Talk Talent To Me

  The mental wellbeing of employees is a crucial part of the overall success of any organization. Today on Talk Talent To Me, we're joined by the CHRO of Harvard Business Publishing, Angela Cheng-Cimini to discuss self-advocacy, career development, and most importantly, mental health. Angela shares how her father encouraged her to get into HR, why you (and your boss) need to advocate for yourself without being braggadocious, the importance of elevator pitches, ways to enhance your sphere of influence, be more visible at work, and so much more! We delve into the Mental Health First Aid Program and her current focus on mental health at Harvard Business Publishing. We even talk about how to measure success in mental health programs and what to do when a company doesn't prioritize the mental wellbeing of its employees. Finally, our guest shares some pearls of wisdom about reflecting on your career, finding motivation, and knowing when it's time to move on.    Key Points From This Episode:   How Angela's dad inspired her career path to become CHRO of Harvard Business Publishing.  The importance of self-advocacy and the line between advocacy and braggadocious-ness.  Angela encourages everyone to practice their elevator pitches.  How to enhance your sphere of influence in your organization.  Why making the case for your value is a shared responsibility between you and your boss.  What Angela is busy with right now: the mental health of her employees! How to handle working in organizations that do not prioritize mental health.  Angela explains what mental health first aiders are and what they do.  The three business units in Harvard Business Publishing and her role in each unit.  Angela tells us about the role they are recruiting for at the moment.  How to measure the success of employee mental health programs.  Angela shares how she reflects on her own career motivations.    Quotes:   “Know what's important to your boss.” — Angela Cheng-Cimini [0:10:17]   “The bigger you enlarge your sphere of influence, the more likely you are to have allies in the organization and people who will think of you when there's a piece of work that you can easily slot into.” — Angela Cheng-Cimini [0:10:25]   “Showing up for work is not just about your success, but how you make others successful.” — Angela Cheng-Cimini [0:12:11]   “[There's no] single indicator. It's a whole host of things that feed into whether or not employees can show up and be their best every day.” — Angela Cheng-Cimini [0:26:29]   Links Mentioned in Today's Episode:   Angela Cheng-Cimini on LinkedIn Harvard Business Publishing ‘How to Become More Visible at Work'  Mental Health First Aid Program  

  Venture capitalists are far more collaborative among each other than one may think, and today, we learn how this willingness to share ideas enticed today's guest to join his current company. Joe Burridge is the Head of Talent at Play Ventures – a venture capitalist firm that loves helping ambitious and passionate entrepreneurs to fulfill their dreams – and he begins our conversation by walking us through his latest career developments since his last appearance on Talk Talent To Me in 2019. After musing on the importance of talent professionals upskilling themselves by listening to podcasts like this one, we discuss the merit of going full-freelance in today's economic climate, when and how Joe knew that he and his employer were on the same page, the importance of having vast talent pools and making the right hires, and the pros and cons of joining a startup as a talent professional. To end, Joe explains what we could be doing more of to embrace and encourage collaborative work environments.   Key Points From This Episode:   How Joe Burridge's career has developed since his last appearance on this podcast in 2019. Whether he regarded his contracted work as a temporary or permanent solution post-layoff. His experience of working in-house and leading a team versus doing more consultative work.  A brief interlude on the value of listening to podcasts like this one as talent professionals. When and how Joe knew that his concerns aligned with his employer's needs. A case study from his career, highlighting the importance of talent and making the right hires.  The pros and cons of joining a startup.  Joe's recruiting approach, and the trends he sees in current candidate pools. What we can learn from the (surprisingly) collaborative nature of venture capitalists.   Quotes:   “In North America, for the most part, if you get laid off it's a fairly immediate thing. Thankfully, in the UK, layoffs take weeks, sometimes months. So, you've got quite a bit of breathing room to figure out what you're going to do next.” — @JoeFindsTalent [0:07:04]   “If you spend your free time listening to a recruiting podcast, I think you're probably a pretty good recruiter. It signals to me that you really care about getting better at your job.” — @robstertweets [0:13:55]   “Yes, there's an abundance of talent available, but you need to be more honed into hiring for culture than ever before when you've got such a variety to choose from.” — @JoeFindsTalent [0:24:32]   Links Mentioned in Today's Episode:   Joe Burridge Joe Burridge on LinkedIn Play Ventures Episode: Senior Recruiter, EA Joe Burridge Alison Kaizer on LinkedIn Kelly Kinnard on LinkedIn Rob Stevenson on X Talk Talent to Me  

In today's episode, I sit down with Gordon Patterson to discuss his mission of fostering relationships and championing individual empowerment. Gordon is the Director of Talent Acquisition at LKQ Corporation, a leading provider of alternative and specialty parts to repair and accessorize automobiles and other vehicles. In our conversation, Gordon tells us about LKQ, the changes the company is currently going through, and the different markets it serves. Hear about his role at the company, the ways he pushes the envelope in recruiting, and the value of brand recognition for finding talent. Discover the different organizations LKQ leverages for recruiting, how it retains employees, and details of its “Your Voice Matters” survey. Find out how Gordon overcame the tech hesitation hurdle, his approach to creating referrals, LKQ's people process technology (PPT) framework, and what “sweat equity” is. Gain insights into the role of leaders in the recruitment process, the secret sauce to retaining talent, what he has planned for the future, and more. Tune in now!   Key Points From This Episode:   History about the LKQ Corporation and what makes it unique. His role at the company and what he is currently working on. Gordon shares his approach to finding top talent for LKQ. How national and local partnerships help for networking. Hear how many hires LKQ has each year and its employee turnover. Exciting programs the company offers employees, such as scholarships. Taking feedback from employees and turning it into policy. The challenge of slow adoption of technology in the sector. Learn about the type of technologies LQK has invested in. Relying on non-technological tools for talent acquisition.  Discover the red flags he noticed in the company's staffing process. Why CRM (candidate relationship management) software is essential.   Quotes:   “It has been really fun to see, in my two years [at the company], how talent acquisition has evolved to impact the business.” — Gordon Patterson [0:05:51]   “At LKQ, we have been very fortunate, even with all the acquisitions and movement, that a lot of our front-line associates have been with the company for twenty-plus years.” — Gordon Patterson [0:11:20]   “The technology that [LKQ] has invested in on the [talent acquisition] side has worked really well.” — Gordon Patterson [0:17:28]   “When you see the business going to contractors or temporary talent or however you want to call it; where there is smoke, there is fire.” — Gordon Patterson [0:22:28]   Links Mentioned in Today's Episode:   Gordon Patterson on LinkedIn LKQ Corporation Talk Talent to Me  

Are you curious about the evolving landscape of recruitment and the secrets behind successful talent acquisition strategies? In today's episode, I sit down with Kelsey Sorensen, Senior Manager of Talent Acquisition at Black Crow AI, to discuss the dynamics of recruitment in both traditional and startup environments. With a career spanning over a decade in recruitment, Kelsey has honed her expertise in sourcing, candidate assessment, and strategic human resource planning. Her commitment to fostering authentic connections and her ability to create impactful interactions have earned her recognition as a top performer in the field. Black Crow AI is a company that specializes in providing real-time machine-learning predictions without the need for coding. In our conversation, we discuss the how and why of her recruitment journey, her experience in the agency approach to recruiting, and her memorable career moments. Explore how her current role differs from her previous roles and why she prefers a relationship-centric approach to recruitment. Discover why career stability has become critical to candidates, the pros and cons of working for a startup, and hear Kelsey unpack the concept of career stability. Gain insights into the benefits of being a generalist in the recruitment space, the value of stepping outside of the traditional HR role, why you need to love the product or service to take the job, and much more.    Key Points From This Episode:   Background about Kelsey and how she knew recruiting was the career for her. We delve into the pros and cons of the agency approach recruitment. Details about her current role at Black Crow AI and what she enjoys about it. Unpack the concept of job stability and why candidates are seeking it. How marketing can be utilized to enhance recruitment strategies. Ways that Kelsey incorporates marketing aspects in her approach to recruitment. Explore how to sell the vision of the company to future employees. The benefits of working in a startup environment. Her methods for building the recruitment pipeline at Black Crow AI. What she has planned for her future career trajectory. She shares advice and recommendations for fellow recruiters.    Quotes:   “Just, ‘Smile and dial' is what we used to say in the agency days.” — Kelsey Sorensen [0:06:01]   “I hate to break it to you but no job is permanent.” — Kelsey Sorensen [0:08:01]   “I don't think [career] stability means the same thing for every single person.” — Kelsey Sorensen [0:09:06]   “I have my hands in all different areas of the organization which allows me to paint a clear picture of what we are building and developing [at Black Crow AI] to candidates.” — Kelsey Sorensen [0:17:26]   Links Mentioned in Today's Episode:   Kelsey Sorensen on LinkedIn Black Crow AI Talk Talent to Me Hired  

Modern talent acquisition is more than just making the right hires. Onboarding, mobility, and retention are just a few of the many new responsibilities that TA's have to consider (and often, they aren't even in the TA's title). Today's guest, Lavonne Monroe, explains how she became the Vice President of Global Talent Acquisition and Onboarding at Hewlett Packard Enterprise (HPE) and what her role entails. We learn about HPE's trustworthy DEI policy, how the TA role has evolved over the years, how our guest views employee churn, and the full scope of HPE's talent team. We also discuss HPE's recruitment strategy, what Lavonne and her team are currently working on, how she manages her team, and why TA's are required to have a holistic comprehensive of their organizations.    Key Points From This Episode:   Lavonne Monroe describes her role as VP of Global TA and Onboarding at HPE. Why she trusts HPE to walk the talk as it relates to equality and economic justice.  Modern additions to the role of talent acquisition. How Lavonne views regrettable and non-regrettable churn. The scope of HPE's talent team, and how they use skip-level meetings.  What Lavonne and her team are currently working on.  HPE's recruitment strategy and current workforce.  More specifics on our guest's role at her organization.   How she acquired the speech of a business leader, and how this fueled her success at HPE.  A closer examination of how she manages her team.  Why understanding sales (and the whole business in general) matters for a TA team.    Quotes:   “We are winning awards around the work that we're doing but we're not doing the work to win the awards, we're doing the work because it is the right thing to do.” — Lavonne Monroe [0:05:00]   “For me, the acquiring part, that's almost the easy part. It's the retention; it's the mobility; it's the onboarding – it's so much bigger than just the acquisition.” — Lavonne Monroe [0:08:29]   “Lead generation all the way to retirement, that's the focus of our team.” — Lavonne Monroe [0:12:40]   “My team, we're never satisfied. We're always looking to, ‘How can we get better? How can we continue to improve?' – we'll continue to push the envelope.” — Lavonne Monroe [0:18:47]   “I'm really big on finding out what people are really good at, and then putting them in the [right] position to be great.” — Lavonne Monroe [0:20:42]   “We can't survive without TA.” — Lavonne Monroe [0:26:30]   Links Mentioned in Today's Episode:   Lavonne Monroe on LinkedIn Hewlett Packard Enterprise  Talk Talent to Me Hired  

