Explore every episode of the podcast Talk Talent To Me
| Title | Pub. Date | Duration | |
|---|---|---|---|
| EQ App CEO/Founder Marcus Sawyerr | 27 Nov 2024 | 00:37:54 | |
How is AI reshaping the recruitment landscape, and what does it take to implement it effectively? Today, we sit down with returning guest Marcus Sawyerr to delve into the potential of AI-powered recruitment. Marcus is the Founder and CEO of EQ app, an AI-driven platform designed to connect people and knowledge to drive business growth. Marcus is a pioneer in leveraging artificial intelligence to enhance sales, marketing, and recruitment processes. Recognized as one of the top influential leaders in the staffing industry, Marcus has also served as an advisor to prominent venture capital firms and startups. In our conversation, we delve into the intricacies of deploying AI into an HR tech stack and how AI-powered recruitment strategies are shaking up the industry landscape. We discuss the reasons behind AI becoming front and center in the recruitment industry, explore the different use cases of AI in recruitment, and unpack the fundamentals of implementing AI in HR workflows. Marcus also explains the essential considerations of implementing AI, the paradigm shifts AI is creating in the industry, and what companies get wrong about it.
Key Points From This Episode:
Quotes:
"The difference now is that AI allows a new workflow and a new way of doing things, which you may not have considered [before]." — @Marcussawyerr [0:07:55]
"The way that we work and interact with machines — is evolving at a rapid pace that we haven't seen before." — @Marcussawyerr [0:15:46]
"It's really about thinking how you use AI technology to perform better in real life." — @Marcussawyerr [0:29:00]
"If you are inside of an organization, you've got to figure out how can you drive [AI] proactively or do something else on the side to help you do extra and do more." — @Marcussawyerr [0:32:14]
Links Mentioned in Today's Episode:
'EQ Community Founder Marcus Sawyerr'
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| Quantum Motion Head of Talent & People Christine Ng | 15 Nov 2024 | 00:35:51 | |
Christine shares how her background has enabled her to treat with the most technical talent in the market, and details her approach of developing young talent as well as luring niche talent away from academia.
Key Points From This Episode:
Quotes:
"The reality is, if there's no hardware, there is no quantum computing." — @xtine08 [0:20:28]
"It's tricky to hire because we do get a lot of interest." — @xtine08 [0:31:06]
"Stay tuned! I think in the next two or three years there will be a lot more opportunities in the [quantum] space." — @xtine08 [0:32:06]
"If you're applying for a role in quantum, really think about what about quantum that excites you because there's so much hype around this area as well." — @xtine08 [0:33:09]
Links Mentioned in Today's Episode:
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| Zephyr Head of Talent Nicolette Jackson | 25 Apr 2024 | 00:35:06 | |
There's a saying that goes "Nothing grows in the comfort zone" and our guest today is a formidable example of success outside of comfort! We are thrilled to welcome to the Talk Talent to Me podcast, Nicolette Jackson, Head of Talent over at Zephyr. Nicolette shares more about what they do at Zephyr and her journey to becoming the Head of Talent. We dive into her inspiring and forward approach to negotiating her job offer at Zephyr, and she highlights what prompted her confidence to (always) ask for more! We then delve into the different facts of her mentor/mentee relationship with Lorraine Buhannic, and much more.
Key Points From This Episode:
Quotes:
"When I realized that recruiting was — one side bringing people in but then also how to grow them and make them happy while they were there was the whole other side of the spectrum. And to truly be happy in recruiting — I feel like I also wanted a say-so on how people were treated once they were in the door." — Nicolette Jackson [0:08:40]
"Who gets the oil? The squeaky wheel, honestly the people that ask for the things they want." — Nicolette Jackson [0:14:44]
"Nothing that I've done in this life that has made me successful was ever comfortable. It's always been uncomfortable. It's always been a challenge." — Nicolette Jackson [0:25:20]
Links Mentioned in Today's Episode:
Episode: Juxtapose Head of Talent Lorraine Buhannic
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| Billd Head of People Ops Francisco Michel | 14 Sep 2022 | 00:25:47 | |
Billd's Head of People Ops, Francisco Michel, discusses the importance of goal setting and KPIs being tailored specifically to each individual employee while keeping the company's overall goals in mind. Francisco shares his plans to revamp the EMPS survey in the future. Next, Francisco shares his favorite 'hat' to wear, how he defines and manages his abundance of responsibilities, and his hopes for the future of Billd. He even delves into how his interview process at the company inspired him to make changes to it when he started, how he selects employees and the importance of having grit. Francisco also shares his belief that a start-up creates opportunities and implores listeners to work for one at least once in their career. So, tune in now to hear more and to find out why "Happy people produce and happy people stay!"
Key Points From This Episode:
Tweetables:
"I do think it's important to make [KPIs] simple but [focus on] what is really going to matter at the end of the day for this individual and what is going to show that they are a good performer." — Francisco Michel [0:12:48]
"When it comes time to review this person on their performance, how are you going to define what good performance looks like if you don't have something to measure it off of?" — Francisco Michel [0:14:00]
"At a startup, you really get to learn a lot not only about yourself but a lot about what other departments do, how everything works, how it needs to be built, and how to accept your failures because you don't know everything and you are trying to build the plane and fly it at the same time." — Francisco Michel [0:16:22]
"Take a chance on a startup at least once in your career, you'll learn a lot. Either you'll learn that startups are not for you or you'll learn that you can really do more things at a startup and discover new job opportunities." — Francisco Michel [0:17:32]
"If you can't take your façade down, you won't be successful at Billd". — Francisco Michel [0:21:48]
"Happy people produce and happy people stay." — Francisco Michel [0:23:30]
Links Mentioned in Today's Episode:
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| Hopscotch Health Head of TA Lisa Hyder | 23 Aug 2022 | 00:26:12 | |
Does hyper-growth seem scary, unattainable, and destined for disaster? Well, today we are joined by Head of TA Lisa Hyder to tell us how she manages to successfully achieve hyper-growth within Hopscotch Health. While drawing on her 15 years of experience, Lisa tells us about her personally developed recruitment tactics, her holistic and strategic approach to talent, and why she believes in the power of having a whole company lending a hand in the hiring process. From interviews, reviewing resumes, and jotting notes, to personally messaging candidates, Lisa tells us how (and why) we need to create and use a thorough interview, recruitment, and vetting process to ensure our companies are destined for success. Plus, we hear all about Lisa's love for Excel spreadsheets and how she optimizes them to use for just about everything!
Key Points From This Episode:
Tweetables:
"Talent is marketing, it's business development, it's HR, it's sales."— Lisa Hyder [0:09:29]
"As [companies] grow, [they] need corporate positions to support that growth." — Lisa Hyder [0:13:10]
Links Mentioned in Today's Episode:
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| Mastercard Director of Talent Sam Sparks LIVE in London | 22 Aug 2022 | 00:34:14 | |
Hello London! We are live! And we are thrilled to welcome you to this Talk Talent To Me special edition: the Nightclub Rave Recruiting podcast. Joining us today at the magnificent Steel Yard nightclub is the Director of Talent at MasterCard, Sam Sparks. We take a look at Sam's professional background and how she ended up at MasterCard, before diving into the complexities of acquiring a business, from a TA perspective. Our panelist gives us the makeup of her recruitment team while letting us know how she is able to ensure that they are getting involved with their clients and candidates. Sam prefers to silently observe interviews and meetings, and she lets us know what she wants to hear from her team in those situations. You'll learn about cross-department partnerships, what it's like to hire as a globally recognized organization, understanding what a candidate wants, the pros and cons of building a recruitment management team, and the importance of social media for big corporations. After getting an idea of Sam's future career prospects, Rob steps into the audience to give them the chance to ask our guest a few questions. The impromptu interviews help us understand Sam's views on how TA will evolve in the near future, the best ways to assess the technical skills of candidates, and how you can build a company culture in a remote-work world.
