CareerXroads: Recent Episodes
Chris Hoyt
Hosted by Chris Hoyt and Gerry Crispin, the CXR podcast is the home broadcasting station to the world’s premier talent community! Tune in to catch updates on today’s talent acquisition and talent management headlines, interviews with top talent leaders, special uncorked interviews (think: drunk recruiting), open call-in sessions, and more.
Victoria Kortan, an experienced Machine Learning Engineer and leader in building an AI Center for Excellence shares her journey navigating the AI boom, the impact on her career, and how she’s fostering growth by supporting upskilling opportunities, enabling collaboration, and promoting independent projects within her organization.
Chris Hoyt and Terry Baker (CEO, Daxtra Technologies) discuss the challenges of AI-powered solutions and data quality.
Chris Hoyt and Charles Handler (President and Founder of Rocket-Hire) explore the evolving role of AI in the hiring process and how both candidates and employers are adapting.
Chris Hoyt & Steven Rothberg (Founder of College Recruiter) will connect on major regulatory changes for the HR tech industry.
When we had HireBrain on our June Spotlight Day, we knew we wanted to learn more about their hiring-manager-focused approach and their methodology that defines roles using future facing performance objectives. We're also looking forward to talking about how their clients are incorporating this new tool in their TA digital transformation and AI enablement strategy.
Kurt Rippelmeyer from Land O'Lakes talks about their initiative to move toward introducing more flexible schedules for hourly manufacturing workers. And shares their learnings from the process as well as how they had to rethink some of their talent attraction.
Chris Hoyt & Alex Murphy (CEO, JobSync) recently co-facilitated a research panel on conflicts of interest. In this conversation they'll be sharing top recommendations from the panel on how to improve transparency in talent acquisition.
Welcoming longtime CXR friend and current CEO/Founder of Fora, Joe Essenfeld to the podcast this week. We'll be talking AI trends and how to best leverage AI.
This week we're joined by Kim Sneeder, Managing Director at CareerCircle. We'll learn how to connect underserved communities with career opportunities and how you can use those to build skilled, diverse talent pipelines. Reskilling, upskilling, and ways to bridge the skill gap will all be on the table.
It's always a pleasure to dig into current issues and plans with one of our CXR Community Talent Acquisition leaders. This week will be no exception! Join us as we talk to Steve White, VP of Talent Acquisition at BECU, and learn more about how he's enhancing Talent Acquisition at his organization in both perception and performance.
We're looking forward to a fun conversation this week with @James Ellis of Employer Brand Labs. Our topics: Finding & reporting on the value in your employer brand, the observation of "younger talent" in the EB space, STD's and MVEB's, and an argument that "top talent" for most jobs is just a waste of money.
We're excited to welcome Jason Putnam, CRO for Plum, back to the podcast. He's bringing an interesting question to discuss: People argue that culture is either about business objectives or moral objectives. Which do you think is more accurate? What might bridge the gap between the two? What would be the impact of bridging that gap and not having to choose a moral or a business imperative?
This year the CXR Foundation added a second scholarship to our program: The Russ Mountain Memorial Scholarship. The Russ Mountain Memorial Scholarship awards a rising junior or senior college student who has a passion for the field of Recruiting and Talent Acquisition and plans to pursue a job in the field following graduation.
The CXR Foundation works to positively impact the talent acquisition industry by improving industry standards, helping talent professionals find meaningful work, and affecting positive change throughout the talent industry. Join us as we meet this year's winner of the CXR INSPIRE Scholarship and learn more about her college and career plans.
Long time CXR Member and Global Head of Talent Acquisition at Ford Motor Company, Melissa Thompson joins us this week to share how she is working to re-calibrate her TA Team on what they do and what they deliver to best meet the needs of the business.
This week we're diving into our latest Quarterly Research Report: Touch vs Tech in Talent Acquisition. Listen in as our research facilitators share insights regarding the future of talent acquisition and finding a balance of technology vs human touch.
We're looking forward to talking with Mike Wolford, author of “The AI Recruiter” and articles like “6 Ways to Use GPT-4 for Recruiting." We'll be digging into the future of AI in Talent Acquisition - specifically how AI has changed the world so far, what is new in our space and what we can look forward to. Join us live on LinkedIn to ask your questions.
This week we are joined by two CXR Community members from Carmax: Hatch Reppard, Senior Manager TA, and Troy Shullick, Sourcing Recruiting Manager. We'll be talking about the dynamics between Sourcing Recruiters & Corporate Recruiters and how to build a successful partnership.
When we saw this article from Tracey Parsons, co-founder of Flockity, we knew we'd want to talk to her about it. Her take: there should be Lemon Laws in recruiting. "Many EVPs are not honest, differentiated (not all, just many) and there are no consequences for this activity. So why aren't there Lemon Laws for work?"
Telling the story of TA internally is a topic that comes up often in our Community and we're looking forward to digging into it with DaVita's Vice President of Talent Acquisition, Nataliya Wilson. Data, Performance transparency, incentives that align with larger business needs and more will be on the table!
This week we're joined by Cielo CEO, Marissa Geist to talk about a trend she's been watching closely: the convergence of RPO and SaaS. While the actual talent remains a core business responsibility, the capabilities of a traditional talent partnership are being disassembled to create a unified ecosystem to advise, enable and deliver integrated solutions. We'll be talking about the industry opportunities this creates and what a world of client talent partnerships might look like.
We're looking forward to chatting with CXR member, Todd Phillips the VP of Recruiting at Total Quality Logistics. He's leading two large scale initiatives to improve hiring outcomes and we're going to talk through those plans and the early results. We know many of you are focused on improving the quality of talent you bring into your organization and hope you're able to join us for this conversation - remember comments shared on LI during the livestream might be called out during the broadcast!
Join us this week with special guest Peter Block, author of many books including Abundant Community and Activating the Common Good. We'll be talking about community from the perspective of Relational Activism. Relational activism is about ways of being together that produce accountability and action.
This week we're joined by James Ellis, Author & Chief Brand Builder for Employer Brand Labs. He's been working on a new project he's calling "The Definition of Insanity" focused on the need to inject new thinking into common problems.
CXR Community Member, Laura Fields Sr Director Recruiting Operations at Spectrum, joins us this week to share practical applications of AI in Talent Acquisition. (And no, generating job postings is not one of her tips!) Listen in as Laura shares how Spectrum is using AI to improve decision-making in the hiring funnel. She will address practical considerations for TA professionals when implementing artificial intelligence in a company and how to select the right solution for your problem - including ideas for generative AI solutions we should be pushing our vendors to offer and recommendations for offerings we should skip.
This week we're joined by Libby Sartain, Independent Board Director, Former CHRO Yahoo! Inc. and Southwest Airlines Co. She'll be sharing practical things to consider for leaders who are thinking of "what's next" and looking to give back in the next phase of their career.
Join the Recruiting Community Podcast with Rocki Howard, Founder & Chief Diversiologist at Diversiology. We'll be talking about ways we can make the world of work more engaged and inclusive while discussing recent research and polling results about DE&I adoption.
Talent acquisition is rising in importance in many - but not all - organizations. We're looking forward to talking about how to improve the internal perception of TA with business leaders with Kerry Karle, VP of Talent Acquisition at Dish Network.
We've been looking forward to this conversation for a while: Social algorithms vs talent intelligence -- how do you best evaluate / find the full digital footprint of a professional? We'll be debating the options and experiences surrounding that question with two of the best: Brad Cook, retired Global TA Leader and Hari Kolam, Co-founder & CEO at Findem.
Three years ago CareerXroads founded the CXR Foundation. This non-profit organization is dedicated to improving the recruiting industry and TA leadership skills. At its heart is a program called CXR Cares. This week Chris Hoyt will be wearing his Foundation President hat as he interviews the CXR Cares committee chairs: Céleste Luzadder and Sheila Stygar about their vision for this program. Tune in to learn about opportunities to get involved and share your talents.
For 50 years HR professionals have turned to HRCI for learning and development on topics ranging from workforce analytics to DE&I and beyond. We're thrilled to be joined by Amy Dufrane, CEO of HRCI and HRSI, as she talks to us about the importance of learning and staying on top of developments in the world of TA & HR.
One of our CommunityUP members, Deb Yarnall, has been collecting some interesting data points during her TA job search. We all realize that TA has been experiencing some unusual times in the past few years and we're curious to hear what trends Deb has noticed as a TA leader and job candidate. Which industry ghosted her the most? Does having an insider help land an interview? Learn answers to these questions and more during this week's episode.
This week we welcome John Wilson, CEO of WilsonHCG. He has strong insights into workplace cultures and talent planning and will be sharing what he sees as key talent acquisition trends to watch for in 2024.
Our topic this week? How the National Association of Colleges & Employers (NACE) is evolving post pandemic. And who better to talk about it than the CEO & President of NACE, Shawn VanDerziel. We're looking forward to digging into campus recruiting & how its changed (and is still changing).
We're continuing the Global TA Day love all month in a series of interviews with our CommunityUP members. The CommunityUP initiative is a free CXR Membership for TA leaders who are currently out of work. Listen in as they share their first-hand experiences as a candidate looking for a job in today's market.
We're continuing the Global TA Day love all month in a series of interviews with our CommunityUP members. The CommunityUP initiative is a free CXR Membership for TA leaders who are currently out of work. Listen in as they share their first-hand experiences as a candidate looking for a job in today's market.
We're continuing the Global TA Day love all month in a series of interviews with our CommunityUP members. The CommunityUP initiative is a free CXR Membership for TA leaders who are currently out of work. Listen in as they share their first-hand experiences as a candidate looking for a job in today's market.
Looking for a creative way to attract and retain early career talent? Then tune into this week's podcast as Terra Doyle, Recruitment Practice Lead Americas for Roche, talks about their involvement in a community-based organization: Indyfluence. We love talking about community here at CXR and the way this group has leveraged community is inspiring!
Talent Intelligence vs Talent Analytics -- how is the space and language around data evolving? Join Chris Hoyt as he chats with Visier's VP of Research & Strategy, Ian Cook.
Jenny Cotie Kangas is ready to drop some knowledge on all of us concerning AI regulations and compliance. She'll be touching on the sanctions around the NYC Local Law 144; recommendations you should consider related to your AI practices and more. We think you'll appreciate Jenny's journey and a very unique life-event that brings her to solve challenges a little differently than many of us.
Our guest this week is Diana File who has blown us away with her work on DEI Metrics & Analytics. Join Chris Hoyt as they discuss the best ways to bring measurable, evidence-based approaches to Diversity, Equity, and Inclusion.
This week we're talking about our upcoming in-person Candidate Experience meeting with our host, Lori Chartrand of Edward Jones! On the fence about joining us for this topic-focused meeting? Listen in to learn why you should be in St Louis this September 11-13!
This week we're looking forward to digging into Phenom's latest State of Candidate Experience report with their VP of Global Strategy, Cliff Jerkiewicz. We'll definitely be talking about findings around how some organizations are using AI-first technologies.
Mark Chaffey CEO of Hackajob is coming in with this hot take: AI will not replace humans in the tech hiring process. Come join the conversation about AI in the world of recruiting.
We have lots to catch up on with this week's guest, Charlie Franklin CEO of Compa. Join us as we talk about new data on the impact of pay transparency on market data... their new Compa Index and the launch of a new CXR Learning series on pay transparency!
Our guest this week: Anthony Reynolds, CEO of Hirevue. Anthony will be sharing the story behind HireVue's recent acquisition of Modern Hire, and share what's next.
Host Chris Hoyt connects with Michelle Rhee, Co-founder of BuildWithin to talk about the often-unrealized power behind apprenticeship programs.
Earlier this month, Gerry Crispin, Barb Ruess, Kristen Bailey and a full delegation of TA and HR leaders traveled to Israel to learn more about their employment, technology and culture. This week the three of them join Chris Hoyt to share some of their key takeaways from the trip.
Members of the CXR Foundation are joining @Chris Hoyt this week to introduce the winner of this year's CXR Foundation Scholarship. The Foundation is thrilled to award a $10,000 scholarship each year to a student who is connected to the world of talent. Join us to meet this year's winner, Texas A&M student, Olivia Cohen.
Join Chris Hoyt (he/him) as he connects with industry friends from exaqueo, Susan LaMotte (CEO) and Shannon Smedstad (Engagement Director) where you can listen in and be part of the conversation as they discuss how Employer Branding is simply the marketing of your employee experience - and why this vital part of a successful strategy is all too often misunderstood at many organizations.
Barb Hyman - founder & CEO of Sapia.ai - joins Chris Hoyt (he/him) this week. We love hearing her insights on ethical AI. This time she's leaning into the topic of resumés. Are they still necessary? What do they really tell you about a candidate? We're can't wait to see where this conversation leads.
Johnny Campbell, founder of Social Talent, joins Chris Hoyt (he/him) and Gerry Crispin to talk about more automation, ChatGPT, and technology options within TA along with the history of recruiting (all the way back to the 1800's) and the increasing pressure of corporations to get on board with pending pay transparency regulations coming out of the EU to US markets.
Jill Shabelman, Partner at Stories Inc, joins Chris Hoyt this week to talk about the stories companies are leveraging on their career sites. In her line of work, she's also gathered some interesting data on the most popular content types and filming styles for recruitment marketing. We know many people are looking to make more effective use of video in their recruitment marketing efforts and are looking forward to the insights from this conversation.
This week we're joined by longtime CXR friend & Community member, Larry Nash. Larry is the Americas Director of Talent Acquisition for EY and as such has been doing some interesting research into Recruitment Fraud. Join us as we seek to learn more from him about how this fraud is occurring and how job seekers can protect themselves.
Fama just released a report on quality of hire. In it they ask: As the seniority levels go up, does the amount of toxic and adverse content flagged in publicly available online content go down? Can you predict the quality of a hire with online screening? Join us as we dig deeper with Fama CEO & Founder, Ben Mones.
A few weeks ago there was an article in the NY Times about the assessment industry that has generated a wide range of opinions and comments. We'll be talking with Caitlin about the differences in types of assessments and how to distinguish between them.
Chris connects with Joe Shaker Jr, CEO of Shaker Recruitment Marketing, to talk about trends in the space and the impact ChatGPT may, or may not, have in marketing.
Hoyt and Crispin sit down with returning guest, Chris Forman, founder of AppCast, to talk about why pay per application is a hot topic right now and what every recruiter should understand about this industry shift.
Michael Woodrow, president of Aspen Tech Labs, shares slides and insights from their latest Business Intelligence Research report; offers free download and custom reports to listeners.
Job board advertising is a hotter topic than usual these days (have you caught our community forum discussion on Indeed’s new PPA model?) and we’re looking forward to hearing Steven Rothberg’s thoughts on it all. As the Founder of College Recruiter, Steven has certainly been around job advertising long enough to have plenty of opinions and knowledge to drop.
It’s been a while since we’ve had the chance to catch up with SeekOut’s CEO & Co-Founder, Anoop Gupta. Join us as we learn what he’s up to these days and what he’s hearing around talent trends & optimization, ChatGPT, and the hype around skills-based organizations.
We’re looking forward to hearing more about the work Raphael, founder & CEO of A.Team, has been doing around the employee to employer relationship and what it can mean for talent. He’s calling it The Great Betrayal because of how the employee employer balance has been shaken up (especially at tech companies). We’ll be talking about how employers can approach more honest, balanced worker relationships and more.
Get ready to take some notes because we have industry powerhouse Athena Karp, CEO & Founder of HiredScore, with us this week. Athena will be sharing insights into AI regulations, AI trends and the topic of liquid talent!
We’re excited to offer a bonus podcast this week with Kyle Lagunas of Aptitude Research. He’ll be sharing some recent research and trends on the adoption of Automation in HR Today.
Longtime friend and CXR Talent Solutions Community member, Chris Havrilla, joins us this week. As a VP with Oracle Cloud Human Capital Management, Chris travels and spends much of her time talking strategy and plans with global talent teams. We’re excited to get some insight from her on 2023 trends for recruiting.
We’re looking forward to talking with Moira Lynam, CEO at HireUP this week. Our main topic: referred talent pipelines. Why they’re important and how we can go about referrals in new ways. Should be a fun one!
Josh Schwede, CEO & Co-Founder of SPOTLYFE, joins us this week to share some insights into attrition and burnout. We’ll dive into the causes of burnout (which come from both work and life but hurt work performance either way) and some solutions. He also has a great take on new year’s resolutions — be sure to tune in!
Hoyt welcomes Kathryn Minshew, The Muse founder and CEO, to catch up and share more information about the recent acquisition of FairyGodboss and the value of respect and transparency when trying to find and hire the best talent.
Join in as Kim Collins, CXR's Managing Director, shares which 2022 episode was her favorite and why she had to go back and listen more than once.
Join in as Chris and Gerry talk about Gerry's choice for his favorite 2022 episode where Roy Baladi was interviewed and where "reverse recruiting" was mentioned again.
CXR's Barb Ruess grabs the mic and shares what her favorite 2022 episode was and invites you to check it out if you haven't already.
We’re very excited to welcome Cory Stahle, Labor Economist with Indeed.com. Cory is sharing the top 5 labor market trends revealed in recent research by Indeed and more.
From fax machines to AI… recruiting has seen a dramatic evolution in the past two decades. We’re looking forward to talking with Mark Gray and really getting into how AI is impacting that evolution and what’s next in the world of talent acquisition.
Could "Source of Influence" be a better measurement than source of hire? And just how do you measure source of influence? Join us as we learn more with Susan LaMotte of exaqueo.
Charlotte Cantu, Head of Talent Acquisition at Tokio Marine, shares what's different, and the same, between TA and Talent Management.
Chris and Gerry chat with Kathryn Petralia from Keep Financial about creating equity with equity and what companies are missing.
Pull up a chair to the latest CXR Uncorked session where Peter Brooks joins Chris Hoyt and Gerry Crispin to talk events, trends, and more over a nice glass or two (or three) of Oban Scotch.
Roy Baladi of Jobs for Humanity joins Hoyt to talk about DEI recruiting strategies for visually impaired candidates and a method of recruitment called, Reverse Recruiting.
Adam Gordon returns to Recruiting Community to talk with Hoyt about how people should be thinking about, and considering, recruiting and marketing automation.
Hoyt talks with three former enterprise level corporate TA leaders about their transition to lead startup recruiting - and why they'll never go back.
Ryan Batty, VP of Global Enterprise Marketing at Indeed, talks with Chris Hoyt about Ryan Reynolds, pay transparency, and how talent acquisition leaders are frontline when it comes to including salary information in job postings.
Rob Dromgoole, head of talent at Choctaw Nation, joins Hoyt with staffing director Amber Colwell to talk about high volume recruitment during (and after) the pandemic
Andrea Derler, PhD, Visier, talks about data that shows what's really happening in the world of pay transparency and new findings on boomerang pay increases.
Katrina Kibben is back to share with Hoyt lessons learned on the road from her van and how those things tie to the work she does.
Hoyt connects with Dave Smallwood about how organizations are leveraging role sharing for their employees
Line Morkbak, CXR Lecturer, global speaker, and industry expert, shares her tips and insights on remote working and collaboration with host, Chris Hoyt.
Athena Karp joins the show to talk with Chris Hoyt about her latest work and Future of Work initiatives.
Hoyt talks with White, Aspect 43 founder, about the Crying CEO, today's tech trends, and tomorrow's working economy for TA leaders.
Chris talks with Analyst and CEO, Madeline Laurano, about recruiting trends, upcoming conferences, and scrubbing employee social accounts.
Hoyt talks with Lindsey Zuloaga, PhD, HireVue's Chief Data Scientist, about transparency in AI and the age-old debate of Cake vs. Pie
Chris Forman, founder & CEO Appcast, talks with Hoyt about programmatic ads, tech trends, and why agency commissions shouldn't be a dirty secret.
Hoyt connects with Peter Zollman, founder and CEO of the AIM Group to catchup and talk about Peter's latest insights related to recruitment.
Chris Hoyt talks with Crosschq CEO and Founder, Mike Fitzsimmons, about recruiting and talent pipelines as the pandemic winds down and with a recession looming ahead.
Hoyt and the CXR Foundation scholarship team connect with Christine Brown, the 2022 $10,000 awardee to talk about her interests in HR and community.
Hoyt connects with Marcus Thorpe to talk about what transparency means in today's world of recruitment.
Matt Charney has had a voice in the talent acquisition industry for years. Hoyt catches up with him now that he's had a few months under his belt as the TA Community Leader for HR.com.
