Talent & Growth presented by The Animo Group: Recent Episodes
Talent & Growth presented by The Animo Group
On the Talent & Growth podcast, we'll be speaking to talent leaders about the challenges they face and their solutions for attraction and retention.
So if you're interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier then this is the podcast for you.
The Talent & Growth podcast is presented by The Animo Group - Tech & data talent solutions specialists.
In this episode of Talent & Growth, I sat down with James Sale to dig into AI, recruitment, and the future of TA.
An absolute pleasure to be joined by Ben Zweig, the CEO of Revelio Labs.
Their business is all about data . Revelio Labs is a workforce intelligence company. They index hundreds of millions of public employment records and have created the world’s first universal HR database.
Today we are talking EVP with Joe Morrison, Founder of Cheer At Work.
Check out Joes' blog on EVP right here: https://www.linkedin.com/pulse/one-way-implement-evp-joe-morrison-nbu1e/
In today's episode we dissect where we are now with AI for candidates, customers and what the future holds.
Spoiler, the future is happening whether we like it or not!
Larry Kodali, CEO of OptimHire guests.
Check out their business here -:
OptimHire - The First Risk-Free Outcome-based AI Recruiter for 10X Faster hiring and 80% Reduced cost. Signup now to get $500 credits for FREE. https://optimhire.com/clients
Caleigh Drane stopped by to share her insights into how she takes conversations with candidates a little deeper to ensure she is finding the right person for the job.
As the world evolves with AI how does Talent Acquisition evolve with it ? How does TA stay valuable and become true Business Advisors?
We discuss with Amandeep Shergill, Director of Recruiting at Automattic.
Sign up for FREE to get access to Talent & Growth Co-Pilot! https://talentandgrowth.co.uk/talent-growth-gpt/
Day One Workers Rights. They affect every business in the UK, and they present a HUGE opportunity for HR/People professionals, not to mention a huge risk to businesses with scaling plans.
Find out more from my conversation with Martin Nicholson.
Get FREE Access to Talent & Growth GPT, the TA CoPilot! Sign up here - https://talentandgrowth.co.uk/talent-growth-gpt/
A month ago, Jess wrote a powerful blog about DEI that I wanted to deep dive into.
https://lnkd.in/gzd4vQrY
In this conversation, Jess discusses the current state of Diversity, Equity, and Inclusion (DEI) programs, particularly in light of recent political changes in the U.S.
Talent Density is a hot topic right now but what is it, how we assess it and make our companies more dense with the right talent?
Thank you to Nicola Forbes-Taylor for sharing her expertise!
Is AI damaging candidate experience?
How do we implement AI effectively and compliantly in our talent teams?
Lots to discuss in today's episode with Jennifer Gabrielle-Chapman!
AI right?
We love it.
But how do we actually implement it effectively, efficiently and compliantly into our talent team and business?
Sam Dhesi, CEO of Popp, fills us in.
The perception of DEI has changed dramatically since this show started. My perspective has changed my sentiments are pretty similar. Reece and I caught up to talk about what DEI means in 2025 and the opportunity it presents to businesses who are authentic about it.
The market is better, but it is still tough, and excellent people are still looking for work.
That's why in this episode, Tony Payne and I give advice on what you can do to get an edge in your job search for your next Talent Acquisition job.
Share this with somebody who needs a little help.
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
It's here. Episode 250. We are joined by the legend Hung Lee.
Takeaways
- The emotional state of talent acquisition professionals is influenced by their sense of agency.
- Technology presents both opportunities and challenges in recruitment efficiency.
- AI is advancing rapidly, outpacing current responses to its impact on jobs.
- Political changes can have significant effects on the talent acquisition landscape.
- The number of recruiters may decrease as AI takes over traditional tasks.
- In-person connections remain valuable in a world increasingly dominated by AI.
- Candidates will continue to seek flexibility in their work arrangements.
- Companies that offer a balance of remote and in-office work will attract talent.
- Building a strong network is crucial for recruiters in the AI era.
- Personal branding will become increasingly important as AI-generated content saturates communication.
Today we welcome Fiona Allen, Head of People & Talent at Ethixbase360.
Takeaways
- Bad onboarding creates panic and confusion for new hires.
- Effective onboarding improves retention and employee satisfaction.
- Clear communication is essential throughout the onboarding process.
- Personal touches in onboarding can enhance team connections.
- Managers play a crucial role in the onboarding experience.
- Using tools like Bamboo HR can streamline onboarding tasks.
- First impressions matter in the candidate experience.
- Onboarding should be tailored to different cultural contexts.
- Simplicity in onboarding processes is key to success.
- Regularly review and update onboarding practices.
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
-------------------------------------------------------------------Today we are joined by Jo Hoggarth, Head of People & Talent at Cloud Gateway.
Takeaways
- Transparency in recruitment means being open and honest with candidates.
- Setting realistic expectations helps candidates understand the role better.
- Highlighting challenges can attract candidates who are excited about them.
- Authenticity in communication is crucial for effective recruitment.
- Job descriptions should include both responsibilities and potential challenges.
- Engaging hiring managers through storytelling can improve transparency.
- Structured onboarding reinforces the information shared during recruitment.
- Regular check-ins during onboarding help new hires settle in.
- Overselling roles can lead to high turnover rates.
- Feedback from candidates is essential for continuous improvement.
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
Today we welcome Yakub Zolynski, VP People at XYZ Reality.
Takeaways
- You need to have a hook in your pitch.
- Assessing cultural fit requires real examples from candidates.
- Headhunting is crucial for maintaining recruitment quality.
- Creating a unique candidate experience can lead to higher acceptance rates.
- Transparency in communication is key during tough times.
- Closing candidates requires ongoing communication and understanding.
- Indecision in hiring can lead to missed opportunities.
- AI is transforming the recruitment landscape.
- The talent pool is expanding with remote work options.
- Being open-minded about talent sources can give a competitive edge.
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
Today we welcome Alana Fallis, Head of People at Quantum Metric.
Takeaways
The primary objective of the company is to ensure happy employees.
A diverse and inclusive culture is essential for employee satisfaction.
Alumni programs can strengthen relationships with former employees.
Engagement in rewards programs can reach high levels of participation.
Personalized recognition can enhance employee morale.
Feedback from exiting employees is crucial for cultural improvement.
Celebrating employee departures can foster positive alumni relations.
Listening to employees helps in understanding and enhancing company culture.
Engagement surveys remain a valuable tool for HR.
Building strong relationships is key to employee retention.
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
Today we are joined by Dan Staines, Talent Manager at Patchwork, who shares hints and tips from being a one person talent team and what makes him so effective.
Takeaways
- A typical day involves regular contact with senior stakeholders.
- Balancing flexibility with non-negotiables is crucial.
- AI tools like MetaView NoteTaker save time and improve accuracy.
- Clear communication enhances candidate experience.
- Diversity in recruitment requires intentional strategies.
- Consistency in hiring processes ensures fairness.
- Building relationships with team members is essential.
- Seeking support is important for solo talent teams.
- Understanding team dynamics aids in effective recruitment.
- Continuous learning and refinement are key to success.
Today we are joined by Bill Grieco, CTO at Innventure.
Takeaways
Creating trust among team members is crucial for success.
Consistency and transparency build trust within teams.
Middle management faces unique challenges in team dynamics.
Respect and understanding are key in leadership transitions.
Innovation methodologies are similar across different industries.
Empowering teams involves setting clear goals and context.
Understanding individual team members’ needs enhances collaboration.
The legacy of a leader is the impact on their team.
Hiring smart thinkers who embrace challenges is essential.
Failure is a valuable learning opportunity in innovation.
Today we are joined by Matthew Brunwasser, Head of People at Sauce.
Takeaways
Doing more with less in hiring is essential for startups.
External recruiting can be more cost-effective than internal hiring.
Manager training is crucial for effective recruitment processes.
Building long-term relationships with external recruiters enhances hiring efficiency.
Structured processes in recruitment can lead to better outcomes.
A diverse workforce contributes positively to company culture.
Hiring in multiple countries can save costs and enhance growth.
Communication and clear expectations are vital in recruitment.
Establishing regional hubs can improve talent acquisition efficiency.
Understanding local markets is key to successful recruitment.
Today we are joined by Eleanor Ford, Chief People Officer at Zinc VC.
Takeaways
- Zinc focuses on finding founders with the right qualities.
- Integrity of mission is crucial for impactful ventures.
- Grit and resourcefulness are essential for founders.
- Cultural fit is assessed through shared values and productivity.
- Zinc has a vast network to support talent acquisition.
- Founders need to align vision and commitment levels.
- Trust is the foundation of high-performing teams.
- Conflict should be productive to foster commitment.
- Continuous development is key for personal and team growth.
- Alignment between personal goals and business needs enhances performance.
Today we welcome Mark Harbottle, Head of Talent at Cronofy.
Takeaways
- Candidates are increasingly prioritizing personalized interactions during hiring.
- Automation can streamline processes but must be balanced with human touch.
- Delays in hiring processes negatively affect candidates' mental health.
- Transparency in communication builds trust with candidates.
- Companies need to address ghosting to maintain a positive reputation.
- Automated scheduling is a key area for improvement in recruitment.
- AI has potential but must be implemented thoughtfully to enhance experiences.
- Recruitment processes should focus on efficiency without sacrificing quality.
- Future trends will likely see increased integration of AI in recruitment.
Today we welcome Rashaad Hutchinson Price, Head of People & Office Management at Nomo Fintech.
Takeaways
Communication and transparency are key to low turnover.
Regular check-ins and feedback loops enhance employee satisfaction.
Engagement initiatives should be driven by employee feedback.
A supportive workplace culture fosters retention.
Exit interviews provide valuable insights for improvement.
Proactive measures are essential for addressing employee concerns.
A strong tech stack attracts and retains talent.
Employee well-being initiatives are crucial in high-stress environments.
Learning and development opportunities need to be robust.
Understanding the voice of the employee is vital for retention.
Today we are joined by Valentina Gissin, Chief People Officer at Garner Health.
Takeaways
A bespoke culture is designed specifically for a company's mission and goals.
Garner Health's culture is centered around their audacious mission to transform the healthcare economy.
Their cultural tenets include expecting extraordinary work, putting the mission first, practicing courageous communication, and fostering a supportive community.
The hiring process at Garner Health focuses on auditions and case studies to assess candidates' fit with the culture.
Leaders play a crucial role in embodying and championing the culture.
Maintaining a strong culture requires ongoing effort and refinement.
The long-term goal of a culture is to be a strategic differentiator for the company.
Advice for creating a bold culture: start with the company's mission and identify the behaviors that will drive success, learn from high-performing individuals, and continuously refine the culture.
Flashback to our round-table we hosted with Carmen Cristina Tempesta (People Partner at Atom Learning), Nuria Requena (Talent Acquisition Manager at Spacelift) and Lauren Williams (Head of People & Culture at Phlo).
Scheduling issues this week so replaying a great roundtable from 2022 around scaling a business sensibly!
Featuring Charlotte Lamb, (Head of People & Talent at Togather), Isabel McParland (Business Operations and Strategy Manager at BVNK) and Tony Payne (Founder of ApplyPro).
Today we are joined by Helen Tomlinson, Director of People & Talent at EV Energy.
Takeaways
Start with the business strategy and vision to determine skill needs.
Take a top-down approach to avoid making assumptions and ensure alignment with the business.
Review current roles and consider external comparisons when assessing skills.
Utilize expertise from advisors and engage in transparent and empathetic communication when addressing skill gaps and restructuring.
Consider retention and re-skilling options before making decisions about employees who are not the right fit.
Understand legal responsibilities and maintain confidentiality throughout the process.
Involve a group effort in decision-making and communicate decisions transparently to maintain morale and trust.
Today we are joined by Laura Probert, CPO at Egress.
Takeaways
Bonuses are not effective motivators of performance, as evidenced by research and studies.
Removing bonuses from the compensation structure can lead to improved performance and a more engaged workforce.
It is important to communicate the reasons for removing bonuses and address any concerns or objections from employees.
Performance management mechanisms, such as clear goals and regular feedback, are crucial when bonuses are removed.
Certain industries, like banking and finance, may be resistant to removing bonuses due to their ingrained bonus culture.
Chapters
00:00
Introduction and Motivation
02:04
Implementing Change at Egress Software Technologies
05:50
Challenges and Obstacles in Removing Bonuses
08:18
Impact on Performance and Company Culture
09:33
Performance Management without Bonuses
11:30
Considerations for Different Industries
13:10
Lessons Learned and Implementation Tips
Today we are joined by Reece Batchelor, TA Lead at Photoroom.
Takeaways
Understand the why behind transitioning to an outbound sourcing strategy
Identify and address blockers within the team
Invest in team skills and tools, such as Ashby, for automation
Define success metrics to track progress
Use data to inform and improve the sourcing strategy
A/B test messaging to improve response rates
Integrate outbound sourcing with other recruitment methods through automation and efficiency
Chapters
00:00
Transitioning to an Outbound Sourcing Strategy
03:29
Automating Outbound Sourcing with Ashby
08:48
Using Data to Inform and Improve Outbound Sourcing
12:28
Addressing Low Response Rates in Outbound Sourcing
14:47
Crafting the Perfect Outreach Message
18:28
Integrating Outbound Sourcing with Other Recruitment Methods
Today we are joined by Jennifer Longden, Head of HR at Pollinate International.
Takeaways
Getting the employee experience right from the start is crucial for organizations as it ensures that new hires are up to speed and able to deliver value.
Line managers play a key role in the onboarding process and need to set expectations, keep people accountable, and bring them into the company culture.
Understanding company culture can be done through Glassdoor reviews, exit interviews, and conversations with team leads and culture champions.
Improving employee experience doesn't necessarily require a lot of resources or money, and feedback from new employees can be gathered through check-ins and business partner relationships.
Chapters
00:00
The Importance of Getting Employee Experience Right from the Start
04:42
Understanding and Shaping Company Culture
09:35
Tailoring Onboarding Programs to Different Roles and Levels
13:17
The Role of Company Leaders in Shaping and Maintaining a Positive Culture
15:17
Gathering Feedback and Continuous Improvement in Onboarding
17:05
The Future of Employee Experience and Onboarding
Today we welcome Jim Clarke, Talent Acquisition Director at ITG who runs a high performing TA Team, focusing on data, metrics and KPIs.
Takeaways
Data metrics and KPIs are crucial for running an effective talent acquisition team.
Tracking and analyzing key metrics and KPIs help optimize the performance of the TA team.
Balancing the quantity and quality of candidates in the recruitment funnel is essential.
Measuring and optimizing time to hire, cost per hire, and quality of hire are important for efficient talent acquisition.
Tracking the quality of missed candidates provides insights for continuous improvement.
Implementing a data-driven approach requires buy-in from the team and open discussions.
Chapters
00:00
The Importance of Data Metrics and KPIs
03:11
Data-Driven Approach from Agency Recruitment
05:12
Measuring and Optimizing TA Team Performance
07:45
Balancing Quantity and Quality in the Recruitment Funnel
09:30
Measuring and Optimizing Time to Hire and Cost per Hire
11:51
Tracking the Quality of Missed Candidates
14:51
Measuring and Optimizing Quality of Hire
18:53
Implementing a Data-Driven Approach
Today we are joined by Craig Turner, Head of Talent at Benefex.
Takeaways
Implementing an applicant tracking system (ATS) can streamline the hiring process and provide a single source of truth.
Securing buy-in and sponsorship from key stakeholders is crucial for the success of the talent acquisition (TA) function.
Linking TA metrics to business outcomes, such as revenue generation or cost savings, can demonstrate the value of the TA function.
Designing a consistent and effective interview process, including online assessments and task-based interviews, can lead to improved interview-to-hire ratios and higher quality hires.
Prioritizing candidate experience by providing clarity, transparency, efficiency, and empathy throughout the hiring process can enhance the employer brand.
Monitoring metrics such as time to hire, Net Promoter Scores (NPS), and quality of hire can help track the effectiveness of the TA function.
Future plans may include developing a competency framework, focusing on diversity and inclusion (D&I), and enhancing employer branding through engaging content and organic promotion by teams.
Chapters
00:00
Building a TA Function from Scratch
02:46
Implementing an ATS and Creating a Single Source of Truth
04:54
Linking Talent and TA Metrics to Business Outcomes
08:55
Improving Interview to Hire Ratio and Quality of Hire
09:41
Prioritizing Candidate Experience with NPS Scores
16:41
Future Focus: Competency Frameworks, Diversity and Inclusion, and Employer Branding
Today we are joined by Prentiss Sorrells II, Head of HR at Advantive to discuss how they have built and maintain such a high performing culture.
Takeaways
A high-performance culture is aligned, engaged, and working together to achieve the common goal.
Goal setting, alignment, and accountability are key characteristics of a high-performance team.
Establishing alignment and accountability are the initial steps to building a high-performance culture.
Progressive discipline and coaching can address underperformance without demotivating employees.
Tools like weekly tactical meetings, daily check-ins, and goal-setting tools support a high-performance culture.
Future plans for enhancing a high-performance culture include continuous performance management and career mapping.
Transparency, alignment, and pouring into employees are important for creating a high-performance culture.
Chapters
00:00
Introduction
02:07
Steps to Building a High-Performance Culture
04:21
Addressing Underperformance with Progressive Discipline
08:18
Tools and Resources for Supporting a High-Performance Culture
14:59
Future Plans for Enhancing a High-Performance Culture
16:28
Advice for HR Leaders on Creating a High-Performance Culture
Today we are joined by Leah Sharma to talk Fractional TA.
Takeaways
Fractional TA services can benefit any company, but they are particularly popular among early-stage businesses.
Engaging with a fractional TA professional provides quick ramp-up, fast results, and experienced advice.
Essential skills for a fractional TA role include having a toolbox of experience, the ability to quickly digest information and build understanding, and effective communication and partnership-building skills.
Managing boundaries and setting clear expectations with clients can be challenging in a fractional role.
Word of mouth and networking are key for marketing oneself as a fractional TA professional.
Fractional TA is here to stay and more companies are realizing the benefits of this approach.
Chapters
00:00 Introduction to Fractional TA Services
02:20 Benefits of Fractional TA for Early-Stage Companies
04:06 Essential Skills for Success in a Fractional TA Role
06:33 Challenges of Managing Boundaries in a Fractional TA Role
13:33 Marketing Yourself as a Fractional TA Professional
18:33 The Future of Fractional TA
Today we are joined by Natalia Escobar Ribeiro, to chat DEIB .
Takeaways
DEI is not limited to gender, sexual orientation, and culture; it also includes disabilities and ageism.
Ageism and disabilities are often overlooked in DEI discussions, but they are important issues that need to be addressed.
Misconceptions about DEI include viewing it as a political issue and fearing conflict.
Implementing DEI initiatives can lead to higher employee engagement, innovation, and revenue.
Companies can take tangible actions by listening to marginalized groups, educating employees, and investing in DEI.
DEI is a progressive movement that can lead to a more innovative and successful company.
Chapters
00:00 The Impact of DEI: Personal Stories of Success
04:02 Why Ageism and Disabilities are Overlooked in DEI
08:02 Misconceptions and Challenges of DEI
13:45 The Commercial Benefits of Implementing DEI
16:28 Tangible Actions for Implementing DEI
Today I welcome Chantelle Anderson, Head of Talent at First Central. The conversation discusses the challenges faced in the business and strategies implemented to increase gender diversity and give women more voice within the company. The success of these initiatives has led to recognition and awards for First Central as a great place for women to work.
Takeaways
Collecting mandatory data and recruiting a DIB lead were key steps in addressing the challenges of increasing gender diversity.
Building communities focused on different areas of diversity helped create a supportive environment.
Setting targets for increasing the representation of women in leadership roles provided a clear goal for the company.
The Women in Leadership Network supported the development of women and promoted the company's culture externally.
The success of these initiatives has led to recognition and awards for First Central as a great place for women to work.
Chapters
00:00
Challenges in Increasing Gender Diversity
04:14
Building Communities and Setting Targets
08:44
Empowering Women through the Women in Leadership Network
10:22
Creating an Inclusive Culture for Success
Today I welcome Martin Nicholson, Director of ProAction HR to discuss how companies can get it right with hiring. The common mistakes businesses make during the hiring process include rushing the recruitment process, not spending enough time getting the process right, and not clearly defining the job description and candidate requirements. Martin helps us understand how to fix these issues.
Takeaways
- Common mistakes in the hiring process include rushing the recruitment process and not spending enough time getting it right.
- Clearly define the job description and candidate requirements before starting the recruitment process.
- Focus on the key dimensions and skills needed for the role rather than seeking a perfect candidate.
- A structured interview process with open-ended questions and active listening can help avoid bias.
- Standardize the onboarding process and gather feedback from new hires to continuously improve it.
- Building social connections and personal relationships within the company is crucial for successful onboarding.
- Employee feedback, both from new hires and those leaving the organization, is valuable for refining the hiring strategy.
- There is no magic formula for quality of hire, as it depends on the organization's objectives at the time
Summary
Jo Wickramasinghe, Chief Product and Technology Officer at BPP, discusses the major digital transformation the company underwent after 50 years in business. BPP, known for its professional qualifications in accountancy and law, expanded into other areas such as management, technology, and healthcare. However, the fragmented experience and outdated systems hindered scalability. Jo was brought in to drive a digital transformation and faced challenges in change fatigue and cultural shift. She built a team focused on making an impact, simplicity, ownership, driving value, learning culture, and speed. The team structure and processes prioritize collaboration and customer-centricity. Quick wins and evidence of impact have been the most satisfying part of the journey so far.
Takeaways
BPP, a provider of professional qualifications, underwent a major digital transformation to address scalability issues and fragmented experience.
The challenges in driving the transformation included change fatigue and cultural shift.
The team structure and processes prioritize collaboration and customer-centricity.
Quick wins and evidence of impact have been the most satisfying part of the journey so far.
Chapters
00:00
Introduction and Background
02:55
The Need for Digital Transformation
06:06
Challenges in Driving the Transformation
08:48
Building a Collaborative and Customer-Centric Team
11:53
Team Values and Culture
14:50
Structuring Teams and Processes
21:07
Future Plans and Innovations
Summary
Robin Reshwan, VP of Talent at Enable, discusses the role of talent teams in organizations and how they can have a bigger impact beyond just hiring. She emphasizes the importance of strategic thinking and understanding the business goals when it comes to talent acquisition. Reshwan also highlights the significance of effective communication within the organization and how talent teams can enhance it. Additionally, she discusses the use of data and insights to influence the wider organization and shares strategies for talent teams to expand their influence. She advises talent leaders to be intentional, focus on the North Star, and have regular conversations with leadership.
Takeaways
Talent teams should focus on strategic thinking and understanding the business goals to have a bigger impact on organizations.
Effective communication within the organization is crucial, and talent teams can play a pivotal role in enhancing it.
Data and insights should be used to influence the wider organization, going beyond just hiring metrics.
Talent teams can expand their influence by being intentional, focusing on the North Star, and having regular conversations with leadership.
Chapters
00:00
Introduction and Background
02:40
The Role of Talent Teams in Organizations
05:05
Enhancing Communication within the Organization
08:29
Using Data and Insights to Influence the Wider Organization
15:02
Strategies for Talent Teams to Expand Their Influence
21:13
Conclusion
Tom, a talent acquisition expert, shares his experiences and insights on building scalable talent functions. He emphasizes the importance of pragmatism and adaptability in fast-growing companies. Tom also discusses the challenges of defining and measuring quality of hire and the role of data analytics in talent acquisition. He highlights the essential tools and technologies for supporting scalable talent acquisition, including ATS, sourcing platforms, and AI-powered solutions. Tom also mentions the potential of AI in sourcing and screening candidates, although he acknowledges the need to balance automation with human interaction.
Takeaways
Pragmatism and adaptability are crucial in building scalable talent functions in fast-growing companies.
Defining and measuring quality of hire is a complex challenge that requires a nuanced understanding of the company's goals and context.
Data analytics plays a fundamental role in talent acquisition, providing insights and backing up assumptions with evidence.
Essential tools and technologies for supporting scalable talent acquisition include ATS, sourcing platforms, and AI-powered solutions.
AI has the potential to revolutionize sourcing and screening processes, but the balance between automation and human interaction needs to be carefully considered.
Chapters
00:00
Introduction and Background
02:07
Key Experiences Shaping Talent Acquisition Approach
06:40
Common Challenges in Building Scalable Talent Functions
10:04
The Role of Data Analytics in Talent Acquisition
15:16
Essential Tools and Technologies for Scalable Talent Acquisition
24:33
Key Takeaways and Closing Remarks
Doug Thomson, Head of Technology at Clearbank, shares his approach to people management and team development. He emphasizes the importance of helping team members identify and build the skills they need to achieve their dream job, while also creating an environment that encourages them to stay. Doug discusses the process of identifying career goals, breaking them down into actionable steps, and providing guidance and support along the way. He also highlights the importance of nurturing a culture of learning and giving employees the freedom to challenge and contribute to the team's goals. Doug's approach to leadership focuses on challenging and developing individuals while providing guidance and support based on his own experiences.