Key Points From This Episode:
Tweetables:
"Agencies are very salesy and I love the interaction with people, but I hated the KPIs." —Sam Sparks [0:04:46]
"In order to truly sell what the team does, what the growth potential is, what the experience they can get being a part of that team, you really need to live and breathe it. I really encourage my teams to do that." —Sam Sparks [0:08:13]
"It's empowering my team to be able to have the confidence to push back, ask those questions, and manage those conversations. You have to do that in partnership with HR, rightly or wrongly, because these conversations are important." —Sam Sparks [0:11:08]
"What we're seeing in the economy now, MasterCard as a brand is not enough. It's all well and good working for a great brand, but you need more than that now." —Sam Sparks [0:13:53]
"I'm a firm believer in thinking outside of the box. I think sometimes recruitment can be so boring, and we don't make the most of what we can do." —Sam Sparks [0:18:28]
"That's the problem we had with our global approach to content. It was very professional. It was quite stilted. There was not a lot of personality coming through. It seemed too fake. It didn't really resonate. It didn't represent what we are in Europe." —Sam Sparks [0:019:49]
"We're trying to do a bit more and push the boundaries a bit. I'm a bit of a maverick. I like to do stuff and just annoy my manager and say that we should do it" —Sam Sparks [0:20:33]
"I mean, she loves me now. She probably secretly hates me, but she knows I'm like a dog with a bone. I just won't give up. I think you have to be a bit like that." —Sam Sparks [0:32:49]
Links Mentioned in Today's Episode:
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| Job Seeker Expectations vs. Reality with Tali Rapaport | 19 Aug 2022 | 00:33:48 | |
Today we are joined by the Co-founder of Puck, Tali Rapaport. Tali is passionate about helping employees find the right work environment based on their specific stories. Tuning in, you'll hear all about Tali and what drove her to start Puck. She elaborates on the importance of transparency in the job application process, why you need to connect with each individual person's story, as well as the challenges she has encountered in her line of work. We also discuss the disconnect Tali sees in what employees hear and what they see about their roles as well as what she thinks people want to see when applying for a job. Next, we look into why day-to-day tasks are not selling points when searching for employees before diving into Puck's use of podcasts and audio to tell personal stories. Tali also talks us through the way today's work environment affects Puck, how candidates are matched with employees and vice-versa, along with why recruitment marketing is imperative. Finally, Tali explains what she sees as 'storytelling' in her line of work. Key Points From This Episode:
Tweetables:
"You don't need to be communicating to a lot of people to communicate clearly and with specifics. I think that that's part of the storytelling that people are missing." — @TaliR [0:08:43]
"There's a difference between what people put in a job description and the questions candidates want answered when applying to the job." — @TaliR [0:10:14]
"It's so much easier to connect with a story about a person than it is to connect with a bullet point. That's a bullet that someone will read and forget. It helps you as a storyteller, as a company, as an individual make a lasting impression on the people that are considering joining you." — @TaliR [0:18:12]
"The right team for you is not the right team for me or the next person who comes in. So if you can sell on your team, that's, I think, the best." — @TaliR [0:24:45]
Links Mentioned in Today's Episode:
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| DotConnect Chief Conscious Connector Dom Farnan | 17 Aug 2022 | 00:32:47 | |
Today, we welcome Dom Farnan back to the podcast! She is the Founder and Chief Conscious Connector at DotConnect. Dom begins by giving us a rundown of who DotConnect is as a company and a breakdown of some of their recent projects. Then, she opens up about the introspection that led to her discovering that she'd been a toxic boss. That leads to Dom describing how she knew that she needed to shift her focus, how her personal development coach made her focus on the right things, and how her personal growth led to positive organizational changes at work, creating a healthier work culture. We find out why performance-based values alone are not enough for DotConnect, what the company's core values are, how our guest ensures that the company values and the work being done are interconnected, and the type of responsibilities that she places on her team leaders' shoulders. The change in values altered the way that Dom and DotConnect do business and she stresses the importance of only saying yes to healthy business propositions. In this information-packed episode, you'll learn how DotConnect differs from other RPOs, what scrum methodology is and how it applies to the talent space, and how Dom and her company made some changes after retrospective sessions with clients.
Key Points From This Episode:
Tweetables:
"We look at ourselves as conscious connectors who are excited to help build companies, through building meaningful relationships and actually making hiring enjoyable.." — Dom Farnan [0:02:54]
"It's been a couple of years of personal self-development work, but that inner work and healing has really transformed my business." — Dom Farnan [0:04:12]
"It's really hard to just have a set of values that's all about numbers, metrics, and performance when we have emotions, and we are highly irrational human beings in our human experience, and everybody has different things going on in their lives that impacts their ability to perform." — Dom Farnan [0:10:24]
A lot of our work still comes from my personal network of when I was recruiting. I actually love that, because we walk in and we have this solid level of trust and understanding with each other. We almost skipped to the really good part of a relationship." — Dom Farnan [0:15:08]
"Care and consideration. Literally, care and consideration. That's it. When they would ask me, 'How do you have all these clients?' or 'Where are you getting all this work?' I'm like, 'I don't know. It's magic. I guess I just care.'" — Dom Farnan [0:23:25]
"Whatever the situation is, it's always someone else's stuff. It's never your own stuff. All you can control is your response and your energy, not everybody else's. I think once you have that shift, recruiting is not that bad." — Dom Farnan [0:27:02]
Links Mentioned in Today's Episode:
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| SVP of HR & TA Stephanie Cramer | 12 Aug 2022 | 00:27:55 | |
Joining us today is the SVP of HR and Talent Acquisition at MGAC, Stephanie Cramer. MGAC has recently branched out to the UK and our guest speaks about taking stock of talent within a global organization, how to formulate a practical action plan after a major acquisition, and the details of her particular approach to the tech stack. It is important to advertise the company culture from the perspectives of current employees and Stephanie gives examples of how she accomplishes this through in-house recruitment videos. You'll learn of the difficult questions she receives from candidates, before giving her opinions on a real experience that rob had on LinkedIn. After debating whether salary information should be available to candidates upfront, we take a closer look at a member of Stephanie's team who made an extremely successful transition from admin to talent! Stephanie has an abundance of advice to give and if you've been looking for answers regarding all things HR and TA, tune in now!
Key Points From This Episode:
Tweetables:
"I firmly believe that when you lead a people function, it's all about connecting with the people." — Stephanie Cramer [0:05:01]
"I can speak 'till I'm blue in the face about what it means to be an MGAC employee, but nothing is going to be better than actually listening to a firsthand account." — Stephanie Cramer [0:08:17]
"When my team starts talking to people, right off the bat, we try and answer those questions. But being able to provide any sort of transparency around [salary] is going to help us too." — Stephanie Cramer [0:13:33]
"Being able to have an HR presence, even if it is in recruiting and talent acquisition, was very beneficial." — Stephanie Cramer [0:20:45]
"One is slow down and the other is stop listening to the imposter syndrome. Believe in yourself." — Stephanie Cramer [0:26:27]
Links Mentioned in Today's Episode:
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| Buf Head of TA Ben Caggia | 08 Aug 2022 | 00:26:58 | |
Joining us today is the Head of Talent Acquisition at Buf, Ben Caggia. Ben started by studying medicine, even going as far as taking the MCAT, before realizing that he is actually more passionate about talent acquisition. We get an understanding of Ben's love for the trenches, why you should find a job aligned with your passions and interests, how to make the shift from individual contributors to management, and what he believes are the attributes of a great manager. As a bonus, Ben tells us why it's important to ask the right questions at interviews and how you should trust your gut to guide you towards the right company. This conversation goes against the grain compared to previous episodes, in the best way possible!
Key Points From This Episode:
Tweetables:
"I'm a little bit spoiled at Buf. The team is incredibly involved in recruiting. They recognize how valuable it is as a function." —@BeNYCtech [0:01:50]
"There's elements of it that just aren't fun. That's why you get paid to do the job. But it's about finding the job that you're most excited in that aligns with your passions and interests, where it doesn't actually feel like work. Even the bad parts are bearable." —@BeNYCtech [0:16:54]
"I knew pretty early on that I had my sights set on management. I think it's the hardest leap to take in your career." —@BeNYCtech [0:18:11]
"I think a good manager is ultimately one that's a servant to their reports, and somebody that's a shield, and is constantly looking at ways to improve their workflows and make their lives a little bit easier." —@BeNYCtech [0:19:32]
Links Mentioned in Today's Episode:
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| Instacart's Global Head of Diversity, Equity & Belonging Jennifer Sutton | 05 Aug 2022 | 00:38:31 | |
Today's guest is Jennifer Sutton, the Global Head of Diversity, Equity & Belonging at Instacart, a grocery delivery and pick-up service in the United States. Jennifer originally worked in finance but made the transition to HR and diversity over 14 years ago. Jennifer's approach is to couple diversity hire strategies with genuine mental frameworks to reach an organization's diversity goals. In today's show we find out about Jennifer's background in finance, her transition to HR, the benefits of diversity to an organization, common mistakes organizations make regarding inclusion strategies, the importance of identifying root causes, and much more.
