Digital Identity in the Age of AI with Joelle Smith, First Advantage

Imagine a world where job candidates arrive with an ironclad guarantee that they can apply the skills listed on their resumes. That's the vision shared by Dan Benveniste, Founder and CEO of SkillWaze, a company that’s redefining career readiness through AI-powered, skill-based learning.Dan and his team just announced the acquisition of tilr.com, a leading learning management and credentialing platform. Together, they’re building what they call the first guaranteed career-readiness solution for both learners and employers.The pandemic created a perfect storm for today's young job seekers. Cut off from crucial workplace socialization during formative years and now facing entry-level positions being automated away, Gen Z faces unprecedented barriers to meaningful employment. When 60% of recent college graduates get fired within 90-120 days due to skills mismatches, something fundamental needs to change.Dan explains how SkillWaze's acquisition of learning platform Tiller creates what he calls "the first guaranteed career readiness solution." Their approach solves the critical difference between knowledge acquisition and skill application: "You can learn hockey, but that doesn't mean you can play it." By combining AI-powered learning pathways with virtual apprenticeships where skills are observed and validated in real contexts, SkillWaze creates verifiable talent profiles employers can trust.What makes this especially compelling is the "Waze for careers" navigation system that lets users explore different paths, earn micro-rewards (including Bitcoin, which drives 2-3x engagement), and recalculate their journey as interests evolve. For employers, it builds custom talent "farm teams" based on specific skill requirements, making skills-first hiring practical rather than theoretical.With the World Economic Forum identifying an $11 trillion global skills gap, solutions that bridge learning and earning couldn't be more urgent. As Benvenisti puts it: "If we don't have Gen Z meaningfully engaged in employment and highly productive mode in a couple of years, that's like having a fuel gap on an airplane." Connect with Dan on LinkedIn or email [email protected] to learn more about this revolutionary approach to guaranteed career readiness.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Yesterday at the 2025 SHRM Annual Conference & Expo in San Diego, the William G. McGowan Charitable Fund named Brian Moynihan, CEO at Bank of America as this year’s Ethical Leader of the Year Award winner.Brian Peckrill, Executive Director of the McGowan Fund, presented the award and praised Ethical Leader of the Year Award winner Brian Moynihan's commitment to ethical leadership. With this honor, Brian Moynihan joins an esteemed group of past recipients, including Prudential Financial CEO Charles Lowrey and Delta Air Lines CEO Ed Bastian.In this special HRchat episode, recorded live at SHRM25, Brian Peckrill returns to the show to reflect on the evolving role of HR in championing ethics and purpose in today’s organizations. Host Bill Banham and Brian also dive into the Ethical Leader of the Year Award itself - what makes it special, the qualities of its recipients, and what’s next for the McGowan Fund.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

"AI is not going to replace workers – it's going to create super workers." This powerful insight from Lila Nazef, VP of Sales and Marketing North America at Neocase and attendee at this week's SHRM Annual Conference and Expo, sets the tone for a fascinating exploration of how artificial intelligence is transforming HR service delivery while addressing common concerns about this rapidly evolving technology.The conversation delves into the most pressing worries HR professionals express about AI implementation: data privacy, job displacement, and the potential loss of human connection. Lila offers reassurance by explaining how modern platforms like Neocase maintain data security by keeping information within closed systems while leveraging AI's capabilities. She articulates the importance of understanding different generational preferences – while seasoned employees might value face-to-face interactions, younger generations often prefer immediate digital solutions without human intervention.Perhaps most compelling is the discussion around when AI should replace processes versus when human touch remains essential. For routine transactions like timesheet corrections, automation creates efficiency. However, for sensitive matters involving harassment or employee relations concerns, human judgment and empathy remain irreplaceable. This balanced approach allows organizations to deploy their human resources strategically while improving overall service delivery. The metrics supporting this strategy are impressive: up to 95% time reduction for information searches, 81% fewer HR help desk tickets, and 90% improvement in transaction processing times.Lila advocates for a measured implementation approach that begins with AI assistants for meeting summaries and information retrieval before advancing to more complex transaction automation. Throughout this journey, communication remains paramount – employees need to understand how AI will enhance their experience rather than threaten their roles. When implemented thoughtfully, AI creates what Lila describes as "super workers" – professionals whose capabilities are enhanced rather than replaced by technology.Lila and Bill also discuss SHRM25 and other upcoming events for HR pros. Ready to transform your HR operations with AI that respects both efficiency and human connection? Subscribe to the HR Chat Show for more insights, and connect with Lila Nazef on LinSupport the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

