『HR Mixtape』のカバーアート

HR Mixtape

HR Mixtape

著者： WRKdefined Podcast Network
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HR Mixtape is a weekly human resources and business leadership podcast for HR professionals, people leaders, and executives navigating the real work of managing people. Episodes cover human resources strategy, HR compliance, workplace culture, leadership development, employee experience, payroll and HR technology, and the future of work. Whether you work in HR, talent management, people operations, or business leadership, HR Mixtape offers practical insights, expert conversations, and real-world perspectives to help you lead with confidence in today’s evolving workplace.All rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 出世 就職活動 経済学
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  • Trust at Speed: Hiring Fraud, Deepfakes, and the Identity Risks CHROs Can't Ignore

    Trust at Speed: Hiring Fraud, Deepfakes, and the Identity Risks CHROs Can't Ignore
    2026/08/04
    Most CHROs have a fraud problem they didn't sign up for. Deepfakes in video interviews. Synthetic IDs at the application stage. AI-generated credentials that pass every automated screen. Only 31% of CHROs say they're confident in their ability to prevent hiring fraud, and the technology making it easier gets more sophisticated every quarter. Nik Daruwala, Vice President of Sales at Checkr, has spent 21 years in B2B technology sales, including thousands of direct conversations with HR leaders trying to protect their hiring funnels without losing speed. Checkr powers background verification for Uber, Lyft, DoorDash, and Instacart, and was the first API in the background check industry. In this episode, he covers: Why hiring fraud appears at every stage of the funnel, from the initial application through post-hire monitoring, and what a continuous identity verification strategy actually looks like in practice How CHROs should be thinking about partnering with their CISO to address a risk that's moved from the cyber stack into the talent pipeline https://thehrmixtape.com/episodes/trust-at-speed-hiring-fraud-deepfakes-and-the-identity-risks-chros-cant-ignore-with-nik-daruwala Why the speed-versus-safety trade-off in hiring is a false choice, and what good looks like when both coexist in the same program Timestamps [00:00:39] Context: this conversation was recorded live at the Checkr booth at SHRM 2026 [00:01:01] How enterprise hiring changed over 24 years: global sourcing, the normalization of remote hiring, and why the explosion of application volume made quality screening harder [00:02:50] The CHRO anxiety most people aren't talking about: making sure candidates throughout the funnel are actually who they claim to be [00:04:13] Only 31% of CHROs have confidence in their ability to prevent hiring fraud, and why the AI tools now available to candidates are changing that threat surface fast [00:04:39] The three identity threats CHROs weren't trained for: deepfakes in interviews, synthetic IDs at the application stage, and AI-generated credentials that pass automated screens [00:06:44] Why most organizations are reactive on hiring fraud, and the parallel to the early days of cybersecurity: you don't prioritize it until you have your first incident [00:08:42] Where fraud actually shows up across the hiring funnel: application, interview, background check, and continuously post-hire [00:09:41] The speed-versus-compliance trade-off is a false choice, and why the best hiring programs don't ask their teams to make it [00:13:27] Nik on what it actually means for trust to be a competitive advantage, and why that should be the north star for every hiring program [00:16:00] The two-to-three year horizon: AI automating talent sourcing and administrative tasks, continuous monitoring as table stakes, and why the hiring decision stays human Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: hiring fraud, background checks, identity verification, deepfakes, synthetic IDs, AI-generated credentials, CHRO priorities, talent pipeline security, hiring at scale, continuous monitoring, background screening, hiring compliance, HR technology, Checkr, credential fraud, HR risk management, fraud prevention, remote hiring risk, AI in hiring, talent operations
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    20 分
  • Name It, Tame It: Trauma-Informed Leadership and Felt Safety at Work

