The Talent Blueprint – Details, episodes & analysis

Hear from Jenn Vigliotti, Director, Head of Global Leadership, Product & Go-to-Market Recruiting at Sonos, on the importance of candidate experience at the tech brand – and how they get Hiring Managers and TA aligned. 

Jenn tells Sultan why the tech brand has made stellar candidate experiences core to its talent strategy, how her Exec Search background has helped facilitate that approach… and how being a competitive synchronized ice skater in her youth has made her who she is today. 

Learn more about: 

• Skills-based hiring approaches
• Differentiating your tech brand in a competitive talent market
• Building equitability into the hiring process
• Using your company values to shape talent experiences
• Creating a TA team that can be themselves at work ❤️

The Talent Blueprint podcast is for business and HR leaders who want to build talent-first, skills-based organizations. In each episode, Beamery co-founder Sultan Saidov chats with industry experts who share their insights and experience around using talent to create a competitive business advantage.

Subscribe today and receive episodes every two weeks to guide you to become a talent-first organization, on Apple Podcasts, Spotify, or Captivate. 

Discover more episodes of The Talent Blueprint podcast here.

Elle Lebourg, Global Head of Talent Acquisition at Hilti Group, is also a career coach – and she has found that her training in coaching has opened up new ways of thinking about leadership, hiring, and HR in general. 

Listen to this fascinating conversation between Elle and Sultan to learn more about how a varied career path and ‘coaching mindset’ opens opportunities, plus: 

• The value of hiring for potential – and the power of curiosity
• Building the future for TA, as trusted talent advisors
• How Hilti is repositioning the construction industry in its EVP
• Programmatic advertising to targeted talent pools
• Partnerships that make a positive social impact, while closing skills gaps

The Talent Blueprint podcast is for business and HR leaders who want to build talent-first, skills-based organizations. In each episode, Beamery co-founder Sultan Saidov chats with industry experts who share their insights and experience around using talent to create a competitive business advantage.

Subscribe today and receive episodes every two weeks to guide you to become a talent-first organization, on Apple Podcasts, Spotify, or Captivate. 

Discover more episodes of The Talent Blueprint podcast here.

Listen as host Sultan Saidov speaks to Ashley Walvoord, Head of Talent Management at Verizon, about her career so far, the HR team and strategy at Verizon, and the challenges she has faced – and overcome – when rolling out employee-focused initiatives.  

Sultan and Ash talked all things internal mobility, employee engagement, and AI in HR…  as well as how her team at Verizon constitutes a “Swiss army knife” for the company’s talent needs. 

In this episode, learn more about: 

• How Industrial-Organizational (I.O.) Psychology can be applied to HR 
• The importance of a holistic approach to talent management
• Why a Job Architecture is a crucial foundation for talent transformation
• How to integrate Diversity, Equity, and Inclusion (DE&I) in talent processes, and make a positive impact on talent pools

“Our goal is not to have the most perfect Job Architecture to brag about, but rather to have the Job Architecture that unlocks possibilities and opens the door for all sorts of downstream opportunities and benefits.” – Ash Walvoord

The Talent Blueprint podcast is for business and HR leaders who want to build talent-first, skills-based organizations. In each episode, Beamery co-founder Sultan Saidov chats with an industry expert who shares their insights and experience around using talent to create a competitive business advantage.

In the first episode of season three of the Talent Blueprint podcast, host Sultan Saidov speaks to David Brammer, the former Global Head of Talent Acquisition at Ocado and founder of Bondu, which aims to make it easier for organizations to understand and rehire their former employees.  

Sultan and David talked all things boomerang hiring, integrating HR tech products with tools like Teams and Slack, getting the most out of a Talent CRM and building meaningful talent communities, and aligning recruiters to hire for skills. 

Tune in to learn more about: 

• The value of a consistent exit process and getting feedback from leavers
• How to manage alumni data correctly, and attract them back into the business
• The role and future of Artificial Intelligence in Talent Acquisition 
• Developing the Recruiter of tomorrow, and the importance of the human touch… 

“Not enough companies face into workforce planning; not enough companies have a decent narrative with their TA teams about the future.” – David Brammer

The Talent Blueprint podcast is for business and HR leaders who want to build talent-first, skills-based organizations. In each episode, Beamery co-founder Sultan Saidov chats with an industry expert who shares their insights and experience around using talent to create a competitive business advantage.