Takeaways
Helping team members identify and build the skills they need for their dream job is crucial for their career growth and satisfaction.
Creating an environment that supports learning and development is key to retaining employees.
A structured approach to career development, including setting goals and breaking them down into actionable steps, can help individuals progress in their careers.
Balancing high performance expectations with a supportive and enjoyable work environment requires giving employees freedom and guidance.
Challenging individuals and providing coaching and support based on personal experiences can lead to better outcomes and growth.
Chapters
00:00
Introduction and Background
03:10
Building Skills for the Dream Job
07:15
A Structured Approach to Career Development
09:56
Creating a Nurturing Culture of Learning
11:30
Balancing High Performance and Supportive Environment
13:59
Challenging and Developing Individuals
15:19
Guidance and Support Based on Experience
In this episode, Tony Payne discusses the importance of hiring for potential over experience. He explains that hiring for potential can lead to faster, cheaper, and more diverse hiring, as well as increased sustainability for the business. Tony compares hiring potential to gardening, where you focus on the plant before it blooms and get more longevity out of it. He also shares strategies for scoping a job to prioritize potential, identifying and evaluating alternative routes to traditional degrees, and supporting employees with high potential. Tony emphasizes the need to overcome bias in hiring practices and predicts that hiring for potential will become more common in the future.
Takeaways
Hiring for potential can lead to faster, cheaper, and more diverse hiring.
Scoping a job to prioritize potential involves focusing on skills requirements and conducting job workshops with the whole team.
Alternative routes to traditional degrees, such as internships and apprenticeships, can be effective in identifying potential candidates.
Support systems, including coaching and training, are essential for developing employees with high potential.
Overcoming bias in hiring practices that favor experience over potential is crucial for increasing diversity.
The future of hiring is likely to involve a shift towards prioritizing potential over experience, with more companies adopting this approach.
Chapters
00:00
Introduction and Background
03:42
The Mindset Shift: Potential over Experience
06:24
Scoping Jobs Based on Skills Requirements
10:44
Exploring Alternative Routes to Traditional Degrees
12:26
Nurturing Employees with High Potential
15:05
Methods for Evaluating Candidate Potential
21:19
Conclusion and Contact Information
Varun Mohan, co-founder of Codeium, shares the journey of his company from being a GPU virtualization company to building an end-to-end application for code AI. They made a hard pivot when they realized that transformers were going to become popular and decided to build a product around it. Codeium now has over 600,000 users and processes over 100 billion tokens of code every day. Varun emphasizes the importance of maintaining a lean company and constantly questioning the value of each decision. They prioritize trust, accountability, and realism in their culture and give away their Legos to encourage reinvention. They also focus on attracting top talent by fostering a culture of achievement and showcasing their massive vision and breakneck speed of execution. As the company grows, they aim to maintain their culture of innovation and scalability.
Takeaways
Codeium made a hard pivot from being a GPU virtualization company to building an end-to-end application for code AI.
They prioritize maintaining a lean company and constantly questioning the value of each decision.
Trust, accountability, and realism are key cultural principles at Codeium.
They give away their Legos and encourage reinvention to foster a culture of innovation.
Attracting top talent is achieved by showcasing their massive vision and breakneck speed of execution.
As the company grows, they aim to maintain their culture of innovation and scalability.
Chapters
00:00
Introduction
05:12
The Challenges and Benefits of Making a Hard Pivot
11:10
Trust, Accountability, and Innovation in a High-Performance Culture
13:55
Attracting Top Talent: Achievement, Vision, and Impact
18:22
Managing Burnout: Focusing on the Most Important Tasks
22:50
The Key to Startup Success: Irrational Optimism and Uncompromising Realism
Liz Dowling, Chief People Officer at Viooh, shares insights on building a people workflow and the role of AI and automation in HR. She emphasizes the importance of having a solutions mindset, being adaptable, and getting things done. Liz highlights the need to align the people workflow with the company's strategy and prioritize programs accordingly. She also discusses the challenges faced in building a people workflow and the metrics used to measure its effectiveness. Liz cautions against relying solely on AI and automation, emphasizing the importance of human empathy and values in HR. She suggests leveraging existing technology and collaborating with subject matter experts to optimize workflows.
Takeaways
Having a solutions mindset and being adaptable are key in building a people workflow.
Align the people workflow with the company's strategy and prioritize programs accordingly.
Metrics such as employee net promoter score, time to hire, turnover, and engagement can measure the effectiveness of the people workflow.
AI and automation can make an impact in areas such as note-taking, policy creation, and workflow efficiency.
However, AI should not be seen as a solution to everything and should be used in conjunction with human empathy and values.
Collaborate with subject matter experts and leverage existing technology to optimize workflows.
Chapters
00:00
Introduction and Background
03:31
Lessons from Large Organizations and Start-ups
05:00
Setting Up a People Workflow
09:59
Challenges and Overcoming Them
14:30
Measuring the Effectiveness of People Workflows
25:30
AI's Impact and Shortcomings in HR
29:12
Final Advice and Conclusion
Justin Megawarne, co-founder of Megaslice, discusses their hiring philosophy and how they attract the right candidates for their company. They focus on being transparent about the challenges and realities of working at Megaslice, filtering out those who are not a good fit. They emphasize resilience, adaptability, and a willingness to embrace chaos as key traits they look for in candidates. Their hiring philosophy has evolved to prioritize attitude over specific skills. Once hired, they treat employees like adults, being honest and transparent about the company's situation and involving them in decision-making.
Takeaways
Be transparent about the challenges and realities of working at your company to filter out candidates who are not a good fit.
Prioritize resilience, adaptability, and a willingness to embrace chaos when hiring for demanding roles.
Treat employees like adults and be honest and transparent about the company's situation.
Involve employees in decision-making and provide opportunities for growth and learning.
Chapters
00:00
Introduction and Background
01:21
The Hiring Philosophy: Telling the Truth
07:54
Interviewing for Attitude
10:11
Filtering for Resilience and Adaptability
13:05
Balancing Honesty and Attraction
15:37
The Hell Yes or No Approach
20:34
Extending the Philosophy to Leadership and Culture
22:58
Conclusion and Final Thoughts
Dave Cook, Chief Technology Officer, discusses the shortcomings of traditional training and coaching programs and the importance of a prolonged duration for effective learning. He emphasizes the need for personalized and adaptive training that is relevant to the individual and their specific business context. Dave also highlights the importance of follow-up and continuous learning to ensure that new skills are applied and retained. He shares his approach of collaborative learning, regular check-ins, and aligning training to real-world projects. Dave emphasizes the need for buy-in from company leadership and suggests using metrics such as employee engagement and project outcomes to demonstrate the value of training. He also discusses the role of peer learning and community building in reinforcing lessons and solving problems together. Dave provides a how-to guide for setting up training coaching programs in the workplace.
Check Dave's guide here -
https://www.lifelong-learning.club/setting-up-training-coaching-programme
Takeaways
Traditional training and coaching programs are often one-size-fits-all and not adaptive to individual needs and business contexts.
Follow-up and continuous learning are crucial for retaining and applying new skills.
A prolonged duration allows for in-depth learning, tailored training, and the development of lifelong learning habits.
Aligning training to real-world projects and goals increases engagement and relevance.
Metrics such as employee engagement and project outcomes can demonstrate the value of training.
Peer learning and community building enhance the learning experience and problem-solving capabilities.
A how-to guide is available for setting up training coaching programs in the workplace.
Chapters
00:00
Introduction and Background of Dave Cook
04:04
The Importance of a Year-Long Coaching Approach
07:32
Engagement and Buy-In for Long-Term Training Programs
09:33
Gaining Buy-In from Company Leadership
11:21
Measuring the ROI of Training Programs
13:29
Tailoring Curriculums and Coaching to Individual Needs
15:15
Peer Learning and Community Building in Coaching
17:22
Guide to Setting Up Training Coaching Programs
Crina Pupaza is an accomplished Human Capital leader with a wealth of experience in both large, established corporations and nimble startups, building and managing People and Culture teams and successfully scaling organizations from 50 to 500+ employees. With a Masters degree in Organizational Psychology from Columbia University and 15+ years as an HR leader, Crina brings deep behavioral insight, knowledge, and experience to help organizations source and leverage talent for growing businesses.
Throughout her career, Crina has held leadership and advisory roles in various disciplines within HR and Internal Communications at established organizations and startups, including Nymbus (SaaS, Fintech, Series D), eMarketer/Insider Intelligence (subscription-based market research company), OppenheimerFunds (global asset management $220B+ in AUM), the Guggenheim Museum (non for profit), and SquarePeg (SaaS, HR Tech, Series A).
In addition to her work as Chief People Officer at Nymbus, Crina is recognized as a thought leader and a Top Culture Change Voice on LinkedIn, where she shares insights on scaling organizations, founder enablement, productivity, and leveraging high performance.
Crina is a trusted coach and advisor to business leaders and individual contributors alike, empowering them to navigate complex situations and make strategic decisions that shape the future of their companies and position them for professional success. She is especially passionate about enabling founders, CEOs and managers to be exceptional leaders, knowing that their effect on talent and power to inspire growth can be both exceptional and exponential.
Born in Cluj, Romania, Crina has started her education in Psychology at Babeș-Bolyai University. She has completed her education and received advanced degrees and certifications in the United States where she built her career to enable companies to navigate mergers and acquisitions, as well as enhance culture and motivate and drive talent to succeed.
After more than 20 years of living in the New York area, Crina and her family opted for a new life adventure in Cary, North Carolina where she is sharing her knowledge with the local business community.
Summary
The conversation explores the current state of AI adoption in the recruitment and HR tech space, the challenges and opportunities, and the impact of AI on bias and diversity in the hiring process. It also delves into the phases of technology uptake and the innovative use of AI in business development. The conversation explores the challenges and potential of AI, the need for time investment in understanding AI, the future of work, and the role of AI in human interactions. Siadhal from Metaview shares insights on the impact of AI on recruiting, the importance of experimentation, customization, and reporting in AI products, and the potential of AI in enhancing human productivity. The conversation also delves into the concept of human-AI interaction and the efficiency of AI in replicating human conversations.
Takeaways
AI adoption in recruitment and HR tech is rapidly growing, but there are still challenges and resistance to adoption.
Unstructured data is now useful due to AI's ability to extract insights, leading to significant changes in business processes.
AI is being leveraged effectively in sourcing and application sorting, addressing the challenges of candidate differentiation and applicant heavy markets.
AI has the potential to mitigate bias by providing more accurate and comprehensive data, but there are still challenges in fully understanding and addressing bias in decision-making processes.
The phases of technology uptake, from innovators to laggards, provide insight into the adoption of AI and other new technologies.
Innovative use of AI in business development, such as market mapping and chat GPT, is reducing the time and effort required for these processes. Understanding AI requires time and experimentation
Customization and reporting are crucial in AI products
AI has the potential to enhance human productivity
Efficiency in human-AI interaction is a key consideration for AI adoption
Chapters
00:00
The State of AI Adoption in Recruitment and HR Tech
08:39
Unstructured Data and AI: A Game Changer in Business Processes
16:16
Addressing Bias and Diversity with AI in Hiring Processes
21:32
The Impact of AI on Recruiting and the Future of Work
26:57
Customization and Reporting in AI Products
36:16
Enhancing Human Productivity with AI
39:49
Efficiency in Human-AI Interaction
Adam Jackson, Co-Founder of Braintrust Network, discusses their unique talent network and the introduction of BrainTrust Air, an AI-powered talent acquisition tool. The conversation covers the benefits, impact on candidate experience, and the ethical use of AI in recruitment. Adam also shares insights on the future of talent acquisition and the evolution of AI in the hiring process.
Takeaways
BrainTrust is a unique talent network owned and controlled by the talent that makes their living on it.
BrainTrust Air is an AI-powered talent acquisition tool that streamlines the hiring process, providing benefits for both candidates and talent acquisition professionals.
The ethical use of AI in recruitment is a key consideration, and BrainTrust Air is designed to ignore biases and evaluate candidates based solely on their abilities and experience.
The future of talent acquisition will see AI replacing legacy HR tech software, improving efficiency, and providing better output.
The integration of AI in the hiring process will free up time for talent acquisition professionals to focus on creative solutions and other aspects of HR management.
Emma Cooper, Chief People Officer at System1Group, discusses the importance of aligning individual growth with organisational development. She shares how they have implemented departmental and organization-wide frameworks to clarify expectations and behaviours. Emma also highlights the use of the Extraordinary Leader program and the Clifton Strengths Assessment to identify and nurture talent within the organisation. She emphasises the need for continuous learning and growth, and the role of leaders in promoting and role-modeling this mindset. Emma also discusses fostering a sense of belonging and understanding of growth opportunities across all levels of the organization. Finally, she addresses the trends and challenges facing people development professionals, such as longevity, AI, and economic and political changes.
Takeaways
Align individual growth with organisational development through clear expectations and behaviours.
Use tools like the Extraordinary Leader program and the Clifton Strengths Assessment to identify and nurture talent.
Promote a culture of continuous learning and growth by recruiting and developing people interested in personal development.
Role model a growth mindset as a leader by actively seeking feedback, participating in development activities, and sharing personal learning experiences.
Foster a sense of belonging and understanding of growth opportunities by providing autonomy, development plans, and opportunities for collaboration and learning.
Be prepared for trends and challenges in people development, such as longevity, AI, economic and political changes, and have a clear strategy to address them.
Chapters
00:00
Introduction and Background
04:11
Aligning Individual Growth with Organizational Development
10:28
Measuring the Success of People Development Efforts
13:47
Fostering Belonging and Understanding of Growth Opportunities
15:31
Trends and Challenges in People Development
17:40
Conclusion and Contact Information
In this episode, Paul interviews Garry Clarke-Strange, a specialist in inclusion and diversity. They discuss the current state of diversity, equity, and inclusion (DEI) efforts in organizations and the challenges they face. Garry emphasizes the importance of making DEI a part of an organization's DNA and not just a trend. They also discuss the need to include everyone in the conversation and avoid alienating any group. Garry highlights the commercial benefits of inclusion and the impact it can have on attracting and retaining top talent. They also talk about the role of authenticity and humanizing inclusion strategies. Garry envisions a future where the conversation around inclusion is no longer necessary because it is deeply embedded in organizational culture.
Takeaways
DEI efforts are facing challenges and a softening of focus, but it is crucial to make it a part of an organization's DNA.
Including everyone in the conversation and avoiding alienation is important for sustainable change.
Inclusion has commercial benefits and can improve the overall performance of a business.
Authenticity and humanizing inclusion strategies are key to engaging people and creating a positive culture.
The ultimate goal is to reach a point where the conversation around inclusion is no longer necessary because it is deeply embedded in organizational culture.
Chapters
00:00
Introduction and Background
02:47
The Importance of Including Everyone
06:18
The Narrative Around DEI and Alienation
10:30
The Commercial Benefits of Inclusion
12:33
Using Inclusion to Attract and Retain Top Talent
15:16
The Impact of Not Focusing on DEI
21:48
The Future of the Inclusion Conversation
Luke Eaton, a talent acquisition leader, shares insights on how to do more with less in talent acquisition. He emphasises the importance of measuring and tracking key data points, such as volume, conversion rates, and capacity, to identify areas for improvement. By optimising processes and focusing on bottlenecks, recruiters can increase efficiency and make more hires with the same level of effort. Luke also highlights the role of technology and automation in streamlining recruitment processes and reducing administrative tasks. He provides examples of how companies have successfully navigated challenging periods by implementing these strategies.
Takeaways
Measure and track key data points to identify areas for improvement in talent acquisition processes.
Focus on optimising processes and addressing bottlenecks to increase efficiency and make more hires with the same level of effort.
Leverage technology and automation to streamline recruitment processes and reduce administrative tasks.
Empower individual recruiters by providing them with data and tools to improve their performance.
Prioritize time management and personal well-being to maintain productivity and avoid burnout.
Roger Philby, Founder of Chemistry and Managing Partner at New Street Consulting Group, discusses the importance of data-driven decision-making in talent management. He highlights the problem of using flawed data to make decisions about hiring, promoting, and developing employees, and emphasizes the need to focus on contextual fit rather than relying solely on previous experience and qualifications. Filby introduces the five-box model, which includes intellect, personality, motivation, behaviour, and experience/skills, as a framework for assessing and predicting performance. He also emphasizes the importance of developing employees and meeting their evolving needs and expectations.
Takeaways
Flawed data is often used to make decisions about hiring, promoting, and developing employees, leading to poor outcomes.
Contextual fit is more important than previous experience and qualifications when assessing and predicting performance.
The five-box model (intellect, personality, motivation, behaviour, experience/skills) can be used to assess and predict performance.
Developing employees and meeting their evolving needs and expectations is crucial for talent retention and engagement.
Talent scarcity is a myth, and all individuals have talent that can be harnessed in the right context.
Today we welcome Melanie Naranjo, VP of People at Ethena.
From discussing the current state of HR to exploring the evolving role of performance management in remote work environments, Melanie shares invaluable insights on how HR professionals can thrive amidst change.
We explore the importance of taking HR off autopilot and crafting a strategic approach that aligns with broader business objectives. Melanie sheds light on the significance of building strong partnerships with senior leadership, emphasising the need for HR professionals to speak the right commercial language to drive success.
Drawing from Melanie's extensive experience, we uncover real-world examples of successful HR initiatives that have made a tangible impact on employee engagement and performance. Additionally, we dive into the realm of data and analytics, exploring how HR professionals can leverage data-driven insights to inform decision-making and drive organizational success.
Throughout the conversation, Melanie offers practical tips for HR professionals on building resilience, adaptability, and making a positive impact in their organisations.
Whether you're a seasoned HR professional or an aspiring one, this episode provides valuable insights to elevate your HR practice and drive meaningful change in your workplace.
Summary
Lubomila founded Plan A in 2016, a software as a service platform that supports corporates in decarbonizing, managing ESG reporting, and optimizing their value chains for sustainable growth. The journey has been complex, but sustainability has become a key decision-making element in boardrooms. Lubomila's personal motivation for starting the business came from a serendipitous moment in Morocco where she cleaned beaches from plastic. She saw an opportunity to create a business case for sustainability and combine it with her learnings from the financial system. Plan A focuses on being an empathetic leader and creating a supportive work culture.
Takeaways
Sustainability has become a crucial element in boardroom decision-making.
Lubomila's personal motivation for starting Plan A came from a serendipitous moment in Morocco.
Plan A focuses on being an empathetic leader and creating a supportive work culture.
The company provides growth opportunities through programs like MyPlan A and encourages employees to go beyond their job descriptions.
Education is a core part of Plan A's mission, both internally and externally.
The company values cross-cultural management and encourages employees to bring their unique perspectives and reshape the company culture.
Leaders building a globally applicable business should understand and adapt to different cultures and mindsets.
Chapters
00:00
Introduction and Background
02:28
Opportunity and Journey of Plan A
06:29
Company Growth and Leadership
07:19
Empathy and Employee Engagement
09:09
Employee Motivation and Development
11:00
Employee Education and Upskilling
12:39
Going Beyond Job Descriptions
14:14
Personal Connection with Employees
17:54
Aligning Company Goals and Personal Aspirations
Summary
In this conversation, Trent Cotton discusses the traits and strategies that contribute to high-performance recruiting teams. He emphasizes the importance of being goal-oriented, gritty, adaptable, curious, and open to respectful conflict. Trent also introduces the concept of sprint recruiting, which applies agile methodology to the recruiting process. He explains how sprint recruiting can improve efficiency, establish accountability, and provide measurable progress.
Takeaways
High-performance recruiting teams are goal-oriented and measure their success against specific targets.
Grit and tenacity are essential traits in recruiting teams, but leaders must also help balance their focus and prevent burnout.
Adaptability is crucial in today's ever-changing business landscape, and recruiting teams can foster it by creating a playground for innovation and experimentation.
Intellectual curiosity drives high-performance recruiting teams, as it leads to a deeper understanding of the recruiting process and better candidate engagement.
Respectful conflict is necessary for growth and improvement in recruiting teams, as it allows for diverse perspectives and better solutions.
Accountability is established by setting clear goals and holding team members responsible for their actions and outcomes.
Sprint recruiting applies agile methodology to the recruiting process, improving efficiency, establishing accountability, and providing measurable progress.
Recruiting professionals can improve their team's performance by adopting agile methodologies like sprint recruiting and focusing on metrics and continuous improvement.
Trent Cotton recommends his books, 'Sprint Recruiting' and 'High Performance Recruiting,' as resources for further exploration of these topics.
Chapters
00:00
Introduction and Background
01:32
Goal-Oriented Recruiting Teams
05:25
Adaptability in Recruiting Teams
08:52
Curiosity in Recruiting Teams
10:55
Respectful Conflict in Recruiting Teams
15:22
Accountability in Recruiting Teams
24:06
Implementing Agile Methodologies in Recruiting
25:26
Book Recommendations
Today we are joined by Abigail Ansaah Nuer, Group HR Manager at Atlantic International Holding in Ghana.
Today we cover:
-
Learn how to adapt global HR policies to local contexts effectively.
-
Discover practical strategies for building and scaling an HR department.
-
Gain insights into fostering employee engagement, recognition, and development.
-
Explore tips for setting up a workforce in a new country and managing cross-country interactions.
-
Get actionable advice on identifying and nurturing local talent.
-
Hear a step-by-step plan for setting up an HR function in a developing country.
Don't miss out on valuable insights to enhance your HR management skills! 🌟
Dara Henry, a biotech professional and COO of Prokarium, discusses the importance of a people-centric approach in talent management and growth. He emphasises the qualities of a good manager, such as liking to work with and mentor people. Dara also highlights the value of people in companies, particularly in the biotech industry, where great science and great people are essential for success. He discusses the challenges of finding and retaining talent in the competitive biotech market and the significance of one-on-one dialogues between employees and management.
Takeaways
A good manager likes working with and mentoring people, while a great manager also has a vested interest in helping others' careers.
In the biotech industry, people are just as valuable to a company as the drugs they develop.
Smaller companies are often better at investing in and developing their employees compared to larger companies.
Regular one-on-one dialogues between employees and management are crucial for meaningful communication and engagement.
Companies should invest in their employees and develop tailored career development plans to retain and develop talent.
Chapters
00:00
Introduction and Career Background
03:43
Defining a Good Manager
05:04
The Value of People in Companies
07:35
People-Centric Approach in Business Operations
09:02
Talent Acquisition in Biotech Industry
10:16
Challenges in Finding and Retaining Talent
12:01
Importance of One-on-One Dialogues
14:14
Planning Career Goals with Employees
16:09
Developing a People-Centric Approach
19:11
Promoting from Within
20:25
Conclusion
Abigail discusses the need to change HR language and introduces the eight superpowers that define great HR professionals. These superpowers include the magician, influencer, pioneer, meaning maker, storyteller, product designer, marketeer, and community leader.
Takeaways
-
HR language needs to change to be more accessible and reflective of the work HR professionals do.
-
The eight superpowers of HR professionals are the magician, influencer, pioneer, meaning maker, storyteller, product designer, marketeer, and community leader.
-
These superpowers encompass the ability to see into the health of the organisation, influence others, take risks and bring new ideas, create meaning and purpose, tell compelling stories, design HR initiatives like products, market HR initiatives effectively, and build communities within the organisation.
-
HR professionals should focus on developing these superpowers to have a greater impact in their roles.
Chapters
00:00
Introduction and Background
03:17
The Need to Change HR Language
08:02
The Eight Superpowers of HR Professionals
08:28
The Magician
13:38
The Influencer
16:31
The Pioneer
21:24
The Storyteller
22:23
The Product Designer
29:43
The Marketeer
31:17
The Community Leader
Follow People Flow - https://www.linkedin.com/company/wearepeopleflow/
Attend the community launch in London - https://lnkd.in/eYqdis8P
Summary
Maria Barrera, the founder and CEO of Clayful, discusses the importance of company culture, practical interviews, transparency, and communicating reasons not to join. She also shares insights on involving the team in culture building, strategies for building a diverse team, and the challenges and trends in diversity hiring. She offers advice for enhancing diversity hiring practices and building an inclusive work culture.
Takeaways
Practical interviews and role-playing exercises can help assess candidates' skills and fit for the role.
Transparency about the challenges and expectations of working at a startup can help attract the right candidates.