  There's a saying that goes “Nothing grows in the comfort zone” and our guest today is a formidable example of success outside of comfort! We are thrilled to welcome to the Talk Talent to Me podcast, Nicolette Jackson, Head of Talent over at Zephyr. Nicolette shares more about what they do at Zephyr and her journey to becoming the Head of Talent. We dive into her inspiring and forward approach to negotiating her job offer at Zephyr, and she highlights what prompted her confidence to (always) ask for more! We then delve into the different facts of her mentor/mentee relationship with Lorraine Buhannic, and much more.    Key Points From This Episode:   The Nicolette of it all. More about Zephyr and Nicolette's background and journey. Viewing another Chief People Officer's visible role at the table: how it was apparent to Nicolette. She elaborates on the different types of things the board asked Lorraine (the CPO). The sparks that influenced Nicolette's Chief People Officer aspirations. Nicolette delves into her approach toward negotiating her job offer at Zephyr. The inspiration that prompted her confidence to ask for more (from her job offer). Nicolette sheds light on various facets of her mentorship dynamic with Lorraine. She shares Lorraine's anti-imposter syndrome pep-talk/ concept. Painting her own data journey and the impact it has had on her confidence.  She explains the different ways she is currently quantifying the role. Why owning your expertise is a beautiful thing to do for a business.   Quotes:   “When I realized that recruiting was — one side bringing people in but then also how to grow them and make them happy while they were there was the whole other side of the spectrum. And to truly be happy in recruiting — I feel like I also wanted a say-so on how people were treated once they were in the door.” — Nicolette Jackson [0:08:40] “Who gets the oil? The squeaky wheel, honestly the people that ask for the things they want.” — Nicolette Jackson [0:14:44]   “Nothing that I've done in this life that has made me successful was ever comfortable. It's always been uncomfortable. It's always been a challenge.” — Nicolette Jackson [0:25:20]   Links Mentioned in Today's Episode:   Nicolette Jackson on LinkedIn Zephyr Hippo Insurance Lorraine Buhannic on LinkedIn Episode: Juxtapose Head of Talent Lorraine Buhannic Juxtapose Talk Talent to Me Hired  

  Sometimes, life is all about taking leaps of faith. And when it comes to talent and talent management, a leap of faith can open doors that you never even considered walking through. Today we are joined by Kara Hughes, the VP, HR Business Partner of Tech & Digital, as well as the Head of Workforce Planning, People Insights, and Analytics at Northwestern Mutual – a financial firm focused on making their clients feel more confident and secure so that they can sleep better, breathe easier, and feel happier. Kara begins the conversation by answering an important recruiting question from one of Rob's friends about how to approach problematic intake interviews. Then, we get to know more about Kara: how she ended up at Northwestern Mutual and what her job entails. We also discuss the importance of workforce planning, the departments that are responsible for it, and the role of recruiters in becoming part of business strategy and workforce planning conversations. To close off, we explore how the evolution of HR has added to the pains of the industry. Be sure to listen until the very end for some helpful advice on how to send an email in French.    Key Points From This Episode:   Welcoming Kara Hughes as she answers a recruiting question from one of Rob's friends. Advice for candidates on how to approach intake interviews.  The leaps of faith that led Kara to Northwestern Mutual and what her title and role entails.   Exploring the role of recruiters in workforce planning.  The departments that initiate and prioritize workforce planning, according to Kara.  How recruiters can involve themselves in business strategy and planning conversations.  Why many people (incorrectly) believe that HR should not have a seat at the strategy table. How the evolution of HR helps to explain the modern challenges of the role.  Some multicultural advice to end today's episode.    Quotes:   “Recruiters and hiring managers, you hope they have a really good intake meeting and are really, really clear on requirements but signals get crossed. So, advocate for yourself and cover all those important bases at the outset and don't feel bad about doing it.” — Kara Hughes [0:03:51]   “Show gratitude and know who has gotten you to where you are and who's helped you along the way because if you really sit back and take stock, [you'll realize that] it's many, many people.” — Kara Hughes [0:09:49]   “There's been such a radical shift in the value that [HR] is expected to provide.” — Kara Hughes [0:28:28]   Links Mentioned in Today's Episode:   Kara Hughes on LinkedIn Northwestern Mutual  Talk Talent to Me Hired  

In this episode, you will hear about Frank's wealth of experience, recruiting for SeatGeek and the challenges it has brought, and their amazing finance and HR business partner team We then delve into what Frank is currently working on at SeatGeek before discussing the importance of foresight and being proactive when bringing talent into a large company. Finally, our guest shares advice for anyone in the talent recruitment space who is looking to move into bigger roles. You don't want to miss this so be sure to tune in now!    Key Points From This Episode:   A brief overview of Frank's career and a bit about SeatGeek.  Overseeing the recruitment period at SeatGeek during COVID and the challenges it brought.  Frank tells us about their new finance team and HR business partner team.  Why they place focus on planning in their business while remaining agile.  How Frank's experience has helped him participate in the moving parts within SeatGeek.  What Frank is working on right now at SeatGeek.  The importance of being proactive about bringing talent into a large company.  Frank shares advice for anyone wanting to climb the talent recruitment ladder.    Quotes:   “As you – become a more mature and bigger organization, you have to have better foresight just because there are a lot more moving parts.” — Frank Cebek [0:10:46]   “Always try to bring value to the company you're working at.” — Frank Cebek [0:26:04]   “At the end of the day, recruiting is a support function.” — Frank Cebek [0:26:19]   Links Mentioned in Today's Episode:   Frank Cebek on LinkedIn Frank Cebek on Instagram SeatGeek Talk Talent to Me Hired  

Doubling up throughout most of his career, my guest today has both maintained his rank and activity in the Air Force while being a C-level HR professional at a large, well-established company. I'm joined on the show today by Lieutenant Colonel and Chief Human Resource Officer at Riceland Foods Inc., Lionel Riley. Join the conversation as we learn how he managed his parallel careers, his thoughts on the journey of transition from the armed forces to the corporate world, and how his leadership overlaps from being Lieutenant Colonel to CHRO. He unpacks why he strives to maintain mindfulness while managing his team, his responsibility as CHRO for a multi-billion dollar company, including the journey of how he wound up there. We learn about his big move from a long and stable position at Walmart, and Lionel shares three key pieces of advice for those looking at forging a career in this space.  Key Points From This Episode:   How Lionel maintains his rank and activity in the army while being a C-level HR professional. We delve into the journey of transition from the armed forces to the corporate world. His overlap in leadership from Lieutenant Colonel to CHRO Lionel. All eyes on him: Lionel recounts first realizing that people were starting to pay attention to what he was doing.  How he strives to implement mindfulness when managing his team and their lives.  He expands on the responsibilities of the CHRO of a multi-billion dollar company. Lionel shares the journey of how he wound up in his role as CHRO at Riceland Foods Inc.   Questions he asked in his interview process when deciding to leave a stable position at Walmart. He describes the words that settled him into taking a new position. Lionel shares three key pieces of advice for those forging their career in this space.    Quotes:   “The struggle [to transition from the armed forces to the corporate world] is relative.” — Lionel Riley [0:04:03]   “It's not that, from corporation to the military is so one-to-one, but there's so many transferable skills: discipline, exposure, cultural experiences that military members who have had the privilege of servicing oversees; they'd be able to bring immense value to your corporation.” — Lionel Riley [0:06:01]   “HR, I tell this to everybody, is a thankless job.” — Lionel Riley [0:11:57]   “Never stop learning — relationships are key and always know that you can receive a nugget or two from anyone, on anything. Never stop learning!” — Lionel Riley [0:29:51]   “Complacency kills.” — Lionel Riley [0:30:17]   Links Mentioned in Today's Episode:   Lionel Riley on LinkedIn Riceland Foods Inc. Talk Talent to Me Hired  

Veronica Salcido is the Senior Director of Global Talent at Multiverse, and she joins us to share the defining moment in her life when she chose to decline a string of amazing job offers to sell her possessions and climb Machu Pichu. While acknowledging the privileged position she found herself in, Veronica urges listeners to take the plunge and reset their lives if the opportunity arises. Tune in to hear her story of starting a business and getting 21 clients within 30 days before eventually taking on a full-time opportunity where she was able to make a greater social impact. We also explore the influence of AI on talent acquisition and the capacity it holds to create the freedom to do more meaningful work. Join us today to hear all this and more!   Key Points From This Episode:   Welcoming Veronica Salcido, Senior Director of Global Talent at Multiverse. Parallels between working in talent and Veronica's passion for mountaineering. How she selects opportunities that are value-aligned.  The pivotal moment in Veronica's career and the spreadsheet that changed everything. Traveling to Machu Pichu during a promising moment in her career. How her experience exceeded all of her expectations. Launching her own business and getting 21 clients within 30 days. Acknowledging the privilege necessary to reset your life. How her internal reality differed from external perceptions of the life Veronica was leading.  Recapping why choosing herself was the best thing she could have done. The two services she offered in her newly started business and how she started to work with founders.  Making the decision to climb the career ‘jungle gym' and seek out a full-time role. The concept of a double or triple line. Weighing in on the reset happening in talent acquisition. Upskilling yourself to embrace Artificial Intelligence. The power of automation to create the freedom to do more meaningful work.    Quotes:   “I ended up having no inbox, no plan, I hiked Machu Pichu, I went off the grid, I had a total reset, and I launched my own business after that.” — Veronica Salcido [0:14:26]    “I had 26 clients within the first 30 days of launching my business.” — Veronica Salcido [0:14:30]   “I chose to get in the driver's seat of defining my career and how my life and the opportunities that I was signing up for were going to support that.” — Veronica Salcido [0:14:36]   “That is the juicy part of why we do what we do especially as leaders in talent acquisition - innovation.” — Veronica Salcido [0:36:52]   Links Mentioned in Today's Episode:   Veronica Salcido on LinkedIn Multiverse The Infinite Game Talk Talent to Me Hired  

