Adriana DiNenno – Collaboration in HR Technology for You and Your Network’s Advantage

Connect with Adriana DiNenno:

• 

Connect with Dwight:

• 
• dwight.brown@salary.com

Connect with David:

• 
• 
• david.turetsky@salary.com

Resources:

• Infor
• HR Data Labs Season 3 Episode 24
• HR Data Labs Season 3 Episode 22

• “You may not understand that this recruiter has gotten thousands of applicants and why are you getting screened out so quickly? . . . That's not transparent to someone who doesn't see the behind the scenes in HR technology. Collaboration is really important [because] you can figure out what you can do to better yourself, take training, up-skill, network…”
• “I love my direct team, but the BRGs that I'm part of (the business resource groups) . . . specifically have made me so much more collaborative. I called a colleague yesterday and I said, “Hey, I need a favor. This is a strength of yours; can you give your opinion on this for me?” And I would have never known her if it weren't for collaboration.”

Announcer  0:02

Here's an experiment for you. Take passionate experts in human resource technology. Invite cross industry experts from inside and outside HR. Mix in what's happening in people analytics today. Give them the technology to connect, hit record, pour their discussions into a beaker. Mix thoroughly. And voila, you get the HR Data Labs podcast, where we explore the impact of data and analytics to your business. We may get passionate and even irreverent, but count on each episode challenging and enhancing your understanding of the way people data can be used to solve real world problems. Now, here's your host, David Turetsky.

David Turetsky  0:46

Hello, and welcome to the HR Data Labs podcast. I'm your host, David Turetsky. Like always, we try and find fascinating people inside and outside the world of human resources to give us whatever's going on in the world of HR from a data, analytics and technology perspective. Like always, we have with us our friend, colleague, and trusted confidant and co host of the HR Data Labs podcast, Dwight Brown. Hey, Dwight, how are you?

Dwight Brown  1:10

Hey, David, I'm good. How you doing?

David Turetsky  1:12

Very good. Thank you, sir. Today we have a repeat, special friend of the podcast. She holds the distinguished title of being the fourth highest downloaded episode behind myself and a couple other people. Adriana DiNenno, from Infor. Hello, Adriana. How are you?

Adriana DiNenno  1:32

Good. And I think you were doing special on air quotes. But

David Turetsky  1:35

Well, no one can see the air quotes. Therefore, it doesn't matter whether I made the air quotes or not.

Adriana DiNenno  1:42

Thank you for having me back.

David Turetsky  1:43

Our pleasure. So if you haven't heard Adriana's podcast before, Adriana, why don't you give us a little bit of background as to who you are and what you do for Infor.

Adriana DiNenno  1:53

Sure. So I've been with Infor for 13 years, I have a unique role that I work for Infor, HR talent, which is a suite of HR products. And I work in a variety of products within there, mostly advocating to put the employee at the center. And I also put the employee at the center as my role of the founder and co chair of the Infor People Wellbeing business resource group. We have about 400 members right now. And we advocate for overall well being from mental to physical. And I'm also a member of the Women at Infor Group, for which I just won the award for International Women's Day. They did a Spotlight Series across the whole organization, and the other win members and I got nominated and I won that award.

David Turetsky  2:51

Congragulations Adriana

Dwight Brown  2:52

It's awesome.

Adriana DiNenno  2:53

Thank you.

David Turetsky  2:54

So as we do on every podcast, we ask one fun thing that no one knows about you and you cannot use that win as being the one fun thing. Sorry.

Adriana DiNenno  3:04

No, I won't, I mean, I labored over this all morning because I felt so much pressure that it had to be such a really good thing for David.

David Turetsky  3:13

Yes, there is a lot of pressure.

Adriana DiNenno  3:15

Yeah. So ultimately, what I came up with was everyone knows I'm obsessed with Broadway. But no one knows. I used to stock country music singers. And...

David Turetsky  3:26

Is something you tell a podcast where law enforcement could be listening?

Adriana DiNenno  3:32

But so I, years ago, you know, at this point has been 20 years, I would go see so many country music concerts, every chance I got and I was a journalism major in college, and I actually got to go to a George Strait concert, King George, and I got to do an interview and I got to do an article about George Strait. And I got to do a couple of different articles about country music stars and yeah, so...

David Turetsky  4:06

But did a restraining order come with that? Or was it just...