Dan Black, global talent leader at EY, shares how his college recruiting leadership experience impacts the search for a college with his son.
Barb Hyman, founder and CEO of Sapia.ai, talks with host Chris Hoyt about her different approach to using “AI for good.”
Hoyt connects with People Intelligence Alliance Council Chair, Lexy Martin, to talk Inclusion Analytics and Collaborative Possibilities.
Amybeth Quinn, global sourcing leader at ServiceNow, talks about how the career paths for sourcing professionals may not be what you think.
Angie Verros, CEO and Founder of Vaia Talent, talks with Chris Hoyt about sourcing at scale and average requisition loads for recruiting talent.
Charlie Franklin, CEO and founder of Compa, joins the show to talk about why pay transparency is good for everyone in the hiring process.
Chris Hoyt and Gerry Crispin talk about the emerging importance of transparency they're seeing within Talent Acquisition and what leaders should be looking toward.
Chris Hoyt catches up with Brenton Hard after his return to corporate from a notable stint in the vendor space.
Chris Hoyt catches up with SparcStart CEO, Maury Hanigan, to talk about the importance of diversity suppliers and a new project that's taking hold in our space to support that interest.
Amazon Senior Technical Recruiter, Jonathan Kidder, talks about what's keeping him up at night in the world of tech recruiting.
Author and entrepreneur, Jodi Brandsetter, shares what she thinks talent leaders should be considering in today's market.
Baxter's Allison Kruse talks about employment branding and her own approach to minds, hands, and hearts in the world of EVP.
Wisdom coach, Susana expands on a recent article of hers: I’m not burned out, I’m no longer fit to work in D&I, and shows how she helps people through creativity, heart and insight.
Russ Jipson, Manager of Talent Acquisition at Quantum Health, discusses the work he's doing, the trends he's seeing and a few things he's looking forward to in the coming year.
Catching up with Gerry and Chris has never been so hairy. Enjoy their chat as they discuss everything from frozen beards to contemplating navels.
Foundation scholarship committee member and founder of College Recruiter Steven Rothberg talks about the application process and benefits that the scholarship provides.
Lauryn Sargent shares what a flexible workforce looks like at Stories, Inc and why it is so successful.
LinkedIn Vice President of Talent Solutions, Mark Lobosco touches on major takeaways from the 10th Annual Global Talent Trend Report, including the urgency to think about potentially reinventing one's culture.
Gaurav Chaubey, co-founder of Mesh, joins Chris Hoyt to share his insights on how to address the hybrid workplace needs of today's employees and tips for boosting remote/hybrid worker productivity.
Brad Cook & Chris Hoyt talk about recruiting goals and how to plan and measure their objectives.
Rocki Howard and Katrina Kibben join Chris and Gerry in this special podcast to discuss pronouns, labels and verbal faux pas people make and the impact they have.
Terra sits down with Chris to talk about the importance of transformation, breaking down barriers and finding a point between the strategic elements you need while also ensuring you've got work life balance
E&J Gallo and Intuitive Surgical join Chris to share their takeaways from today's Branding Meeting.
Tracey talks about the importance of being strategic, having tough conversations and knowing the math when it comes to internal mobility.
Chris, Elaine and Gerry talk about why they are truly grateful and the importance of balance.
Talenya's Gal Almog joins CXR to dig into AI and what impact it will likely have on talent sourcing over the next 15 years.
RealLinks CEO & Co-Founder, Sam Davies talks about internal mobility and about a special project he has helped the CXR Foundation get off the ground.
Church & Dwight, Amazon and Trane Technologies do a recap from the Campus meeting to share their key takeaways.
Chris shares with the community how hiring management platforms and job marketplaces are starting to converge and what that means for you
Joe and Chris talk about the changes they believe will stick around in the recruitment marketing industry as we come out of the pandemic.
Steven discusses the transformation of college recruiting post-pandemic and gives his perspective on what changes seem temporary and what changes will likely stick around.
John Graham joins the CXR Community book club to discuss his book The Plantation Theory
Chris and Gerry catch up with Phenom's Jonathan Dale to share key takeaways from the HR Tech Conference
Marcus Thorpe from ThoughtWorks shares why it is so important to not only understand your data but to measure it properly and course correct when needed.
Adam explains how checking boxes doesn’t always get the right candidate for the job, sometimes it’s the one with the most determination and ability to do the job well despite their past experience.
CEO and Co-Founder of Seekout, Anoop Gupta sits down with Chris as the discuss DE&I Intent vs Impact and what corporations can be doing better
Marc shares Trane Technologies' candidate experience journey as they transition from an old school funnel concept to a flywheel model.
Chris sits down with author John Graham to discuss his new book Plantation Theory: The Black Professional's Struggle Between Freedom and Security
Church and Dwight, E&J Gallo, and DaVita share key takeaways from today’s Talent Analytics meeting.
Karim talks about some of his work around restructuring and reframing business models in light of the ongoing and ever-shifting COVID pandemic.
Madeline sits down with Chris to discuss the focus shift regarding CRMs and some possible challenges that come with new adoption
Martin shares his thoughts on why investors and companies are focusing on HR tech now more than in previous years
Rob Dromgoole shares some of the fascinating jobs he and his team recruit for and discusses the true breadth of recruiting for such a large organization
Okta's Brett Coin teaches Chris and Gerry how to make a California Sidecar while discussing the challenges of retaining and attracting talent.
Kevin Grossman with Talent Board shares why he thinks not leveraging candidate referrals is a mistake.
Grant Clough former KPMG and AARP leader, provides some guidance on how to help retain valuable employees who are demanding balance and a new level of support from employers.
Edward Jones, AdventHealth and Optum members sit down with Chris to give a meeting recap and share their big takeaways
Uber's Eve Lewis talks about using the Mansfield rule to guide diversity recruiting and retention efforts.
Glenn Gutmacher, former VP Global Talent Sourcing and Recruitment Marketing at State Street, talks to the community about diverse slates.
Parker Dewey founder Jeffrey Moss discusses experiential recruitment for those early in their career.
Mirandah Thomas takes a minute to share what being the Leader of Talent Intelligence at Centene really means.
Chris Hoyt sits down with Dell's Global Head of Talent Acquisition Allan Goldberg to chat.
Linda Brenner from Talent Growth Advisors shares why she believes not all roles are critical and how she helps connect essential ones to building business value
Shaunda Zilich shares some hard lessons she's learned while trying to evolve a recruiting team's entire strategy
Jason sits down with Chris to share a pivotal moment in his life when he learned failing was okay
Cigna Express Scripts and Merakey sit down to share some ah-ha moments they took from today's meeting
Delta Dental and AARP give the first Talent Operations meeting recap of the year and share their key takeaways
Sarah Smart sits down with Exaqueo's CEO Susan LaMotte to discuss moments throughout her career that were impactful
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:16Hello, everyone, and welcome to CareerXroads podcast and our special segment that we call expertise. I'm Chris Hoyt president of CXR. And today we're gonna grab 10 minutes with Heidi Hite, who is the senior recruitment Marketing Program Manager at Sleep Number Corporation. And we're going to talk about the tactical elements of programmatic advertising. Now, these segments that we do are typically delivered in a sort of snackable format. So if you're just sipping your morning coffee, or knocking out a mile on the treadmill, you'll get to hear us discuss any number of issues before you even finish. And those are going to fall within areas that talent leaders have actually from hundreds of companies have said need attention. So these could be anything from ethics, in recruiting to DE&I topics, to employee wellness, or even employee retention. So if you're interested in weighing in on what you think the 2021 recruiting leaders should focus on, you can take part in our new 2021 priorities benchmark. It's open to everybody. And it's found within the research and Reports section. www.CXR.works. Now, if you're attending live today, you're going to get to participate via the chat feature of our broadcast. And you should feel free to ask our guests Heidi, a question or two. And we'll do our best to get to them. Now. If we don't have time, or you think of something later you'd like to ask, you can always join us in our open exchange. That's found at www.cxr.works/talent talks. So with all of that, Heidi, good morning, how are you today?
Heidi Hite, Sleep Number Corporation 1:40Good morning. Good. You.
Chris Hoyt, CXR 1:41I'm doing very well. Thank you. It's still snowing where you are.
It recently but not right now. Thank goodness.
Minneapolis, you can't hate Minneapolis except for the snow.
Heidi Hite, Sleep Number Corporation 1:53Agree
Chris Hoyt, CXR 1:55Look, Heidi to level set what what is sort of your area of responsibility as Sleep Number and and tell us how programmatic advertising sort of falls within that, please?
Yeah, so I am supporting the recruitment marketing space, which essentially is advertising for jobs to put it simply. But it really is larger than that, right. So we're really focused on creating the value streams and understanding why candidates would choose us why they would come to Sleep Number, why they would stay. A large portion of my time is really put into programmatic advertising as it is essentially one of the main tools that we utilize to really open up the top of the funnel, from a brand awareness standpoint, all the way down through driving applications to our open jobs. So as the world is changing, and as jobs are really being circulated through different digital online places, we want to make sure that we're showing up effectively, but yet still supporting our missions and how we're driving equality, and individual aviation and other types of factors within our spaces. So my world is art and science, I am looking at data, I'm looking at app to higher ratios, I'm looking at our different segments of work, where they're regionally located. And then I'm also looking at just where we need to be showing up from a voice and a value and how we really mesh those two together. And that art and science fashion.
I love that. But if I'm in layman's terms, like if I ever heard of programmatic advertising, what does that what specifically does programmatic advertising do for job listings.
So it's essentially a system that allows jobs to come in and be allocated to the right job boards at the right time, using data as a baseline to set up the system. And then using analytics based on candidate behavior to determine if that jo...
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:16All right, everybody. Welcome to the CXR podcast and our expertise segment. I'm Chris Hoyt president of CareerXroads and this is where we grab 10 minutes with an industry personality or influencer to share just one thing with you, our listeners so that one thing might be a difficult lesson learned, or a career changing victory or defeat. The only guardrails are that it falls within any number of topics that hundreds of our leaders told us were a focus for them in 2020. So it could be equity, it could be ethics, leadership, you name it. Now, if you're interested in weighing in, and what's important moving forward this year in 2021, capital can't believe it's 2021. You can take part in our 2021 priorities benchmark that is actually open to everyone and found within the Research and Reports section of www.cxr.works. Now. If you're attending a live today, you get to participate via the chat feature of a broadcast. So feel free to ask the guest a question or two. And if we've got time, we'll make sure to try to answer them. If we don't have time, you can always think of something later you'd like to ask you can always join us in our open and free exchanges that are actually found at CXR.works/talenttalk. So all that I'm really excited today to introduce our guest and one of my longtime friends, Maren Hogan. Maren is the founder and CEO of Red Branch Media, a full service marketing and advertising agency. Maren, how are you?
Maren Hogan, Red Branch Media 1:36Great. I'm doing great this morning.
Chris Hoyt, CXR 1:39Well, it's lovely to see you. Thank you for joining us.
Maren Hogan, Red Branch Media 1:42Thank you.
Chris Hoyt, CXR 1:44Maren our topic. Always I I feel like I want to tell everybody that I've just been I've been jockeying to get you on on the podcast for a really, really, really long time. I think I've just really wanted you on the podcast for a really, really, really long time. But we have made it happen. So our topic today is something that while I think some simplistic at heart, I found a little bit challenging just sort of put in to the right words, right? Or at least words that felt powerful enough for me to convey really what we wanted to talk about. And I can you know, I can summarize it as doing the right thing, even when that can't be measured. But you are the maestro of vocabulary. How would you sort of position what that conversation that we had about why this is important and what we wanted to talk about and share?
Maren Hogan, Red Branch Media 2:38Yeah, so when you first approached me about what I would want to share, obviously, much of it is completely shaped by 2020. And everything that happened in that year, and I'm sure everybody's got their own horror stories and triumphs to share. But the thing that I really wanted to hone in on and I did find it difficult to articulate as, as we both did, was really, there's a lot of blog posts and books and podcasts, talking about doing the right thing, because it's good for your bottom line, or because it will increase retention, or because it will make you a better leader or whatever. And I didn't hear a whole lot of discussion about doing the right thing. Just because it was the right thing, or people who had done the right thing. And it still sucked. And so I think that that is for me one of the most important lessons that I've learned as a leader overall, but definitely through like this sort of roller coaster, that you know, running a business, managing employees dealing with the bottom line, and issues of leadership. I think that that's one of the biggest lessons that has come home to roost, but trying to find the way to put that like doing the right thing,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:18Alright, everybody, welcome to another CareerXroads podcast, we're actually doing a little bit something a little bit different here, we're going to do a recap. The idea we just we have just wrapped up our first 2021 Candidate Experience meeting with our members members only meeting but we are going to just spin some wisdom into the stratosphere of the internet. And talk a little bit about a couple of big things we took away. We've got some guests with us. But let me first tell you who's on the line, obviously, myself president of crossroads, Chris Hoyt, but we've got Gerry Crispin, the founder of CareerXroads. Gerry Say hello to everybody.
Gerry Crispin, CXR 0:54Hi, hi, everyone,
Chris Hoyt, CXR 0:55The godfather of talent acquisition, he needs no further introduction. But in addition, we had a guest speaker today. And it was Kevin Grossman of the talent board and the candidate experience where it's Kevin, how are you?
Kevin Grossman, CandEs 1:07Great. Glad to be here. Thank you for Thanks for having me.
Chris Hoyt, CXR 1:10Yeah, we had a fun time. So it was really helpful. Had you do a quick presentation on a couple of elements today. So we're really appreciative of that. Thanks for joining us.
Kevin Grossman, CandEs 1:17Absolutely.
Chris Hoyt, CXR 1:18All right. And Merrie, who are you? Who are you with?
Merrie Gebhardt, Nielsen 1:21Hi, I'm Merrie Gebhardt. I'm with Nielsen coming to you from New York City. And I lead our talent acquisition operations globally at Nielsen.
Chris Hoyt, CXR 1:29Fantastic. appreciate having you here. Tiffany, Tiffany, you might be the newest addition to Church and Dwight, from a talent acquisition perspective. Give us a little bit of info about yourself.
Tiffany Reyes, Church and Dwight 1:40Yeah, so my name is Tiffany Reyes I am the TA Operations Manager for Church and Dwight. I'm having a great time. I'm learning a lot of great things. So thank you for having me.
Chris Hoyt, CXR 1:51Welcome. Welcome to the membership. Welcome to Church and Dwight. So it's nice to see you over there. And Brooks. We know you, we love you. We've known you for a long time. tell the audience who you are and where you're at
Brooks Thurston, Trane Technologies 2:02So I am Brooks Thurston. I am with Trane technologies, and I am the talent acquisition and global process lead.
Chris Hoyt, CXR 2:09Awesome. Thank you so much everybody for being on. So today, we focused on four sort of elements with our membership of the candidate experience, we focused on four pieces, and it was sending expectations. It was customized communication. It was the feedback loop. And it was interview prep. That was the last one. So not necessarily in the order that they happen, hopefully. but so did anybody have any big I got a couple of things that were interesting for me. But did anybody have something that stood out today or a takeaway from the meeting or the way that we did that?
Merrie Gebhardt, Nielsen 2:48I think from from a candidate experience perspective, a lot of the things that we talked about today, we've talked about on our team. But what came out to me was being able to serve as an advocate to the business and to our leadership teams and our stakeholders to make sure that our recruiters have rec loads that are realistic to be able to have a lot of these things and to add a lot of these things as a part of the candidate experience to deliver that feedback to set those interview expectations. It's really going to be a requirement in order for us to add those to our experience.
Chris Hoyt, CXR 3:25Yeah, yeah, it's definitely call out. Brooke, I can see you're dying to say something.
Brooks Thurston,
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Chris Hoyt, CXR 0:17Everybody, welcome to another episode of CXR's eXpert Tease. I'm Chris Hoyt, President at CareerXroads. And this is a special segment of our podcast where I grab about 10 minutes with an industry practitioner or a leader and we get them to share just one thing with our listeners. Now, that one thing might be a lesson learned or career hurdle or victory, there really are no rules outside of the idea that it should fall within categories that hundreds of talent acquisition leaders told us that CXR were important to their success or their leadership going forward. Now, that means we're typically talking about a range of topics spanning anything from employee wellness, to diversity, equity, inclusion, to industry ethics, or any number of trending items in our space. If you're interested, and weighing in on what's important moving forward in 2021, you can take part in our 2021 priorities benchmark survey that is open to everyone. And it is actually found within the research and Reports section of CXR.works. Now. If you're attending live today, you can participate via the chat feature of our broadcast, anyone should feel free to ask our guests a question or two. And if we've got the time, we'll make sure to try and answer them. If we don't have time, or you think of something later, you'd like to ask, you can always join us and our open and free exchange found at CXR.works/talent talks. So with all of that, I'm pleased to introduce today's guest and a pretty fun topic. So with me is Jim D'Amico, who is the Global Head of talent at Celanese and who, for the last four years, has been the board president for the Association of Talent Acquisition Professionals. Jim, welcome to this expertise.
Jim D'Amico, Celanese 1:50Thanks for having me, Chris. Happy to be here.
Chris Hoyt, CXR 1:53Yeah, it's always good to see you.
Jim D'Amico, Celanese 1:56Agree. Good to see you as well.
Chris Hoyt, CXR 1:59Jim, we've got a topic today that is actually from being really honest, it's actually one I really used to enjoy getting into with leaders when we would travel live, this is a really great happy hour topic, I think. And I'm excited to chat you up about it. Obviously, the idea being how we or where people fall into recruiting as a profession, and why that's okay. And then maybe a little bit of discussion around if we think there should be a better way to find recruiting rockstars, or if we're just fine the way it is.
Jim D'Amico, Celanese 2:34So I'll answer the last question. First, there has to be a better way, right? I mean, just this, this random falling in that we all go through. Seems seems a bit rough. And for me, it was a series of failures that led me to success. And I think that that's, that's often true for folks. But you know, my background is, is really kind of different. So I started in the military, I was in the army. I was certainly not the greatest soldier ever produced by the army and really thought it was much more of a lover than a fighter. So, you know, after that, look, I figured I don't have a lot of skills. But I'm at least think I'm a little funny. So I got into stand up comedy. And you've probably not seen me in many movies or Netflix specials, because I also was not really good at that. You know, and from there, I fell into sales. And from there is how I finally got into recruiting. Because you know, at some point, you eventually have to have money to eat. If you want to go out on dates, the person you're taking out usually appreciates money, you know, bust out with those 241 coupons is never a great move. So, but you know, I as I look back, I learned so many great lessons from these different things. I mean, in the army again,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:16I am Chris Hoyt president of CareerXroads, you have joined us for our first eXpert Tease of 2021. So this is our weekly quick hit conversation with industry leaders and practitioners who are sharing a life or career lesson, sort of a hands on how to, if you will, with us in just about 10 to 15 minutes, these are pretty fast. So the topics that we're actually decided on advanced by hundreds of ta leaders from around the world, cover a range of subjects such as diversity, equity, and inclusion, leadership, employee wellness, and just about anything else you can imagine that our people in the industry are dealing with or working on. Now, as you may already know, we have a new survey open to anybody where we're asking what's on your mind for 2021, you can find that that survey titled 2021 priorities in the Research and Reports section of www dot CXR.works. Now, if you're here live, which is also open to anyone, you can participate via the live chat on the screen. So feel free to ask a question or two. And if we've got time, we'll try to get them answered here in the broadcast. If we run out of time, we'll address them online and our free and open exchange at CXR.works/talent talks. Today, I am joined by Adam Gordon, he is the CEO of an innovative little company, you've probably heard of Candidate ID, where they're really focused on pipeline automation and lead generation. Adam, welcome.
Adam Gordon, CandidateID 1:39Thank you very much. I'm really privileged to be here. And nice to see so many faces turning up to talk about talent, pipeline automation and in demand talent.
Chris Hoyt 1:51Yeah. So now you know, I've been a fan of your work, and what Candidate ID is doing for years, and I think you'll have to correct me. I think we first met in Amsterdam, you were in front of 1000s competing amongst some other impressive vendors on stage. Yes. Did I get it right? Oh, you're muted. I thought I got it wrong.
Adam Gordon, CandidateID 2:17So here's what happens when you when you when you mute yourself to cough? You can't unmute yourself. So everybody, you know. Yeah, that's right. We did we met in Amsterdam at on Unleash, I think you were a I think you might have been a you are you were a judge in the I think it was the startup competition or something like that. And we were participating in that.
