instagram: https://www.instagram.com/jennifer_mcclure/ On Facebook http://www.facebook.com/JenniferMcClureSpeaker   *** Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com. Let them know I sent you.

HCM Technology Report
OCT 31: Paycor Unveiled its COR Leadership Framework; Workers Want Pay Transparency

HCM Technology Report

Play Episode Listen Later Oct 31, 2022 3:31


In this week's HR technology news roundup: Paycor launches leadership program. Employees (heart) transparency.

HR Collection Playlist
OCT 31: Paycor Unveiled its COR Leadership Framework; Workers Want Pay Transparency

HR Collection Playlist

Play Episode Listen Later Oct 31, 2022 3:31


In this week's HR technology news roundup: Paycor launches leadership program. Employees (heart) transparency.

HR Collection Playlist
Amazon Ain't FairyGodBoss of Me

HR Collection Playlist

Play Episode Listen Later Oct 21, 2022 51:28


After a weeklong hiatus, thanks to a little trek to Unleash in Paris, the boys are back and badder than ever. On this episode, they dissect the recent acquisition of Paycor and Talenya, the investment in Ten Thousand Coffees - which has nothing to do with actual coffee, by the way - and then play a little thumbs-up / thumbs-down with The Muse acquiring Fairygodboss, CareerBeacon buying Ruutly (a Canadian double-double, Tim Hortons-style), Glassdoor filters and TaTiO grabbin' that paper. Amazon is in a pickle again and Robot Baristas take on San Francisco (boycott THIS! workers).

RecTech: the Recruiting Technology Podcast
Indeed's New Pay Per Application Model

RecTech: the Recruiting Technology Podcast

Play Episode Listen Later Oct 21, 2022 5:44


In 2023, employers using global jobs site Indeed will pay only when a candidate starts or submits an application, rather than when they click on a job ad, as is currently the case. The migration from a pay-per-click pricing plan to a pay-per-application model has already begun with smaller employers and is expected to be completely rolled out sometime next year.  Employers will pay more for this upgraded experience, as the value of a legitimate candidate is higher than that of lots of unidentified clicks, but in the long run, pay-per-application will save employers money, as recruiters can zero in on more quality candidates faster, Hulce said. https://hrtechfeed.com/indeed-to-move-to-ppa-revenue-model-in-2023/ Beeline, a technology solution provider for managing the global extended workforce, today announced it has agreed to acquire Utmost, a next-generation extended workforce solutions company.  https://hrtechfeed.com/beeline-to-acquire-utmost-talent-intelligence-solution/  Paycor HCM, Inc. (“Paycor”) (Nasdaq: PYCR), a leading provider of human capital management (HCM) software, today announced the acquisition of Talenya, an AI-driven recruiting platform that automatically sources quality talent faster and at a significantly lower cost. Paycor expects to begin offering an integrated solution in the first quarter of 2023. https://hrtechfeed.com/paycor-acquires-talenya/ The Home Depot® launched a new jobseeker marketplace created to connect skilled tradespeople to hiring trades professionals in the construction and home improvement industries. Visit PathtoPro.com to learn more.

Locked On Sports Atlanta
Hittin' Hard with Jon Chuckery: Run It Down Their Throats & Georgia Tech Should Be Patient

Locked On Sports Atlanta

Play Episode Listen Later Oct 21, 2022 30:54


The Atlanta Falcons will be traveling to play the Cincinnati Bengals at Paycor stadium on Sunday. Arthur Smith will have his guys prepared to do what they do on the road. Jon Chuckery talked about how this matchup works out in the Falcons' favor. Secondly, the Atlanta Braves were known for being one of the best defensive teams in Major League Baseball. Dansby Swanson and Matt Olson are finalists for Gold Glove Awards at their positions. Probably the best defender on the team, Michael Harris, wasn't one. Jon Chuckery talked about how there wasn't a baseball reason for Harris not being a finalist. Lastly, the Georgia Tech Yellow Jackets came into their matchup against the Virginia Cavaliers with a two-game winning streak. The Yellow Jackets lost to the Cavaliers 16-9 on Thursday night. Jon Chuckery talked about how Georgia Tech should expand their coaching search as far and wide as possible. Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Chad & Cheese Podcast
Amazon Ain't FairyGodBoss of Me

The Chad & Cheese Podcast

Play Episode Listen Later Oct 21, 2022 51:28


After a weeklong hiatus, thanks to a little trek to Unleash in Paris, the boys are back and badder than ever. On this episode, they dissect the recent acquisition of Paycor and Talenya, the investment in Ten Thousand Coffees - which has nothing to do with actual coffee, by the way - and then play a little thumbs-up / thumbs-down with The Muse acquiring Fairygodboss, CareerBeacon buying Ruutly (a Canadian double-double, Tim Hortons-style), Glassdoor filters and TaTiO grabbin' that paper. Amazon is in a pickle again and Robot Baristas take on San Francisco (boycott THIS! workers).

The Chad & Cheese Podcast
Shredded: Talenya, Ten Thousand Coffees, Beeline, Utmost, Paycor, CareerBeacon & More

The Chad & Cheese Podcast

Play Episode Listen Later Oct 20, 2022 6:01


The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you by Recruitology.

PragmaticLive
Strategies For Leading and Empowering Effective Product Teams

PragmaticLive

Play Episode Listen Later Oct 14, 2022 30:24


What's the hallmark of a strong product team? Anna Turner, VP of Products at Paycor said there are two: being market-driven and stewardship of time and resources.   In this episode of Pragmatic Live, Rebecca Kalogeris, VP of marketing and product strategy for Pragmatic Institute, interviews Anna about empowering and supporting effective product teams   They discuss: What to look for when hiring a product manager How product teams can leverage data to improve collaboration and decision-making in the organization Strategies for nurturing emerging leaders Training For Your Team | Enroll in Foundations This course will teach your team how to identify and listen to the entire market and uncover strategic opportunity. They'll also learn how to implement the Pragmatic Framework. After completing the course, students are invited to join the robust and active Pragmatic Alumni Community where they will have access free learning opportunities and a library of Pragmatic tools and resources. Learn More

The Who Dey Den: a Bengals Podcast
Episode 81: QWhite a Win!

The Who Dey Den: a Bengals Podcast

Play Episode Listen Later Sep 30, 2022 23:08


It was a whiteout at Paycor, and the Bengals came out victorious. Taylor runs through the defensive plays of the game, as well as the good and bad of Zac Taylor playcalling. You can follow Taylor on Twitter @_taylorcornell for more Bengals musings.