Involving the team in culture building and addressing their needs and concerns can create a more inclusive and engaged workforce.
Building a diverse team is crucial, especially in industries like mental health where representation matters.
Leaders should prioritise diversity and inclusion, embed it in the company's work, and communicate its importance throughout the organisation.
Chapters
00:00
Introduction and Company Overview
00:38
Approaching Hiring for Company Culture
03:48
Communicating Reasons Not to Join
06:31
Involving the Team in Culture Building
09:55
Building a Diverse Team
10:14
The Importance of Diversity in Mental Health
11:48
Balancing Diversity and Hiring the Best
14:52
Communicating and Embracing Diversity and Inclusion
16:37
Advice for Enhancing Diversity Hiring and Inclusive Culture
22:02
Opportunities to Work at Clayfield Health
In this conversation, Lance Sapera, a recruiting leader, discusses the importance of building a strong partnership between talent acquisition and other business functions. He emphasizes that recruiting is a team sport and that everyone involved in the hiring process should work together to find the right people who can accelerate business growth. He shares strategies for nurturing candidate relationships and ensuring a positive candidate experience. Finally, Lance discusses future trends in company-wide hiring ecosystems, including the importance of candidate nurturing, the inclusion of transitioning professionals, and the potential impact of AI in recruiting.
Takeaways
Recruiting is a team sport, and all stakeholders involved in the hiring process should work together to find the right people who can accelerate business growth.
Recruiters should learn the business and become talent advisors to hiring managers, providing valuable insights and guidance throughout the hiring process.
Setting metrics that matter to the business and fostering transparency and accountability in the hiring process are crucial for building strong partnerships between TA and other business functions.
Diversity and inclusion should be embedded in a company's DNA, with measurable goals and reporting to hold leaders accountable and foster a culture of belonging and inclusivity.
Nurturing candidate relationships and ensuring a positive candidate experience are essential for attracting and retaining top talent.
Future trends in company-wide hiring ecosystems include a focus on candidate nurturing, the inclusion of transitioning professionals, and the potential impact of AI in recruiting.
Chapters
00:00
Introduction and Background
03:06
Envisioning the Relationship between TA and Business Functions
06:14
Strategies for Building a Company-wide Hiring Ecosystem
11:35
Aligning with HR VPs for Organizational Goals
16:31
Indicators of Successful Partnership with Hiring Business
27:17
Ensuring Transparency and Accountability in Hiring Processes
32:32
Future Trends in Company-wide Hiring Ecosystems
In this episode, Suzy Choi, the founder of Goodpeople, discusses the importance of candidate experience and how it has evolved in recent years. She highlights the digitalisation of recruitment processes, transparency and communication, and personalisation as key factors. Suzy also emphasizes that job seekers prioritize work-life balance, company culture, and growth opportunities. She provides advice on showcasing company culture and values, crafting effective job descriptions, and creating an inclusive culture. Suzy also shares strategies for inclusive interview processes, improving interviewer skills, and implementing talent acquisition strategies for small and medium-sized businesses.
Chapters
00:00
Introduction and Background
00:44
Evolution of Candidate Experience
04:43
Showcasing Company Culture and Values
06:44
Crafting Effective Job Descriptions
09:26
Creating an Inclusive Culture
11:20
Inclusive Interview Processes
13:37
Improving Interviewer Skills
16:18
TA Strategies for Small and Medium-Sized Businesses
Marcus Mossberger, a future of work strategist, discusses the dramatic changes in the workplace, the impact of economic conditions on well-being, the evolution of retirement, the rise of side hustles, future-proofing skills, innovative approaches to talent management, the role of technology in shaping the workplace, and the concept of work-life balance vs. work-life harmony.
Takeaways
The pandemic has unfrozen social norms and blurred the line between personal and professional lives.
The well-being of the workforce, including physical, emotional, and spiritual health, is now a priority.
Retirement is evolving, with a focus on maintaining institutional knowledge and offering flexibility.
Side hustles are becoming more mainstream, allowing individuals to have multiple jobs or projects.
To stay relevant in a fast-changing job market, individuals should focus on sustainable and transferable skills.
Talent management is moving from a separate activity to an integrated part of daily work.
Technology can make the workplace more human by automating administrative tasks and allowing humans to focus on what they do best.
Work-life balance is shifting towards work-life harmony, with a greater emphasis on flexibility and integration.
Connect with Marcus Mossberger on LinkedIn to continue the conversation.
Chapters
00:00
Introduction and Background
01:04
Dramatic Changes in the Workplace
04:40
Impact of Economic Conditions on Well-being
07:43
Retirement and its Evolution
09:24
The Rise of Side Hustles
13:08
Future-proofing Skills
15:07
Innovative Approaches to Talent Management
16:54
The Role of Technology in Shaping the Workplace
19:21
Work-Life Balance vs. Work-Life Harmony
21:02
Conclusion and Call to Connect
Ben O'Mahony, CEO and Co-Founder of JobsASI, discusses the intersection of HR and AI in talent acquisition. He highlights the challenges in using statistics effectively and emphasizes the importance of understanding the distribution of hiring times.
Ben also explores how AI can be harnessed to improve talent acquisition processes and enhance decision-making. He advises companies on fully integrating AI into their DNA, balancing human intuition with data-driven decision-making, and shares information about his AI in People and Talent forum on LinkedIn.
Chapters
00:00
Introduction and Background
02:13
The Intersection of HR and AI
03:54
The Use of Statistics in Talent Acquisition
07:13
Challenges in the Use of Statistics
11:26
Using Data to Streamline Hiring Processes
17:06
Harnessing AI in Talent Acquisition
20:44
Integrating AI into Company DNA
23:32
Balancing Human Intuition and Data-Driven Decision Making
26:39
AI in People and Talent Forum
29:31
Conclusion
In this episode, Sameen Mahmood discusses the importance of personal branding and networking in today's competitive job market.
Chapters
00:00
Introduction and Background
01:14
The Importance of Personal Branding
03:28
Sameen's Personal Journey with Personal Branding
06:58
Networking and its Evolution
12:09
Balancing Personal Branding and Work
15:03
Personal Branding as a Shield in the Job Market
19:01
Practical Steps to Start Personal Branding
22:07
Maintaining Work-Life Balance
25:16
The Future of Personal Branding and Networking
27:33
Conclusion and Contact Information
In this conversation, David Hanrahan, Chief People Officer at Flare, shares insights on leadership development, team performance, rebuilding culture, and the future of leadership development.
Chapters
00:00
Introduction and Background
01:21
Common Misconceptions and Pitfalls in Leadership Development
03:36
A Different Approach to Leadership Development
08:31
Components of a Comprehensive Leadership Development Model
12:32
Strategies for Team Collaboration and Excellence
17:16
Stack Ranking Teams for Performance Assessment
23:03
Rebuilding Culture and Providing Leaders with Tools
26:38
Future Trends in Leadership Development
28:19
Building Resilient and High-Performing Teams
32:46
Balancing Short-Term and Long-Term Goals
32:53
Conclusion
Ben Eubanks, a researcher, author, and speaker, discusses the intersection of HR and AI in talent acquisition. He emphasises the importance of human connection and the role of AI in enabling recruiters to have a bigger impact. Ben shares key takeaways from his book on AI and its impact on talent acquisition, highlighting the need for critical thinking and compassion in the hiring process.
He provides insights from the Talent Acquisition Trend Study, including the impact of ghosting and the importance of flexibility and growth opportunities for candidates. Ben offers advice on how organizations can navigate the dynamic job market and stay ahead of the curve, emphasising the use of research and continuous learning.
Check out the TA Trends report - https://lhra.io/blog/first-look-at-2023-talent-acquisition-research-pay-transparency-ghosting-and-more/
Chapters
00:00
Introduction and Background
01:52
The Intersection of HR and AI
03:55
Key Takeaways from the Book on AI and TA
04:24
Expectations vs Reality of AI in Recruitment
06:24
Future Steps with AI in Talent Acquisition
07:59
Advancements in AI for Talent Acquisition
09:26
AI's Impact on Face-to-Face Interactions
10:55
Transparency and Ethics in AI
11:15
Implementing AI in Small and Medium-Sized Enterprises
13:19
The Surge and Perception of ChatGPT
16:22
Insights from the Talent Acquisition Trend Study
20:48
Navigating the Dynamic Job Market
25:08
Staying Ahead of the Curve
27:33
Conclusion and Call to Action
Hector Stanley, the Co-Founder of Ditto, discusses the concept of employee mobility and how Ditto is solving the problem of talent sharing between businesses.
Chapters
00:00
Introduction and Overview of Ditto
03:03
Advantages of Employee Mobility
04:29
Balancing Internal and External Opportunities
06:20
Leveraging HR Tools for Employee Development and Mobility
08:04
Encouraging Managers to Value Employee Development
09:21
Positive Outcomes of Cross-Functional Collaboration
11:15
The Idea for Ditto and Its Founding
13:17
Employee Mobility for Small Companies
15:28
Incorporating Variety without Compromising Core Responsibilities
17:08
Enhancing Internal Mobility Programs
18:38
The Future of Employee Mobility
19:50
Conclusion and Where to Find More Information
Summary
In this episode, Shathiya Rengalwar discusses the importance of structured hiring and provides insights on how to create a structured hiring process.
Chapters
00:00
Introduction and Background
02:33
Key Elements of a Structured Hiring Process
03:41
Assessing and Improving an Existing Hiring Process
07:03
Common Leaks in the Hiring Process
10:43
Coaching and Educating Teams on Structured Hiring
14:03
Making Structured Hiring Data-Driven and Consistent
16:19
Challenges and Resistance in Implementing Structured Hiring
19:23
Advice for Startups and Smaller Companies
22:00
Conclusion
Today I am joined by your friendly, favourite Virtual Chief People Officer, Geraldine Butler-Wright!
Every company experiences layoffs at some point and in this conversation, Geraldine shares how businesses can conduct themselves in a humane and correct way.
We covered:
Human-Centric Layoffs: Strategies for respectful and compassionate layoffs.
Effective Communication: Transparent communication in challenging times.
Emotional Intelligence: The role it plays in managing layoffs and supporting well-being.
Post-Layoff Support: Career transition guidance and counselling services.
Maintaining Morale: Keeping remaining employees engaged and motivated.
Tune in for a concise guide to compassionate layoffs and resilient workforce management.
In this episode, we sit down with Milos Djurdjevic, the mind behind HeyData, to explore the secrets behind their remarkably low turnover rate.
Milos shares insights into the unique strategies and a carefully crafted code of conduct that have been instrumental in fostering exceptional employee loyalty. He also dissects the details of HeyData's highly effective onboarding process and how it plays a pivotal role in their overall approach to talent retention.
Milos sheds light on the business's focus on benefits packages and their significant contribution to employee satisfaction and retention.
Learn about the inclusive decision-making approach at HeyData and its profound impact on employee commitment.
And lots more :)
A great episode with a great human being.
In this insightful episode of our podcast, we're joined by Ines Moreno, EU Director at Allied For Start-ups.
Highlights:
- Ines's journey and expertise in global talent landscapes.
- The significance of international talent in startup ecosystems.
- Overcoming the hurdles of hiring abroad with effective solutions.
- Tailoring recruitment strategies for tech startups' unique needs.
- Navigating policy changes and maintaining agility in global hiring.
- Evaluating successful startup visa programs worldwide.
- Busting myths around international talent recruitment.
- Essential advice for founders and HR professionals on global hiring.
This episode for anyone looking to understand and leverage international talent to fuel start-up growth and innovation.
Emily Sivey is fantastic! And did I mention she is a Super Recruiter? In this episode, we explore the managing of high application volumes while maintaining a personal touch - a critical aspect in the world of recruitment.
This is a great hack-filled guide on how to give EVERYBODY who applies to a job at your business, a positive candidate experience.
In this episode of Talent & Growth, we dive into the inspiring journey of Tessa Clarke, Co-Founder of Olio, a revolutionary app
tackling the global food waste crisis.
Tessa opens up about her transition from consulting to entrepreneurship and the profound influences that shaped her path, including insights from her time with James Dyson.
Tessa discusses how Olio stands apart in addressing food waste, bringing a unique and effective approach to a global issue.
She delves into the challenges and rewards of balancing a profit-driven business model with a strong, purpose-driven mission.
This balance, as Tessa explains, is crucial for businesses aiming to align social and environmental impacts with shareholder returns.
This episode is a must-listen for anyone interested in entrepreneurship, sustainability, and making a tangible impact on the world.
In this episode of Talent and Growth, we delve into the rapidly evolving world of AI in talent acquisition with James Sale.
Throughout the episode, James highlights the critical need for recruiters to adapt and harness AI's potential to streamline and enhance their work. He sheds light on the comprehensive guide he's developed, offering a roadmap for effectively integrating AI into various aspects of recruitment - from copywriting for job descriptions to personalised candidate engagement.
Check out James blog on the topic to get notes for this conversation right here - https://www.linkedin.com/pulse/unlocking-power-personal-ai-chatbots-software-james-sale-rt7he%3FtrackingId=mxcDfsS5Tciz25ZZxGOlbA%253D%253D/?trackingId=mxcDfsS5Tciz25ZZxGOlbA%3D%3D
In this episode of Talent & Growth, we delve into the intricacies of driving a performance-based culture while maintaining empathy and care for employees with our guest, Inbar Diamant.
Key discussion points of the episode include:
-
The Importance of Employee Value
-
Balancing Care with Performance
-
Company Culture Impact
-
Managerial Buy-in
-
High-Level Concepts to Actionable Plan
-
Individual Worth vs. Role
This episode is a must-listen for leaders, HR professionals, and anyone interested in creating a dynamic, empathetic, and performance-driven workplace. Tune in for valuable insights and practical advice from one of the industry's leading voices on maximising employee value while fostering a positive and productive work environment.
In our latest episode of Talent & Growth we dive into the fascinating world of organisational health with Chris Parsons, Co-Founder of Lollipop.ai.
Chris shares his entrepreneurial journey and the innovative strides his current venture, Lollipop, is making in reshaping consumer shopping experiences.
Throughout the conversation, Chris emphasises the critical role oforganisational health, as conceptualised by Patrick Lencioni, in drivin business success.
He delves into the importance of having a clear mission, building a high-trust environment, and ensuring low staff turnover.
Listeners will gain insights into how Chris's team at Lollipop maintains a clear focus, sets concrete objectives, and aligns their decision-making processes with organisational health principles.
For anyone interested in learning about the practical implementation of organisational health principles in both startups and established companies, this episode is a must-listen.
Introducing Zumar "Zum" Dean who is Open To Work!
It was an absolutely pleasure to chat with Zum. He is clearly passionate Talent Acquisition, People and DEI, not to mention the people he leads and works with.
I have no doubt that somebody like Zum could absolutely impact any scaling business in the best possible way, with a focus on candidate experience, diversity, inclusion and just doing an absolutely phenomenal job.
Clearly an incredibly talented individual, and guess what? He can cook as well!
Sold. Contact Zum if you are looking for an accomplished, humble, genuine and clearly capable Talent Leader.
In this episode of our Talent and Growth, we sit down with Margaret Zablocka, the Founder of Onoco, a startup that stands out with its innovative approach to team building and nurturing a family-first culture.
We talked about:
-
Margaret's personal and professional journey to founding a unique startup.
-
The intricate process of identifying and nurturing the essential skills and traits for a small but effective startup team.
-
The importance of fostering independence among team members in a startup setting.
-
The critical role of establishing and maintaining strong company values from the get-go.
-
The concept of a family-first workplace culture and its impact on employee performance and satisfaction.
-
And lots more! "
Introducing Stefanie Fackrell, who is "Open To Work".
Stefanie comes across to me as somebody who would be great to work with.
She is passionate about the most important element of your business - the people!
She is also authentic, experienced, and commercial. Stefanie would add SO much to your business.
Contact her here - https://www.linkedin.com/in/stefanie-fackrell-she-her-0b13439/
Join us in a thought-provoking discussion with Ash Rama.
From his career journey to the broader implications of AI on the job landscape, Ash shares invaluable insights. We explore how business leaders can effectively introduce AI, address employee apprehensions, and weigh its benefits against potential job risks.
Delve into strategies for AI adoption, debunk common myths, and discover the potential of AI to create fresh career opportunities. This episode is a must-listen for those eager to understand the intersection of AI, leadership, and the future of work. Tune in!
Join us as Mike Bradshaw, with a rich 14-year journey in HR/TA, unravels the intricacies of modern recruitment. From his early days in early-stage consulting to steering the helm at Pinpoint, Mike's insights on scaling teams and embracing a tech-led approach are invaluable. In this episode:
-
Discover the transformative recruitment strategies that powered Pinpoint's impressive growth.
-
Dive deep into Mike's philosophy, which ensures a holistic, efficient, and candidate-centric recruitment process.
-
Understand the synergy of data-driven decision-making with human-centric recruitment strategies.
-
Get a glimpse of what true inclusivity looks like in the recruitment sphere.
It's a must-listen episode!
In this episode, we're joined by Peter Mukherjee, the mind behind "A Few Wise Words," a book that illuminates the experiences and insights of extraordinary individuals.
Delving into Peter's journey of compiling this enlightening book, we explore key trends and shared wisdom from various luminaries.
We tackle questions about what employees seek from their employers and the pivotal role of effective communication in comprehending and fulfilling those expectations.
Peter sheds light on the fascinating dynamic of intrinsic vs. extrinsic motivation and its implications on employee engagement and loyalty.
Drawing from the vast repository of wisdom he's gathered, we discuss essential leadership attributes, strategies to inspire creativity and the significance of personal growth in retaining talent.
As businesses grapple with generational shifts in the workforce, Peter offers actionable advice on tailoring acquisition and retention strategies.
Don't miss this enlightening conversation filled with wisdom and insights from some of the world's most accomplished individuals.
Join us as Eduardo López-Pineda, celebrated for his dedication to personal growth, unravels the nuances of executive presence and the art of standing out professionally. In this episode we:
-
Address imposter syndrome and find a resonant executive voice.
-
Decode the mystique of executive presence and the steps to harness it.
-
Navigate the intricacies of strategic stakeholder engagement and its career implications.
-
Learn the essentials of creating and optimizing a high-performing team.
-
Spotlight on identifying and promoting a signature professional skill or trait.
-
Garner tangible advice on how to set yourself apart and catalyse your career growth.
You can tune in for a deep dive into leadership, personal branding, and actionable career insights. Perfect for professionals at any stage eager to elevate their career game.
"
In this episode, we explore the multifaceted world of AI's influence on software engineering. Join us as we delve into:
The AI Transformation: Understanding how AI shapes software development, from automating daily tasks to affecting collaboration across multidisciplinary teams.
Between Automation and Authenticity: While AI shows potential in automating numerous software engineering tasks, we discuss the essential roles that humans will always play in the development process.
Future Proofing Engineers: With AI-driven tools changing the landscape, we touch upon the new skills software engineers should acquire to remain relevant in this evolving domain.
Dive into real-world examples, hear about the ethical ramifications, and discover the must-have AI tools revolutionising modern software engineering.
Plus, we'll tackle the big question on everyone's mind: Does AI promise more job opportunities or potential job losses in the next decade?
Introducing Sophie Power, who is "Open To Work".
Sophie is precisely the type of person I would LOVE to work with on a Talent Team.
She has an incredibly successful track record, is SO passionate about Talent Acquisition and is clearly skilled in articulating that oh-so-important narrative around a company purpose into a story that excites potential candidates.
Plus, she's a cold water jumper, and that's my kind of person.
Sophie is relocating to Scotland, so she is ideally looking for Scottish-based or remote Head of TA roles.
Contact her here - https://www.linkedin.com/in/sophiepower/
In this captivating episode, we sit down with Jonathan Holmes, the visionary Founder of LuxDeco. With a transparent look into the evolution of LuxDeco, Jonathan discusses the birth of the brand and its initial 'family-first' foundation. As we navigate the intricacies of organisational culture, he reveals why and how he recognised the need to shift the company's initial approach.
Jonathan opens up about his unique team-building strategy, detailing how he meticulously chooses members that perfectly align with LuxDeco's core values. But it's not always smooth sailing; he shares the hurdles of encountering resistance during pivotal cultural transitions and the art of making tough choices while upholding the company’s guiding principle of kindness.
With an emphasis on adaptability, consistent feedback, and an unwavering commitment to values, this episode offers a profound look into leading with authenticity and purpose. Join us as we delve deep into the heart of culture-driven leadership with one of the industry's most insightful leaders.
The first in our "Open To Work" series where we give Talent Acquisition professionals the platform to share their skills, experience and ultimately why they would be a great hire for a business.
Richard most recently worked as a Global Head of TA at R3 and has 20 years experience, split between agency and in-house.
For me, he is honest, humble, experienced, knowledgable, clearly incredibly hard-working and obviously passionate about TA. He strikes me as the kind of person who would 100% get things done - an executor and a leader.
My kind of guy.
You can contact Richard here:
https://www.linkedin.com/in/richard-savva-3b626871/
savva141414@gmail.com
07591744816
In this eye-opening episode, we sit down with William Welton, who transitioned from a consumer sales role to building a successful oral health business.
One of the most critical stages in that journey? Hiring the right people. William opens up about his unique hiring process, detailing what he looks for in his first employees and how he's found the perfect balance between technical skills and cultural fit.
Whether you're an aspiring entrepreneur or an established business leader, William's insights on establishing a team that can both meet technical demands and fit seamlessly into your company culture are invaluable.
Tune in to learn how to navigate the hiring hurdle successfully and set your start-up on the path to success.
In this episode, we delve into the nuances of tech team management, discovering how seasoned leaders Alida Maffon, Nick Proud and George Hartshorn keep their teams engaged, motivated, and thriving. As we navigate the dynamic tech landscape, a few critical strategies emerge:
Navigating Autonomy & Well-being: Learn how top leaders strike a balance between giving tech professionals autonomy while ensuring their mental well-being, particularly during intensive project phases.
Diversity and Passion-Driven Work: Understand the role of diversity and inclusion in boosting team morale and explore how leaders ignite passion by allowing team members to engage in projects they truly care about.
Addressing Growth and Challenges: From creating pathways for career progression to handling underperformance with compassion and efficacy, discover how challenges are transformed into opportunities for individual and team growth.
Tune in to arm yourself with essential strategies to retain and nurture top tech talent in today's fast-paced industry."
In this enlightening episode, we sit down with Tim Hogwood, co-founder of Sourcewhale, a company specializing in recruitment automation. Tim takes us on a journey through his professional career, sharing the key experiences that led him to co-found a company that aims to revolutionize the traditional recruitment process. We delve deep into the nitty-gritty of recruitment automation, discussing its advantages, potential drawbacks, and how to strike the right balance between technology and the human touch.
Tim also offers a glimpse into the future of recruitment, exploring how generative AI could transform talent acquisition in the years to come. Shifting the conversation to outreach, he reveals invaluable tips for enhancing response rates and ensuring that your efforts resonate positively with candidates.
If you're an HR professional or recruiter grappling with the fast-paced technological advancements in the industry, this episode is packed with actionable advice to help you stay ahead of the curve. Don't miss out on Tim's expert insights into creating more effective, efficient, and empathetic recruitment processes.
In this episode, we sit down with Reka Tron, the COO and co-founder of Multus, a groundbreaking biotech company that's transforming the industry landscape. Reka shares her inspiring journey and sheds light on how Multus solves complex problems through innovation. As someone who wears multiple hats, including that of the HR leader, Reka provides invaluable insights into dual-role management, effective delegation, and the evolution of their candidate interview process.
Whether you're scaling your team from 10 to 30, seeking effective team-building exercises, or aiming to align a constantly evolving team with shifting business priorities, Reka's experiences offer lessons in leadership, adaptability, and balance. From handling the intricacies of project management to keeping up with evolving customer needs, Reka's insights are a treasure trove for any aspiring entrepreneur, particularly those looking to make their mark in the biotech sector.
Don't miss this enlightening conversation filled with actionable advice and in-depth knowledge
In this episode, we are thrilled to welcome Chandini Jain, the dynamic founder of Auquan, a company revolutionising the world of data science.
What is the secret sauce that keeps technical talent engaged and loyal? How do you balance the different attitudes and skills within a team comprising of technical and data talent? Chandini dives deep into these questions and shares practical strategies she's developed to manage a diverse group of talented professionals effectively.
If you are grappling with the challenges of recruiting and retaining technical talent in a competitive field, Chandini has a wealth of experience and solutions to share. From fostering a performance-driven culture without losing empathy to innovative practices that enhance collaboration and output, this episode is a masterclass in effective team management.
