『SHRM Talent 2026』のカバーアート

SHRM Talent 2026

SHRM Talent 2026

著者： WRKdefined Podcast Network
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Welcome to the official limited podcast series from SHRM Talent 2026, recorded live at the Gaylord Texan Resort & Convention Center in Grapevine, Texas. In collaboration with SHRM, WRKdefined created this 33-episode series, which captures real conversations shaping the future of hiring, recruiting, talent acquisition, HR technology, leadership, workforce planning, candidate experience, AI at work, and the evolving world of work. Across the series, WRKdefined sat down with HR practitioners, talent leaders, consultants, analysts, creators, founders, and technology providers to explore what’s actually happening inside modern HR and recruiting teams. No corporate theater. No overproduced sound bites. Just smart people sharing practical ideas, lessons learned, industry trends, and honest perspectives from one of the largest HR and talent events in the world. SHRM Talent brings together thousands of HR and talent acquisition professionals focused on recruiting strategy, employee experience, workforce transformation, leadership development, hiring technology, and the future of work. This limited series extends those conversations beyond the conference walls and into the hands of HR professionals everywhere. Whether you work in HR, recruiting, talent acquisition, people operations, HR tech, staffing, leadership, learning and development, or workforce strategy, these conversations were built for you. 33 episodes. One conference. Real conversations that matter. Recorded and produced by WRKdefined in collaboration with SHRM.All rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 経済学
エピソード
  • Recruiting Doesn’t End When Someone Gets Hired

    Recruiting Doesn’t End When Someone Gets Hired
    2026/06/05
    Most companies obsess over attracting talent and spend far less time thinking about what happens next. Chad Sorenson argues that real talent management starts before someone joins and continues long after they leave. The companies that understand that are building stronger brands, stronger cultures, and stronger talent pipelines. AI is changing recruiting fast, but people still want to work for organizations that treat them well. Talent management, recruiting, AI adoption, leadership development, employee experience, HR strategy. This conversation explores the human side of talent that technology can’t replace. In this episode… Chad Sorenson shares why talent management should cover the entire employee lifecycle, how AI is helping and hurting recruiting at the same time, and why employee experience matters even after someone leaves the company. Sharp discussion on hiring challenges, leadership development, work-life balance, and the future of HR. Key Takeaways : • Chad defines talent management as supporting employees from onboarding through their entire career journey • Great talent management includes helping employees grow even if their next opportunity is outside your company • Former employees can become future hires, referrals, customers, or brand advocates • How organizations treat employees during exit processes matters just as much as recruiting them • AI has dramatically increased the volume of applications recruiters must review • Easy-apply tools allow candidates to submit applications at scale, regardless of fit or interest • Recruiters increasingly struggle to determine whether candidates are qualified, interested, and available • Chad believes AI should be viewed as a tool, not a replacement for human judgment • Successful AI adoption starts with education and helping employees understand practical use cases • AI can accelerate recruiting workflows, but it cannot replace relationship-building and decision-making • Chad describes himself as “life-work balance” rather than “work-life balance” • He believes work should support life, not the other way around • Reading, travel, family time, and intentional downtime are core parts of how he avoids burnout • Leadership development requires both natural ability and learned experience • Some people may have leadership tendencies, but great leadership still requires coaching, training, and real-world practice • Even naturally gifted leaders need the right environment to develop and succeed Guest : Chad Sorenson Founder of Adaptive HR Solutions, leadership consultant, HR strategist, and former President of HR Florida, helping organizations strengthen talent management, leadership development, and workforce effectiveness. LinkedIN : https://www.linkedin.com/in/chadvsorenson/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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    10 分
  • Your Leadership Playbook Expired 20 Years Ago