Key Points From This Episode:
Tweetables:
"It's not necessarily about how the role is designed but what is needed to succeed in that role." — Jennifer Sutton [0:06:37]
"It should be people that potentially, not only can mentor you but also sponsor you. And I use those words very intentionally because they're different when done right." — Jennifer Sutton [0:11:07]
"It's a level of trust and vulnerability that I've been able to leverage and I celebrate being able to have those conversations." — Jennifer Sutton [0:15:59]
"If that belief system is flawed and if that belief system might be giving advantages unintentionally, but still giving advantages to some and not others, you will never have a healthy process." — Jennifer Sutton [0:18:31]
Links Mentioned in Today's Episode:
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| Socotra Head of TA Dubi Ben-Shoham | 03 Aug 2022 | 00:30:58 | |
Dubi tells us of his three most recent hires and how he goes about ensuring that diverse candidates are being brought into the company. He explains the pressures that hiring managers place on him and how he is able to navigate through scheduling conflicts between candidates and his team. There is a growing trend for on-demand interviews and our guest breaks down some of the issues that arise therein, as well as a close examination of the mistakes being made by companies when they hire technical engineers. In our conversation, you'll learn how tech companies are contradicting their ingenuity, what the ideal number of interviews should be, what Socotra's interview process is like, and how and why the cultural interview is a good way of assessing how a candidate will fit into the company. Dubi explains how other companies are lazy not to send rejection letters, before leaving us with an inspirational story of how he gave a second chance which led to incredible success.
Key Points From This Episode:
Tweetables:
"One of my strong suits is, I know that I'm the expert in the relationship and the hiring managers are not. So I just set realistic expectations from the onset." — Dubi Ben-Shoham [0:04:23]
"If you ever want to have another podcast about how I want to revolutionize the technical recruiting process, I've spent a lot of time trying to figure that out." — Dubi Ben-Shoham [0:11:30]
"Tech companies are supposed to be the most forward-thinking companies but they're still interviewing engineers like it's 1999, and it doesn't make any sense." — Dubi Ben-Shoham [0:15:33]
"The time it takes usually to interview candidates, the process, it all should be reviewed on a regular basis, just to make sure we are doing the right thing and candidates are feeling good about it." — Dubi Ben-Shoham [0:17:50]
"I applied to 300 jobs, seriously. I got to be a candidate for so long and it just showed me everything bad about recruiting." — Dubi Ben-Shoham [0:21:53]
"Managing expectations was the first thing I learned as a recruiter. If you're good at that, then you'll be good at what you do." — Dubi Ben-Shoham [0:23:52]
Links Mentioned in Today's Episode:
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| Oshkosh Director of TA DJ Braemer | 29 Jul 2022 | 00:27:36 | |
Director of Talent Acquisition at Oshkosh Corporation, DJ Braemer gives us a rundown of the good work that Oshkosh does and how he ended up in his current role. Working in the agency setup gave our guest invaluable experience, but he also reveals why he would never go back. You'll learn about why he chose to go into management, how he discovered his leadership skills through sport, whether he misses the hustle and bustle of recruiting, and why his time in the dark side of HR was a major moment in his career. DJ believes that Oshkosh is an industry leader in diversity hiring and he tells us all about his company's willingness to provide flexible job opportunities. Do you think that the hybrid module of talent acquisition is one we should aspire to? Find out what DJ Braener thinks by tuning into this episode!
Key Points From This Episode:
Tweetables:
"I would never go back and start my career in a different place. I just got so much good experience from that." — DJ Braemer [0:04:31]
"The first one is around diversity hiring. This continues to be a major topic, for good reason. I'm proud of Oshkosh because we're really walking the walk." — DJ Braemer [0:10:05]
"I had never led any type of core HR team or work before. I grew as a leader because it was the first time I had to lead work that I had never done myself. That was a really big moment in my career." — DJ Braemer [0:14:34]
"It is surrounding yourself with the people that do know. It is asking a lot of questions. It is admitting to not knowing the answer all the time, and just being humble." — DJ Braemer [0:16:15]
Links Mentioned in Today's Episode:
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| Northwestern Mutual VP HR Kara Hughes | 23 Apr 2024 | 00:33:48 | |
Sometimes, life is all about taking leaps of faith. And when it comes to talent and talent management, a leap of faith can open doors that you never even considered walking through. Today we are joined by Kara Hughes, the VP, HR Business Partner of Tech & Digital, as well as the Head of Workforce Planning, People Insights, and Analytics at Northwestern Mutual – a financial firm focused on making their clients feel more confident and secure so that they can sleep better, breathe easier, and feel happier. Kara begins the conversation by answering an important recruiting question from one of Rob's friends about how to approach problematic intake interviews. Then, we get to know more about Kara: how she ended up at Northwestern Mutual and what her job entails. We also discuss the importance of workforce planning, the departments that are responsible for it, and the role of recruiters in becoming part of business strategy and workforce planning conversations. To close off, we explore how the evolution of HR has added to the pains of the industry. Be sure to listen until the very end for some helpful advice on how to send an email in French.
Key Points From This Episode:
Quotes:
"Recruiters and hiring managers, you hope they have a really good intake meeting and are really, really clear on requirements but signals get crossed. So, advocate for yourself and cover all those important bases at the outset and don't feel bad about doing it." — Kara Hughes [0:03:51]
"Show gratitude and know who has gotten you to where you are and who's helped you along the way because if you really sit back and take stock, [you'll realize that] it's many, many people." — Kara Hughes [0:09:49]
"There's been such a radical shift in the value that [HR] is expected to provide." — Kara Hughes [0:28:28]
Links Mentioned in Today's Episode:
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| Redpoint Ventures VP of Talent Network Atli Thorkelsson | 27 Jul 2022 | 00:31:21 | |
Our guest today is VP of Talent Network at Redpoint Ventures, Atli Thorkelsson. In our conversation, he gives us a bit of background on Redpoint as a company, how he ended up there in his current role, and what his day-to-day job entails. Atli tells us how he adds value to the founders he speaks to and shows us some of the blind spots that many of them encounter. We get an understanding of his hiring process and why he and Redpoint place relationships at the pinnacle of importance. You'll learn about making your hiring process deliberate, how to quantify your talent acquisition, what the common trends in current talent acquisition are, and how a company benefits differently from hiring executives as opposed to other staff.
Key Points From This Episode:
Tweetables:
"We think of talent as a network function. I think that's the reason that we're distinguished." —@AThorkelsson [0:01:37]
"We're really just looking for, 'How do we help you see around corners? How do we prescribe or help you think about things that maybe you wouldn't ordinarily be thinking about?'" —@AThorkelsson [0:03:31]
"Track those relationships and keep those people in mind as your company builds, because maybe somebody that's not right, right now, is going to be right down the future." —@AThorkelsson [0:06:29]
"I wanted to work a little bit more closely with the founders, be a little bit more both emotionally, and literally, invested in the success of the people that I was placing." —@AThorkelsson [0:09:09]
"Now's a really good time to push for more equity and take a little bit more risk on the cash side, because a lot of really great companies get built-in recessions." —@AThorkelsson [0:24:22]
Links Mentioned in Today's Episode:
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| Hillsdale VP TA & Development Elizabeth Goncalves | 25 Jul 2022 | 00:19:58 | |
VP of TA and Development at Hillsdale, Elizabeth Goncalves explains how to execute and build trust and the importance of defining priorities, leadership development, and structuring and delivering individualized leadership programs within your business. She also shares her advice for how to structure your career, skillset, and drive in order to find and secure your dream job.