Speaking to Influence
Ep 123: Nathan Peirson - CPO at Paycor: Creating and Managing an Engaged Virtual Culture

Speaking to Influence

Play Episode Listen Later Sep 26, 2022 33:50


When you have conversations with your team, are you looking to understand information or control the situation? According to HR expert Nathan Peirson, intention and authenticity are critical for engaging individuals and having meaningful conversations. This week Laura and Nathan discuss how leaders can put greater intentions behind their conversations and focus on engagement in order to drive performance and outcomes.   Here are a few things you'll learn during this conversation: How to help virtual employees get excited about the organization The impact of engaging team members vs. commanding and controlling them How to assess exactly what your stakeholders need to know Why Nathan is focused on “building buy-in” with every conversation How to empower leaders to engage their teams   During the 24-Hour Influence Challenge, Nathan inspires you to assess the effectiveness of your communication and create a routine follow-up process to track your growth.   Nathan Peirson is Paycor's Senior Vice President of Experience & Talent, where he oversees Paycor's Talent, Culture, Experience, and HR Business Partner functions. He's passionate about talent, leadership, and culture and about building an inclusive environment where all Associates can reach their fullest potential.   You can connect with Nathan via Linkedin: https://www.linkedin.com/in/nathan-peirson-5b48a29/   To learn more about Dr. Laura Sicola and how mastering influence can impact your success go to https://www.speakingtoinfluence.com/quickstart and download the quick start guide for mastering the three C's of influence.   You can connect with Laura in the following ways:   LinkedIn: https://www.linkedin.com/in/drlaurasicola LinkedIn Business Page: https://www.linkedin.com/company/vocal-impact-productions/ YouTube: https://www.youtube.com/c/VocalImpactProductions Facebook: Vocal Impact Productions Twitter: @Laura Sicola  Instagram: @VocalImpactProductionsSee omnystudio.com/listener for privacy information.

Future of Fitness
Bill Davis - ABC Fitness, Glofox, & Industry Consolidation

Future of Fitness

Play Episode Listen Later Sep 13, 2022 52:07


President and CEO, ABC Fitness Solutions Bill Davis joined ABC Fitness Solutions as its president in February 2019 and was then promoted to president & CEO in July 2019. Prior to joining ABC, Davis was the Chief Financial Officer of Paycor, Inc., a payroll and human capital management solution (HCM) provider. Previously, he was CFO of Blackboard, Inc., a Washington D.C. based education technology company and the global leader in enterprise technology and innovative solutions for millions of students and learners around the world. Earlier, Davis was the Chief Financial Officer at Allscripts Healthcare Solutions, a Chicago-based publicly traded healthcare IT company. Allscripts focused on providing solutions that advanced clinical, financial, and operational results throughout healthcare delivery systems. Prior to joining Allscripts, Davis was Controller and then CFO of Lante Corporation, a Chicago- based technology consulting firm, where he helped lead the company's IPO in February 2000 and subsequent sale in September 2002. From 1991 through 1999, Davis was a public accountant with PriceWaterhouseCoopers LLP. Davis earned his bachelor's degree in Accounting from the University of Cincinnati and his MBA from Northwestern University. He also is a Certified Public Accountant (CPA). Davis serves on the Board of Trustees for the University of Cincinnati Foundation, as well as on the Board of The Jack & Jill Late Stage Cancer Foundation. Previously, he was a board member and Audit Committee Chairman for Catamaran Corporation.

Earnings Season
Paycor HCM, Inc., Q4 2022 Earnings Call, Aug 23, 2022

Earnings Season

Play Episode Listen Later Aug 24, 2022 47:06


Paycor HCM, Inc., Q4 2022 Earnings Call, Aug 23, 2022

That's So Cincinnati
S2 Ep140: That's So Cincinnati: Paycor Stadium deal was so secret it had two code names

That's So Cincinnati

Play Episode Listen Later Aug 11, 2022 44:29


The effort to force  a stadium naming-rights deal between the Cincinnati Bengals and Paycor was so secret it had not one, but two code names. Internally Paycor called the deal Project SoFi, a nod to the name of the stadium where the Bengals played in the 2022 Super Bowl. Norwood-based Paycor was already a team sponsor, so talking about the Bengals' Super Bowl appearance wouldn't seem out of the ordinary.  Meanwhile, the Bengals' internal code name for the deal was Project Lightening, a name Elizabeth Blackburn, the team's director of strategy and engagement, came up with. It's a nod to Paycor's competitor, Paycom, which has the naming rights to the NBA's Oklahoma City Thunder Paycom Center. (Get it? Thunder and lightning.) And it references just how quickly the deal came together. Holmes and Carly Graman, Paycor's marketing and communications manager, revealed the code names and much more about how the deal came together on The Enquirer's "That's So Cincinnati" podcast.

Hear That Podcast Growlin': A show about the Cincinnati Bengals
Welcome to Paycor Stadium, Joe Burrow latest & Bengals v. Cardinals preseason preview

Hear That Podcast Growlin': A show about the Cincinnati Bengals

Play Episode Listen Later Aug 9, 2022 77:25


It's the end of an era. Paul Brown Stadium is now Paycor Stadium! Paul and Jay react to the stadium naming rights move before diving into the Bengals' depth chart. An update on Joe Burrow's recovery is followed by Mo Egger joining the podcast, and then PDJ and JM preview the preseason opener against the Cardinals. Plus, listener/YouTube viewer Q&A! Watch today's episode on YouTube: https://youtu.be/bq6F37d0CwE Listen to Mo's new podcast: https://bit.ly/3A750LE Follow Paul on Twitter: @pauldehnerjr Follow Jay on Twitter: @JayMorrisonATH Follow Mo on Twitter: @MoEgger Learn more about your ad choices. Visit megaphone.fm/adchoices

Locked On Bengals - Daily Podcast On The Cincinnati Bengals
The Paul Brown Stadium era comes to an end as Bengals sell naming rights to Paycor

Locked On Bengals - Daily Podcast On The Cincinnati Bengals

Play Episode Listen Later Aug 9, 2022 35:35


The Bengals have sold naming rights and will play in Paycor Stadium for the next 16 years, plus we take your mailbag questions including what to watch for in preseason game 1, where depth chart shakeups may occur, and who may get extended before the season starts. Find and follow Locked On Bengals on your favorite podcast platforms: Apple Podcasts: https://podcasts.apple.com/us/podcast/locked-on-bengals-daily-podcast-on-the-cincinnati-bengals/id1159723162 Spotify: https://open.spotify.com/show/7AObc0lh0WmQl5fJVgtajs Stitcher: https://www.stitcher.com/show/locked-on-bengals Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5tZWdhcGhvbmUuZm0vbG9ja2Vkb25iZW5nYWxz?sa=X&ved=0CAYQrrcFahcKEwio_sXtj8nuAhUAAAAAHQAAAAAQAg James Rapien and Jake Liscow take you inside the Bengals with the latest news, unique analysis, and insight on your favorite team, every day on Locked On Bengals. Part of the Locked On Podcast Network. Your team. Every Day. And follow Jake and James on Twitter, where they'll be sharing the latest news about the Cincinnati Bengals and talking with fans. Jake Liscow: https://twitter.com/JakeLiscow James Rapien: https://twitter.com/JamesRapien Podcast: https://twitter.com/lockedonbengals Support Us By Supporting Our Sponsors! Dave Download the Dave app from the App store right now for an Extra Cash account and get up to 500 dollars instantly. For terms and conditions go to dave.com/legal. Instant transfer fees apply. Banking provided by Evolve. Member FDIC. Built Bar Built Bar is a protein bar that tastes like a candy bar. Go to builtbar.com and use promo code “LOCKED15,” and you'll get 15% off your next order. BetOnline BetOnline.net has you covered this season with more props, odds and lines than ever before. BetOnline – Where The Game Starts! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Mo Egger
8-9-22 - Mo Egger and Paul Dehner Jr Talk All Things Bengals and Paycor Stadium

Mo Egger

Play Episode Listen Later Aug 9, 2022 41:47


The Who Dey Den: a Bengals Podcast
Episode 70: Paycor Stadium, and Other Training Camp Thoughts

The Who Dey Den: a Bengals Podcast

Play Episode Listen Later Aug 9, 2022 41:45


PBS is now... PS? A new stadium name is announced, but do we care? Plus, do any of these Training Camp stories matter: the defensive line embarrassing the OL Collins' balky back Burrow's continued absence Hurst's emergence Chase's usage You can follow Taylor on Twitter @_taylorcornell for more Bengals musings.