Today on Talk Talent to Me, we are joined by Doreen Ghafari, VP of People at AllTrails, to find out how she and her team spearheaded a period of significant growth for the company, more than quadrupling the AllTrails staff in just over three years. Tuning in, you'll learn about the value of making recruiting efforts an extension of the brand experience, why talent acquisition is so much more than putting butts in seats, and the importance of building a solid foundation of systems and processes during periods of hyper-growth. We also touch on the benefit of treating values as a core competency, data-driven frameworks for performance evaluation, and what a holistic approach to recruitment looks like from Doreen's perspective.   Key Points From This Episode:   An overview of AllTrails and Doreen's role there as VP of People. How Doreen and her team quadrupled AllTrails' employees in just a few years. The value of making recruiting efforts an extension of the brand experience. Navigating noise in the inbound talent funnel. The what's and why's of recruiting that go beyond the “butts in seats” mentality. Growing pains that come with 4X-ing a company and why processes are key. Core competencies behind rapid yet sustainable business growth. Key values and frameworks that AllTrails uses to evaluate performance. Insight into Doreen's holistic strategy for recruitment and people operations. Advice for aspiring talent professionals and why it's certainly not a linear career path.   Quotes:   “AllTrails is a beloved brand. People tend to have delightful experiences with the app and the site. We wanted our recruiting efforts to be an extension of that. We want people who come to AllTrails to interview, even if they don't get the job, to reflect fondly on their experience.” — Doreen Ghafari [0:05:11]   “Scaling is hard – How do we set up the scaffolding that's going to allow us to do that?” — Doreen Ghafari [0:09:41]   “Recruiting and people teams need to be in lockstep with each other. It's not separate functions. It's two halves of the same circle.” — Doreen Ghafari [0:21:10]   “Don't think of your [talent career] as a linear thing. It's more – of a bouldering experience rather than a linear ladder.” — Doreen Ghafari [0:28:36]   Links Mentioned in Today's Episode:   Doreen Ghafari on LinkedIn AllTrails ‘TopFunnel Head of People Doreen Ghafari' Talk Talent to Me Hired  

Russell is a seasoned professional with years of experience leading recruitment teams across various industries. His professional achievements and personal values make him a dynamic leader in the talent acquisition space. Hear how the shift from linear media to digital media has transformed the industry, his motivation for pursuing a career in talent acquisition, and what recruitment can learn from outsourcing channels. Discover how increased employee engagement results in better outcomes, why more information is better for candidates, and how Paramount plans to leverage AI to create opportunities in recruitment. He explains the power of collaboration, how skills create a shared language between HR and business, and the evolution of roles in recruitment.    Key Points From This Episode:   Russell provides an overview of the current entertainment landscape. His diverse professional background and path into the media industry. Gaps in the talent acquisition process and where it needs to be improved. The importance of employee engagement and lessons from the referral process. Fostering trust in non-referral channels and the secret to retaining talent. Paramount's approach to recruitment and the influence of brands on the process. Explore the role of AI in connecting talent to the brand. Why collaborating with other departments is an essential consideration. He unpacks the concept of building a skills-based organization. Foundational skill metrics and why they are vital for job descriptions. How to create and maintain the idea of continuous improvement. Final takeaways about the recruitment industry Russel has for listeners.   Quotes:   “The only constant [in the industry] for the last several years has been change.” —@weaveru [0:02:06]   “There is something fundamentally fractured still with [talent acquisition] processes and technology. I think we have to get back to basics  to make sure we are doing things that allow us to connect to that high-performing talent.” —@weaveru [0:06:35] “If you are not building or maintaining active relationships with the marketing, corporate communications, legal, and tech departments, you are doing yourselves and your organization a disservice.” —@weaveru [0:20:21]   “Demotivated hiring managers are the biggest challenge facing any organization today. If you do not have your hiring managers engaged and locked in, you are going to fail.” —@weaveru [0:34:27]   Links Mentioned in Today's Episode:   Russell Weaver on LinkedIn Paramount Talk Talent to Me Hired  

Joining me today is Kelly Culler, Senior HR Business Partner and VP of Talent Acquisition at Northwestern Mutual. In this episode, we discuss her unique role and why people are the heart of any company. Kelly is an accomplished executive with a distinguished career in human resources. She leads a high-performance team dedicated to sourcing, engaging, acquiring, and attracting top-tier, diverse talent that aligns with Northwestern Mutual's values. In our conversation, we discuss her career journey and path to Northwestern Mutual. We delve into how the HR business partner role differs from traditional HR, ways of differentiating yourself in the HR space, how the recruitment landscape is evolving, and why people are at the core of business outcomes. Discover how to sell your role as a recruiter and unlock the full potential of people and teams. Gain insights into her approach, challenges in the HR space, strategies for building genuine relationships, and much more!    Key Points From This Episode:   Background about Kelly and her role at Northwestern Mutual. A Traditional recruitment role versus an HR business partner role. How Kelly developed her skillset and what sets her apart. Explore how the traditional HR landscape is changing.  Her approach to navigating outdated mindsets in the HR space. Why just being good at your job is not enough.  Kelly's unique approach to her role and building relationships. Insights into the multi-disciplinary nature of her role. Critical aspects of developing healthy and accountable leadership. Metrics and methods for measuring effective leadership.  The motivation for her leadership development programs. Final words of advice for others forging a career in HR.    Quotes:   “[As an HR business partner], I am going to bring the people acumen to the table because my expertise is people.” — Kelly Culler [0:07:39]   “To me, people are the heart of what creates business outcomes.” — Kelly Culler [0:10:27]   “Forge a relationship with your leader so you have the trust because they are going to help you unlock more things than not from a career perspective.” — Kelly Culler [0:33:37]   Links Mentioned in Today's Episode:   Kelly Culler on LinkedIn Northwestern Mutual Talk Talent to Me Hired  

  The performance of any organization is unquestionably linked to its ability to tap into the “human energy” encapsulated in the talents, approach, and potential of every team member. This is the belief of today's guest, Julie Flowers, mentor, coach, sought-after speaker, and Director of Human Resources and Talent Development Initiatives at Chevron. In this episode, Julie shares some pearls of wisdom from her 26 years with Chevron and offers insight into how the technology, high standards, and ethics at Chevron appeal to Gen Z candidates, how talent development boosts morale and improves company culture, and why she believes that HR is the human energy in progress that leads to not only business success but individual success too.    Key Points From This Episode:   An overview of Julie's career journey and how it led her to Chevron in 1998. Branding non-renewable energy for the younger generations. Lessons from Julie's transition from talent acquisition to talent development. What it looks like to reinvent HR every few years (and why it's so important). The value of continuous upskilling in consulting, project management, and more. Reasons that we should view AI as an enabling tool rather than a skill. Innovative ways that Chevron uses AI for external recruiting. Personal development for talent professionals: how to grow in every role. The importance of fostering a curiosity mindset. Insight into Chevron's strong HR culture and how Julie nurtures it. The relationship between long-term development and short-term incentives. Tips for leaders, employees, and organizations to encourage continuous growth. Why storytelling is such a critical skill for talent professionals. Humbling advice for those who want to up-level their recruitment career.   Quotes:   “We're focused on creating an [HR environment at Chevron] where the business recognizes us as an agile force, capable of adapting – where we need to for this ever-changing business that we're in – and delivering amazing customer experience.” — Julie Flowers [0:08:51]   “If people are paying attention, you grow in every role you have. Generally, the roles that you've had prepare you for the next role, you just don't know it's happened.” — Julie Flowers [0:17:01]   “As a leader, I need to [encourage, support, and reward]. As an employee, I've got to want to learn and grow. As a company, I've got to show that we're building that type of culture. [Continuous development] takes all three of those things.” — Julie Flowers [0:27:10]   “Sometimes, when you come to the business with something HR, it might not be met with open arms. We have to be able to tell a story so they understand the value and impact it's going to have.” — Julie Flowers [0:33:56]   “We don't learn most from our successes. We learn from when we don't do something right, when we fail.” — Julie Flowers [0:35:28]   Links Mentioned in Today's Episode:   Julie Flowers on LinkedIn Talk Talent to Me Hired  

Jamie joins us to offer some insight into what it takes to be an early-stage recruiter, how talent professionals can level up the entire function of a business, and when companies should consider bringing on a full-time in-house talent resource.    Key Points From This Episode:  How Jamie forged a career in the talent space and what led her to Primary. Insight into her role as the first-ever recruiter at SeatGeek. Recruiting for an early-stage company and what attracted her to the talent function. How being an early-stage recruiter differs from a typical talent role. What it looks & sounds like when a company invests in talent in a meaningful way. The threshold at which a full-time in-house talent resource becomes invaluable. Advice for fledgling recruiters who want to make the most of their skill sets.   Quotes:   “When you scope a role appropriately and you bring in the right person for it, you can level up an entire function of a business, especially when it's early stage.” — Jamie Sterrett [0:07:10]   “Ultimately, as you grow in your career, you will need to be able to tie your work back to the impact that you're having [on the business].” — Jamie Sterrett [0:12:23]   “Early-stage recruiting is not for everyone. When you are the first recruiter somewhere, you are wearing all of the hats.” — Jamie Sterrett [0:23:37]    Links Mentioned in Today's Episode:   Jamie Sterrett on LinkedIn Primary Venture Capital Talk Talent to Me Hired  