Key Points From This Episode:
Tweetables:
"One thing that I've learned in my career thus far: If something scares you, you walk through it. You don't back away from it." — Elizabeth Goncalves [0:06:48]
"It took someone like me, who understands what it takes to have a successful firm and to have successful relationships, to come in and asked questions, and then to determine where that would fit in under our priorities." — Elizabeth Goncalves [0:13:52]
"It doesn't matter how many years of leadership you have under your belt. There are always things that we can be doing better." — Elizabeth Goncalves [0:21:07]
Links Mentioned in Today's Episode:
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| Holistic Workforce Planning with Tresha Moreland | 22 Jul 2022 | 00:28:40 | |
Tresha Moreland has over 30 years of experience in HR leadership, serving as CHRO for a slew of big-name organizations. Tresha defines 'meaningful workplaces' for us before giving us an in-depth analysis of what it means to be a workforce planning specialist. It is better to have a holistic approach to workforce planning and Tresha tells us how it could be beneficial to delegate important conversations, how to go about doing it, and laying out the importance of having a mentorship program. We finish off with an educational conversation about creating a culture of great communication and good practices in the workplace, highlighting the importance of knowing your employee's hearts and minds before they hand in their resignation.
Key Points From This Episode:
Tweetables:
"I'm among millions of other workforce members who are now reassessing their priorities. We've seen through the pandemic that life is short. We knew that intuitively, but now we're seeing it firsthand." —@HRCSuite [0:02:52]
"I've reassessed my priorities, and I see now that I want to make a bigger difference in the world. I want to be a part of something where I'm making an impact and having some meaning or purpose that goes beyond just the daily grind." —@HRCSuite [0:03:14]
"People are looking for purpose over popcorn. They want to be a part of something where they're making a difference, something bigger than themselves." —@HRCSuite [0:04:43]
"I don't know about you, Rob. But I'm not liking surprises much anymore. I'm pretty sure leaders and HR professionals throughout the nation are feeling the same way." —@HRCSuite [0:06:02]
"I'm a workforce planning specialist, and I'm a data nerd." —@HRCSuite [0:06:41]
"What you want to do, getting into the career, take a look at your values and what makes you tick, and then look for organizations that might align and support you in that way." —@HRCSuite [0:26:28]
Links Mentioned in Today's Episode: | |||
| Axle Head of TA Alicia Kortmeyer | 21 Jul 2022 | 00:33:20 | |
Head of Talent at Axle, Alicia Kortmeyer breaks down the changes she made to the redundant processes when she first arrived at Axle, the importance of operationalizing the hiring process, and the reasons why a company must allow room for mistakes. We end the conversation by trying to figure out if it is indeed possible to avoid involuntary churn.
Key Points From This Episode:
Tweetables:
"Logistics isn't going anywhere. We're all Amazon Prime people. We all order things online, especially when the world shut down." — Alicia Kortmeyer [0:05:22]
"I literally love who I work for and what I do. I love my team. I love the people. I'm so lucky to do what I do every single day. It's chaotic. It's crazy. It's never the same." — Alicia Kortmeyer [0:08:06]
"I knew it wouldn't be easy. But who wants easy, right? That's so boring. I thrive in chaos. Even though I pound a bottle of wine often, I wouldn't have it any other way. Water is so boring." —Alicia Kortmeyer [0:11:07]
"I love coming into that chaos, where it's like, 'You are the smartest person in the room, go take this, and don't mess this up for us'. I love having that pressure under me. I love coming in and making things better and fixing things, and building people around me." — Alicia Kortmeyer [0:12:33]
"I think it's so important to keep getting that feedback from candidates or in the industry, and seeing how we can evolve and how we can change and how we can improve because once you stand still, you're already behind the game." — Alicia Kortmeyer [0:21:51]
Links Mentioned in Today's Episode: | |||
| EyCrowd Head of TA Matt Bonitt | 15 Jul 2022 | 00:20:16 | |
Head of Talent Acquisition at EyCrowd, Matt Bonitt, shares how he ended up at EyCrowd and how their unique work culture cemented his decision to stay. We find out what recruitment policies Matt found in place when he arrived at the company, and what he chose to focus on as his first orders of business. EyCrowd prioritizes aptitude and attitude over skill and Matt gives us examples of the character traits he is looking for in prospective employees. You'll get a close look at his interview process as he tells us of the most difficult aspects of hiring executives. For Matt, it's all relationship-based and his interview format is loose and almost informal, to put the interviewee at ease so that they can feel comfortable enough to portray their true selves.
Key Points From This Episode:
Tweetables:
"I love the people aspect but I was a little bit getting sick of the corporate structure." — Matt Bonitt [0:02:24]
"You don't have to speak formally to be professional, you can just be real with people." — Matt Bonitt [0:02:33]
"We place aptitude and attitude over skill. We have an excellent training and development program so we just want smart people with good hearts." — Matt Bonitt [0:04:54]
"It's a very nerve-wracking situation when you're going in an interview with somebody. So, one way that I augmented that was telling them all the questions I'm going to ask them upfront, and not having them answer them right away." — Matt Bonitt [0:08:50]
Links Mentioned in Today's Episode:
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| TCW VP Talent Acquisition Manager Doreen Goldman | 13 Jul 2022 | 00:26:23 | |
Doreen Goldman, VP TA at TCW guides us on how to draw parallels from our own experiences and empower candidates to explore their different directions and potential trajectories. We go on to look at how to foster positive relationships to allow a candidate to connect with their potential employers, all while remembering the power of authenticity, growing your strengths, and acknowledging your areas of growth potential.
Key Points From This Episode:
Tweetables:
"The hard skills, the technical skills, are what we look for and are the hardest to satisfy." — @reenyg926 [0:04:11]
"That's the key. It's being able to differentiate the candidates that are saying they're willing to learn and whether they are capable and willing to put the time in." — @reenyg926 [0:04:36]
"Speed is everything. If you're not getting to the candidate first, somebody else is." — @reenyg926 [0:07:33]
"You're only as good as the last role you filled." — @reenyg926 [0:08:37]
"With Talent Acquisition, it's all about the reputation that you have, and the way you treat people." — @reenyg926 [0:10:25]
"People stay when they feel appreciated, people stay when they feel valued, and when they're acknowledged for their hard work." — @reenyg926 [0:23:39]
Links Mentioned in Today's Episode: | |||
| LIVE in San Francisco with Emil Yeargin, Justin McKenna | 11 Jul 2022 | 01:00:26 | |
Talk Talent To Me travels to the Shelton Theatre in San Francisco, CA for a LIVE recording with Gusto's VP of TA, Emil Yeargin, and Dropbox's Head of Global Commercial Recruiting, Justin McKenna. The panel discusses how to resource large talent teams, maintain the human touch while automating processes, and how to make sure the Talent team has a seat at the table when big decisions are being made. | |||
| Metaview CEO & Co-Founder Siadhal Magos | 29 Jun 2022 | 00:26:11 | |
Today on Talk Talent To Me, we are joined by the founder of Metaview, Siadhal Magos. Metaview trains their clients to become better interviewers through providing transcripts of the interviews and giving feedback on their skills. Tuning in, you'll hear some examples of the feedback they will give, their 'gold standard' of interviewing, why the average employee is not very good at conducting interviews, and how Metaview helps their clients identify their best interviewers and use them as an example for other employees. We also discuss some unique ways clients have used Metaview's tools and why the highest performing employees aren't always the best interviewers. Next, look into why employees should run the same interview and how to prevent burnout. Lastly, Siadhal gives us some tips on what leaders can do to improve their interviewing process. Join us to find out more!
Key Points From This Episode:
Tweetables:
"What we don't want is for everyone who adopts Metaview to end up interviewing exactly the same. What you want people to do is use this ability - to coach more of their interviewers to be - what they consider their best interviewers." — @smagos [0:08:59]
"We're staunch believers in the power of the data within interviews." — @smagos [0:15:31]
"We are just trying to augment people's ability to run great interviews and make great decisions." — @smagos [0:16:23]
"The most important thing as an interviewer - is to understand the competencies you want to know about by the time you leave that interview." — @smagos [0:25:23]
Links Mentioned in Today's Episode: Siadhal Magos on Linkedln | |||
| Fiserv VP of Talent Acquisition Bryan Schreiber | 27 Jun 2022 | 00:36:47 | |
Today, we chat with VP of Talent Acquisition for Global Business Solutions at Fiserv, Bryan Schreiber. Bryan walks us through how recruitment has changed over the years, whilst still remaining true to a single core philosophy: Building relationships. We get to understand that the more honest a company is and the more they work on building that initial relationship with a potential employee, the more likely they are to find the right candidates and indeed keep them.