Mo Egger
8-9-22 - Mo Egger and Paul Dehner Jr Talk All Things Bengals and Paycor Stadium

Mo Egger

Play Episode Listen Later Aug 9, 2022 41:47


The HR Social Hour Half Hour Podcast
Episode 230 - Jon & Wendy talk to Aura María Huot

The HR Social Hour Half Hour Podcast

Play Episode Listen Later Aug 4, 2022 31:57


We're joined by Aura María Huot, Director of People & Culture for Lavallee Brensinger Architects in the greater Boston, MA area.  We talk about HR industry challenges, Hacking HR and launching "People & Leadership," and more! Aura's recommendations: https://twitter.com/uncommonjulie (Julie Quinne)  #HRCommunity How to reach Aura: https://twitter.com/AuraHuot https://www.linkedin.com/in/auramariahuot/ Register for Jon's webinar with Paycor 8/11/22 at 2 PM Eastern at https://www.paycor.com/resource-center/webinars/how-to-build-a-culture-of-high-performance/. This episode is sponsored by Namely.  Visit namely.com/hrsocialhour to make the change to Namely and get your first month free! Join us on the 2nd and 4th Sundays of each month at 7 PM ET for the #HRSocialHour chat on Twitter!  Be sure to check out our storefront (all profits go to charity): https://www.teepublic.com/user/hrsocialhour       

Richmond SHRM Voices
Rebuilding Mindsets Through Diversity of Thought with Dr. Shirley Davis - Juneteenth and National Pride Month Special Edition

Richmond SHRM Voices

Play Episode Listen Later Jun 17, 2022 27:19


Welcome to the Richmond SHRM Voices podcast brought to you by Paycor, stress-free software built to help HR leaders recruit, manage, pay and develop their people.We are excited to introduce Dr. Shirley Davis an accomplished corporate executive, global workforce management expert, a certified leadership coach, and a master of reinvention. She brings a high-energy, high-content, and high-value message to audiences all around the world. Dr. Davis recently served as our Richmond SHRM Keynote Speaker for our  8th Annual Diversity & Inclusion Symposium, Rebuilding Mindsets Through Diversity of Thought held this past May. In our last episode, we explored wellbeing trends and several effective practices that employers and HR practitioners can act on to support employee needs and enhance their total employee experience to combat the Great Resignation.  Today we are going to continue the conversation on Rebuilding Mindsets Through Diversity of Thought. June has become an incredibly significant month in America. Companies are exploring ways to recognize Juneteenth and National Pride Month. In recognition of both, we are excited to hear from our best-selling author of Diversity, Equity, and Inclusion for Dummies about actionable ways we can create an inclusive and diverse workplace for employees.  DEI Certificate of Mastery in “Cultivating Cultures of Inclusion, Equity, and High Performance,” August 10-12, 2022 VIRTUAL!!! Register today at https://lnkd.in/gvkXH4bX Diversity, Equity, and Inclusion for Dummies Get it here: https://lnkd.in/effz7XXy

L3 Leadership Podcast
Brian Moran on The 12 Week Year: How to Get More Done in 12 Weeks than Most do in a Year

L3 Leadership Podcast

Play Episode Listen Later Jun 7, 2022 47:27 Transcription Available


Episode Summary: In this episode of the L3 Leadership Podcast, Brian Moran discusses his framework for the 12 Week Year and shares how you can get more done in 12 weeks than most can in a year. 5 Key Takeaways:Brian shares his definition of accountability and what that means in relation to other people as a leader. He discusses why he wrote his book, The 12 Week Year.Brian talks about how shortening the timeframe to achieve a goal can bring clarity, momentum, and stress reduction.He shares the framework he provides leaders with to achieve their goals in the 12 Week Year.Brian discusses how he reviews his execution and results to accomplish more. About Brian: Brian is the CEO and founder of The Execution Company. He is a highly respected expert and accomplished executive who has developed a well-versed business perspective from his vast experience in consumer products, healthcare, food service, automotive and transportation and professional service sectors.Brian is the co-author of the New York Times bestseller, The 12 Week Year, a program developed to empower individuals and companies to achieve more in 12 weeks than what others accomplish in 12 months. The 12 Week Year philosophy and training program has been implemented worldwide with industry leading companies like Allstate, BBVA, Mass Mutual, Metronic, Merril-Lynch, Nationwide, Paycor, and Papa Johns.Prior to launching The Execution Company, Brian had leadership positions within Pepsico, UPS, Senn Delany Management Consultants, and National Automotive Corporation. Coupling his corporate experience with his entrepreneurial drive, Brian also co-founded Bio Inc, a health services provider specializing in wellness and medical surveillance performing on-site medical testing.A trusted strategic advisor and visionary, Brian volunteers his time to mentor promising entrepreneurs to refine, implement, and execute their business plans, and his charity work includes Susan G. Komen and CBMC. Quotes From the Episode:“In the end, you choose your consequences.”“Separate the starting from finishing.”“The 12 Week Year is about being great at a few things, rather than being mediocre at a lot of things.”“Do everything you can to grow.”Guest Resources Mentioned:The 12 Week Year  by Brian P. Moran and Michael Lennington12 Week Year WebsiteUncommon Accountability by Brian P. Moran and Michael LenningtonFeel the Fear and Do it Anyways by Susan JeffersOne Minute Manager by Kenneth Blanchard Ph.D. Connect with Brian:Website | Facebook | Youtube | Twitter | LinkedIn

CFO Thought Leader
Getting a Read on the World's New Realities | A Planning Aces Episode

CFO Thought Leader

Play Episode Listen Later May 20, 2022 57:43


Steve and Jack talk about the volatile business environment and what it means for business planning professionals. Featuring commentary and FP&A insights from Planning Aces: CFO Will Johnson of Iterable, CFO Adam Ante of Paycor, CFO Ryan Van Hatten of Prophix and CFO Steve Vintz of Tenable.

Planning Aces
Ep 11: Getting a Read on the World's New Realities

Planning Aces

Play Episode Listen Later May 20, 2022 64:21


Steve and Jack talk about the volatile business environment and what it means for business planning professionals. Featuring commentary and FP&A insights from Planning Aces: CFO Will Johnson of Iterable, CFO Adam Ante of Paycor, CFO Ryan Van Hatten of Prophix and CFO Steve Vintz of Tenable.

Elevate L&D
Virtual Development - Myths Busted and Lessons Learned!

Elevate L&D

Play Episode Listen Later May 16, 2022 31:02


In this episode, we'll talk about virtual learning and development, and what we learned was true (and not true!) about shifting in-person learning to the virtual world. We'll also discuss best practices for hybrid learning. Our host, Greg Goold, Founder and Principal Consultant at Arrow Talent Development, talks with Garlene Staton, Content Customer Experience Manager at Cornerstone OnDemand, and Jillian Hintz, Director of Learning and Development at Paycor. They will share the lessons they learned about quickly adapting training programs to their organization's changing needs.