Chris Hoyt 2:40That's right. That was a lot of fun. Yeah, it was, there was a big, well, we won't waste the 10 minutes we've got on that. But it was really fun to see you go from like the smaller rooms all the way to the big main stage, it was a lot of fun. So as we all know that hiring top talent in demand top talent is important. And some would probably swear that as recruiters that's that's likely all we do. So in your experience, given the clients that you work with and your time in the space, what's one thing you'd like people to know or consider about hiring in demand talent? What would you share with anybody listening that they could or should consider around that topic?
Adam Gordon, CandidateID 3:19Well, the first thing is, so you asked me, What have I learned in the last year from like running the business that we're in the last year has been a crazy, crazy year, of course, one that none of us will have ever experienced anything like in our careers, and the the organizations that kept working with us. And that came to work with us in the last year, given were in the area of talent, pipelining and talent, pipeline automation, they were all in. And it was only in December, that we realized that they were all in an area that I described as in demand talent. So a lot of them were in technology, in engineering, in healthcare,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:16Hello, everybody, this is Chris Hoyt. I am the president of CareerXroads. You are listening to the CXR broadcast, which we're actually going to do a recap today. I'm pretty excited about this. We did our first DE&I meeting of the year for 2021. I can't believe 2021 is here already quite frankly, I've got a couple of folks with me but also my co host the lovely and talented Gerry Crispin, Gerry, say hello to everybody.
Gerry Crispin, CXR 0:39Hello, everybody.
Chris Hoyt, CXR 0:43So we've just wrapped up our first meeting, we thought it might be fun to just talk a little bit about it. And a couple of big takeaways and with us to do that, I have Cris Castillo Brizard of MMC and Cris say hello.
Cris Castillo-Brizard, Marsh & McLennan Companies 0:55Hi, there.
Chris Hoyt, CXR 0:57We have Chad Godhard longtime CXR member from Assurant Chad, how are you? doing? Great.
Chad Godhard, Assurant, Inc. 1:02Thanks for having me, Chris.
Chris Hoyt, CXR 1:03So guys, this was really interesting. We had a guest speaker, from thoughtworks, she was lovely, she shared a little bit about the journey with some of the work that they are doing. And just just kind of set the stage with things that they are doing with regards to sort of attacking from a DE&I standpoint, attacking the funnel. So really taking a look at collecting information with regards to gender and gender identity. And looking at the attrition within the funnel, how to prevent that I thought that was fascinating. But then we also broke and we did an exercise on solving for hiring more females in the workspace. So well, sort of dissecting the entire meeting. Cris, I'll just I'll ask you first. Did you have? Was there a big takeaway? Or was there something from from the conversations that we had today to our meeting that just sort of resonated or that, you know, you're going to walk back to the office with the virtual office with an implementer? begin to talk about with your peers?
Cris Castillo-Brizard, Marsh & McLennan Companies 2:00Yeah, no, absolutely. The first one was the comment from Raja around, just rethinking what gender looks like. And I loved how she made the distinction between the gender identity versus the legal definition of gender for that individual. So that was an aha moment, because at Marshall McLennan we've been looking at, do we have an opportunity to re label the way that we're asking people to self identify their gender. And this is not one item that we discussed. And the other takeaway for me was from the group discussions, and it was about the, what I heard from everyone on that call, just the importance of flexibility of companies really creating a culture where there is genuine, flexible programs in place, but that they apply not just to women who have children in the workplace, but also individuals who are caregivers, and just kind of redefining what it means to have flexibility and not just being applied to women. I just thought it was a really valuable concept to think about all of our colleagues and how they're being impacted by the state of work today.
Chris Hoyt, CXR 3:06Yeah, I love that, Kristen. I think so. So my B piece there, my big takeaway when Ryan was presenting was that there is a difference. I think we're creating two funnels of data, right to two silos of data from a talent acquisition standpoint of what we're collecting. And now as more of us begin to collect gender identity on that front end, and what's actually being collected and recorded on sort of the hiring side or the the company side, so that the HR side of the talent acquisition side, and what's ultimately at least in the US being reported on one reports.
Join Susan Lamotte, CEO and founder of Exaqueo as she dives deeper into gender reduction in the workplace.
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Shannon Pritchett 0:18So let me introduce our next presenter, which is a friend of ours at a CareerXroads, which is Susan Lamotte. Susan is the CEO and founder of Exaqueo, one of the things that really attracted me to her is her voice within the community. And I've mentioned at the beginning of the call, she wrote an article that was referenced in a discussion that Gerry had, I believe, on Facebook, that had had had to do with back in 2013. And it was like, Can women have it all which, of course, we've all had that kind of debate. And I love Susan's honesty. And I love her point of view. And I couldn't relate to an article more, especially one that was eight years old. And so I asked her to come speak, and she is here with us, Susan, would you like to draw? Would you like me to Dr. r? Would you like to take controls?
Susan Lamotte, Exaqueo 1:13Whichever you prefer? Shannon?
Shannon Pritchett 1:15All right. I'll give it to you, sharing and then you can just share your screen and really excited for this. All right, give me just a second.
Susan Lamotte, Exaqueo 1:26Sorry, I'm having some technology difficulties today. That's got to come up at least once for one person, right?
Chris Hoyt 1:31I just appreciate the Peloton in the background, Susan.
Susan Lamotte, Exaqueo 1:34Thank you. It's a little dusty this week, unfortunately,
Chris Hoyt 1:38I'm on a streak.
Susan Lamotte, Exaqueo 1:41Hopefully y'all can see my screen. Well, it's great to see everybody some new faces for me for sure. And dump some familiar ones as well. So thank you for the privilege of being here. And I've noticed I've got some old, some I shouldn't say old in age, but some folks are married on the line as well. So great to see you all as well. What I wanted to do today is actually not talk about what I do for a living, but rather tell you a little bit about my journey as a working woman. And so I know that Shannon already shared with you some of the statistics that are really troubling and, quite frankly, brought me to tears. And I think when you see things that affect you personally, and you feel like nothing has changed in your own personal situation, it's really hard to see. And we've all seen the statistics, right? There's a million examples of things you can share of underrepresented populations in the workplace and how they're affected in many different ways. But this one really struck me and here's why. If you look at this particular chart, the data is a little bit old. It's 2017. It shows the ratio of male to female, median earnings by age. And, you know, certainly it's no surprise, right? Women are learning less than men, we know that we've known that for a long time, it hasn't changed as much as we'd hoped. But what's really troubling to me is the gaps haven't changed either. Oops, sorry about that. So if you look at 1979, right, younger women still had and were earning more pay than older women. Fast forward to 2005. And that gap is still there. So for me, it's not looking at the surface data, right? The surface data is great for headlines and clickbait, and oh my gosh, women have no jobs. What's really interesting to me is the why. And hopefully my story will illuminate a little bit about that, almost 10 years ago, to right now, I was on top of the world. I was literally at the pinnacle of my career. I started working when I was 1314. I've worked ever since I put myself through almost three degrees. And I was literally killing it at work. At the time I was the global employer brand and marketing leader at Marriott Internatio...
CXR Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:17Hello, I'm Chris Hoyt, president of CareerXroads. you've joined us for another eXpert Tease segment of our CXR podcast that can be found and subscribed to on Spotify, iTunes, Amazon Music, iHeart Radio and all the other usual places. And while we do a few different specials like our Uncorked broadcast, which is sort of like drunk history for HR, and our new Moments, That Matter series, where we kind of talk about tough topics within the realm of prejudice and racism. This is a weekly quick hit conversation with industry leaders and practitioners who are sharing a life or career lesson, sort of a hands on how to, if you will, with us in just 10 to 15 minutes now, the topics that were decided on an advanced by hundreds of talent acquisition leaders from around the world, covering a range of subjects such as innovation leadership, DE&I, employee wellness, or even like today, ethics and talent acquisition and hiring. So if you've joined us live, which anyone can do, you can both listen to and participate via the chat window on your screen, we're hoping you'll add a question or two. And if we've time, we'll try to get them answered here in the broadcast. If we run out of time, we'll address them in our free and open to the public exchange hosted by CareerXroads at CareerXroads, CXR.works/talenttalks. Now, today, I've got with me, Frida Polli, who has a PhD in neuro psychology and an MBA from Harvard, and is the co founder and CEO of Pymetrics, where their entire mission is to make hiring and internal mobility, more predictive and less bias through advanced technology now, Frida, I have been a fan of your work for years, as you know, we work hard to try to stay in touch and keep up with you. And the difference that you and your teams of pi metrics are having in your space. Welcome to the broadcast.
Frida Polli, Pymetrics 1:54Thanks, Chris. Happy to be here.
Chris Hoyt, CXR 1:56So the topic we want to take a stab at today is something that given our current societal challenges, not just in the United States, but around the world has really put a bright spotlight on within the realm of what we do right within talent, and that is ethics and bias in hiring. So I'd really like to get your take and ask for you to share one thing that you believe our listeners should be aware of in regards to how tech is helping to level the playing field for talent and HR leaders today.
Frida Polli, Pymetrics 2:21Sure. It's hard to condense, condense it into one thing, Chris? So I'll try. I think bottom line, I think, I would say this, that technology can be designed to level the playing field and mitigate bias. And, you know, I metrics we we do that we've been doing that since the beginning, we've built the platform to be a ground up, you know, from the ground up. At the goal, Ai platform, we selected on bias data, we pretest all of our algorithms for disparate impact before we release them, we don't release algorithms, if they have disparate impact, we test them after they get deployed. We've had a third party audit, by Krista Wilson at Northeastern, so we've like done, you know, pretty much as as much as you could do in order to build an unbiased platform, however, and therefore, you know, we we feel very confident that we level the playing field in many ways for all of our clients that use us. And you know, that's what the results show. I think what I will say is that it's not as bright and optimistic a picture as all that because, unfortunately, there is just and it was just always boggles my mind when this happens. There's just a lot of false advertising out there, meaning there is a there are a lot of tech platforms.
Join industry professionals as they connect on what is working for their team and the challenges they face keeping mental health a top priority during Covid-19.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Shannon Pritchett 0:17Welcome, everyone to our December, CXR connects last one of the year, which I'm hoping 2021 is more prosperous for all of us, today is going to be a little bit of a different conversation, the focus is going to be wellness in the workplace. But I don't have a lot prepared. Normally with CXR Connects, we give a lot of interesting data and statistics from our own research. This week, I'll be adding in others research, you know, much larger organizations than ourselves that specialize in this sort of field. But most importantly, I really want to hear from us. And I thought we can make this more of a communal conversation, as opposed to simply just having set facilitators. I think this year has been crazy for all of us. And what I want to challenge everyone on the call to do is to share and ask questions. A lot of you are joining this call, I know because you're hoping to get ideas. And some of you might already be doing a lot of good things with your teams that I'm hoping you can really share with other people, such as what are you doing to keep employees engaged, are just check on their mental health? Or what is your organization doing? Do they offer any employee assistance programs, etc, I think we can all learn from one another on today's call, and I'm excited to get started in doing so. Alright, so I have a few slides. Before we get started. Just want to remind everyone that we have tons of great resources on our website, we have a really robust exchange into the site today, you might notice a little bit of a fun gamification system we've added to the site. That's all I'm gonna say, I hope you go out and start playing with our exchanges. And then you will definitely notice it. Also, our benchmarking reports, we just added a robust report around sourcing that we've been working quite hard towards. So I would love it if you guys can take a look at that. And our 2021 calendar is getting posted on the web. So you can check out all the upcoming events we have in 2021. And recording of this and all of our other CXR Connects webcast as well as all of our meetings are made available in our CXR library. Alright, so I mentioned some of the exchanges, as always, we like to remind you to we can carry the conversation over in our exchange, there are so many different types of exchange that you can join. In fact, we have 25. Chris, I think the best one for this conversation would be for us to go into the CXR member and alumni. And perhaps we can post some resources in that after this call. So we don't have any exchanges dedicated towards wellness, but that doesn't mean that all these other great exchanges that we have are made are off limits. But I'd like to keep this conversation going in our alumni exchange. All right, so before we dive in, I want to start with a little bit of a fun exercise. So Barb brought this attention, exercise to my attention, and it came from Bernie Brown. And it was one of the Barb Can you put a little bit more context into what she does with this.
Barb Ruess 3:32Yeah, she Yeah, so I was reading something from her actually listened to a podcast, I've read a couple of her books and, and of course in touch with what she was talking about. Like a lot of it's the whole zoom fatigue and how you know, you'll start things out and you're waiting forever to get there. You're like how you do it. And everybody says, Oh, I'm fine. And she was like, I quickly realized that we weren't really answer that question, honestly. So now she said she starts all of her team meetings with th...
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:17I tell everybody, I'm Chris Hoyt, president of CareerXroads. You're dialed in today to hear from an industry leader he's going to share with you a career lesson or how to that's one of the many topics surface from a survey from hundreds of talent leaders this year. Now, in this series, the topic might be around DE&I leadership, innovation, or even headspace and sanity during some pretty unprecedented time. So these conversations are about 10 minutes long. And if you're dialed in live, you can both listen and participate with questions via the live chat feature. If you're listening to the podcast after the interview, you can find it anywhere you listen to your favorite podcasts like iTunes, Amazon Music, Spotify, etc, etc. Or you can find it on our site at CXR.works/eXpertTease. If you do drop a question into the chat, we're going to try and answer it as time permits. But the good news is that if we do run out of time, or you'd like to ask our guests something later, after the podcast, we've set up a free space for you to do that in an open exchange hosted by CXR at CXR.works/talenttalks. So with all of that, let's jump in with today's guest and industry friend. He's the Vice President of talent acquisition at Equinix. Please welcome Nick Mailey. Nick, How are you this morning?
Nick Mailey, Equinix 1:27I'm doing really well. Thank you so much for the invite. I love this community. I've shared this before I continue to learn from everyone here. And so thanks for the opportunity to chat. To be right, it's 2020 COVID. We are in unprecedented time.
So for sure, for sure. Well, we know you get out what you put in. Right. So it's so it's exciting. Um, so Nick, today, we're going to ask the age old question that leaders face when thinking of technology and talent, right. And that's whether or not to buy or build what's needed. Now you've been doing this for a period of time, you've learned a few things as a leader at various organizations of note, what's one thing you'd really like our listeners to walk away knowing with regards to the challenge of buy v build?
Well, you mean, really getting narrow in on what you're solving for what's critical to the business in what you really need to deliver. And when you look at, it sounds really simplistic, but I do lots of interviews to really understand what's critical with executives, and then with employees, because those are ultimately your clients. That's really the number one thing and then it's getting alignment that you're going to deliver on that need. And then I the whole buy versus build I balance, balance, like what is the need? And then how are we going to deliver on that and balance can can look differently, whether it's technology or people or what you're going to deliver? deliver?
Chris Hoyt 3:02is there is there one big takeaway, though, so from a balance standpoint, I mean, when I are balanced, I think of priorities, right? Whether that's buy in on the front, you know, on the front end, or whether that's, you know, from an implementation and staging standpoint, or adoption and change management? I mean, is there one that's just been a particular we can go with victory or defeat, but just one that really stands out to you from from experience standpoint?
Nick Mailey, Equinix 3:30So let me answer this in a couple of ways, because I want to try to answer your question. When I think about balance, I think about the teams that were developing and growing to deliver on a on a business need. And invariably, when you do an assessment of an organization that you're working with, they may have some of the talent but not all of the talent. So you're buying, you're buying.
Announcer 0:01Welcome to CareerXroads Uncorked a series of member chats inspired by good drinks and current talent acquisition trends your hosts Chris Hoyt and Gerry Crispin breakdown today's recruiting headlines while reviewing a selected beverage of choice with industry leaders and influencers join us for a drink and conversation.
Curtis Dorsey, Elanco 0:22Social media as such, Facebook says we just want to remind me to remind you of things that you were doing this time last year and it's like yeah, wonderful in the in the COVID era you're sending me pictures of when we were out and Sonoma
Chris Hoyt 0:35Thanks for rubbing it in that I'm not out at the vineyards thanks for rubbing it in that I'm not in London or Paris or Japan. Thank you. Thank you. Thank you.
Curtis Dorsey, Elanco 0:44Yeah, and to add insult to injury This is my wife and I was five year wedding anniversary, which also got got bashed a bit by by COVID
Gerry Crispin 0:53Bummer
Curtis Dorsey, Elanco 0:54We're on the right run a rain rain check.
Chris Hoyt 0:57Oh man,
Gerry Crispin 0:57Sorry I am a little bit late. I just thought I would join you by telling you I've got Walt
Chris Hoyt 1:04Awesome awesome. I couldn't get Walt
Gerry Crispin 1:08And you got right could not get Rex. Is that gonna Walt too?
Curtis Dorsey, Elanco 1:13Yeah, no, I got you. Yeah, I got Walt, I got Walt
Chris Hoyt 1:16I do not I am the outlier today. I could have ironically I am near Sonoma could not get Walt. But I have abear Gary Farrell which is a Sonoma County. Pino 2017. Well ranked. So now I'm pouring it. We waited for you. Gerry doesn't even wait look at him
Gerry Crispin 1:36I, I was on talent net. And I had to manage a conversation about I don't know some bullshit. And but it was good. It was a good conversation. And then I said, You know, I gotta leave. And I had already opened the bottle.
Chris Hoyt 1:52Well, let me can I want to call this out before we did a little toast. Oh, so hold your glass up. Look at your glass. These are called COVID pours?
Curtis Dorsey, Elanco 2:01Yes.
Chris Hoyt 2:04We never poured wine this heavy when we were before COVID.
Curtis Dorsey, Elanco 2:08Some of us may have?
Gerry Crispin 2:10Yeah, well, maybe. Maybe.
Chris Hoyt 2:13I'm very concerned
Curtis Dorsey, Elanco 2:14I do think that it's grown.
Chris Hoyt 2:16Yeah, sure. We get back to the bars. And some we're gonna order a drink and it's gonna come out. It's gonna be a tiny little what we're used to. It's gonna be like, we'll have to order triples in order to get..
Curtis Dorsey, Elanco 2:25No it'll probably be quadruples because they'll be they'll be trying to make make up for lost time. So therefore, it will be smaller than they would have been.
Chris Hoyt 2:33All I 'm sayin is save me a trip. I'm just filling up and save me a trip. Well, Cheers, guys. Cheers.
Gerry Crispin 2:39Cheers to you. How are you Walt? Well, I mean, not Walt
Chris Hoyt 2:45Like a bottle. Gerry. Admit it.
Gerry Crispin 2:46I know. I know.
Curtis Dorsey, Elanco 2:47Yeah.
Gerry Crispin 2:49How's Elanco doing?
Curtis Dorsey, Elanco 2:50We're doing we're doing well. We're doing we're doing busy, which is normal for us. We've had a busy busy busy several years. But but we're doing well.
Gerry Crispin 3:00Who do we see? Who do we see earlier this week for briefly? Oh, Shannon and I had a meet a we obviously we do two or three meetings a week. At least. We have one on critical. And Tom referenced you?
Curtis Dorsey, Elanco 3:16Yep. my campus is there.
Gerry Crispin 3:17And we had a nice conversation about universal relations and some of the issues that we see our members doing in 2021. And I think he was appreciative of it. So is it was useful?
Curtis Dorsey, Elanco 3:31Yeah. Yeah. Now we are we are we are definitely, you know, having come off of an IPO then lots of work day, then, you know, major acquisition, you know,
Madeline Laurano, Aptitude Research 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:16Hello, and welcome to another edition of CareerXroads hosted expert tees. I'm Chris Hoty president of CXR. And you're joining us for the next few minutes to hear from an industry leader or practitioner who will share with you one lesson one how to one milestone that they've actually found worthy of your time. So we do these in quick conversations that are typically no more than about 10 minutes and touch on any number of topics such as diversity, inclusion, ethics, and hiring, recruiting, automation, and tech, and a number of other areas that actually were identified by nearly 150 talent leaders from multinational corporations. Each week, you can listen in live and participate with questions and live chat or you can find any of these episodes on our website at CXR.works, our CareerXroads podcast or in our new YouTube channel youtube.com/careerxroads. Now if you're with us live, you have the ability to ask a question at any time through the session. And if we have the chance, we'll try to answer it. If we do run out of time, or if there are additional questions that come in or you think of later, you can find us over at the open and public exchange that's hosted by CXR. And that's at www.CXR.works/talenttalks. So with all of that being said, let's get started with today's guest Madeline Laurano. Madeline is a very well respected industry analyst and founder of Aptitude Research. Welcome to the show, Madeline.