This episode features an interview with Kevin Stapp, SVP and  Global Head of Talent Management at Conde Nast, and your host, Sultan Saidov, Co-Founder and President at Beamery. Kevin is a Human Resources executive with global experience in leading people strategies and delivering results in diverse environments. A passionate and energetic team player with the proven ability to deliver bespoke people solutions to suit specific business needs.

Kevin discusses how Conde Nast uses their inclusion index, how “lateral agility” is improving leadership, and how they have helped navigate their employees through significant change within a now globally integrated organization. 

About Conde Nast:

Condé Nast is a global media company, home to iconic brands including Vogue, The New Yorker, GQ, Glamour, AD, Vanity Fair and Wired, among many others. The company's award-winning content reaches 88 million consumers in print, 419 million in digital and 432 million across social platforms, and generates more than 1 billion video views each month. 

The company is headquartered in New York and London, and operates in 32 markets worldwide including China, France, Germany, India, Italy, Japan, Mexico and Latin America, Russia, Spain and Taiwan. Launched in 2011, Condé Nast Entertainment is an award-winning production and distribution studio that creates programming across film, television, social and digital video and virtual reality. 

Key Takeaways:

• Measuring DE&I with the “inclusion index” 
• What Conde Nast is doing to promote inclusive leadership
• Organizational transformation vs talent management
• The importance of lateral agility 

Quote:

“One of the big focus areas is what we’re calling “lateral agility”. 

Because what we found is we've certainly moved the needle in terms of the improvement of leadership and management in terms of what would be called vertical leadership in terms of the leadership of their teams and really focusing on elements such as the quality of feedback and career development and how they're supporting their teams.

And we've seen major improvement in that regard. But the area where we see the opportunity is that the most successful leaders are spending just as much time collaborating in a highly effective manner with their cross-functional peers.” - Kevin Stap

Sponsor

The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.

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Connect with Kevin on LinkedIn

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This episode features an interview with Tami Wolownik, Head of People & Organization at Siemens Mobility, and your host, Sultan Saidov, Co-Founder and President at Beamery. Tami has over 15 years of experience with the company, having started as an HR principal in 2004. Since then, she has assumed progressive responsibility, working with many different Siemens entities before landing with Siemens Mobility in 2017. Before joining Siemens, Tami worked as a Director of Human Resources and Customer Service in the printing industry.

Tami discusses Siemens Mobilitiy’s focus on mental health, becoming attractive to talent by making a sustainable global impact, and how upskilling internally can prevent future talent gaps. 

About Siemens Mobility:

Siemens Mobility has been a leader in seamless, sustainable, reliable, and secure transport solutions for more than 160 years.

“As a leader in transport solutions, we shape connected mobility. The mobility environment is being shaped by three megatrends: climate change, population growth, and digitalization.

These trends demand seamless, sustainable, reliable, and secure mobility solutions to ensure a high quality of life for 9.6 billion people worldwide by 2050. And those people will aspire for seamless transportation from the first to the last mile. 

Digitalization is helping us to master these trends and continuously transform the way we travel. Therefore, we are constantly innovating our portfolio in our core areas: rolling stock, rail automation and electrification, intelligent traffic systems, related services, and turnkey projects – to shape the future of mobility.”

Key Takeaways:

• How Siemens Mobility has transitioned to the “New Normal”
• Establishing a culture of inclusivity and innovation 
• Attracting talent by making a global impact 
• Upskilling internally to fill future roles 

Quote:

“We truly do believe that resilience and relevance for the future is critical, because I honestly believe that the roles we have now are not the roles we're going to have in the future. And as more automation comes into our manufacturing processes, the employees who are administering or facilitating or making that process happen are going to have to have more skills to do that as well. So again, let's build the expectation now that you're required to learn and that it's going to be good and it's going to be beneficial, and hopefully that'll catch, but we're on that journey like others as well.” - Tami Wolownik

Sponsor

The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.