Whether you are an entrepreneur, a team leader, or someone interested in the cutting-edge field of data science, you will find a goldmine of insights and actionable tips in this episode. Listen in and get ready to transform your approach to team building and leadership
In today's enlightening episode, we sit down with Jordan Stern, the Founder of SeekHR, to discuss the pulse of the talent acquisition industry as it stands in 2023 and looks ahead to 2024. Jordan shares her journey from her early career days to founding SeekHR, a company specializing in placing top-notch talent across various business types. We delve into the market trends she's observed this year, from the cycles of layoffs and hiring frenzies to the changing dynamics as the year comes to a close.
If you're curious about what 2024 has in store for talent acquisition and what challenges lie ahead, you won't want to miss Jordan's expert forecasts. She also provides indispensable advice for TA and People Professionals looking to make a lasting impact within their organizations. Whether you're struggling to find work or want to understand how AI and technology will shape the future of recruiting, this episode offers a treasure trove of insights and actionable tips.
Join us for an episode packed with wisdom and practical advice to help you navigate the ever-changing landscape of talent acquisition."
In this engaging episode, we sit down with Natalia Escobar Ribeiro, an expert in the field of Employee Experience and Engagement. Natalia unpacks the significance of employee experience, explaining why it's not just a buzzword but a crucial aspect of modern work culture.
Learn about actionable metrics for gauging the effectiveness of your employee experience programs. Natalia shares innovative strategies for keeping employee engagement high, even during the most challenging periods. Discover the importance of continuous feedback mechanisms and how they can revolutionize your workplace environment.
Natalia also delves into the role of technology and digital tools in shaping employee experiences. Listen in as she shares her expert advice on balancing employee needs and business objectives seamlessly. Plus, get insights on how focusing on employee experience can significantly boost talent attraction and retention.
Lastly, we explore what the future holds for employee experience and the emerging trends that you don't want to miss. Tune in for an episode filled with practical advice and strategic wisdom!
Tune in, learn, and elevate your approach to employee experience with insights from Natalia Escobar Ribeiro. You won't want to miss this episode!
In this episode of our podcast series, we sit down with Laura Pomfret, a financial maven and the mastermind behind her own business. Laura opens up about her journey from corporate climbs to becoming an advocate for financial transparency and vulnerability in the workplace.
She sheds light on why emotional intelligence is a crucial, yet often overlooked, component in professional discussions about money. From sharing personal stories of financial victories achieved through speaking up to offering pragmatic advice on salary conversations, Laura leaves no stone unturned.
This episode delves into the nuances of fostering empathy without overstepping professional boundaries, the role of parenting in shaping Laura’s perspectives on financial vulnerability, and the double-edged sword of salary transparency.
Whether you’re grappling with how to be recognised for your financial worth, or you’re a leader looking to cultivate a more open and empathetic organisational culture, this episode is a treasure trove of insights you won't want to miss.
In our latest episode, we are thrilled to sit down with Lee Chambers, an expert in workplace wellbeing and a prominent advocate for diversity and inclusion. From breaking toxic cycles of bullying and discrimination to pioneering actionable strategies for systemic change, Lee's insights are nothing short of transformative.
In a candid conversation, we delve deep into the intricacies of promoting active diversity and inclusion within organizations, both on a systemic and individual level. Lee offers invaluable advice on how each of us can confront our own biases and become better allies in inclusive spaces. With a unique perspective that also covers mental wellbeing, Lee discusses how these complex issues intersect to create healthier, more equitable workplaces.
Whether you are a leader seeking to make meaningful change, or an individual wanting to be more informed, this episode is packed with recommendations, insights, and tips you won't want to miss.
Stay tuned to explore how to cultivate true inclusivity in your organization.
In our latest episode, we sat down with Carlotta Zorzi, a seasoned professional focused on creating diverse and inclusive workplaces.
Our illuminating conversation covers the A to Z of diversity and inclusion, from crafting clear career paths to fostering a culture of allyship within organisations. Carlotta delves deep into the nuanced differences between mentoring and sponsorship, shares valuable insights on the role of senior leadership in promoting diversity, and reveals key metrics for tracking the success of your D&I initiatives.
Whether you're a leader eager to make meaningful changes or simply looking to better understand the complexities of today's diverse work environments, this interview is a masterclass in actionable insights.
Tune in to be inspired and informed.
In our latest episode of our podcast, we sit down with George Morriss, an expert in talent acquisition and for early-stage businesses. With a wealth of experience in setting up talent functions from the ground up, George offers invaluable insights into the unique challenges and opportunities of staffing a company in its infancy.
Our in-depth conversation covers everything from the essential characteristics to look for when hiring, to strategies for building a strong and inclusive company culture from day one. George also delves into the technical aspects, discussing the role of technology and automation in modern hiring practices.
Whether you're a founder, HR professional, or someone interested in the startup ecosystem, you won't want to miss George's expert advice on setting up effective hiring processes, ensuring strong onboarding, and scaling talent operations as your company grows. Tune in to gain actionable strategies that can significantly contribute to your business's success.
In this captivating episode, we sit down with Nadim Sadek, a serial entrepreneur who founded 13 companies. His unique perspective, heavily influenced by psychology and market research, has shaped businesses across various sectors. We delve into his pioneering methods for analysing brands and activating them and how this translates into the world of AI for marketing.
Nadim also discusses his distinctive company culture, emphasising good manners and "Ps & Qs," and how this has become an integral part of his workplace. From a unique evaluation scale for ideas to a "High-performance, low friction" interview matrix, Nadim shares actionable insights that help align recruitment with business objectives.
Tune in to explore the importance of objectivity within a team, and why Nadim refers to his employees as "teammates" rather than "family." With a focus on frameworks for success that have evolved over his entrepreneurial journey, this episode offers a wealth of advice for both budding and seasoned entrepreneurs.
Learn about Nadim's challenges in infusing culture and values into his ventures and the strategies he employed to overcome these obstacles. This episode goes beyond business, diving deep into the psychology and philosophies that drive true entrepreneurial success.
Join us for an enlightening conversation with Jennifer Gardner, Vice President of People at CharterUP, the 2nd fastest-growing private company in the U.S. which astonishingly saw 100,000% revenue growth in just three years. Jennifer dives into her journey from her early days in HR to becoming the powerhouse behind CharterUP's rapid scaling.
What's the secret to keeping up with explosive growth? Jennifer shares her talent acquisition strategies designed to meet the challenges of rapid scale, as well as the performance management systems that keep the team performing at its peak.
But it's not all about speed; Jennifer reveals how CharterUP has been able to maintain a healthy and engaging workplace culture even amidst the fast-paced growth. From leveraging cutting-edge technology in their talent acquisition campaigns to keeping their hiring process rigorous, Jennifer has a holistic approach to people management.
Ever wondered how to prioritise employee development when everything is moving at breakneck speed? Jennifer offers invaluable insights into balancing professional growth opportunities with the demands of a scaling business.
Whether you're a people leader, an HR professional, or just curious about what it takes to grow a company at lightning speed while keeping the team engaged, this episode is packed with actionable advice and keen observations. Don't miss it!
In this enlightening episode, we welcome Mark Harbottle, the Head of Talent at Cronofy, to discuss Cronofy's comprehensive Candidate Expectations Report for 2023.
Key Takeaways:
Learn about Mark's journey and his role at Cronofy.
Discover the factors contributing to rising candidate expectations around interview arrangement times.
Understand the increasing priority placed on responsiveness during the hiring process, with a focus on trends in the UK and the US.
Dive into why lack of communication is a major pain point in recruitment, and how this issue can be effectively addressed.
Explore the growing value of technology in streamlining the candidate experience, including real-world examples.
Uncover how companies can balance tech efficiency with a human touch in the recruitment process.
Gain actionable recommendations for recruiters based on the latest trends and how these insights are shaping Cronofy's own strategy and product offerings.
Whether you’re a recruiter, an HR professional, or simply interested in the future of talent acquisition, this episode is packed with valuable information you won't want to miss. Tune in to stay ahead of the curve in the recruitment world!
Check the full report here - https://www.cronofy.com/reports/candidate-expectations-report-2023
In this eye-opening episode, we sit down with Ant Thompson, an entrepreneur, veteran advocate, and expert in employee engagement, to delve into how he's bridging the gap between military and corporate worlds. We explore his transformative journey from serving in the military to becoming a thought leader in the corporate space.
Ant passionately discusses his work with veterans, offering key insights into translating military skills into business acumen. He also shares the invaluable lessons he's learned about the power of networking and how it has informed his current ventures.
We dig into the practicality of using AI and engagement surveys to deliver actionable data for leaders. As a seasoned fundraiser, Ant provides nuggets of wisdom for entrepreneurs looking to raise capital for their projects.
Listen in as Ant elucidates the balance between hard and soft skills, questioning why society often overemphasizes one at the expense of the other. Wrapping up, he reveals upcoming initiatives he's excited about and leaves us with actionable advice for HR professionals aiming to elevate employee engagement.
Don't miss this enriching conversation that merges experience, technology, and a deep understanding of human capabilities.
In this captivating episode, we sit down with Linnea Bywall, a leader at Alva Labs, to discuss the groundbreaking ways her company is combining psychology and artificial intelligence to revolutionize the hiring process.
Learn why Linnea believes in dropping traditional methods like CVs and cover letters in favor of early-stage assessments.
Uncover how Alva Labs combats unconscious bias, maintains the human touch in a tech-driven process, and what the future holds for AI in recruitment.
Whether you're an employer, job seeker, or just fascinated by the intersection of technology and human psychology, this episode is a must-listen. Tune in now for an eye-opening conversation!
In this compelling episode, we dive deep with Nathan Trousdell, Co-founder of Fraudio, to explore his fascinating transition from investment banking to leading a trailblazing company.
We uncover the attributes that make Fraudio's remote work culture tick, discuss initiatives that effectively engage a geographically scattered workforce, and delve into the strategies for fostering innovation and creativity across the board.
Nathan shares his hands-on experience with remote team training and offers practical advice for budding founders and leaders in the remote work arena.
Nathan is a thoughtful, reflective and very smart human being, who happens also to be a great guy so I am sure you will enjoy this episode.
In this riveting episode, we dive deep into the world of location technology with Celso Zuccollo, COO at Waymap. From its humble beginnings as an accessibility-focused startup to its evolution into a game-changing location tech business, Waymap is a case study in balancing profit and purpose.
Celso unpacks the complexities of working in a deep tech environment, sharing how Waymap approaches problem-solving in this intricate field. He also reveals the unique challenges and opportunities that come with being a mission-driven company.
Ever wondered how to keep a high retention rate among employees? Celso shares some golden nuggets on team engagement and motivation. He also touches on the operational and cultural impact of being a fully remote business, offering insights into managing cross-functional task forces for better alignment toward common goals.
As if that weren’t enough, we delve into the nuances of decision-making within a rapidly growing company. How do you prioritize tasks and initiatives effectively? Celso shares his approach and even gives us a glimpse into the future plans for Waymap.
Whether you're in tech, aspire to build a mission-driven business, or just love a good entrepreneurial journey, this episode is for you. Tune in for an enlightening conversation that blends technology, mission, and growth.
In this insightful episode, we are joined by Minal Joshi-Jaeckli, founder of Open Elevator, who shares her passion and unique approach towards employee engagement. Minal's obsession with enhancing engagement within organizations has led her to use data-driven insights to create and support effective retention programs.
Throughout our conversation, we delve into Minal's background and discover the ""why"" behind her mission. She illuminates how critical data points are harnessed to measure and improve engagement, all while debunking common misconceptions about the process.
With vivid examples, Minal outlines how her method has led to significant improvements within companies, fostering a culture that promotes diversity and inclusion. Her continuous process of cultural improvement, rather than mere one-time interventions, stands out as a unique approach that truly resonates with leaders and employees alike.
By focusing on the essence of allowing people to be themselves and giving various voices and identities room to thrive, Minal offers a fresh perspective on the value of HR and the role it plays in modern organizations.
If you are interested in understanding your organisation at a deeper level and seeking ways to make meaningful and continuous improvements in engagement, this episode is packed with valuable insights and practical advice. Don't miss it!
In this session, we're bringing together three successful founders who have effectively nurtured motivated, engaged teams that power their thriving businesses.
Discover the strategies these entrepreneurial leaders employ to maintain their own motivation and that of their teams. From fostering an inspiring work environment to the implementation of innovative initiatives, our guest speakers will reveal the key tactics that have driven their businesses forward.
We'll dive into the challenges of managing burnout and re-engaging employees who've lost their motivation. We'll explore how these founders have adapted to the new realities of remote and hybrid work environments, and how they maintain high engagement levels across all employees.
Our discussion will cover a broad range of topics, including the alignment of individual and company goals, the use of recognition and rewards, the promotion of continuous learning and the role of transparency and communication in building an engaged workforce.
Don't miss this opportunity to glean insights from successful founders and learn practical strategies that you can apply to your own teams. Whether you're a founder, leader or anyone striving to foster an engaged and motivated workforce, this webinar is for you. Tune in and equip yourself with the knowledge to elevate your team's engagement and motivation to new heights.
I recently had an enlightening discussion with Siadhal, CEO & Co-Founder of Metaview, about how artificial intelligence is transforming recruiting.
Siadhal shared his unique perspective on AI, countering fears about it being overly technical. He revealed how AI can augment (not replace) human recruiters, handling mundane tasks while providing powerful insights.
We explored the coming productivity revolution AI promises, along with potential pitfalls and how to mitigate risks. Siadhal also offered practical first steps for recruiters to incorporate AI into their processes.
Key takeaways included:
-
AI excels at structured data analysis at scale, detecting signals recruiters may miss
-
AI can intervene with recommendations, but final decisions remain with recruiters
-
AI will foster collaboration, filling gaps between hiring managers and recruiters
-
Start small, focus on repetitive tasks, and build up from there
-
The future of recruiting will involve recruiters leveraging AI to become more strategic advisors.
Tune in to hear Siadhal's unique perspective on harnessing AI's potential while maintaining the human element of hiring.
It's a must-listen for any recruiter seeking to prepare for the AI-powered future.
In our latest episode, we're thrilled to welcome Anna Chalon, the Head of People at Runway, who offers us a deep dive into their unique approach to hiring, setting up a people function and putting a strong emphasis on DEI.
We explored the intricacies of establishing a structured interview process, uncovering the key elements needed for a successful, high-quality hiring system that maintains a low offer-out rate.
Anna shares share invaluable insights into how their structured selection process has fostered Diversity, Equity, and Inclusion (DEI) within the company.
We delved into unconscious bias training and diversity audits, understanding the strategies that make a difference. Anna also shared her experience in diversity sourcing and intentionality in hiring, offering solutions for teams that lack diversity.
Furthermore, we discussed the crucial topic of pay equity, especially when onboarding new roles, and delve into strategies for tracking attrition among diverse employees.
A great episode with a great human being.
Get ready for a deep dive into the entrepreneurial journey of Ian Mullane, CEO of Keepme, as we explore the mind of a serial business leader in our latest T&G episode.
Ian shares his wealth of experience, providing insights on how he effectively manages multiple ventures while cultivating team loyalty and longevity. He reveals his secret strategies for identifying and attracting top talent across a diverse array of businesses and how his leadership style has evolved over the years.
We delve into how he maintains focus and inspires his team to stay true to their mission, despite the challenges of navigating different businesses and industries.
We also get personal, discussing setbacks and failures he's faced in his ventures, offering invaluable advice for those in similar situations.
And for those who aspire to tread the entrepreneurial path or lead businesses, Ian has a treasure trove of advice from his diverse and successful career.
Embrace the future of work by joining our next Talent & Growth webinar, where we'll explore how to make remote cultures work. Learn how top companies navigate the challenges of communication, culture, and productivity in remote work environments and use them to attract the best talent.
Our industry experts will share their experiences and insights on creating effective communication strategies, fostering a sense of belonging and engagement, and ensuring consistent productivity while maintaining a healthy work-life balance. Discover the essential tools, platforms, and technologies that facilitate remote work and build connections among team members.
Get ready to dive deep into strategies for onboarding, managing, and supporting remote employees, as well as promoting diversity, equity, and inclusion in a virtual setting.
Register now and master the art of thriving remote cultures in our Talent & Growth webinar!
In today’s episode, we have a conversation with the VP of People & Talent at Ashby, who provides a deep dive into the captivating concept of reverse sourcing.
As we explore the unique culture and work environment at Ashby, we delve into the transformative shift from traditional sourcing methods to more innovative strategies.
Our guest shares invaluable insights into the limitations of traditional sourcing and how reverse sourcing presents a compelling alternative. With detailed examples, the concept of reverse sourcing is unpacked, offering a fresh perspective on finding and hiring talent.
We also explore the crucial role of job descriptions in this process, highlighting the importance of optimizing for plain language and ensuring discoverability. As our guest illustrates, the key to success in reverse sourcing lies in the intersection of SEO, algorithmic understanding, and strategic usage of platforms like LinkedIn and AdWords.
This discussion also addresses how to drive potential candidates from their inboxes to job listings, revealing some effective strategies used in the industry. Additionally, we tackle potential challenges and obstacles in reverse sourcing and offer guidance on how to overcome them.
Join us in this episode to discover how reverse sourcing could revolutionize your talent acquisition approach.
This week we host three people, two brothers and one great conversation on candidate experience!
Beginning by establishing what exactly 'candidate experience' means, Chris, Kyle, and Mary draw upon their vast knowledge and first-hand experiences to dissect this often misconstrued concept. They discuss the critical moments in the candidate journey where a positive experience can significantly influence a candidate's perspective of the organization.
As the conversation unfolds, the trio shed light on the ways businesses can quantify the value of the candidate experience. They delve into the long-term benefits of investing in the candidate journey and highlight the key metrics to track the success of these investments.
Addressing the current debate of returning to the office post-pandemic, our guests offer insights into how this shift can influence the candidate experience journey. They provide practical advice for businesses navigating this new landscape, emphasizing the importance of adaptability.
Our guests also connect the dots between candidate experience, overall employee experience, and the customer journey. They share their perspectives on how candidate feedback can be utilized not only to improve the employee experience but also to shape the customer journey.
Their insights provide listeners with a comprehensive understanding of the importance of the candidate journey and practical tips to elevate their own recruitment practices.
This episode is a must-listen for anyone interested in enhancing their candidate experience and attracting the right talent. Tune in to gain practical insights from some of the leading voices in the industry.
Today we’re joined by Andrew Douglas Wood, Co-Founder and CEO of Willo, who brings fresh perspectives to the table with the concept of CV-less hiring. A visionary, Andrew details his journey from the corporate world to a mission of revolutionizing recruitment practices, challenging the status quo, and innovating beyond traditional boundaries.
Andrew demystifies CV-less hiring, shedding light on its contrasts with conventional hiring methods and the transformative potential it holds for businesses. Through real-world examples, he demonstrates how companies have successfully adopted this approach and experienced its transformative effects on their recruitment outcomes.
As we delve into the nuts and bolts of the transition from paper-based applications to CV-less hiring, Andrew touches on the influential role of automation and AI in this paradigm shift. Importantly, he addresses the pressing question of maintaining fairness and diversity in the hiring process when implementing a CV-less system, providing actionable insights for businesses looking to make this transition.
Tune into this episode for a fascinating exploration of the CV-less hiring frontier. Whether you're contemplating making the shift or are simply keen to stay updated on the latest recruitment innovations, this conversation promises valuable insights and food for thought.
In this insightful episode, we sit down with Sandra Feldmann, an expert in creating compelling outreach campaigns for attracting top-notch talent. Sandra, whose diverse background spans across different realms of recruitment, currently lends her expertise to the team at Scandit as a Talent Acquisition Campaign Manager.
Diving deep into her strategy toolkit, Sandra shares her unique approach to designing outreach messages that cut through the noise. We discuss the nuances that make her outreach stand out, highlighting the importance of differentiation and the strategic use of collateral.
Sandra walks us through her creative process, sharing intriguing examples of her innovative strategies such as incorporating poetry, GIFs, and hyper-personalized elements. These tactics, she explains, are designed not just to capture attention, but to make candidates genuinely feel seen and appreciated.
Reflecting on the critical role of pre-outreach awareness, Sandra discusses how building interest in the organization before candidate contact can substantially bolster the effectiveness of her campaigns.
This episode offers a treasure trove of actionable strategies for those keen to elevate their candidate outreach. Join us for a deep-dive into the art of attracting talent in this engaging episode.
Shout out to our partners at Metaview.ai. Metaview is the AI assistant for interviewing. It completely eradicates the need for recruiters and hiring managers to take notes during interviews because their AI is designed to take world-class interview notes for you. I’ve been using it myself and absolutely loving it—especially for screening calls.
Head over to www.metaview.ai to get started and be sure to mention Talent & Growth to get 10% off your first year of Metaview.
In this engaging episode, we invite the dynamic duo from Speechmatics, Mikael Nilsson and David Field, to explore the intriguing concept of "Tom and Jerry" energy in the workplace. This lively conversation dives deep into their unique approach to People and Talent functions, reflecting on the thrilling dance between speed and rigor, process and flexibility, and healthy competition.
Throughout the discussion, Mikael and David share their diverse experiences and the impact these have had on shaping their roles and strategies at Speechmatics. They provide valuable insights on building effective teams and fostering innovative solutions through a blend of engaging passion, open-mindedness, and co-creation of processes.
Both guests also open up about the challenges and triumphs in setting up People and Talent functions from scratch, revealing the key priorities that drove their decisions. They candidly discuss the intriguing dynamics of disagreements, especially when making crucial hiring decisions, and how they navigate to maintain a united front.
Catch up on the latest Talent & Growth roundtable discussion where we dive deep into the crucial metric of 'Quality of Hire'.
Our expert panel will shed light on the definition of quality of hire, its significance, and the most effective methods for its measurement.
We'll explore its correlation with other metrics like employee engagement, performance, and retention and delve into its impact on overall business performance.
Discover how to leverage data and analytics in your talent acquisition decisions and how to use quality of hire to evaluate and adjust your recruitment strategies over time.
Every six months or so I like to sit down with Neil Carberry, CEO of the Recruitment & Employment Confederation, to discuss the current state of the labour and recruitment landscape.
Neil provided insightful commentary on major trends shaping the market in 2023. We covered the ongoing remote work debate, the rise of AI and technology, salary transparency, and advice for attracting talent today.
Key takeaways included:
-
The UK faces talent shortages amidst shifting workplace preferences post-pandemic
-
While some companies are pushing RTO, flexible and remote roles are here to stay
-
AI and technology are transforming recruiting, though human skills remain vital
-
Salary transparency is gaining momentum, empowering workers
-
Businesses should focus on upskilling, retention and modernising work culture
Neil offered a cautiously optimistic view of the future, urging proactive adaptation. Although economic conditions are challenging, he stressed that opportunities abound for forward-thinking, talent-focused firms.
This wide-ranging discussion provides an invaluable overview of the UK TA, recruitment and overall workforce landscape.
Where do you start when setting up a talent function?
Join our Talent & Growth webinar, featuring industry experts who have successfully built talent functions in fast-growing companies. Learn the key steps, priorities, and best practices to attract and retain top talent, even when you're a one-person team.
Discover how to create an inclusive and positive candidate experience, manage forecasting and budgeting, and collaborate with other departments to ensure alignment with your company's goals. Our experts will also share insights on leveraging data-driven approaches and essential tools to streamline your processe
In this intriguing episode of our podcast, we discuss coaching and professional development with Carmen Stam and Sonja Marie Schiebold from Headroom Assistance. Through a candid discussion, they offer a deep-dive into the realm of internal coaching, offering fresh insights and practical advice for those looking to unlock the potential within their teams.
Carmen and Sonja illuminate the strategic decision behind Headroom's choice to invest in internal coaches and the compelling return they've experienced. They share fascinating insights about the dual role their executive assistants play as internal coaches, seamlessly balancing their primary tasks with their impactful coaching duties.
Exploring their guiding mantra, "smart work is better than hard work", they discuss its influence on their coaching ethos and how it has redefined productivity in their teams.
For listeners considering implementing a coaching programme, our guests provide a step-by-step guide, from inception to execution, along with a realistic portrayal of potential challenges and strategies to overcome them. They also discuss the measures of success and share remarkable transformation stories resulting from their coaching initiatives.
The episode concludes with our guests looking ahead, predicting the future role of internal coaching in the business landscape, leaving listeners with much food for thought.
This episode provides a wealth of knowledge for those keen to harness the power of internal coaching and create a culture of continuous learning and development. Join us for this insightful journey into the heart of coaching at Headroom Assistance.
Contact Sonja and Carmen here - https://www.linkedin.com/in/sonja-marie-schiebold-34046720/ https://www.linkedin.com/in/carmen-stam-43516ab3/
This discussion aims to equip businesses with the knowledge and strategies necessary to foster healthier, happier, and more productive workplaces that drive talent retention.