Madeline Laurano, Aptitude Research 1:36Thank you, Chris. I'm thrilled to be here.
Chris Hoyt 1:39So, Madeline, on our topic today is around building the foundation of talent technology within an organization. So throwing you right on the spot, given your experience and expertise, what's something that you want our listeners to understand about their existing or future tech stacks?
Madeline Laurano, Aptitude Research 1:54Yes, it's so important. We just did this big research study, in partnership with V. Murray. But it's all around this foundation, it's around thinking about, what do we need to consider in our TA tech stack, before we even make this investment. So many companies are excited for new technology. There's so much especially in this this year that we've had, we found 44% of companies are investing in new technology, which is exciting. But oftentimes you don't have the foundation in place. And the foundation is really integration. So thinking about how are you going to have a strategy around integration work with IT? Think about, you know, an open API strategy and how you're gonna work with your providers? How are you going to think about data management? So really having quality of quality data with data or starting with? How are you going to maintain that data, clean up that data, everything that goes into that? And then the final piece is automation? You know, I think it's a big topic. I know, it's a big topic that we talked a lot about, but how do we think about really a strategic approach for automation? And you know, something, I think that's near and dear to Gerry's heart, which is automation for the candidate? Why are we just thinking about moving someone along efficiently? How does this benefit the candidate?
Chris Hoyt 3:00And so how does somebody go about sort of putting something like this together? Is, is there a template? Is there a roadmap? Is it you just throw everything at the wall and see what sticks? I mean, what do you advise there?
Madeline Laurano, Aptitude Research 3:10Yeah, so I would say it really starts with three things, we found three things in a very strong foundation. And the three things are start early. Don't wait until after you've been invested in technology during...
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:16Hi, everybody, Chris Hoyt here from career crossroads, I am bringing you into the fold on a new podcast videocast series that we've been delivering for, I guess just about two months now. Now, I get to take on the lucky task of sitting down with an industry leader and a practitioner and ask them to share just one thing. One thing that they've learned on their professional journey felt as a leader or that they do in their everyday delivery that really makes them successful. Now, these talks are really no more than about 10 or 15 minutes. And as such, we call them an eXpert Tease. Now you can listen in live and participate with questions and chat, or you can find them on our website at CXR dot works or CareerXroads podcasts or on the youtube.com/careerxroads channel, I'm going to tell you if you're watching live, you realize there's never been a better time to dial in because I apparently look like a pumpkin with the lighting and a remote situation today. So that's a good excuse to push you out. push you out to the YouTube channel and check that out. So if you are with us live, you've got the opportunity to drop a question in the session chat. And if we've time, we'll try to address them during that segment. If we run out of time or there are follow up questions, we'll take that conversation over to the open and public exchange that is hosted by csr. And that's at CXR.work/talenttalks now, the topic today is one that I have been looking forward to for quite a while it touches on a subject of DNI that I think oftentimes gets overlooked that actually sits within an area of talent acquisition that's so often gets ignored or avoided when we're talking about job descriptions and being conscious of how important gender neutral pronouns can be when creating a successful description, as our guest today recommends job stories, not description. So let's jump in today. My guest is Kay Kelison and she is the principal researcher at Zillow. Okay, welcome to the show.
Kay Kelison, Zillow 2:05Thank you so much. I'm so happy to be here, Chris. I appreciate it.
Chris Hoyt, CXR 2:10I'm really, really happy to have you.
Kay Kelison, Zillow 2:12Great.
Chris Hoyt, CXR 2:14I enjoy your work. But when you when you talk about gender neutral pronouns, in job stories, what are you really talking about? Why is this so important?
Kay Kelison, Zillow 2:24Well, I think it's important because if we choose certain terms, we eliminate others, we need to think about who to include. And that goes with females, transgender disability folks and stuff like that. And so I look at the job story about how we engage with them, and how we make them feel welcome. And and thought of, you know, in when we're seeking talent, and I think it begins with the job story, or did job descriptions, and how we engage with them by using language that they can relate to?
Chris Hoyt, CXR 3:09And what is what's something like that look like? Kay, like, what would be sort of a before and after example, for those who this might be kind of a new, new topic for them?
Kay Kelison, Zillow 3:17Well, I think, I think sometimes it starts with the title. Like I've seen some titles that have chair, Chairman, when we should be saying chairperson, you know, when we say he or her, we should be also thinking about them. And they, you know, it's inclusive. Some people don't identifies she and her, or he and him. They identify themselves of them and they. Sometimes it's also as simple as elitist. And affinity bias. You know, I know some of us when we're in tech, we talk about, like, how people associate their jobs, or they're looking for talent. and hire manager might say, start talking about,
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:16Hello everybody, this is Chris Hoyt with CareerXroads, and I am on the line with Brad Cook head of global talent over at Intuitive Surgical Brad, how are you,
Brad Cook, Intuitive 0:24Good how are you?
Chris Hoyt 0:25I'm doing pretty well. I'm kind of excited about this topic. For those who don't already know, a whole bunch of us have come together to stand up a new nonprofit called the CXR Foundation. And it's sort of spun out from under some work that was being done before. Last years charitable work in the field when we actually used to work in soup kitchens, and shelters and all these really, really interesting places when we were traveling back in the day. And then, most recently out of a project called recruiters, recruiting recruiters, which you were heavily involved in. And so I want to take a pause, I'll take a breath right there and just ask you, maybe you can give an overview to listeners who haven't heard yet, what the CXR Foundation has been established to do, why a nonprofit? What what it's all about?
Brad Cook, Intuitive 1:13It's a good question. I think, for me, it really stemmed from the recruiters recruiting recruiters, and it's still a mouthful doesn't matter how many times I say it, um, it really jumped out from that there was so many people wanted to get involved and wanted to help, and it was vendors that would normally be competing with each other. Yeah, and to do it under the umbrella of a nonprofit just means Yeah, we're gonna start to offer it to a lot more people out there and do a lot more good. I think that's Yeah, the roundtable stuff really showed there was so many people in our industry, especially in tough times with COVID, wanting to do whatever they could, and you know, if we can put an under a nonprofit, and then more people can be part of that, or actually, the work that comes out of it can now help industry, I think it just makes the industry a better place and continues to make the industry a better place. And quite frankly, that's why I love being part of CXR it continues to give back to our community and makes us all better individuals.
Chris Hoyt 2:12Yeah, I think you raise an interesting point, because it's not just about talent, giving back we're talking about our talent practitioners giving back we're now talking about sort of grouping together a teaming up or pairing up people who are in the solution space, the vendor space providers under the umbrella of a nonprofit, so they can continue to do good work alongside their competitors. And alongside some of their customers, potential customers, but never customers. Right, right. Yep. Yeah, so there's a number of projects, because we're talking about community, the community aspect, we're talking about the charitable aspect. And we also talk about the industry standards are establishing those pieces. And we've got about four projects that are one full blown that's in the works, which has been pretty successful recruiters recruiting recruiters. Okay, doesn't mouthful every time. And then we've got the one project that we've talked a little bit about, and that's the interview coaching for those who are employed helping those who are still looking for work. We've got another two that are sort of on the in the ideation looking for the correct sponsorship and alignment on which is the I'm going to put you on the spot in a minute, which is the get cooking program, which is kind of a fun one where we have a theme around some sort of meal, people can donate a minimum amount of money, but up to whatever they want. And part of those proceeds goes to the Chef's Choice, charity of choice, and then they get access to the online cookbook, etc.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Shannon Pritchett, CXR 0:17Welcome, everyone, we have just wrapped up our third and final analytics meeting of the year, which ironically, we ended 2019. Remember that year with analytics as well. So it was a fabulous meeting, we had two and a half hours, packed, crammed full of information, we implemented something new, which was a speed dashboard sharing. And with me today are a three out of four of the people that share the dashboards. Cheri Hansen from Sierra Nevada, Ted Chung, from EY, and Tony from BASF. Thank you so much for joining us. Really want to hear some of your favorite parts about today's meeting. So Cheri, why don't we start with you? What did you enjoy most about our meeting today?
Cheri Hanson, Sierra Nevada 0:58Yeah, I love thanks, Shannon. There were, there was so much I enjoyed it, I think I was smiling through the whole thing. I had in my first meeting, breakout session where I really liked all the breakout sessions and how it kind of broke everything up with the different surveys and things. I really like having to brand new people to CXR meetings and my first introduction, and so I could help share them, share with them some things about the group itself. And then I have a couple little takeaways to give them of information that they that would help them just in their jobs that was outside kind of what we were talking about today. But we're what keeps you up at night kinds of things for them. So that was that was really cool to be able to do them. So hopefully, we've made converts out of them today.
Shannon Pritchett, CXR 1:44Yeah, it was always nice to see the analytics community expand. And I think the theme of the last couple analytics meetings I've been a part of is, you know, all the new people that keep joining in and keep returning, just helps the community grow, and of course, the knowledge to share. So great observation with that. Ted, any highlights from you your point of view today?
Ted-Phai Chung, EY 2:04I guess, the favorite part is probably no. Same as, as aha moments is that, you know, we got people in different capacities, trying to do the same thing. You know, whether it's just how we're organized, you know, what kind of focus that we're or the amount of resources that we have. And then we'll try and solve similar problems or answer the similar business questions. And, and, you know, and we're taking similar approaches. And and I think it's just a matter of, you know, talking about data visualization, how do we send that message and have it resonate with our, with our business? And, you know, with data visualization is, you know, if you can make it simple and effective, you know, stick with them a lot longer, and a lot better.
Shannon Pritchett, CXR 2:58Yeah, I would agree, I was surprised, not really surprised. And maybe because I haven't heard this conversation with our past analytics meetings was how much that you know, us all looking at different dashboards, we focus on how it's presented to our end user, you know, whoever is looking at it. And I guess putting myself in your shoes, I didn't realize not only how important is the quality of the data, which we talked about, but also how its presented. And so that was a big takeaway moment. And big aha moment for me too. And I loved hearing the feedback that was shared with you, Ted, because I got to look at your dashboard. And also the feedback that you gave to Brad Cook, who shared his dashboard after you. So that was that was my aha moment. And takeaway, Tony, what about you?
Tony Lioi, BASF 3:48Thanks, Shannon, for me, you know, my favorite part of all these meetings, whenever I can have an opportunity to take part of them is just the simple interaction tha...
Sarah Smart talks about the hardest thing she has ever had to do as a leader, what her team went through and lessons learned during the pandemic
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:16Well, hello, everybody. I'm Chris white president of CareerXroads and I'm bringing to you a new segment of our podcast that sits us down for just a few minutes with industry leaders, to hear them share a quick hit lessons learned in their careers and within the talent industry. Now, the segment interview is no more than 10 to 15 minutes and can be found on our website, podcast YouTube channel. And as the fast pace would indicate, we're calling this series of eXpert Tease. Now, each of these has a focused topic that might include talent development, mobility, sourcing, ethics, or any number of other items of focus that we're hearing from the industry at large are items of concern or that warrant some attention and dialogue. So if you're with us live, we're encouraging everyone to post questions within the chat area of the broadcast window. And if we've time at the end of the discussion, we'll see how many we can squeeze it in now. The rest of the conversation or follow ups can be found within the public and open exchange hosted by Careerxroads at www.cxr.org/talenttalks. Now today's chat is one related to countless conversations that we at CXR I've had with numerous leaders over the last year, working through unavoidable team furloughs as a talent leader and taking on the challenge, emotional challenge of trying to place as many of your team as possible, and the toll that takes on us as leaders. So with me today is Sarah Smart. She's the VP of global recruitment at Hilton. I Sarah.
Sarah Smart, Hilton 1:39Hi, Chris. Thanks for having me.
Chris Hoyt, CXR 1:41Thanks, Sarah, you and the team at Hilton have really worked tirelessly to help not only your own people by partnering with other global companies, but the entire recruiting industry through work with recruiters recruiting recruiters calm during a time when as a result of the pandemic and the impact on our economies. keeping people employed recruiters employee has really been difficult for many. So I want to jump right in and ask you to share a little bit about that experience. And what I'm really interested in hearing is how you dealt with those challenges, and maybe even heartbreaks, as a true people leader. So can you share kind of the biggest challenge or a little bit of that story with everybody kind of what's been going on in your world for the last few months?
Sarah Smart, Hilton 2:23Sure. And and thanks, again, everyone for our joining and the opportunity to talk about this. This has been, for me personally, probably the biggest challenge that I have lived through as a leader and in many ways, almost not quite as a human being children become first. But it the past eight to nine months have been exceptionally challenging to lead in any industry, no matter where you sit, no matter what kind of role you're sitting in. So just want to acknowledge that Hilton has, like many in the hospitality industry faced a, you know, a unique set of challenges as it relates to the pandemic. And, you know, in in March of 2021, it became very clear that not only would we not be recruiting, but that we would need to be putting out a large portion of our corporate workforce onto furlough and potentially our property workforce and for around the world. I was asked to make some really hard decisions to make decisions around people, I had to make decisions around potential needs, but I had no idea what they would be so operating in complete ambiguity around what the future state needs of the organization would be much less than near term or the short term.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:18Hello, everybody. This is Chris Hoyt with CareerXroads. And on this edition of our podcast, we're going to talk a little bit about the CXR Foundation, but I have with me one of the founding members and members of the board of directors. Celeste Luzadder. Celeste, how are you?
Celeste Luzadder, Legal Zoom 0:33Hi, how are you?
Chris Hoyt 0:35I'm doing well. Thanks for asking.
Celeste Luzadder, Legal Zoom 0:38Thanks for having me. Excited to be here.
Chris Hoyt 0:41So we've had a couple of these podcasts go out already. And as you know, this, the site has launched and we've got some sort of things in the works. But I just want to set the stage a little bit for those who maybe haven't heard yet. The CXR Foundation is a nonprofit, that that was created just recently, and after months and months and months of work, to sort of put it into place for really the benefit of the community, right, the talent community at large. And in some instances, local communities that don't have anything really to do with our industry or our talent acquisition per se. You sort of been behind the scenes on some of that, as have a number of the other board of directors and a number of the 70-80 plus members that we've we've now had joined. But for those who may not know, it kind of it kind of got kicked off with a projects, or sort of a project that we created when Gerry and myself would come in a day early to our live meetings when we back in the day of traveling.
Celeste Luzadder, Legal Zoom 1:40What's that like?
Chris Hoyt 1:41And yeah, I'm losing all my miles, I feel like I'm losing all my miles. But we would we would come in a day early Barb Ruess, also, a member of our team would come in and do a community event. We might help stock a food pantry, or a local shelter or work in, you know, any number of locations that we've really felt helped lift up and, and help the communities that we were working in for that week. And that sort of gave birth to the idea of we really needed to be focusing at large, you know, sort of hoping everybody was doing well just wasn't enough, right? Donating money just wasn't enough. And we wanted to put in a little bit of elbow grease. And then that led to a project called recruiters recruiting recruiters when the pandemic hit, an awful lot of recruiters were unfortunately without work. And so we put together and you can learn a little bit more I won't go into too much detail but folks can learn a little bit more on the website about what recruiters recruiting recruiters actually is
Celeste Luzadder, Legal Zoom 2:34Wow that was fast, recruiting recruiters recruiting, nope see fail.
Chris Hoyt 2:41You were really close, But that's a project that's been sort of propped up and pulled in underneath the CXR Foundation wings. But I want to talk a little bit with you about why the CXR Foundation and why you decided this was a nonprofit that you wanted to lean into and really get involved with.
Celeste Luzadder, Legal Zoom 2:59Yeah, well, thanks for asking. And I'm, I'm humbled to be a part of this work because being a part of a nonprofit that is near and dear to the work that you do, but also to the values that you try to live and breathe is is nice that they're combined, right? Helping people in the talent community is really powerful. And the way that we do it, I think looks and feels differently to everybody. You know, you shared a little bit about the charitable work which CXR Cares which I love. You also I think the the beauty of recruiting recruiters recruiting no wrong
Chris Hoyt 3:38Still close
Celeste Luzadder, Legal Zoom 3:39Recruiters recruiting recruiters.com There you go.
In this episode of Moments That Matter, Sarah tells leaders to put the diversity metric first, and don't be afraid to look for where barriers are being created that stop progress.
Announcer 0:02You're listening to Moments That Matter, a special CXR podcast series, where leaders and telling professionals share their own experiences with varying aspects of discrimination and inequality. Hear on Moments That Matter, we are dedicated to creating connected conversations around specific moments. These are moments that matter.
Nicole Wormley, Danaher 0:26Hello, everyone, my name is Nicole Wormley, and I have the privilege of leading diversity attraction and university recruitment for Danaher Corporation, I am pleased to have a quick chat with Sarah Smart, the Vice President of global recruiting with Hilton, we're taking part in a quick conversation on the CXR sponsored series called Moments That Matter where leaders connect to share an instance or two within their lives where they experience or witness a form of discrimination, or inequality, and had the realization that something in their lives or their work environments needed to change, a pivotal moment that matters for them. So Sarah, can you share a little bit about yourself and tell us about the moment that you decided to share with us today?
Sarah Smart, Hilton 1:12Thanks, Nicole. Hello, everyone. I am delighted to be able to be here today. And to share in these conversations with the CXR community. A special shout out to Gerry and Chris and the entire team for creating this platform. It means a lot. So thank you, Nicole, it's a great question. I actually had to think through sort of all of the many moments that I have experienced in my life. And I'm sure that everyone here has as well. But I kept on going back to one thing and i think it's it's you know, I'm going to share a little bit of personal history here as well. So I was raised by two activists, they back them used to be called the hippies, sort of post hippie these would be the protesters out today. And in fact, I've had a couple of conversations with my mom about not going to protests during the time of COVID. And they were very early in my life, my family made the decision to move to inner city, Wilmington, Delaware, which is Delaware is the state that Joe Biden was the senator for back he was the senator during the time that time and they made the decision to move to Wilmington, Delaware, in downtown Wilmington. Because there was busing that was made available to children in downtown Wilmington to be bused to the suburbs to have access to better schools. This has been an issue that's actually come up in the election that has come up for Vice President Biden several times. My parents were not wealthy, they, my family was not wealthy, they spent the majority of their time and their money trying to make social change. In this on their side, on the side jobs, they were teachers. So just to emphasize how little wealth there was, at the time, being someplace where you could be bused to take advantage of great school systems was a huge thing for my family. So first through third grade, went to a local school, and then the busing started. And I remember going to the bus stop. And there was a sort of a period in our lives where we were the only white people within maybe, you know, white family within maybe a 10 to 15 block radius. Um, and I remember getting on the bus for my fourth grade, my first trip out to HB DuPont, which was in the suburbs of Delaware. And it was me and my brother, and we were the only two white people on the bus. And I remember getting off the bus and we were greeted by protesters. Um, and I didn't understand it. It didn't. I was I, I was on a bus with my friends, I was with people that I had grown up with that had gone to all of the classes that I had gone to at Lewis elementary school when I got off the bus and there were protesters, and they were telling us to go home. Um,
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:16Hello, everybody. This is Chris Hoyt with CareerXroads. And I have some fun folks with me today. And this is kind of an interesting piece. So we have Molly from Otis, we have Curtis from Elanco. And of course, we have Barb our own Barb Ruess is on. But it's kind of an interesting approach. So typically, what happens at the end of one of our CXR meetings is the team the CXR team, jumps right off the call and jumps on another call to do a recap of how we think it went. And did we have any big takeaways and what we feel like we might want to do differently, or what really, really spoke to us. And what I usually walk away with is like two pages of notes that are scribbles that we then sort of work through and decipher. But we thought this might be a fun time for us to open it up and bring in some of our meeting participants, and leaders who actually were in the meeting to get their insights as well. So Molly, I'm just I want to I want you to just really quick, if you just introduce yourself for a second, and you know who you are, what you do at Otis, how long you've been there. And then Curtis will do the same thing with you. And we'll just let's just have a conversation about how we think it went.
Molly Nuhring, Otis 1:24Yeah, sure. Um, so nice to meet all of you. My name is Molly Noreen, I lead talent acquisition at Otis elevators. So in addition to all the other fun things, we spun this year from United Technologies, and became an independent company, and listed on the New York Stock Exchange, about two weeks after COVID. So it's been one of those years, which has been absolutely nuts. But I've been at Otis for about five and a half years. And it's been really, really interesting the last nine months. So thank you for having me.