Lorraine left a great job at Butler University to join FIB, and she credits the move to a remarkable recruiter and a FIB culture that was too wonderful to resist. In our conversation, Lorraine dives deeper into staying comfortable versus trying something new, the power of listening to your gut, what she loves about HR and the recent developments in the industry, and why being future-ready is among her top priorities. We also discuss resilience and how to cultivate it in the workplace, how to create an office culture that facilitates constructive conversations, and what you can do as an employee when someone ranked above you dismisses your views.    Key Points From This Episode:   Introducing the Chief People Officer at First Internet Bank (FIB), Lorraine Ortiz. Lorraine Describes FIB, her role at the company, and how she ended up there. Why she left a secure job (that she was happy in) at Butler University to join FIB. Being comfortable versus trying something new, and listening to your gut. How a great recruiter can make all the difference.  Why Lorraine loves the business of HR, and how the role has evolved over the years.  Her definition of “future-focused” and how she implements the philosophy as CPO.   Why she believes that she'll retire at FIB. How she's resilient in her role, and how FIB shares her personal values.  The way Lorraine fosters a culture of honest and constructive conversation in the workplace.  How to deal with managers who do not appreciate your moments of professional vulnerability.      Links Mentioned in Today's Episode:   Lorraine Ortiz on LinkedIn  First Internet Bank  Talk Talent to Me Hired  

  In today's episode, I sit down with Ryan Loken, Head of HR Policy, Administration, and Governance at Tyson Foods, to discuss his multifaceted role within the company, his broader impact on the community, and the dynamics of HR. Tyson Foods is a multinational corporation and one of the largest food processing companies in the world. Ryan discusses his role in the company, why there is no such thing as a typical day for him, and the community outreach work he is involved with. Discover how he leverages the company for good, his motivation for pursuing community outreach, and how his professional experiences benefit his current role. Explore why HR professionals are no longer compliance police, metrics that provide pragmatic insights into the structure of a business, why he chases the mission and not the title, the interconnectedness between company policy and culture, and much more.    Key Points From This Episode:   Ryan explains his role at the company and what his day-to-day looks like. His community outreach work and motivation behind it. How his job and community outreach work feed into each other. Discover how the HR landscape has changed and what caused it. Practical strategies and examples to enhance your role in HR.  Become a business partner as opposed to a traditional HR manager. Self-development, constantly learning, and remaining motivated. Background about Ryan and his path to his current role. Leveraging policy to drive culture and company values.  Final words of wisdom that Ryan has for listeners.   Quotes:   “I want to be able to give back and hopefully provide a better future for those who may not have the same opportunities that I did.” — Ryan Loken [0:03:45]   “With every job we hold, we learn some [valuable] things.” — Ryan Loken [0:16:55]   “I have never really had aspirations of having this title, that job, or this thing. It has always been a situation of how do I make my job more efficient.” — Ryan Loken [0:21:05]   “I have never chased a title. I have always chased a mission.” — Ryan Loken [0:21:43] Links Mentioned in Today's Episode:   Ryan Loken on LinkedIn Tyson Foods Talk Talent to Me Hired  

The last year has been tough on all fronts when it comes to tech recruiting and hiring. Joining me on the show today is a returning champion and CEO of Hired, Josh Brenner.  He's here with me today to talk about what's predicted for hiring in 2024 and to discuss the report released by Hired called, ‘The Future of Tech Hiring: 8 Bold Predictions for 2024.' Our conversation starts with a quick general overview of how things are going at Hired and Josh shares his thoughts on tech hiring and AI. We dive into some of the key points highlighted in the report including the predicted hiring resurgence in 2024, going back to a job that laid you off, and delve into a discussion on the raging debate between remote, hybrid, and in-office working.  Key Points From This Episode:   A general outlook and how things are going at Hired. His thoughts on tech hiring and AI.  Why he thinks there will be a resurgence in hiring in 2024; and clarifies what he means by resurgence. He highlights different categories of companies that are seemingly ready to start rehiring.  Boomerang employees and going back to a job that laid you off. We discuss the poor manner of handling layoffs over the past year and a half: you reap what you sow. The raging debate of remote working versus hybrid working versus in-office working. Quotes:   “I think, over the next year or two, [AI] has the real opportunity to not only redefine how people are hired and find their jobs, all the way to how people do their jobs. It's a pretty exciting time to be in this space!” —  [0:04:44]   “I don't know the reason, or I don't know the root of why it went down this way, but the layoffs were handled a lot poorer in this past and a half than I have seen in the history of my career.” — [0:14:55]   “I'm a firm believer if you are operating in a remote capacity, the value of getting people together, the team together, whether that is only once a year or multiple times a year, it obviously depends, but there is a lot of value in building that trust in person.” —  [0:17:55]   “Companies that have the best teams are the most successful, and you, as the talent professional, are the ones that are helping companies build those best-in-class teams.” — [0:22:21]   Links Mentioned in Today's Episode:   ‘The Future of Tech Hiring: 8 Bold Predictions for 2024' Josh Brenner on LinkedIn Hired Talk Talent to Me  

 Jim breaks down Booz Allen's approach to recruitment and talent development, why hiring tech talent is so competitive, and what they are doing to set themselves apart. We also discuss how they cultivate a culture of continuous learning, their use of data and predictive analytics for workforce planning, their most effective retention strategies, plus a whole lot more.  Key Points From This Episode:   Get to know today's guest, Strategic Talent Development Leader, Jim Hemgen. An overview of Jim's career journey and the uniqueness of his current role. Jim's insights on talent development and recruitment at Booz Allen Hamilton. The company's evolution over the past decade and its growing focus on technology. What they are doing to attract early-career professionals for tech and management roles. A breakdown of their approach to employee development and getting them client-ready. Their strategies for cultivating a culture of continuous learning. Using data and predictive analytics for workforce planning and future skills needs. A rundown of their retention strategies and why they developed a talent marketplace. Supporting career mobility and why this is essential. Jim's parting words of advice to those in the talent development space.   Quotes: “We do the best we can to allow for self-directed learning through our employees. So they have a variety of programs and services available to them that they can tap into. And then we have also targeted upskilling initiatives.” — Jim Hemgen [0:18:13]   “It's a cultural thing where we need to be able to support career mobility.” — Jim Hemgen [0:26:03]   “I highly encourage soliciting a mentor from an outside organization. Find somebody who's in a role you aspire to be in and get engaged in conversations. It goes a long way.” — Jim Hemgen [0:32:24]   Links Mentioned in Today's Episode: Jim Hemgen on LinkedIn Booz Allen Talk Talent to Me Hired

In talent acquisition, future-proofing is as important as focusing on the present! Today on Talk Talent To Me, Ali Bebo of Pearson joins us to discuss her many years of recruitment experience. You'll hear about how she went from retail to being senior CHRO at Pearson, how talent acquisition has changed since she got started, the role of AI in the industry, the importance of upscaling your talent, and why managers should avoid being passive in team building for the future. Ali thinks talent recruitment is much like coaching a sports team and in this episode, she explains how the two jobs are similar. We also discuss her experience in helping her company hire a new CEO before she leaves us with some incredible advice about knowing your superpower. Key Points From This Episode:   An introduction to today's guest, Allison (Ali) Bebo. Ali shares her version of New Year's resolutions and why she isn't a list-maker.  How Ali wound up in her role as senior CHRO at Pearson after working in retail.  Ali's views on how talent acquisition has changed over the years.  She tells us what Pearson does and how AI is affecting their work.  How they upscale their talent and educate others outside the company to do the same.  Why managers should be proactive in building up their teams now and for the future.  The parallels we can draw between sports and talent acquisition.  Ali tells us about the process of helping Pearson hire a new CEO.  Some parting advice for anyone wanting to level up in their careers.    Quotes:   “What can you do better than 10,000 people? – Once you can really answer that question, then you find roles and – opportunities where there's less friction. – Because when you're in a role that you're able to use your best strengths and get to do what you do best every day, then frankly, performance happens.” — Ali Bebo    Links Mentioned in Today's Episode:   Ali Bebo on LinkedIn Pearson Talk Talent to Me Hired  

Ty shares how a non traditional background can help break barriers to creating change in talent acquisition. RSM US LLP is the largest accounting network in the world, delivering assurance, tax, and consulting solutions tailored specifically for the middle market. Focusing on careers and culture, Ty orchestrates an environment where individuals thrive, fostering their passions and professional growth while advocating for inclusivity at every level. His approach reflects a blend of professional prowess, a commitment to fostering a vibrant workplace culture, and a zest for life. In our conversation, we discuss Ty's career trajectory, from its origins to his present role, showcasing the distinct ways his prior experiences differ from his current position and how his unique perspective has helped transform the talent experience at the company. We explore how Ty's inexperience proved beneficial, his approach to nurturing talent, embracing innovation for success, the value of curiosity, and much more.   Key Points From This Episode:   Introduction and background about Chief Talent Officer, Ty Beasley. Details about his role and how it differs from his professional experience. His professional career journey to his current role at RSM US LLP. Why he is suitable for the role, despite his non-traditional career path. The unique approach and perspective he brings to the role. How he has helped enhance the talent experience at the company. Discover how his inexperience was beneficial for the role. Barriers to creating change and why embracing innovation is vital.  Ty shares his approach to supporting and developing talent. What personal traits Ty looks for in a potential candidate.   Quotes:   “I have always had a passion for the people side of the business.” — Ty Beasley [0:07:06] “It is my vision to have a talent function that is more consultative in nature.” — Ty Beasley [0:08:40]   “The ultimate value I bring to the talent organization is not operating in the guts of it. It is leadership.” — Ty Beasley [0:15:28]   Links Mentioned in Today's Episode:   Ty Beasley on LinkedIn RSM US LLP Talk Talent to Me Hired  

