Stacey O'Neill

🎉I'm thrilled to announce that my latest article, "Should Companies Encourage All Employees to Use ChatGPT?" is now published in SHRM's HR Magazine! 🎉 Curious to know more? Check out the full article here: https://lnkd.in/eb7wuCSm I'd love to hear your thoughts and experiences with AI tools in the workplace. #HR #ArtificialIntelligence #ChatGPT #BusinessInnovation #EmployeeEngagement #FutureOfWork #HRMagazine #SHRM

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Calling all Govcon Leaders! Ready to elevate your leadership team and get to the next level? Join us for a coaching webinar on Tuesday 6/25 at noon to find out how! Register at the link below. #coaching #govcon

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Mastering the fundamentals in talent acquisition is key. In an insightful conversation with Terri Lawless of Stop & Shop, we dive into the essence of effective TA. Terri highlights the importance of sticking to basics, despite the allure of new technologies and changing landscapes. She shares her strategy for managing requisitions, understanding candidate pools and ensuring a stellar candidate experience. Listen to the full episode, linked in the comments below. #Talent #Recruiters #Recruiting #HRTech

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“A storm is coming for HR. It’s not one or two things. It’s the worst kind of storm, with many forces that will come together at one time,” told some 26,000 HR leaders attending the SHRM Annual Conference & Expo 2024 (SHRM24) on June 24, in Chicago and virtually SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP. “We have to do something. We can’t stand still and be pummeled by it. We can’t run from it. We can’t hide. We must run into it.” HR has dealt with volatility before, Taylor said in his Main Stage speech, noting that the pandemic, the Great Resignation, and other challenges over the past few years have helped HR prove its worth and influence. But the next set of challenges is shaping up to be much more difficult. “This time, it’s not time-limited by the pandemic or the economy or by war,” he said. Instead, the challenges are going to “disrupt our workplaces, the lives of our people, and the health of our businesses continuously for decades to come.” Talent and education shortages. Reskilling demands. Massive quiet quitting. The radical disruption of AI. Uncivil workplaces. - were mentioned by him as the key HR challenges for the next decade. Meanwhile, SHRM’s new Civility Index—which gauges how often people say they have experienced or witnessed uncivil behavior—finds that incivility is plaguing the workplace. And things will only worsen with the U.S. presidential election coming up this fall. Lucky those workplaces where HR is present and, most importantly, is not taken for granted of not made only a service. If you are the CEO and you have HR professional in your team, that you treat as thought partner and a guardian, you probably are protected. But what about the businesses, where there's no HR yet? What about startups and scale-up companies, where HR is only represented by the recruiter? EudAImonic.io have got you covered - DM me and I will walk you through how we can help make sure your workplace is free from hostile and uncivil practices and buttoned up in terms of compliance requirements. #workplace_violence #workplace_hostility #AI #compliance #communication #professionalglobalmanagement

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Struggling to Recruit and Retain Veterans? Finding and keeping the right veterans can be challenging, but strategic approaches can make all the difference. Here are 6 key strategies to streamline your process: ✅ Use Veterans for Recruitment: Engage veterans with recruiting experience to bridge communication gaps and better match military skills with civilian roles. ✅ Participate in Transition Events: Attend or host veterans’ transition events to connect with potential candidates early and review resumes before the competition. ✅ Network with Transitioning Veterans: Invest in transition-focused career fairs and online networks to access and understand veterans’ needs and skill sets. ✅ Ensure Inclusive Job Postings: Adjust your job requirements to reflect the skills and attributes veterans bring, even if they don’t match every industry-specific requirement. ✅ Move Promptly: Veterans value stability and quick decisions. Be swift with your offers to avoid losing top talent. ✅ Involve Current Veterans and Families: Leverage the insights of current veterans and their families in recruiting, interviewing, onboarding, and mentoring to improve fit and retention. Ready to transform your hiring strategy? Let’s connect and turn your veteran recruitment challenges into opportunities for success. Need support with your hiring needs? Visit hiregi.com #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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CASE STUDY LHH's tailored coaching and assessment solutions helped a global aerospace and defense manufacturer support their high-potential leaders following a merger and transformation. Our customized approach led to: ➡️ 99% agreement on development plans ➡️ 96% participant engagement in coaching ➡️ 95% line manager support The program's success tripled volumes the following year. See how we did it ➡️ https://lnkd.in/gguiNRyx #LeadershipDevelopment #WorkforceTransformation

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At this week's AIRIP conference in Tysons, VA keynote presenter Rachel Briggs OBE shared research and advice on how organizations can benefit from the Diversity Dividend. One key takeaway for me was Rachel's comment, "If you want to be different, do different." In my experience, everyone theoretically likes the idea of change, but, in reality, change can be difficult. There are the traditionalists, as well those who think, "if it ain't broke, don't fix it," and others who may simply be fearful of change. Security functions have to change. It's not optional. We live in volatile times and new risks are coming at organizations from many directions. Embracing diverse viewpoints, experiences, backgrounds, etc. will be a force multiplier for the industry. That's why Rachel and my firm are talking with security leaders and practitioners to better understand and report back what future talent needs should and will be. If you want to take our survey and share your thoughts, here's your chance. https://lnkd.in/eiPrK2n5 #airip #diversity #change #security #securitymanagement #clarityfactory #siplacement #futuretalent #recruiting

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How Do I Respond to Age and Weight Jokes at Work? Read here: https://rpb.li/IomDC #HR #humanresources #humancapital #careers #consulting #futureofwork #talent #talentoptimization #atl #atlanta #atljobs #atlantajobs

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