Key Points From This Episode:
Tweetables:
"To be able to explain that in a way that a candidate can understand and connect the dots back to their own life, that's engagement." — Bryan Schreiber [0:17:33]
"Gain a real understanding of the environment and the people—those relationships will support you for life, even if you leave." — Bryan Schreiber [0:36:51]
Links Mentioned in Today's Episode:
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| LIVE in NYC: NBCUniversal VP Global TA Suzan Vulaj & Shutterstock VP Valerie Vadala | 24 Jun 2022 | 00:48:28 | |
NBCUniversal's VP of Global TA Suzan Vulaj & Shutterstock's VP of TA Valerie Vadala join Rob LIVE from the Canary Club in New York City to kick off Talk Talent To Me's 2022 Roadshow. | |||
| SeatGeek Sr. Director of HR & TA Frank Cebek | 19 Apr 2024 | 00:27:35 | |
In this episode, you will hear about Frank's wealth of experience, recruiting for SeatGeek and the challenges it has brought, and their amazing finance and HR business partner team We then delve into what Frank is currently working on at SeatGeek before discussing the importance of foresight and being proactive when bringing talent into a large company. Finally, our guest shares advice for anyone in the talent recruitment space who is looking to move into bigger roles. You don't want to miss this so be sure to tune in now!
Key Points From This Episode:
Quotes:
"As you – become a more mature and bigger organization, you have to have better foresight just because there are a lot more moving parts." — Frank Cebek [0:10:46]
"Always try to bring value to the company you're working at." — Frank Cebek [0:26:04]
"At the end of the day, recruiting is a support function." — Frank Cebek [0:26:19]
Links Mentioned in Today's Episode:
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| Robust Intelligence VP of People & Talent Riffat Jaffer | 17 Jun 2022 | 00:26:34 | |
Today we are joined by VP of People and Talent at Robust Intelligence, Riffat Jaffer. Listening to Riffat tell the story of her career journey and her 15 years of experience in the industry, we begin to understand what has cultivated her immense passion for talent acquisition and employee experience. Along the way, we hear all about her challenges, triumphs, and experiences in companies that shaped the path she is on today. This episode is full of advice, stories, and takeaways that will change your perspective on hypergrowth within a business, the normalization of internal hiring processes, and the importance of growth potential. Key Points From This Episode:
Tweetables:
"We hire people that want to do more than their core job. So, at startups, the mindset is always, we can do anything, and we can do it better." — @staffingqueen [0:08:13]
"Think about diversity and make sure that your positions are being looked at and applied to by a diverse group of candidates." — @staffingqueen [0:12:19]
"Integrating both employee experience as well as the recruiting cycle is really critical and essential." — @staffingqueen [0:20:03]
"Figuring out where each candidate is in [their] journey really helps make them successful once they're in the job." — @staffingqueen [0:22:44]
Links Mentioned in Today's Episode:
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| Sysco Labs TA Manager Erica Schroen | 13 Jun 2022 | 00:33:09 | |
TA Manager Erica Schroen joins to discuss her role at Sysco Labs, how the larger Sysco ecosystem supports her talent team, and how she's charting her recruiting career growth. Key Points From This Episode:
Tweetables: "It was selling them why they needed to work with me, why was I the industry leader, and why were they going to pay me a percentage of someone's salary to find them." — Erica Schroen [0:07:37]
"For me, it was about placing the person where they wanted to grow and learn and see their next step." — Erica Schroen [0:11:23]
"What I've learned the most is that it's those constant check-ins. Whether you like it or not, you got to do it and you got to let them know the progress and the pulse of what's going on." — Erica Schroen [0:27:07]
"I have realized it is better to speak up sooner rather than later." — Erica Schroen [0:27:26]
Links Mentioned in Today's Episode:
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| Full Career Coaching Session: Sarah Baker Andrus & Tessa Groll | 31 May 2022 | 01:01:34 | |
Come See TT2M LIVE! Register below: New York City - The Canary Club - June 1st San Francisco - Shelton Theatre - June 8th London - The Steel Yard - June 16th
Kin Insurance Recruiter (and formerly Rob's boss) Tessa Groll sits down with returning champion & Career Coach, Sarah Baker Andrus for a full career coaching session. Sarah asks Tessa leading questions about what fulfills her in her work, how she approaches her role, and gives advice on how she can stay in the driver's seat of her newfound career in the talent space. | |||
| Gusto VP of Talent Emil Yeargin | 30 May 2022 | 00:30:43 | |
Register for TT2M Roadshow Here: New York City - The Canary Club - June 1st San Francisco - Shelton Theatre - June 8th London - The Steel Yard - June 16th
Today we are joined by the VP of Talent at Gusto, Emil Yeargin. Emil has a tech background and an extensive career in talent and recruitment. We discuss Emil's recruitment goals for Gusto and tap into how leaders respond to the feedback he gives. Emil also explains what makes recruitment successful before diving into his background and an overview of his career up to this point. Emil then dismisses stereotypes surrounding his role and explains why the new generation will be passionate about recruitment. We discuss the new generation's relationship with technology and how it has evolved over the last few years. Finally, Emil gives advice to those who want to pursue recruitment as their career.
Key Points From This Episode:
Tweetables:
"How are you going to be impactful in really driving this company to its optimal greatness?" — Emil Yeargin [0:04:43]
"I think the next generation unlike us are going to grow up wanting to be recruiters." — Emil Yeargin [0:17:47]
"Drive impact, drive high-level philosophy and drive a culture where you can tie business objectives to your work, so that you feel attached to it." — Emil Yeargin [0:26:26]
"Recruiting is all about narrative. It's all about being able to tell a holistic cohesive story." — Emil Yeargin [0:27:33]
Links Mentioned in Today's Episode: Emil Yeargin on Linkedln
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| Comcast Director of TA Keith Friant | 26 May 2022 | 00:32:29 | |
New York City - The Canary Club - June 1st San Francisco - Shelton Theatre - June 8th London - The Steel Yard - June 16th
We are so excited to welcome the Director of TA at Comcast, Keith Friant. Our chat starts by exploring the humble beginnings of Keith's career, and the importance of embracing all potential job opportunities. Keith goes on to crack open his business model to help us understand the ins and outs of a successful recruitment company. While doing this, he highlights methods Comcast uses, such as the forecasting processes and bottom-up approach, to emphasize the importance of customer experience. We are lucky enough to end off the podcast with a personal nugget of career-driven wisdom from Keith. Key Points From This Episode:
Tweetables:
"Strategy and being strategic are such overused terminology — the business thinks we're strategic if we help save them time, help deliver great talent, and help drive diversity." — @keithfriant [0:06:32]
"I don't think much has changed about what we should be doing but more about how we go about doing it, how are you saving time, how are you adopting best practices, how are you really understanding and listening and consulting with the business." — @keithfriant [0:07:28]
"Having an engaging, succinct, and meaningful candidate experience is so critical." — @keithfriant [0:14:19]
"It is good as a leader to know if you have people on your team looking, so you can either plan for the growth on their team or prepare for the "What's next?"" — @keithfriant [0:25:06]
"Being able to foster an environment of trust, understanding, and empathy in tandem with driving excellent results, understanding your business, and really being able to collaborate with all of your talent partners, I personally think has been the key to my success so far." — @keithfriant [0:28:11]
Links Mentioned in Today's Episode:
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| Insider SVP of People & Culture Nailah Banks-Embden | 25 May 2022 | 00:20:32 | |
Talk Talent To Me LIVE RSVP: New York City - The Canary Club - June 1st San Francisco - Shelton Theatre - June 8th London - The Steel Yard - June 16th Today on Talk Talent To Me, we are joined by Nailah Banks-Embden, SVP of People and Culture at Insider. Nailah explains how she was able to introduce a culture of inclusivity and diversity at Insider and how she was able to make culture a priority for the company. Nailah also delves into how Insider is going to focus on career development this year before giving us an overview of how they will help employees use their abundance of resources effectively. She tells us how she knew that Insider was ready for a change and what that entails as well as who will be responsible for their future plans. Finally, Nailah tells us what her hopes are for the future of the company and gives a word of advice to people who aspire to forge their career in the same direction she has. Key Points From This Episode:
Tweetables:
"One of my number one values is authenticity and bringing my whole self to work and not having to compartmentalize who I am when I'm at work." —Nailah Banks-Embden [0:09:23]
"Don't be afraid to take a risk. Take that leap and if it doesn't work out, you gain experience, you learn from it, and you're better the next time you embark on a new role." —Nailah Banks-Embden [0:22:36]
Links Mentioned in Today's Episode: | |||
| Criteria CEO & Co-Founder Josh Millet | 20 May 2022 | 00:32:15 | |
Josh Millet, CEO & Co-Founder of Criteria, breaks down our old, outdated ideas of standard hiring processes and explains the importance of using newer and improved science-based assessment tools. Josh founded his company, Criteria, 15 years ago and uses his experience in software development and organizational psychology to delve into the flaws of our hiring systems. Josh highlights the gap between the scientific evidence and the indexing measures that organizations are using to hire their employees and gives some insight into how to minimize this gap. We gain an understanding that, although experience and academic achievement seem related to success, they should not be the only factors influencing your ability to get hired. In order to implement this process, organizations need to rethink the boundaries of their talent pool and use new methods to filter potential employees. This episode is helpful for both the employee and employer, delving into how to be better prepared for the hiring process and how to implement this process for better business outcomes!