Our panel of experts explores the role of employee wellbeing in talent retention and business performance. They share practical tips on measuring the impact of well-being initiatives and the role of leadership in modelling healthy habits.
Learn about innovative wellbeing practices implemented in their companies, and get insights into tailoring your wellbeing strategies for a diverse, multigenerational workforce.
With discussions ranging from the effective use of benefits and perks to signs of struggling employees and the collaborative role of HR and line managers, this webinar will provide a comprehensive look at promoting employee wellbeing.
Whether you're a small business just starting to focus on well-being or an established organisation looking to improve, tune in for invaluable insights from industry leaders.
In this highly insightful episode of our Talent and Growth Podcast, we are joined by Alicia Henriquez, a seasoned HR professional with a unique background in teaching and a knack for building HR functions from scratch. Alicia shares intriguing parallels between teaching and HR and details her strategies for fostering diversity, equity, and inclusion (DEI) across all organisational facets.
With a firm belief in the crucial role of HR from a business's early stages, Alicia shares her philosophy on making thoughtful investments in a People function and becoming better 'students' of our businesses. The discussion takes an interdisciplinary approach as we explore lessons HR can learn from commercial, sales, marketing, and engineering teams, providing a fresh perspective on people experiences.
Enjoy this fun and innovative episode 😊
In this episode of Talent and Growth, we bring together three People Leaders to discuss the vital role of onboarding in employee success, retention, and overall organizational health. Our expert panel delves into the importance of a well-designed onboarding process and shares insights on crafting an experience that drives efficiency, excitement, and clear expectations for new hires.
Our guests explore the key components of effective pre-onboarding, goal-setting, and performance management strategies to ensure new employees feel supported and challenged. Learn about the collaborative role of HR, managers, and cross-functional teams in creating a holistic onboarding experience that familiarizes newcomers with the entire organization.
Don't miss this opportunity to learn from industry experts on how to create an exceptional onboarding experience that sets your employees up for success.
Wow. Just wow.
That’s how I felt after reading Uri Gneezy’s booked Mixed Signals, and that’s how I felt again after their interview.
It is so easy to set targets for our people, which send mixed signals and get us a different result than the one we wanted.
In this conversation learn how to:
- How to put together incentives that truly work with your goals
- How to create a truly safe culture in your business
- The theory behind anticipated regret and how it can be used in business
-
Why praise can be just as powerful as financial incentives
-
The framework for putting together an incentive plan that really works
- How to use incentives to support the wellbeing of your people
- And lots more!
Contact Uri here - https://www.linkedin.com/in/uri-gneezy-6292b988/
In the latest episode of the Talent and Growth podcast, we sat down with Johnny Campbell, CEO of SocialTalent, for a riveting discussion on the future of hiring. Johnny offered a fresh perspective on skills-based hiring, distinguishing it from traditional methods and emphasizing its increased relevance in today's market.
Discussing technology's role in facilitating this shift, Johnny provided real-life examples of successful transitions to this approach. He offered sage advice for companies contemplating this change, highlighting potential challenges and strategies to counter them.
The conversation further explored how skills-based hiring could bridge education-workforce gaps, the importance of soft skills, and its implications on job descriptions. Addressing prevalent misconceptions, Johnny underscored the value of this hiring approach, concluding with valuable resources for those keen to explore more.
This episode, brimming with Johnny's insights and practical guidance, serves as an excellent primer on the transformative potential of skills-based hiring.
Contact Johnny here - https://www.linkedin.com/in/johnnycampbell/
Are you looking to create a more inclusive workplace culture and support the unique needs of neurodivergent employees? Join us for the recording of our webinar on this topic with Parul Singh and Beth Orford
✅ Create policies on disclosure and safety around information that support neurodivergent employees.
✅Provide coaching, mentoring, and feedback that meets the unique needs of neurodivergent employees.
✅Support managers in understanding the needs of their neurodivergent team members.
✅Build flexibility into hiring processes that accommodates the unique needs of neurodivergent candidates.
✅Celebrate neurodiversity and ensure that neurodivergent individuals are represented in leadership positions.
✅Create performance management processes
✅Improve the recruitment process by including neurodivergent interviewers.
✅Create a safe and inclusive environment for all employees, including those with neurodivergent conditions.
In this episode of our podcast, we are thrilled to host Lynn In Ok Schaefer, an experienced HR professional and consultant with a broad history in talent management and recruitment. Lynn previously spent
Lynn discusses the critical role technology plays in talent management and recruitment and how it can help streamline processes while emphasizing the importance of maintaining a personal touch..
We delve into the subject of unbiased and equitable recruitment processes, with Lynn sharing her practical experience and the methods companies can use to ensure fairness and diversity in their hiring practices.
Diversity and inclusion have been key areas of Lynn's research and work. In our discussion, she reveals some of her key findings and shares actionable strategies businesses can adopt to foster a more inclusive and diverse workforce.
She further illustrates the importance of building networks for referrals, sharing examples from her extensive work in this area.
Lynn talks about the challenges businesses face in retaining top talent and offers solutions for organizations to improve employee retention. She highlights the significance of building a strong employer brand as a tactic to attract top talent.
This episode is a treasure trove of insights for anyone looking to understand the modern talent management landscape, the role of technology, and the importance of diversity and inclusion in creating a successful workforce.
Contact Lynn here - https://www.linkedin.com/in/lynn-schaefer-berlin/details/experience/
Talent acquisition functions must translate their metrics into commercial language that the business and stakeholders can understand.
Time to hire isn't as important to a Founder as how much it costs the business not finding somebody quickly enough.
Quality of hire isn't as important to a stakeholder's budget as the cost of hiring the wrong person.
In this webinar, we will discuss how TA can make themselves even more valuable to the business by using metrics and data that really hits home at a higher level.
In this thought-provoking episode, we sit down with Bruce Daisley, former VP of Twitter, the mind behind the influential podcast "Eat Sleep Work Repeat” and author of the best-selling book Fortitude.
We dive into the world of work culture, what makes people happy, what working at the tech giants has taught him about how to keep great people, what businesses are and should be doing around remote working, the impact of AI on workplace culture, how to run the perfect internal meeting and much more!
Bruce is a lovely person and incredibly knowledgeable on all things workplace culture.
He mentioned the Silent Meeting Manifesto, here it is: https://medium.com/swlh/the-silent-meeting-manifesto-v1-189e9e3487eb
And if you are looking for that free playbook on how to build an inclusive culture, check it out here and get your copy - https://theanimogroup.com/playbook/building-an-inclusive-culture/
Contact Bruce here - https://www.linkedin.com/in/brucedaisley/
In this episode we will demystify the art of creating an interview process that truly works. We have gathered three industry leaders who will share their experiences and strategies for developing an interview process that is engaging, efficient, consistent, and authentic.
Discover how to deliver a fantastic candidate experience, build trust, and ensure inclusivity in your interview process. Learn about the importance of a well-structured interview, effective scheduling, and the ideal number of interview rounds to balance thorough evaluation with efficiency.
We'll also delve into how an effective interview process can significantly enhance your quality of hire.
In our latest Talent & Growth episode, we delve deep into the intersection of AI and recruitment with Matt Alder, Host of The Recruiting Future Podcast.
As we navigate the rapidly evolving recruitment landscape, Matt shares his insights on current market trends and where we're headed. With a spotlight on AI, we explore its significant impacts on the recruitment industry and what the future may hold.
We delve into how AI can enhance candidate experience, facilitate more diverse and inclusive hiring practices, and the ethical concerns it brings to the fore. Beyond recruitment, Matt discusses AI's broader implications on the job market as a whole.
Finally, as AI continues to reshape the recruitment sphere, Matt sheds light on the skills that will become invaluable for human recruiters.
Tune in to this episode for a compelling exploration of AI's role in recruitment, revealing how we can harness its potential while navigating the challenges it presents. Whether you're a recruiter, a hiring manager, or just someone interested in the future of work, this conversation with Matt Alder is one you won't want to miss!
Contact Matt here - https://www.linkedin.com/in/mattalder/
Join us for an insightful Talent & Growth webinar on professionalising businesses through effective talent acquisition and hiring strategies. Our expert guests will share valuable tips on improving hiring, retention, inclusivity, and efficiency while preserving your company's unique culture.
Take advantage of this opportunity to elevate your businesses talent acquisition strategies.
This episode is for anybody out there right now who has been laid off and/or is struggling to find work.
I wanted to offer some advice and some perspective. I hope this helps, share it with a friend you think might help as well.
And if you want a chat about the market or you want some advice, or you want somebody to talk to, drop me a note at paul@theanimogroup.com
Discover the best approaches to successful candidate outreach and sourcing techniques in our interactive webinar designed to empower recruiters and hiring managers to attract and engage the best talent in today's competitive job market.
In this information-packed session, you'll learn how to craft compelling outreach messages, tap into the most effective sourcing strategies, and ultimately build a pipeline of top-tier candidates.
By listening to webinar, you will acquire the knowledge and skills needed to revitalize your recruitment process, save time, and ultimately attract the high-quality talent your organization needs to thrive.
Free Talent Attraction Playbook! Get your free copy right here: https://theanimogroup.com/playbook/how-to-attract-great-people-to-your-business/
Join us in our latest Talent & Growth episode as we sit down with Anita Lettink, a thought leader in the HR space. With an impressive career spanning strategy consulting, tech entrepreneurship, and HR leadership, Anita offers a wealth of knowledge and unique perspectives on the evolving landscape of HR technology and employee financial health.
In this conversation, Anita explores the critical role of supporting employees' financial health in fostering mental well-being and job satisfaction. We delve into the effective strategies companies can implement to educate and empower their employees to make informed decisions about their financial future.
As fintech expands into the payroll space, Anita discusses the potential innovations and trends we can anticipate and their implications for managing payroll and employee benefits. We also touch upon the integration of fintech solutions with payroll systems and the challenges this process may present.
Anita shares her insights on the growing trend of pay transparency in the EU and its role in addressing the gender pay gap. She offers best practices for organizations looking to implement pay transparency measures and cultivate a culture of openness around compensation.
Tune in to this episode to gain valuable insights from one of the industry's leading experts on HR technology, salary transparency and employee financial health.
Job adverts are essential.
They must be compelling, people-focused and on point with the authentic company brand.
If done right, they can be powerful when drawing in top talent.
Find out how to create job adverts that actually attract people in this webinar.
In this episode of Talent & Growth, we chat with Rob Rees to get an insider's perspective on SciLeads' products, brand, and thriving remote environment.
Discover the keys to success in remote work and maintaining effective communication. Uncover how SciLeads keeps employees engaged, motivated, and recognized, and learn their strategies for remote training and onboarding.
We will also explore the strategic side of HR, best practices for remote environments, and the biggest challenges businesses face in the coming months.
Contact Rob here - https://www.linkedin.com/in/robertjamesrees/
People want to know where they are and where they are going in their careers.
Progression paths are the key to this. And so is being transparent.
In this webinar, we will find out how to put progression paths together, use their value, and roll them out in the business.
In this episode of Talent and Growth, we delve into the world of scaling small companies and fostering a positive company culture with Jacqueline Cornielje. Jacqueline shares her valuable experience from Media Distillery, discussing the key challenges faced while scaling and how to overcome them.
Jacqueline details the flat hierarchy and fast decision-making processes at Media Distillery, highlighting the benefits to company culture and performance. She also shares her approach to documenting company culture and values, and how an unlimited holiday policy has impacted the company positively.
Discover the unique approach to compensation at Media Distillery, where raises are decoupled from performance reviews, and learn why this method is more effective than traditional performance reviews tied to raises.
Jacqueline offers valuable advice for HR and people professionals looking to build and maintain a positive company culture while navigating the challenges faced in the coming years. She also reveals how she ensures new hires are a good fit for Media Distillery's culture and values.
Don't miss out on this insightful episode packed with valuable knowledge and practical advice for scaling your business and building a strong company culture.
Contact Jacqueline here - https://www.linkedin.com/in/jacqueline-cornielje-3048984/
Your stakeholders are the key to success in Talent Acquisition.
If you get stakeholder management right, you can successfully collaborate, influence, and support them.
If you get it wrong, it doesn't matter how great your candidates are; your life will be much more complicated.
Join us as we discuss how to get stakeholder management and how to be better at our jobs in Talent Acquisition.
In this week’s episode of Talent & Growth we are talking LEADERSHIP.
The role of the leader has changed so much over the years, and in this conversation, we talk about what makes a great one, which by the way, Elisa is, and how to look after your people during periods of change.
Elisa has a lot of experience managing teams during mergers and acquisitions, so knows a lot about how to handle those trickier times.
Anybody who is a leader should listen to this – I learnt a lot, and I am sure you will as well.
Contact Elisa here - https://www.linkedin.com/in/elisahebert/
A volatile market can unsettle your employees, so you must optimise their experience.
If you don't make this a big focus, you may lose great people.
Employee experience also affects staff performance, so making this a priority is a win-win.
In this webinar, we will have an open and candid discussion about the market, how we can utilise internal resources and see what we can suggest to help talent partners who may be struggling with retention.
Don't miss it :)
Robin Choy is back to Talent & Growth to talk to me the latest version of ChatGPT, generative AI and what we can do to get the most out of it in Talent Acqusition and Recruitment.
He also shares his formula for making the perfect ChatGPT prompts. Check further details here - https://www.linkedin.com/posts/rbchoy_how-to-write-the-perfect-chatgpt-prompt-activity-7046505084385431552-iXQ0?utm_source=share&utm_medium=member_desktop
Contact Robin here - https://www.linkedin.com/in/rbchoy/
Diversity hiring is rightfully on the agenda for most businesses.
But how do we get it right?
How do we do it authentically?
Do we have the foundation of an inclusive culture?
We will answer all of this and more.
My guests are Tony Payne, Head of Talent at Travtus, Rekha Aucklah, Head of Talent at Armakuni and Reece Batchelor, Talent Acqusition Manager at tray.io.
This is a great episode for anybody hiring for early-stage start-ups OR even somebody who is simply looking to source better, create better hiring processes and just quite simply be better at TA and branding.
So I guess it’s for all of us 😊
Claudia Colvin has a really interesting background, a high standard for what good looks like and a very practical approach to making things better in businesses when it comes to TA, process and DEI hiring.
Luckily for us, she is also fantastic at conveying her great work into practical advice for us to all use.
We covered:
- Claudia’s interesting background, including her Silent Disco business venture
- Strategies on how to attract candidates when they have never heard of your brand
- How to put together successful and smooth hiring processes
- How and why businesses must look at DEI early on as a business and factor it into their hiring plans - https://happyscribe.notion.site/DE-I-strategies-for-companies-below-200-people-1bd6675814fa4e9abc3244df1f785b12
- Understanding and using equity to attract the right people to your business
- And lots more!
Contact Claudia here - https://www.linkedin.com/in/claudia-colvin/
Reece is a complete legend and I came out of our conversation feeling like I could be better at my job than I was before we talked.
The sign of a great episode!
We covered:
- How Reece & tray.io have improved TA and hiring processes
- Their commitment to diversity hiring and how they go about it
- How to truly attract great people to your business, from outreach to interviews
- Reece’s favourite tech that helps him do his job even more efficiently
- And lots more!
Contact Reece here - https://www.linkedin.com/in/reece-a0730213bbd/
I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here - Paul Church
How does your business's Talent Acquisition function compare to your peers in the market?
Are your operational mechanics optimised to make your hiring strategies successful?
Are you in the best possible position to attract the best people in the market for your vacancies?
Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience?
Are you using the right tech to enable slick data capturing and data utilisation?
Are you using that data to cement your TA function as a strategic partner in the business?
If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together.
Take the health check here - https://healthcheck.theanimogroup.com
Hannah Litt is back on Talent & Growth to help us understand our roles in supporting those who need support and breaking down the racial problems in the workplace and beyond!
We covered:
- Hannah’s personal journey and challenges
- The responsibility of the workplace in supporting people through their mental wellbeing journeys
- The role we all need to place in breaking down racism in the workplace
- Hannah’s advice for those who are struggling with mental health challenges or racial dynamics in the workplace
Contact Hannah here - https://www.linkedin.com/in/hannahlitt/
I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here - Paul Church
How does your business's Talent Acquisition function compare to your peers in the market?
Are your operational mechanics optimised to make your hiring strategies successful?
Are you in the best possible position to attract the best people in the market for your vacancies?
Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience?
Are you using the right tech to enable slick data capturing and data utilisation?
Are you using that data to cement your TA function as a strategic partner in the business?
If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together.
Take the health check here - https://healthcheck.theanimogroup.com
Jessica Zwaan is a phenomenal human being who has an incredible knack for putting together blueprints for how things should work.
Things like comp plans.
Oh, and now comp plans and performance!
This is such a tricky area to navigate but Jessica really puts it together in a way we can all understand and even implement into our businesses.
Enjoy!
I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here - Paul Church
How does your business's Talent Acquisition function compare to your peers in the market?
Are your operational mechanics optimised to make your hiring strategies successful?
Are you in the best possible position to attract the best people in the market for your vacancies?
Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience?
Are you using the right tech to enable slick data capturing and data utilisation?
Are you using that data to cement your TA function as a strategic partner in the business?
If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together.
Take the health check here - https://healthcheck.theanimogroup.com
In this episode of Talent & Growth we are by Chad Sowash, the host of the famous Chad & Cheese Podcast.
Chad is a renowned thought leader in the Talent Acquisition and Recruitment Technology space and brings a wealth of knowledge, strong opinions and ass kicking to the T&G podcast!
In this episode, we covered:
- Chad's background and journey in the TA and RecTech space.
- The evolution and vision of the Chad & Cheese Podcast.
- Observations on the current state of the market in 2023, including the impact of ChatGPT.
- How businesses can learn from ChatGPT and what TA professionals can do to stay ahead of the curve.
- Chad's advice for TA professionals looking to be great at their jobs in 2023, including tips on how to become more business savvy and communicate effectively with the business.
Listen to this engaging and informative episode to get insights and perspectives from a true expert in the TA and RecTech space. Oh, and if you are looking for some motivation – Chad has you covered!
Contact Chad here - https://www.linkedin.com/in/chadsowash/
I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here - Paul Church
How does your business's Talent Acquisition function compare to your peers in the market?
Are your operational mechanics optimised to make your hiring strategies successful?
Are you in the best possible position to attract the best people in the market for your vacancies?
Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience?
Are you using the right tech to enable slick data capturing and data utilisation?
Are you using that data to cement your TA function as a strategic partner in the business?
If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together.
Take the health check here - https://healthcheck.theanimogroup.com
Lou Alder is a legend in recruitment, and somebody knows how to at talent to engage with us precisely.
In this episode we covered the following:
- The challenges and trends Lou sees in the market in 2023 and how we overcome them
- Lou’s thoughts on ChatGPT and the impact it will have on what we do
- Lou’s blueprint for making long-term hiring/career decisions and how we can reverse engineer this
- Lou’s advice on how to be better at our jobs in 2023
Contact Lou here - https://www.linkedin.com/in/louadler/
I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here - Paul Church
How does your business's Talent Acquisition function compare to your peers in the market?
Are your operational mechanics optimised to make your hiring strategies successful?
Are you in the best possible position to attract the best people in the market for your vacancies?
Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience?
Are you using the right tech to enable slick data capturing and data utilisation?
Are you using that data to cement your TA function as a strategic partner in the business?
If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together.
Take the health check here - https://healthcheck.theanimogroup.com
What REALLY keeps people in your business?
What drives them away?
How can you attract the best people to your company?
In this webinar we will discuss what we believe really matters to the most important part of your business - your people.
Katrina Collier is p*ssed off! About what, you ask?
INTAKE, that’s what.
Hiring managers don’t know how to articulate what they need, and Talent Acquisition doesn’t know how to ask the right questions.
We need to fix this, and who better to fix it than the author of one of the essential books in recruitment, The Robot-Proof Recruiter?
Katrina and I covered the following:
- Katrina’s observations of the market in 2023
- What’s p*ssing her off about Talent Acquisition right now
- How to fix the disconnect between TA and the Hiring Managers
- The most critical questions that TA should ask hiring managers to ensure we qualify the roles most effectively
- How to manage our hiring managers to the point of understanding the challenges in the market and the type of person they can get rather than the purple unicorn they want
- How to push back on roles and even walk away from them internally whilst still protecting our position in the business
- What Katrina thinks about the rise of AI and the impact it will have on TAs and recruiters
- Katrina’s ONE Piece of advice that we all need to follow in TA to be great at our jobs in 2023
Contact Katrina here - https://www.linkedin.com/in/katrinacollier/
This episode is for anybody in Talent Acquisition who is looking to make sense of generative AI, namely ChatGPT, to get better at their jobs and make their lives easier.
Robin Choy is a legend and really knows his stuff with all things AI.
We covered:
- How to use ChatGPT to produce better job specs, outreach messages and showcases
- What you need to do to get the most out of ChatGPT
- The things you need to avoid with generative AI
- How you can use ChatGPT to be better at your job and more productive
- LOADS MORE
Contact Robin here - https://www.linkedin.com/in/rbchoy/
What is life like after living that recruitment agency life? What can you expect, what will change, what will you love?
I used to think failed recruiters went in-house, and now I work in-house myself; I know nothing could be further from the truth. It is a more profound, fulfilling role that allows you to have a huge impact on companies.
In this conversation, the amazing Parul Singh talks us through her transition from agency to in-house and even to Recruitment Marketeer.
There’s a whole world out there...
We covered:
- Parul’s experience working in an agency, what she liked, what she disliked and what it taught her
- How the transition of working in-house went, and what surprised her
- The huge role agency life had on Parul’s ability to be great at TA
- What do the biggest new tasks look like when it comes to working in-house rather than agency
- What recruitment marketing means, covers and why Parul chose to look at this route as well
- Parul’s advice to anybody looking to make the change from agency to the other side!
Contact Parul here - https://www.linkedin.com/in/theadhdtechrecruiter/
The experience candidates have in your interview process could be the difference between you hiring top people - or not.
How do we make the process challenging yet enjoyable?
How do we maintain a human touch while removing bias from the assessments?
How do we ensure that every candidate walks away happy they went through your interview process, whether they got the job or not?
Join us as we discuss all of the above and more :)
If you want to do well in recruitment, listening to Greg is a good idea. He knows his stuff.
His book, The Savage Truth, is one of my favourite recruitment books and a must-read for anybody involved in the industry. He also posts excellent content that helps us get better at our jobs.
In his recent post, he laid out the 12 Crucial Tips For Recruiters In 2023 - https://www.gregsavage.com.au/2023/01/09/12-crucial-recruiter-tactics-for-2023/
I then took this wisdom and reframed it for Talent Acquisition - https://www.linkedin.com/pulse/12-crucial-talent-acquisition-tips-2023-paul-church
And then we had a chat about it! Some absolute gold in here if you work in an agency or TA.
Contact Greg here - https://www.linkedin.com/in/gregpsavage/
Jan is the MAN! And the author of one of the most important books in Talent Acquisition, Full Stack Recruiter.
In this episode we covered the following:
- The challenges facing TA in 2023 and how to prepare for them
- How to get better at TA and the training we should be giving our teams
- What data should we be using and stopping using
- The impact of using AI in recruitment effectively – not too much, not too little- needs to be just right!
- What can companies do to attract the best talent creatively
- Where we are heading when it comes to remote working / hybrid working / Office working
- Jan’s top tips for being even better at your job in 2023
Contact Jan here - https://www.linkedin.com/in/jantegze/
In 2023, branding is SO important when it comes to talent acqusition.
The perception of your brand is going to be a huge factor for potential candidates.
And when it comes to your Talent Team, talent branding can be an incredibly useful tool when it comes to attracting the best people.
So how do you do it? And what if you have ZERO budget for this?
Luckily, there are plenty of things that any TA team can do, regardless of whether they have money to spend, marketing assistance or not.
Join myself, Parul Singh, Dani Saadu and Magda Cieślak as we discuss how to get this powerful tool right for your TA team
Kristian Bright is the Recruitment Lead at Rooser, an innovative tech business looking to disrupt the sea trade industry. Fishtech anybody?
He is also the Co-Founder of DBR, one of the biggest, if not the biggest, communities of In-house recruiters and TA professionals.
In this chat, we are talking about going into a business as the sole TA person and building out processes, relationships, and talent pools. We also chat through the difficulties in hiring very niche skill sets, some of which aren’t even in the business yet.
Kristian is a great guy, humble, credible and intelligent around all things TA. He is also a great example of rebounding from a layoff and the opportunities it can present you.
Enjoy!
We covered:
· Kristian’s unfortunate experience of being one of the many great TA people let go in 2022, how he handled the situation and ultimately, rebounded
· The creation and evolution of DBR, the community for In-House recruiters.
