This week on HR Famous, I interviewed Danielle Farage, a GenZ expert who is actually a GenZer. We talked about why all these people are lazy and don’t want to work!

Danielle is a bright mind in the GenZ community and one who isn’t waiting around to find out what work is, but digging in and working to determine what this entire future of work thing is all about. Oh, and the best thing is, she isn’t scared of work!! Lets’ Go!

Make sure you connect with Danielle, and for heaven’s sake, stop hiring non-GenZs to talk about GenZs!! She’s your girl!

Enjoy.

As the kids say, “Like and Subscribe”!!

alent acquisition has always been slow. Adoption is slow. Change is slow. Processes are slow. Even as the world rapidly evolved around us, TA remained stuck in sort of the same place for years. 

It feels like that’s changed. AI made sure of that. 

Now, it really feels like change is the only constant, and you really can’t be moving fast enough. The best organizations are not only using AI in recruiting currently, but they’re also following trends and thinking a year, two years, three years ahead. The reality is that the best talent teams will evolve very quickly, using AI as a foundation to attract better talent, faster. 

And if you’re only thinking about today, tomorrow, or even this year, it honestly might not be enough. You might already be falling behind. 

One of the things I’m finding when talking to most talent leaders is that they see the benefits of AI, and they are working toward implementation at some level within talent acquisition. But the total focus is almost always on how we will use AI for maximum impact — never is there a thought on how we will use our people with AI for maximum impact. This is a huge miss. You can’t just be thinking about people anywhere, but you also can’t just be thinking about AI. You need to be looking ahead and envisioning a world where you have both humans and AI to do TA work. The question is: Who does what for maximum efficiency?

I’ll give you an example of an organization who did this well: 7-Eleven.

Recently, 7-Eleven went through a massive AI transformation in talent acquisition. After acquiring Speedway, they found themselves with two very different talent tech stacks and two very different recruiting processes. It’s an easy call to go down to one stack. It’s a much harder call to determine which stack and which process. Or better yet, maybe a new tech and new process that fits even better — true transformation. I won’t get into the full details (you can read the case study from my friends over at The Josh Bersin Company here), but essentially, they completely reimagined the structure of their recruiting team to maximize both their talent and their technology. Their result was 40,000 man-hours per week savings. Read that again! Between recruiting and store leaders, they used AI to do roughly 95% of all previous recruiting tasks done by humans. Look, massive organizational change is never easy. But 7-Eleven is proof that there’s so much untapped potential here. 

There are five Steps to making this happen—click over to Paradox, where I’ll give you the exact five-step plan!

Hiring is broken – but not for the reasons you think.

Recruiters flood hiring managers with candidates, yet decision-makers hesitate to pull the trigger. The process drags, top talent walks, and organizations pay the price.

I’m not here to sugarcoat this for you. In this unfiltered solo session, I explain why the hiring machine is failing and what needs to change. From hiring managers’ paradoxical indecision to the myth of “more candidates = better hires,” I explain how talent acquisition teams have conditioned bad behavior – and why fixing it requires a shift in trust, process, and execution.

Then there’s Elon Musk. His blunt demand for accountability in government sent HR circles into a tailspin, but is he wrong? I cut through the noise to dissect why performance management is broken and why most leaders are afraid to ask their employees the one question that actually matters. The workforce is shifting. The hiring game is changing.

If you’re still playing by the old rules, you’re already behind.

Enjoy!

After some of the tragic events in 2024, Banking, Finance and Insurance HR Teams are on Red Alert! Then put on top of that, most of the executives in this industry are wanting a full return to work, and the HR Teams are having to work overtime this year!

I have some opinions on what can be done, check it out!

Hit me in the comments – what do you think?

One of the coolest HR conferences out there over the past few years has become TransformHR. It’s unique in that most of the content is given by HR practitioners and leaders, and it’s done mostly in a panel style format. I like this because it tends to open itself up for more conversation around topics.

I know personally, after attending the past couple of years, I have way more conversations with other people are actually doing the work, than any other conference I go to!

This year, George LaRoque and I are partnering with TransformHR and leading a session to introduce a new concept – The HR Tech 100 – more to come – but if you want to know more – you’ll have to be there live!!

The nice thing is – they gave me a $200 discount – just click on this link to register – TransformHR – HR Tech 100! (you have to click this link for the discount!)

The conference is March 17-19 – and it’s jam-packed with great content, keynotes, expo, and amazing concert and dancing the last night!

Here’s what I’m looking forward to at TransformHR 2025:

• The Now and Next of Work featuring Punk Rock HR’s Laurie Ruettimann, and the CHRO of Nascar, John Ferguson.

• Building High-Performance Cultures: Lessons from Elite Sports featuring the Chief DEI Officer of the Detroit Lions.

• The Next Big Bet: VCs on Emerging Workforce Technologies featuring Workday Ventures, Barbry McGann and ADP Ventures Oz Khan

• Talent Acquisition: The Engine of Business Growth featuring Lars Schmidt and REI’s Chief People Officer, Apple Musni

• Future-Proofing Talent Acquisition: Elevating the Candidate Experience featuring Ariana Moon from Greenhouse, Adam Pozner from the Pozcast, and Okta’s VP of TA, Cori Faro

• From Burnout to Breakthrough: Reigniting Leadership Spark featuring my friend and HR expert Julie Turney, CHRO of Levi Strauss, Tracy Layney, Global Head of HR AWS, Prudence Pitter

This is just a fraction of the sessions! Check out the full Agenda here.