Chris Hoyt 1:57We're glad to have you. Yeah, it has not been a boring year for many of the organizations know that Curtis, I've known you through a few iterations of organizations. Good, it's good. We have you both on here this company interesting.
Curtis Dorsey, Elanco 2:12Indeed, so Curtis Dorsey, Elanco, animal health, I've been with the organization, depending on how you count the time, 23,23 years, we actually were formally part of Eli Lilly and company, we actually spun out, you know, about 18 months ago, and then decided to, to acquire an organization two thirds our size, and launch workday and do all those things in the last couple of years. So, so I can, I can appreciate where Otis is Molly, and I'm a global talent acquisition for Elanco.
And have been doing so for the last three and a half years.
Chris Hoyt 2:51Fantastic. Now, today's meeting we did was diversity, equity, and inclusion. And as you guys know, historically, we have always woven some element of DNI into our topical meetings. And the topics are usually sourcing, branding, executive recruiting, leadership, you name it. But we felt with everything going on. And we made this decision, I guess, gosh, some eight, nine months ago, to begin building out meetings that were dedicated just to the UI, and the challenges that organizations are having. And so that's the meeting that we just wrapped up. And Curtis, I'm going to pick on you because you went last any any big takeaways. Like what how did how did you walk out of that meeting? Feeling?
Curtis Dorsey, Elanco 3:34Yeah, I apologize for some of the background noise. It was perfectly quiet in my house until just a moment ago. No, I think one of the one of the things that that I've always appreciated about about the sessions is the the ideation opportunity to to, you know, tackle, tackle real issues that everybody's either or, you know, some cases people have already tackled,
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Glen Cathey, Randstad 0:17I want to welcome everybody to CXRs eXpert Tease. I'm Chris Hoyt, president of CareerXroads, and I am bringing to you a new segment of our podcast that sits us down for just a few moments with industry leaders, to really talk about some of those bigger their biggest victories, their career challenges, and hands on how to sessions. And we do this in less time than it takes for you to enjoy a full cup of coffee, just 15 minutes. And that's why we actually call this an expert teas. All of our discussions have focused topic. They might be workforce planning, strategic talent, ethics and recruiting. And of course, like today, DE&I challenges. So if you're with us live, we're encouraging everyone to add questions to the chat area have a broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we have the time. And then we'll move the rest of the conversation online to the talent talks open and public exchange@www.cxr.works/talenttalks. So I'm pretty excited to jump in today for hands on how to session of expertise with none other than friend and industry colleague, Glenn. Cathey Glen is the head of digital strategy and innovation at Randstad. And is also known to some of us who've been around a while longer than others as the Boolean blackbelt. Glenn, thanks for joining us. Good morning.
Thank you very much. Thanks for having me.
Now, we have surveyed hundreds of multinational companies this year, and we asked them what was top of mind for them. And what they were worried about most what they really wanted to lean in on over the next 12 months. And one topic that came up a few times. Well, more than a few times was attracting and finding diverse talent. So you've got some things you want to show us with regards to finding or sourcing diverse talent today? Yeah,
Absolutely.
Chris Hoyt 2:02All right, I'm gonna let you get to it. So so give us your thoughts on actually finding diverse talent, and then walk us through some of that,
Glen Cathey, Randstad 2:08Sure. So I have to always kick off with some foundational elements of search or information retrieval, right. What I've often like to share with people is that all searches work. Now, that's whether you run a Boolean search yourself, or whether you're using a solution that matches for you. All the searches work, they return results. The problem with that is they're never going to return all of the available results of people that you actually want to return. I can't stress how important it is to say that and to understand that, and it will come into play when I go into the demonstrations. But it's important for you to understand that every search or match that you use manual or automated doesn't matter what the solution, you're not only including some of the people you want to include. You're also excluding some, there's really no way around that. And if we want to get into discussion during Q&A, at the end, that's fine. But just know, there's no perfect solution. Perfection is impossible. If you're if you're looking to perform diversity sourcing, there is no way to have a single search be 100% inclusive. And the reason why I say that is sometimes when when I demonstrate some of these techniques, some people will say yeah, but that's leaving out some people. And it's important that you know that I know that it's also important that you know that. So whether you're recreating your own search, or you're using a solution, and you click a checkbox, which I'll show you one, a couple actually, they do that in no way shape, or form or any of those ever perfect or 100% complete, as long as you know that, then you can do something about it and say, Well,
Libby share with Shannon the importance of community and how having a mentor impacted her career
Announcer 0:00Welcome to the CXR channel our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Shannon Pritchett 0:22Hi, I'm Shannon Pritchett with CareerXroads and I had the pleasure of speaking with Libby Sartain at our women and talent meeting. During our talk, Libby shared some impactful moments from her career as an HR leader. What particularly stood out was our discussion around the value of mentorships. And the importance of community is my pleasure to share conversation with you today. I hope you enjoy it.
Very interesting story about how you have the company you were working at prior to Southwest Airlines, you know, as one of your moments that matter if you have several, but you know, would you be willing to share that story or perhaps a different moment that mattered in your career?
Libby Sartain 1:00No, I'll be glad to share it. Um, Chris asked me that on a prep call. And I was like, I don't know if I have one. And then one popped into my mind. But I was working for a technology company, it was publicly traded, but it was very small. And I had been the manager of comp and benefits. And we had a new chro come in, and I work with him and the team for a couple of years. But he brought in two guys about my age, they both came from the military, because my boss was also from the military. And I had by that time, 10 years in HR, and they were starting an HR fresh or maybe with a year of experience out of the military. So they had some good leadership experience, but not HR experience. And they were brought in making in one case, $10,000 more than I was making, or maybe both cases. And then when a succession plan was developed, one of them who had very little experience in HR at all was named as the successor. And so when that happened, I just decided, and I had a great relationship with the CEO who had been a mentor. Because in another question, you're gonna ask me about a mentor. He was a great mentor. But I just decided I'm leaving, because this just isn't fair. And I talked to my boss about why they were paid more than I was. And he said, Well, they have military experience. I'm like, they're the same age as I am. I've been in HR for 10 years, I have an MBA, and a BBA, you know, that just wasn't, it just wasn't resonating. So that's when I decided to look for a job. And I landed the job at Southwest Airlines. So another, you know, sometimes those things work out. Ironically, or interestingly, about three months after I was at Southwest, the CEO called me back and asked me if I would rejoin as the chro of that company. And he decided that neither one of those guys were ready to be the successor. And even though I wasn't only the head of comp and benefits at Southwest, I decided to stay at Southwest, because I did not want to go back there where that had happened. But anyway, it was a it was a good thing. It worked out well. But it was a moment that mattered.
Shannon Pritchett 3:24Well yeah and the rest is history, I think, look how much you transform to very large companies. I think that's just absolutely, you know, incredible story that many of us can resonate with. You brought up mentorship. And you know, I think it's such an important part in not only how females get into leadership position, but how they grow into senior leadership. And of course, mentorship is great for everyone, regardless of your gender. So you know, who did open doors for you? And also two part question is, who do you look up to for mentorship and guidance?
Libby Sartain 3:58Well, I think the first situation where I really felt like I had a mentor is I joined a Mary Kay cosmetics, which is a cosmetic company, and in Dallas, and it was publicly traded at the time,
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:16Hello everybody This is Chris Hoyt with CareerXroads. I have my business partner Gerry, on the line with me today, Gerry, how are ya?
Gerry Crispin 0:24I'm, I'm wonderful partner. Life is good
Chris Hoyt 0:28So the topic we're gonna talk about today quick broadcast, because we've got a little special something that a handful of folks in the space have been working on and something that I think it's actually been boiling up for a number of months, if not at least a year with us. Yeah. Is is the announcement of the new CXR Foundation, a nonprofit that has just been formed and established.
Gerry Crispin 0:52Yeah,
Chris Hoyt 0:53Yeah. And I guess I've got I've got you on the line today, because I just thought it would be interesting for us to talk a little bit about why, why this and why this now and share that with everybody where headspace is at. So I guess my first question to Gerry is like, what, why on earth? Did we form a nonprofit?
Gerry Crispin 1:13I think a nonprofit has a different kind of mission. And, and the mission is not just to make money, it has to be a business in the sense that it has to pay for itself. But its goal is not to make the owners rich. And there's a transparency around nonprofits from a public point of view, that kind of helps that along. But I do think the attitude has to be there as well. And I do think that we've been talking about and doing things for, for the space for the industry, for many years. I mean, just because and and we've been very fortunate and very privileged to be able to have the kind of where with all to spend time to try to help others, you know, within our space and to bring people together. And I think we recognize that our success has been about community, that's a part of our industry, which is the the practitioners and very large companies. But what's left out, in part because of our business model is the ability to bring literally everybody in our space vendors, consultants, you know, service suppliers, practitioners together to solve common problems for industry, that, that we believe, you know, are part of the challenge that make this not just a profession, but but a place that we're proud of. And I think there's enough people in our space who want to work together to work on problems bigger than themselves bigger than their employer. And I think this gives us the platform to be able to, to accomplish that at least that's, that's my aspiration.
Chris Hoyt 3:07Yeah, I agree with you. And I think we've we've already sort of been doing some stuff. You know, we were just talking about this the other day, like this sort of goes hand in hand, along the lines with the work we were doing in local communities, right with the CXR Cares efforts.
Gerry Crispin 3:20Without a doubt, I think, a, a foundation, if you will, a nonprofit that's focused in on our should be at varying levels. So our ability to go into a different community that and help our members realize that this is kind of a you know, every community is unique, it has a special set of issues, we tend to look only at those people that we're trying to hire. But the fact is, there are people who might eventually become hireable, that we should maybe be adding some value to people who have disabilities, people who may have had some hard times, and then fundamentally can come back into the workforce. And I think that's part of how we have to give back in total. And so that's at one level another level, we want to be able to encourage recruiters to think beyond putting a body in a seat. And that fundamentally, they have a responsibility in the, in the community to to kind of engage and and kind of provide help to those people looki...
Gerry Crispin 0:00Cheers.
Shannon Pritchett 0:04That's a good wine.
Gerry Crispin 2:50Oh, yeah, I might be able to open this file.
Barb Ruess 2:55Twist your arm Gerry. twist your arm.
Chris Hoyt 2:58Gerry. I think because it is your 25th year of CareerXroads. You can you should absolutely open that bottle and celebrate.
Gerry Crispin 3:09I want to I want to make it 26
Chris Hoyt 3:13Yeah, cuz I'm with you in an evening insight as a senior drink a bottle? Yeah,
Barb Ruess 3:17I just gonna say anybody who has been to an actual after hours. Evening with Gerry would know that drinking a bottle is not unheard of.
Gerry Crispin 3:26No. But you know it. It takes time, whatever. And then of course, Shannon knows that we need to finish it off with a little white Russian or something like that by the end of the night.
Shannon Pritchett 3:40That's true. perfect thing to finish a night of drinking is a dairy nightcap. I always feel so great in the morning. But it's just
Chris Hoyt 3:52I just can't.
Barb Ruess 3:53I can't either. I do fall out of the white Russians at the end.
Shannon Pritchett 3:57I don't even know how that started. But we've been doing it pretty much every time.
Barb Ruess 4:03I think it's Gerry fault.
Chris Hoyt 4:04Gerry has a sweet tooth.
Gerry Crispin 4:05Probably my fault because I was looking for something that is a little more creamy. That would not upset my stomach. If I've been drinking too much, too much wine with too much acid.
Shannon Pritchett 4:17They're Good. Yeah, I love them.
Gerry Crispin 4:19It's always nice. It's a nice way to sip and and and tonight. You know, chat a little bit. I do miss
Shannon Pritchett 4:26We never just have one.
Gerry Crispin 4:28No, true. But I but I kind of missed that we should. We should have figured out some way to accomplish all of that at various points in time.
Chris Hoyt 4:39I have some half and half in the refrigerator. You want to wrap up with a uncork session with some half and half.
Barb Ruess 4:45Okay, there you go. That's what we're missing in the year the pandemic before we had with 24 and a half years of all these wonderful get togethers and nightcaps and then it came to a screeching halt in year 25.
Gerry Crispin 5:00Yeah, it's tough. But you know, we I do think that we've had lots of extraordinary conversations with people this year. So I think the pivot truly did allow for a continuation of what we were about in terms of doing all of that. So that's kind of cool.
Barb Ruess 5:18Yeah, I think so too. So Gerry, I got I got to ask 25 years ago, did you have any inkling of what this would look like today?
Gerry Crispin 5:30Yeah, a little?
Barb Ruess 5:31Yeah.
Chris Hoyt 5:34Of course, he did. Of course,
Barb Ruess 5:36Back in the day, so we had two meetings a year.
Gerry Crispin 5:40Well, we did, but we didn't do that two meetings a year until 2010.
Barb Ruess 5:46Correct. The first few years there were no meetings at all.
Gerry Crispin 5:48That we've we pivoted to, to do what we're doing now. What we did from 96 on was sell books. And consulting at three grand an hour.
Barb Ruess 6:07Right. And taught classes and whatever computer lab you could rent space in.
Gerry Crispin 6:12Yeah, we had one. We did. We did the computer labs with Cornell or, yeah, Cornell, their their New York facilities. They they found a computer lab across the street at the technology, New York City technology library had 25 computers online. The only place in new york city that had that. And there was only one other place we found and that was Ryder College in New Jersey also had a lab. That's really where we did our first one. But then we made the deal with Cornell. And we were doing that twice a, twice a month, five people each were paying 500 each person was paying 500 bucks. We're sold out for four or five years. Everybody paid 500 bucks. We got $250 per person.
Announcer 0:00Welcome to the CXR channel, our premier podcasts for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent we're glad you're here.
Chris Hoyt 0:23Hello, everybody, this is Chris Hoyt with CareerXroads, I am excited. We have kind of a special announcement today. And I'm kind of pretty excited about it. But I have with me, Barb Ruess, who is the VP of Marketing and all muscle at CareerXroads. So we're pretty excited to have you on Hi, Barb.
Barb Ruess 0:41Hi, Chris.
Chris Hoyt 0:43So, so Barb, I I'm dying to share the news, because with this is a project that has been in the works for quite some time. I think even you might agree even before we knew that this was what this was going to become.
Barb Ruess 0:59Yes.
Chris Hoyt 1:00But I I would like to bestow to you the honor of making the announcement. So why don't you tell everybody why you and I are on the podcast today.
Barb Ruess 1:10Oh, I'm so excited to officially announced the launch of the CXR Foundation.
Chris Hoyt 1:16Oh, my God,
Barb Ruess 1:17I know we should have like sound effects.
Chris Hoyt 1:21What's the six our foundation?
Barb Ruess 1:23I'm so glad you asked. I you know, I want to tell you, I think like many ideas across the board, not just with people involved in talent and recruiting. It probably came about over over a dinner at some point. And you're right, I think it started. It started with at a project level. And then we realized, Hey, wait a second, if we tie these community service projects that we were doing under CXR Cares if we tie things like the Recruiters Recruiting Recruiters efforts. If we tie these things together, we have the potential to really make an impact in the world of talent. And that's that's what the CXR Foundation is all about.
Chris Hoyt 2:02Yeah, I think it's my so let's back up a little bit because I had totally forgotten. I feel terrible. I had totally forgotten the true origin, right. We have an origin story. Like every superhero, we have an origin story. We were typically back in the days of traveling, we were typically going to our live meetings a day or two early to do a little team building. And that typically consisted of Gerry and I going to play around a golf.
Barb Ruess 2:27Yeah.
Chris Hoyt 2:28And then we would all gather together for dinner and talk about the next couple of days had the work that we needed to do any ideas, any last minute curveballs etc. But But somehow that that transmogrified into us believing that we could do not just work for the talent acquisition community, which is our mission. It's in our blood for CareerXroads, but something for the local communities in which we were we were being hosted, right?
Barb Ruess 2:55Yeah, yeah, I tell people that when we talk about community, we don't just talk as we like to walk that talk in as many ways as possible. I think it was an It was a natural fit. It was a it was an idea sparked, with a couple different conversations. And then, as often happens, once I get a hold of idea, I'm happy to figure out how to execute that idea. And then the next thing you know, instead of playing golf, we were stacking food pantry shelves and flipping beds and homeless shelters. And and we really got to see some sides of communities that we certainly would not have seen otherwise.
Chris Hoyt 3:30Oh, yeah. Yeah. I mean, the fun work we got to do under the umbrella of CXR Cares was and I think just the start, but that was like, really appreciate it. We had a number of members join. We In fact, we were so excited to do more of it this year, I'm literally sitting on 150 T-shirts, because of a T-shirt to everybody that would show up at the events. And of course, nobody's going anywhere. So the T-shirts,
Barb Ruess 3:55We should send those out and just have people start wearing them under meeting. But yeah,
Lean in as Nicole shares with Tara the importance of not only finding and navigating your voice in the space, but advocating for others that may not be able to.
Announcer 0:02You're listening to Moments That Matter, a special CXR podcast series, where leaders and telling professionals share their own experiences with varying aspects of discrimination and inequality. Hear on Moments That Matter, we are dedicated to creating connected conversations around specific moments. These are moments that matter.
Tara Amaral, Marshall McLennan 0:25My name is Tara Amaral and I'm thrilled to be a bit to be able to introduce Nicole Wormley who's going to be having a conversation with us about moments that mattered in her life. Nicole asked you to tell us a little bit about yourself. But she is currently the Senior Director of diversity and talent attraction, and university recruitment at Danaher Corporation. She's had a long life in talent acquisition and HR and she does identify as a black woman. So Nicole would like to introduce yourself. Nicole, you may be unmute.
Nicole Wormley, Danaher 1:06Thank you, Tara, for the introduction and I'm delighted to be a part of this moments that matter experience, I too, would like to take a bit of a step back when I when I reflected on the moment. And my my unapologetic way of being to your point, Tara, a black woman, I thought about my upbringing. And what I thought was okay, so I have, I was always taught respect, I was always taught, treat people the way you want to be treated. And I was empowered by a really, really strong set of parents that told me how wonderful and how awesome and how amazing I could be as a child, which was great. And I took all of that, and my, with my spunky self as a young adult, and then I graduate from college. And I go into my first recruiting organization. And while I'm not the only woman, I'm the only black woman, um, and I had the privilege of working at an office with a with a strong female who was the manager at the time. But I got to experience many big brand name companies at that time in 1994, requesting males for their assignments or for their roles, or requesting that people not come from, or candidates not be presented to them if they came from certain HBCUs because many of those schools were not accredited at the time. And I didn't say anything. I didn't say anything. Because while I was empowered and had all this energy from Mom and Dad, I'm the young youngest woman in the organization, and that voice just wasn't as powerful as you start off early in your career. So I vowed that if I ever had space, if I ever had decision making power, I would make sure that that was not the case, I would make sure that women have space and opportunity and access to organizations, I would make sure that HBCUs were debunked, because they were the managers at the time, if the organization did not challenge these clients, because these were paying clients, they just let it happen. So I said on my watch, that won't happen. So you fast forward to where I am today. And I am delighted to be able to be in a position where I get paid, and I have passion around the work that I'm doing. And whether I lead diversity attraction or not, I would be supporting diversity attraction, because it's the right thing to do. And I remember little young Nicole that didn't hadn't established her voice early on in her career that now she has a voice and she has a seat. And she's going to fight for women, and she's going to fight for black and brown kids.
Tara Amaral, Marshall McLennan 3:37So let me ask you, if you reflect on what happened when you first entered the workforce versus what's happening now? Have your tactics changed about when you see or feel something that's uncomfortable?
Nicole Wormley, Danaher 3:52Yes, the tactics and I would say the stakeholders change as well, I would say early on, it might have been clients and our customers that we're paying.
Chris Hoyt connects with eXpert Tease guest, Danielle Monaghan to talk about how Uber has retained Talent Acquisition talent during a time of reduced hiring and pandemic response.