Dwight Brown  4:09

I was going to say, I was thinking that maybe Jason Aldean had a restraining order against you or something.

Adriana DiNenno  4:14

Well, that came a little bit after, I was more into the the older back when Tim McGraw was still in his prime, and

David Turetsky  4:23

Tim, we're not saying you're not in your prime, by the way, just if you're listening. And for those Tim McGraw fans who will immediately turn off the podcast, we apologize.

Adriana DiNenno  4:33

But yes, that's one thing that no one knows about me.

David Turetsky  4:36

Among the edgier statements I've ever made on the HR Data Labs podcast. So our topic for today with Adriana is collaboration and HR technology and to the advantage of you and your network. It'll be fun.

So our first question, Adriana, is helping others in the workforce? And how do you think HR technology can help with this kind of collaboration where, you know, we all love helping people, right? How can HR technology help helping others?

Adriana DiNenno  5:17

Well, I think, you know, I wish I would have known what I know now, back, when I first got out of college. I started at Infor, as part of the early talent group, we actually called us green beans back then. And if I would have known what I know now, I would have you..., obviously, technology is evolving, but I would have loved to have a lot of this technology we have, you know, I can't tell you how much I've gained from, you know, a collaboration standpoint of attending webinars that are shared with me by colleagues or by friends. So you know, LinkedIn being a primary platform, where these kinds of things are shared, as well as you know, sharing jobs or opportunities with people via some of these platforms. These, These things didn't exist back then I remember having a book of jobs in the area that I lived in, like a book of companies, and it kind of cracks me up. So now with the technology we have, you know, you can you, can upskill yourself, watch tons of training, meet people at that training, they gain some credibility that you're actually, you know, are competent to join that organization.

David Turetsky  6:45

Well, I think one of the really big tools that we have at our disposal right now is interoperability. So if you're on LinkedIn, and you took a course on Coursera, for example, you can share that certificate on LinkedIn right away. So other people know that you've actually not just taken this training, but also passed it in they also have this thing with with honors, I think.

Adriana DiNenno  7:09

Yeah, like, there's a validate, like, we validate that it's true, I think someone from Infor just the other day, took the pragmatic marketing certification, and I clicked the Validate button and was like, Oh, wow, that's kind of cool. So you are able to see if it's legit. So I mean, one thing about my personality is, I just love helping other people. And Susquehanna, which is in the middle of nowhere, Pennsylvania, where I went to undergraduate, I went back to the university to do like a career, you know, session for undergrads. And I read over the resume of a girl who said to me, I'm struggling, like, you know, I apply for internships, and, you know, I get told, like, I have no experience, and it's the age old.

David Turetsky  8:01

How am I gonna get any? Yeah,

Adriana DiNenno  8:03

Yeah, so she, she, I read her resume for and, you know, 20 something years into my career, I have a whole different perspective on resumes, especially having worked within an applicant tracking system. And I was so happy when she told me, she received an internship, which was good, because I kind of felt bad that I red penned it really bad.

David Turetsky  8:29

You know what, that's actually what some people really need.

Dwight Brown  8:29

Exactly.

David Turetsky  8:31

And I think the best lesson you can provide people is that they're either on the right path or, you know, that paper ceases to become white with black writing, it becomes red, maybe a little bit of white space and a little bit of black. It all of that is really important for people to know. And I think one of the important things about this topic that I don't believe people understand from the past is, is that there was because you're mentioning, you had this book of companies and jobs that you that you had that you're attending to, that we did everything with not just phone calls, but sending things in through snail mail. And it would take days, if not weeks to get responses back. But you almost always got a response. And now that interaction is immediate. And so it's not red pen on paper anymore. Now it's a it's a you gotta interview or you're rejected for an interview by an AI. And it's not even a person anymore. So collaboration and trying to help people even in an offline environment is still really critical. Even though there's so much AI.