· What are the biggest challegnes for TA in 2023? Kristian’s views on this and how to prepare
· Where does somebody start when they are brought to build out a TA function from scratch?
· How to partner with the Founders of businesses effectively to build the teams they want to deliver their product or service
· What to do when you are hiring people with skillsets that don’t even exist in the company yet
· Where to start when setting up interview processes
· Data, data, data and how to build this up from scratch and make sure it is adopted as a tool for strategic talent-focused decisions
· Kristian’s advice to anybody in TA who has been let go from their jobs in the last few months
Contact Kristian here - https://www.linkedin.com/in/kristianbright/
The opportunity to scale a business is the perfect role for Talent Acquisition.
However...too often, we see businesses scaling unnecessarily, which can lead to layoffs down the line.
Sometimes what the business thinks it needs may be optional on closer inspection.
So how do we in TA successfully scale a business AND ensure we are giving good advice around what to and not to do?
How do we provide more of a service than just sourcing and giving real input into workforce planning?
How do we help line managers hire the people who are right for their needs?
We will answer these questions and lots more!
Rassam is InDa HOUSE!
Rassam is THE Man. He is the hose of the top-rated recruiter podcast Recruiters InDa House and Talent Acquisition Director at Doctolib, and one of my biggest inspirations regarding branding in recruitment.
We covered:
- The significant changes and trends in the market in 2023 and the biggest challenges facing TA
- What data should we be focusing on, and how should we use it in TA to be as effective and influential in our jobs as possible
- How top-of-funnel metrics lead to deeper conversations with the business
- What is the transition like from start-up to corporate for TA, and how do attract talent to more prominent organisations
- How the modern recruiter should focus on branding.
- Rassam’s rap video!
Contact Rassam here - Rassam Yaghmaei
Data, data, data. We talk about it ALL the the time but are we talking about the right things? What is the right data to be focusing on? How do we record the most useful data for our TA Teams? How do we use that data to influence business decisions? Which data should we STOP talking about? Join this conversation between myself, Rassam, Nick and Joey as we look to hone in on exactly what data to use, how and when!
Hannah Williams is a TikTok sensation with nearly 1 million followers.
After realising she was grossly underpaid, Hannah went on a personal journey, creating a movement focused on breaking down the taboos around salary information.
Hannah and her company, Salary Transparency Street, believe that salary transparency is critical to ensure workers, especially women, POC, and those with disabilities, are not taken advantage of or discriminated against financially by employers.
We covered:
- Hannah’s journey, which led to the birth of Salary Transparency Street
- Why is salary transparency SO essential to fixing inequality and pay gaps
- The generation trends around discussing salaries and why it has historically been such a taboo
- How the law changes around salary information have affected advertising
- The importance of flexibility in the workforce and inclusivity
Contact Hannah here - Hannah Williams
2022 was the year of the layoff, and unfortunately, many good TA professionals were let go.
When the hiring stops, businesses often don't realise quite how skilled their excellent TA staff are and the other areas they might be able to help with or support.
So, this live discussion focused on how TA professionals can put their hands up to support the business outside of recruiting. It also gave companies an idea of different ways to utilise their TA people, even when the hiring stops.
Parul Singh, Paul Abercrombie and Nuria Requena joined us.
Tim Sackett is a Top 10 Global HR Influencer, an Author, a Recruiting Executive, the President of HRU Technical Resources, a Senior Faculty Member of the Josh Bersin Academy Eminem fan and a great human being.
I could not think of a better guest to kick off Talent & Growth for 2023.
We covered:
- The significant changes in the market and how we in talent acquisition should be preparing for them
- Tim’s thoughts on Twitter, Elon Musk and the impact on the broader market
- How chatbots are and could change the role of the recruiter
- The impact overall that AI will have on recruitment
- Quality of hire – what does and should this data mean?
- Tim’s view on why your recruiters aren’t recruiting and the lost skills in modern TA
- How does a company truly get it right when retaining great people? What are the fundamentals of doing this?
- What are the great TA professionals doing right now to be successful?
- Tim’s top 5 hip hop artists of all time
Contact Tim here - Tim Sackett
Somehow we have got to 100 Episodes of Talent & Growth, and what better way to celebrate than welcoming back Mr Recruiting Brainfood, Hung Lee.
We covered:
- The state of the market in 2022
- What we need to prepare for in 2023
- The impact remote working is having on how businesses attract and recruit talent
- The motivations of talent who are moving jobs
- Which areas of branding should businesses focus on to attract the best people
- The results of the four day work week trial and what it means for the UK moving forwards
- The reality of the rise in fake interviews and the impact AI could have
- What tech is exciting Hung right now
- What the best recruiters are doing in this market to be successful
Contact Hung here - Hung Lee
Candidate experience has been one of the hot topics of 2022, and rightly so. But how does Who Gives A Crap, an incredible mission-led business, make sure they are authentically delivering the best experience throughout their interview process?
Mary was kind enough to share exactly how!
We covered:
- The process Who Gives A Crap follows to ensure amazing experiences
- How they use 360 candidate feedback throughout the process to keep improving and to keep candidates engaged and happy
- How rejections can turn into positives when done the right way
- The biggest challenges Mary feels we are facing in TA in 2023
And lots more!
Contact Mary here - Mary Strebinger
Too often, Job Adverts are made up of Job Specs – namely, what the business needs rather than why a candidate should work for the company.
Here are my tips on how to change that and create compelling copy which attracts talent to your brand.
I covered:
- Why we must create adverts and not just post specs
- How to demonstrate company purpose, the importance of the role and the progression this role will enable for the candidate
- Why we must challenge line managers on what the requirements are and how to do this
- The other critical elements of our business that we should convey in our adverts to attract the best people
Contact Paul here - Paul Church | LinkedIn
What a year 2022 has been, and what better person to talk us through where we have been, where we are and where we are going than the elf of the Recruitment Employment Confederation, Neil Carberry.
We covered:
- Neil’s observations on 2022, what we have learnt and what has surprised him
- The trends taking us into 2023 and how TAs & Recruiters should prepare
- The most significant challenges facing companies right now and what they should be doing to overcome them
- What the great recruiters do to be successful in this market
- How companies can keep hold of their people and avoid significant resignations in January
Contact Neil here - Neil Carberry
Being a great People person means you have to balance supporting and looking after your people AND being commercially minded.
Hannah knows how to do this. She is an absolute fountain of knowledge and expertise.
We covered:
- The traps people professionals sometimes fall into
- What makes a great people person
- The metrics we should be focusing on
- The key ingredients to building a great business
- The methodology to become more commercial as a people person
- How we become more product-led
- The key success points for a great people person
Contact Hannah here - Hannah Atack
Today's episode is the second part of our throwback to our first-ever Talent & Growth Live event!
In this episode, we're bringing you clips from Christine Ng and Katrina Collier's presentations.
Christine will discuss how to build and employer brand to attract tech talent. And Katrina will be talking about how to make the business partner with TA and how to deliver a better experience for all!
So if you missed a great night, this is what you missed!
Enjoy!
Today's episode is a throwback to our first-ever Talent & Growth Live event!
In this episode, we're bringing you clips from Rohan Kallicharan & Beckie Taylor's presentations.
Rohan will discuss how to create advocators from your employees and create more organic referrals. And Beckie will be talking about how to diversify your hiring.
So if you missed a great night, this is what you missed!
Enjoy!
BVNK is an innovative banking and payments business built on crypto for the digital economy.
They have been on an incredible growth journey this year, scaling from 30 to 120 and maintaining their culture as a focal point of their hiring process. They ensure they bring in the right people who add to their culture.
Isabel has been an integral part of that journey and is here to share exactly how they have done it with us.
We covered:
- The journey BVNK has been on in 2022 and plans for 2023
- How BVNK have maintained their focus on culture as they have scaled and how it will continue to do so
- How is this reflected in the hiring process, and what the BVNK culture manual looks like
- How to keep rigid with their expectations around culture add yet still make sure the process and environment are inclusive
And lots more!
Contact Isabel here - LinkedIn
We all want to open up talent pools, don’t we? Yes? Of course, we do!
Social mobility is a way to do this. Actually, if we redefine social mobility a little as well, we can end up with a phenomenal long-term talent and branding strategy AND do some good in the world as well.
Felicity is the Founder of Goodwork, and in this episode, we find out all about the excellent work Goodwork (ha!) are doing and how we can start opening up our talent pools!
We covered:
- The mission and vision for Goodwork
- How we should and can redefine social mobility
- How do we embed this into our long-term strategy and this tie it into our employer brand?
- Some of Felicities and Goodworks success stories
Contact Felicity here - Felicity Halstead
John runs a successful business called Inventive Games, based in Edinburgh. He aims to make his company the best in the world to work for. Why? Because if he looks after his people, then his business will succeed.
We covered:
- What is it like to work in Incentive
- Why it’s so important to listen to your people and make the business a great place to work
- The steps incentive have taken to become an incredible company to work for
- The plans around improving the culture and business even further
- The companies John looks to for inspiration and why
Contact John here - John Gordon
What is a People Manifesto? How do you create one? Is it right for your business?
All of this is answered and more in this chat with Eleanor Gooding, the incredible passionate about people, People Director at Boost Drinks!
We covered:
- What is a People Manifesto, and how do you create one
- Who should be involved in the process
- The impact a People Manifesto can have on your culture
- What is mean to the people in your business
- Eleanor’s advice to other businesses considering a People Manifesto
And lots more!
Contact Eleanor here - Eleanor Gooding
If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!
Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite
On this episode of Talent & Growth we’re getting ready for our first ever live event, which is less than a week away! The event is being held in support of Mind Charity, who promote mental health in the UK. The speakers have volunteered their time to talk to us and give us expert advice and insights to help us level up our skills as people-focussed professionals.
Sign up to join the live event here: https://www.eventbrite.co.uk/e/talent-growth-tickets-414487652727
This episode is made up of highlights from two of the speakers at the event, both of whom have previously featured on our podcast.
First up is Christine NG, the Head of Talent and Media at Quantum Motion, followed by Beckie Taylor, who is the CEO and founder of Tech Returners.
We hope you enjoy their insights into the industry!
This episode of Talent & Growth is in preparation of our live event, happening at the Warner Brothers Discovery Offices in London on the 19th of October 2022. This community of talent acquisition and people professionals will be coming together to network and share their expertise with one another.
To join our live event and hear from all of our incredible speakers, you can sign up here:
https://www.eventbrite.co.uk/e/talent-growth-tickets-414487652727
To set the tone for the event, we’re throwing it back to some highlights from previous podcast guests.
Today we’re joined by Katrina Collier, author of The Robot-Proof Recruiter and Rohan Kallicharan, the Director of People and Talent at Carbon Clean. Rohan is also a trustee at Mind, the charity that our live event will be supporting.
To find out more about the work that they’re doing both on a professional and personal level, listen to this episode of the Talent & Growth podcast now!
Helen is a highly experienced recruitment professional with in-house and agency expertise. She is passionate about talent acquisition, career advice and development, employer branding, creative candidate sourcing, and anything recruitment-related.
Candidate feedback and experience are high on Helen’s agenda, and this is our topic for T&G.
We covered:
- Why feedback is still an underemphasised element of hiring processes
- Where recruiters and TA’s go wrong typically when it comes to feedback
- How a candidate rejection can still lead to maintaining and growing your talent pool
- The role of automation and how it can be used to improve candidate experience
- The art of positive rejection
- How to use feedback from candidates to impact our overall service
Contact Helen here - Helen Murdoch
If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!
Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite
Margaret has grown her skills in full-cycle recruiting, strategic sourcing and stakeholder management in matrix organisations in 16 years of working for global technology and e-commerce brands (including Cisco, Microsoft, VMware, Expedia), tech start-ups ( Yieldify, King, Typeform) and in consulting (Avanade).
Her other passion is coaching – she has helped thousands of job seekers worldwide to get hired or promoted. She has worked with clients at all career levels - from new graduates to the executive level, in the private and public sectors. Her clients have landed roles at top Fortune 100 and 500 companies across several continents.
She also has extensive experience in training managers for various organisations on interviewing skills., including creating and rolling out interview training for Engineering at Typeform.
We covered
- The impact of not preparing hiring teams for interviews
- What does an effective interview training programme looks like
- How to get buy-in from the business and stakeholders that this is a necessary investment
- Margaret talked us through a successful interview training case study and the impact it had on the business
Contact Margaret here - Margaret Buj
If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!
Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite
Internal Mobility could be the way you save your people! An effective scheme is a win-win for your business and the people within it.
Sarah explains precisely how to make this work and why we should do it.
We covered:
- What internal mobility is and why it is so relevant in this market
- What sort of process we should internally to ensure everybody knows what jobs we have available
- How can we ensure that internal candidates have the confidence to apply for our jobs
- What proactive initiatives should we have internally to promote internal mobility
- Should internal teams be headhunting from within the business
- How we ensure hiring managers don’t feel that talent is being stolen from them
Contact Sarah here - Sarah Symes
If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!
Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite
What should the modern recruiter look like? What tools must they have, what skills must they develop, and how should they brand themselves?
Terri Lewis, Head of TA at Ubisoft, talks us through all this and more.
We covered:
- How TA and Recruitment have evolved
- How recruiters should be working on their brand
- What good prospecting should look like
- How a good recruiter should be using data to influence actions and decisions
- How to keep passionate about recruitment
- What makes a good recruiter
Contact Terri here – Terri Lewis | LinkedIn
Remote Working opens up the workplace for everybody. Businesses do not realise who they may be excluded by ordering people back to the office.
Hannah Litt is an incredible person and an Award Winning JEDI (Justice, Equity, Diversity & Inclusion) Resourcing Leader of Cultural Change. She was kind enough to share her journey, the benefits of remote-first culture and how to make it work.
- The benefits in terms of equity from promoting a remote first workplace
- The talent pools we open up if we create a remote first business
- In a remote-first culture, how do we make our communication on point and appropriate
- How to keep people connected and not feel lonely
- For businesses with a mix of people onsite and remote working, how do we ensure that we are keeping the playing field level internally
- Hannah’s message to business leaders who are sending people back to the office
Contact Hannah here - Hannah Litt
If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!
Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite
Data is a powerful tool in the quest to deliver a continuously evolving and enjoyable candidate experience.
Ruta from Tech scale up Kevin talks to us about exactly how to do this.
We covered:
- What candidate experience should be
- How we can use data to evaluate how good our candidate experience offering is
- Some of the common issues which data shows about candidate experience
- The blueprint for a positive candidate experience and how data can help it continuously improve
Contact Ruta here - Ruta Petrikauskiene
If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!
Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite
This is quite simply a phenomenal episode.
Parul is captivating, inspiring and full of valuable perspective and advice.
Parul was good enough to share her own journey before linking into a topic she is incredibly passionate about - Neurodiversity.
We covered:
- Parul's journey around being diagnosed with ADHD
- How to create adverts which appeal to the neurodivergent talent pool
- How to ensure an inclusive hiring process for neurodivergent talent
- How do we create an inclusive environment at work
- Advice to businesses who want to appeal to neurodivergent talent
- Advice for individuals who feel that their neurodivergence is hindering their career development or job application
Contact Parul here - Parul° Singh
If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!
Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite
Events can be a phenomenal way to attract new talent. They offer a different angle for potential candidates to engage and experience your brand.
Michael has some great examples of how to make these events work, market them and follow up.
We covered:
- Where to start when it comes to putting an event together
- What themes/topics draw the right audience
- How TA Teams can use events to leverage engagement with potential new candidates
- How to ensure buy-in from other parts of the business
- How to get the marketing right
- On the day, how the perfect event runs
- How to follow up
- An example of one of Michaels’s successful events
Contact Michael here - Michael Carter
It is incredibly easy to lose engagement from your team with a broken promise here or an inconsistency there. And it is incredibly hard to bring people back from that. Sometimes, this is the team you inherit.
June Gil has experienced great management and poor management herself and has used those experiences to be the best manager she can be and really focus on her people.
June was kind enough to talk us through exactly how she works to bring her team and people together.
We covered:
- Where businesses commonly go wrong with their people and lose engagement
- How to reinvigorate your team members
- How to manage remote/hybrid teams and keep people feeling connected
- The impact on retention, productivity and happiness
- June’s advice for business leaders who are looking to bring their teams together in this increasingly remote world
Contact June here - June Gil
Aligning your Engineering Team (or any team!) with your business goals is incredibly important for productivity, accountability, purpose and happiness.
Pete talked us through how to do this.
We covered:
- The importance of aligning our teams with our business goals
- How we do it
- The impact it has on morale, accountability and motivation
- How to use data correctly
- A real-life example of how Pete has truly aligned his teams with his business
- Pete’s final advice
Contact Pete here - Peter Dignan
Hiring is an art in itself and it is incredibly important that businesses get their processes in place as soon as possible to that they can attract the best people into their businesses and work as efficiently as possible.
Jonathan has a wealth of experience in recruitment and talent acquisition and helps businesses get where they need to be in terms of hiring.
We covered:
- When a business should implement hiring processes
- What does strategic planning for hiring processes look like
- The blueprint for putting together hiring processes
- What the hiring process workflow should look like
- How the interview process should look
- What our time to fill should be
- How to deliver a great candidate experience
Contact Jonathan here - Jonathan Durnford-Smith
Andy has done a fantastic job with his teams, transforming skillsets, capabilities and cultures. In this chat, he shares exactly how.
We covered:
- How to identify the change needed in engineering teams, both in terms of skillsets and culture
- How to empower your developers
- How to get your team committed to projects and committed to upskilling
- How to create a healthy working culture?
- Advice for other leaders looking to transform their engineering team
Contact Andy here - Andrew Macharg
Supporting the wellness of the people in your business, who, by the way, is your most important commodity, is crucial for any business.
Kel cares about people, and she has an incredible amount of experience in looking after them and creating environments which enable them to be the best versions of themselves.
We covered:
- How to create a wellness program
- How to create different elements which appeal to different groups of people
- Kel’s advice for businesses who want to build a culture that enables their staff to bring their whole selves to work
- What the modern leader needs to look like skills-wise
- Why everybody should be forced to use their holiday allowance
- Kel’s advice for individuals who want to support their wellness more consciously
Contact Kel here - Kel Hartman
Hiring the right people can make or break your business. Charles found out the hard way what happens if you don’t get the right people in and has since used that experience to help him get the right people through the door.
Charles is the Founder & CEO of Legislate, a legal tech company he started in April 2020 in Oxford to make contracts machine readable using patented knowledge graph technology. Before founding Legislate, he brought Machine Learning solutions to market for three years at Mind Foundry, a spin-out from the University of Oxford.
We covered:
- Some of Charle’s early experiences of hiring, what worked and what didn’t
- The impact hiring the wrong people had on his business and his learnings
- How he now makes sure he hires the right people
- How much difference hiring the right people has had on product, performance and culture
- How to make sure that hiring the “right people” still means building an inclusive culture which attracts a diverse range of talent
- The essential qualities that Charles looks for
Contact Charles here - Charles Brecque
Rich Chapple is the CEO of The Growth Foundation. As former Head of Marketing at play.com, Founder & CEO at THG Ingenuity and CMO at Gymshark, he helped grow all three into unicorn companies. With 20 years of experience in DTC eCommerce, he is an expert at unlocking huge, profitable and sustainable growth for start-ups, scale-ups and established businesses.
We covered:
- At what point should a business be thinking about “professionalising.”
- The critical functions of a business need to be adequately understood to scale
- Where Founders often go wrong when building their businesses
- How do you ensure that your people are taken on that journey with you
- Rich’s valuable advice for Founders and business leaders about professionalising
Contact Rich here - Richard Chapple
Emma is one of the most inspirational guests we have had on Talent & Growth. She is the Founder of Radical Recruit, a not-for-profit recruitment consultancy that exists to excite, agitate and shake things up in the recruitment industry. They represent the UK’s most diverse ‘hidden’ talent, help employers do recruitment better and create real and lasting social change.
Emma helps us to diversify our definition of diversity. She gives some great advice on what we can do to open up our minds and talent pools and support some of the most underrepresented people in the UK.
We covered -
- What we mean by diversifying your definition of diversity
- What people & companies generally think of when talking about diversity and why
- What sort of pools of people we should also be looking at attracting and how
- Some of Emma’s incredible success stories with Radical Recruit
- The types of schemes/initiatives/processes that businesses should be set up to make them more open to diverse pools of talent
Contact Emma here - Emma Freivogel
Garry is a People / HR leader with 15 years + of experience leading teams across multiple disciplines, including Talent Acquisition, Employee Engagement, Internal Communications and HR Central Operations; however now entirely focused on Inclusion, Diversity and Equity.
In this episode, we talk around the how’s and why’s of building an inclusive culture, and Garry shares some of the challenges he has faced, as well as the solutions he has implemented, including some recent examples from working at Greene King and the ambitious journey they are on.
We covered:
- Why inclusion comes before diversity
- How do you assess what type of culture you have
- The blueprint for building a more inclusive culture
How to take your business on the journey of inclusion * The importance of leadership training when it comes to building a more inclusive environment * Where companies go wrong when trying to build a more inclusive culture * How to diversify your talent pool
Contact Garry here - Garry Clarke-Strange
Alia leads the Sales recruitment team in EMEA for ServiceNow, the defining Enterprise Software of the 21st century. Her team’s mission is to fuel ServiceNow's growth by building diverse & high-performing teams. Her leadership philosophy fosters a sense of belonging for all so they can do their best work.
In this episode, we all things diversity and hiring. We covered:
We covered:
- The responsibility the whole business has to focus on hiring diverse talent
- How to push diversity hiring with authenticity
- How do we build an inclusive culture?
- How and why we need to rethink our view of talent if we are trying to diversify our hiring
- What innovations TA teams can start implementing to open up new talent pools
- How to ensure a positive and inclusive candidate experience
- How to make sure our employer branding is appealing to a more diverse set of talent
Contact Alia here - Alia Khattab | LinkedIn
Charlie is the Founder of Ok Positive, a business-to-business Mental Health application designed to reduce the effects of Mental Health issues in the workplace (anxiety, stress, depression) and support end-users with their day-to-day Mental Health, creating a happier, loyal and more productive workforce. Mental Health costs £35 billion a year to the UK economy. While there is awareness, there is no action to support those affected. We provide the tool for people to acknowledge, monitor and maintain a positive daily impact on their Mental Health.
Charlie is an inspirational Founder & Leader, and in this episode, we talk about the importance of taking your workforce on the company journey with you and how to do it.
We covered:
- How to build your business culture
- Why it is important to you to take your people on the company journey
- What Charlie has learnt about the journey along the way
- How to ensure investment of your staff as the company scales
What the future of supporting mental well-being looks like * Advice for Founders who authentically want to take people on the journey of the business
Contact Charlie here - Charlie Winton
Tash is the Founder of Slip, an award-winning start-up looking to humanise how we do digital receipts and customer information. Their innovative technology provides a robust solution for consumers and retailers to transform transactions and receipt waste into meaningful interactions.
As well as an excellent product, Tash is passionate about building a diverse business. In this episode, we will focus on her plans to attract more females into her tech teams.
We covered:
- Why there is still such an issue getting more females into tech
- The approach Tash has decided to take and why
- How the business has improved their outreach and response rate
- How Slip has made the hiring process one which retains diverse candidates
- Where businesses go wrong with diversity and hiring
- Tash’s advice on how to build more diverse tech teams
Contact Tash here - Tash Grossman
Dayo is the founder of Wisdom, a new, VC-funded, social audio app on a mission to democratise access to mentorship and create an open and diverse community centred on conversational knowledge-sharing. In March 2022, Wisdom was named Apple's App Store App of the Day.
Dayo started as an IT Management Consultant at Accenture and Deloitte. Subsequently, driven by the lack of diversity in London’s tech ecosystem, she joined the founding team of OneTech, London’s most considerable diversity in startups programme, backed by the JP Morgan Chase Foundation. In 2019 she was named in the Financial Times Top 100 Most Influential Ethnic Minority Leaders in Tech.
She has spoken on panels and lectured on diversity in technology at various organisations, including the UK Govt Department for International Development, Uber, Google and Oxford Said Business School. Her projects have been mentioned in publications including Forbes, CityAM and the Evening Standard.
We covered:
- What we mean by a diversity journey
- How do we identify where we are and where we need to go with diversity
- What a successful diversity journey looks like for a business
- Dayo’s top tips for making sure businesses keep their application and interview processes inclusive
- Which businesses out there get it right with diversity
Contact Dayo here - Dayo Akinrinade | LinkedIn
A business MUST invest in its employer branding to attract and retain talent. That’s the view of Dani Saadu, one of my favourite people to talk to about people! And business! And culture! And Arsenal.