Earnings Season
Paycor HCM, Inc., Q3 2022 Earnings Call, May 05, 2022

Earnings Season

Play Episode Listen Later May 8, 2022 50:01


Paycor HCM, Inc., Q3 2022 Earnings Call, May 05, 2022

CFO Thought Leader
799: When Metrics Do the Talking | Adam Ante, CFO, Paycor

CFO Thought Leader

Play Episode Listen Later May 8, 2022 48:23


  When Adam Ante first arrived at Paycor in 2017, the seasoned finance executive was tasked with prodding Paycor management to begin monitoring daily performance metrics. “At first, it was about building the relationship with the executive team so that they understood how important it was to understand how the company was performing on a daily basis,” explains Ante, who equates his task with shortening the distance between management and the company's data. “At the time, we were just piling a set of numbers and metrics into Excel spreadsheets daily and distributing them,” continues Ante, who upon his arrival was given the title of vice president of analytics. “We didn't know where all of the data was, and we didn't know always what it meant,” reports Ante, who notes that sometimes one manager might be sharing certain data that contradicted numbers being disseminated by another. For Paycor, the solution was to adopt a new data management framework, a process that began with first clarifying what the company wanted to know about its performance and then identifying which metrics would best reveal this information. According to Ante, “You begin by asking, ‘What should this metric really show?' And then you say, ‘Okay, now, where does this data come from? How do we access this data?''” Back in 2017, Ante recalls, most of Paycor's data resided within a single SQL server. “At every turn, this meant that somebody had to go in and figure out how to write SQL queries and pull the needed data together,” remembers Ante, who adds that the company subsequently upgraded its data infrastructure.   “The most important thing is the ability to bring the data together into a place where people can access it and measure it and put the right level of governance around it,” comments Ante, who observes that as more managers have gained confidence in the data and grown to better understand the information being provided, they've also grown accustomed to monitoring the metrics daily. Says Ante: “It can take a long time—it's a cultural shift.” –Jack Sweeney 

The HR Social Hour Half Hour Podcast
Episode 215 - Jon & Wendy welcome back Georgette Cartagena

The HR Social Hour Half Hour Podcast

Play Episode Listen Later Apr 7, 2022 30:19


We welcome back Georgette Cartagena, HR pro and owner of InternGal in Boca Raton, FL!  We talk about changes in intern programs over the pandemic, her own job search and change, and this may be the first episode where a guest gets a new nickname they came up with on their own.  Georgette's recommendation: https://www.linkedin.com/in/roselinejoseph/ (Roseline Joseph) How to reach Georgette: https://www.linkedin.com/in/georgette-cartagena/ https://twitter.com/InternGal_Geo https://www.interngal.com/ Sign up for Paycor's HR & Compliance Summit taking place April 13-14, 2022 at https://www.paycor.com/virtual-summit/. Check out our pal Rob Targos' "The Cerebral Podcast" at https://thecerebralpodcast.podbean.com/. Join us on the 2nd and 4th Sundays of each month at 7 PM ET for the #HRSocialHour chat on Twitter!  Be sure to check out our storefront (all profits go to charity): https://www.teepublic.com/user/hrsocialhour

WeCruitr Podcast
Raul Villar Jr. CEO Paycor: Lessons In Leadership

WeCruitr Podcast

Play Episode Listen Later Mar 28, 2022 44:20


Imagine, after working decades, building up your career, and you've reached the pinnacle of success becoming the CEO of a fast-growing company. It must be a great feeling. Then, out of nowhere, a pandemic surges across the world. There's not enough time to savor the moment, as Covid-19 hit and up-ended everything. This was the position Raul Villar Jr., the CEO at Paycor, found himself in. With Covid cases spreading, followed by the Delta and Omicron variants, Villar didn't have much time to savor his new position and had to act quickly in the face of uncertainty and chaos. A message made by the Governor of Ohio, who said that he'd suggest, if possible, to have people work from home for safety reasons, inspired Villar. To bravely move forward, instead of being paralyzed by fear, leaders need to set forth clear priorities and guidance. The Governor's advice prompted the newly appointed CEO to take the business virtual overnight to protect his team.

Do Hard Things
The 12 Week Year with Brian Moran

Do Hard Things

Play Episode Listen Later Mar 9, 2022 52:44


In this episode I have a great conversation with Brian Moran. Brian is a recognized expert in the field of leadership and execution.  Brian has over 30 years of expertise as a CEO, corporate executive, entrepreneur, consultant, and coach.      Brian's corporate experience includes management and executive positions with UPS, PepsiCo, and Northern Automotive. As an entrepreneur, he has personally launched and led successful businesses and been instrumental in the success of many others. In addition, he has consulted for dozens of world-class companies including Coldwell Banker, Mass Mutual, Medtronic, New York Life, and Tiffany & Co.   Brian is the co-author of the New York Times Bestseller The 12 Week Year, a program developed to empower individuals and companies to achieve more in 12 weeks than what others accomplish in 12 months.   The 12 Week Year philosophy and training program have been implemented worldwide with industry-leading companies including Allstate, BBVA, Mass Mutual, Medtronic, Merrill Lynch, Nationwide, Paycor, & Papa Johns. Brian authored Periodization: 12 Weeks to Breakthrough – A Guide to Creating Results through Focus, Commitment and Accountability, and is featured in business journals and periodicals.   If you enjoy the podcast, would you please consider leaving a short review on Apple Podcasts/iTunes? Your feedback is important to me and it would also take less than 60 seconds and make a difference in getting those hard-to-get guests as we expand our reach.    Join the Do Hard Things Newsletter: https://www.jaytiegs.com/pl/2147557565 Leave a Review - Do Hard Things on Apple Itunes: https://podcasts.apple.com/us/podcast/do-hard-things/id1548334976   Do Hard Things Store: https://do-hard-things-apparel.myshopify.com/collections/all?fbclid=IwAR0kawJc4ZJYgPD18gBBMyme7m1ak-B3MZh7rtk0wF6vzliBswjChkt9hBA   Do Hard Things Podcast Apple: https://podcasts.apple.com/us/podcast/do-hard-things/id1548334976   Join the Do Hard Things Nation Facebook Community: https://www.facebook.com/groups/158988156090630 Follow the Do Hard Things Podcast on Instagram: https://www.instagram.com/dohardthingspodcast/   Join The Forge Community:  https://www.jaytiegs.com/offers/Xoozz5sR/checkout   Connect with Jay:  Website:

HR Collection Playlist
Feb. 21: Paycor Intros Developer Portal; Lever Launches Winter Release

HR Collection Playlist

Play Episode Listen Later Feb 21, 2022 4:16


Paycor's new developer portal speeds data transfer, Lever deploys winter release. And more.

HCM Technology Report
Feb. 21: Paycor Intros Developer Portal; Lever Launches Winter Release

HCM Technology Report

Play Episode Listen Later Feb 21, 2022 4:16


Paycor's new developer portal speeds data transfer, Lever deploys winter release. And more.