A new episode of HR Famous is out, and it features one of my longest friendships in the world, Professor Marcus Stewart, from Bentley University in Boston. Marcus and I went to junior high together and played basketball on the same team. His dad coached us in 8th grade and was the school’s music and band teacher. He is one of the top 3 most intelligent people I know!

Enjoy!

Like & Subscribe!!

The baby needs new shoes!

Also, if you like my podcast, the WrkDefined Podcast Network is something you should check out!

The HR Famous Podcast is back with another episode this week with my special guest and friend, Madeline Laurano, from Aptitude Research! We are talking about the big AI announcements coming out from Workday, Oracle, SmartRecruiters, and more. Agentic AI (the agents) is going to have a significant impact on HR tech, and Workday’s creation of an AI agent of record is huge news!

Check it out:

Of course, Like and Subscribe!!

I posted a video on LinkedIn last week and it kind of blew up! The video is actually an audio recording of Jp Morgan Chase’s CEO Jamie Dimon sharing some of his feelings about the current state of work and, more specifically, Remote Work!

Check it out:

Is he wrong? Let’s break it down:

• Video meetings vs. in-person – has opened up this behind-the-meeting conversation path – where during the meeting, many people are having conversations with others at the same meeting – not paying attention, making comments, etc., that wouldn’t happen in an in-person meeting. So, he’s not lying.

• Let’s say the meeting is important – being on your laptop and/or phone, isn’t helpful. BUT TIM, WE’RE JUST TAKING NOTES! No, you’re not. You’re multi-tasking, and it can be rude and distractful. If the meeting isn’t valuable, don’t have it! But we’ve made a determination that no meeting is valuable, so I’m going to do what “I” think is valuable at this meeting.

• Work from home Friday. This was what a lot of people on LinkedIn focused on. Work from Home (WFH) is a problem for most people. There is a small percentage of the population that actually works better at home. HR pros and leaders who want to work at home keep telling executives that it’s more productive when the business measures show it’s not for most people, especially younger, inexperienced workers. So, now HR is losing credibility.

• Younger workers are being damaged by this and being left behind. This is 100% accurate and true! We are doing a disservice to the careers and social constructs of younger workers. We are creating a generation of people who believe responding to email is actually working.

• Every area should be trying to be more efficient. Most “leaders” in today’s world don’t think this way. They actually think the opposite. If you had 100 people under you, you don’t want less, you want more! That makes you more important. It’s better to have 100 direct reports than 90. In a world of AI, this mentality is broken.

• You have a choice; you don’t have to work at his company. This is actually brilliant recruiting. Amazon does something similar. They want you to self-select out. We are going to be very successful, but we are going to have expectations. If you don’t like our expectations, please don’t work here!

• We didn’t build a great company by doing the “same semi-diseased shit” as everyone else! That phrase is amazing and accurate. If you’re following the crowd, you’re not going to be successful.

For the most part, people hated this video/audio of Dimon. I get it. It’s abrasive. It sounds like an old guy executive complaining that back in his day…but when you break down each part, he’s not wrong.

HR has a problem on its hands, and for the most part, it is of their creation.

We have to change the narrative very quickly for our executives and our culture. No longer is it about WFH. It’s now about WFWYAMMP (Work from where you are measurably most productive)! HR is going to help you be the most successful professional you can be, by helping you find where you are measurably most productive. Not where you “feel” most productive, but where we actually see the data shows us where you work best!

There’s a lot of bad career advice out there coming from basically poor performers who mostly got fired and decided to open up a TikTok and start giving out free career advice. It’s easy to tell these folks; just quickly pull up their LinkedIn, and you’ll notice a common thread; they haven’t really worked that long to begin with, so slow your roll on your career advice. Also, most of them struggled to work at any one company for more than a year or two. They’ll say this is just modern work, but in reality, it takes that long for most companies to weed out poor performers.

I’m not saying all of their advice is terrible. A lot of it is fine. If you want “fine,” cool, enjoy fine.

You might be thinking, but Tim, you learn so much by failing!

No, you don’t. You learn how to fail more. And that doesn’t make you successful. Don’t buy into the hustle hype about failure. The best performers in every aspect of life didn’t fail more; they succeeded more. They found ways, even super small ways, to succeed. Which led to higher confidence, skill, etc., and allowed them to keep succeeding.

I found this the other day, and I think it’s amazing advice:

The most successful workers of the future will be more like the above.

More creative. More empathetic. More execution. More f*cking everything.

Tim Sackett’s Good Career Advice

• Spend part of every week doing professional networking while you’re working. 90% of people only network when they are looking for a job, and it feels like it.

• Tell as many people as you can that you want the job. Too many people hide the fact that they’re looking for or needing a job. “I don’t want people to know I’m out of work; it’s embarrassing.” Yeah, you need to get over that sh*t. That’s feelings. That’s not reality.

• Show up earlier than most and stay later than most. If you have to pick one, stay later than most. Executives notice who’s working “extra.” Meaning, who’s working later.

• Don’t hang with employees who complain. They aren’t smarter or better than other employees; they’re just complaining. Even if you also want to complain, don’t. Complainers don’t have great promotion records in their careers.

• Be as positive as you can, as much as you can. Everyone likes to be around positive people. People who like their life. Like their work. Be positive to others. Challenge yourself to send a note professionally within your company saying something positive to a co-worker, peer, even an executive, at least once per week.

“You like that!” – Kirk Cousins

The best career advice anyone can give you sounds like something your Dad/Mom will say to you (assuming your Dad/Mom was a good, hard-working Dad/Mom kind of person). Show up, all the time, work hard, be nice, be helpful, make yourself as valuable as you can in any position you work.

This isn’t rocket science. Just do your f*cking job.