Amy Mosher shares valuable pearls of wisdom on the uniqueness of isolved and discusses top ways to source the best talent with technology in hand.

1. Tell us about your role in isolved. What does a normal day at work look like?
I truly love what I do. My role at isolved allows me the opportunity to engage with employees in nearly every department at our fast-growing company nearly every day. A normal day includes deep collaboration and interaction with employees at all levels. I am a business partner, and this is indicative of how I spend my day, often collaborating on projects or scope outside of the HR function in support of the business at large. Lending my experience as a generalist business leader to both strategic and tactical challenges. However, my main focus is people, so I spend the majority of my day talking to employees or leaders in an effort to assist them in meeting their goals and potential. I pride myself on being accessible, available, and hyper-responsive to everyone while empowering my team to bring solutions to any challenges they face throughout the day. This requires a tremendous amount of discipline in scheduling, including setting aside work hours, so that I can be truly present when engaging with others.

2. isolved People Cloud™ featured Adaptive Employee Experience was a thoughtful initiative. Why do you think it is important for HCM technology to be accessible?
The employee experience needs to be an experience for all and HR technology plays a critical role in that experience. If HR technology isn’t accessible to everyone, it’s not accessible to anyone. I love our customer story with Key Training Center, a non-profit in Florida. They support clients with developmental disabilities and help them foster independence in their lives through places to live and to work. Their clients take great pride in the paychecks they earn – as they should – and they access isolved People Cloud to check their pay, make benefit elections, and more as employees would. isolved prides itself on inclusion and belonging for all, and it’s critically important that this is true in the technology too which with isolved People Cloud, it is.

3. What makes isolved unique in its approach towards clients?
One of isolved’s core values is customer-centricity, and we’ve taken this to new heights with our isolved People Heroes Community that just launched. This unique approach is in empowering customers to source advice from other customers, socialize with their peers and share their isolved experiences. People want to talk to people and people also want to self-serve and get real-time help, the isolved People Heroes Community helps with all three.

4. What are your top three tips to source talent? How do you use technology in the process?
Empowered employees engaged and owning the process of encouraging and identifying top peer talent is the best way to source great talent. When we surveyed 500 HR leaders and asked them their most valuable recruiting tool, the top-three answers were all around employees:
Twenty-five percent of HR leaders said their most valuable recruiting tool is employee referrals, 24 percent said employee review sites and 12 percent said social media.

For those looking for tips on how to source talent: empower your employees through easy ways to share open positions, easy ways to get rewarded for hired referrals, and easy ways to share information about the brand.

isolved benefits from a deep collaboration between HR and marketing which led to an employee advocacy tool that empowers employees to have social graphics, social captions, and fully developed social posts that they can take and make their own to share on their social network.

5. What are some HCM trends that HR professionals need to be aware of in 2022?
The majority of organizations are prioritizing employee experience this year. The reason it is a top priority according to our survey of 500 HR leaders is to reduce employee stress, followed by improving retention rates. There are myriad trends in what that means for businesses but one trend we are seeing within this prioritization is that employee experience is becoming a broader company initiative. For example, 52 percent of HR leaders want marketing involved in EX.
Some organizations are taking a hybrid approach by launching a Center of Excellence for EX that may be owned by HR, but also brings in peers from marketing and IT in a structured way and to be clear about responsibilities.

6. What factors are crucial to industries like retail, healthcare services, and manufacturing to enhance their employee experience?
While each industry has unique challenges and opportunities, healthcare accounts for roughly 10 percent of the 145,000 employers isolved serves. These customers are facing even more difficult challenges with retention after two years of a pandemic but are finding excellent ways to deliver a modern EX. Milestone Retirement Communities, for example, has over 2,200 employees and empowers its employees with self-service as well as a more modern applicant experience to start the employee journey on the right foot. Using isolved Attract & Hire, Milestone is able to have candidate information in one place so HR can easily move from recruiting and hiring to onboarding – all in one dashboard. For the new employee, this means they are able to use a single system that intelligently connects their entire experience from hire to retirement.

7. In these changing times, what are your priorities as a Chief People Officer?
Inclusion will always be a top priority for me, and the pandemic underscored the importance of belonging for all employees. It’s not enough to hire a diverse workforce, employers need to foster a sense of belonging for all. We’ve really prioritized our giving and volunteering efforts this past eight months to connect employees to the causes they care about most.

8. You have an interesting feature on LinkedIn called #AskAmy. How did you come up with it and how is it going?
When I say our HR team has a deep collaboration with marketing, I really mean it. My peers in marketing know they can tap me, or anyone else on my team on the shoulder for any opportunity to share the great resources isolved has and all the great work our customers are doing, and the #AskAmy feature was no different. When our brand team asked if I’d do this, I jumped. Not only is it a chance to share industry best practices, but it’s also a way to be part of conversations that truly matter to me like DEI&B and employee engagement.

9. What do you think of a hybrid workforce and can you list its advantages and disadvantages from a tech perspective?
From a tech perspective, HR must have deep collaboration with IT to ensure new employees have their equipment ahead of their first day, that tech issues are resolved in a timely matter, and that all employees regardless of where they choose to work have support to ensure connectivity, collaboration, and productivity. From an EX perspective, hybrid workforces are not only the way of the future but also good for society and the environment as a whole. I’m a true believer in flexibility and while not every position or industry can allow for hybrid models, every employer needs to identify ways they can be flexible in how, where, and when a person works.

10. What is the passion that drives you to keep going? Any book, series, or podcast suggestions that you have for our readers?
My people keep me going. My team not only teaches me new things day in and day out but inspires me to do more. One book I share with my women leaders is “In the Company of Women”. It’s the gift of empowerment.

11. What advice would you give to young professionals thinking to pursue a career in HR?
Consider what you are truly passionate about. If you have a desire to place people in careers that will change their lives, if you have a desire to truly nurture talent and provide them with the best place to work, then go into HR. Once you are there, do more. Raise your hand for special projects, say YES more, and ask questions. Get involved and find your passion in yourself.

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