Adriana DiNenno  9:41

It's really critical because you may not understand what's going on behind the scenes. Like you may not understand that this recruiter's gotten 1000s of applicants and why are you getting screened out so quickly? You didn't like you didn't even stand a chance And you know, that's not transparent to someone who doesn't see the behind the scenes in HR technology. And so that collaboration is really important. So you can figure out what you can do to, you know, better yourself, take training upskill, network with people, I have a funny story I saved for you about networking, please love to hear it. So when I was first out of college, I was looking for my first job. And I was all excited, because I got set up with networking. And I was doing my first networking, I was gonna get a job from networking. And I was like, this networking thing is wonderful. And so I went to a lunch with someone over a networking event. And it was embarrassing, and it didn't work out. And I remember crying and being like, I can't even get a job from networking. How am I ever gonna find a job? You know, most people get it from networking, and how does one network if they can't get in the door kind of thing. And so I think what's really nice about these days is with technology. And with this virtual world we live in, you just meet total strangers. I have, I'm part of a first generation college student, Facebook group, I had a call with a girl a few months ago, she just picking my brain for career advice, she was looking to make a chain.

David Turetsky  11:31

I think that's an important key point that we should really highlight. I would like to throw down the gauntlet, you know that glove, I'd love to throw down and say to all of you out there who have had experience, especially to people who don't have jobs right now, reach out and be a mentor, do whatever you can to help people. Because for them, it's a question of eating tomorrow, it's a question of being able to live and being able to get a job and let's not talk good job, bad job, they need to get a job. Help them by usually utilizing you, whether it's LinkedIn, utilize your resources, just talk to them. Give them advice, be a mentor, because you've got something to say you've got background in something, help them and I'm, and I'm perfectly willing, if anybody needs help to just hit me up on LinkedIn, and if they need any career advice, or anything, I do this all the time.

Adriana DiNenno  12:25

Yeah, and you know, it's, it's funny, but you'll get a lot out of it. You don't know how much I've learned from talking to other people that actually surprises you where, you know, you're the one going out and helping but you you benefit from it. So, so my door is open as well. And I'll just volunteer, Dwight, anyway.

Dwight Brown  12:46

Thanks for volunteering me. See me stepping up to the plate on that. We often think of this as is people coming directly out of college. But don't forget, there are a lot of people who are mid career I'm going through this with my brother right now after 27 years working for the same organization, it shut down and he lost a job. And he said, Hey, can I run my resume by you? And I looked at his resume. And because he's my brother, I can be a little more blunt. I looked at it and I said, this is crap. And it was and I, but I helped him redo it. And I explained to him the the ATS is and the AI behind the scenes and, you know, he was he was stuck in what was being preached 27 years ago about how to build a resume. And I say, it's just totally different. It is nothing the same.

Adriana DiNenno  13:42

Yeah, I mean, I, I never, you know, 20 years ago, like, I thought the formatting of the resume was the most important way for

David Turetsky  13:54

What paper it was on too

Dwight Brown  13:55

Right, like, yeah,

Adriana DiNenno  13:56

Yeah, the paper...

The paper for sure. I had thesis paper leftover. And I thought like, you know, that was the most important thing. And, you know, we every resume parser that I've worked with, and most people don't even know what a resume parser is. But when you're applying for a job and you're parsing that resume, it's looking for, you know, standards, it's looking for standard information, like your education, it's looking for your skills, it's not looking for graphics, it will probably break the thing and give you an error. Yeah, and actually, as a candidate, you may get frustrated when you're applying and be like, you know, this just isn't working. I'm not going to fill that one out.

David Turetsky  14:47

And to your point, and I think this was both of your points is that there are people who haven't had that conversation in so many years that the AI has gotten so advanced, you know, if we can give you some advice to close out this section. It's just worry about the content, don't worry about the context, meaning the paper a ton or the, or the font you're using, or whether you use the fancy one or the personal one or the business one, whatever it is, in Microsoft templates, just use anything, even if you didn't text, and then worry about headers and footers and things.

Adriana DiNenno  15:25

Yeah, it's it really is the content anymore, that will get you the job. And it's also the collaboration due to the volume of people that are applying for jobs. I mean, I you know, not to brag, I got this job without networking. I mean, I cold got the job 14, 13 years ago. But you know, I'm lucky because it was really hard to get through the door.

David Turetsky  15:53

And it's harder now. I mean, AI have made things difficult. A few years ago, I applied for a job online. And this is a very funny story, Adriana, you'll love this. I applied, I applied, like, let's just say I applied at 10 o'clock in the morning, 10:03 I got a rejection, saying we read your resume, we really appreciate you joining we really appreciate you applying. But we're going to move forward other candidates. Okay. So in those two and a half minutes that you had my resume, you read through everything. I mean, it's four pages, you read through everything, and you decided based on my skills and keywords that I'm not the right guy. Now, I didn't take offense to the fact that they didn't want me but I sent a note to their I did some research found their head of Talent Acquisition, and I sent them a note saying was really nice that you sent me that letter, but you didn't configure the header. So it said, unknown company at the top of the top of the email.