    Name It, Tame It: Trauma-Informed Leadership and Felt Safety at Work
    2026/07/28
    When performance problems show up at work, most organizations respond by adding something: a new policy, more training, another initiative. But those problems usually aren't what they look like. What gets logged as a performance issue is often a nervous system response to culture, and no policy fixes a nervous system. Shenandoah Chefalo, Trauma Informed Systems Change Consultant at Chefalo Consulting and author of Garbage Bag Suitcase, has spent 20+ years helping organizations apply what we know about trauma to how they lead, drawing on both rigorous research in adverse childhood experiences and her own experience aging out of foster care at 18. In this episode, she covers: Why what looks like a performance problem is usually a nervous system problem caused by culture, and why that changes the intervention entirely How the community meeting practice from Dr. Sandra Bloom creates felt safety through ritualized behavior, so hard conversations stop feeling like surprises Why the first move in any culture change effort should be asking what you can stop doing before adding anything new Timestamps [00:01:40] Shenandoah's personal story: 50 moves, 35 schools, and self-reporting into foster care at 13 with the hope of an Annie ending [00:04:00] Aging out at 18 mid-senior year, hiding her foster care background, and taking eight years to finish her undergrad degree [00:05:22] How 20+ years of organizational culture change work grew out of lived experience and timing with the adverse childhood experience research [00:07:37] A corrections officer's observation that reframed everything: "It's hard to know who the bars are holding in" [00:08:05] Every organization says it wants emotionally intelligent employees, but almost no organization wants to talk about feelings at work [00:10:20] What looks like a performance problem is usually a nervous system problem caused by the culture, not the individual [00:11:31] Why modeling repair work is the most powerful thing a leader can do to maintain trust and keep small things from becoming big ones [00:13:19] The transparency framework for building felt safety: share what you know, what you don't, what's decided today, and what needs to come back [00:15:11] The critical difference between feeling unsafe ("if I say this I might get fired") and feeling uncomfortable ("I have something hard to say") [00:19:01] The community meeting practice from Dr. Sandra Bloom: three questions that normalize emotional check-ins so hard conversations stop being exceptional Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: trauma-informed leadership, felt safety, psychological safety, repair work, culture change, nervous system regulation, community meeting practice, adverse childhood experiences, burnout prevention, employee retention, middle manager development, mental health at work, transparency in leadership, workplace wellbeing, accountability, HR leadership, Shenandoah Chefalo, Chefalo Consulting, Garbage Bag
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    26 分
  • Story First: Why Information Alone Can't Drive Change

    Story First: Why Information Alone Can't Drive Change
    2026/07/21
    Most change initiatives fail not because the strategy was wrong but because the communication didn't move anyone. HR leaders deliver their message, check the box, and wonder why nothing shifted. The problem almost never lives in the data. It lives in the absence of story. Mary Czarnecki, Brand Messaging Consultant at Mary Czarnecki LLC, spent more than two decades in marketing and strategy at Johnson & Johnson, WebMD, and Accenture before building a practice that trains leaders at Fortune 500 companies to use story as a practical tool for influence and organizational change. In this episode, she covers: Why more information alone can't produce behavior change, and what story does that information can't How to identify where people are getting stuck before looking for a story, so the narrative actually closes the right gap The three ingredients in any story that actually lands: a specific moment, sensory details, and a clear arc from before to after Timestamps [00:00:16] What it means to help leaders turn ideas into influence, and why storytelling is the vehicle [00:01:49] Why change initiatives fail because of communication, not strategy, and how story closes that gap [00:02:31] The first step in storytelling most leaders skip: identifying what someone isn't getting before finding a story [00:04:11] What the HR Story Advantage actually means, and why knowing the facts about a habit doesn't create the habit [00:07:47] How to find the right story when you're the messenger, not the creator of the message [00:09:43] Balancing transparency and oversharing: the audience-centric gut check that keeps stories from backfiring [00:12:47] The bad perm story: a client example of how a personal, humble story got an entire sales team to bring their own stories [00:16:42] Where AI helps with storytelling and the one trap to avoid when using it [00:18:10] The most common communication mistake leaders make today: building a message without putting yourself in the audience's shoes first [00:19:29] The treasure trove habit: why the best communicators don't find stories on demand, they collect them over time Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: storytelling, leadership communication, change management, HR strategy, influence without authority, organizational change, internal communication, narrative, employee engagement, communication skills, HR leadership, people strategy, trust building, audience-centric communication, Mary Czarnecki, behavior change, change communication, HR story advantage, story structure, workplace storytelling
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    21 分
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