What happens when 19 million jobs face potential displacement from automation and AI? And why aren't half of all workers using AI at all? Dr. James Atkinson, Vice President of Thought Leadership at SHRM, uncovers these startling insights and more in our illuminating conversation about workplace transformation.Fresh from celebrating his one-year anniversary at SHRM after an impressive 11-year tenure in HR research at Gartner, Dr. Atkinson separates AI hype from reality. While headlines focus on job losses, James explains to Bill Banham how his team's research reveals a more nuanced future, one where success hinges not on competing against AI but learning to work alongside it. "It's not just about displacement," he explains. "It's really about the transformation of jobs."Beyond technology, James and Bill explore how SHRM's research team tackles today's most pressing workplace challenges, from macroeconomic uncertainties to the shocking $2 billion daily productivity loss caused by workplace incivility. Dr. Atkinson shares exclusive insights from SHRM's economics team on wage inflation, labor market trends, and how HR professionals can navigate these complexities. With SHRM25 in full swing, he also previews the cutting-edge research his team will unveil on multiple stages.Whether you're concerned about AI's impact on your career, struggling with workplace culture issues, or simply trying to stay ahead of workplace trends, this episode delivers actionable intelligence from one of HR's foremost thought leaders. Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

What makes a truly effective CHRO in today's complex business landscape? Chelle O'Keefe, Executive Vice President, Chief Human Resources Officer at Associa, brings refreshing clarity to this question through her remarkable journey from psychology graduate to C-suite leader.The power of Chelle's approach lies in her unique perspective: despite never taking a formal business class, she's mastered the executive suite by focusing on the fundamental thread connecting all her work—understanding human behavior. "The common thread through my entire background is human behavior," she explains, detailing how this focus has guided her through roles in learning and development, change management, communications, and even marketing before landing in HR leadership.Chelle shares the strategies behind her impressive achievements, including an 80% internal promotion rate and 30% reduction in turnover. Rather than adopting off-the-shelf solutions, her team developed leadership competency models by studying their own successful leaders. This authentic approach created a powerful eight-month development program that transformed their talent pipeline. On retention, her philosophy is wonderfully straightforward: "Leadership is absolutely the first thing that drives that turnover rate," combined with directly asking employees what they want through simple polls rather than complex engagement surveys.Leading HR for an organization with 300 branch offices serving 7.5 million residents worldwide presents unique challenges. Chelle discusses how they manage cultural alignment during acquisitions and maintain cohesion across dispersed locations through their "Associa Book" of values. She offers practical wisdom on AI implementation, suggesting leaders focus on automating "painful repetitive tasks" rather than getting overwhelmed by the broader concept.Perhaps most valuable is Chelle's candid insight into executive influence: "You have to be able to speak the language of the business to sit at the table. That's just table stakes." What truly differentiates exceptional HR leaders is bringing humanity to the C-suite—building relationships, having tough conversations, and sometimes being "the only adult at the table." In a world increasingly focused on technology and metrics, Chelle reminds us that understanding people remains the heart of effective leadership.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Your next hire could be a deepfake. Identity fraud in employment has exploded, with a 30% increase in 2025 alone and experts predicting one in four candidates will use some form of deepfake technology by 2028. This isn't just resume padding—it's a sophisticated attack on your organization.Joelle Smith, President of First Advantage Corporation, reveals how the convergence of massive data breaches, advanced AI, and remote work has created a perfect storm for employment fraud. Foreign actors aren't just seeking multiple paychecks; they're targeting something far more valuable: day-one access to your organization's internal systems and data. These threats transcend industries and borders, affecting companies of all sizes.The traditional hiring approach—taking candidates at their word before conducting background checks—creates a dangerous vulnerability. Joelle explains how "identity-first" verification not only blocks fraudulent candidates but improves the accuracy of background screening, with companies seeing a 17% increase in criminal record detection when identity verification comes first. First Advantage's sophisticated system triangulates technology, proprietary data, and personal knowledge verification to distinguish legitimate candidates from increasingly convincing fakes.What makes this discussion particularly valuable is the balance between security and candidate experience. The goal isn't just blocking bad actors but creating streamlined processes for legitimate candidates. As Joelle emphasizes, "Our job is to help organizations find great talent and retain them."Want to protect your organization from the rising tide of identity fraud? Connect with Joelle on LinkedIn or visit FADV.com to explore how identity verification can strengthen your hiring process. The future of secure hiring starts with knowing exactly who you're bringing on board.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

The U.S. faces a talent crisis with millions of skilled candidates overlooked due to outdated hiring practices. The SHRM Foundation's Center for a Skills-First Future aims to bridge this gap by transforming how employers approach talent acquisition.In this HRchat conversation with Bill Banham, SHRM Foundation President Wendi Safstrom reveals why skills-first hiring has moved to the forefront of strategic thinking for forward-looking organizations. "Talent is America's greatest asset," she explains, noting that employers increasingly rely on workforce creativity and innovation to compete. Yet traditional credential-based hiring creates artificial barriers that exclude qualified candidates simply because they lack formal degrees.The statistics paint a sobering picture: 75% of employers struggle to fill positions, nearly half face retention challenges, and replacing employees costs up to four times their salary. Meanwhile, one-third of working-age adults without four-year degrees possess valuable skills that remain untapped. As AI and technology rapidly transform skill requirements, the disconnect between educational outputs and workforce needs continues to widen.Beyond addressing the immediate talent shortage, the Center for a Skills-First Future expands support for overlooked talent pools, including military community members and "opportunity youth" aged 16-24 who are neither in education nor employment. The initiative provides HR professionals with practical tools, including a new certificate program focused on skills-first recruitment strategies.Learn more about the SHRM Foundation to join a movement reshaping America's workplace.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