Adriana DiNenno  16:56

Yeah, yeah. Because it was just automated.

David Turetsky  16:59

It was an AI and yeah, what's worse? Is it now I mean, I'm never gonna mention the name. But I, I will never use that company personally from a consumer perspective, or never talk to them from a business perspective. I mean, I was just awful. Anyway.

Adriana DiNenno  17:15

Well, we could be here all day talking about...

Dwight Brown  17:17

All the horrors of AI.

Adriana DiNenno  17:20

I could be talking about this topic, especially from like, interviews gone bad. You know, I could talk to you about

David Turetsky  17:29

The next topic for our next podcast with you. That'll be number one on the HR Data Labs podcast list.

Dwight Brown  17:34

Plenty of material there.

David Turetsky  17:35

Plenty. Yeah.

Adriana DiNenno  17:36

But I have to say, interviews are less painful. Now that they're video interviews, I would actually say that you don't have to go drive 45 minutes away and waste half a day when you know, and dress up and spend all this money on gear. And you know, you just get, you know, maybe screened out really fast. So I definitely yeah, I definitely think video interviewing has completely changed interviewing, interviews. So....

Announcer  18:10

like what you hear so far, make sure you never miss a show by clicking subscribe. This podcast is made possible by salary.com. Now back to the show.

David Turetsky  18:22

And that leads us to our next question, which is talking about behavioral assessments and how they help collaboration, a lot of behavioral assessments that I've seen, were on hire, and tried to figure out the fit of people joining a team. But there is background in being able to use behavioral assessments inside currently, evolved teams already to see how people can collaborate not only better how they can communicate better, right?

Adriana DiNenno  18:47

Oh, yeah, definitely. I have to admit, I was the most skeptical person about these. When I first transferred into HR talent. I think I recall thinking to myself, I have a master's degree from Ithaca College. Really? I'm going to take an assessment, like, haven't I done enough testing? Haven't I proved myself?

David Turetsky  19:12

No, you have not?

Adriana DiNenno  19:13

And yeah, and I was the most skeptical and I've taken a few behavioral assessments. And I have to say they have been very enlightening. I've really been able to look at myself in a more objective way being a viewer of the software results and saying like, wow, Adriana actually requires a lot of attention, like as a person. And we actually did this exercise within my group, where we looked at the behavioral assessment and we said, how can we work together like this person and that person and this person? Like, what is it about each of us that makes us tick so that we can work better and together.

David Turetsky  20:03

How do you communicate? How do you want to write? How do you want to be connected with you?

Adriana DiNenno  20:07

Yeah, and as we analyze the results, I had a smirk on my face because I was like, wow, that's a lot of me and my personal life, right?

David Turetsky  20:16

It was inaccurate, wasn't it?

Adriana DiNenno  20:18

What do you see is that you're not so different in your personal life than you are in your work life? Right? I mean, how can you be? I mean, Adriana, right. There's one, Adriana. So

David Turetsky  20:29

I mean, there's only reason why I say that is because, you know, after I turn off my mic, I'm not I'm not a boss anymore. I'm just dad. Right? And so do I, do I talk to people the same way as I talk at work? Probably not. But my personality is definitely the same. I'm still fun loving David. So

Adriana DiNenno  20:47

yeah, I'm, I'm, I mean, I'm a mom. But I'm still a lot of the same. Trust me ask my husband, like he always says like, the same. The things that came out in the behavioral assessment are things that he has told me and I was, like, validated. So....

David Turetsky  21:04

But what's important about these things, though, Adriana is while other people know you, and they work around you, the thing that's important about these assessments is it leads to coaching about how to best connect between people. Right? So what happens after the, you take the assessment is there's coaching that's provided to you either through the software or through a write up that comes with the assessment that says, the best way for me to work with Dwight is to call him not to text him or not to send him a team's message, but just to get on the phone and talk and ask him how things are going. Right. And that enables me to be able to connect with Dwight on a deeper level, and drive the relationship that I need and want with Dwight, rather than being, you know, not just let things go. So...

