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You Should Know

You Should Know

Written by: WRKdefined
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 "You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary.All rights reserved by WRKdefined Economics Management Management & Leadership Politics & Government
Episodes
  • HR Isn’t Burned Out. It’s Being Rewritten in Real Time.

    HR Isn’t Burned Out. It’s Being Rewritten in Real Time.
    May 11 2026
    The AI shift isn’t coming. It already hit payroll, hiring, benefits, and every broken HR process companies ignored for years. Most teams still think they have time. They don’t. 85% of companies say they’re adapting. Most are just playing with ChatGPT while the talent market, employee expectations, and AI adoption sprint past them. A sharp conversation with Amy Mosher on what HR leaders are getting wrong, what smart companies are quietly doing right, and why “best practice” now expires every 90 days. A few truths that hit hard: • 65% of HR leaders say power is shifting back to employers • 62% admit the talent crisis is self-inflicted • 72% say benefits enrollment is still stressful for employees • Nearly 50% claim there’s no major skills gap. That number might be the wildest stat in the whole report In this episode, Amy breaks down why hiring speed alone is dead, how AI is reshaping workforce strategy, why candidate experience now behaves like Instagram attention spans, and what companies need to do before their people strategy becomes obsolete. Key Takeaways : • HR trends aren’t new problems. They’re old problems wearing new technology • Candidate attention now works like social media. Miss the moment and they disappear • 65% of HR leaders believe leverage is shifting back toward employers • 62% say today’s talent crisis is self-inflicted through outdated hiring practices • “Best practice” now has an expiration date measured in months, not years • AI adoption without employee enablement is mostly theater • Companies winning with AI rarely talk publicly because it’s now a competitive advantage • Payroll fraud prevention has become an AI arms race • 72% of HR professionals say benefits enrollment is still stressful for employees • Skills gaps are permanent now because work changes faster than organizations can stabilize • HR teams need AI hackathons, not more boring training sessions • The most valuable skill today is the ability to learn, adapt, and keep moving Guest : Amy Mosher Chief People Officer isolved One of the clearest voices in HR on AI adoption, workforce agility, payroll innovation, and why most companies still underestimate how fast work is changing. LinkedIN : https://www.linkedin.com/in/amy-m-mosher Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    37 mins
  • AI Broke Hiring. Now You’re Drowning in Your Own Applicants

    AI Broke Hiring. Now You’re Drowning in Your Own Applicants
    May 4 2026
    You made it easy to apply. Now you’re buried. Bots, bad fits, fake signals. That’s the game. Recruiting, AI hiring, applicant volume, skills gap, and signal vs noise are colliding hard and most teams aren’t ready. In this episode… you’ll hear what AI is actually fixing, what it’s making worse, and how to spot real talent when everyone looks qualified on paper. Key Takeaways : Easy apply created a flood of low-signal applications AI is now used on both sides of hiring Recruiters are reviewing thousands of applicants per role AI sourcing tools are narrowing pools but not solving quality Custom GPTs are cutting hours of admin work Hiring for AI roles with 0–2 years real experience is the norm No one has “10 years of AI” despite job descriptions saying so Curiosity is becoming a core hiring signal AI hallucinations are real and impact hiring decisions Filtering tools help but still require human judgment Skills validation is shifting from resumes to real-world examples Guest : Beth Wolfe Senior Director of Recruiting, Daxko LinkedIN : https://www.linkedin.com/in/bethwolfe1 Builds recruiting systems that cut through noise and actually identify talent in an AI-saturated hiring market. Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    41 mins
  • The Hidden Benefits of Job Hopping: What HR Needs to Know

    The Hidden Benefits of Job Hopping: What HR Needs to Know
    Mar 19 2026
    What if the candidate with the “messy” résumé is actually the one who ramps fastest? Rebecca Kehoe from Cornell University breaks down what HR gets wrong about job hopping, why onboarding matters more than most teams realize, and how performance, culture fit, and career transitions are more connected than we think. In this episode, Rebecca Kehoe shares research on how job hoppers often come up to speed faster, adapt to organizational norms more efficiently, and can show measurable impact within just a few months. The conversation explores onboarding, the role of “unlearning” during career transitions, post-COVID hiring patterns, internal mobility, and what this research means for how organizations evaluate talent. Guest Rebecca Kehoe is an Associate Professor at Cornell University’s ILR School where her research focuses on human capital, employee mobility, performance, and how organizations develop talent over time. Her work helps HR leaders better understand hiring outcomes, onboarding effectiveness, and the long-term impact of workforce mobility. LinkedIn: https://www.linkedin.com/in/rebecca-kehoe-a94b871/Cornell ILR School: https://www.ilr.cornell.edu/people/rebecca-kehoe Key Takeaways Employees who have moved between roles or organizations frequently ramp faster because they’ve already built the muscle of entering new environments, learning systems quickly, and adapting to unfamiliar cultural norms. The speed at which new hires succeed is heavily influenced by onboarding. Organizations with structured onboarding programs help employees translate prior experience into performance far more quickly than those that treat onboarding as an afterthought. Career transitions require a period of “unlearning.” Employees must let go of habits, assumptions, and processes from previous workplaces before they can fully align with the expectations and workflows of a new organization. Performance impact can emerge sooner than many companies assume. Research discussed in the episode suggests meaningful differences in ramp time and contribution can appear within roughly the first five months. Internal mobility can deliver many of the same benefits associated with external job changes. When organizations intentionally design pathways for employees to move between roles, they build adaptability and development while retaining institutional knowledge. Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Cornell's ILR School offers exceptional HR master's programs that combine rigorous academics with practical application. We offer programs designed for professionals with 2-5 years of experience and for executives with 8+ years of HR experience. Engage with world-renowned faculty, connect with HR executives, and become part of Cornell's prestigious alumni network. Take your career and organization to the next level with a Master’s from Cornell. Learn more about ILR’s Graduate Degree Programs Learn more about your ad choices. Visit megaphone.fm/adchoices
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    38 mins
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