Collin discusses redefining traditional HR approaches and his focus on practical, hands-on training. Collin boasts a wealth of experience as an HR and organizational development expert, with a track record marked by successful talent management and impactful operational enhancements. Heyday stands at the forefront of skincare, dedicated to revolutionizing the industry by offering a unique blend of personalized facial treatments and invaluable skincare advice curated by a team of seasoned estheticians. In today's conversation with Collin, you will hear about his unconventional path to his current role, the unique qualities that he brings to HR, his various responsibilities at Heyday, and the value of pre-training. He explains his innovative approach to acquiring top talent, creating effective training content, and how he handles large amounts of applications. Collin also shares his advice for creating effective recruitment funnels and what HR should be doing differently. Tune in to discover new approaches to recruitment with Collin Russell!   Key Points From This Episode:   Collin's background and career journey into his current role. Ways that he has helped Heyday grow since joining. How development goals differ between retail and corporate. A look at Colin's approach to delivering hands-on training content. Insights into creating an effective recruitment funnel. Steps for identifying weak points in the recruitment and training processes. Measuring the success of the systems Collin implemented. Addressing recruitment issues through innovative methods. The challenges and opportunities of leveraging remote workers. Heyday's approach to processing large amounts of applications. Providing guardrails for people to make mistakes and learn from them. Exploring Collin's opinion on the future of the HR landscape.   Quotes:   “Having a good team and the right mission behind you helps fuel that [passion].” — Collin Russell [0:05:47]   “If you hire great people but you don't give them the right training to be successful in their roles, then they are eventually going to leave or become disengaged.” — Collin Russell [0:11:49]   Links Mentioned in Today's Episode:   Collin Russell on LinkedIn Heyday Talk Talent to Me Hired  

Creating deep, meaningful relationships is often pushed aside in the world of recruiting but the truth is, these relationships lead to better success in talent acquisition. Today on Talk Talent To Me, the wonderful CEO of Rabble Recruiting, Tammy Dain, joins us to discuss her unique recruitment model. Tuning in, you'll hear all about how she fell into recruiting, the balance between being ready for a new opportunity and pushing yourself out of your comfort zone, why Rabble's approach is so different from other recruitment agencies, and so much more! We even discuss the flexible work trend before delving into Tammy's other company, Talent Collective. Finally, our guest shares advice for young recruiters.   Key Points From This Episode:   Welcoming a phenomenal guest, Tammy Dain. Tammy tells us about her background and how she started Rabble Recruiting.  The importance of giving your team opportunities just before they're ready for them.  Tammy tells us all about her Rabble Recruiting model and approach.  Why Tammy believes that the flexible work trend is going to grow exponentially.  What makes Tammy's Rabble offering so different from others of its kind.  The kinds of people that will thrive in Rabble's model. Tammy tells us a little bit about Talent Collective and what their goals are.  Our guest shares some advice for young recruiters about breaking out of their comfort zones.    Quotes:   “You've got to know enough, but you obviously have to have room to grow too.” — Tammy Dain [0:09:41]   “I think, more often than not, the embedded approach to delivering recruiting services in HR is so much more effective.” — Tammy Dain [0:12:19]   “Continuous connection and learning is what fosters and creates really deep relationships!” — Tammy Dain [0:32:40]   Links Mentioned in Today's Episode:   Tammy Dain on LinkedIn Rabble RecruitingTalent Collective Talk Talent to Me Hired  

Founder of Interviewology, Anna Papalia joins us today to discuss the evolving world of interviewing from the perspective of both sides of the table. In her recently published book, Interviewology: the New Science of Interviewing, Anna provides a guide to four different interview styles and how to get the best out of each one. Tuning in, you'll hear the story of her leap from a comfortable role at an insurance brokerage to kickstarting a career in empowering candidates and interviewers through the hiring process. We discuss how to know when is the right time to make a change, what keeps people from listening to their intuition, and assess the state of the interviewing process in general. Anna also shares pertinent insights from her book and offers a starting point for anyone looking to improve their process of interviewing. Be sure to listen in to hear all this and more today!    Key Points From This Episode:   Anna's evolution from a comfortable career to pursuing something bigger.  An earlier leap in her career that kickstarted her HR profession. How to identify when the time has come to make a transition or change.  Two types of change and where they originate from.  The fear that accompanies intuition. Acknowledging the privilege required to go out on a limb. Factors that motivated Anna to leave HR and create her dream job with her special skills. What is wrong with the interviewing process.  Why it's so important not to blame candidates.  Factors working against the success of hiring managers. A candid reflection on where diversity truly starts. What motivated Anna to consider that there are different interviewing styles. Why each interviewing style is as valid as the others. Why thinking of an interview as a performance is not a good strategy. Distinguishing between authenticity in a personal and professional context.  What it truly means to show up as yourself.  How Anna's book, Interviewology, is structured. Anna's perspective on the inflection point we currently find ourselves in.   Quotes:   “I live and die by the saying, ‘If you don't change direction, you'll end up where you're headed.' You'll get to where you're going. I've coached so many thousands of people in their careers that I know this to be true.” — Anna Papalia [0:06:54]    “I looked out [at] the world and my dream job didn't exist, so I created it for myself.” — Anna Papalia [0:15:33]   “When we are in a position of power, as people in the talent space – we have a tendency to blame the powerless.” — Anna Papalia [0:15:51]   “If you're trying to build an organization that's diverse – in gender, race, and thought, it starts at the interview table.” — Anna Papalia [0:20:50]   “I believe that interviewing well is all about building up your self-awareness.” — Anna Papalia [0:33:16]   Links Mentioned in Today's Episode:   Interviewology Interviewology: The New Science of Interviewing Anna Papalia on LinkedIn Anna Papalia on YouTube Anna Papalia on Instagram Talk Talent to Me Hired  

Recruitment has not changed over the last few decades, but company needs certainly have. Gary Davis is the Senior Diversity, Equity, and Inclusion Business Partner at Adobe. During this episode, he joins us to discuss the evolving importance of DE&I, the metrics used to evaluate candidates, and how to determine how people experience your company culture. Tuning in, you'll hear Gary's thoughts on the two-way street of recruitment, valuing transparency, and the importance of solving problems specific to Generation Z. We discuss what it truly means to shrink the gaps in equity and inclusion, Gary's Christmas wishlist for the future of the industry, and more.    Key Points From This Episode:   Introducing Gary Davis, Senior DE&I Business Partner at Adobe.  His motivation to find creative ways to address inequality in the USA.  What his role involves and how he serves all of the communities at Adobe. The process of productizing equitable interviewing.  How recruitment has not evolved over the last fifty years.  Interrogating the metric we use to evaluate candidates for a role. How Gary's roles have evolved in DE&I and tech.  Measuring how people experience your company culture. Whether or not recruiters should be incentivized around retention.  Why Gary values transparency so highly.  Considering recruitment a two-way street. His favorite thing about diversity and inclusion work.  What it means to creatively shrink the gaps in equity and inclusion. Why it is important to solve problems specific to Gen Z.  Gary's Christmas wishlist for the future of the industry. Reshaping how we approach DE&I work with the past in mind.    Quotes:   “The throughline for any work that I've ever done has been about designing programs and products that create spaces for people from excluded groups; women, people of color, and folks with disabilities.” — Gary Davis [0:03:15]   “One of the interesting things to me about recruiting is that we have not really changed it in the last fifty or so years.” — Gary Davis [0:05:21]   “We don't have a talent shortage. We have a sourcing issue.” — Gary Davis [0:07:58]   “The coolest thing about diversity and inclusion work is that you are really measured by your ability to influence.” — Gary Davis [0:26:11]   Links Mentioned in Today's Episode:   Gary L Davis on LinkedIn Adobe The Devil Wears Prada Talk Talent to Me Hired  

 Lorraine tells us all about her decision to get into talent acquisition, why she loves working with earlier-stage clients, how we can be more deliberate in our career decisions, and what her career planning coaching process is like. We also discuss what people going through career transitions ask most often before she explains the Juxtapose model. Finally, Lorraine tells us the kinds of challenges she expects talent leaders will face in the near future.    Key Points From This Episode:   A warm welcome to today's guest, Lorraine Buhannic.  Lorraine tells us about her transition into her new role at Juxtapose.  Her choice to go into recruiting and why she chose this field.  Why Lorraine wanted to work with earlier-stage companies.  How you can be more deliberate in your career decisions.  Lorraine walks us through the process of going through career planning coaching with her.  The kinds of questions people ask during career transitions.  The Juxtapose model, how it works, and how they hire leaders.  Why hiring should always be the first priority for businesses.  Lorraine tells us some of the questions she asks leaders throughout the coaching process.  What challenges she anticipates talent leaders are going to face over the next year.    Quotes:   “When you build a really awesome talent foundation, the sky is the limit!” — Lorraine Buhannic [0:03:46]   “I want to feel more empowered when I'm thinking about what to do next.” — Lorraine Buhannic [0:09:32]   “Hiring needs to be priority number one because, at the end of the day, if you don't have the right people, it's going to be really hard to scale the organization.” — Lorraine Buhannic [0:20:58]   Links Mentioned in Today's Episode:   Lorraine Buhannic on LinkedIn Juxtapose Talk Talent to Me Hired  

