Jordan D'Amato

Back from SHRM Talent 2024 and ready to get back into the groove. Great past few days hearing on a variety of topics. My top takeaways: 1️⃣ Technology is changing, will we change with it? The need for saving time and accurate data are two pressing demands we face. RecruitBot stood out the most to me in this space. Lowell Smith and Cadi Hawkins can get you where you need to be. 2️⃣ Attendees want and need real-application they can bring back to the office. TODAY. Shawna Hondorp, CDR and Jeremy Eskenazi did just that. Practical tools that can be implemented quickly for little to no-cost and be game changers for your Talent Process. 3️⃣ Time-To-Fill is the worst metric you can have. Always have believed this, but Tim Sackett, SPHR, SCP closed us out by so many hot-takes that resonated with me. It’s about QUALITY OF HIRE 🙌🏻 So many more nuggets that will help DISHER Talent Solutions elevate our game and provide sensational service. #SHRMTalent

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Still reminiscing about the MISHRM conference. I was able to speak on behalf of DISHER Talent Solutions on the impact of AI in Talent Acquisition.   The energy in the room was palpable as HR professionals shared how they’re leveraging AI, particularly Large Language Models (LLMs), to streamline processes and uncover new efficiencies. However, the consensus is clear: while AI is transforming our workflows, human connection remains at the heart of talent acquisition.   AI will undoubtedly reshape how we source, screen, and engage talent, but it’s the human touch that fosters genuine connection. We’re embracing technology, but not at the cost of the relationships that drive successful hiring. #AI #talentAcquisition #HumanResources #MISHRM #FutureOfWork #SHRM

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Cherry Bekaert is dedicated to fostering an inclusive culture that values the diverse qualities each team member contributes. Our commitment to allyship and building a diverse organization is demonstrated through our ongoing firm-wide Employee Resource Groups (ERGs): • ADAPT (Abled & Disabled, Allies Partnering Together): supports all people who have a physical and/or mental disability and allies. • MOSAIC: supports all people of color from various racial and ethnic backgrounds and allies. • Pride Alliance: supports all people who identify as LGBTQ+ and allies. • Working Parents and Caregivers: supports all people who are parenting or caring for loved ones and allies. • Women of Cherry Bekaert: supports all women at the Firm and allies. Together, with our ERGS, Green Table Talks, and continuous efforts to highlight cultural observances, we're fostering a culture of inclusion and belonging. Discover how we're making a difference for our people, clients and communities through our firm-wide initiatives: https://okt.to/OPyLMR #DiversityMonth #DEI #BridgingDifferences #CelebratingDiversity

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Here's a common reaction to the recruiting plan of building a diverse pool of candidates, doing outreach to find folks who might not know about the org and the open role: "But, we want to hire the BEST candidate still, right?" Well, BEST comes from good sourcing and attracting - it's what great recruiters do. It is bad business, bad ethics, and frankly, lazy, to go with the "most comforting" candidate or the one found through a monoculture network. Do better than show ignorance to the boundless talent out there. Utilize good recruiters - who have mad BD skills. They are searchers, connectors, they paint an accurate picture of the "product," they turn over stones. Imagine telling Sales, "let's not look into new markets; let's not go in search of customers who don't know us yet; let's not find clients who will give us feedback on how to make our product better." That's what lazy hiring says. We aren't finding the BEST when straight, white, able-bodied men are filling roles that over-represent that demo in large rates. Also - Clean up your process: - BEST means good interviewing, and using a vetted scorecard to ensure "the best" person really does get found, hired, and paid accordingly. - BEST means that the scorecard includes critical SKILLS like creating a sense of belonging, being resourceful, respecting and elevating others, not the non-skill of years of experience. - BEST means a person who will enhance, challenge and grow your culture, not "be a good fit" Contact me if you want to improve your processes, train your hiring managers, and treat candidates like solution finders, not boxes to check. Tag a solid #recruiter below. #NotaDEIHire #interviewing

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Reposting Stephanie's post for added exposure. It's inspiring to see how colleagues are leveraging their networks to support others during these unprecedented times. A great example of leadership! Let's all continue to lend a helping hand and support each other. Together, we can get through this. #HelpingHands #Network #IWantToHelp #LinkedIn #WereAllInThisTogether #HRProfessional #TalentAcquisition

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Last week, I concluded my summer internship with Henry Schein's Compensation Team, and I wanted to take a moment to express my gratitude and share some reflections on this incredible experience. From day one, I was welcomed into a team that values open collaboration and communication, engagement, and personal and professional development. Working alongside such professionals has been both inspiring and educational. I had the opportunity to dive deep into compensation strategies, analyze market trends, and contribute to projects that support the company's foundation. Key takeaways from my time: - Data Systems: Observed the rollout and participated in discussions about a new data reporting system, gaining insights into its implementation and impact. - Research and Presentation: Researched and created a presentation on current pay transparency legislation. - Career Paths and Job Structures: Updated career paths and job structures by comparing job descriptions to market data, contributing to strategic job alignment. - Compensation Concepts: Learned about various compensation aspects, including executive compensation, ad-hoc pricing, geographical and division differentials, and different incentive plans. - Workday Familiarity: Became familiar with Workday job catalogs, which deepened my understanding of HR technology. - Market Pricing: Compared market pricing to meet salary and compensation philosophy goals, aligning compensation strategies with organizational objectives. Some other areas I had opportunities to learn about: - HR Mergers and Acquisitions - Organizational Development - HR for HR - Employee Resource Groups (ERGs) - Talent Acquisition A huge thank you to the entire team for their support and mentorship throughout this journey. This experience not only enriched my knowledge of compensation but also taught me a great deal about myself—my strengths, areas for growth, and passions. I am excited to carry these insights forward into my future endeavors and continue growing both professionally and personally. #TeamSchein #Internship #Compensation #CareerGrowth #ProfessionalDevelopment