Earnings Season
Paycor HCM, Inc., Q2 2022 Earnings Call, Feb 03, 2022

Earnings Season

Play Episode Listen Later Feb 6, 2022 43:43


Paycor HCM, Inc., Q2 2022 Earnings Call, Feb 03, 2022

RecruitingDaily Podcast with William Tincup
Paycor - How HR Leaders Can Overcome Burnout and Rebuild Resilience With Nathan Peirson

RecruitingDaily Podcast with William Tincup

Play Episode Play 30 sec Highlight Listen Later Jan 31, 2022 32:15 Transcription Available


On today's episode of the RecruitingDaily Podcast, William Tincup speaks with Nathan Peirson from Paycor about how HR Leaders can overcome burnout and rebuild resilience.What's next for many of us is changing. Your company's ability to hire great talent is as important as ever – so you'll be ready for whatever's ahead. Whether you need to scale your team quickly or improve your hiring process, Greenhouse gives you the right technology, know-how and support to take on what's next.

Along the Way Life's Journey
Jonathan Corr: Inflection Points

Along the Way Life's Journey

Play Episode Listen Later Jan 12, 2022 34:35


Jonathan Corr has served as a member on the Board at Paycor since April 2021. He served as CEO of Ellie Mae from February 2015 through October 2020, as its President from February 2013 through October 2020, and as its COO from November 2011 through February 2013. Following his retirement from Ellie Mae in October 2020, Jonathan acted as Executive Advisor to ICE Mortgage Technology through March 2021. Prior to joining Ellie Mae, he served in executive and management positions at PeopleSoft, Inc., Netscape Communications Corporation, KANA Software, Inc., BroadBase Software, Inc., and Rubric Inc. Jonathan holds a Bachelor's degree in Engineering from Columbia University and a Master of Business Administration from the Stanford University Graduate School of Business. He is on the board of directors and audit committee of the Mortgage Bankers Association, the board of directors of Independence Holdings Corp. and the board of directors of Reggora, Inc.   Follow Jonathan: LinkedIn: https://www.linkedin.com/in/jonathan-corr-28a7232/   Follow Carl: Instagram: https://www.instagram.com/carlbuccellatoofficial Facebook: https://www.facebook.com/CarlBuccellatoAuthor LinkedIn: https://www.linkedin.com/in/carl-buccellato-60234139 Website: https://toeverypageaturning.com   Produced by Social Chameleon: https://socialchameleon.us/

The Gamification Quest
Tracey Stokely: Using Escape Rooms for New Hire Programs

The Gamification Quest

Play Episode Listen Later Jan 12, 2022 36:34


Paycor wanted an exciting experience to enhance their new hire program. Tracey created a wildly popular escape room game to review their day's content and promote teamwork.  Her first version was an in-person pop-up escape room but when COVID hit, she had to pivot to rethink and redesign it to be a virtual escape room but preserve the most fun parts. About our Guest: Tracey Stokely is the principal instructional designer at Paycor in Cincinnati, Ohio. Paycor is an HR technology company that provides business leaders with the HCM software tools, expert advice, and responsive service so they can make a difference in their organizations. She specializes in eLearning design and development. Tracey's learning and development experience includes the software, contact center, and electronics industries. Tracey is a member of the Learning Guild, won Best Mobile Solution at DemoFest at the 2019 DevLearn Conference, and has been a speaker at several conferences.

HR Works: The Podcast for Human Resources
HR Works Podcast 172: A New Year for DE&I

HR Works: The Podcast for Human Resources

Play Episode Listen Later Jan 4, 2022 41:04


Amy Hull, Director and Head of Diversity, Equity, & Inclusion at Paycor, a leading HR software provider, joins to discuss why corporate-focused DE&I initiatives are stronger than ever going into 2022. Listen as she also offers advice to HR leaders looking to shift their hiring approach to be more diverse and one thing we should start doing to be more inclusive in the new year.

The Recruitment Hackers Podcast
The HR Transformation with Bob St-Jacques of Big Viking Games