Karen Weeks is the founder of Shine at Work, a coaching company geared toward setting people up for career success. She is also the Chief People Officer at Obviously, the innovation influencer agency. When we spoke to Karen, she had only been at Obviously for a week, and she spilled the tea on how she landed the job and how she's adjusting to her new role. We also discuss the changes she'd make to Obviously's onboarding process, why she prioritizes relationships above all else (and how she builds them in a new environment), and how to gently rock the boat at your new job while “proving yourself” as a new employee. Karen believes that you cannot be interviewed without asking questions, and she outlines some of the questions that potential recruits should be asking. Then, we learn about Shine at Work, the importance of “why” in their intake process, common characteristics of successful clients, and the trends that Karen sees being adopted by many in the future of HR.    Key Points From This Episode:   How Karen landed her new job and how she's settling into her role at Obviously.  The changes she'd make to Obviously's onboarding process after going through it herself.  How she went about building relationships at her new job and what she prioritizes.   The balance between gently rocking the boat and trying to prove yourself as a new employee.  Who Karen listens to and engages with first when trying to understand a new company.  How she prepared for the interview for her current role.  Finding the problem: the questions you should be asking in your recruitment interview!  How Karen feels when recruits don't ask questions in their interviews. The ins and outs of the company she founded, Shine at Work.  A peek into Shine at Work's intake process and the importance of “why.”  Perseverance and other traits of success.  The trends and technologies Karen sees flourishing in the future of HR.    Quotes:   “Strong managers make you, as a leader, stronger.” — @career_changers [17:56]   “What's the right time to work with us? – When you're trying to think about what to do. The reason for that is because you're honestly in a better place emotionally to go through that decision-making.” — @career_changers [25:57]   “I always want people to be running towards something, whether that's an internal opportunity, staying where you are and re-engaging, or changing jobs. Doing it before you're at the breaking point is actually the healthier time to do it.” — @career_changers [26:29]   “If you're working with a personal trainer and you hit your weight goal or your marathon goal – you don't usually stop working them – They help you stay in shape. That's what we also do with folks. Your career is a journey. We can partner with you along the way as well.” — @career_changers [28:03]   Links Mentioned in Today's Episode:   Karen Weeks on LinkedIn  Karen Weeks on X Obviously  Shine at Work  Talk Talent to Me Hired  

Every interview should be a ‘culture' interview and your goal as an interviewer should be to hire people who feed the company's soul. Today we are joined by not one, but two incredible guests! Talent acquisition gurus from Small Door Veterinary, Nicole McLeod and Serge Clivio are here to discuss all things recruitment. Tuning in, you'll hear about Small Door and its mission, how Nicole knew she wanted to work in recruitment and why she joined Small Door, Serge's interview process, and so much more! Our guests then share their interesting interview techniques and beliefs before delving into the ‘secret sauce' of success. Finally, Serge and Nicole tell us what is next for them in their careers.    Key Points From This Episode:   Welcoming today's wonderful guests from Small Door, Serge Clivio and Nicole McLeod.  Nicole tells us about Small Door and the company's mission.  Nicole's experience of hiring Serge and how she knew he was the perfect fit for his role.  The kinds of questions Serge asks when interviewing for a role.  What made Nicole want to join Small Door and when she moved into her current role.  Serge shares his beliefs about a company's ‘secret sauce' to success.  How Nicole and Serge assess people in their ability to feed the soul of the company.  Why Small Door sees every interview as a culture interview.  How they set potential recruits up for value-based questions in their interviews.  The importance of asking open-ended questions when interviewing a potential recruit.  Our guests tell us about what is next for them in their careers.    Quotes:   “Something that's really important to me is transparency with anyone I work with.” — Nicole McLeod [0:07:20]   “You will not succeed in your role as a recruiter if you do not – see the growth of the actual company principles.” — @SergeClivio [0:08:42]   “Each hire should be better than the last and that's the only way that you're going to grow a company.” — @SergeClivio [0:16:25]   “Culture is caught not taught!” — Nicole McLeod [0:17:38] Links Mentioned in Today's Episode:   Serge Clivio on LinkedIn Nicole McLeod on LinkedIn Small Door Talk Talent to Me Hired  

  People-centered approaches to business emphasize the importance of prioritizing and supporting the well-being, growth, and satisfaction of employees. By adopting a people-centered approach, businesses can create a positive work environment that not only benefits their employees but also contributes to improved performance, productivity, and long-term success. In today's episode, I sit down with Jessica Zwaan, Chief Operating Officer and  at Whereby, to discuss her innovative, people-centered approach to HR and business development. Jessica is the author of Built for People, a best-selling book that offers advice and tools for transforming HR activities by incorporating elements from product management. In our conversation, Jessica unpacks how the best aspects of product management can be applied to HR to transform the value of your workforce and business. Learn about the type of rigor that HR needs to increase productivity, the ins and outs of streamlining your workforce to increase its value, reducing regrettable churn through effective HR, and analogizing people with products. Gain insights into why justifying an employee based on revenue is outdated, viewing the business as an ecosystem, and much more. Tune in and discover a different way of viewing company culture and employee value with Jessica Zwaan!   Key Points From This Episode:   A warm welcome back and a catchup with Jessica Zwaan. What motivated her to pursue a law degree. How her law experience intersects with her role at Whereby. Aspects of HR where her law background has been beneficial. How the traditional approach to recruitment needs to change. Differences in methods between C-suite and HR departments. Metrics to measure the performance and employee lifetime value (ELTV). Examples of her progressive approach to HR and recruitment. The types of conversations HR should be having with the C-suite. Limitations of the traditional forms of measuring employee performance. Core company values that determine its success.  Performance analysis and how it differs amongst employees. Explore the universal competencies that are true for all employees. Hear about her career transition into her current role. What Jessica has planned for the future.    Quotes:   “Your company is a system; it's not just a group of individuals.” — @jessicamayzwaan [0:15:52]   “I think that the experience is the product.” — @jessicamayzwaan [0:21:46]   “One of the most important behaviors that matters to a company's bottom line is your ability to collaborate with other people.” — @jessicamayzwaan [0:24:15]   “Teams are more valuable together than they are as individuals.” — @jessicamayzwaan [0:24:23]   “We should be building [HR performance] systems which are built for the way human brains work.” — @jessicamayzwaan [0:27:36]   Links Mentioned in Today's Episode:   Jessica Zwaan Jessica Zwaan on X Jessica Zwaan on LinkedIn Whereby Built for People Talk Talent to Me Hired  

When you go to bed on a Sunday night, not bummed that there is work tomorrow, you know you've got a job you love! My guest today is the Managing Director of Talent Acquisition at Southwest Airlines, Greg Muccio. He's been there for over 22 years and is passionate about his job, his team, and the programs and people involved. In our conversation today, Greg talks about his experience as a long-time Southwest Airlines employee, what motivated him over the years to stay, and the aspects of the job he loves even today. He shares an overview of the distinctive talent acquisition challenges faced by Southwest and talks about current hiring trends and the appetite for open roles. He elaborates on their Destination 225° (D-225) program before expressing the significance of uncovering new talent that Southwest does not currently possess. Make sure to tune into this episode to hear more about how Greg conceptualizes the talent department within Southwest and how he implements long-term tactical approaches to talent acquisition.    Key Points From This Episode:   Greg's thoughts and experience as a long-time employee at Southwest Airlines. Across the years, the reasons that motivated Greg to stay. The qualities of his team that make it worthwhile to stay. Greg paints a broad stroke of the unique talent-sourcing challenges at Southwest.  Current hiring trends and the appetite for open roles; from a labor workforce point of view.  More jobs than people: what's happening? Southwest's approach to attitudes that are not one-to-one with the open roles. Their steadfastness to anchor onto stability at Southwest. He expresses his fondness for his team and their work efforts and dedication.  Greg talks more about his team and the scope of the talent operation.  He talks more about the D-225 program (Destination 225°) at Southwest. The essentiality of discovering new talent that is not yet present at Southwest.  Mix-and-matching and the total talent approach.  How Greg conceptualizes the talent department within the organization. Why you need to be thinking of long-term tactical approaches.   Quotes:   “To be at a place like Southwest that has a great history of taking care of their people, it's a fun job!” — Greg Muccio [0:01:46]   “Being in TA right now [is] hard work. You've got to show up and you've got to be ready to work hard.” — Greg Muccio [0:10:26]   “If we are going to make it. If we are going to have the right kind of talent, we will have to uncover new pools of talent that exist in Southwest today.” — Greg Muccio [0:19:29]   “At Southwest, we want a representative of our brand and that culture and those kinds of things because that's what makes people come back and fly with us again, and again, and again, it's our people.” — Greg Muccio [0:26:19]   Links Mentioned in Today's Episode:   Greg Muccio on LinkedIn Southwest Airlines Talk Talent to Me Hired  

Joining us today is the wonderful founder of People Power AI, Theresa Fesinstine. You'll hear about Theresa's career, how she became interested in AI, where we are in AI development in the HR space, Theresa's tools for AI learning, and a few ways HR employees can make use of AI. This is a ‘breakthrough' episode that simplifies the nuanced and complex issues within HR so to hear all this and be inspired to advocate for yourself and your talents, press play now!   Key Points From This Episode:   A warm welcome to today's guest, Theresa Fesinstine.  How turning notifications off has improved Theresa's mental health.  A brief overview of Theresa's background and career.  What fueled Theresa's passion for AI and where we are in AI in the HR space.  Why AI hasn't been a priority in this industry until recently.  Why HR should have a voice in the board room and feel confident enough to use it. The kinds of tools and training Theresa offers to assist in AI learning.  The importance of advocating for your own ‘seat at the table,' especially as a woman. A quickfire list of ways recruiters/HR employees can leverage AI to do their jobs even better.    Quotes:   “I've spent this past year working to educate myself and to educate others on the benefits and power that AI has for the future of business.” — Theresa Fesinstine [0:12:19]   “To me, HR is the only team [and leader] in the organization that really understands what [every] other department functionally is working through, their challenges [and it's] like the central post of what's happening within a company.” — Theresa Fesinstine [0:17:01]   “HR leaders – should feel more empowered than ever to talk about what is happening within our organizations.” — Theresa Fesinstine [0:17:30]   “I think HR is the right [department] to lead the charge with AI integration.” — Theresa Fesinstine [0:19:14]   Links Mentioned in Today's Episode:   Theresa Fesinstine on LinkedIn Theresa Fesinstine on Instagram People Power AI LinkedIn Talk Talent to Me Hired  