Announcer 0:00Welcome to the CXR channel our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:17All right, everybody. Welcome to CXR's eXpert Tease. I'm Chris Hoyt, president of CareerXroads. And I am bringing to you a new segment of our podcast that that literally sits us down for just a few moments with industry leaders to talk about lessons they've learned their biggest victories, career challenges, that type of thing. The thing worth noting, of course, is that these are just about 15 minutes in duration, it is an expert tees. Now, as I mentioned, each of the discussions have a focused topic. These include things like D and AI challenges, retention, sourcing, leadership, even ethics in recruitment. So if you're with us live, we're encouraging everyone to add questions to the chat area of the broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we've the time. And then we'll move the rest of the conversation online to talent talks, which is an open and public exchange on the CXR website, when you can find that@www.cxr.works/talenttalks. So I'm pleased to address today's topic with industry friend, and the topic is talent retention. Now that is something that during a time of challenging economics, and workforce planning, and management is certainly top of mind for a lot of leaders. And so with me, is Danielle Monaghan, the VP of global talent, and mobility at Uber. Welcome, Danielle.
Danielle Monaghan, Uber 1:33Thank you.
Chris Hoyt 1:35Thanks for agreeing to be a guest on this week's eXpert Tease!
Danielle Monaghan, Uber 1:39Thank you for the invitation. I'm happy to be here.
Chris Hoyt 1:42So Danielle, what I'd like to ask you as a talent leader is is directly related to I think what so many other leaders are struggling with right now. And that's how to develop, retain, and even repurpose recruiting teams when recruitment hiring, slows down dramatically or even grinds to a halt. So do you have? Do you have some words of wisdom or some some experience that you'd like to share with the group with with regards to the topic?
Danielle Monaghan, Uber 2:09Yes, I definitely would love to share our experience, because as you can imagine, we we were in the thick of things, and we're still not, not all the way out. particularly given the the business that we're in, as you can imagine, the the rides business took a real hit for us globally with with no end in sight. Yet, the eats business absolutely soared. And then our freight business did did very well. And when COVID hit, we had a number of other businesses that we were building or experimenting with. And the company had to make some really, really tough trade offs, and decisions on what to stop, start and continue. And nobody knew when, when this would end the night. I don't think we do so. So so the tough decisions were made. And and it did mean that we were going to be a smaller company, and that we had to conduct layoffs. And so we had to also conduct layoffs in the TA team. But what we knew, and of course, what I know from 20 plus years of experience is the hiring will come back. It's very, very hard to rebuild hiring machines, if you have incredible talent, do whatever you can to keep that in incredible talent. But how do we keep them productive and engaged and happy in a time that we just don't know? What the next month or bring? So so what we did was we built a business case and with a few different hiring scenarios and hiring timelines, and then try to put some direct and indirect costs to this to show a case for rebuilding TA and what it would cost us and the...
In this episode, Tara shares with Melissa a few pivotal moments she had growing up in a multicultural neighborhood and the importance of understanding the community you are in.
Announcer 0:04You're listening to Moments That Matter, a special CXR podcast series, where leaders and telling professionals share their own experiences with varying aspects of discrimination and inequality. Hear on Moments That Matter, we are dedicated to creating connected conversations around specific moments. These are moments that matter.
Melissa Thompson, Nielsen 0:26Hello, everyone. I'm Melissa Thompson, and I'm the SVP of talent acquisition at Nielsen. I'm delighted to have this quick chat with Tara Amaral, who's the Global Head of talent at MMC. Tara and I are taking part in quick conversations for this CSR sponsored series called moments that matter where leaders connect to share an instance in their lives where they have experienced or witnessed discrimination or inequality, and have the realization that something in their lives or work environments needed to change, basically, a pivotal moment that matters to them. So Tara, can you share a little bit about yourself, and then tell us about a moment that you've decided mattered to you?
Tara Amaral, Marshall McLennan 1:12Thanks, Listen, it's a pleasure to chat with you today. And all the other CXR members. So I just back up a little bit, because I think I was very naive when I entered the workforce. I am one of three children. And if you believe in birth order theory, I'm in the middle surrounded by two brothers. And we're very close in age, there's three years between the three of us. My mother who did not work, but manage the household incredibly well. She never raised us with gender differences of I'm happy to say that I was fired from doing the laundry because I didn't do it well enough and it was passed on to one of my brothers who's much more meticulous than I am. And so you know, growing up, we all learn to do the same things. We learned how to plaster we learned how to cook, we learn how to do the laundry, you know, we had equal shared responsibility. And so when I went to college, and in high school in college, I never really thought about it because it wasn't part of how I grew up. But you know, earlier in life, it did come to light. The other thing I would say is I grew up originally in Queens in a very multicultural neighborhood. And so I also didn't think much about having people with different backgrounds as part of my life. We lived on a street in Queens that was integrated. We didn't even use the word integrated because it was just life. And then at some point, we moved from the Queens to the east end of Long Island, which was not integrated back in the 70s. And I had some pretty crazy realizations that I clearly had different thoughts and other people, some of which stick with me today. And and my friends remember a some some of you on the call. No, I mean, once I was beaten up because I defended somebody who was black. And I was like 12, and my mother stormed into the school because I was the one being expelled. And my mother was adamant how, why is she being expelled, she's, you know, sticking up for somebody who was being undermined. And that sticks with me in a lot of things. Because I heard something, I did something. I was not in good shape after this, I got my I guess, punch very much. But you know, it was one of those experiences that I remember coming home and I said, I don't get it. Like Why didn't anybody else stand up. But it wasn't a very integrated community at the time. And when I talked about it with my parents, it was one of those things where like, I don't get it. And I think that, that and some other things that my parents did, when we were much younger, that were just part of our life. It is really how I approached living and life. And you know, I think it's knowingly impacted why when somebody says you can't do something, I'm like,
Chris Hoyt connects with Stephen Rothberg of CollegeRecruiter.com to talk about how the pandemic has impacted college events and how virtual events are better targeted at middle-of-the-funnel candidates.
Announcer 0:00Welcome to the CXR channel, our premier podcasts for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:15All right, everybody, welcome to CXR eXpert Tease. I'm Chris Hoyt president of CareerXroads, and I'm bringing to you a new segment of our podcast that sits us down for just a few moments with industry leaders to talk about lessons they've learned their biggest victories most difficult failures, or just to walk us through step by step how to do something challenging or interesting within our space. Now, the thing worth noting is that these are just about 15 minutes in durations they are an expert tease. So as I mentioned, each of the discussions have focused topics or subjects that were voted on by the talent industry in a CXR conducted a survey that came out earlier this year. So these were areas that multinational recruitment leaders said we're big concerns for them, and that they wanted to talk about so this included things like DE&I topics, recruiting automation, the old buy versus build challenge, ethics, back to workplace challenges, sourcing, so on, and so on, and so on. So, if you're with us live, we're going to encourage everyone to add questions to the chat area of our broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we've got the time. And then we'll move the rest of the conversations online to the talent talks open and public exchange and you can find that at www.cxr.works/talent talks. So we'll get on with it. I'm pleased to address today's topic of college recruiting focus, right. And I'm pretty excited because we've got none other than longtime industry friend, Steven Rothberg. Steven is the founder of College Recruiter which believes every student and recent graduate deserves an amazing career. College Recruiter is a job search site for those who don't know, and it's used by about two and a half million students. I think I got that right, Steven, and recent grads a year to find part time seasonal internship and entry level jobs. Hi, Steven.
Steven Rothberg, College Recruiter 2:03Hey, Chris, great to be with you.
Chris Hoyt 2:05Thanks. So thanks for taking the time to be our guest on this expertise. Now, the topic of course, and you and I sort of touched base on this before, but it's about increasing campus. And student engagement during a time when in person recruiting for early career and interns is is nearly impossible. And what's fascinating to me is that we've had a number of our members come in, in some meetings this year, and who have said that, surprisingly, the virtual approach and what they've had to do from an internship standpoint due to the pandemic has been wildly successful for them. And that's kind of what got us talking to you about what's coming up what's ahead and what we should know. So my question to you is, what do you want to share with our listeners about introducing and managing an employer's brand? And how that's been turned upside down with events and virtual career fairs now?
Steven Rothberg, College Recruiter 2:55Yeah, yeah. Thanks. So, you know, traditionally, college and university recruiting has been done almost exclusively by large organizations, fortune 1000. Companies, government agencies, and other employers that are hiring at scale. Some of them are b2c, you know, with Apple, Google, Facebook, whatever go on campus, the students all know those brands. And the organizations don't need to tell the students what Google does, for example, a lot of them are our B2B, business to business, or B2G business to government. And those brands definitely do,
Announcer 0:00Welcome to the CXR channel our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt, CXR 0:45Alright, welcome to CXR's eXpert Tease. I'm Chris Hoyt president of CareerXroads and I'm bringing to you a new fast paced delivery of hot topics with industry leaders, and experts. Each week, we're actually hosting a guest who will share with us lessons they've learned their biggest victories or failures, or walk us through step by step how to actually accomplish something challenging within our space. Now, the kicker is that these are just a 15 minute talk a teaser with an expert in the field of the topic of choice. Now, each of the discussions has a focus on topics or subjects that were voted on by industry leaders via a CXR survey that was conducted earlier in the year now, these were areas that multinational recruitment leader said were big concerns for them, moving forward into 2021, those covered DE&I, ethics, automation, college recruiting budget challenges, etc, etc. So we'd encourage everyone to add questions to the chat area of our live broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we've got the time. And then we'll move the rest of the conversation online to talent talks open and public exchanging you'll find that @www.cxr.works/talenttalks. So I am pleased to address excuse me today's topic of recruiting and automation with none other than Aaron Matos. Now, Aaron is the CEO of Paradox.ai. And essentially, they deliver an AI assistant that helps recruiting teams by automating things like lead gen screening, scheduling, and I think even applicant q&a. Paradox has been around since 2016. But Aaron, I think you and I go all the way back to your days of when you were founding or when you found it. And you were running jogging comm in like 2000. Yeah,
Aaron Matos, Paradox 2:46Yep. It's been a while.
Chris Hoyt, CXR 2:47Yeah, well, thank you for taking the time to be our guest on this expertise. The topic, of course, is recruiting automation, and more specifically, what you have learned about automation and yourself really, since taking to task automation with industry. So the question, I guess that just comes down to what big takeaways you've actually learned, what would you tell your younger self about recruiting automation and AI? If you could go back to 2015? Before Paradox.
Aaron Matos, Paradox 3:16That's awesome. Thanks, Chris. Thanks, Gerry, Shannon, Barb, everyone for for having us here. Um, I've been in the space a long time. And I think I think that question, I have to go back to my, what my younger self was and who, who I was and what drove me. And the interesting thing is, I'm a practitioner at heart and got into I got into HR because I was working full time through college and got my degree in HR, because I always felt if you got the people thing, right, you could build great teams. And so I just got obsessed with this team thing and recruiting, recruiting and training and coming my passion. Because if you got that stuff, right, you could build great organizations. And I think early in my career, when I when we launched jobbing in 2000, I thought it was late to the internet, obviously not late to the internet. It felt like it at the time, we grew that business tremendously. But I've always been kind of committed to this idea of first, it's all about great people, like the people come first. And it was also always passionate about what I like to call the art of recruiting. And so I didn't want technology to really get in the I'll call it get in the way of the art which to me The art is, you know, Gerry determining that Shannon's the right person for the team. And and all that goes into that because I've always just thought that there's so much nuance that goes into that when y...
Chris Hoyt 0:00Yes we hit record before we open the bottle we're net we're now recording You're welcome open bottle
Gerry Crispin 0:05Recording is going to trigger that then yeah.
Announcer 0:09Welcome to CareerXroads Uncorked a series of member chats inspired by good drinks and current talent acquisition trends your hosts Chris Hoyt and Gerry Crispin, break down today's recruiting headlines while reviewing a select beverage of choice with industry leaders and influencers. Join us for a drink and conversation.
Chris Hoyt 0:33Alright so you got Chris Hoyt and Gerry Crispin from CXR and on the line and we have with us for today's Uncorked Rob Daugherty. Rob, how are you?
Rob Daugherty, Lowes 0:41I'm doing awesome, man. It's a living the life in North Carolina these days with with Lowe's.
Chris Hoyt 0:49Yeah and how long have you been at Lowe's?
Rob Daugherty, Lowes 0:50I started I think the last day of January. So January 31, was my first day. So it's been a heck of an introduction. When you look at, you know, the the book, the first 90 days, mind's been nothing like that. So throw in. See on on about week four, there was a ski accident which led to shoulder surgery right in the middle of COVID. With civil unrest, it's been a hell of an 8 monghts
Chris Hoyt 1:17Oh, my God, it's been a year I'm ready for 2020 to go home.
Rob Daugherty, Lowes 1:20Yes,
Gerry Crispin 1:22I am, too. But on the other hand, I will say for 2020 if I pick the one person who made the most appropriate move, or for a COVID that had not yet become evident, as opposed to the middle of COVID, I nominate you as being you know, right up there at the top to have left airlines that that you know, is not going to be working a hell of a lot in COVID for her for a place that's going to, you know, have some interesting challenges to how they are going to operate totally differently, but are are certainly going to be important for how people handle COVID it's, I couldn't imagine a more perfect segue, if you will, to to survival. So I think that was fabulous.
Rob Daugherty, Lowes 2:17Yeah, I tell you what, by by the time I finished this bottle, I will have told you I had the insight that this was going to happen and the airlines are crashed and Lowe's is an essential employer with an essential business would completely take off but I really haven't started yet. I'll I can't tell that story. So it was it was definitely you know, those those the things and choices you make it at certain times you don't quite know how they're gonna get a turnout. And this is certainly been a been a blessing and certainly excited to to be here.
Chris Hoyt 2:49Well, I have a. Oh, go ahead Gerry
Gerry Crispin 2:52I was just gonna say how do you handle the back and forth with family because you still have a house in Dallas, right?
Rob Daugherty, Lowes 2:58Yes, I do about Yeah. So you know, still a very loyal customer now of American Airlines. So so back and forth. They come out here there's a lot of FaceTime. You know, so we were figuring it out, you know, during the kind of COVID times I spent a lot of time back in Dallas and we're still working remote for the most part here at Lowe's so it's you know, with the kids kind of doing remote school that's been you know, that's been a make it a little bit easier to where they can come out here and and vice versa.
Chris Hoyt 3:35Well, it took me as you as you probably saw it took me five good minutes to get into this bottle. I was
Rob Daugherty, Lowes 3:41wondering, I was wondering if you had a cork issue or what was happening over there?
Chris Hoyt 3:45I had this bottle is probably the most difficult or I'm just that thirsty? The most difficult bottle for me to get into so our theme Rob what kind of wine did you pick?
Rob Daugherty, Lowes 3:54Yes, so you know our good friends over at E&J Gallo and Ryan Cook and the the ultimate of ultimate hosts to I don't know how any CXR client could ever top ...
In our fourth episode in this special series of interviews where we have challenging and personal conversations with professionals who have experienced moments of prejudice or discrimination, Carmen Hudson takes the mic to Melissa Thompson to discuss social stigma.
Announcer 0:02You're listening to Moments That Matter a special CXR podcast series where leaders and talent professionals share their own experiences with varying aspects of discrimination and inequality here on Moments That Matter, we are dedicated to creating connected conversations around specific moments. These are moments that matter.
Carmen Hudson, Recruiting Toolbox 0:24So I will start with just a little bit of an introduction to Melissa, just who you are, where you are, and what you currently do.
Melissa Thompson, Nielsen 0:33Yes. Melissa Thompson, I am the SVP of talent acquisition at Nielsen Media. I've been in this role for a little less than a year. And it has been an interesting journey in the year that is 2020
Carmen Hudson, Recruiting Toolbox 0:472020 is more than an interesting year. So yeah, let's just dive dive into that. My name is Carmen Hudson, by the way, and I am a former member of the colloquium, I have gone over to the dark side, however, becoming a vendor, but I still retained just a huge fandom for the colloquium. And so what I love to do since today, we're really just kind of digging into a little bit around Black Lives Matter and our own sort of history and relationship to that and I think, Melissa, you'd be fine with me sharing that you are a black woman, and I'm a black woman. So let's just dive into I think my first question is, really, when were you first aware as an HR professional, that race really presented some challenges for most of corporate America?
Melissa Thompson, Nielsen 1:44You know, I usually point to two things. One was when I was in graduate school, I was in a marketing class. And we were talking about The Cosby Show, which, you know, for those who may be younger, and don't know The Cosby Show, it's an African American family. The father is a doctor, the mother is a lawyer. There are either four or five children, but they're, they're in a fluid family, they're very well to do. And as we were having this roundtable discussion about The Cosby Show, someone said, well, it's not even realistic. Like, why do people even watch that? There aren't families like that? And I was like, so my dad is a doctor…
Carmen Hudson, Recruiting Toolbox 2:27Right?
Melissa Thompson, Nielsen 2:28My mom is an accounting professional. And there are four children. My older brother is in med school, here I am getting my MBA, and they were like, Wow, really? So the revelation for me that people thought that such a thing did not exist, was sort of one of those things like, wow, wow. And this would have been in the late 80s, when I realized it just aged myself, but whatever.
Carmen Hudson, Recruiting Toolbox 2:55We were doing such a great job, but I'm right there with you in watching The Cosby Show, not coming from a family like that. But still being aware that there are people like that, and that is the sort of realm to which I aspire to at the time. And so just thinking about just just really thinking about how we are introduced to the world, and how people view us is really interesting.
Melissa Thompson, Nielsen 3:23Yeah.
Carmen Hudson, Recruiting Toolbox 3:24So I would love to kind of dive into how you were introduced to the world in which you now you are, you know, at the very top of your profession.
Melissa Thompson, Nielsen 3:36Yeah.
Carmen Hudson, Recruiting Toolbox 3:36And how do you how does that play out being a black woman?
Melissa Thompson, Nielsen 3:39You know, what's interesting, and you know, everyone always talks about the glass ceiling. And it's funny, because when you hit it, you can feel it, you know that other people that were on the same level as you have suddenly just motored by you.
Announcer 0:01Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Chris Hoyt 0:25Alright everybody, welcome to CXR's expertise. I'm Chris white president CareerXroads, I am bringing to you this rapid fire delivery of industry leaders and experts. Now the idea is, each week we're going to host a guest who will share with us lessons that they've learned their biggest victory failures, or walk us through step by step how to do something challenging in our space. So the kicker is that this is just a 15 minute, hence the tease aspect of the segment title expert tees expertise, you see what we did there. Now, each of the sessions will have a focus topic topics that were voted on by the industry in a survey CareerXroads did earlier in the year. These were areas that leader said were big concerns for them moving forward into 2021, for instance, college recruiting automation, DE&I, ethics, etc. It goes on and on. So we encourage everyone to add questions to the chat area of our broadcast throughout our talk. And at the end of the segment, we'll take a question or two if you've got them. And if we've got the time. And then we'll move the rest of the conversation online to the new talent talks open and public exchange you'll find at www.cxr.works/talenttalks. So today, I am excited to kick off the weekly series with the topic of Diversity, Equity and Inclusion specifically on the challenge of increasing female representation in leadership roles. And to do that we have invited Terra Doyle, the people and culture leader at Roche, and who we've been friends with for quite some time. So Terra, welcome. And thank you for being our first guest.
Terra Doyle, Roche 2:03I'm excited to be here. Thank you for having me.
Chris Hoyt 2:06So, so talk to us about why and how Roche has taken up a banner and sort of pushed forward to put more women into key leadership roles.
Terra Doyle, Roche 2:16Yeah, absolutely. And, you know, the journey started quite a while ago, even prior to me joining the organization. So if you look back in 2011, they took a hard look at what they deemed to be their senior leadership, which for us is Director level and above. And just wanted to take a look at the representation. They just they didn't feel that they really had exactly what they're looking for, in terms of spirited discussion and an outside in perspective and things that come when you have diverse pools of talent role. At that time, sadly, our senior level leadership for a few more representation was at 11%, which is incredibly low. Since that time, of course, a lot of factors have come into play. And I'll talk to you about what those events. But now very proud that as of last year, we ended at 38% of our senior leader levels. And if you really even now take a look at top down. So the most executive level, which still hovers over 30%, you know, minus one, we're close to 50%. So it's been a substantial journey in stride, and the right way to go. And the really cool part is about you know, these kind of focus areas and elements, they can be taken really more broadly across all areas of diversity, right, you talk about all sorts of whether it's veteran hiring or, or people of color, but it really conceptually they apply across all groups. But it was something that they took a look and said, hey, look, we want to make a focused effort, we're going to focus in these key pillars, it has been a journey and will continue to be something that we focus on.