Dani gives us some great advice on exactly how to utilise your branding in the right way.
We covered:
- The definition of branding
- The difference between branding and EVP
- The importance of employer branding for both talent attraction and retention?
- How can a business enhance their employer branding, and where do they start
- The simple, practical things that all businesses can do to enhance their branding without breaking the bank
- Where businesses get it wrong with their branding
- How talent teams can improve their outreach messaging with the correct branding behind them
- Dani’s advice for businesses who want to focus on getting their branding right
Contact Dani here - Dani Saadu
Katrina Collier is on a mission to end the collaboration chaos that ruins recruitment and candidate experience; exacerbated by hybrid working. She is one of 2 people globally delivering design-thinking workshops specifically for recruitment, that swiftly help companies fix the real issues preventing successful talent acquisition. She is also a Mentor, Author of The Robot-Proof Recruiter, a global keynote speaker, and host of The Hiring Partner Perspective podcast.
Katrina is an Ambassador for Hope for Justice charity, and you’ll find her on LinkedIn and Instagram & Twitter @KatrinaMCollier.
In this episode, we covered:
- The inspiration behind writing The Robot-Proof Recruiter
- What does Katrina feel is wrong with recruitment and talent acquisition in 2022?
- Tips for becoming an authentic voice in your market
- How to make the most out of your LinkedIn profile
- How we should be using technology to support the candidate’s journey
- News on the included updates for the 2nd edition of Robot-Proof Recruiter, being published on August 3rd
- Can you train recruiters remotely?
- Katrina’s top tips for becoming a Robot-Proof Recruiter
- Where we are going in talent acquisition in the next five years
Contact Katrina here - Katrina Collier
The UK is amidst a pioneering and monumental trial of a four-day work week. Goosechase was ahead of the curve and implemented this over a year ago.
We were joined by their CEO, Andrew Cross, to talk us through it.
GooseChase is an online platform that helps organisers create and run digital scavenger hunt experiences through players' mobile devices. GooseChase digital scavenger hunts are commonly used for team building, learning, public engagement, and various other events.
We covered:
- How long have Goosechase been running a four-day work week, and where did the idea come from
- What were the things that had to be taken into consideration? And were there any rules which had to be implemented?
- What have been the results so far that they have seen?
- What have been the positive effects on the people and the business?
- Have there been any drawbacks?
- What have they learnt about the experience, and what would they have changed about this journey?
- How impactful has the four-day week been on talent attraction and retention?
- If a four-day work week becomes the norm, what is next?
- Advice for other business leaders looking to implement a four-day work week
Contact Andrew here - Andrew Cross | LinkedIn
Joey has spent over 15 years in the HR Industry. He started as a Human Resources Assistant and ended up in the boardroom as a Chief Executive Officer of an HR consulting firm.
Jumpstart: HR. specialise in HR consulting for small businesses and startups.
As the CEO of Jumpstart: HR, Joey has earned many recognitions, one of which is being named "Top 30 HR Professional Under 30" by SHRM's HR Magazine.
This episode focuses on how businesses can build and leverage their values to ensure the right people are in their business.
We covered:
Why values are more critical now than ever
How does a business go about identifying what its values should be?
What impact should the correct values have on the retention of your staff?
How do you leverage your company values to attract talent in the most competitive market we have ever seen?
How do we ensure that our values are embedded in our branding and processes?
How do we make sure our values remain inclusive and our culture remains transformative?
Contact Joey here - Joey Price | LinkedIn
Putting together a comp plan is SO important when it comes to attraction, retention and also when it comes to running your business efficiently! But where do you start?
Luckily we have Jessie Zwaan in to tell us all about it.
Jessie is the COO of Whereby and believes that how your team works together is your most significant competitive advantage. Jessie tries to leverage that advantage as Chief Operating Officer by building coalitions that operate like product teams - thinking about the company as a product we are privileged to develop and improve!
We covered:
Where do we start when it comes to comp plans?
Is there a science to putting one together?
Where do businesses get it wrong with comp plans?
Should a comp plan be based on years of experience, proven expertise, or expectancy in the role in terms of deliverables?
Should a shortage of availability of the skillset in the market play a part?
What level of salary transparency in a business is optimal?
How do we create an effective comp plan when we don’t have the budgets available of the tech giants?
Where is the market going?
Contact Jessie here - Jessie Zwaan
Rassam is the creator of the live talk show Recruiters InDa House and TA Director at Doctolib. He emphasises creating and building brands to be the most effective at talent acquisition and is incredibly good at it.
Employer brand, team brand, JOB brand...we go through it all and Rassam’s invaluable advice for anybody wanting to get better at their job when it comes to attraction or retention.
We covered the following:
- What the modern recruiter needs to do to be effective
- How and why to become an influencer and what it means
- What sort of content the recruiter should be producing
- How to get a better response rate from your outreach
- How to create power branding
And lots more!
Contact Rassam here - Rassam Yaghmaei
The candidate experience has never been important as right now, which is why we invited Paul Abercrombie to talk us through his blueprint for success all round.
We covered:
- The fundamentals of a good candidate experience
- How job specs and everything else play into the experience
- How the application process should work
- What a great interview process looks like
- How do we continue the positive experience with onboarding
- How to ensure that stakeholders take the candidate experience seriously
- How the candidate must feel at the end of the process
Contact Paul here - Paul Abercrombie | LinkedIn
Adam has done it all in recruitment, even building an incredible recruitment marketing tool called Candidate.ID, which was recently acquired by iCIMS.
Adam regularly co-hosts Recruiting Brainfood Live, occasionally blogs for RecruitingDaily and is on the advisory board for TATech.
We covered:
- What do we mean by talent pipeline, and what do actual good practices look like?
- What's the difference between a talent community?
- What are the differences between marketing automation and using CRM technologies?
- What should the modern recruiter be automating?
- How can we improve our candidate outreach methods?
- How do we ensure a phenomenal candidate experience?
- What are the absolute three must-haves for an effective Recruiter or talent acquisition professional in 2022?
Contact Adam here - Adam Gordon | LinkedIn
Milimo Banji is 25 years old and the founder of leading social-first creative agency TapIn.
TapIn was founded TapIn after Milimo pivoted from his Aerospace engineering degree because he wanted to build a business that made a positive impact on the lives of young people across the world.
TapIn's mission - is to prepare 100 million young people for the world of work.
TapIn won RAF Engineering as one of its first clients before they even hired any team members. Less than two years later, their team has quadrupled and has had the pleasure of working with a whole host of other graduate employers including BT, Capgemini, UBS, Newton Europe and EY, who also want to transform the way that they attract and engage Gen Z talent in the social media age that we now live in.
How do they do it? They like to create content that they know Gen Z is looking for. Content that's relatable, shareable and most importantly, valuable. The kind of content that positions your employer's brand not only at the top of their minds, but also in their hearts.
We covered:
- Some of the differences in the characteristics of Gen Z compared to Gen Y
- Where you start when it comes to trying to attract Gen Z
- Where should you be going in terms of being able to find them to reach out to
- How employer branding should look if you want to attract this talent pool?
- What sort of content Gen Z respond well to
- Where businesses go wrong when it comes to trying to attract Gen Z
- How businesses can attract a more diverse talent pool
Contact Milimo here - Milimo Banji | LinkedIn
Jan is the author of Full-Stack Recruiter, and in this episode, he gives some fantastic insights into what and who the modern recruiter needs to do and be.
We covered -
- What a Full Stack Recruiter is
- How TAs can improve their candidate outreach in this incredibly competitive market
- How to better engage passive candidates?
- Some LinkedIn hacks
- The blueprint for the perfect candidate process and experience
- How to successfully pipeline and map talent
- Advice for the modern recruiter who wants to be world-class at what they do
Contact Jan here - Jan Tegze | LinkedIn
Reckitt are huge manufacturing business with over 37000 employees! And today, we are talking to their Global Human Resources Director, Laia Estorach Cavaller, about the steps they have taken to become a more diverse & inclusive business.
We covered:
- How much further do we need to go with driving diversity in business
- How Reckitt has worked on driving the diversity levels of their teams
- The steps Reckitt have taken to build a more inclusive business
- Why and how to change the language from unconscious bias to conscious inclusion
- How to use data to manage and drive our diversity levels
- How we can ensure our has a culture of transformation
- What we must do to make sure our employer branding is on point and appealing to a more diverse set of talent
- In terms of employer branding, what must businesses do to make sure they appeal to a more diverse set of talent
Contact Laia here - Laia Estorach Cavaller
So much emphasis is placed on building a business culture and making sure people align with the values, but in this podcast, we challenge some common beliefs around whether this is time well spent.
We covered -
The origins of business culture and three different types
Whether culture is conducive to a high-performing and happy workforce
The impact of business culture on innovation
Whether shared values with inclusion
What motivates and inspires the workforce
How to retain your people
Contact Richard here - Dr Richard Claydon | LinkedIn
Contact Geoff here - Geoff Marlow | LinkedIn
Lauren is an ex-Amazon marketing leader turned mindset coach, energy practitioner, podcast host, and strategic force to be reckoned with who’s on a mission to forge the emotionally influential female leaders of the future. Lauren's fantastic work has led her to become a LinkedIn Top Voice.
Businesses need to do more to support female talent in their companies, which we discussed in this episode.
We covered:
- The common problems female talent face in the workplace and how business culture holds them back?
- How a business identifies whether they are correctly supporting their female talent or not and then what to do about it
- The differences between supporting males and females in the workplace
- Advice to females who do not feel supported in their business
- Advice to businesses and leaders who want to support female talent in their business authentically
Contact Lauren here - Lauren Paton | LinkedIn
How do we build a high performing yet safe engineering culture? One that encourages psychological safety, room to innovate and room to fail? Sam Mountford, CTO of tech-focused events marketplace Feast It, runs through exactly how in this episode of Talent & Growth.
We covered:
- What do we mean by a safe engineering culture?
- How do we enable this in a start-up, which typically has a reputation for long hours and intense pressure?
- How do we make sure that our culture is safe yet still driving the high performance we need?
- What does a good leader need to do to create this culture? What traits must they show?
- Where do companies go wrong when building an engineering culture?
- Which companies out there have it nailed in this regard?
- Sams three top tips for creating a safe engineering culture?
Contact Sam here - Sam Mountford
Cyril George is the Global Talent Acquisition Director for General Motors, an American multinational automotive manufacturing company. It is headquartered in Detroit, Michigan, the largest automobile manufacturer based in the United States. It has around 70K staff and plans to make 13K hires in 2022.
In this episode, you will find out:
- How an institution like General Motors with over 100 years of history has managed to evolve its branding to attract a new wave of talent
- How General Motors excites talent about working for them
- What Gen Z are looking for in their employers
- How has General Motors done in terms of retention? What are their initiatives in place to help retain?
- What advice would they give to businesses trying to appeal to Gen Z?
Neil spent years working as Director of Talent at Capgemini, overseeing a considerable hiring volume of niche technical talent. In a talent short market, Capgemini still managed to hire in the 1000s!
- What it's like working as Director of Talent for a company with the scale and prestige of Capgemini
- An insight into the incredible volume of hires Capgemini makes
- How and when to push back to stakeholders
- How to set up your internal team and utilize RPOs
- How to work on the brand and visibility in the marketplace to get people drawn in
- What changes had to be made to the interview processes to ensure the pace of hiring whilst still maintaining quality and inclusiveness
- Neil's top advice if you are hiring tech talent for your business
Contact Neil here - Neil Denton | LinkedIn
Wouldn't everybody like to reduce agency usage? Rekha and Armakuni have done a fantastic job with this, going from 100% depending on agencies to just 10%!
Find out how as we covered:
- How Rekha has gone to market with direct sourcing techniques
- How a positive candidate experience should look like
- Advice to other businesses as to how they can also reduce agencies
- How and when businesses SHOULD engage with agencies
- The positive impact of direct sourcing on the diversity levels of their talent pool
Contact Rekha here - Rekha Aucklah
Craig Fisher Is the founder of employer brand and recruitment tech strategy firm, TalentNet Media. He has led Global Marketing, Employer Brand, and Recruiting Innovation at Allegis Global Solutions - North America’s largest RPO and staffing company. He has led talent acquisition teams at the Fortune 500 level owning recruitment process, marketing, and technology. His digital branding methods have been adopted as best practices by companies like Linkedin, Toyota, YUM! Brands, Microsoft, and many more. He's the author of Inbound Recruiting, and a popular keynote speaker at tech, social media, HR / recruiting, and sales conferences worldwide.
Craig created the first Twitter chat for recruiters and partnered in the first Linkedin certified training company in North America. He consults with sales and recruiting teams, advises HR technology firms, and runs the largest recruiting conference series in the Southwest, TalentNet Live.
He’s been detailed in the Wall Street Journal, NPR, The Economist, and Entrepreneur as a subject matter expert in multiple areas of talent acquisition; and is listed among HR and Recruiting's top influencers and most engaging conference speakers.
in this episode we talk
Where do companies sometimes go wrong with employer branding?
What is the process for understanding what your Employer brand is and should be?
How should it be reinforced internally throughout the business?
How should EVP look to the outside world?
How can you distribute your employer brand through advocacy and advertising?
How often should we be revaluating our employer branding?
Contact Craig here - Craig Fisher | LinkedIn
Ben is the all-in-one platform for any company to personalize benefits and rewards. How? By marrying a modern software (SaaS) platform with per-employee MasterCard and financial infrastructure. The Ben platform enables employee choice for any existing benefits program while adding thousands of additional options while saving time and money.
Sebastian is their CEO & Co-Founder and will talk us through one of the essential tools for a business regarding attraction & retention - benefits!
We covered:
- The renewed importance of the benefits package
- What are some of the other interesting new players in the benefits market - what innovations are these players bringing to the space?
- How do companies go about reviewing and tailoring their offering to a more remote and international workforce?
- If you build a benefits program from scratch, where do you start?
- Benefits for small vs. large companies - what are the expectations and the benchmark?
- Predicted future shifts in the market - what innovations can we expect?
Contact Seb here - Sebastian Fallert
Getting that balance right between looking after your people and keeping your culture high performing can be tough to navigate, but Emma was good enough to share precisely how System1Group does it in this episode.
System1 Research was founded in 2000 and pioneered behavioural science to predict better marketing that guarantees profitable growth. It’s been named ‘Most Innovative Company’ by GreenBook (5 years in a row), Best Research Agency by Marketing Magazine, and received ESOMAR's Best Methodology award twice.
We talked about the following:
- The journey, how's and why's of building a high performing healthy culture
- The initiatives put in place around mental wellbeing
- What does the review process look like for their workforce, and how has this impacted things?
- How has this helped attraction & retention?
- Advice for other businesses who want to go on a similar journey?
Contact Emma here - Emma Cooper
Asif Sadiq MBE, Senior Vice President, Head of Equity and Inclusion, International
Asif is the Senior Vice President at WarnerMedia for Equity and Inclusion, International; he was previously the Global Head of Diversity, Inclusion, and Social Impact at Adidas and had a long and prosperous career in the diversity and inclusion space with senior executive roles at The Telegraph Media Group, EY Financial Services and the City of London Police. He is a board member for the American Institute of Certified Public Accountants (AICPA) and a member of the board of advisors for Hedley May. Over his 20-year career, he has worked in Europe, North America, the Middle East, Africa, and Asia.
We covered:
- What have been the critical evolutions regarding the definition of what diversity in business means
- In 2022, how good or bad a place we are in terms of the fight for more diversity in business?
- How we create an inclusive culture in our business
- How businesses can diversify their talent pipeline
- In terms of employer branding, what businesses must do to make sure they are appealing to a more diverse set of talent
- How an inclusive interview culture should look
- The importance of active listening
And lots more!
Contact Asif here - Asif Sadiq MBE | LinkedIn
Shereen is the author of the forthcoming book The Anti-Racist Organization: Dismantling Systemic Racism in the Workplace (Wiley, 2022), founder + Managing Director of HR rewired, and Chair of the African Diaspora Economic Inclusion Foundation. An advocate for anti-racism in business, Shereen champions racial equity in the workplace.
Shereen is not about diversity - Shereen is about anti-racism!
In this, we covered the following:
How can business owners look at their businesses or processes to identify racism
The 12 Characteristics Of An Anti-Racist organization
The difference between conditional versus transformative business cultures
How businesses can start improving their culture and stamping out racism
And lots more!
Contract Shereen here - Shereen Daniels 'The HR Conversationalist' | LinkedIn
Chad is one half of HRs most dangerous podcast, Chad & Cheese. An Army Infantry Drill Sergeant, cut his teeth in online recruiting in ’98 with Online Career Center before it was launched in ’99 as Monster.com. He helped build DirectEmployers from the ground up, steered RecruitMilitary toward revenue as CXO, and built Randstad’s very first military veteran hiring program. Today you can find him speaking at events, podcasting or just working his ass off as a Principal Partner at Catch 22 Consulting.
In this episdoe we cover:
- How can tech enhance and scale a business culture?
- What should our tech stack look like for hiring?
- How should our tech stack affect the candidate experience?
- What sort of recruitment marketing strategies should we be focusing on? What tech should we use?
- What does the future look like for Worktech?
Contact Chad here - Chad Sowash | LinkedIn
With over 26,000 different types of worktech out there in the market, how do you know which software is right for your business?
William and I have you covered. Well, William does. He is the absolute man when it comes to worktech and this was a fascinating conversation.
We covered:
- What are the tasks that recruiters are still doing which should be automated?
- What are the starting points for deciding what type of HR/TA tech you need?
- What questions must you ask before purchasing HR Tech?
- How do you ensure staff engagement of new tech?
- What impact can the right technology have on candidate experience? What's the flip side of that?
- Which HR tech products excite William right now?
- How does the evolution of HR tech impact the skills needed by HR & Talent professionals in 2022?
- If you are building a business from the ground up, what does the TA toolkit look like?
Contact William here - William Tincup
Uptake Strategies advocate and live an authentic culture of kindness in their business, which has yielded phenomenal results, both in terms of the company's high performance and attraction/retention.
In this episode, Chelsea talks us through the following:
- How a culture of kindness has been implemented
- What does that mean day today?
- How they have built a high-performance business alongside a kind culture
- Advice for other businesses looking to "be kinder."
Contact Chelsea here - Chelsea Foxwell
Matt has recently released a new book called Digital Talent, which focuses on the disrupted and technology-enabled world of work we now live in and how HR professionals' ability to attract, recruit and retain people with digital skills can be the difference between business success and failure.
A big focus of this book is of course, recruitment automation, so Matt and I delve into this and the following:
- The benefits of automation
- How do we get the balance right between humans and machines?
- What does the correct strategy look like to drive automation?
- What does the future of automation look like?
- With so many automated tasks, what does that mean for the modern recruiter?
Contact Matt here - Matt Alder
Micro Focus International plc is a British multinational software and information technology business based in Newbury, Berkshire, England. The firm provides software and consultancy.Gemma Cuff is the Head of EMEA Talent Acquisition for Micro Focus. Gemma is responsible for developing and leading the EMEA-wide Talent Acquisition team while ensuring that the company’s recruitment strategy is delivered. She is part of Mitch Schwartz’s leadership team, contributing to the Talent Acquisition agenda across the organization.Gemma has worked with Micro Focus for nine years, starting as the first recruiter in the company. Before Micro Focus, Gemma worked for Red Hat and Autodesk after starting her career in Agency Recruitment.Gemma received her BA from the University of Portsmouth and currently volunteers for a Crisis/Mental Health Text Helpline outside Micro Focus.
A great chat with Gemma about the importance of data for talent acquisition, not least because it helps elevate the perception of TA from a support function to a strategic business partner.
Contact Gemma here - Gemma Cuff | LinkedIn
Rohan works as Director of People & Talent at Carbon Clean, an established global leader in industrial carbon capture solutions helping essential, but hard-to-abate, industries decarbonise. Their innovative solutions significantly reduce the costs and environmental impacts of carbon capture compared to conventional technologies.
Away from work, Rohan is a Trustee for Mind, the mental health charity, and Unicef, and is a keen runner having completed over 30 marathons.
In this episode, you will find out:
- How do we keep connected to our workforce in a hybrid working model?
- What social engagement initiatives do Carbon Clean have in place?
- What do managers need to do and look out for when assessing and maybe improving the wellbeing of their teams?
- What is the role of HR in all of this, and how do they make sure that they maintain the right balance between looking after the wellbeing of their people while also ensuring the commercial priorities of the business are being achieved
- Rohan's advice he would you give to businesses who want to improve the wellbeing of their workforce?
- Rohan's unique personal mental health journey through to becoming Trustee at Mind.
Dare To Do More is a unique opportunity to compete for a rotational graduate position at PepsiCo by pitching ya big idea to industry experts! The Dare To Do More challenge invites final year students, recent graduates, and early professionals to capture, harness, and take their most innovative ideas to market, competing for a job to jumpstart their career at PepsiCo.
Imene talks us through this fantastic initiative as well as the following:
- How is Pepsi doing in attracting the best people?
- How has Pepsi evolved its branding to appeal to the new talent coming through?
- What are the benefits to Pepsi for putting on a campaign like Dare To Do More?
- How powerful is it for a brand like Pepsi to engage with talent at much younger ages?
- Advice for companies, small or large, who want to run a similar initiative.
Contact Imene here - Imene Zidi | LinkedIn
Danny Heath is the Founder of YourGamePlan, a digital e-learning platform designed to give every student the confidence and start to pursue a professional career without going to uni. It's a great business that will do a lot for our world and future workforce.
Danny shares his insights on how and why businesses should be engaging with schools and students for tomorrow's talent. We cover:
- The premise and vision of YourGamePlan
- Why do businesses neglect long term thinking and look for that quick fix that never comes
- How powerful it can be for businesses to engage with talent at early ages
- How should TA do this, how they should get stakeholder engagement, and how to do it well
Contact Danny here - Danny Heath | LinkedIn
TechReturners aims to remove the barriers that returners of all ages, genders, and life circumstances face after a career break and, as a result, help to tackle the skills shortage in tech. Research shows that women who return to work can often be forced to return to lower-skilled or lower-paid jobs because of a lack of flexibility around family, paying the penalty for having a career break. TechReturners aims to tackle this critical issue for those who wish to have a career and flexibility around their home lives.
Beckie is their CEO and Founder and quite simply a fantastic person who has a huge impact on the diversity levels of tech teams in the UK. In this episode, we discuss precisely how businesses and Talent Teams can get attract more women and a more diverse level of talent as a whole
We covered the following:
Why the Women In Tech stats may not be certain
What steps can Talent Acquisition take to attract more females into their tech teams?
How can businesses create an environment which supports the wider group and encourages a more diverse team?
How does flexible working impact diversity levels in teams?
Which companies stand out as doing well with the diversity levels of their tech teams?
Tim Sackett, SHRM-SCP, is the President of HRUTech.com, a leading IT and Engineering Staffing firm headquartered in Lansing, MI. Tim has over 20 years of combined Executive HR and Talent Acquisition experience, working for Fortune 500 companies, and he has his master’s degree in HR Management. Tim is a highly sought-after international speaker on leadership, HR &TA Tech, talent acquisition, and HR execution. Tim is currently a Senior Faculty member with the Josh Bersin Academy.
Tim is the author of the best-selling SHRM published book, “The Talent Fix: A Leader’s Guide to Recruiting Great Talent.” He also writes every day at his blog, the Tim Sackett Project, and at Fistful of Talent. Tim is married to a hall of fame wife, three sons, and dog Scout. In 2021, he was named a Top 10 Global Recruitment Influencer. He has more Twitter followers than his 3 GenZ sons combined, which they love to point out (@TimSackett). He is a lifelong workplace advocate for Diet Mt. Dew fountain machines, and he is considered the world’s foremost expert on workplace hugs.
This is a great chat with Tim about really redefining the role of Talent Acquisition and adding more layers to their offering. TA owning retention? Crazy talk, right? It's not, it makes perfect sense, and you will see why when you hear from Tim.
Contact Tim here - Tim Sackett, SPHR, SCP | LinkedIn
Sian is an inspiring, authentic, and "human-centered" HR professional & expert. Currently, Sian works at Kyowa Kirin, a Japanese pharma group that develops innovative specialty drugs to raise the health and well-being of people around the world.
In this episode, you will find out:
- What strictly a human-centred business looks like
- The initiatives that Kyowa Kirin have put in place to look after its people
- How HR have strategized the suitable approaches to take
- How to get buy-in from stakeholders around putting in more schemes which look after its people
- And lots more!