Key Points From This Episode:
Tweetables:
"Demanding experience, especially for entry and mid-level type roles, is really systematically excluding early career folks." — @joshmillet [0:06:47]
"A better way to predict performance and measure potential is to look for stronger talent signals rather than indexing heavily off the weaker ones like years of experience and educational pedigree." — @joshmillet [0:10:40]
"The more complex the role is, the more important learning ability is." — @joshmillet [0:16:32]
"Assessments and structured interviews essentially establish rules and objectivity that allow you to make more informed talent decisions that aren't swayed by things that really aren't predictive of success." — @joshmillet [0:23:31]
Links Mentioned in Today's Episode:
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| LandTech Chief People Officer Sarah Wasif | 17 May 2022 | 00:25:06 | |
Joining us on Talk Talent To Me today is Sarah Wasif, Chief People Officer at LandTech. Today Sarah outlines what scaling looks like for the company and how she plans on executing growth. Next, she outlines the important things to be considered when a company grows and how you can be adaptable to things that may not work on a larger scale. Sarah then tells us how and what elements of a business should be localized when moving into different areas and what should remain as is. Sarah discusses some of the tricks she has found helpful when trying to keep original employees happy and maintain the company's original value system before telling us how she ensures that new employees align with those values and are a good fit. Lastly, Sarah discusses how the world has changed to incorporate an emphasis on personal behavior in the workplace. Tune in to find out how to expand a company globally and stay true to its values.
Key Points From This Episode:
Tweetables:
"I haven't joined and worked in a business where some of those early individuals are still A, here, and B, as passionate as the first day I landed eyes on them nearly four years ago." — @Sarah_Wasif [0:15:12]
"I think I would have paid really good money, not even in my early career, even in school, [for someone to teach me] how the world operates." — @Sarah_Wasif [0:22:27]
"The concept of emotional intelligence is no longer a soft, fluffy, nice to have. I think companies and successful companies are really honing in into it." — @Sarah_Wasif [0:23:40]
Links Mentioned in Today's Episode:
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| Worksome VP TA Anabel Morales | 13 May 2022 | 00:21:20 | |
Bigger and better are aspirations that most companies hold, but scaling a business is complicated and requires a range of expertise to ensure that the culture and values are sustained as the company grows. In today's episode, we speak to Anabel Morales, who is in charge of VP talent acquisitions at Worksome. Worksome is a Danish-based company that offers an end-to-end solution for companies to manage their external workforce. Anabel's approach to her role is centered on forming interpersonal relationships, and upholding company culture and values. In this episode, we learn more about Anabel's role at Worksome, the services that Worksome provides, recruiting in different marketplaces, challenges in the current marketplace, the importance of company values, and much more!
Key Points From This Episode:
Tweetables:
"My approach was about finding great recruiters in both of those markets that could promote our brand, build relationships and also be cultural ambassadors in those offices." — Anabel Morales [0:07:08]
"Being a startup, you want to make sure that early on you are able to build a great experience and a good brand in the market, especially for entering new markets." — Anabel Morales [0:08:22]
"We recognize that the key to scaling successfully, or at least scaling our culture successfully, is going to be to equip our leaders with some tools to really scale this trust, transparency, and inclusion." — Anabel Morales [0:17:46]
"It's really not possible to expect people to feel comfortable talking about their mistakes if you don't have the leadership to support it." — Anabel Morales [0:21:29]
Links Mentioned in Today's Episode:
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| PepsiCo SVP of Global Talent Acquisition Blair Bennett | 10 May 2022 | 00:43:40 | |
Talk Talent To Me LIVE RSVP: New York City - The Canary Club - June 1st San Francisco - Shelton Theatre - June 8th London - The Steel Yard - June 16th
We are so excited to welcome the Senior Vice President of Global Talent Acquisition at PepsiCo, Blair Bennett. Blair shares her background in politics & executive recruiting, and how her career prepared her to lead the talent function at PepsiCo. You'll also hear about diversity goals within leadership at PepsiCo, and the strategies the team has implemented in order to achieve them. We talk priorities, and chat about Blair's day-to-day life at PepsiCo, with a focus on her amazing team, partnerships, and leadership. Blair believes that there is no better career than talent acquisition. Tune in today to hear why.
Key Points From This Episode:
Tweetables:
"I fell in love with the executive recruiting and at Korn Ferry, and I met my future husband, so I found two loves out of the deal." — @searchblair [0:06:12]
"I'm constantly learning. I learn something new every day, whether it's something about the business, or something about talent, or something about another company, or something about an industry. Keeping that sense of curiosity is something that has been very important to me." — @searchblair [0:10:30]
"Because I'm somebody who likes to learn and, because I'm somebody who continues to have a curiosity about what's happening in our industry, I try to find ways to bring that to the teams as well. I hope that people get some takeaways from it that they may not otherwise get in their day-to-day experiences." — @searchblair [0:14:22]
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| Riceland Foods CHRO Lionel Riley | 17 Apr 2024 | 00:32:42 | |
Doubling up throughout most of his career, my guest today has both maintained his rank and activity in the Air Force while being a C-level HR professional at a large, well-established company. I'm joined on the show today by Lieutenant Colonel and Chief Human Resource Officer at Riceland Foods Inc., Lionel Riley. Join the conversation as we learn how he managed his parallel careers, his thoughts on the journey of transition from the armed forces to the corporate world, and how his leadership overlaps from being Lieutenant Colonel to CHRO. He unpacks why he strives to maintain mindfulness while managing his team, his responsibility as CHRO for a multi-billion dollar company, including the journey of how he wound up there. We learn about his big move from a long and stable position at Walmart, and Lionel shares three key pieces of advice for those looking at forging a career in this space. Key Points From This Episode:
Quotes:
"The struggle [to transition from the armed forces to the corporate world] is relative." — Lionel Riley [0:04:03]
"It's not that, from corporation to the military is so one-to-one, but there's so many transferable skills: discipline, exposure, cultural experiences that military members who have had the privilege of servicing oversees; they'd be able to bring immense value to your corporation." — Lionel Riley [0:06:01]
"HR, I tell this to everybody, is a thankless job." — Lionel Riley [0:11:57]
"Never stop learning — relationships are key and always know that you can receive a nugget or two from anyone, on anything. Never stop learning!" — Lionel Riley [0:29:51]
"Complacency kills." — Lionel Riley [0:30:17]
Links Mentioned in Today's Episode:
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| Transparent Comp with Rune Labs Head of People Natalie Cleaver | 29 Apr 2022 | 00:39:08 | |
Today's guest is Natalie Cleaver, the Head of People at Rune Labs, a software and data platform company focusing on neuromodulation. In today's episode we learn about some of the challenges startups face during recruitment drives, the development of interpersonal relationships between team members, diversity and inclusion for startups, the importance of empathy from management, Natalie's revolutionary compensation strategy, and much more.