Links

Connect with Tami on LinkedIn

Connect with Sultan on LinkedIn

This episode features an interview with Bettina Deynes, Global Chief Human Resources Officer at Carnival Corporation and your host, Sultan Saidov, Co-Founder and President at Beamery.  

Bettina brings a background of business leadership and strategic planning to Carnival. As Global CHRO, she is responsible for attracting, retaining, and rewarding talent; leading more collaborative approaches with the operating companies to optimize our HR functions and further leverage best practices; as well as enhancing the company culture and leading the organization’s Diversity, Equity, and Inclusion efforts.

Bettina discusses how she steered through pandemic challenges within the cruise industry, the culture of trust and diversity at Carnival, and how she is using her position of influence to provide opportunities to the disenfranchised. 

About Carnival Corporation:

Carnival Corporation & plc is a global cruise company and one of the largest vacation companies in the world. Our portfolio of leading cruise brands includes Carnival Cruise Lines, Holland America Line, Princess Cruises and Seabourn in North America; P&O Cruises (UK), and Cunard in the United Kingdom; AIDA Cruises in Germany; Costa Cruises in Southern Europe; Iberocruceros in Spain; and P&O Cruises (Australia) in Australia.

These brands, which comprise the most recognized cruise brands in North America, the United Kingdom, Germany and Italy, offer a wide range of holiday and vacation products to a customer base that is broadly varied in terms of cultures, languages and leisure-time preferences. We also own a tour company that complements our cruise operations: Holland America Princess Alaska Tours in Alaska and the Canadian Yukon. Combined, our vacation companies attract 10 million guests annually.

Key Takeaways:

• What happens when HR becomes "the table" in times of crisis
• How Carnival steered through its unique challenges during the pandemic with Bettina's leadership
• How Bettina is contributing to a culture of trust and diversity 
• Changing the cultural narrative around the ethnic hierarchy aboard a Carnival cruise ship 

Quote:

“I remember in the early days when it was very gloomy and we didn't know what was gonna happen, and I remember I said, we can use this time just to feel bad for ourselves and or we can use this time to our benefit and to come back stronger than ever. And how about really focusing on our culture. Understanding that DE&I is at the foundation of that culture. This is the time that we have to really listen, listen to, understand, and to learn about the experience of being on board.” – Bettina Deynes

Sponsor

The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.

Links

Connect with Bettina on LinkedIn

Connect with Sultan on LinkedIn

This episode features an interview with Lori Mix, SVP Talent Acquisition at ibex, and your host, Sultan Saidov, Co-Founder and President at Beamery.  Lori is a self motivated, adaptable, and high-energy professional who leads recruiting through change and challenge. She is a strategic problem-solver who envisions smart solutions and executes with urgency across all levels of her organization. 

Lori discusses how she measures success, the three pillars of the talent lifecycle,  and how her team is working to create positive experiences for both their employees and their clients. 

About ibex:

ibex delivers innovative business process outsourcing (BPO), smart digital marketing, online acquisition technology, and end-to-end customer engagement solutions to help companies acquire, engage, and retain valuable customers. Today, ibex operates a global CX delivery center model consisting of 34 operations facilities around the world, while deploying next-generation technology to drive superior customer experiences for many of the world’s leading companies across retail, e-commerce, healthcare, fintech, utilities, and logistics. ibex leverages its diverse global team of over 30,000 employees together with industry-leading technology, including its Wave X platform, to manage nearly 200 million critical customer interactions, adding over $2.2B in lifetime customer revenue each year and driving a truly differentiated customer experience. To learn more, visit our website at ibex.co and connect with us on LinkedIn.

Quote:

“We incorporate our tools and technology and AI to create an experience that allows us to be nimble and flexible, so that we can bring people in quickly and give them a good experience. And at the same time, deliver to our clients and be nimble and flexible for them, but also give them a good experience as well.” - Lori Mix 

–

TimeStamps

**(03:51) - Innovating talent acquisition 

**(08:50) - Setting candidates up for success

**(13:56) - Lori’s priorities for the future of hiring 

**(17:38) - What has changed in the talent experience?

**(18:30) - Advice from Lori 

Sponsor

The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.