Contact Sian here - Sian Abel | LinkedIn
Adrian is a Senior Human Resource, Talent Acquisition, and Resourcing Director with experience across the Pharmaceutical, Banking, Civil Service & Public Sector and Transportation Industries and directly managing large teams in large scale environments (up to 420,000 staff) and across multiple countries and cultures. After leaving the most senior recruitment role in the UK Civil Service, I now advise businesses and organizations of all shapes and sizes.
He is the Chair of the RL100, The Resourcing Leaders 100, the world's leading peer network for strategic in-house resourcing leaders. Committed to creating positive change in the world of resourcing, the RL100, the Resourcing Leaders Community, and members of our Accelerator Programme aim to elevate the standard of resourcing at all levels and raise the profile as a profession overall.
Adrian knows precisely what it takes to be a great Talent Leader, and in this conversation, he shares advice around management, leadership, strategy, metrics, and plenty more.
Contact Adrian here - Adrian Thomas | LinkedIn
Jess is the Head of Talent at Fathom, an exciting business that focuses on creating the most detailed, accurate, and comprehensive flood risk data, covering the entire planet. The data are being used by numerous groups worldwide to transform risk assessment, planning decisions, emergency preparedness, and disaster response.
Jess is so passionate about business culture, and having had plenty of start-up experience, she knows exactly what works and what doesn't.
In this episode, you will find out:
- What kind of impact the right or wrong culture can have on staff
- What healthy & unhealthy culture looks like
- Tangible advice on building a culture from scratch
- How to turn a negative culture around
- How do keep your culture going at the same pace as your business and product
- And lots more!
Contact Jess here - Jessica Szucs | LinkedIn
Since HelloFresh was founded in 2011 in Europe’s vibrant tech hub, Berlin, they have become the world's leading meal kit provider, delivering to over 4.2 million households worldwide in 16 countries across three continents.
More than 15,000 employees from over 75+ nationalities are the heart and soul of their fast-paced and dynamic environment where innovation and intelligent, fast action is encouraged.
To get the best people, they need the best talent team, and I was fortunate to speak with Yasar Ahmad, Global VP of Talent, and Rafael Grana, Team Lead Talent Acquisition, around the following:
- How they have successfully transformed their talent team since June 2021
- How they make sure all the members of the team learn and develop skills beyond their job descriptions
- How they create an incredible candidate experience
- What Talent 4.0 means and what the next steps are
- How they plan to create a global mobility program
- How TA can save their business from attrition
- What advice would they give other talented teams who want to transform!
Hessie has been involved in and led HR & People functions for over eight years, including working at Starling Bank, British Gas & Sedna.
Within SEDNA’s digital workspace, individuals can seamlessly collaborate and execute with increasing speed while delivering a single source of truth for the whole organization through one integrated system.SEDNA is email reimagined, built with intelligence and team collaboration at its core. Emails and communication are enriched in real-time with information about the projects and transactions related to.
SEDNA has always been remote-friendly but have adopted a Remote First environment following the pandemic, meaning that employees can choose to work from where they want, be it from home or going to the office. This type of structure is fast becoming THE preference for tech, data, and digital talent, so it is essential for companies to consider it an option in the war for people.
Find out how to make it work with myself and Hessie in today's episode.
Contact Hessie here - Hessie Coleman | LinkedIn
Hung is a bit of a legend in the recruiting and talent acquisition space. He has over 15 years of experience as an agency recruiter w is the founder of the award-winning online recruiting platform WorkShape.io. He is now the Editor and Community builder at Recruiting Brainfood - the best weekly newsletter in recruitment.
Do not miss this episode if you want to know what's going on in the market, what the future looks like, and are just looking for some fascinating insights from a man who has so much knowledge.
We covered:
- What are the significant recruitment trends of 2022 that you are seeing?
- What should businesses that are struggling to find good recruiters do?
- How the motivations have changed for talent and what businesses should do to tap into these new wants and needs
- Hung's thoughts on the necessity of a remote-first policy for businesses
- How a TA team establish themselves as a strategic business partner
- The exciting innovations out there in the TA/HR space
Contact Hung here - Hung Lee | LinkedIn
James is a hands-on Talent Acquisition Leader with over 18-years of strategic and operational leadership experience in internal and external talent acquisition. While TA leadership has been a constant throughout, this capability has been augmented with a hands-on talent for executive search. This has enabled James to provide a robust understanding of strategic, operational, and tactical requirements across all aspects of talent acquisition and commercial leadership.
James is an individual who is recognized as having the ability to create innovative talent acquisition strategies aligned to organizations' commercial goals. He retains the specific experience of enabling start-up / scale-up organizations to implement and transition TA functions to achieve growth targets and has been responsible for creating and implementing the TA strategy for fast scaling tech businesses and corporate institutions, enabling 100%+ YOY growth. James has also been directly responsible for acquiring senior leaders from Director to Board levels. In essence, his career has been focused on optimizing and transforming the talent acquisition capability of organizations through enabling talent acquisition functions to operate to their maximum potential.
James has an exciting and usable blueprint for Talent Acquisition to get the best people into your business. There is no quick fix; it takes time, relationship building, and strategy.
James shares it all here.
Contact James - James Gardner | LinkedIn
Jo Taylor is the Managing Director of Let's Talk Talent, a reputable Talent, and Organisational Development Consultancy. They help businesses unlock the potential of their people.
Giving talent the best career development in your business could be the answer to solid retention. In this episode, we cover:
- An overview of the landscape in the war for talent
- How the definition of career development has changed over the years
- Why career development (and being "Squiggly") is so important
- How a good internal mobility scheme should look and who should own it
- Jo's advice for companies wanting to set up effective schemes to develop their people
Contact Jo here - Jo Taylor | LinkedIn
Greg is quite simply an absolute legend in recruitment. He is the founder of two $100 M Recruitment businesses, an investor in several more, and on 16 recruitment boards. He is the author of the best-selling book The Savage Truth and the Founder of The Savage Recruitment Academy.
Today's episode could have been called How To Recruit because Greg gives so much advice and helpful knowledge.
We covered some of this:
The trends that Gregs sees in 2022 and what we need to do to overcome modern recruiting challenges
How to attract and source candidates in a competitive market
How do we add value to clients and candidates and truly secure their engagement
How to make sure you don't lose out to dropouts, counteroffers, and non-starters
What skills does the modern recruiter have to have
And lots more!
Contact Greg here - Greg Savage | LinkedIn
Lou is the CEO and founder of The Adler Group – a consulting and training firm helping companies implement "Win-Win Hiring" programs using his Performance-based Hiring℠ system for finding and hiring exceptional talent. More than 40 thousand recruiters and hiring managers have attended his ground-breaking workshops over the past 20 years.
Lou is one of THE most influential people in HR and recruiting, and he has a massive following of 1.3 million on LinkedIn. He is a fountain of knowledge and incredibly passionate about his craft. This episode revolves around the intricacies of hiring leaders, but it is also about learning from an absolute legend in recruitment.
We cover -
- How Lou stands out with candidates via personable approaches
- His experiences of attracting the best people and his use of referrals
- The differences in hiring leaders compared to non-leaders
- How we can coach hiring managers with their approaches to different levels of candidates
- Lou's metrics of success
Contact Lou here - Lou Adler | LinkedIn
Sophie is a Head of People with extensive experience in the UK, Europe, APAC, and the USA, managing teams responsible for hiring >400 technical heads per annum. From a recruitment background, Sophie has been involved with many broad Talent and HR initiatives, including leading employer branding, talent acquisition, onboarding, resource management, and workforce planning. Sophie is used to working for IT companies with aggressive growth plans, successfully scaling existing UK offices, opening new locations globally, and establishing new greenfield recruitment programs, including graduate schemes. Sophie believes that traditional HR is being replaced with a more modern holistic People approach and has adopted many agile initiatives into her daily work and drawn on my coaching experience to lead teams.
101 Ways are a fast-growing technology consultancy specializing in Agile & digital transformation and product development. At 101 Ways, they advise, lead, and do, helping their clients build great Agile teams to build great digital products.
This is an interesting chat in which Sophie breaks down an exciting concept - implementing Agile, a software development methodology, into talent teams. It helps with communication, accountability, and lots of other things!
Check it out here.
Contact Sophie here - Sophie Branfield | LinkedIn
Angela joined Veeam in 2019. She has bought 20 years of Global Employer Brand experience from the agency and in-house roles. Since joining Veeam, she now looks after Global Employer Brand, Engagement, and DE&I globally. She is responsible for an incredible team of people across these specialisms in different geos worldwide and loves her job! She focuses on building and leading the people strategy across Veeam by attracting, engaging, and retaining the best talent. She is a mom of a five-year-old, a keen walker, and a dedicated foodie in her spare time.
Veeam Software is a privately held US-based information technology company owned by Insight Partners that develops backup, disaster recovery, and modern data protection software for virtual, physical, and multi-cloud infrastructures. The company's headquarters are in Baar, Switzerland, and Columbus, Ohio, United States.
This talk is all around the fantastic culture at Veeam and the three aspects which make it what it is; People, Product, and Culture. Angela gives clear examples of keeping up employee engagement, looking after the workforce, attracting top talent, and generally making Veeam a nice place to work.
Contact Angela here - Angela Siddall | LinkedIn
Tim Sharp is the Global Head of Talent Acquisition at Takeda. He has an absolute wealth of experience in agency, internal and on every other side of recruitment you can find. Plus, he is a top bloke.
There may be a time when your business decides that an RPO is the right way to go, and in this episode, Tim describes the how's, the why's, and the what's from his expertise.
We covered the following:
- When is an RPO a suitable and worthwhile option for a business?
- When an RPO is agreed, how should that transition into the business look like?
- What is the role of internal Talent Acquisition when there is an RPO in place?
- How can TA make an RPO work for the business? Where do the other responsibilities lie?
- Where do RPOs go wrong?
And lots more!
Listen here - Tim Sharp | LinkedIn
Karthika is a senior People and Talent leader with 9+ years of experience. Working with some of the fastest-growing tech SME’s globally, Karthika started her career in recruitment and developed her skills over the years in the world of people operations to become a senior leader.
She has a master's degree in Organisational psychology. She works with organizations that are implementing/ developing an agile workforce. Her passion is to bring people and processes together through connectivity and technology to work effectively. She develops vital people and talent metrics to enhance the force and improve productivity through change/ people transformation. The belief is a happy, diverse, and engaged workforce is a hard-working one given all the right resources.
Vita Mojo is the technology company powering the best food and drink businesses in the UK and Europe. Trusted by 80+ brands including Nando’s, Brewhouse & Kitchen, YO! and LEON, they're constantly innovating to bring the magic of hospitality to life through digital."
This is a friendly conversation about a genuinely flexible and remote focus business, Vita Mojo, as well as around Karthika's own experience and advice. If you want to learn how strong a genuinely flexible culture can be and how to implement it, then listen to this episode.
Contact Karthika here - Karthika Biju MSc, MCIPD | LinkedIn
Steve Norton is a Head of Talent Acquisition with several decades’ experience in talent acquisition and talent management.
Steve has recruited in 30 countries around the world, starting out in executive search before switching to a corporate career 15 years ago.
He is an experienced career coach with strong personal values, who believes strongly that the world of talent acquisition needs to significantly improve its levels of service, particularly in the area of candidate experience.
We have all had a bad candidate experience, and in the fiercest talent market we have ever seen, these will not do anymore! So how do we give an AMAZING candidate experience which leaves the candidate happy whether they got the job or not?
Steve talks us through how this should work.
Contact Steve here - Steve Norton | LinkedIn
Phil is currently head of talent at Hackajob, an online recruitment platform focused on giving candidates and clients an effective way to start relevant conversations and reach their potential, as well as a host of the DevLab podcast and a keen advocate of any initiatives to solve the digital skills gap.
In this episode we cover how to fix the tech talent shortage with internal mobility, this is a really interesting chat with Phil who's a wealth of knowledge when it comes to this subject. We enjoyed it, and we know you will too.
Enjoy.
Janine joined Leyton in March 2021, bringing broad industry experience and deep technical expertise. Janine leads Talent Acquisition and is responsible for the strategy and delivery of all things TA-related, from attraction and assessment to talent strategy and digital transformation. In her spare time, Janine is an enthusiastic gym-goer, an avid reader, and loves a good night out, especially where food and music are involved!
Leyton is an international consulting firm that helps businesses leverage financial incentives to accelerate their growth and achieve long-lasting performance. With a headcount of 1,700 people across 32 offices in 12 countries, the Leyton team includes highly qualified tax professionals, scientists, engineers, accountants, lawyers, and consultants. The firm has more than 17,000 customers and works with all types of companies, from start-ups to multi-national organizations.
This is a fascinating conversation with Janine about broadening their talent pool at Leyton. From getting rid of CVs to using AI, there are some fantastic ideas here that any business can start implementing.
I hope you enjoy this great episode with Janine.
Neil is the CEO at the REC, the leading membership organization for recruitment/staffing firms and individual recruiters. As a £35bn part of the UK's professional services sector, brilliant recruiters change our economy and do the same for candidates' lives - making great work happen every day. At REC, they speak up for a fantastic sector, hold to professional standards, and help firms and individual recruiters grow and understand the market's changing demands. Neil is also Non-Exec at Acas and Primary Academy Trust Director.
In this episode, you will find out the following:
Neil's unique perspective on the confidence in the market vs. the talent shortage right now
- How the market is strategically planning for the use of contractors
- How companies are standing out in "The War For Talent."
- What companies can do to combat the labor shortage; buy, borrow or grow!
- The Great Resignation; what's the to come and how companies can retain talent
- Neil's thoughts on internal mobility and how it should work
- What is the future looking like in terms of the market. Where does it go, where does it end?
Contact Neil here - Neil Carberry | LinkedIn
Thomas is Director of People & Talent at Juro – a 55-people contract automation platform on a mission to de-throne MS Word – where he is building a human-centric, scalable People & Talent function from the ground up.
Juro is backed by Union Square Ventures, Point Nine Capital, Seedcamp and the founders of TransferWise, Gumtree and Indeed. Juro powers more than 100,000 contracts in more than 65 countries, with a customer base that includes Trustpilot, Deliveroo, Secret Escapes and Cazoo. Juro is an all-in-one contract automation platform that helps visionary legal counsel and the teams they enable to agree and manage contracts in one unified workspace. Juro was founded in 2016 by Richard Mabey, an ex-Freshfields lawyer, and Pavel Kovalevich, a software engineer and entrepreneur.
This is a great conversation with Thomas who talks us through how he sets up his team as a Strategic Business Function. Tom's team will play a key part in making sure that new hires are absolutely pivotal to the business and will sometimes turn down hiring managers requests!
A great chat around the evolution of Talent Teams. Check it out!
Nicola has developed her skills and approach through my 15 years in business optimisation, generalist HR roles in corporate (O2, PPR Group and large utilities) and fast growth environments, including start-up tech (Huddle, Nutmeg, Onfido). She has have qualified as a fellow of the CIPD, ILM Level 7 coach and psychometrics practitioner.
Clausematch is an award-winning regulatory technology (RegTech) company that enables heavily regulated organizations and other regulated companies to run their businesses safely and meet compliance obligations. Clausematch’s AI-powered platform provides end-to-end policy management and regulatory compliance solutions to help organizations navigate the compliance lifecycle.
This is such an incredible chat around how to build a business. Nicola has worked with some amazing companies at some amazing times and has led them through incredible transitions. I really felt like I was sitting under the learning tree with this conversation!
If you are looking at how you can scale a business, what foundations you need in place, what questions you should be asking your stakeholders and how your Talent Team should be set up then this is the conversation for you.
Contact Nicola here - Nicola Forbes-Taylor | LinkedIn
With a sense of humour and passion for all things people & culture, Dipti is known to be a versatile, multifaceted, result-driven HR Professional with commercial acumen.
TLC Marketing are a global promotion and loyalty agency. They are creative, pioneering and love to think BIG. They’re constantly investing in their proprietary lifestyle reward networks, their understanding of consumer behaviour (Pii™) & their digital reward delivery platform (RFA™).
This is one of those great conversations where you find out exactly what a company is doing to keep its people happy, all things that most businesses can adopt and put their own spin on. Keeping your people happy means keeping your people!
Contact Dipti here - Dipti Shah | LinkedIn
David has over 20 years of experience working in Talent Acquisition, starting agency before moving in house. In January, he began a new role as Group Global Head of Talent Acquisition at Ocado.
Ocado is a UK-based online grocery solutions and logistics business that licenses its technology to grocery retailers worldwide.
There is a big difference between management and leadership, and David talks us through his take on this topic and what he believes makes outstanding recruitment leadership. An excellent conversation and a must for those in or aspiring to get into leadership positions.
Contact David here
Graeme is a highly experienced global recruitment professional and people manager with over ten years of experience in all areas of Talent Acquisition gained through different models, including In House, Recruitment Process Outsourcing (RPO), and professional agency recruitment.
Cigna is a global health service company, which offers health, pharmacy, dental, supplemental insurance, and Medicare plans to individuals, families, and businesses.
Graeme is a huge advocate of supporting the wellbeing of your people and shares some of the things Cigna is doing in this regard, as well as all the reasons why it’s so im important! A great place to start if you are looking to improve the well-being of your people and utilize these initiatives when it comes to attracting new talent.
Contact Graeme here.
Charlotte has worked in recruitment for seven years, starting in an agency and then moving in house. Charlotte has a passion for all things talent, people, EVP, and inclusion.
Feast IT is the UK’s leading event booking platform where you can book the perfect supplier for your wedding, private party, festival, or work event. They work with the UK's top street food chefs, caterers, mobile bars, florists, photographers, videographers, marquee and tipi suppliers, and event staff agencies.
Have we lost that human element of interviewing in a world where we are rightly trying to eliminate our unconscious bias? Charlotte thinks we may have and is here to talk about how we can keep it fair & inclusive as well as keep it personable and human.
Contact Charlotte here.
Tabby has 15 years of experience working in HR & Talent Acquisition. She is a commercially astute, strategically focussed HR professional. Tabby has experience working across international geographies with the accountability of all aspects of the talent acquisition agenda. Improving performance through transformation, diversity, and collaboration is at the top of her professional agenda.
Benify is a market-leading global benefit and total rewards platform. Their platform helps employers create exceptional benefits and rewards experience while reducing benefits administration, automating processes, radically improving the communication of their employee value proposition, and ensuring better data governance and management of benefits and rewards costs.
This episode is all around what the benefits package looks like right now, why it is so important, why it has changed, and how your employees should be engaged with it and by it.
A must for anybody looking to use their benefits to maximize retention and attraction.
Contact Tabby here
Andrew has 15 years of recruitment experience and has worked at some huge players like Uber, AOL, and Skype. He is now the EMEA Recruitment Manager at Zoom.
Zoom Video Communications, Inc. is an American communications technology company headquartered in San Jose, California. It provides videotelephony and online chat services through a cloud-based peer-to-peer software platform and is used for teleconferencing, telecommuting, distance education, and social relations
In this chat, Andrew tells what it has been like working at Zoom over the past few years since the pandemic hit, but the main focus is around how Zoom brings its talent in via virtual events. Running events to showcase your business authentically is a great way to win over talent. Andrew explains how.
Contact Andrew here
Nick has over twenty years of experience working in recruitment functions and has experienced agency, exec search, internal, RPO, and everything in between. Nick is now the Global Head of Talent Acquisition are Marex.
Marex is a UK-based tech-enabled liquidity hub, connecting clients to global energy, metals, agricultural and financial markets. Across its businesses, Marex provides high value-added services in Market Making, Commercial Hedging, Price Discovery, and Data & Advisory.
Nick has got such a wealth of experience and, having worked in so many different functions, truly knows how to get the most out of the agency partners she works with. Nick provides a blueprint for engaging in the most efficient way possible with agencies and ensuring a happy eco-system for all involved.
So, if you want to know how to get the most out of your agency partners or even set up a PSL effectively, then hit listen.
Suf is a Head of Talent with 7+ years of experience across tech and business functions. His passions lie within the startup world, having worked in Series A to IPO companies. Recently, Suf was featured in the Talent100 Most Influential Talent & HR Professionals In The UK 2022.
Comma is a safe and secure app that pays bills, taxes, and salaries for accountants and small businesses. It is the UK’s first bulk payment system for the small guys.
Suf has worked in nearly every recruitment function and role during his seven years and has PLENTY of stakeholder management experience. He gives plenty of tangible takeaways to help you win stakeholders over with credibility & data, and then make sure you manage them in the best way. Not to mention educating the stakeholders on how to handle themselves!
So, if you are looking to improve your recruitment process eco-system and get those stakeholder relationships right, then get listening.
Contact Suf here
Karina is an experienced Talent Professional with a demonstrated history of working in the public sector, global corporate, and privately owned businesses. She is a strong human resources professional with a Master of Arts (MA) (Dist) in Learning and Teaching.
Innocent Drinks is a company that produces smoothies and juice sold in supermarkets, coffee shops, and various other outlets. The company sells more than two million smoothies per week. Innocent is over 90% owned by The Coca-Cola Company.
In this discussion, we talk exits! We focus so much on a positive onboarding experience, but why do we fall short on exits? Those who leave our businesses are the voices of us out in the market, not to mention they can give us valuable information on how we can improve.
Karina explains how Innocent is working on getting things right now with Exits and looking to take their initiatives in the future.
Contact Karina here
Matt has over 17 years of recruitment experience within consultancy, on-site, RPO, and internal operational models. He has managed international Talent Acquisition projects and teams in private & public sectors across organizations globally, including EMEA, APAC, and The Americas.
Ingeus helps governments and employers design and deliver services to solve the complex challenges caused by social and technological change.
Matt joined Ingeus to transition them away from an RPO and build out an internal talent function, which is now 20 people strong. Matt talks us through everything we need to consider when setting up a talent team’s scratch. We are talking people, infrastructure, and service.
So, if you want to find out how to build and scale your talent team, check this episode out.
Contact Matt here.
Natasha is a People & Organisation Development professional who can develop cohesive, strategically aligned, and high-performing cultures that embed values, inclusion, & diversity into the everyday. She is an Organisational Design Specialist able to create and implement people development initiatives that remove the barriers that hinder inclusivity and, ultimately, performance.
Natasha’s experience lies with scaling (or transitioning) European-based start-ups and growth-stage companies across various industries from Fintech to Customer Experience.
We are discussing a HUGE topic – how to make culture a strategic intent. Natasha is quite simply a fountain of knowledge in this area, and I listened intently to her insights and appreciated the clear examples she gave.
It is an absolute must-listen for anybody looking to improve their business culture or if you need any persuading as to why it is SO important!
Contact Natasha here
Annie has worked in recruitment for nearly nine years, hiring some of Europe's most successful and fastest-growing tech start-ups & scale-ups. She is passionate about increasing diversity in tech and advancing gender equality. Annie works best in high-growth companies, works autonomously across multiple vacancies for different teams, and prides herself on delivering a fantastic experience for candidates and hiring managers.
Aaron Smith has over seven years of experience working within tech recruitment, starting agency-side and then moving in-house. He has mainly worked on technical roles in his career but enjoys working on non-tech to help the wider team.
Together, they work at Cleo who is on a mission to improve the world’s financial health.
This episode is all about how to stand out amongst the giants to get the best people into your business and how important it is to invest strategically into your talent team.
An excellent episode for Talent Acquisition & Talent leaders alike.
Contact Annie here
Contact Aaron here
Tony has over 20 years experience working in recruitment and is strategically focused around how to make a company successful through high-performing teams, HR initiatives that amaze, winning sales teams and use of technology to enhance achievement. He is certified in People Analytics and gives back as a Mentor to People Ops/HR/Recruitment professionals.
Oodle are the growing motor finance company in the UK, and are on a mission to inspire car buying confidence at every step.
Very often when volume recruitment is sprung on the Talent Acquisition team, planning may take a backseat to doing when in fact that’s the most important step in the whole process.
Tony talks us through specific examples as to how he has delivered strategic volume recruitment plans, executed them and won the hearts and minds of stakeholders along the way.
A must listen!
Contact Tony here
Christine has been working in recruitment for over eight years and has a deep understanding of tech talent pools. Christine loves understanding the complexities of diverse working environments, which led her to study Psychology & Organisational Behaviour.
Quantum Motion is developing a revolutionary technology platform; not just a qubit, but a scalable array of qubits fabricated on silicon with a CMOS compatible process.
Christine talks us through a blueprint to building a more diverse talent pool and a more inclusive interview process. A fantastic listen.
Lots of takeaways and tangibles to help you in your business.
Contact Christine here.
You can find out more about The Animo Group here.
On the Talent & Growth podcast, we'll be speaking to talent leaders about the challenges they face and their solutions for attraction and retention.
So if you're interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier then this is the podcast for you.
The Talent & Growth podcast is presented by The Animo Group - Tech & data talent solutions specialists. Find out more here.