    Your Leadership Playbook Expired 20 Years Ago
    2026/06/05
    Too many leaders are managing a 2026 workforce with lessons they learned in 2006. Krishna Powell argues that the biggest leadership challenge today isn’t attracting talent. It’s understanding, developing, and deploying the talent you already have before it walks out the door. The workforce changed. Most leadership habits didn’t. Leadership, multigenerational teams, talent management, AI adoption, workforce development, employee engagement. This conversation challenges leaders to rethink how they lead, hire, and grow people. In this episode… Krishna explains why companies have a talent deployment problem more than a talent acquisition problem, why AI adoption keeps falling short, and why leaders must stop treating every employee the same. Sharp discussion on workforce strategy, burnout, hybrid work, soft skills, and the future of leadership. Key Takeaways : • Krishna says many leaders are still using management practices from 2006 to lead a 2026 workforce • The biggest workforce challenge is not generational differences. It’s leaders failing to adapt to them • Most organizations don’t have a talent acquisition problem. They have a talent deployment problem • Employees often leave because their full skill set is ignored or underutilized • Companies frequently trap employees inside job titles instead of recognizing broader capabilities • Talent management today should focus on skills, adaptability, and contribution, not just organizational charts • Only about 40% of AI initiatives are successfully implemented and adopted, according to Krishna • AI adoption fails when organizations introduce technology without connecting it to business outcomes • Krishna recommends evaluating AI through three lenses: performance, productivity, and profit • New technology feels like “more work” when employees don’t understand its purpose • Employees should understand the broader business, not just their individual role • Krishna believes professionals need visibility into market trends, industry changes, and company strategy • Great leaders hire experts and then allow experts to be experts • HR leaders and managers often create burnout by trying to do everything themselves • Many organizations learned the wrong lessons from the pandemic and quickly returned to unhealthy work habits • Hybrid work decisions should be based on business impact, not leadership preference • Spending two hours commuting may create less value than spending those same two hours working • The next generation of workers often lacks critical face-to-face communication experience because of how they learned growing up • Soft skills are no longer “nice to have.” They are becoming core business skills • Organizations that intentionally teach collaboration, communication, and relationship-building will have a competitive advantage Guest : Krishna Powell CEO of Genuine Leadership Group, helping executives and HR leaders build stronger multigenerational workplaces through leadership development, workforce strategy, talent optimization, and organizational transformation. LinkedIN : https://www.linkedin.com/in/krishnapowell/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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    15 分
  • The Best Candidates Aren’t Always the Most Qualified on Paper

    The Best Candidates Aren’t Always the Most Qualified on Paper
    2026/06/05
    Resumes have never been perfect. AI just made the problem harder to ignore. Philip Nash argues that companies are spending too much time chasing credentials and not enough time evaluating character, coachability, and the human skills that actually drive long-term success. The future of hiring may be less about what people know today and more about what they can become tomorrow. Talent management, recruiting, AI adoption, soft skills, workforce development, leadership. This conversation gets to the human side of hiring. In this episode… Philip shares why soft skills matter more than ever, how AI is changing talent evaluation, and why organizations must keep developing employees if they want to keep them. Sharp discussion on leadership potential, recruiting challenges, workforce readiness, and balancing AI with human judgment. Key Takeaways : • Philip believes leaders are born with natural tendencies but still require development, coaching, and experience to become effective • Talent remains the engine that drives every organization • Companies are only as strong as the talent they attract, develop, and retain • Employee development is no longer optional because workforce expectations and technology are evolving rapidly • Philip believes organizations that stop developing employees increase their risk of turnover • AI delivers the most value when used responsibly for data analysis, efficiency, and decision support • Overreliance on AI can create challenges when evaluating candidates and validating experience • Philip prefers focusing on “HI” (Human Intelligence) alongside AI rather than replacing people with technology • AI adoption succeeds when organizations provide proper training and support • Employees are more likely to embrace new technology when they want to learn it rather than feeling forced to use it • One of recruiting’s biggest challenges is identifying candidates with both technical expertise and long-term potential • Resumes and LinkedIn profiles do not always provide a complete picture of a candidate’s capabilities • Employers need better ways to validate real-world skills and qualifications • Soft skills remain one of the hardest attributes to assess and one of the most valuable • Philip believes technical skills can often be taught, while professionalism, communication, and respect are much harder to develop • The strongest employees combine technical competence with strong interpersonal skills • His personal philosophy is to get “1% better every day” • Fitness, discipline, and continuous self-improvement are key parts of how he recharges and stays focused • Philip credits sports with shaping the work ethic and discipline that continue to drive his professional success • Consistency and effort matter more than short bursts of motivation Guest : Philip Nash Business Development Manager at Easterseals Veteran Staffing Network, helping organizations connect with skilled talent while supporting workforce development, veteran employment, and inclusive hiring initiatives. LinkedIN : https://www.linkedin.com/in/pnashfla/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/
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    10 分
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