Today's guest, Dr. Serena Huang, champions the crucial role of data experts in people teams, showing how people analytics can lead to smarter talent decisions. A globally recognized speaker and innovator, Dr. Huang has a unique background as a data executive at Fortune 100 companies and a Chief Data Officer in the startup world. Her work goes beyond numbers, using data to create healthier, more productive workplaces. A Wiley author and sought-after lecturer at top MBA programs, she’s passionate about empowering the next generation of leaders with data-driven insights. In this episode, Dr. Huang discusses her journey into the people side of business, why data experts are vital to talent teams, and how people analytics can transform decision-making. She also dives into the data behind remote work trends, pawternity, and the inspiration for her book; sharing valuable insights on the art of data storytelling in talent leadership.

Key Points From This Episode:

• Winning the fight with talent leadership: the importance of installing data experts on the people team.

• She unpacks the value of people analytics and how it generates valuable information.

• How she works with CHROs to define their actual problem.

• Data storytelling with people data: what makes it different.

• The verdict (and her opinion) on pawternity.

• We look at the current data on remote work and the push for office returns: making decisions based on informed data (from your people!)

• How Dr. Huang decided to write her book and what topic she wanted to focus on.

Quotes:

“What holds people back is the data quality. You can have great dashboards but when the underlying data is not trustworthy, no one is going to do anything with the data.” — @SerenaHuangPhD [0:10:27]

“Having autonomy, having the agency to decide where, how, and what you work on [is what matters] as humans. [And] I think that’s why remote work was so successful during COVID, for a short while, [and] that shocked everyone.” — @SerenaHuangPhD [0:21:38]

“For validation, I also found that people are much happier on Fridays. No matter where you are, no matter where you’re working, [on] Fridays, everyone’s mood is better!” — @SerenaHuangPhD [0:27:58]

“I think we are just starting on this AI journey and what AI can do. So much is yet to be seen!” — @SerenaHuangPhD [0:33:51]

Links Mentioned in Today’s Episode:

Dr. Serena Huang

Dr. Serena Huang on LinkedIn

Data with Serena

The Inclusion Equation: Leveraging Data & AI For Organizational Diversity and Well-being

LHH Recruitment Solutions

Benjamin explains how he and his team measure candidate ROI, how he’s improved the candidate selection process, what to be wary of when using AI in TA, and the opportunities that await between what a candidate already knows and what they’re expected to learn in their new role. To end, Benjamin walks us through key data points that, when paid attention to, will help a company improve its candidate experience, and he shares vital advice for approaching a new job with the right attitude.

Key Points From This Episode:

• Design and R&D TA Manager for EMEA at Flex, Benjamin Tarmann describes his new role.

• His daily tasks as he grapples with and embraces new responsibilities.

• The ins and outs of Flex and how Benjamin measures ROI.

• Candidate selection, improving foundational processes, and using the right metrics.

• Exploring the dangers of automation in TA and how to use AI responsibly.

• The opportunity gap between a candidate’s expertise and the demands of their new role.

• Data points to note for improving your company’s candidate experience.

• Benjamin’s parting advice on how to best approach a new job.

Quotes:

“It’s good to have somebody who’s familiar with the process to take a look at the process and analyze [it] because otherwise, you will either not even be aware of the issues in the process or you will be very confused by – [what] you see in the data.” — Benjamin Tarmann [05:01]

“I’m really lucky that I have a boss that gives me almost boundless independence and very minimal supervision.” — Benjamin Tarmann [07:31]

“The whole [Flex] organization lives and dies by the fact that we’re constantly working to improve our processes and systems and tools and methods.” — Benjamin Tarmann [08:55]

“We want to focus on internal candidate selection. We want to ensure that people have an avenue for career growth.” — Benjamin Tarmann [12:42]

“Don’t be afraid of diversity. Don’t be afraid of trying something else.” — Benjamin Tarmann [30:05]

“Have the bravery to try something that’s outside of your comfort zone, it will make you a better leader down the road.” — Benjamin Tarmann [31:53]

Links Mentioned in Today’s Episode:

Benjamin Tarmann on LinkedIn

Flex

Talk Talent to Me

LHH Recruitment Solutions

How do you create a career that reflects your values while staying open to unexpected opportunities? Today, we speak with Sam Simmons, Chief People and Internal Operations Officer at the Ladies Professional Golf Association (LPGA), about embracing adaptability and authenticity. Sam shares her incredible career journey, starting in higher education and pivoting into recruiting, tech, professional sports, and now the LPGA. We explore how embracing career pivots and remaining open to fortuitous opportunities can shape personal growth and career success. Find out how to foster trust and transparency in the workplace, understand the importance of employee value propositions beyond surface-level perks, and uncover how recruiters and leaders can navigate changes effectively.

Key Points From This Episode:

• The power of career pivots and how staying open to new opportunities can shape your path.

• Sam's journey from higher education to leadership roles across different industries.

• Transparency and trust in building organizational culture and fostering engagement.

• Sam's perspective on employee value propositions (EVPs) and how to develop them.

• Stay interviews and how they provide insights into retention and employee satisfaction.

• Tips for assessing organizational culture and identifying companies aligned with your values.

• Why Sam accepted the position at the LPGA and her goals for the role.

• Her approach to navigating ambiguous roles and finding clarity in the workplace.

• Steps for creating partnerships with hiring managers and setting realistic expectations.

• How lifestyle and mission play into modern recruitment and what this means for recruiters.

Quotes:

“You choose how you show up [or] rise to the occasion. Try to make the best of or something out of the circumstances that you are in and [don’t] put too much pressure on yourself to do it perfectly.” — Samantha Simmons [0:03:53]

“It is better to know what exactly you are walking into as much as possible because you know there are bunches of surprises that await you once you get into the actual role.” — Samantha Simmons [0:15:34]

“I am very introspective by nature. It helps a lot with my job and being able to maintain a cool head.” — Samantha Simmons [0:31:55]

“Ask questions [and] make sure you are clear. You are trying to make placements that endure, but the only way you get there is through a partnership.” — Samantha Simmons [0:36:17]

Links Mentioned in Today’s Episode:

Samantha Simmons on LinkedIn

Ladies Professional Golf Association (LPGA)

LHH Recruitment Solutions