Jess Stratton

How can AI empower your design to be truly inclusive? Kat Holmes shares insights on the Salesforce Admins Podcast that can revolutionize your approach. Join the conversation, #AwesomeAdmins!

InterWebz: What's your suggestion for a cloud-based custom database, front-end, & workflow tool? #SalesForce #DataCloud is always mentioned but it's not inexpensive. #Microsoft #Dynamics365 may have something but hard to tell. My fellow Talamel principals and I are building digital assets to remove some of the friction between payors & delivery of care partners. We have the shell in MS-Access but will need workflow capabilities. Trivial to port into #Azure but no workflow.

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Hi everyone, just a reminder that if you are on Salesforce Summer 24 which everyone should be now, email verfication is now enforced for your end users. Certain end users may get an error stating "INSUFFICIENT_ACCESS: User does not have a verified email address". I know this is highlighted on the Salesforce Support Banner right now as well. Here is a link to how to rectify and who is impacted: https://lnkd.in/gmgvzGWG #salesforce #summer24

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New AI tools for Salesforce Education Cloud will help higher ed and k-12 institutions personalize education, improve career readiness, grow enrollment, and reduce workloads for faculty and staff. See how Salesforce is helping leading institutions like Texas Tech improve student experiences, boost enrollment and increase graduation rates with data + AI here:

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Deciphering the Data Maze: My Journey as a Neurodivergent Salesforce Admin ✨ Being neurodivergent often comes with a natural aptitude for technical concepts. In my recent role at Habitat for Humanity, this skill was key 🔑 I dove headfirst into a complex 100-user Salesforce org, learning its intricacies and functionalities. 🤔 My analytical skills came into play when diagnosing the organization's Salesforce pain points. I pinpointed areas needing improvement through data analysis, user interviews, and stakeholder engagement, ensuring our Salesforce instance truly served its purpose. Now that the issues were diagnosed, how to go about fixing them? That was my next goal. #neurodiversity #salesforceadmin #technicalskills

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This was an amazing panel yesterday. Some key takeaways: 1. do not underestimate your transitional skills-what have you done in your past role that transfers to a new role in tech... 2. "Get T'd up' - in addition to having a wide breadth of knowledge, go deep in some areas. 3. be data driven (qualitative and quantitative) and document your accomplishments Thanks so much for all of the insight!

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Shoutout to my Salesforce #TrailblazerCommunity members and architects! In addition to #WellArchitected, what's your favorite security blog and/or YouTube account that you follow? Appreciate y'all. #SharingIsCaring #Salesforce #CTAs #Architects #Security

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COVID definitely let the "Remote Work Genie" out of the bottle. While I can understand some of the reasons why large companies want to consolidate their resources into specific geographic locations, it only proves to limit the talent pool from which they can draw. Unless they're doing inherently "on-premise work", tech workers generally see the call to "return to the office" as a waste of their time, energy, and finite resources. Let's be honest; in a time when the cost of living is rising and opportunities for growth and advancement seem to be diminishing, why would any employee want to add more financial and personal burdens to their life by returning to an office commute. I've had the privilege of working with some of the most talented folks in the industry, many of whom I have only met a handful of times, but we managed to form very productive and innovative teams. It's has always amazed me how high tech companies have worked for decades to develop and perfect the technology which enables us to work remotely (broadband infrastructure, wireless networking, portable computing, etc.), but then enforce the traditional "in the office" model.

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Talent Stacker is the leader of the Salesforce talent space but not as recruitment or consulting... as a Creator of talent that is new to the Salesforce world! In 2024 we are forecasted to have over $20 Million dollars in jobs landed for our members 🎉 How is Talent Stacker driving success for its members and awareness throughout the Salesforce ecosystem and beyond? We are putting in the work as a community and impacting change in the lives of individuals that are ready to take action! This is all possible because of all of you that have supported us since day 1. Get Ready for some Fun Facts 🥳 Member Success Stats YTD 🎉 ✨ OVER 7 MILLION Dollars in Jobs Landed! 🎥 90+ Members in new Salesforce careers. 🤝 25+ Companies now have 2 or more Talent Stacker members hired & working together! Talent Stacker Serving the Salesforce Community 📣 🤝 The new Trailblazer Mentorship Platform was created and has already helped 160 Mentees with the generosity of 50+ Mentors. Forecasted to host 600+ Mentees by EOY. ✅ 30 New YouTube Videos Published this year now totaling over 300 videos published. 💬 250+ Social Posts across LinkedIn, Facebook & TikTok! 🎧 5 New Episodes of the Salesforce For Everyone Podcast! Now totaling 50+ episodes. 🎊 Our Free Salesforce Community Group "Salesforce For Everyone" surpassed 21k members and a 0 tolerance stance on spam and fake members. 🤯 Over 100,000,000 YES 100+ MILLION Views of the content we've shared!

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🌟 Embracing the AI Revolution in HR - Insights 🌟 "The adoption and transformation journey I and my team have been on proves you need not be a technologist to drive material digital transformation and AI adoption in your organization." — Christopher J. Fernandez, VP of HR, Microsoft. "This new generation of AI will remove the drudgery of work and unleash creativity. There's an enormous opportunity for AI-powered tools to help alleviate digital debt, build AI aptitude, and empower employees." — Satya Nadella, Chair and CEO, Microsoft The AI revolution is here, and CHROs are integrating this tech into HR processes. In a recent article by Emma Burleigh from Fortune magazine, Fernandez shares how Microsoft empowers HR employees as "citizen developers," optimizing operations and enhancing job satisfaction. Initiatives like the AI-powered HR Virtual Agent and Copilot in Dynamics 365 Customer Service have led to significant productivity gains and faster response times. The Institute for Corporate Productivity (i4cp) research also underscores the importance of a human-centered approach to AI, ensuring alignment with core values for meaningful transformation. Be sure to explore i4cp’s latest research insights and tools for navigating AI in HR. But first, check out Emma Burleigh's interview with Christopher Fernandez in Fortune. #AIinHR #DigitalTransformation #i4cp #Innovation #FutureOfWork #Fortune #Microsoft #NextPracticesNow