Key Points From This Episode:
Tweetables:
"It doesn't matter what kind of rock star you are, it doesn't matter how great you are or what experience you came from, if you cannot work with other people there is no space for you in our organization." — Natalie Cleaver [0:07:04]
"It doesn't have to be this deep profound engagements but it does have to be respectful and collegial." — Natalie Cleaver [0:12:49]
"Instead, you really want to think about how it is affecting people that you might have just been outside of your sphere of consideration before." — Natalie Cleaver [0:20:02]
"Compensation is an indispensable building block in my mind. I think there is absolutely no way that you can be fair and equitable to the people who work for you in any way, shape or form if you cannot promise them that their compensation is equitable." — Natalie Cleaver [0:21:56]
Links Mentioned in Today's Episode:
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| Fastly VP Talent Danielle Clark | 28 Apr 2022 | 00:33:52 | |
Today's guest is Danielle Clark, VP Talent at Fastly. Danielle has experience as both a consultant and working in-house within the tech industry, and has a pragmatic and people-focused approach to solving problems within a business. In today's show we find out what work Danielle is currently involved with, how businesses are beginning to recognize the value of people-based solutions, the differences between working as a consultant and in-house, how to best advocate for yourself as an employee, advice for getting that promotion, and much more!
Key Points From This Episode:
Tweetables:
"You also have to be prepared to embrace a lot of different backgrounds and different kinds of business principles and operational rigor that maybe you hadn't had to do when you're a private company." — Danielle Clark [0:07:42]
"Consulting gives you so much exposure to so many things so quickly. There's no way I would have got the experience I had if I'd worked those eight years in-house, it's just impossible." — Danielle Clark [0:13:51]
"Take stock of what the purpose is, really think about how that fits into the bigger business and the value that you are adding to that." — Danielle Clark [0:19:23]
"Everyone listening to this should have a perspective on the role of talent in their organization, which is not just putting bodies into seats or in front of screens but really bringing in new ideas." — Danielle Clark [0:21:35]
"It doesn't mean you need to be extroverted, it doesn't mean that you need to take up all the air in the room but it does mean that you need to advocate for yourself and know that that's part of it." — Danielle Clark [0:30:18]
Links Mentioned in Today's Episode:
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| Storable VP Talent Sam Baber | 26 Apr 2022 | 00:34:52 | |
Today's guest is Sam Baber, the VP Talent at Storable. Sam explains how to foster personal relationships within the workplace, warning signs to look out for when recruiting, lessons Sam has learned over his professional career, what makes a successful recruitment strategy, and much more. Tune in today to hear why empathy, compassion, and leadership are the keys to becoming successful in the executive recruitment space with today's expert, Sam Baber!
Key Points From This Episode:
Tweetables:
"I think one of the key things for us is we put our large priority and investment of time in the relationship that the recruiters build with the candidates." — Sam Baber [0:11:12]
"I just think it does fall on leaders to make sure you are providing an environment for folks to be creative, make mistakes but also get out of their way because they'll surprise you almost every time." — Sam Baber [0:19:52]
Links Mentioned in Today's Episode:
Grit: The Power of Passion and Perseverance An Elegant Puzzle: Systems of Engineering Management Remembrance of Things Past: Volume I - Swann's Way & Within a Budding Grove (Vintage) | |||
| Dick's Sporting Goods Senior Dir. TA Rick Jordan | 22 Apr 2022 | 00:40:57 | |
Joining us in conversation today is Rick Jordan, Senior Director of Talent Acquisition over at DICK'S Sporting Goods. You'll hear the story of how DICK'S was started and how Rick landed his current role with them with a background in hospitality and talent. DICK'S is a pandemic success story, and Rick tells us about the unexpected turn of events that resulted in the business thriving despite the restrictions. You'll also hear about the exciting projects that DICK'S is working on at the moment, and why, in the current market, we need to think more like marketers and less like human resource people. Key Points From This Episode:
Links Mentioned in Today's Episode:
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| AvantStay VP Talent Uyen Hua | 20 Apr 2022 | 00:36:07 | |
Joining me today is the VP of talent acquisition at AvantStay, Uyen Hua. In today's conversation, you will hear about Uyen's unconventional professional journey which led to her current role at AvantStay, and the important lessons she learned along the way. We also discuss the limitations and benefits of working remotely, and why companies should be careful to force their employees back to the traditional office workspace. We learn about Uyen's pragmatic approach to developing her team to ensure the long-term needs of the organization. You will also learn about the difference between a specialist and generalist recruiter, the importance of personal relationships, how to have a constructive conversation with management, insider tips, and much more.
Key Points From This Episode:
Tweetables:
"We don't need to be beholden to something that is essentially just moot or no longer relevant for our needs but let's make sure we're doing that sense check on a regular basis if nothing else." — Uyen Hua [0:17:04]
"It is amazing in series A to have people who are pinch hitters and kind of can lead in anywhere and have the attitude and the ability to do that but you're really not doing yourself the company or them any favors by continuing to push for that mindset." — Uyen Hua [0:23:39]
"As I'm scaling a team as I've done so many different times before, starting with a team of a couple of people who have kind of just put their blood, sweat and tears, it is really important to me as I build further on that organization, that one thing I am keeping in mind apart from the needs of the business itself is the passions of those respective recruiters." — Uyen Hua [0:27:09]
"It's a relationship driven industry and role and so go where you feel that synergy and that connection and you won't be steered wrong." — Uyen Hua [0:29:15]
Links Mentioned in Today's Episode:
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| Talent Brand Through Rich Storytelling-- Mullings Group CEO Joe Mullings | 15 Apr 2022 | 00:32:38 | |
Joe Mullings is the Founder, Chairman, and CEO of the world's leading search firm in the medical advice industry, the Mullings Group. Joe explains how long term investments in building a talent brand through rich content & storytelling is a crucial part of an effective hiring strategy,.
Key Points From This Episode:
Tweetables:
"It's a series of demands and it has nothing to do with explaining to people who they might become when they went to work at your company." — @joemullings [0:05:21]
"It's a chorus of efforts in order to access and constantly have on a slow drip, the best talent in your domain." — @joemullings [0:07:53]
"Inability and incompetency is not a fair excuse and I do believe in the next 24 months, we'll have an enormous reckoning in those organizations that do not create an ongoing committed multimillion dollar per year hiring brand because conventional job postings and conventional recruiting do not work as effectively any longer." — @joemullings [0:23:13]
"Your goal should be to that talent access producer who is going to be getting the best people showing up for you to interview." — @joemullings [0:27:44]
"People will not shut you off because they won't feel like they're the product. They will feel like that they are learning or experiencing something from watching your content." — @joemullings [0:31:36]
Links Mentioned in Today's Episode:
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| The Problem with Counter-Offers: AlertMedia VPTA Christine Redd | 12 Apr 2022 | 00:36:43 | |
Hello and welcome to a brand new episode of Talk Talent to Me, featuring Christine Redd, vice president of talent acquisition at AlertMedia. During today's conversation, she shares the story of how she learned the art of recruitment after getting her start in traditional HR. You'll learn how her HR background has enriched her knowledge of talent acquisition, and why she finds her work at Alert Media to be particularly meaningful. We explore what it means to work in high-growth spaces and why Christine prefers this kind of environment, before discussing the movement towards choosing a career path in recruitment rather than stumbling into it after working elsewhere. Her goal is to offer every candidate the ultimate experience, and she reveals why asking open-ended questions is such a beneficial tool. We talk about counter-offers and employee happiness, before Christine offers some practical advice to listeners who are interested in roles in high-growth companies. Thanks for listening!
Key Points From This Episode:
Tweetables:
"I think it's a balance, if you give back, you get back." — Christine Redd [0:05:20]
"Alert Media is doing important work. It's not just some random product, it's to save lives and minimize loss by facilitating that two-way communication when emergency situations threaten employee safety." — Christine Redd [0:07:10]
"I want to do something that is impactful and I have always said I think that's why I enjoy working for hight-growth companies because your work is so impactful. When you're not there, people know this, right? The work that you do can be seen for years down the road." — Christine Redd [0:08:50]
"Making people feel needed and wanted is super important and being genuine about that. People need to hear it, I just don't think they are hearing it enough. Even though their manager might feel that way, it is not being verbalized." — Christine Redd [0:34:00]
Links Mentioned in Today's Episode:
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| Handsome Head of People Stephanie Maillet | 07 Apr 2022 | 00:33:28 | |
Joining me today is Stephanie Maillet, who is not your typically trained human resources pro. Stephanie originally found her passion for working with people managing bands and musicians in the Boston area. Stephanie is currently based at Handsome as Head of People where she helps foster an inclusive, nurturing, and communicative environment for employees through career coaching. In today's episode we find out about Stephanie's diverse career background, what career coaching is, the difference career coaching can make to a company, challenges surrounding distributed workforces, and so much more.