Joining me today is Amy Sheehan, the Director of Talent Acquisition at Hormel Foods, to discuss her career experience, current gaps and opportunities in the talent acquisition space, and how she is shaking up the traditional approach to recruitment. Amy shares her diverse project experiences, how her non-traditional background enriches her work, and how she challenges conventional recruitment practices. Amy discusses the evolving role of recruitment in today's competitive job market and provides insights into the recruitment and onboarding processes at Hormel Foods. She also explains the value of effective communication, how to create purposeful experiences for new hires, and the role of AI in recruitment.    Key Points From This Episode:   How Amy's career led to her position at Hormel Foods. What drew Amy into working for Hormel Foods. Hear about the scope of diverse projects she has worked on. Learn how her non-traditional career experience informs her work. Redefining the role and purpose of recruitment. Insights into the recruitment and onboarding process at Hormel Foods. Communicating company processes and values to employees. Amy's approach to creating meaningful experiences for new hires. Finding the right person for the right job and how AI can help. Lessons from her experience of leveraging different recruitment tools. Recommendations for choosing a suitable Applicant Tracking System (ATS). Advice for listeners seeking a career in talent acquisition.   Quotes:   “I have also been involved in acquisitions and been on acquisition teams, which is a really interesting way to learn about other companies and blend those cultures together.” — Amy Sheehan [0:04:08]   “It is really important for [employees] to understand all the things a company stands for.” — Amy Sheehan [0:08:25]   “[Hormel Foods] really takes the time to showcase the programs that we have as it relates to holistic care for our employees.” — Amy Sheehan [0:12:08]   “[AI] will allow [recruiters] to spend time creating experiences that matter and get [the company] top talent.” — Amy Sheehan [0:18:58]   Links Mentioned in Today's Episode:   Amy Sheehan on LinkedIn Hormel Foods Talk Talent to Me Hired  

Today on Talk Talent to Me, you'll hear from a workforce futurist, design thinking practitioner, keynote speaker, Chief Learning Officer at Archwell, and founder of the Archwell Academy, Dr. Keith Keating about the value of learning as a transformational tool, regardless of your vocation. While he doesn't have the traditional recruiting background of many of our guests, Dr. Keating faces many of the same challenges and works closely with talent acquisition professionals to connect learning strategy with business strategy. In this episode, Dr. Keating describes the key skills that learning and development professionals need to drive value for their organizations and unlock human potential. We also discuss what it takes to create a “true talent ecosystem,” the importance of what Dr. Keating calls futures literacy, how talent pros can emerge as strategic business partners rather than order-takers, and more. By understanding the concepts of transferrable skills and the power of embracing a lifelong learning mindset, Dr. Keating believes that we can take control of our future.    Key Points From This Episode:   An overview of Dr. Keating's experience and how he landed his role at Archwell Holdings. How growing up a military brat impacted his education and made him more agile. The pivotal moment when he found his passion in what was previously “just a job.” Why Dr. Keating believes that learning is a powerful tool for transformation. The need for a strong connection between L&D, talent development, and recruitment. Reasons that a lot of talent professionals don't think long-term. Why “futures literacy” is a core skill that everyone should be developing. Dr. Keating's research-focused approach to meeting future business needs. His best strategic advice for talent professionals: build your own table. How talent professionals can become trusted learning advisors.   Quotes:   “Talent is talent is talent, whether we're recruiting it, onboarding it, or managing [it].” — Dr. Keith Keating [0:01:57]   “Once you learn how to learn, your future is unstoppable.” — Dr. Keith Keating [0:11:51]   “There should always be a strong connection between learning development, talent development, and [recruitment] because we can help define the skills that are needed in the roles.” — Dr. Keith Keating [0:14:34]   “Futures literacy is not about predicting the future, which people often try to do – Futures literacy is about planning for possible futures.” — Dr. Keith Keating [0:21:45]   “For far too long, we've let people who are not talent practitioners [or] learning experts dictate how they find our talent, what type of talent to bring on, how we educate, train, and upskill our talent, but that's our area of expertise. ” — Dr. Keith Keating [0:32:57]   Links Mentioned in Today's Episode:   Dr. Keith Keating The Trusted Learning Advisor Dr. Keith Keating on LinkedIn Archwell Talk Talent to Me Hired  

John shares his inspiring journey into talent acquisition, his passion for aligning recruitment with a company's mission, and his innovative, candidate-centric approach. He discusses the challenges and opportunities in talent acquisition, debunks misconceptions, and emphasizes the importance of hiring for potential, not just negotiation skills.    Key Points From This Episode:   John's fascinating journey to becoming a part of the One Medical team. His motivation for pursuing a career in talent acquisition. Aligning recruitment methods with the overall mission of a company. Overcoming the various stigmas associated with talent acquisition. Learn about his candidate-focused approach and why it is essential. Adopting the candidate-centric approach at One Medical. Hear about the unique approach to interviews at One Medical. Leveraging data and different metrics for recruitment. Unpacking current industry trends in the recruitment sector. Challenges and opportunities in the talent acquisition space.  Insights into meeting the needs and wants of a candidate. Hiring smart and finding the right people for the job. A significant factor determining a candidate's potential: negotiation. Final words of advice from John.   Quotes:   “I think people are naturally better marketing something that they can truly stand behind [or] something they believe in.” — John Beard [0:05:10]   “Once people are comfortable in a process, they can be very resistant to change.” — John Beard [0:13:39]   “[One Medical] is looking for people who really want to tackle the hard stuff.” — John Beard [0:22:46]   “Here is a hard truth. [Every candidate] is mission-driven until you get to the offer.” — John Beard [0:27:04]   “For [One Medical], we want to reward the best candidates, not the best negotiators.” — John Beard [0:28:10]   Links Mentioned in Today's Episode:   John Beard on LinkedIn One Medical Talk Talent to Me Hired  

INCREASE DIVERSITY SUMMIT REGISTRATION LINK Use offer code TALENT40 for 40% Off Registration Fees! Jenn Tardy returns to the podcast to update us on her diversity training experiences, and give a sneak preview (and an awesome discount!) to her upcoming Increase Diversity Summit Event.

To stand out as a recruiter, you need to shift your focus from being transaction-based to being relationship-based. Today on Talk Talent To Me, we are joined by the founder and CEO of the Estes Group, Kaylee Estes to discuss something we rarely delve into, the agency side of recruiting. Tuning in, you'll hear all about Kaylee's career, why she decided to start her own company, how she made use of the skills she's best at, what makes the Estes Group different from other staffing firms, and much more! Kaylee talks us through the pressure associated with being a working mom before we explore unconscious bias, the freedom you have from being your own boss, and how functional recruiters fit into the recruiting world. Kaylee strongly disagrees with financial incentives and instead, her goal is to ensure that candidates are the right fit for a job. She even tells us how she makes sure she is representing companies well and finally, shares some words of wisdom for anyone brave enough to start their own business.    Key Points From This Episode:   Why we've decided to bring more guests on the show from the agency side of recruiting.  A warm welcome to Kaylee Estes and how she ‘fell' into recruiting.  How Kaylee made the choice to start her own company.  How she leveraged all of the skills she is good at within her business.  How she decided she didn't want to work for someone else anymore.  Kaylee shares some of the struggles and pressures that working moms experience.  How unconscious bias affects recruitment and the freedom being your own boss brings.  What makes Kaylee's company different from others of its kind.  Kaylee explains what a fractional recruiter is and where they fit in.  Why Kaylee is against financial incentives for recruiters to make hires. The importance of being relationship-focused as a recruiter.  How Kaylee makes sure she is representing companies well.  Kaylee shares some words of wisdom for anyone wanting to start their own company.    Quotes:   “My goal is to help [clients] – make better hires.” — Kaylee Estes [0:07:46]   “Yes, people need to know how to make hires but at the end of the day, they just need to make good hires and they need help with that.” — Kaylee Estes [0:07:58]   “Being a mom factored a lot into my decision to start a business and it was definitely not going to be a barrier to starting a business – it was my motivating factor.” — Kaylee Estes [0:15:35]   “I promise every company that I work with [that] they're not going to get candidates from me because I convinced that candidate to take the job.” — Kaylee Estes [0:20:27]   “In agency recruiting, your compensation is directly tied towards a candidate accepting a position and staying there for a certain amount of time.” — Kaylee Estes [0:27:11]   Links Mentioned in Today's Episode:   Kaylee Estes on LinkedIn Estes Group Talk Talent to Me Hired  

   Experiencing a career transition is overwhelming, to say the least. But that doesn't mean it has to be lonely or even shameful. In this episode of Talk Talent To Me, we are joined by the incredible founder of Kindred, Maggie Mannion. Kindred is a community of professionals who are navigating career transitions together. Today, we talk about what led Maggie to start her company, the kinds of professionals Kindred targets, how she curates content relevant to people of many different professions, and much more! We then discuss how she ensures there is value for people beyond seeking jobs before delving into some common questions people ask recruiters in the community. Finally, Maggie shares her plans for the future of Kindred.    Key Points From This Episode:   Welcoming today's guest, the founder of Kindred, Maggie Mannion.  Maggie tells us about her journey in community work and what led her to found Kindred.  The kinds of people Maggie targeted for Kindred initially and the current representation.  How Maggie comes up with resources for people regardless of their career backgrounds.  What the people Kindred serves are looking for from the community they're joining.  Some common questions people ask recruiters in Maggie's community.  How Maggie is ensuring that there is value in Kindred beyond job seeking.  Maggie shares her plans for Kindred going forward: cohorts.    Quotes:   “Kindred is all about career transitions and really is built on this thesis that career transitions and navigating career transitions don't have to be a solo pursuit.” — Maggie Mannion [0:03:56]   “Lay-offs don't need to be lonely!” — Maggie Mannion [0:04:54]   “The shared experience among people [part of Kindred] is that they're navigating change.” — Maggie Mannion [0:10:56]   “So many of our experiences that feel really hard for ourselves are really common actually; we just don't talk about them.” — Maggie Mannion [0:23:15]   Links Mentioned in Today's Episode:   Maggie Mannion on LinkedIn Kindred  Talk Talent to Me Hired  