The Recruitment Hackers Podcast

Play Episode Listen Later Dec 23, 2021 26:56


Max: Hello and welcome back to the Recruitment Hackers Podcast. I'm your host, Max Armbruster, and today on the show I've got a world traveler, a man who I first interacted with in Malaysia a few years ago and who has since moved industries and has worked in entertainment, in games today, and a few other, and oiling gas before, and is today the Director of People and Legal for Big Viking Games. Welcome to the show, Bob. Mr. Bob St-Jacques, I hope I'm pronouncing it right. Welcome to the show, Bob.Bob: All right, well thank you, Max, happy to be here.Max: Pleasure to have you. And of course, we interacted with Bob when he was leading the people function at a company called 7Geese which got acquired by Paycor which is a leader in OKR methodologies. So, for the HR performance enthusiasts that are listening, they'll be familiar with OKR methodology and it's a great foundation for start-ups. So, anyway, that's a little bit about your background but perhaps, Bob, I'd like to ask you to walk us back to the early days of how you ended up working in talent acquisition and dealing with people. Was it by design or by accident?Bob: It was by design because I had a very good mentor and it was, going back a few years, 1992 and I was going to get a master's in industrial relations with Cornell and my mentor suggested, he said, what do you want to do? I said, I wanna do HR. He said, no no no that's not gonna work.  He said what you need to do is pick a problem. Pick something that you wanna pour your heart and soul into and I said, well HR is basically broken, right? 91, 92, there was a recession going on in North America. I was working in Parliament at the time, so we were holding hearings, and nobody was happy. Employees, employers, communities would lay off. Nobody was happy. So, I said, hey look this is one of those problems that, like climate change, it's big and I can't fix all of it, but maybe I can fix something. So, he said, look if you wanna do that, go to law school and practice employment law then go into HR because you will spend the first five years learning from other people's mistakes. So that's exactly what I did. I went to law school, practiced employment law for five years and then got hired by my client. And basically, what I've done since 2000 is work on transformation efforts. So, in the beginning, they were turned around. So, I worked for a client who's called the Lens Crafters and they were in pretty rough shape, but if anybody wonders why I'm an optimist two and a half years later they're number 58 on the Fortune 100 best companies to work for list. Then I worked at Delta Airlines after 9/11, so I turned them around, right. So, this is why my optimism comes in. Moved to Dubai, things got a little bit more difficult because I had to help transform companies that were in scale-up and that were already growing about a hundred percent every year and how do you tell those folks, you're leaving money on the table you need to do more. So that was a further challenge and so I helped a lot of high growth organizations in Dubai, all over the Middle East, South Asia and Africa as well, worked in oil and gas in Nigeria for example. And then I went to the Far East and started focusing on tech, tech high-growth companies, tech scale-ups in that area and I've done the same thing here in Vancouver. So, the central theme is I've kept to my mission which is I want to help HR. And that's what I've done throughout my whole career. Sometimes, as you mentioned, being an OKR expert, spreading the love and the gospel of it, of OKRs, and sometimes there's goals more specific toward the company.Max: I think it's good advice for the young people to walk towards the problem, not away from the problem. You see an industry that's broken and a company that has issues and, you know, don't run away from it. That's an opportunity to make an impact and to work on a whole career duration on fixing something. I can empathize with that on my end. I saw a lot of broken things that I'm still trying to fix on high volume recruitment. So, maybe a word about Big Viking Games, your current company, which I understand has gone through some transformation over the last few months since you've been there for six months now. And we're gonna talk about how the talent acquisition strategy has been transformed to expand the talent pool. But can you set the scene for us, what does this company do?Bob: Yeah, so, Big Viking Games was started at, well I could tell you, it was 10 years ago in about a month. We just celebrated our 10th anniversary which is a pretty big deal. Only 4% of companies make it to 10 years so we had a fun event for everybody, and we managed to bring a bunch of people together. Now the challenge was six months ago is that the company had been making games but had been kinda flat-lined and just kinda been bumbling along for the past three four years. And so, they were looking to revive and expand. And the interesting piece is that in the gaming industry it's usually boom and bust all the time, right. Hire a bunch of people to make a new game, I'll make some money, oh you sold it off and then you drop the right number of employees and the revenue goes like this, it's big yoyo. So, what they decided was that's not sustainable and that's not great for employees. Employees in the gaming industry will tell you, yeah, I've been laid off and hired, right. You look at gaming LinkedIn profiles and they've all had 14 jobs in 10 years and it's not because they're job-hoppers, it's been most of the time because they've been laid off. So, the company decided to move towards a live operations model. What does that mean? It means they don't create their own games, they either expand things that they have, and they typically buy intellectual property and then expand it and run it. So that's a big switch from making games boom-and-bust to just kind of like very linear growth. And so, it's a challenge because you need different types of people, different types of mindset in that area.Max: Basically, in the oil and gas, it's like moving from being a builder to an operator.Bob: Correct. And so, there was the challenge. We need different types of individuals, different types of talents. and we needed to grow, and we were looking at acquisitions and so on. So fast forward, six months, what we have found ourselves is before we were in one vertical where we had a Facebook/Web games there which you know was alot so we had really high MPS scores. 70% of our players play our game 27 out of 28 days which is pretty impressive for games right. So, we got this loyal fan base. But now, we've attached, we've done an acquisition, we've expanded on a couple areas and so as folks will see throughout December, we will be putting out press releases in these areas. So, where we were in one verticals, we will not be in four verticals starting in January as we close these deals. So that's created some challenges and opportunity areas as well because we got new places we're expanding into and we're also expanding our current offerings. So, another piece of good news and we just got it less than 24 hours ago, again talk about the power transformation. When I joined, the Glassdoor score for the company was 2.2, when I said things are bumbling along, it was a bit in rough shape. Yesterday we were just notified by the Great Place To Work Institute that we are certified by them as a great place to work. So, when people talk about transformation is too hard, and I love the phrase that you used, running towards the problem. So, if you look at things as an opportunity in terms of aligning people behind the business strategy, OKRs and things like that, once you get alignment and you clarified the strategy for everybody, employees tend to follow along, right, to support you in that area, and that's what we found.Max: Congrats on the Great Place To Work and the transformation, I mean it's not a turn-around, but it's kind of a pivot for Big Viking Games and of course it does sound like a nicer environment for people who want a bit of stability after they changed 14 different jobs in 10 years. That could work your nerves out a little bit. Let's turn to the topic of talent acquisition and you changed the process there as well which you were telling me before we started recording. The testing has started to effect, the use of automated assessments, has changed the composition of your talent people and allowed you to expand to new talent pools. Bob: Correct. So, what we did was, again, because of the challenges that we face in terms of going into new areas we needed new and different talent, is that we decided to turn the whole selection testing paradigm on its head. Usually, people use these tools as deselection tools. So how do we get folks to get them out of the process. We test them and then that's it, they're out and so on. We turned that around. What we wanted to do was opt people in. Let me give you an example. Here's like, we were down to the basics. If we look at a situation where we're looking for a developer, an artist, and so on. Nowhere in the job description does it require these individuals to be excellent at creating resumes. And not to pick on developers, they're not, they're really really bad at writing resumes, right, and showing their skills set and so on and so forth. So, what we said was, you know, we get hundreds of applications, some case thousands of applications per position, you try to read through them the best you can, right. Most people they do a good job of communicating their skills, they tend to get interviews and so on. But what we did was like we're missing people; we're missing some diamonds in the rough. So, what we did was when we saw, we went beyond, right, when somebody was working at a grocery store, but like went down the resume and saw that they had worked as a developer before, right, and for whatever reason they're working at a grocery store now. But like fine. So, what we do is we tested these people in the beginning. And the quid pro quo is we said, look we'll test your own skills, resilience, and general ability, and you know what, we will give you the test, we will give you the feedback, we will give you your scores, the test, the report, everything, just work with us on this. Now here's what happened, if we would have taken one of those CVs which is in pretty rough shape and give it to the VP of Engineering, you would have said, are you kidding me, I can't. Now what happens is if this person's score is very high, intelligence, problem solving, resilience, and skills set, we can say, look this is a CV it's not so great, but look here we have documented proof that this person should be interviewed and move on to the next level.Max: So, the first time the candidate is speaking to somebody, a recruiter or somebody from your team, they've already done the assessments, how long does that assessment typically take. Half an hour, an hour?Bob: Yeah, no more than an hour, right, cause there's four components to it and then they're about 10-15 minutes each. Max: So, then the big question for a lot of employers is, you know this is a very high demand market. I'm sure for hiring artists and developers is very hard as well. How is that not shrinking your talent pool to a very miniscule amount. Sounds great, you know, of course, you get an assessment done before an interview, but that's not how recruitment used to be done. You used to, like, hit the phone and hunt these people. So how you filling the top of the funnel.Bob: In terms of the top of the funnel, those are coming through via ads and so on. So top of the funnel is fine for us. The important piece here is that when we were talking to the folks at various testing regimes, a lot of them said, when we said, hey we wanna offer the test back to the candidate, and they're like why? And I said, well that's the quid pro quo, that's the magic there. Because people will do things if there's something in it for them. Now there are, we use, for example, I don't know if I can say it maybe you could cut it out later if I'm not allowed to, but we use Test Gorilla. Test Gorilla has a certain amount of cache and individuals who take their test are allowed to use their results and give it to other employers. Max: I tried them out. I think they're great. Test Gorilla very easy to use and they have a very wide selection. They're a Netherlands-based company, all self-service, easy to use with APIs to integrate. So, love it.Bob: So that's what we do, right. So, we