Adriana DiNenno  21:52

Yeah, gives you the insights into how to have that. And it also gives insights for everyone involved, like what you can do to better like, Where are areas that you may want to grow that you're like, Okay, I need to do better at listening, which, by the way, that's one of mine, not to leak mine. But you know, I need to do better at listening. So like, what can I do better to grow in listening and things like that. So it shines lights into different areas that you can get coached on, but you can also like coach yourself too.

Dwight Brown  22:30

It really thrives good conversations. And it's, I remember a couple of those two, were getting that coaching after the fact and being able to have that discussion within the group where you're having those conversations. Have you mean that when I did such and such, it really didn't resonate with you? And the answer is yes. And,

David Turetsky  22:54

And Dwight, what's important about that is it strengthens the team, it makes the team more effective.

Adriana DiNenno  23:01

Yep, yep, better synergy,

David Turetsky  23:03

Right. And that gets us to our next question, which is, you are part of lots of different teams in your life, whether it's your work life or your home life. And, you know, there's a lot of strength in numbers to be able to help people support themselves, obviously, in the workplace. So how do you think this applies in the world of HR and HR technology?

Adriana DiNenno  23:34

So if I reflect, I reflect back in high school, and even college, the word teamwork used to make me cringe. I remember being part of some group projects in college and they were painful. There was like, 10 people on the project. And we've all been part of one right. In college. Was everyone part of a painful project in college? Yes. And so, you know, going into the workplace, it's like, not, it's night and day, it's not the same. Collaboration and teamwork is so important in the workforce. And, you know, we, you know, we have a number of means to do so. I think in 2020, Zoom kind of died out, a little Teams started to take over, more and more of the HR platforms are integrating with these. So it's part of the employee experience so that you can collaborate dynamically send a chat, do some whiteboarding, you know, pinging people all day long. I have to say, David, if you worked here, I'd be sending you gifts all day long.

David Turetsky  24:48

Gifts you mean gifts GIFTS? or FS?

Dwight Brown  24:52

No, come on, dude. Yeah. gifts.

Adriana DiNenno  25:00

I love sending a funny GIF.

Dwight Brown  25:02

Well, there's the appropriate ones. Yeah. I mean, of course, that's it's fun.

Unknown Speaker  25:06

Of course, they would be appropriate. I wouldn't want to get reported to HR here. Yeah. Does everyone know how I met? David, I spilled wine on myself at HR Tech, I just, we should go back to that. At some point, I just, you know, we'll keep going...

David Turetsky  25:26

You spilled wine on yourself, when you bumped into me at HR tech. That's what happened.

Adriana DiNenno  25:30

Yes, that's how, strenght is numbers. Let's stay focused here, David strength in numbers. So what I've actually found is there's strength in numbers beyond my own team. So I love my direct team, but through the BRGs, that I'm part of the business resource groups. And as the well being chair, and all that I do extracurricular, for work, specifically, has made me so much more collaborative. I call a colleague yesterday and I said, Hey, I need a favor. This is a strength of yours. Can you give an opinion into this for me, and I would have never known her if it weren't for collaboration.

David Turetsky  26:20

And Adrian, I think one of the most important parts of this right now for today is because everybody, or a lot of people are working remotely, that there is still collaboration happening. In fact, I would, I would say, I mean, we may all agree or disagree, but that there's a higher level of collaboration, because as you were talking about before, the technology has gotten easier for us to collaborate, whether it's through teams or through other things, and I just literally just looking at my watch CNBC ping me, they say 64% of employees would leave their job. 64% of their study, their quoting, would leave their job if they were forced to return to the workplace. Now, that's certainly not going to happen if you're not in a world where you are collaborating, or feeling like people supported you. So I completely support your, your comment, and I think that we're living in a completely different world right now than we did two years ago.

Adriana DiNenno  27:12

Yeah. And one that, one is a good example, in HR technology that comes to my mind is, I used to work at JC Penney. And every single week, they put my schedule on a manual piece of paper, and it would say Adriana, and my shift, and like, there was very little switching up the shifts, and very little collaboration with anyone else to do this type of thing. Like, if I was put in that time slot to do it, I probably was gonna lose it if I didn't commit to it. And one recently, my mind was blown, when I realized that we've gotten to a point with technology, where you can like do Shift switching on technology without even meeting the person. And I was like, wow, where was that when I was doing shift work?

David Turetsky  28:06

It wasn't there. Yeah. It wasn't. The UI wasn't there. The devices, weren't there. Yeah, the ability for people to know how to use those things weren't there? Right?