So if I mean, I'll go ahead and get started by maybe just sharing some of the things that we found that were really important, we all put them in three main pillars or categories. The first is commitment from the business because you just you can't get anywhere, if you don't actually have buy into what your strategy...
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Gerry Crispin 0:20I'm here with Carmen Hudson, who currently is just an extraordinary trainer and entrepreneur and just a friend. But once she's, you know, once she was a member many, many, many years ago, I think, I think, um, you were with Microsoft when I met you, but I know because I know you had a previous gig at Amazon. But I think it was when you were Microsoft.
Carmen Hudson, Recruiting Toolbox 0:53I think I will actually, I was aware of you pre Amazon.
Gerry Crispin 0:59Got it was
Carmen Hudson, Recruiting Toolbox 0:59With Capital One.
Gerry Crispin 1:02Oh, wow.
Carmen Hudson, Recruiting Toolbox 1:02Yes. And I think you did. You knew you guys did? And that wasn't you and Chris. Yeah, what's you and Mark, and you did a an event somewhere in Florida. And I went, I was working for Capital One. Ah, and that was my first you probably, I was just one of many of the crowd. So you probably didn't even know me. But I knew of you? And then didn't get to formally meet you until, ah, Microsoft.
Gerry Crispin 1:34That's cool. Yeah, probably, you and you, you know, kind of hung out, we hung out really, across a lot of different years. And I do one of the things that I remember most about you, because you always were always they're always present able to articulate really interesting ideas and insights about where you were into what you were trying to do. But the one time I remember you the most was, and I think somehow I think it was with Yahoo. It might might have been Yahoo, or it might have been Starbucks. But what I remember most is that you. You were talking about Twitter, this this really weird thing that had just been created. And you're already talking about recruiting on it, and I'm going, What the hell are you talking about? What that that sounds like the weirdest thing in the world to me. Why would you know, how could you possibly recruit with that? And I think you said something like, well, I just I just show up. And maybe it was Starbucks. I just show up on campus. I go to a Starbucks, and I let everybody in that in that college know, that, that I'm there and people show up. And I'm you know, I'm recruiting outside of the, you know, the campus or something. It was those kinds of things.
Carmen Hudson, Recruiting Toolbox 3:08That that was that sounds like that was either? Probably, uh, I think that that had to be it had to be a Yahoo. That sounds like that was around that time. Probably. I just probably made it to Yahoo. And yeah, that's just because by that time, remember, I just would have my CareerXroads membership written into my offer letter.
Gerry Crispin 3:32Yeah. I love that. You were you were a member in three or four different at least four different organizations that over the time until, of course, you went to the dark side. Left talent acquisition totally said, You know what? Maybe I could make a living some other way that are fun for you.
Carmen Hudson, Recruiting Toolbox 3:53Yeah,
Gerry Crispin 3:54I've been How long have you been on your own? Um, I have, you know, with, you know, recruiting toolbox. Anything else?
Carmen Hudson, Recruiting Toolbox 4:05I think I left Yahoo in 2004-2003.
Gerry Crispin 4:14Wow.
Carmen Hudson, Recruiting Toolbox 4:15Yeah, it's been a while.
Gerry Crispin 4:18It's been a good while.
Carmen Hudson, Recruiting Toolbox 4:19It's been a good one. No, no, I take that back. I left Yahoo in 2010
Gerry Crispin 4:24
Okay, that makes sense. Yeah, yeah. Okay. 10 years. You can never go back. Could you?
Carmen Hudson, Recruiting Toolbox 4:32I couldn't. I've even said okay, I'll try and then I have a conversation. I just started telling people the way that it should be.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Gerry Crispin 0:20So we're now recording, and I'm with Tara Amaral, from Marshall McLennan companies. And Tara and I go back, actually to just about the beginning of CareerXroads. Do you remember when we first we first got involved?
Tara Amaral, Marshall McLennan 0:39I think it was before y2k
Gerry Crispin 0:44I think it was two i think i think we met way back when I think there was some something you were doing with was a chase, I think you were were you at chase in that time
Tara Amaral, Marshall McLennan 0:56I was at Chase, we were building our first internet site. And you and I are on a Sherm panel on workforce planning,
Gerry Crispin 1:06oh, my God, boy, back to a long, long time ago, in the 1990s. And that was really before we pivoted, we were still doing consulting work. And I know Mark and I were primarily talking to people about their websites. And so we would, companies would have us come in, and we would have pretended that we were candidates. And so we would we would apply to jobs in those companies, and then compare them to similar companies, and talk to them about how screwed up their website was that sort of thing.
Tara Amaral, Marshall McLennan 1:47And yeah, Gerry, I don't know if you remember, but two things. This is when we had to convince the firm at the time that everybody needed an email address. So that's how old I am. And I want to say it was like, Tony Bada Bing was who you introduced yourself as
Gerry Crispin 2:05Yes. Yes. We then met Yes, we did mystery shopping for the hundred best companies in America to work for. And we did it under assumed names. And our first one was, what was it? I can't remember the guys name, but it was like that Bada Bing. And, and, and, and he got into the wall street journal. And we were accused by some president of the Association of Italian families of some kind of bias. And, you know, so we, we got it a little bit of trouble from that. And so after that, it was all cartoon characters, like Santa Claus, you know. So, so yeah, that was that was a lot of fun. And then I remember, when we pivoted, and we started the colloquium, you were one of the first members of the colloquium. And you were, you were with Chase, and you were working on either their first or their very first real website.
Tara Amaral, Marshall McLennan 3:10Yeah, it was it was in concert with being building website and an internal job board, which they still actually called job Connect today. I heard the other day. And it was when we were replatformming from small Lotus Notes databases to the first enterprise wide applicant tracking system. And at the time, we, they were with delay. Oh, I don't know who they're with now.
Gerry Crispin 3:35Yeah, that was, that was certainly a long time ago. And I remember, I remember how excited you were when you finally got this, this website together. And we're very proudly sharing that in in the cloak that people are going, oh, wow, look at that. I suspect that today, we probably look at it we go, Oh, my God, how primitive. But yeah, it was very cool.
Tara Amaral, Marshall McLennan 4:01It was very cool. And I can't take credit for there's a young guy Ben Lavalick I think his name was he actually spearheaded it. And it was it was quite revolutionary for the time. But again, a lot of it had to do with, will people come? You know, getting rid of paper applications, a lot of things that were kind of tried and true. And, and, you know, they're still using a lot of that we're all using a lot of those same principles today. So it was a big shift for the industry.
Gerry Crispin 4:30I think it was interesting. I think the one thing that reminds me I mean,
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.
Gerry Crispin 0:21I'm not gonna ask you any hard questions. So this is you and me. So Kelly Cartwright at Amazon. Not representing Amazon, just representing Kelly Cartwright because she and I have been around for a while, although you were much, much, much, much younger.
Kelly Cartwright, Amazon 0:43Back then
Gerry Crispin 0:45In fact, when did we would you know, the year? When were you in that crazy startup?
Kelly Cartwright, Amazon 0:53I'm going to say 2000?
Gerry Crispin 0:59It had to be that or a little before a little after you were you were, you seem to be leading the damn thing. Yeah, at the time, because nobody else really knew what the hell they were doing. If I recall, it was a referral related product. Is that accurate?
Kelly Cartwright, Amazon 1:19It was it was that that generation one of the referral automation products, remember a referral networks refer.com. And then that the place I worked with called career rewards. And based on my quick look on LinkedIn, I was there in 2001, to 2002.
Gerry Crispin 1:41Okay, so that's, that was the beginning, actually, of us pivoting to a colloquium approach. And, and obviously, we're still doing some consulting. Because I think we came in and did some consulting with you guys, for a day we did.
Kelly Cartwright, Amazon 1:59That's how we met, I asked you and Mark to come in and talk to the board to try to talk some sense into them, because we were making basically making a recommendation to aggressively pursue sale of either the business or the technology assets based on sort of what was going on in the market at that time. So..
Gerry Crispin 2:20And that's, that's kind of what we were about. At the time, we we obviously had gotten a lot of visibility, and we're doing not only consulting there, but with various companies. But it was always chasing that and and we were we were looking for that next thing where we could not have to chase money, but really focus in on having a group of people that were trying to improve what was going on. So I found that kind of fascinating. And I remember the years then that you continued to operate at very in various companies. You I would see you regularly at a at a conference. And as I move by, you would always go Gerry, What's my name? Do you remember that?
Kelly Cartwright, Amazon 3:16I do I do.
Gerry Crispin 3:18I think I think you did that a number of times before I go. Geez, I better remember her name before giving me shit all the time.
Kelly Cartwright, Amazon 3:28I did. I used to purposefully, you know, kind of give you a little like poke and say, Gerry, come on. You must remember me don't you remember the gig we did?
Gerry Crispin 3:38Yeah, it all came back to me, obviously. But my mental faculties were somewhat still are. They still are so so I've seen a lot of your your folks at Amazon, we've had a number of folks participating recently in colloquium and and really appreciate their their participation and involvement. It's really, it's really been good. I keep telling them. So you need to go back and tell Kelly and or whoever is your boss, what you're getting out of this. So, so anyhow, it's kind of a, it's kind of a fascinating shift to pivot to zoom, in effect is what we've done. And instead of a day and a half meeting every month, we're now doing almost two to three meetings a week, on some subject or another. So there's just and we're getting as, you know, 40-50, whatever, people coming from our membership, and the questions and the engagement is fully on. kind of fascinating. I I think more and more right now. people, if they choose to come to a meeting, you see them and they're, they're kind of fully engaged.
Kelly Cartwright,
Sit back and listen as William Wiggins leans in and gets Carmen Hudson to share her experiences with inequality and racism in a way that only a life partner could.
Announcer 0:02You're listening to Moments That Matter. A special CXR podcast series where leaders and talent professionals share their own experiences with varying aspects of discrimination and inequality. Here on Moments That Matter, we are dedicated to creating connected conversations around specific moments. These are moments that matter.
William Wiggins, Virginia Mason Medical Center 0:26Good afternoon everyone, this is William Wiggins, coming to you from CareerXroads. In our series, that we're called Moments That Matter. moments that matter are experiences that we're communicating to our public that have been recorded or remembered by black, brown and people of diversity, where they first experienced, we're calling it woke moments in the workplace, it would be an experience that they've had, or something that they have had done to them or set them where they realize, hmm, not in Kansas anymore. And my experience is very different from that of the people that I work with. I interviewed just three weeks ago, Shelia Grey from quadron. And we had a really, really good conversation about moments that matter, I hope you tuned in. And I hope you enjoy what we have to say. And this week, I have the pleasure of interviewing my wife, Carmen Hudson, who has experienced many moments that matter as well. I'm hoping that this will be a good and fruitful interview for everyone, because Carmen and I have been together for 25 years. And we have experienced each other's moments that matter. She's been there when I've come home cursing or almost in tears, about things that have happened to me and I have been there for her as well. And so today, I hope you enjoy what we have to say and more importantly, I hope that you can gather, get something from what we have to say. And perhaps it might impact your experience in your workplace and how you treat people that are working alongside you. Welcome, Carmen
Carmen Hudson, Recruiting Toolbox 2:05How are you?
William Wiggins, Virginia Mason Medical Center 2:06I'm doing well.
Carmen Hudson, Recruiting Toolbox 2:08How are you in the other room?
William Wiggins, Virginia Mason Medical Center 2:11I'm doing well.
Carmen Hudson, Recruiting Toolbox 2:13That's good.
William Wiggins, Virginia Mason Medical Center 2:14Okay,
Carmen Hudson, Recruiting Toolbox 2:15This is funny. I'm ready
William Wiggins, Virginia Mason Medical Center 2:18Let's get started. I want you to. I probably know every moment that matters that you've had, you know, all the moments that matter that I've had, but I want you to give us an instance when you were in the workplace. I think I know a couple but I want to hear from you, I want you to give us an incident where you first realized that this is going to be a struggle. Give us a story something that is your unique experience where you you it was a woke moment for you woke in terms of them. When I say woke, woke in terms of you realize, like I said you're not in Kansas anymore, my experience is going to be very different here than someone else's experience is going to be. And I'd like to hear from you what that is or what those are.
Carmen Hudson, Recruiting Toolbox 3:05I think for me, my very first, or at least the first woke moment that I remember, was probably after college, and I moved from Detroit to Chicago went to school, in outside of Chicago, then I moved home for a little bit and then I moved back and I was excited to move back and start my life as an adult. And I partied, of course and use up all my money until very last moment. So I had to go and get a temp job. That's that's where it started. So I went to my my temp assignment, I signed up and I gotten an assignment. I'm very excited because I got to my first assignment was at an architectural firm,
Glenn Gutmacher and Gerry chat about the evolution of search over decades while catching up on what's happening today.
Glenn Gutmacher and Gerry chat about the evolution of search over decades while catching up on what's happening today.
Tune in for our second episode in this special series of interviews where we have challenging and personal conversations with professionals who have experienced moments of prejudice or discrimination. In this episode, Shelia Gray takes the mic to William Wiggins where he shares a few instances of his own challenges and how he's reacted and learned through the years as a black professional in Human Resources. Some of his stories may surprise you - especially when you learn how recent they took place.
Tune in for our second episode in this special series of interviews where we have challenging and personal conversations with professionals who have experienced moments of prejudice or discrimination. In this episode, Shelia Gray takes the mic to William Wiggins where he shares a few instances of his own challenges and how he's reacted and learned through the years as a black professional in Human Resources. Some of his stories may surprise you - especially when you learn how recent they took place.
Gerry grabs some time with Brad Cook who shares some fun anecdotes and his thoughts on a few decades of recruiting industry experience.
Chris connects with Kristen Weirick to talk about 25 years of CXR, being "fans" before they were "members", the "cat in the hat", and favorite CXR memories.
Gerry takes some time to talk about "the old days" as CareerXroads enters its 25th year - many of those years, where Cathy was a CXR member!
A new and special podcast series where leaders and talent professionals share their own experiences with varying aspects of discrimination and inequality. Here we’re dedicated to creating dedicated conversations around those specific moments – the moments that matter.
Shelia Gray, Quadient 0:21I did two virtual conferences this week the one that I spoke at was okay, because because they did an avatar and you actually went into a room, you got to choose your spot and stand where you wanted to look at the screen or going third. That was an interesting conference,
Chris Hoyt 0:42But I want to talk about the logistics that I would pick the avatar with …
Shelia Gray, Quadient 0:44Oh my gosh, it was so cool
Chris Hoyt 0:46With the biggest giant head. And then if I got to pick where I could stand, I was standing the very front.
Shelia Gray, Quadient 0:52Mine, you couldn’t be a person of color. So when I would choose my avatar, the hairstyles With a ponytail a high ponytail, and then when you chose the skin tell it color it only did your face not your neck or your hands. It was weird thing on there. And then your clothes. I gotta wear some tight jeans and some sneakers. So I was like, Oh yeah, okay, we’ll call it
Chris Hoyt 1:16I haven’t worn pants and months.
Shelia Gray, Quadient 1:19Not long pants.
Chris Hoyt 1:22Alright, so look, I have with me, Shelia Gray. Shelia, you have been a force, you’re one of my favorite people in our industry space. I have known you I always try to figure this out. Because, you know, I think we take for granted the time that we spent in the space at the time that we travel, you know, for those of us who were power travelers for so long and who just you know, bumped into each other in Ireland or Amsterdam or where all the other places we might have been? I want to say it’s probably been seven years, eight years that we’ve known each other.
Shelia Gray, Quadient 1:55Oh gosh. Um, I think I met you I may have met you before, but I met you at a CareerXroads meeting in New Jersey. I think it was BASF
Chris Hoyt 2:08Operations.
Shelia Gray, Quadient 2:10It was the first operations meetings when I met you. I was with Mark and Jerry a lot longer than that. But I think that’s the first time I met you.
Chris Hoyt 2:19Yeah, maybe so yeah, in fact. I don’t I think that was summer. It would have been roughly
Shelia Gray, Quadient 2:26Summer or spring.
Chris Hoyt 2:27Yeah, yeah, I remember that. Absolutely. Remember that. In fact, that was one of the meetings where I was sitting, I was sort of more of an observer than I was a participant that day.
Shelia Gray, Quadient 2:37Yes.
Chris Hoyt 2:38Was one of the final meetings before I was making the final decision if I wanted to buy half.
Shelia Gray, Quadient 2:42Oh, it was okay. Yes, that was the first that was a really good meeting. That was my that was the first operations meeting. And so I don’t want to say we went off on tangents, but we covered a lot of stuff in that meeting. We did everything from recruiter performance to technology, and we covered the gamut and called it operations. It may have been one of those meetings where as a result, we did an we’ve now started doing subsets of that meeting, because I don’t remember us doing a technology meeting before.
Chris Hoyt 3:13Right? That’s what we did
Shelia Gray, Quadient 3:14Subsets. Yeah.
Chris Hoyt 3:15Yeah, it’s fine because we carry the operations piece. And sometimes I think it acts as a catch all.
Shelia Gray, Quadient 3:21Yes,
Chris Hoyt 3:22But we’ve pulled other pieces out full blown meetings and disciplines and now we do technology showcases that came out of that. Yeah, that was pivotal.
Shelia Gray, Quadient 3:29You know, it’s funny, because as a result of that meeting, I really saw like, when organizations asked me what’s the bare What are those job families with those jobs, you got to have in TA I used to say, you know,
Join Chris Hoyt in this first of a special series of interviews where he connects with Shelia Gray of Quadient. Gray shares her "moment" where she realized that something had to change in regards to equality and equity within her personal world and on her career path.
Gerry Crispin takes some time to ask Chris Hoyt, CXR President, some unscripted and personal questions so that we learn a little more about the man behind the microphone.
Learn a little bit more about one of our favorite recruiting industry personalities, our own Shannon Pritchett.
Tune in and relax while we grab a little time and get to know Gerry Crispin, founder of CareerXroads, a little better.
CareerXroads pulls together leaders from around the world to touchbase on open challenges in a time of the Coronavirus pandemic and rising social tensions around the world.
CXR catches up on it's regularly scheduled call with talent leaders throughout North America to talk about what's keeping them up at night with regards to the pandemic, employee health and wellbeing, and productivity within their organizations.
Gerry checks in with Maren Hogan, CEO of Red Branch Media, to talk about how she formed her now 30+ strong small business that has a large impact for companies within the HR and Talent space. She also shares why she and her entire team leaned (way) in and agreed to be the marketing and communications arm on the new project, RecruitersRecruitingRecruiters.com. Learn how she's thinking about changing the world and how some of the ripples from this wave of work at home mandates will impact employer brand, marketing, digital learning, conferences, hugging, and employee and candidate engagement.
In this regularly scheduled CXR Community webinar, the discussion turns to how we prepare for a return to business.
Gerry catches up and speaks with Megan Furlano, Vice President of Global Talent Acquisition at Arlo Group. This quick round of Up neXt shares what's top of mind for Furlano and how things are working within her organization and global teams.
Chris Hoyt wraps up Monday with a cold drink as he connects with friend and industry leader, Brad Cook, of Intuitive Surgical. In this segment learn why Brad was so passionate about being involved and helping to lead the RecruitersRecruitingRecruiters project from inception to delivery. Along the way, we'll learn a little about what Brad likes to do when he's not trying to change the industry for the better..
More on Recruiters Recruiting Recruiters:
A collaboration of industry veterans from HRTech companies including CareerXroads, Gr8 People, Consider, SmartRecruiters, PhenomPeople, Paiger, Lever, The Talent Board, and Red Branch Media, the platform is unique from other talent exchange programs in that it draws from CXR members such as Nike, EY, Hilton, Marriott, United Airlines, Intuitive Surgical, CVS, Uber, and others. Talent professionals at these companies are helping to architect the concept and entrusting their employees’ to its success.
Another differentiating feature is the commitment of participating employers to excellent candidate experience and ensuring they follow up with candidates who apply via the platform.
Gerry Crispin sits with Jack Coapman, chief strategy officer of Gr8 People, to catch up on the fast and furious effort to get the new RecruitersRecruitingRecruiters project launched and what inspired Jack to participate.
A collaboration of industry veterans from HRTech companies including CareerXroads, Gr8 People, Consider, SmartRecruiters, PhenomPeople, Paiger, Lever, The Talent Board, and Red Branch Media, the platform is unique from other talent exchange programs in that it draws from CXR members such as Nike, EY, Hilton, Marriott, United Airlines, Intuitive Surgical, CVS, Uber, and others. Talent professionals at these companies are helping to architect the concept and entrusting their employees’ to its success.