The gap between casual ChatGPT users and organizations with massive AI teams seems unbridgeable for most departments. But what about that middle ground where small teams can leverage AI effectively without specialized expertise?Dr. Tim Scarfe, CEO of Machine Learning Street Talk, discusses practical AI implementation for smaller organizations with hosts Pauline James and David Creelman in this HRchat conversation. Running a sophisticated content production operation with just 15 team members and spending $1,500-2,000 monthly on AI tools, Tim offers a realistic roadmap for departments looking to move beyond basic AI usage."ChatGPT is a reflection of you," Tim explains. "It makes dumb people dumber and smart people smarter." This insight highlights why some users remain frustrated with AI while others create remarkable value – the difference lies in approaching AI conversations as iterative journeys rather than one-shot interactions.Most surprisingly, Tim suggests that building internal AI systems doesn't necessarily require specialized AI expertise. Rather, curiosity and experimentation can take departments far, especially when leaders understand that AI itself can help explain how to use AI more effectively. Tim cautions against waiting for "perfect" technology before diving in, warning that we face a potential digital divide similar to what occurred during the 1980s computing revolution.For HR leaders and department managers, the conversation offers a practical middle path between doing nothing and pursuing enterprise-wide AI transformation. By starting small, experimenting continuously, and focusing on specific use cases, even modestly-sized teams can create significant value with today's AI tools.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

What does it mean when a Vice President, Global Talent Acquisition declares "recruiting is broken"? Jenn Cunningham of Pearson doesn't just diagnose the problem – she offers a vision for how artificial intelligence can bring the human element back to hiring.Drawing from her fascinating career journey from McDonald's store manager to leading global talent acquisition at a major education company, Jenn explains that traditional recruitment has been failing candidates, recruiters, and businesses alike. Overengineered processes designed primarily for financial reporting have stripped away the flexibility needed to accommodate human needs and experiences.The solution? AI tools thoughtfully designed to eliminate friction points and busy work. Pearson's research shows that generative AI could help US workers reclaim a staggering 78 million hours weekly currently spent on administrative tasks. At Pearson, they're already seeing results – their talent acquisition team has decreased by 31% year-over-year as AI handles scheduling, onboarding, and conversion tasks, while recruiters focus on the high-value, relationship-building aspects of their roles that truly add value.Perhaps most insightfully, Cunningham addresses the paradoxical messaging that creates resistance among recruiters: "AI is coming for your job" versus "AI will make your life easier." Resolving this contradiction is key to successful implementation. For leaders navigating this transition, Cunningham advises focusing on changing attitudes rather than overhauling entire systems, as many AI solutions can integrate with existing platforms.As we confront a rapidly changing hiring landscape, the skills that remain uniquely valuable are precisely those that AI struggles to replicate: critical thinking, adaptability, and the ability to discern truth from fiction in a world awash with information. Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

The boundary between professional and personal life has never been more blurred. As Dr. Alexander Lovell, Research Director at the O.C. Tanner Institute, reveals in this compelling episode, employees worldwide are increasingly operating in "survival mode" rather than thriving at work, and the consequences extend far beyond productivity metrics.Alex introduces guest host Dr. Bill Howatt to the "Survival Continuum", a framework that maps the journey from mere survival to genuine thriving. This isn't a simple binary state but rather a nuanced spectrum where employees can experience varying degrees of struggle or fulfillment. Through extensive research, his team has identified three critical pillars determining where employees fall on this continuum: compensation, healthcare access, and the often-underestimated power of belonging.The financial reality for many workers is sobering. While executives might imagine employees dreaming of lavish vacations, Dr. Lovell's research reveals most simply hope for "not having an empty bank account by the end of the month." This disconnect between perception and reality represents a significant blind spot for leaders trying to address workplace wellbeing.Perhaps most illuminating is the discussion around mental health stigma. Despite increased awareness, employees continue to mask anxiety and depression behind more palatable terms like "burnout" or "feeling tired". This linguistic substitution reveals how far we still need to go in normalizing authentic mental health conversations in professional settings. Meanwhile, the cost of presenteeism—being physically present but mentally elsewhere—exceeds absenteeism costs by 7.5 times.For HR professionals feeling overwhelmed by these challenges, Dr. Lovell offers practical starting points. Begin by taking inventory of existing resources, then focus on creating genuine belonging through recognition and leader modeling of appropriate vulnerability. Ready to help your team move from survival to thriving? Subscribe to the HRchat show and Dr Bill's new podcast, Exploring Workplace Mental Health, for more insights on creating workplaces where belonging and wellbeing drive sustainable performance.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events