Adriana DiNenno  28:17

Yeah. And everyone, now they collaborate that way, I would have maybe never known that person was available to switch with me. And....

David Turetsky  28:28

And they wouldn't have known that the shift was available. And this is a thing that happens with restaurants, with retailers all the time. And the beautiful part is that the technology can put together this marketplace, almost, where people can put their shifts up and ask for people to take over their shift for them and do it very collaboratively without worried about, you know, you know, will I will I lose my spot will I lose this, but whatever, and then be able to also pick up other shifts if they need the money. So it's all good.

Adriana DiNenno  28:58

Yeah. Yeah. That was an example I thought of the other day with regard to to HR technology.

Dwight Brown  29:06

Well, from a manager perspective, you think about how much easier it makes it on the manager when you can get two people talking to each other and collaborating together on that, the manager, just like I want to cover the shift. I don't care who does it.

Adriana DiNenno  29:20

Yeah, you're no longer the middleman who has to fill out all the paperwork to reschedule things around.

Dwight Brown  29:27

Exactly.

David Turetsky  29:28

There's another key here, which is that the technology knows enough to understand how many hours the person currently has whether they're going to get into overtime or benefit eligibility, which is even a bigger decision point. And who do you offer if there are people who've had unexplained absences or who are on performance plans, you can filter them out? So there's a lot of rules that get built into the shift swaps, and it makes that collaboration much easier because then that manager isn't on the hook to know those rules or obviously they knew the rules, but to have to then be able to filter it and to do it manually, right?

Adriana DiNenno  30:05

Yeah. And I think another thing with collaboration is, with also being remote. It's funny, I haven't felt lonely or removed at all, since the pandemic, and maybe that's a result of my personality, or maybe it's a result of my collaboration in software. I have not, yeah, yeah, I have not felt removed at all, because of technology. And I know more and more of the HR software's are actually building, you know, I said, I'm part of a business resource group, building teams into HR software to support business resource groups, there's niche providers, like there's more and more teamwork being built into HR. So that's kind of cool, too.

David Turetsky  30:55

I would also say that AI is going to make it a lot easier to find the people that you need to collaborate with and communicate with, you know, we've talked in the past about whether or not AI is taking over, and to the extent at which it's going to enhance or inhibit HR and the way in which they work. And we've had people come on and present that not only is there hope in the future, that AI will be able to help foster work and collaboration, but also that there going to be new jobs that come available through AI, where we're going to have to instead of doing certain manual tasks that get taken care of by the robots, we're gonna have to manage the robots and create completely new industries, new jobs, new industries, that are enabling the utilization or, and the support of those robots. So we're gonna be we're gonna be robot coaches in the future.

Adriana DiNenno  31:45

Yeah, I mean, AI was all the talk at HR tech, where I met you.

David Turetsky  31:49

It was, and it still will be for quite a number of years until it becomes just a part of everything we do. So the robots will be carrying our bags along with us to HR tech, if we want to pay for a seat for them, because they'll just go right in the cargo hold. Another topic for another day.

So to summarize, we've had some really fun conversations with Adriana in the past, this one was about collaboration through HR, technology and beyond. And we learned a little bit about how we can help others and utilizing HR technology to help others. We've talked a little bit about how we can use behavioral assessments to be able to foster teamwork. And we talked a little bit more about how can you use the numbers and strengthen numbers by finding people who can help you the best way possible. Adriana, anything else before we close?

Adriana DiNenno  32:47

I got nothing for you, David.

David Turetsky  32:49

There we go. Thank you so much. Thank you. Adriana. You're awesome. We welcome you back again at some point.

Adriana DiNenno  32:54

Thank you.

David Turetsky  32:55

Thank you, Dwight. As always.

Adriana DiNenno  32:56

You're awesome too, Dwight.

Dwight Brown  33:00

We love having you on this is great. And for the audience members. You should have heard them bickering before we're I said I was going to do a DNA test to see if these two were brother and sister.

Adriana DiNenno  33:10

Sure, we may be just a listtle bit.

David Turetsky  33:15

So thank you very much. Take care and stay safe.

Announcer  33:18

That was the HR Data Labs podcast. If you liked the episode, please subscribe. And if you know anyone that might like to hear it, please send it their way. Thank you for joining us this week and stay tuned for our next episode. Stay safe.