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Wow, what a response to my post last week launching my new HR consulting business, PivotHR Consulting. I was so excited to hear from so many of my favorite people! Your words of support, encouragement, love, & joy keep me going! It reminded me of how much I love my job and the impact I can make. The key to my success will be networking. That word has always made me a bit anxious. Meeting new people and making connections can be exhausting at times. However, I have learned to reframe how I think about networking. When I think of networking as building cultivated, meaningful, and authentic connections, I realize this is my superpower and something that has made me a very successful HR practitioner. My strength is showing genuine interest in others, actively listening and offering support where needed. Now is the time for me to build these new and authentic connections in order to grow my business. Building these relationships will lead to new opportunities, growth and learning. If you have someone in your network you think would be good for me to meet, please share! Bring it on!  #pivothrconsulting #networking #fractionalhr #hrconsulting

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Employers, it’s time to close the gap in women’s health benefits. With 44% of employees valuing fertility support but only 23% of employers offering it, we're leaving women underserved. For HR leaders and benefits consultants, the message is clear: supporting women’s reproductive health isn’t just about benefits—it’s about retention, engagement, and building a workplace where people feel valued at every stage of life. Why care? Because if you don’t prioritize it, someone else will. [Thanks to Mercer's Thriving Workplaces webinar for the insightful presentation about women's health and wellbeing!] #WomensHealth #EmployeeRetention #BenefitsStrategy #MercerInsights

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🌍✨ Recognizing International Allyship Day - August 8th ✨🌍 Today is International Allyship Day. Please take a moment to recognize and honor the vital role that allies play in creating a better world. [Edit to add TLDR : Allies change the world through sharing our journeys and standing in solidarity. To be a better ally listen and learn about others, educate yourself on others' issues, stand up for others, use your advantages to share platforms, and build your emotional intelligence. We are in this together!] As some point we all need an ally, and we will need to be an ally. My allies have been there for me in times of celebration and hardship. I’ve sought to be an ally for others in the same way. Allyship goes beyond simply being aware; it involves taking active steps to support and uplift others. It’s about commitment, solidarity, and a shared journey towards a better future. Here are some steps you can take to be a better ally: Listen. Learn. Take the time to genuinely listen to the experiences of others. Understanding their stories and struggles is the first step in becoming an effective ally. Educate Yourself. Invest in your own learning. Read books, attend lectures, and engage with a diversity of perspectives to broaden your understanding of others. Take Action. Stand up. Whether it’s in the workplace, in social settings, or online, use your voice to advocate for real change for those who need it. Uplift. Support and celebrate the achievements of others. Share their work, amplify their voices, and offer your platform to those who may not have one. Self-Reflect. Regularly examine your own assumptions, beliefs and life advantages. Commit to continuous personal growth. Challenge your assumptions and beliefs. Leverage your advantages to help others. International Allyship Day reminds us that every effort, big or small, counts towards building a world where everyone feels respected and valued. Together we can lift each other up and create lasting change! #InternationalAllyshipDay #Allyship #Inclusion #Diversity #Support #Community #TogetherWeRise

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The business case AND the moral case are both CLEAR: #diversity, #equity and #inclusion improve competitiveness and allow companies to better serve their clients.

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In a new piece for USA TODAY I dive into how Gen Z is really shaking up the workplace - in the best way possible! Additional shout out to Yahoo Finance and Tennessean for also sharing!! Click below to read the full article. #weareonedigital #multigenerationalworkforce #bestworkbestlife #thoughtleadership

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What does career mobility mean at Enterprise Mobility? Hear from Andrea, Wilfred, and Abigail as they share their stories of growth, learning, and leadership. #IWork4EM

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Employee Resource Groups (ERGs) are a fantastic tool because they foster a sense of belonging, provide support networks, and offer valuable insights. ERGs empower employees from underrepresented groups, leading to increased diversity, innovation, and a more inclusive workplace culture. By addressing employee needs and concerns, ERGs contribute to higher job satisfaction, engagement, and overall organisational success. #hr #recruitment #clarity ☎️01908 686630 or email team@claritypeople.co.uk Follow our page @ claritypeople for more HR insights and recruitment tips!

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What does career mobility mean at Enterprise Mobility? Hear from Andrea, Wilfred, and Abigail as they share their stories of growth, learning, and leadership. #IWork4EM

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Equity is everything. Without Equity you cannot create inclusion or diversity. I for one am incredibly disappointed but yet, not surprised with SHRM. The announcement of the removal of “equity” from DEI…..is just 🤦🏻‍♀️ SHRM, for years has been behind and seemingly against the wave of progressive, proactive, and people-first HR. As a leader in HR, it’s so important to speak up for your people and out even when noteworthy organizations make tone deaf, unnecessary statements like this. HR people, please keep Equity TOP of mind when it comes to DEI. I know I will!

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More than 50% of the U.S. workforce believes their organization's leaders perceive their company culture to be more positive than it actually is. Read this article to learn how improving workplace culture helps employee health and well-being along with steps you can take to improve it. #employeebenefits #healthandwellness #employeewellbeing https://ow.ly/FEzn30sBCkF

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