The Modern Method: Recent Episodes
Method3 and Think Tank Consulting
We're interviewing talent acquisition leaders, discussing ways in which they're approaching their culture and future workforce strategy.
URL Insurance is a company with a clear goal, and all of it begins with its motto. They genuinely live by the fact that they are in the people business, and people and clients come first. They ensure that their services and solutions provide their customers the peace of mind by making their lives easier.
Join us in our latest episode on The Modern Method Podcast as we chat with Thomas Purcell and Steve Clemens of URL Insurance.
Before technology, talent acquisition was very involved, with many phone and face-to-face conversations. Strong candidate experience was the main focus.
All of a sudden, technology happened. A lot of that relationship-based labor was replaced by technology, and people were declining offers due to a terrible candidate experience.
There was then a resurgence of considering candidate experience. A lot of work was done to make the emphasis on applicant experience.
Join us in our latest episode on The Modern Method Podcast as we sit down with Matt Hamlet, Managing Director at Banister International, as he shares the evolution of talent acquisition.
Every brand needs its sea legs - you don't change every week but you have to be open to change as the tides shift. 94% of all first impressions are design-related, that's why it's so important to get that right for today's consumers.
Listen to our latest podcast episode which showcases the intersection of technology, data, and design. Join us as we chat with Chris Reese, Owner, Founder at Give it Gusto!
Check out our newest podcast episode now.
As a business leader, have you ever thought of using analytics to understand the human power problems of your team? If not, you need to listen to our latest podcast.
In this new episode, Charles Occino, Chief Technology Officer at PredictiveHR, tells how useful analytics in the human resource sector; how it can keep employees fulfilled, how to tell if an employee is about to leave, and how to keep them from leaving.
Charles shared a lot of insights related to this on our latest podcast. Check the full episode now.
Gone are the days when employers were the ones who decide the fate of candidates. This time, it’s the other way around.
Our newest podcast with Ron White of Express Employment Professionals tells us about how candidates are more particular in choosing the company they are going to work for. First interviews feel like a sales pitch. The company must put its best person forward to make sure the company is represented in the best way possible.
"One in two women are leaving the workplace in the next two years or planning to make a shift of some type. That number goes up with women as they grow in their leadership capacity. As they go higher within an organization, that number is increasing.
That is startling because you and I know the work that many of us in our organizations have done from a diversity perspective to hire, to train, and invest in women, to see them grow and thrive in an organization. It's disheartening to see that women feel as if they don't have the support they need to grow and thrive as an individual and professionally.
A lot of the work that I'm doing around coaching is coming alongside as a coach, if you will, coaching in the levels of leadership and helping women to see the value that they offer and the ability to thrive within their life and in their career.
Women are saying today, 'I am one person, and I need the flexibility to be able to show up at my work, to be able to work from home in some cases, and to be able to be supported, giving my schedule and all that I am at work.'" - Sharnell Weathersby, Executive Coach and Branding Consultant
Your company needs to connect with your customers, and more importantly, your people.
Build your relationship with people. If they have questions you don't have the answer to, it's okay to say, "I don't know. Let me research that. I'll track that down, and I'll get back to you." Research it, track it down and then call them back with an answer.
Now you've got a relationship. Build that relationship, build that trust. People are more likely to tell their friends about their positive experiences with your company when you open the doors of communication.
"We take care of really sick little kids, and they're our customers, but those caregivers are our customers as well." -Jim Burns, VP - Talent Acquisition, Thrive Skilled Pediatric Care
Determining how to price a position remains a hot topic for recruiters everywhere. 🔥
Join us in today's episode as we chat with Francisco Michel, Head of Talent Acquisition at Billd. Listen to our podcast now to learn more about using data to support your talent acquisition strategy.
“Whenever we have a new position come up, we do a requisition form. A manager submits that over to me. I go ahead and take a look at what the current employees in that department are making to ensure internal equity.
The next thing I do is I go to market and really see what's out there. How much are people getting paid for this position? Then I go to Payscale or salary.com. Those are really great free resources if you're in a startup environment and you don't have a lot of financial resources to go back on. Those are great places to go ahead and look at what the market trends are.” - Francisco Michel
***“Traditional recruiting focuses on the kind of person we are looking for and what we think we want that person to do. At the executive search level, you need to go much deeper into understanding the organization and the business strategy.
Somebody that meets a general profile of the job may have succeeded in one job, but may not have the experience and competencies necessary to meet the needs of another organization, even though it may seem like a very similar job.
From my experience, it is often the case, and maybe more often the case, that the organization has failed the candidate. They failed the candidate because they weren't clear about what they wanted and what the role was. The person comes in, and the job is much different. There are competing views of what the expectations for that role are, and those weren't sorted out in advance.” -*** Kerry Laycock
“Talent acquisition really should incorporate DEI&B into everything they do. Some companies take the view of D&I as an initiative where they will set a working group to figure out the best ways to find diverse talent for their organization and pinpoint roles or organizations within their company to diversify their workforce.
I take a different approach where I believe that it should be ingrained in your culture. Our first two values are 'See people as people and take care of each other.'
Being a former executive co-sponsor of DE&I at past organizations, I found that appealing. I view DE&I as part of a company's DNA." -Adrian Russo
What is "copy and paste hiring" and why should we avoid it? Savannah Scalyer, Head of Talent Acquisition at Marlette Funding has this to say.
Do you want to learn about hiring best practices, diversity and inclusion, and more? Follow our link and listen to our podcast today!
“A lot of times what a hiring manager is looking for is, ‘I want somebody who has already done this exact job.’
They filter resumes.
They filter conversations for, ‘Have you already done X, Y, Z?’
That's why I call it copy-and-paste hiring.
‘You've already done X, Y, Z, I need you to do X, Y, Z. It's a perfect fit.’
The reason why I don't think that's a perfect fit is great people like to grow.
They want a challenge.
Coming in, you find a lot of growth and challenge in a role without having to move up, without asking for a lot of other things.
***You get a little bit more of an engaged company culture.
You get people who stay longer.
You get better retention, but also you bring new ideas because somebody is problem-solving.
They're trying it out.
They're bringing a different perspective and it's just a much better fit overall.”
- *Savannah Scalyer
“We have these great employees in our individual companies, but are we really monetizing that employee?
Are we willing to find out where their skill set really lies?
Do we hire for this one job, they can never leave this job?
Are we being very intentional on, ‘Hey, this person has these skill sets.’?
You might find out more about their other skill.
You might find a different skill set there that helps that person go up the career ladder.
Sometimes, people leave companies because they just don't know what the next step is.
Having those mentorships or internships and exposure is key. Being open about the occupational change inside the company is what I would call internal workforce development.”
- Leland J. Nelson
"It's, to me, always important to really assess what is deemed to be models of success. Is it outcomes? When it's outcomes, those things lead more to an easily understandable place that a person can come in and know what they're gonna find to be success. That's one thing. Another thing is, is the culture open to ideas that are different than what has existed.
***I think that giving that space or that place for somebody to come in and express a different set of ideas, especially at a place that's working well, it helps evolve the system and keep it relevant and fresh, as opposed to it being a place where you come in and you accept what we have. Because it's amazing and it's always fun to watch when a place develops a new set of ideas or ideals when somebody new comes in and it changes the perspective on it overall. So open mindedness is really the summary of that for culture overall.”
- Bob Spoljaric***