Transform 2023, a landmark event held at the MGM Grand in Las Vegas from March 27-29, left an indelible mark on attendees. Over three days, participants engaged in enlightening sessions, gaining profound insights into the transformative role of technology in shaping the future of HR. Industry leaders shared best practices, emphasizing the impact of people-driven leadership on strategic decisions, innovation, and the evolving landscape of work.

Attended by prominent names in HR Tech and recruiting, the conference drew over 250 forward-thinking leaders. As a sponsor, Multiplier relished the opportunity to connect with pioneering minds and enterprises, creating lasting memories.

Here are the key takeaways from Transform 2023:

1. Data-Driven Compensation Planning: Compensation planning now demands a data-driven approach. HR professionals must utilize data analytics as a crucial tool for making fair and consistent compensation decisions. In the era of increasing pay transparency regulations, organizations need a well-defined compensation philosophy grounded in data to meet employee expectations.
2. Pre-Onboarding and Onboarding Impact: The first 90 days of an employee's tenure are pivotal for retention. Emphasizing pre-onboarding and onboarding processes significantly influences employee engagement and retention. Maisha Gray-Diggs of Eventbrite highlighted the importance of communicating 30-60-90 day plans before an employee's start date to improve retention rates.
3. DE&I from the Top: Diversity, Equity, and Inclusion (DE&I) is not a choice but a necessity for thriving businesses. Prioritizing DE&I education and awareness at the top of the hiring funnel creates an inclusive ecosystem, leading to better job-to-individual matches and improved application screening.
4. Talent-as-a-Service (TaaS): To navigate the competitive labor market, Talent-as-a-Service (TaaS) is gaining traction. Focusing on broader intentions and outcomes rather than specific skills allows organizations to tap into global freelancers and contractors, fostering agility, cost-effectiveness, and flexibility.
5. Tech for Flexible Work: Technologies supporting flexible work arrangements are gaining maximum traction. With changing employee expectations, investments in technologies enhancing flexibility and improving worker enjoyment are on the rise. Companies are inclined to adopt HR tech that boosts productivity and automates routine tasks.
6. DE&I Budgets, Chat GPT, VR: Fad or Future? In the "Funding the Future of Work: The Venture Capital Perspective" session, panelists discussed the culturalization of DE&I and questioned the longevity of budgets without clear goals. While they acknowledged the potential of generative AI, they deemed Chat GPT a passing fad due to impending competition in the Generative AI landscape.
7. Psychological Safety in Distributed Teams: Maintaining psychological safety in distributed teams requires a proactive approach. HR leaders emphasized the need for managers to create a culture of sharing and trust. Studies show that when employees feel psychologically safe, turnover decreases by 27%, productivity increases by 12%, and safety incidents decrease by 40%.
8. Strategic Social Connections: Despite virtual engagement programs, building social connections requires a strategic approach. HR leaders should initiate a bottom-up approach, involving leaders as students rather than teachers. Conducting pulse surveys and establishing committees, such as employee resource groups, helps understand and meet employees' social connection needs.

As we reflect on the insights from Transform 2023, it is evident that flexibility is the lens through which HR leaders must view funding, talent acquisition, and employee experiences to adapt and thrive in the evolving landscape.