Paul Falcone, Bestselling Author & HR Expert
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Episode Overview
Leaders,
Paul Falcone is a bestselling author and experienced HR Leader across several large companies including Time Warner, Nickelodeon, and NBCUniversal. Paul provides key insights on how independent contractors and the freelance economy can help address talent shortages. He also stresses the importance of collaborating with HR, highlighting their responsibilities around compliance, data privacy, and more. Crucially, Paul emphasizes that providing visibility through regular communication is key to enabling HR to be an effective partner. We explore how the role of HR has evolved into a strategic driver of business performance and some of the key challenges HR leaders face today, including talent scarcity, compliance, and managing uncertainty.
Some Key Takeaways:
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HR has become a strategic business partner, evolving beyond its administrative roots. Trust and empathy are now critical pillars.
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Talent scarcity is the #1 priority for HR leaders today. Leveraging fractional talent and the freelance workforce can help fill urgent gaps.
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HR owns compliance, data privacy, and ensuring a positive worker experience. Involving them early when engaging external talent is essential.
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With continuous disruption and change, uncertainty is top of mind for HR. Providing clarity through open communication is vital.
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HR seeks to empower and develop talent. With a spirit of partnership, HR can become a true ally in mobilizing your workforce.
Check This Out
Find Paul’s bestselling human resources books for effective hiring, performance management, and leadership development:
https://www.harpercollinsleadership.com/catalog/paul-falcone/
Key Quotes
What if you don’t embrace the freelance economy?
- “for the rest of the century, we’re all going to be suffering from talent scarcity, not just the United States, this is all the industrialized nations”
What’s the key benefit of freelance?
Companies don’t necessarily want to hire a training manager, they’d rather outsource it. So I’m part of the gig economy. They can give it to me and say, Paul, can you train us on performance management? We want to roll out a whole new performance review program. We want to do real-time feedback. We want to start quarterly meetings with employees to give them feedback rather than just doing this annually. That’s where I can fill the need. And now is a really, really good time to be inserting ourselves because companies are flattening out. They’re flattening out their management structures and they’re trying to outsource what they can to get what we call just-in-time talent. We just need Paul Falcon to help us roll out. We don’t need to keep him on the payroll all year.”
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