Mary Toland Shaw, (she/her) SHRM - SCP, SPHR

Hiring became a process. Recruiting became survival. There’s a dangerous belief floating around: “We optimized hiring, so recruiting is fine.” SHRM’s 2025 Recruiting Executives Benchmarking shows a different story (2017 → 2022 → 2025). Executive hiring costs have surged (+113% vs 2017, +21% vs 2022). At the same time, only 20% of organizations track Quality of Hire. So we’re getting “efficient” at moving candidates through pipelines… while staying blind to the only question that matters: Did this hire ramp, perform, and stay? One-sentence diagnostic: What’s your definition of a “good hire,” and how do you measure it 90 days later? If that answer is unclear, your hiring system isn’t optimized. It’s just busy. If you’re building this now (success definition, a simple QoH layer, decision discipline, and a hiring process that produces consistent outcomes), that’s the kind of work we do at RIST. Full SHRM source + our notes: https://lnkd.in/dFpg-ZV6

2

The way someone leaves says as much about your company as how they join. 🫶 Avoid these 𝟲 𝗼𝗳𝗳𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀 to create respectful, compliant, and meaningful goodbyes 👉 http://aihr.ac/4oh48uD 📤 Read the article and save this to strengthen your offboarding strategy.

81

1 Comment

You can finally stop acting like a human reporting engine. 📉 Most HR leaders spend their best hours digging through spreadsheets just to answer basic leveling questions for leadership. Rippling AI turns that "data hunt" into an instant strategy session. Watch as we move from a raw leveling split to analyzing tenure vs. career development in seconds. Instead of just handing over a report, you’re delivering the insights that actually drive people strategy. The Goal: Get the answers for leadership in seconds so you can spend your time on the meaningful work you actually signed up for. 🚀 See the HR demo in action ⬇️

155

5 Comments

𝗔 𝗻𝗲𝘄 𝗖𝗘𝗢 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗱𝗿𝗶𝘃𝗲 𝗰𝗵𝗮𝗻𝗴𝗲…but the CHRO seat is empty. Watch the full video on when you need an interim HR executive. They can: ☑️ Align leadership by balancing board priorities with employee needs ☑️ Guide critical culture change and rebuild trust ☑️ Stabilize the organization 𝗜𝗻𝘁𝗲𝗿𝗶𝗺 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗲𝗮𝗻 𝘁𝗲𝗺𝗽𝗼𝗿𝗮𝗿𝘆. 𝗜𝘁 𝗺𝗲𝗮𝗻𝘀 𝘁𝗶𝗺𝗲𝗹𝘆. It means trusted. It means transformational. Let’s discuss your organization’s needs: www.dergelcornerstone.com #DERGEL #Interim #CHRO

11

2 Comments

Discover how to measure the ROI of executive coaching. Learn key metrics CEOs and HR leaders must track to evaluate coaching impact and success.

4

2 Comments

I recently had the opportunity to join the OrgDesign Podcast live from the Organization Design Forum - Org Design Festival to what turned out to be the final recording of the event and one of my favorite professional conversations. If you know me, you know I love a good Podcast. And better yet, would welcome the opportunity to host my very own. Stay tuned on that. No matter what profession you are in or what industry you might find yourself working within, this 15-minute listen is worth your time. In our conversation, we took the time to go deep on key topics: ✅ My non-linear journey into organizational design. ✅ What it takes to lead change at scale ✅ Importance of employee listening - it shouldn't be optional, AND it's a strategic enabler. ✅ How rethinking structure can help any organization, big or small, achieve success. Organizational design is far more than just boxes and lines on a chart; it's about enabling leaders, engagement and collaboration. When design lags, transformation and engagement can stall. When design leads, it can accelerate almost anything. 🎧 If you are navigating simple or complex, scale or transformation, and wondering how to make org design a piece of your puzzle, take a listen. This episode is for you. 🎧 #orgdesign #orgdesignforum #HRleadership

72

4 Comments

Degrees don’t always tell the whole story. Skills do. That’s why more HR leaders are rethinking how they hire, grow, and promote talent, focusing less on what’s on paper and more on what people can do. The shift to skills-based hiring isn’t just a trend—it’s a strategic move toward more agile, inclusive, and effective teams. But to make it work, you need more than intent. You need systems built to support it. At Providence Technology Solutions, we help organizations align their HCM tools to a skills-first strategy—so you’re not just talking about better hiring, you’re doing it. 👇 Ready to make your talent strategy more human—and more precise? https://lnkd.in/eh8SDu2G #SkillsBasedHiring #TalentStrategy #HCMInnovation #ProvidenceTech #HRLeadership #InternalMobility #FutureOfWork

7

𝗔𝗜 𝗶𝗻 𝗛𝗥: 𝗙𝗿𝗼𝗺 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝘁𝗼 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗜𝗺𝗽𝗮𝗰𝘁 CHROs today face a dual mandate operational excellence and human transformation. The latest AIHR | Academy to Innovate HR article reminds us that AI’s greatest contribution to HR is not automation - it is amplification: of insight, empathy, and strategic foresight. Here are the takeaways worth your attention: ✅ 𝗔𝗜 𝘂𝗻𝗹𝗼𝗰𝗸𝘀 𝘁𝗶𝗺𝗲 - freeing HR teams from admin so they can focus on culture, capability, and change leadership. ✅ 𝗔𝗜 𝘀𝗵𝗮𝗿𝗽𝗲𝗻𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 - identifying future leaders, predicting attrition, and mapping critical skill gaps. ✅ 𝗔𝗜 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝘀 𝗴𝗿𝗼𝘄𝘁𝗵 - creating dynamic, data-driven learning journeys aligned with individual potential and business priorities. ✅ 𝗔𝗜 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻𝘀 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 - reducing bias in hiring, performance, and development conversations. But the most forward-thinking CHROs know this: ⚠️ 𝗔𝗜 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗵𝘂𝗺𝗮𝗻 𝗷𝘂𝗱𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝘄𝗶𝘀𝗱𝗼𝗺. At Lexarius, we design 𝗔𝗜-𝗽𝗼𝘄𝗲𝗿𝗲𝗱 𝗿𝗼𝗹𝗲𝗽𝗹𝗮𝘆𝘀 where leaders practice high-stakes conversations - from feedback to transformation dialogue - safely and authentically. Because technology should not replace the human experience of learning; it should elevate it. For CHROs shaping tomorrow’s workforce, the opportunity is clear: 👉 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲 𝗔𝗜 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘁𝗼 𝗺𝗮𝗻𝗮𝗴𝗲 𝗽𝗲𝗼𝗽𝗹𝗲, 𝗯𝘂𝘁 𝘁𝗼 𝗱𝗲𝘃𝗲𝗹𝗼𝗽 𝗯𝗲𝘁𝘁𝗲𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, 𝗳𝗮𝘀𝘁𝗲𝗿. #airoleplays #CHRO #FutureOfWork #Lexarius #LeadershipDevelopment #HRStrategy #LearningAndDevelopment #AIinHR #PeopleAnalytics

3

Why does outplacement cost anywhere from $1,500 to $20,000 per employee? In our latest article, we break down the critical factors that determine whether you’re making a wise investment or wasting resources. When prices vary so widely, understanding what drives value is essential. Learn: - Why do outplacement costs vary so much - How to select the right service level for each career stage - Four key variables that dictate pricing - What actually drives better job outcomes - Questions to ask before signing any contract Discover why the most effective approach isn’t about spending more. It’s about matching services to employees' needs while delivering personalized support aligned with their unique career journey.  Read the article here: https://lnkd.in/gDzVgVXH

9