Jason S. Gorham

Most HR challenges aren’t caused by bad tools. They’re caused by unclear processes. Undefined ownership. Inconsistent workflows. Manual workarounds that became “normal.” Technology should support how your organization actually operates, not force teams to work around it. That’s where real HR transformation begins.

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Workforce transformation is front and center at SHRM Talent 2026. But one part of the talent lifecycle is still often overlooked: 👉 Offboarding How employees leave directly impacts employer brand, candidate perception, and your ability to hire top talent. At Onwards HR, we provide a workforce transformation platform that centralizes and streamlines offboarding. This helps organizations: 🔸 Deliver consistent, tech-enabled exit experiences 🔸 Strengthen employer brand and improve recruiting outcomes 🔸 Capture exit data to inform retention and workforce planning 🔸 Enable internal mobility and redeploy talent instead of losing it If you’re heading to SHRM Talent, let’s connect to talk about how a more structured, technology-driven approach to offboarding can strengthen your overall talent strategy. 📍 Booth 1107 | Dallas, TX 📅 April 19–22 Stop by our booth or schedule a 1:1 meeting. https://hubs.li/Q04b5c_20 #Talent2026 #SHRM #HRInnovation #FutureOfWork #WorkforceTransformation

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For HR teams, open enrollment is crunch time. Employees expect clarity. Compliance deadlines don’t budge. And one missing packet can snowball into chaos. That’s why preparation is everything. The most successful HR leaders treat open enrollment like game day—they build their playbook early, segment their employees, and automate the parts that usually drag them down. At LetterStream, we make sure mailings don’t become the bottleneck. Upload once, track internal progress, and know 95% of packets are in the mail the next business day. Whether you’re sending to 50 employees or 5,000, you get peace of mind—and employees get what they need to make smart decisions. Because the real win in open enrollment isn’t just hitting deadlines. It’s making sure your people have the right information on time, without burning out your team. Read more on our blog here: https://lnkd.in/gkW-MA4Y #HRSolutions #OpenEnrollment #MailManagement #PrintAndMail #EmployeeExperience

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HR in 2026 is about moving from experimentation to execution. This HR Dive article breaks down how HR leaders are approaching AI, rethinking DEI efforts, and focusing hiring and learning on what truly drives impact. A quick, useful read for anyone shaping HR strategy this year.

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Track these to crush latency: time-to-approval, access lead time, handoff cycle time, meeting hours per deliverable: https://lnkd.in/dwwrrQpm SHRM Foundation SHRM HR magazine HR Works #MetricsThatMatter #HRAnalytics #Productivity #Innovation #Management #SocialMedia #TeamWork #Business

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🧠 Ever wonder how the DC SHRM Compensation & Benefits Survey comes together? It’s not a black box—it’s built by HR professionals, for HR professionals, and it reflects real-world data from across the DMV. Here’s how it works: ✅ Designed in collaboration with experienced compensation experts ✅ Refined annually to reflect changing roles, pay practices, and benefits trends ✅ Includes data from 200+ participating employers across industries ✅ Covers 575+ jobs, broken down by revenue, FTE count, industry, and location When you participate, you’re not just contributing—you’re helping elevate the standard of HR data in our region. 🗓️ Final deadline: June 30 🔗 https://lnkd.in/gc-UpjBJ #DCSHRM #CompensationSurvey #BehindTheScenesHR #RegionalMatters #HRStrategy #DMVHR #HRCommunity #Benchmarking #PeopleOps #PayEquity #SHRM

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Is your compensation strategy running on data that's already six months old? The market moves fast. Relying on static, once-a-year pay studies means you’re always playing catch-up—risking talent retention, budget surprises, and internal pay equity issues. Learn why static data is costing you more than you think, and how real-time insights are transforming compensation management: https://lnkd.in/gtmwc42A #Compensation #HRTech #Benchmarking #RealTimeData #CompAnalyst #TrueComp

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New year. New budget reality. 2026 will reward TA leaders who can clearly answer one question: What is this investment delivering back to the business? Our latest guide outlines how to modernize your talent acquisition budgeting strategy, prioritizing efficiency, adaptability, and measurable impact in an increasingly complex hiring landscape. Click the link the comments to get the playbook.

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😵‍💫 74% of HR pros say they're operating at or over capacity. 💰 Budgets are shrinking. 📈 Results still matter. What’s the answer? Smarter, more efficient HR technology. Read how to streamline your strategy — and your spend — in our latest blog: https://hubs.ly/Q03nRlBr0

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Ever felt like you're running HR on assumptions? QuixoHR changes that With powerful analytics and insights, leaders get a complete view of their workforce: attendance trends, performance gaps, cost leaks, hiring efficiency and more. Because when data speaks clearly, decisions become impactful.

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In the AI-Driven Talent Hunt, Don't Forget the "Human" Factor! Everyone's talking about using AI to find talent – and for good reason. AI tools can analyze vast amounts of data, automate tasks, and significantly speed up the initial sourcing process. However, as a recent ERE.net article points out, that widespread adoption of AI can actually become a problem if we rely on it too heavily without human oversight. The real magic happens when a dedicated human talent acquisition expert leverages AI as a powerful assistant, not a replacement. Here's why that human touch is more crucial than ever: Beyond Keywords: While AI excels at matching keywords, a human understands nuance, potential, and cultural fit – qualities AI often misses. Building Relationships: Talent acquisition is fundamentally about connection. A human recruiter builds rapport, understands motivations, and can truly "sell" an opportunity in a way AI cannot. Strategic Interpretation: AI can provide data, but a seasoned recruiter interprets that data strategically, identifying hidden gems and understanding market dynamics. Preventing "Echo Chambers": Over-reliance on AI can lead to homogenous candidate pools if not carefully managed by a human who actively seeks diversity and new perspectives. At @MaverickSearchPartners, we believe in augmenting human expertise with smart technology. It's about combining the efficiency of AI with the irreplaceable judgment, empathy, and strategic thinking of experienced recruiters to find not just candidates, but the right talent for your team. What are your thoughts on AI's role in recruiting? Share in the comments! #TalentAcquisition #AIinRecruiting #HumanTouch #RecruitingStrategy #Hiring #FutureOfWork #MaverickSearchPartners

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As economic conditions and policies evolve, employment levels also change. ▶️ Watch this video where the #RoseInt Team discusses year-to-date increases and projections for the overall job market and contingent workforce.

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📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch

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Don’t just tell your employer brand story—back it up with data and predictive insights that drives cost savings and better hiring outcomes. https://lnkd.in/eDHKu8mr

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Struggling to keep your best talent in 2026? You're not alone. Our latest guide tackles the toughest retention challenges employers face today. ✅ Turn exit interviews into actionable insights that prevent future turnover ✅ Build trust when senior leadership credibility is low ✅ Use AI tools to predict and prevent employee departures before they happen Smart retention isn't just about filling seats. It's about protecting your investment in people, reducing costly turnover, and building a workplace culture that attracts top talent. The data is clear: replacing one employee can cost 50 to 200% of their annual salary. https://lnkd.in/eThJ2x29 #EmployeeRetention #HRStrategy #TalentManagement #WorkplaceCulture #Leadership

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