Links

Connect with Lori on LinkedIn

Connect with Sultan on LinkedIn

This episode features an interview with Alan Winters, Chief People Officer and Chief Diversity Officer at Teleperformance, and your host, Sultan Saidov, Co-Founder and President at Beamery.  Alan is a senior-level executive with over 25 years of experience. He serves leading global Fortune 500 corporations representing four diverse industries. At the Teleperformance Group, he’s responsible for People, Process and Culture, as well as HR, Learning and Development, Processes, Shared Services, Compliance, Privacy and Security.

Alan discusses the need for a “50-50 mindset” regarding career development, the importance of trust between managers and team members, the differentiator brands need when standing out to candidates on the job hunt, and integrating emotional intelligence into the workplace. 

About Teleperformance:

Teleperformance provides digitally integrated business services. They’re a worldwide leader in outsourced omnichannel customer experience management. Teleperformance connects big and respected brands with their customers by providing customer care, technical support, customer acquisition, digital solutions, analytics, back-office, and other specialized services to ensure consistently positive customer interactions.

They are a global leader in solution design, business optimization strategies, front-office customer support, and back-office services like finance, accounting, collections, and tech support.  With more than four decades of deep, industry-specific expertise an

Quote:

“Now, not everyone's gonna be successful, and not everyone is cut out for every job, obviously. But that gets back to that relationship with your manager to help that person progress, or the Jump program I spoke about earlier. And how is that integrated or changing with the strategy of the company? So it's those types of programs that have to be integrated. Because what you don't wanna do is someone just going externally and getting another degree, and that puts them out in the market, so to speak, for someone now to poach them. Where I would prefer to have those in those programs internally and then grow that person into a bigger role, if that's what they want to do.” - Alan Winters 

–

TimeStamps

**(02:54) - The evolution of Alan’s role  

**(08:16) - The Employee Engagement Suite 

**(15:04) - Talent acquisition in a turbulent economy 

**(22:07) - Enabling upward mobility through internal programs 

**(26:48) - Alan’s thoughts on the future of talent acquisition

Sponsor

The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.

Links

Connect with Alan on LinkedIn

Connect with Sultan on LinkedIn

This episode features an interview with Becky Cantieri, CPO at Momentive, and your host, Sultan Saidov, Co-Founder and President at Beamery. Becky joined Momentive in 2011 and, as the Chief People Officer, drives the company's candidate and employee experience. Previously, she spent over 11 years at Yahoo in various HR leadership roles.

Becky discusses tackling challenges with resilience, how to maintain transparency after a company goes public, and why empathy is integral to a work-from-home culture. 

About Momentive:

Momentive provides Software-as-a-Service solutions that help businesses turn stakeholder feedback into action in the United States and internationally. It offers survey software products under the SurveyMonkey brand that enable customers to listen and take action on stakeholder feedback; GetFeedback CX platform, which enables companies to leverage in-the-moment customer feedback to engage and retain their customers.

Momentive aims to help companies reshape their customer experience and product. They help industry leaders get tangible results and make decisions with an AI-powered platform. This platform is built with 20 years of experience with data from real questions and responses. Their three product brands are Momentive, GetFeedback, and SurveyMonkey.

Quote:

“Naturally, we are a survey platform, and we use [that] not only to measure employee engagement but to ask our employees’ opinion on everything from how they are doing in the early days of the pandemic to how we structure our benefits, perks, et cetera when we are working within a more constrained financial envelope for the year. So on a wide range of topics, we ask for their opinion, listen to what’s most important to them, what they value, [and] where they’re willing to accept trade-offs given the challenges that the business may be having.” Becky Cantieri from Momentive 

–

TimeStamps

**(02:03) - An introduction to Momentive 

**(06:30) - The challenges of going public 

**(08:55) - The biggest lessons learned through listening 

**(16:05) - Post-pandemic innovation 

**(18:49) - Curiosity as the key 

**(23:30) - Hopes for the future of transparency 

Sponsor

The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.

Links

Connect with Becky on LinkedIn

Connect with Sultan on LinkedIn