Key Points From This Episode:
Tweetables: "Retention is really important but I never want to feel like people are leaving because they didn't get the most out of the organization and that people feel supported and cared for in everything that we do." — @stephaniemz1 [0:21:29]
"In a remote culture like the one that we have at Handsome, there isn't that, so you have to create your own rituals and we're working on ways in which to connect people to each other beyond the projects that they're on." — @stephaniemz1 [0:24:20]
"Everything has to be so scheduled and if you are not careful, it can only be transactional. That is not as rewarding of an experience as people tend to want, whether they know they want it or not." — @stephaniemz1 [0:25:50]
"We are also trying to find ways to get people together in person because I still don't know a better way to really get to know each other than actually meeting each other in person." — @stephaniemz1 [0:29:50]
Links Mentioned in Today's Episode:
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| Talend VP TA Lance Sapera | 31 Mar 2022 | 00:26:37 | |
Vice President of Talent Acquisition at Talend, Lance Sapera, shares the work of transforming the data space for talent acquisition to streamline processes and make it easier for businesses to find the people they need. Key Points From This Episode:
Tweetables:
" The competitiveness of the market I think is probably what's keeping everyone on at night now." — @LSapP3C [0:02:44]
"I haven't verified it but the rumor is that there are more recruiter jobs on LinkedIn now than there are developer roles. That's how important hiring is across the globe." — @LSapP3C [0:15:27]
"I think there is a real mix there and again, just like any team, the things you learn sometimes even unexpectedly from the mix of your team helps you move forward in a more effective way." — @LSapP3C [0:20:51]
Links Mentioned in Today's Episode:
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| Blue Cross Blue Shield VPTA & Chief Diversity Officer Stephanie Browne | 28 Mar 2022 | 00:27:22 | |
Joining me today is the Vice President and Chief Diversity Officer at Blue Cross Blue Shield, Stephanie Browne. Stephanie is responsible for recruiting, retaining, and developing high-performing staff, as well as guiding diversity and inclusion strategies. Unique to Stephanie is her background in technology which has allowed her to streamline and automate processes regarding talent management and acquisition. In today's episode, we hear about Stephanie's background and discuss topics such as using technology in talent management processes, and diversity and inclusion goals. We also discuss her two roles in the company, how diversity is a strength, how technology can remove bias, what the pillar strategy is, and so much more.
Key Points From This Episode:
Tweetables:
"Between the sourcing team and the interviewing strategy and the goal for my team to actually bring a diverse candidate pool to the table day one, we were able to begin to move the needle around increasing the diversity of our organization." — Stephanie Browne [0:08:04]
"You just need to have that candidate pool be very wide and varied so that they can find that fit." — Stephanie Browne [0:10:46]
"It's good to have different experiences at the table so that we can then, in turn, have a better innovative outcome on how we build those engagements and strategies." — Stephanie Browne [0:18:33]
"I work with my peers across the organization to help them understand what their organizations look like, what do they need and how experiences can shape the outcomes of the work that they do." — Stephanie Browne [0:19:46]
"You are very valuable but you're only as valuable as the relationships and the influence you have in those relationships." — Stephanie Browne [0:24:40]
Links Mentioned in Today's Episode:
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| Multiverse Senior Director of Global Talent Veronica Salcido | 11 Apr 2024 | 00:36:49 | |
Veronica Salcido is the Senior Director of Global Talent at Multiverse, and she joins us to share the defining moment in her life when she chose to decline a string of amazing job offers to sell her possessions and climb Machu Pichu. While acknowledging the privileged position she found herself in, Veronica urges listeners to take the plunge and reset their lives if the opportunity arises. Tune in to hear her story of starting a business and getting 21 clients within 30 days before eventually taking on a full-time opportunity where she was able to make a greater social impact. We also explore the influence of AI on talent acquisition and the capacity it holds to create the freedom to do more meaningful work. Join us today to hear all this and more!
Key Points From This Episode:
Quotes:
"I ended up having no inbox, no plan, I hiked Machu Pichu, I went off the grid, I had a total reset, and I launched my own business after that." — Veronica Salcido [0:14:26]
"I had 26 clients within the first 30 days of launching my business." — Veronica Salcido [0:14:30]
"I chose to get in the driver's seat of defining my career and how my life and the opportunities that I was signing up for were going to support that." — Veronica Salcido [0:14:36]
"That is the juicy part of why we do what we do especially as leaders in talent acquisition - innovation." — Veronica Salcido [0:36:52]
Links Mentioned in Today's Episode:
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| Chipotle VP People Partner Apple Musni | 25 Mar 2022 | 00:31:30 | |
Apple Musni, Chipotle's VP People partner, shares her experience with tech-enabled nurturing, purpose-driven employment, employee retention strategies and much more for Chipotle's vast retail workforce. Key Points From This Episode:
Tweetables:
"Experience has to be relevant, fast and simple but especially for the high-volume side of the house and so, making that experience automated and tech-enabled is really critical." — @AppleMusni [0:07:08]
"I think it's, how do you ensure that although technology enables, when they engage with that technology and/or a human being that their experience is connecting to our purpose of cultivating a better world." — @AppleMusni [0:09:26]
"It's understanding what that workforce needs today, whether it's from how we recruit them such as social media, how we retain them through our employee value proposition and then how we continue to grow them through our leadership programs." — @AppleMusni [0:11:15]
"There is always a synergy between the workforces in the restaurant as well as the support center because of our values." — @AppleMusni [0:23:02]
"I think it starts with hiring employees who believe in what we do and then our purpose and then engaging them along the way." — @AppleMusni [0:23:53]
Links Mentioned in Today's Episode:
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| Octane VP Talent Acquisition Adam Redlich | 23 Mar 2022 | 00:33:29 | |
Joining us today is Adam Redlich, Vice President and Talent Acquisition at Octane. Adam shares the difference between time to fill and time to hire, why if a candidate is a maybe, they're a no, and why if a company pushes you to sign quickly, there's usually something they don't want you to find out. Key Points From This Episode:
Tweetable:
"One of the engineering leaders made the comment, if somebody is a maybe, they are no and for me, that's been a mantra that I've had since, because, especially at a growth stage company, we need to hire people that we're excited about." — Adam Redlich [0:13:28]
"I believe that transparency is key throughout the process. I let candidates know, early on, during my very first conversation with them." — Adam Redlich [0:15:50]
Links Mentioned in Today's Episode:
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| Canada Life Director of TA Dax Sardinha | 18 Mar 2022 | 00:32:06 | |
Dax Sardinha is a human resources expert and talent acquisition specialist who has been helping businesses recruit the most suitable talent for over 19 years. Dax is also director of talent at of Canada Life, which is Canada's largest insurance provider for groups and individuals across the country. In today's episode we hear about Dax's personal journey from talent expert to leader, and some of the most valuable lessons he learnt along the way. Our conversation also covers workplace culture, how to best manage your employees, and the importance of succession planning.
Key Points From This Episode:
Tweetables:
"It's encouraging them to speak up, empowering them to really understand that you don't have to do that. You can work your regular shift, there will always be work, work will still come, there always be more." — Dax Sardinha [0:12:48]
"I've never been a title chaser. For me, it's about the work itself. I love the ability to come in and I said this before is to be able to impact and influence an organization in a positive way." — Dax Sardinha [0:28:31]
"As long as you're focusing on those values, on that development, you're going to find the job title and the role in the organization that fits you, ultimately at the end of the day." — Dax Sardinha [0:31:56]
"If you're not passionate about the work that you're doing, you're never going to exceed, you're never going to excel, you'll just get bored and burn out and go somewhere else." — Dax Sardinha [0:32:23]
Links Mentioned in Today's Episode:
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