give people something and that's how we keep the testing level quite high. Now here's the interesting piece because we look at data, so I'm also a fellow in the Center for Evidence-based Management so I am really big on data, right. I wear a watch, I keep track, I can tell you what my macros were last Tuesday at 3pm. I am a fanatic about measuring everything. So, what we did was we said, okay what happened to people who went through the process. So applied or head-hunted, interview, tech test, our very difficult tech test versus applied, Test Gorilla, interview, tech test. What we found was that the uptake on our tech test during our traditional process was 50% five zero. When they took the quick test, got something for it, did the interview and had to do a very in-depth tech test, we're looking at about 85-90%. So, we nearly doubled the people. So even though we've added an extra level, again it's the counter-intuitive piece and this is why you need to look at data. Because if you were to ask me, I would have said, yeah, I don't think this will work. But it's important to measure what you do and put your scientist hat on and say, this is an experiment, it can blow up in my face or it can produce the most wonderful thing every. What we found is because we start by giving something, yes, they're investing their time but they're getting something back for it. People feel like, okay, you know, they continue with the processMax: How do you communicate to them that they're getting something? How do you let them know that they're gonna get something back?Bob: So, when we let them know that they've been selected for the initial test, we tell them, hey look, here's the advantages, you get to keep your test, here's the feedback, here's sample reports, and with some of the skills in tech testing, they're transferable and other employers accept. Max: Yeah, they can get like an act of accreditation that they can put on their profile or something. Bob: Correct, yeah, and it'll be verified by Test Gorilla.Max: Cool. Well, I certainly think you're not alone in making this happen right now. There's a change in candidate behaviors worldwide where they're getting used to it basically. There was an intuition from the TA community that this is too much, but that intuition is being tested and minds are changing on this topic, including mine. I can't believe the completion rates that I hear about for test that take 45 minutes to an hour and I'm shocked myself. Because I always assume that with the shrinking attention span of the young generations that we know about that this is something that they would not do. But well, that's why you gotta test your assumption.Bob: Yeah, and part, this came from one of my recruiters who tends to skew towards the younger generation, and he said, look people are taking these Buzzfeed and other quizzes all the time. There are millions of people, right. And they get a report back. You're a part of this house in Harry Potter and you're this type of potato, and you're this type of vegetable. You know, these people take those quizzes all the time. He said, look it's a higher level and it's something that's verified from a real company, like Test Gorilla. They got something that can help the in their job search and/or career and/or professional life. One other thing that I wish I could say, oh yeah yeah you know we totally planned this, again, because I look at the numbers and what we found by focusing on skills rather than ability to write a resume or CV is that for the past six months, 43% of our new hires are women and 52% are what we call here in Canada BIPOCs, so black, indigenous or people of color. So, again compared that to the rest of the gaming and tech industry, especially here in North America, we're doing quite well, we're on the right track. And I wish I could have said, oh we planned this, you know we did reach to certain group, you know, in those areas, but what we found again by focusing more on skills and abilities and less on the resume, we ended up with a much more diverse workforce. Max: Congratulations. That's the right way to go about it. Focus on competency, give everybody a chance. Glad to see it's paying off and helping you increase your DI metrics. There's maybe another element which is the fact that you're breaking down some of the borders and some of the geographical boundaries of your search and you were telling me how you're leveraging Canada as part of your employer brand. Can you share that story?Bob: Yeah, when the pandemic hit, the decision was made early on, and we basically cancelled our leases with our offices. We had two studios, one in London, Ontario which is about two hours west of Toronto and one is downtown Toronto, and so gone, studios gone.  So, they went all in on transitioning to 100% remote. Again, sounds very good in theory but everybody was learning on the go, so to speak, and you know you've seen all the stories from everywhere from LinkedIn to all kinds of magazines.Max: I've seen my own rental bills go down and I'm very happy about it.Bob: Yeah. So, the thing is then it's taking a lot of that and investing in different pieces. So, in terms of talent acquisition, what is 100% in what we call Remote Awesome. It's a campaign that we started where you're free to move about the world. So, it's telling our Canadian employees, look you're not stuck in Canada. If you wanna go work in Barbados or Mexico for the winter, you could do that too. In terms of recruitment, though, what's happened is we've done two fronts. We said, look, you can come work for us, we work on a concept of core hours, and we do asynchronous work, and you can stay where you are. You could then stay where you are for six months and come to Canada if you want. Or if you want to come to Canada, we will help facilitate your move to Canada. So we tend to take a wide open approach and say, it's up to you. People are at different points of their lives, so some folks come to work for us and boom, either we start the process fairly quickly and other folks will say, yeah next summer, you know, basically July 2022 is when I'd like to apply, it'll take x amount of time, that'll be perfect. So, we, by focusing on, hey either we're able to work based on your interest. Staying where you are, including asynchronous work so you're not working from 11PM to 7AM, some sort of horrible shift. You know maybe like for example, I start work at 5AM because east coast time and we have exec meetings in the morning. Why do we have that? Because some of our executive team is in India and they've been working the large part of the day, right. So, it's that kind of flexibility that we can offer people and say, no everybody in the world has to work eastern standard time hours. That's not the case. And so, we offer flexibility, stay where you are, move later or move now. And so, with that approach, we've managed to get some amazing talents. So, we've grown from employees in two countries when I've joined, we're now up to 14 countries.Max: And their contracts are, some of them are local contracts and some of them are Canadian contracts and some of them are consultant contracts?Bob: Exactly. So, it depends on how long they're gonna spend. So, if you're on your way here, it's a consultant contract, right. So, it helps with integration so we could show immigration, we know who they are, they've worked with us for a little while, bring them in. If they wanna stay there permanently, then we use a local vendor that we pay people through and so that makes sure that all the right deductions are made, and they get access to all the social benefits. For example, France, Netherlands, and the UK. I think in France I think there was like 27 deductions from an individual's salary. So that was interesting to see. But again ---Max: Now you know why I left the country. Bob: Yeah. But that's managed for us. So, we just pay one entity an amount for an employee, and they handle all the deductions and payments. Max: There are a lot of vendors helping with this domain now and I suppose people can reach out to you if they need some recommendations on how to source the right vendor here. Have you had a discussion internally about having local payrates? I mean, you said people can work from anywhere. So, I guess everybody is paid, there's no differences based on where you live and their cost of living. Usually, people have different pay scales for different, let's say, geographies.Bob: No, we run on CTC, which is concept called cost-to-company. So, we look at it, right, so some have higher social legislation requirements, we'll call it that, some have lesser, right. But at the end of the day, what we look at is what the company pays out overall. So that people are paid about the same no matter where they are in the world. Again, we focus on skills, competencies, and so where you are doesn't matter because we do have a fairly tough and rigorous hiring system. So, if you do get through it, we know you're qualified, we know you're able to produce a certain amount of work which has a certain amount of value and we will pay you, just like we pay everybody else that's in a similar position to you no matter where you are. Max: Great, that's great. We in my company also universal pay scales and I'm trying to ring them up to San Francisco standards, but some people on LinkedIn were saying we're not as generous as we should be, but we're working up to it. If the whole world could be paid like San Francisco that'd be awesome. We're working towards that. We're reaching the end of our conversation and there's one question I'd like to ask everybody that comes on the show which is to go back to a hiring mistake that you've made in the past that has stayed with you a little bit and that you had time to reflect on so that you can share with the listeners the lesson that they can take from bad hiring mistake. Of course, I'm not asking for individual name but rather how you took a misstep that one time.Bob: Yes, and so I'm gonna go a little bit against the grain, because I know I've highlighted that I tend to focus on data and information. So, one time I went through a process I was hiring a fairly senior member of my team, Global Recruitment Director, and you know we're getting close, and it was very exciting. When I was doing that, I was asking for references, and when I talked to these references, it was very, something was off. And I'm a lawyer and I could just ask people all kinds of questions, usually you could get them to admit the most horrific thing they did when they were thirteen years old. And I thought I was very good, but something was eating at me, like, I'm missing something, like something's wrong here in this area. And it turned out that I was not as prepared as I could be for those reference checks. Three months later, that individual turned into a nightmare on many fronts, internal, external. It did a lot of reputational damage to the company from that individual. And it's one of those pieces where I've learned where I was a little bit cocky, and I didn't listen to my gut. So rather than be the experimenter, you know what I mean, something came up, I should've asked more questions and I didn't because I was in a hurry and i wanted to find this person, and this individual seemed great, right. And I cut corners, didn't listen to my gut and ended up coming back to be quite embarrassing for me. Max: That's a tough one right because you said you're the data guy and the guts got nothing to do with it, we're trying to silence that thing. But in this case, something was wrong with the reference check. Can you expand on that a bit? What were maybe some signals?Bob: It was the guarded nature, right. I talked at high levels, we tend to be quite positive, right. So, when you talk to people and say, okay you know hey I'm going to be managing this individual what kind of development do you think that they need? And it was two references where there was a pause and I thought that was fascinating. On that pause, I should've jumped on that more. But it was ---Max: This person needs therapy. Okay. All right. So, listen to the pause when you're doing your reference checks because obviously nobody likes to say bad things about their former employees. It can be a treacherous territory so you gotta be very attentive. Good lesson for everyone to remember. Thanks, Bob, for coming on the show and sharing your experience in expanding your talent pool and transforming the recruitment process of Viking Games. It's been a pleasure. Bob: All right. Well, thank you for having me on.Max: Pleasure.

