Michael H. Walker, SPHR

Brandon Jeffs took to HR Tech to ask industry leaders what’s really shaping their recruiting strategies these days. Learn how recruiters define the “why” behind recommending candidates, how proactive pipelines produce the right profiles faster, and how Gem’s AI sourcing helps every step of the way.

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Many organizations talk about investing in their teams, but without a shared understanding of what that means, expectations can easily become misaligned. An Employee Value Proposition (EVP) defines what growth, development, and advancement look like within your organization and how you’ll support those opportunities. When done well, it lays the foundation for equitable, transparent, and strategic talent development. Our latest blog, written by Monique Mehta, Graham Murphy, and Kunza Shakil, explores how a clear EVP can strengthen engagement, belonging, and mission alignment across your organization. Read the full blog >> https://lnkd.in/egVAbjDV #Philanthropy #Nonprofit #EmployeeValueProposition

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Leading HR Tech analyst Josh Bersin explains in a new conversation how his report reveals the benefits of investing in an often-overlooked part of the hiring process: your frontline workers. Watch the full discussion between Josh and Joshua Secrest: https://lnkd.in/g7Fwqiwh

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How well does your HR work land at the board table? This visual guide outlines four language and positioning shifts that help HR leaders communicate their impact in ways that resonate with directors. Download the full resource here: https://lnkd.in/gCAsdJkV

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Wondering if your pay strategy is helping (or hurting) your ability to attract and retain top talent? When compensation decisions are based on gut feel or outdated benchmarks, businesses risk overpaying, underpaying, or losing their competitive edge. Our latest article breaks down how to use real market data to make smarter, fairer, and more strategic pay decisions. #compensationstrategy #compensationguidance #hrinsights #employeepay #kmahr #wearehr https://lnkd.in/e3ri6EWP

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Still tracking learning by attendance? That’s like measuring innovation by how many sticky notes are on the wall. McKinsey’s 2025 report is clear: it’s time to stop playing defense in L&D and start leading with data and foresight. Here’s what to start doing now: Build data ecosystems, not dashboards. Track growth, not just completions. Use predictive modeling to spot skill gaps before they become business gaps. Form cross-functional foresight squads—because planning one year out is basically guessing. Learning isn’t a support function anymore. It’s a strategy. And if you’re not using data to drive it, you’re just hoping for the best. 😅 #LDFuture #DataDrivenDevelopment #StrategicForesight #LearningEcosystems #McKinsey2025

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HR leaders might seem to have a limited set of data to understand their organizational culture. But if you have a recognition program in place, you possess a treasure trove of information to drive strategy and provide actionable insights for cultural transformation. Click to learn 3 ways your organization's HR leaders can drive culture and strategy right now. https://bit.ly/4je7tbb

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3 Standout Findings from HR.com's 2025 Future of Talent Acquisition Report: 1️⃣ Only 30% of organizations plan to increase their TA budget—despite 56% expecting hiring needs to grow 2️⃣ Only 5% of organizations rate their TA function as "world-class"—even though they're self-assessing against a maturity model 3️⃣ "Leaders" in TA are 3x more likely than "laggards" to rate their hiring capabilities high Download the full report—compliments of Rival—for more benchmarks and comparative data and to learn how leading TA teams are finding success in 2025 and beyond: https://lnkd.in/eTWvN_7t #TalentAcquisition #Recruiting #Survey #HiringTrends2025

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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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Forbes Human Resources Council discusses, "Technology Pain Points for HR Teams—and How to Fix Them" Article: https://lnkd.in/ex2eiq99 As workplace technology continues to evolve, HR teams often find themselves juggling multiple tools and platforms—some of which create more problems than they solve. From inefficient communication systems to outdated software integrations, these technology pain points can significantly impact productivity, collaboration and employee satisfaction. Solving these challenges starts with identifying what’s not working and why, which allows HR leaders to implement systems that truly improve day-to-day operations. #Technology #Productivity

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❓ How is your organization responding to leadership retention challenges? The executive compensation report shows a rise in nonqualified deferred compensation and custom benefit packages. ✔️ Retain top talent ✔️ Stay compliant ✔️ Strengthen your strategy ➡️ Learn more: https://lnkd.in/eRcMX5eY 🔗 More from Echo: https://lnkd.in/eNGbtDfp #NFP #Insurance #RiskManagement #Compliance #EmployeeBenefits #HumanResources #PropertyAndCasualty

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💰 HR Leaders: 2026 budget planning starts now. Are you investing where it matters? New data from Inclusively reveals what employees actually need—and what they’re already paying for out-of-pocket: 🟡 58% are spending their own money on tools and support their employer doesn’t provide. 🟡 Top "signals" from over 1,900 employees queries highlight urgent priorities: ✔️ Flexible Work ✔️ Mental Health Resources ✔️ Accessibility & Accommodations ✔️ Caregiver Support If your 2026 HR budget isn’t aligned to these needs, you’re planning for the past—not the future. 📥 Download the report: https://lnkd.in/dVWtyH7K #HRBudget #2026Planning #RetentionStrategy #WorkforceStrategy

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Great insights from Cristi Goettel in The Financial Brand on the power of employee storytelling. Connecting individual roles to a broader mission builds trust, inside and out. Read the full article: https://ow.ly/IhPv50WXFiy

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We’re excited to partner with the Mid-Florida Total Rewards Network, LLC for the final session in our Pay Transparency Masterclass Series. Part 3: Mastering Regulatory Pay Transparency Reporting will focus on navigating today’s evolving reporting landscape with clarity and purpose. Led by Anuj Mongia, this session will walk through: ◾Understanding and applying reporting requirements ◾Identifying and addressing unexplained pay gaps ◾Developing clear and compelling narrative context Whether you’ve joined us for previous workshops or this is your first, this hands-on session is designed to equip you with practical tools to apply immediately in your organization. Register here: https://bit.ly/4p2gDKb

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Leadership development and retention get a lot of attention, and rightly so. The best insights often come from those closest to it. We caught up with Dan Cullinan, one of SS&C’s emerging leaders and a SPARK Forum Rising Star, for a conversation with Robert Hess about leadership. Dan shared what he looks for in a leader and SS&C’s approach to developing the next generation of leaders.

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