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New Salesforce For Everyone Podcast episodes are coming soon 🎤 but I've got something for you while you wait 😉 2 new episodes are on the schedule. 🎓 One is going to be dedicated to Homeschool Students & Parents. Often time homeschool students aren't interested in following the standard narrative when it comes to career readiness, here at Talent Stacker we aren't either so we want to shed some light on alternatives to the standard narrative. Also homeschool parents often find it difficult to focus on their careers due to lack of flexibility at work, in office jobs or trouble balancing being a great parent, income earner and educator. Salesforce roles do a great job of helping give more balance to that equation. 🦌 The 2nd episode coming is dedicated to the mythical "Admineloper" which makes me think of some kind of deer/antelope animal. We will clear that up on the show and why being an Admin/Analyst/Declarative that layers on Dev skills becomes an unstoppable force in the Salesforce space. While you wait I've got an awesome episode of the HRIS Careers Podcast that I just guested on - you need to listen in on this one. What did we discuss? ⚾️ Sports 🌮 Food 🦉 Birds oh... and of course Salesforce careers especially for HRIS professionals. Grab the links in the comments for the show!

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~maximize~ your usage with more advanced reporting

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Can you even believe this is happening??? I mean, come on, we're talking about adults here, not kids in a classroom! But apparently, Dell is on a mission to get their remote workers back into the office, and they're not holding back with their tactics. According to recent reports, Dell is implementing a color-coded system to track employees' office attendance, with remote workers getting slapped with a big ol' red flag on their record. What's next, gold stars for good behavior? Sources close to Dell revealed that the company is keeping tabs on badge usage to monitor who's showing up to the office and who's not. This move has even sparked what's being dubbed as "coffee badging," where employees try to game the system to avoid being tethered to their desks all week. And it's not just about tracking attendance anymore. Dell seems set on dragging their employees back to the office, even if it means dangling promotions like a carrot on a stick. But wait, it gets even better. Dell's latest plan involves assigning employees one of four color statuses based on their office attendance: - blue for the office die-hards - green for the regulars - yellow for those who show up sometimes - red for the remote warriors. It's like a traffic light for your career, and red means stop! Now, I don't know about you, but this all feels a bit... extreme, doesn't it? I mean, yes, we've heard of companies wanting their employees back in the office, but Dell is taking it to a whole new level. And if you thought Dell's return-to-office saga couldn't get any crazier, think again. This is just the latest in their ongoing battle to get people back into the office. They've been laying down mandates left and right, from requiring employees to make the trek to the office three times a week to setting a minimum of 39 office days per quarter, no matter where you live. I'm sorry but I just don't understand. Tracking employees like they're back in elementary school won't build a thriving workplace culture. Trust, autonomy, and flexibility are the real keys to unlocking productivity and innovation. #RemoteWork #Dell #ReturnToOffice #Employees

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Last week I presented at the Pro-ROC (Professional Recruiters of Rochester) event, talking to about 150 Talent Acquisition professionals. Two things were very clear to me and came out as learning lessons from the experience: 1- I was too ambitious: the amount of content was too much and the font size I had to use to fit everything there was too small. To be transparent, it was my intention to generate interest in requesting the presentation slides, because that was the incentive for people to provide feedback on the presentation. But maybe the content sample I gave was too small, especially for the people in the back of the (very large) conference room. How I am fixing it? Luckily, I was planning to share the presentation, because I had packed it full of resources and links. So I shared it on Monday. If you attended the conference and did not complete the survey form, send me a direct message and I will send you a link. 2- Everybody is at a different point in their journey of adopting AI: a handful of people found the topics "basic" because they have been playing around with ChatGPT for over a year. And yet some other people asked for more information on "how to access ChatGPT". How I am fixing it? Check out this week's article for ProductizeHR (link in the first comment), which describes the fictional journey of an HR professional from discovering ChatGPT to becoming a point of reference for others in their organization. Comment, Share, and Subscribe!

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I routinely get asked by my coworkers, "How do you have time to create all this content?" The truth is I don't. I create all the content entirely outside of working hours. If you are considering content creation while holding down a (demanding) full-time job, consider below: 👨‍💻 You don't have to create content to show that you are good at what you do. The best solution architects I know don't have a YouTube channel or a blog, and everyone still holds them in the highest regard. ⏰ I don't currently have kids, and I outsource every bit of life admin I can, which means I have time in the evenings and weekends (I am still learning to compartmentalize work during working hours) to write a book, create YouTube videos, and blog about data. Not everyone has the same amount of "me" time that I have, and I don't take that for granted. 💪 My top two Clifton strengths are learning and communicating (thanks to Buck Woody, I was able to identify those), so I spend "me" time creating content because I love learning and sharing knowledge. This is hard work, if you want to do it, do it for the right reason. ❤️ It is a winding road. You will question yourself over and over, but it is also a rewarding process. I often get messages from people all over the world thanking me because the assets I created in the past helped them with interviewing, onboarding, learning data, etc., which makes it all worth it. 💡 There is no "how do I get started?" Just start. Medium and YouTube are free; I wrote a lot on Medium before having my own website. You don't need your own website. All you need is time, motivation, your niche, and an audience. #knowledgesharing #community #alwayslearning #growthmindset #payitforward

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