The HR Social Hour Half Hour Podcast
Episode 200 - Jon & Wendy welcome back Steve Browne again

The HR Social Hour Half Hour Podcast

Play Episode Listen Later Dec 23, 2021 26:21


To celebrate our 200th regular episode, who else could we have but #2 fan (and #1 in our hearts) Steve Browne?  We talk about guiding his organization through a major loss and redesigning work, what Steve's learned from the HR Social Hour community, and it's the first discussion we've ever had about the Bay City Rollers.  We are incredibly fortunate to call Steve our friend and he was the perfect person to celebrate this milestone with us. How to reach Steve: https://twitter.com/sbrownehr https://www.linkedin.com/in/steveb5/ Huge thanks to Paycor for sponsoring this episode!  Learn all about their offerings at https://www.paycor.com/. Join us on the 2nd and 4th Sundays of each month at 7 PM ET for the #HRSocialHour chat on Twitter!  Be sure to check out our storefront (all profits go to charity): https://www.teepublic.com/user/hrsocialhour

P&L With Paul Sweeney and Lisa Abramowicz
Markets, Hiring, Supply Chain, And The Ski Industry

P&L With Paul Sweeney and Lisa Abramowicz

Play Episode Listen Later Dec 23, 2021 26:42


Danielle DiMartino Booth, CEO and Chief Strategist at Quinn Intelligence, LLC, discusses Omicron's effect on markets and gives her 2022 market outlook. Raul Villar, CEO of Paycor, talks about the Great Resignation and its impact on retailers and hospitality. Chieh Huang, co-founder and CEO at BOXED, discusses going public, the outlook for his company, and the supply chain. Rusty Gregory, CEO of Alterra Mountain Company, talks about the skiing industry and the outlook for winter outdoor experiences amid the Omicron outbreak. Hosted by Paul Sweeney and Kriti Gupta. See omnystudio.com/listener for privacy information.

Earnings Season
Paycor HCM, Inc., Q1 2022 Earnings Call, Nov 09, 2021

Earnings Season

Play Episode Listen Later Nov 11, 2021 48:50


Paycor HCM, Inc., Q1 2022 Earnings Call, Nov 09, 2021

TD Ameritrade Network
Paycor (PYCR) CEO On Earnings: Revenue Beats Estimates

TD Ameritrade Network

Play Episode Listen Later Sep 1, 2021 9:03


Paycor (PYCR), a software-as-a-service provider, develops payroll and human resources software to provide its clients with services. The company recently launched a recognition feature as a part of the human resources product offering. Its CEO, Raul Villar Jr., weighs in on earnings as revenue beat estimates and provides a growth outlook. How will the stock continue to perform?

The SecureWorld Sessions
The Resilient and Secure Organization

The SecureWorld Sessions

Play Episode Listen Later Dec 1, 2020 39:47


What does a resilient and secure organization look like? What are key strategies and technologies these organizations should have? How does a resilient organization empower its employees? In this episode, we glean insights from Adam Leisring, Chief Information Security Officer at Paycor. Also, we have new research from Trend Micro. The latest report is called "Inside the Bulletproof Hosting Business: Cybercriminal Methods and OpSec," and it's a fascinating read. See the link below to download. Thanks to Trend Micro for being our Premiere Podcast Partner. Resource Links: •  Adam Leisring on LinkedIn: https://www.linkedin.com/in/leisring/ • Trend Micro report, "Inside the Bullet Proof Hosting Business": https://www.trendmicro.com/vinfo/us/security/news/cybercrime-and-digital-threats/inside-the-bulletproof-hosting-business-cybercrime-methods-opsec •  SecureWorld Virtual Conferences: https://www.secureworldexpo.com/events The SecureWorld Sessions podcast gives you access to people and ideas that impact your cybersecurity career and help you secure your organization.

bWise
Marketplace Evolution with Raul Villar, CEO of Paycor

bWise

Play Episode Listen Later Feb 18, 2020 24:07


This episode offers insight from Raul Villar Jr about the evolution of the payroll market into a more holistic emphasis on human capital management, and the advantages that American companies now enjoy as a result. Raul shares three key principles he learned as a young man that have anchored his personal success, and the six guiding principles of Paycor. Raul speaks to his methods for change management, and the power that comes from challenging our routines. Our conversation comes full circle as we discuss Raul's career path within the industry and we hear his advice on how to kickstart and sustain an inspiring and successful career.

Max Potential Habits
MPH#54 - Execute a 12 Week Year With Guest Brian Moran CEO & Founder Of Brian Moran and Company

Max Potential Habits

Play Episode Listen Later Nov 11, 2019 36:10


Today's episode is a MUST LISTEN interview with guest Brian Moran, the New York Times best-selling author of The 12 Week Year. Amanda and Brian dive deep into business building challenges, success strategies and the power of executing action driven by the 12 week year method. You're definitely going to want to favorite this episode so you can listen again and again! Episode Highlights: *The Success Curve *Common Business Building Challenges *Staying in the Game *Not Enough to Know - MUST EXECUTE *Periodization *The Power of 12 Week Planning *Goals & Outcomes vs Tactics & Actions *Tracking & Keeping Score Brian's Top 3 Max Potential Habits: 1. Always Hungry to Learn 2. Stay Connected to Vision 3. Know There's a Price to Pay Links to Brian: New 12 Week Year Planner - www.12weekyearplanner.com 12 Week Year Performance Coaching - https://12weekyear.com/coaching-experience The Accountable Leader - www.accountableleader.com YouTube: https://www.youtube.com/user/ExecutionCompany/videos Brian's Bio: Brian is the leading authority on leadership, execution and productivity. As CEO and Founder of The Execution Company, Brian is a highly respected expert and accomplished executive, who has developed a well-versed business perspective from his vast experience in consumer products, healthcare, foodservice, automotive, transportation and professional services sectors. Brian, is the co-author of the New York Times Best Seller, The 12 Week Year, a program developed to empower individuals and companies to achieve more in 12 weeks than what others accomplish in 12 months. The 12 Week Year philosophy and training program has been implemented at over 50 companies including Allianz, BBVA, Becton Dickinson, Dunkin Brands, Mass Mutual, Medtronic, Meritage Homes, Nationwide, Papa Johns Pizza, Paycor, State Farm, and many more. Prior to launching The Execution Company, Brian held leadership positions with PepsiCo, UPS, Senn-Delaney Management Consultants and National Automotive Corporation. Coupling his corporate experience with his entrepreneurial drive, Brian also co-founded Bio-Inc., a health services provider specializing in wellness and medical surveillance performing on-site medical testing. In addition to The 12 Week Year, Brian authored Periodization, and is featured in many leadership business journals and periodicals. A trusted strategic advisor and visionary Brian volunteers his time to mentor promising entrepreneurs to refine, implement and execute their business plans.