Another differentiating feature is the commitment of participating employers to excellent candidate experience and ensuring they follow up with candidates who apply via the platform.
Join Chris Hoyt as he catches up with Ralph Rabbat, founder and COO at Consider, about the new RecruitersRecruitingRecruiters initiative and how his company's expertise in AI and sourcing technology is helping thousands of recruiters around the world stay employed.
A collaboration of industry veterans from HRTech companies including CareerXroads, Gr8 People, Consider, SmartRecruiters, PhenomPeople, Paiger, Lever, The Talent Board, and Red Branch Media, the platform is unique from other talent exchange programs in that it draws from CXR members such as Nike, EY, Hilton, Marriott, United Airlines, Intuitive Surgical, CVS, Uber, and others. Talent professionals at these companies are helping to architect the concept and entrusting their employees’ to its success.
Another differentiating feature is the commitment of participating employers to excellent candidate experience and ensuring they follow up with candidates who apply via the platform.
Join Chris Hoyt as he chats for a few moments with Roy Baladi, head of communications at SmartRecruiters, about the new RecruitersRecruitingRecruiters initiative and why it is so important to him to give back to the industry.
A collaboration of industry veterans from HRTech companies including CareerXroads, Gr8 People, Consider, SmartRecruiters, PhenomPeople, Paiger, Lever, The Talent Board, and Red Branch Media, the platform is unique from other talent exchange programs in that it draws from CXR members such as Nike, EY, Hilton, Marriott, United Airlines, Intuitive Surgical, CVS, Uber, and others. Talent professionals at these companies are helping to architect the concept and entrusting their employees’ to its success.
Another differentiating feature is the commitment of participating employers to excellent candidate experience and ensuring they follow up with candidates who apply via the platform.
Join in and hear as CXR interviews a panel of college leaders about their thoughts on the future of college recruiting. Our live studio audience weighed in via online voting and chat as each panelist from Enterprise, Uber, EY, and Corning shared their thoughts on how the COVID-19 pandemic is impacting recruiting today and tomorrow for both employers and students alike.
The CareerXroads team connects leaders and influencers within the recruiting industry to talk about how they are continuing to manage challenges around the COVID-19 pandemic.
Jump on and listen as we catch up with long-time CXR team member, Barb Ruess. Having been with CareerXroads since nearly day one, she's been a integral part of the work that goes on behind the scene for nearly 25 years. Learn a little bit about her journey and what she enjoys the most about CXR as well as during her downtime with family and friends.
Catch up with Chris Hoyt as he chats with industry leader, Nick Mailey, after 8 months in his new role as head of talent at Equinix. Hoyt talks with Mailey about the impact of COVID-19, joining a startup, and his passion for collecting art.
Chris and Gerry connect with Danielle Monaghan and catch up on what she's been doing at Uber since joining a year ago, how business is shifting in response to the COVID-19 pandemic, why hugging may be out and facemask fashion on the way in - all while learning how to make her favorite drink. Stirred, not shaken, of course.
CXR holds another weekly open call with talent leaders and industry vendors to talk about how they're dealing with COVID-19 from both a business and a personal perspective. As more companies are starting to furlough teams, talent acquisition personnel are starting to feel the pinch and leaders are struggling to adapt and help their colleagues, regardless of where they work within our industries.
CXR host, Chris Hoyt, invites Shannon Pritchett (CXR) and William Wiggins (Virginia Mason Medical Center) to catch up and check out the new live podcasting features on the CXR podcast show.
Listen in as they talk about COVID-19, college recruiting, the importance of finding what you love, Shannon's new beautiful baby son, and more!
Chris and Gerry invite United Airlines' global head of talent, Kristen Weirick for a few bottles of one of her favorite Caberney Sauvignons. We talk about how she's enjoying her new role at United Airlines, how people are dealing with the COVID-19 pandemic, Gerry's virtual backgrounds on Zoom, and of course the Cabernet Sauvignon “Especial” that we polish off, among other things.
We catch up with Josh Wright, iCims global economist on the imact of COVID-19 to our economic state of affairs within the US. Josh shares thoughts on where small businesses should be focused in regards to the stimulus package, the challenges that small businesses have in front of them with regards to cash preservation, covering payroll, retaining employees, or even just paying taxes on time.
Wright also covers the importance of weekly jobless claims and how difficult it can be to get official data on the scope of the economic impact and the importance of getting the details around what's really happening with the stimulus package over the next 5-7 weeks.
Join Chris Hoyt & Gerry Crispin as they spend time with Michael Kannisto from CXR Member, PVH. You'll learn about a few of Michael's passions including the importance of truly understanding the business to be a better talent acquisition partner. When he joined PVH, that meant taking some sewing and fashion classes. Michael also runs a TA think tank called MindemicLab. Inspired by the "tons of interesting people" that Michael knows and a desire to consider the future, he regularly brings together groups for future scenario planning, specifically, what would the world of work look like in 30 years. "Back in my day job, I find myself considering things in a different light - asking what that will look like in one year or five years... the predictive work from the think tank has added a dimension to my work as a talent acquisition professional that I couldn't have anticipated but has been wonderful."
Michael also shared one of his favorite hobbies: sake tasting. The group tastes two different sakes and Michael was able to talk about the different methods used in each. CXR Uncorked is a series of chats with TA & TM leaders over a shared favorite beverage. An excellent opportunity to learn a bit more about the passions of our members - from their choice of drink to current projects or challenges.
Gerry Crispin gets to know a little bit more about Cheri Hanson from the Sierra Nevada Corporation, including why she left a large corporation to a mid-sized company, and the differences in talent acquisition as they scale.
CXR holds its second weekly check-in with talent leaders and industry vendors to talk about the impact of the COVID-19 pandemic. Challenges that arose this week included how many big companies are handling background checks with courts closed, changing requirements for drug screening to address the surge of hiring without testing personnel, virtual college internships, and workarounds for onboarding and I-9 paperwork for new hires.
Additionally, several companies are coming together to help with massive hiring needs created by the strain the Coronavirus has put on businesses through creative partnerships with companies who are forced to lay off multiples of thousands of employees. CVS shares how they are helping to hire Marriott and Hilton team members as other leaders begin to rally in the same direction, collectively.
Our own Gerry Crispin catches up with Dr. Polli of Pymetrics and discussed the future of fair hiring.
CXR conducts a weekly round-up with talent leaders in regard to the impact of the Coronavirus COVID-19 on business and teams around the globe.
This update is March 19, 2020
CareerXroads pulled together ~30 Talent and Recruiting leaders to talk openly about how they are handling the COVID-19 challenge. Companies like Enterprise, Hilton, BASF, Genentech, and others chime in on the struggles candidates are facing, potential hiring freezes, helping employees to be productive working from home, and virtual meetings or conferences.
Join in and hear Chris Hoyt and Gerry Crispin facilitate this extended discussion with top industry leaders working through this pandemic and leaning on each other for advice and best practices.
Shannon Pritchett sits down with Neil Casey, the global head of sourcing and strategic hiring at ThoughtWorks, to discuss challenges for 2020 and the future of talent acquisition. Neil outlines his plan to tackle some of the largest challenges brought up in the top TA challenges survey and gives his unique insight into a few he’s already worked through.
Gerry Crispin took a few minutes to chat with Rod Broshinsky, VP Talent Acquisition of new CXR Member BrandSafway. BrandSafway is a leading provider of specialized services to the global industrial, commercial and infrastructure markets with 45,000 employees in approx 30 countries. It is interesting to note that 90% of their workforce are craft laborers. Finding those niche laborers on that scale certainly brings plenty of challenges as does recent growth for the company. Learn how the evolutions of BrandSafway, particularly over the past two years, have kept Rod engaged and excited.
Listen in as Madeline Laurano of Aptitude Research talks with Gerry Crispin about the results of our recent survey on talent acquisition challenges. We asked TA leaders to tell us what challenges are going to dominate their workload in the coming year. And while all the proposed challenges had at least a few people agree that they were going to be issues dealt with this year, five issues truly rose to the top of the list.
Brett Coin was looking for a challenging position in the next generation of tech companies. After being approached by some of the larger names like Slack and Zoom, he joined Okta as the head of talent acquisition. Now, nine months later, he reflects on what drew him to this unique brand, and how he helped them transition from an organization with little operational structure, to a focused, scalable and process-driven company. “Thirty days in, I realized there was a lot of building to do. There were a lot of building blocks missing here.” Listen in as Brett Coin outlines his strategy for growth in a data-driven market in our latest Up neXt episode.
Christina Coyle is someone who has enjoyed the challenges of high-volume recruiting – perhaps the first person in Gerry Crispin’s memory to say that and mean it. When she came to McDonald’s she was given a blank slate to create a recruiting framework that didn’t rely so heavily on recruiters – because the recruiters for the restaurants are also the store managers. Enter, McHire. Since its launch last fall, the McHire automated solution has dramatically closed the hiring gap and reduced time to hire. “When you can craft and design a candidate-centric solution – a solution that is infused with hospitality – then when humans enter the process they are extending what has already felt like a high-touch experience.” Listen in as Christina shares more about the high volume hiring challenges at McDonald’s in our latest Up neXt episode.
In this episode of Up neXt, Gerry connects with Kelly Cartwright, Head of Talent Acquisition Technology Strategy, Amazon Web Services (AWS). She shares the complexity of working at Amazon, why she’s been there for almost 6 years, and how her “pretty cool gig” keeps her excited about her career path.
In this 20 minute wrap-up of a two-part segment, Lars and CXR’s China Gorman turn over the mic to leaders from DaVita, American Airlines, Waste Management, and Enterprise Holdings to talk about how they’re making a difference in the world of candidate and employee engagement. Taking back the mic, we wrap up with an overview of the new Talent Management membership options now available at CareerXroads.
Gerry catches up with Shelia Gray who describes how her interest and experience with TA transformation in several firms led to her decision to join Quadient, a French-based company with facilities in 22 countries. Shelia works from Raleigh, NC and describes in fascinating detail her 5 goals for the next 6 months. Even more amazing is that outside of her traveling the world for work, she has made the time for her current passion of teaching English as a Foreign Language to the many immigrants who have come to America and are living in Raleigh.
In this two-part segment, China Gorman and Lars Schmidt chat with leaders from Enterprise Holdings, American Airlines, Waste Management, (and each other!) about their insights and experiences related to why BOTH candidate and employee engagement is so important.
Hoyt moderates Bank of America, IBM, DaVita, Glodman Sachs panel on Extreme Hiring and Recruiting Automation
Gerry Crispin hosts this CXR talk with Mary Grace Hennessy (GraceRock), Martin Burns (Hireclix) and three hard-working practitioners – Jennifer Tracy (Spectrum), Adam Eisenstein (Boston Consulting Group) and Allyn Bailey (Intel) to talk about the re-emergence of the interest in talent acquisition tracking source of hire. Together this group offers up much more than a starting point and are working to kick off a professional committee focused on building industry-wide guidelines for the future definition, measurement and decisions surrounding candidate sources.
In this podcast, Chris Hoyt catches up with Grant Clough, Director of Talent Acquisition, AARP and Scott Weaver, Director of Talent Acquisition, Teradata, to talk about not only the experience of candidates but of the larger TA structure. In the recent CXR meeting that addressed the full stakeholder experience (Candidate, Recruiter, and Hiring Managers) these teams shared a more holistic approach to the “X” experience in an effort to largely improve the quality of recruiting within their organizations.
Clough and Weaver share the tremendous amount of work that has gone into the mapping of not only the stakeholders but also their employees who might be considering a move internally. This meant a multi-year effort to map the entire recruiting experience and making some tough decisions that would ultimately lend themselves to improve aspects that were determined to have the most impact to both speed and quality deliveries from their teams.
[Read This: It’s not just about the candidate. How’s your hiring manager experience?]
Those that attended the meeting (and current CXR members) have access to the visual maps that were shared by AARP and Teradata leaders as well as more information specific to the results of getting stakeholders involved from the beginning and rolling this considerable initiative to teams over the course of various iterations and levels of engagement. Lastly, our interviewees on this podcast share, quite candidly, what they’d do differently if starting this work all over again.
Gerry Crispin meets with Melissa Le after a recent CXR colloquium meeting to talk about her big takeaways after a day and a half with over 30 TA leaders focused on a new take on the Candidate Experience. At the Charlotte-based Spectrum headquarters, we spent two days collaborating with professionals from across the country who were focused on not just the candidate, but also the experiences of the hiring manager and recruiters.
The best advice to those wanting to contribute to a CXR meeting? “Bring what you know, ask what you want, and be ready to make real friendships.”
Gerry Crispin meets with Melissa Le after a recent CXR colloquium meeting to talk about her big takeaways after a day and a half with over 30 TA leaders focused on a new take on the Candidate Experience. At the Charlotte-based Spectrum headquarters, we spent two days collaborating with professionals from across the country who were focused on not just the candidate, but also the experiences of the hiring manager and recruiters.
The best advice to those wanting to contribute to a CXR meeting? “Bring what you know, ask what you want, and be ready to make real friendships.”
Chris Hoyt takes a few moments to connect with Intuit’s Céleste Luzadder-Frick to catch up on her experience at the recent Stakeholders colloquium meeting held at Spectrum’s Charlotte headquarters. There, 30 companies convened to learn more about what each is doing to deliver an exceptional candidate experience not only to the candidate but to the hiring managers and recruiters as well.
Additionally, Luzadder-Frick talks about why she thinks the new CXR Local events are an interesting experiment in community and why kicking off in the heart of Silicon Valley will be interesting.
A Third Wave of Disruption Challenges How TA “Thinks” – an interview with Jen Jenkins, Scotiabank
Recently CareerXroads was privy to some impressive presentations, smart conversations, and innovative work that’s going on in recruiting automation and recruiting AI – here we share some of those details and case studies that are worthy of your attention!
Our CareerXroads members have seen a number of headlines about the Google Jobs API and the Jobs search results that are expected. Some have even been given access to a CXR members-only webinar with the Google team to learn more about the ongoing work.
Chris Hoyt, Gery Crispin, and Nick Mailey open a bottle of Justin Isosceles and talk about the future of innovation and talent in this CXR Uncorked episode that’s not to be missed.
Because of the success, continued interest, and feedback received from our CareerXroads members, we’ve launched a new beta upgrade that enhances the delivery of our Vendor Reviews portion of our site and which our colloquium meeting attendees will find embedded into their meeting experience.
Danaher, a science and tech company, has just become a CareerXroads member. A global organization of more than twenty operating companies with nearly 60,000 team members, Danaher is committed to helping customers solve complex challenges and improving quality of life around the world.
It seems so simple – and so obvious – to say, “Know your audience.” But, for talent acquisition, that audience includes a variety of stakeholders: hiring managers, colleagues, business leaders and, of course, the candidates who come in many flavors. Profiling your target candidates is definitely a challenge – but a challenge worth taking.
Join us and have a listen to the first installation of this special CareerXroads podcast series where we connect with E. & J. Gallo’s own Susan Hensley. In this podcast, we talk about our take on a Kali Hart pinot noir while hearing how the small but mighty Gallo House of over 100 various brands […]
This year at our Recruiting Operations and Analytics Colloquium meeting, the discussion with 50 Talent Acquisition leaders started with determining the key responsibilities of both Operations and Analytics team members. After a day and a half of collaboration among participating members, it became increasingly clear that the realized value of these specialized roles continues to […]
If you’ve ever had the pleasure of recruiting within the field of the culinary arts, you know that it’s often times more difficult than expected. Efforts could be focused on finding roles that range from part-time team members to apprentices to full-fledged and highly sought after chocolatiers.
CareerXroads is proud to share that Delta Dental has become a CareerXroads Enterprise Member. Delta Dental Plans Association is a not-for-profit organization and through their national network of Delta Dental companies, they offer dental coverage in all 50 states, Puerto Rico and other U.S. territories, with a local presence in communities across the country
It was just a few years ago that we started seeing the popularity of Bitcoin on the rise and only months ago that we watched this new form of currency reach unprecedented value, raising interest in buyers and miners alike.
CareerXroads is announcing a FREE Site Membership level that is available to anyone interested in accessing select content and receiving targeted updates from within the CXR community.
The new CareerXroads eXchanges have evolved from a dedicated email communication tool to one that is delivered both via email and within the CareerXroads website.
The demands on talent acquisition and recruiting continue to intensify so that companies remain competitive. Teams are forced to work smarter and as a result, the evolution of shared services and recruiting centers of excellence (CEO) continues. CareerXroads asked its membership a series of questions related to how their recruiting COE’s are focused and delivering to the business.
Employment branding can feel like such a new field. The people tasked with branding in talent acquisition often have to explain themselves and their value to others in their company. They might feel a bit like pioneers trying to forge their way through new initiatives and projects.
Derek Zeller allowed us to share an unpublished story that was similar to another headline shared at CXR. To accompany this headline, we sat with Derek and recorded a few minutes of conversation surrounding the topic, his story, and thoughts on diversity in recruiting in general.
After spending 10 days in Japan with HR and Recruiting executives, startups, influencers, and students where we visited with government representatives, employers, university students and professionals, we’re going to share some of our biggest takeaways and “Wow!” moments.
What a year 2017 was for CareerXroads and its members! With more meetings than before, more member companies than ever, higher volumes of content, our 100th colloquium meeting, an immersive trip to learn about recruiting practices in Japan, and innovative new meeting strategies, we couldn’t have asked for more. Except, that’s exactly what we’re doing...
When it comes to learning another culture, whether it be work or personal, I believe it’s beneficial to go “all in.” That’s why CareerXroads recently partnered with China Gorman and Nanda Journeys for an adventure in recruiting professional development and cultural immersion in Japan.
Even before I was a partner at CareerXroads, I’ve long been a fan of people in the recruiting industry that show up and do the work with everyone’s best interests at heart. It’s a shared sentiment that I believe to be a large part of what started my friendship with Gerry Crispin almost a decade ago. Enjoy this interview that Nick Price does with Gerry about his own history within our industry.
Still pulling together and processing great content from our recent trip to Japan as part of an educational HR delegation. We were happy to get Angie Verros and Gerry Crispin on the line to talk about one of the topics that kept coming up throughout our adventure: Lifetime Employment.
We talk with Social Talent about Machine Learning, Artificial Intelligence, and how to play the modern game of Talent Acquisition. Throughout that conversation we shared a little bit about ourselves, the origin of CareerXroads, the evolution of Recruiting Automation, and what we think is on the horizon for TA leaders everywhere.
For as long as many in the industry can remember, they’ve been trying to successfully track “source of hire” data in an effort to discover where their top hires come from and to project where budgets should be spent. In this recent CareerXroads recruiting budget benchmark report we asked our members to share how they're spending this year's budget.
For over twenty years CareerXroads has created a fun community for talent acquisition and recruiting leaders from around the world to connect, collaborate, and even conspire, on recruiting-related topics that keep them up at night. And whether conversations with these leaders and influencers were taking place at live colloquium events, various conferences, over the phone
While it likely doesn’t surprise anyone that nearly 90% of our current CareerXroads members that responded to this “Pulse” survey report to track employee referrals as a source of hire, it could come as news that a large portion of enterprise-sized organizations still leave it up to the candidate to identify themselves as a referral.
At CareerXroads we create and house hundreds of peer-driven benchmark reports and surveys that range in topics from vendor selection to global org structures. Recently our members asked for a quick report out on how global Talent Acquisition teams were structured and managing the work of recruitment.
For the past few years, many companies have been going “all in” on STEM (Science, Technology, Engineering, and Mathematics) initiatives when hiring towards tomorrow. Strategies at both enterprise and small or mid-sized organizations range anywhere from focused hiring efforts today to influencing the curriculum in middle schools around the world.
Apparently asking your customers a direct question like: “How likely are you to recommend our company/product/service to your friends and colleagues?” is a pretty solid indicator of your brand’s relationship with its customers and, in fact, has real value in differentiating one company’s performance from another.
Recommended reading by a good friend and entrepreneur, “The ONE Thing: The Surprisingly Simple Truth Behind Extraordinary Results” was a book that I couldn’t quite put down until I’d finished working through its pages, folding various corners, and scribbling my own little reminders in the margins along the way.
Last week I joined Jess for a 30-minute call where we openly discussed topics ranging from the candidate experience to embracing bots and innovation in recruiting to some of the little things that can make all the difference in our branding and marketing to talent.