Kyle explains his entrepreneurial journey starting Creative Talent Endeavors, and shares the benefits of working for an agency over an in-house recruiting gig.   Key Points From This Episode: Kyle shares his personal and career journey leading up to founding Creative Talent Endeavors. The decision Kyle made to leave a big brand and start his own agency.   Early days at Creative Talent Endeavors and the process of finding clients. Kyle talks about how he managed to take on Taco Bell as his first client.  Unpacking the process that Creative Talent Endeavors goes through with new clients and their goals.  Reasons to go the contingent route; experience, cost, and more. When to think about working for an agency versus the in-house option.  The most important questions to ask when considering an agency.    Tweetables:   “I just wanted to have more autonomy in my career.” — Kyle Samuels [0:07:33]   “We go slow to go fast.” — Kyle Samuels [0:16:13]   “The best predictor of future behavior is past behavior.” — Kyle Samuels [0:29:25]   “I do like the variety of having different clients and different things to work on every day.” — Kyle Samuels [0:31:42]   Links Mentioned in Today's Episode:   Kyle Samuels on LinkedIn Creative Talent Endeavors Rob Stevenson on LinkedIn Talk Talent to Me Hired  

In this episode, we do our deepest dive yet into the fascinating field of segmented recruiting marketing.To explore this topic in detail, we are joined by Victoria Myers, the Global Lead for Talent Attraction at Amdocs. Victoria chose a career in the talent space because of her passion for helping people, and that passion hasn't waned one bit. During our conversation, Victoria explains Amdocs' forward-thinking, long-term approach to talent attraction and acquisition and how they are bringing it to life through their newly-developed AI-driven talent marketplace. After listening, you'll understand the difference between talent attraction and talent acquisition, what a successful proactive sourcing model looks like, and why you should always try to do work that you love!   Key Points From This Episode:   Victoria's approach to time management.  Where her career began and the journey she took to get to where she is today. What inspired her to get into full-time recruiting.  Why she chose corporate recruiting over agency recruiting. What her day-to-day work consists of as the leader of Amdocs' Talent Attraction team.  Features of Amdocs' new AI-driven talent marketplace.  The difference between talent attraction and talent acquisition. How Victoria and her team create warm leads for the Amdocs recruiting team.  Characteristics of the Amdocs company culture.  Metrics Victoria and her team use to measure the success of their talent attraction system.  The journey of Amdocs' first hire through their new system. How Amdocs categorizes potential hires.  The importance of providing comprehensive feedback to employees.  Automated systems that Amdocs is planning to roll out in the coming months.  The two different branches of Amdocs' long-term proactive sourcing model.  The role of the talent strategy leaders in Victoria's team.  Victoria's top piece of career advice.    Tweetables:   “While I was good at sales, I loved recruiting. I loved helping people find a job [and] feeling like I was doing something positive in someone's life.” — @Victoria_rcrtr [0:05:37]   “At the end of the day, the best experience in the world is giving someone an offer and them saying, ‘Yes, I accept.' That is rewarding work right there!” — @Victoria_rcrtr [0:08:10]   “It takes typically seven to nine instances of engagement with your brand before it becomes more recognized or before someone will take an action.” — @Victoria_rcrtr [0:14:47]   “Work is work. But when it can be something that you enjoy and that you love, it becomes less work.” — @Victoria_rcrtr [0:30:33]   Links Mentioned in Today's Episode:   Victoria Myers on LinkedIn Victoria Myers on Twitter Amdocs Talk Talent to Me Hired  

Today, we are joined by tech entrepreneur, author, speaker, advisor, and founder of The Source, Jane Frankland. Jane has identified several discrepancies in the hiring process and, in this episode, she shares her advice for ensuring a diverse and inclusive workplace from the get-go.    Key Points From This Episode:   Why cybersecurity is so important for individuals and companies. How attackers use automation to target vulnerabilities and extract information. Why social media platforms should provide better support for those facing security breaches. How women's risk perception typically differs from that of men. Jane's background in art and design and her transition into technology and cybersecurity. A look at The Source platform and the opportunities it affords underrepresented women. How Jane helps companies attract and retain diverse talent (and why it's crucial to do so.) The importance of identifying gender differences and removing biases in the hiring process. Factors affecting diversity and inclusion issues in the workplace. Jane's advice for creating an inclusive workspace, starting with the hiring process! The mental health issues challenges faced by the cybersecurity industry.   Tweetables:   “37% of women in the world still don't have access to the internet, which is really quite horrifying.” — @JaneFrankland [0:06:07]   “Women [see] risk in a different way to men, and if you [don't] have women in companies helping to assess risk and protect companies, then you [are] going to be less safe.” — @JaneFrankland [0:12:24]   “We have a real problem with wellbeing [in the cybersecurity industry]; with mental health, with brain health, with stress and burnout. It's absolutely horrific. It's at a higher level than healthcare workers at the moment.” — @JaneFrankland [0:29:37]   Links Mentioned in Today's Episode:   Jane Frankland The Source Jane Frankland on LinkedIn Jane Frankland on Twitter Jane Frankland on Instagram Talk Talent to Me Hired

Are the days of the traditional interview process over? We're experiencing a paradigm shift in the recruitment world where simulation replaces speculation and soft skills take center stage. Joining us to discuss how AI is transforming the hiring process is the CEO and Co-Founder of HiringBranch, Stephane Rivard. In this episode, we explore how HiringBranch is revolutionizing hiring by creating a platform where candidates can showcase their abilities in real-time simulated scenarios. Stephane highlights the importance of soft skills and explains how HiringBranch's assessment works, breaking down the types of skills they assess in candidates. Tune in for insights into the AI recruitment revolution, which may just be paving the way for a more accurate and effective way of finding the right talent.   Key Points From This Episode:   Introducing Stephane Rivard, the CEO and Fo-Founder of HiringBranch. How Stephane “unplugs” and what's on his reading list. Stephane's background: how he always strove to be an entrepreneur. Insight into his company, HiringBranch, which uses AI for high-volume hiring. How the HiringBranch platform works, the skills it assesses, and how the assessment varies based on the role being applied for. What companies are getting wrong in the traditional interview process. The goal of the platform to identify candidates who excel in soft skills. How HiringBranch bypasses the interview process by simulating job scenarios without the presence of an engineer or mentor. A surprising realization Stephane had about the recruitment industry.   Tweetables:   “My idea of unplugging is reading business books.” — Stephane Rivard [0:01:51]   “There are typically two roles that we use [for] our platform. One of them is for a sales-oriented or loyalty-oriented role, and the other one is customer service.” — Stephane Rivard [0:07:12]   “What [the HiringBranch platform] does, especially for high volume jobs, [is give] you a standardized way to evaluate everyone.” — Stephane Rivard [0:15:58]   “Everything we do — even our lives, our apps — are metric driven. Why is there not more of this metric-driven approach to hiring?” — Stephane Rivard [0:24:28]   Links Mentioned in Today's Episode:   Stephane Rivard on LinkedIn HiringBranch A Brief History of the Interview and Its Future THE AI RECRUITER: Revolutionizing Hiring with Advanced GPT-Powered Prompts Talk Talent to Me Hired  

  Our guest on the show today holds to the saying that the secret sauce to any company's success is the people! Here with us on Talk Talent to Me today is Christina Pinheiro, Vice President of People and Talent at Sibros. In our conversation with Christina, we hear about her background and what sparked her passion for helping people and creating a positive employee experience, which ultimately led to a career in HR. She shares her thoughts and views on the impact of learning and development, and what that looks like at Sibros through their Lunch and Learn sessions. She tells listeners about her favorite session on Interview Bias, and what she thinks about anonymizing parts of the interviewing process. Finally, we discover why she wound up as a guest on the show and hear about how Christina and her team approach the use of AI tools in their recruiting stack.    Key Points From This Episode:   We chat about her love for ChatGPT and AI in general. She shares her background and how she wound up in her current role. Her goals and objectives as VP of People and Talent at Sibros. Her thoughts and views on learning and development (L&D) and what it looks like at Sibros. What she does with the feedback from their employees regarding L&D. Lunch and Learn: some examples and details from the sessions they do at Sibros.  Her favorite Lunch and Learn session: Interview Bias.   Her drive-home points from her Interview Bias learning session. Christina's thoughts on anonymizing resumes and other parts of the interview process. AI and recruiting; Christina's approach to using these tools in Sibro's recruiting stack. Christina leaves listeners with the best career advice she's received so far.    Tweetables:   “I believe that we all get into this build because of a strong passion for really helping people or creating a positive employee experience.” — Christina Pinheiro [0:02:58]   “I had noticed pretty early on — that there is a large, significant gap, in many companies where employees lacked a voice or guidance for their own personal growth.” — Christina Pinheiro [0:03:31]   “I always have this motto, saying, ‘The secret sauce to every company is the people.'” — Christina Pinheiro [0:04:21]   “I really emphasize on the benefits of continuous learning and [how] attending these sessions contributes to personal and professional growth.” — Christina Pinheiro [0:10:22]   “How does bias occur? It occurs when you unintentionally introduce certain errors or [you] project these during the interview process, leading to an unfair bias for candidates. These biases can stem from various factors, such as personal beliefs, stereotypes, implicate biases and subjective judgments.” — Christina Pinheiro [0:19:34] {Longer Quote}   “I am a big fan of the AI tools, however, I do strongly share as well, do not allow that AI tool to take away from the own original content of what you may have written. Use it as an additional resource, use it as another opportunity to enhance some of your skills, but do not be reliant on it. We don't want to take away from the natural human being.” — Christina Pinheiro [0:24:33] {Longer Quote}   Links Mentioned in Today's Episode:   Christina Pinheiro on LinkedIn Sibros Talk Talent to Me Hired  

  “You are never too busy to be innovative!” These are the wise words of today's guest, Daniel Benavides, Director of Recruitment at Recursion. Daniel joins us for this episode of Talk Talent to Me to tell us about his background, what made him become a recruiter, what he loves most about it, and why he believes there should be some sort of school for potential recruiters. We delve into Recursion's incredible inclusion model and strategy and where it came from before Daniel tells us about their employee resource groups, why they are a real community, and so much more! Our guest also shares the best career advice he has ever been given and reminds us to stay innovative throughout our careers.    Key Points From This Episode: How Recursion integrates inclusive policies based on its company culture into the business.  Where its inclusion strategy came from and how an employee resource group (ERG) assists.  Daniel shares his approach to making an ERG an actual community of diversity.  How to include everyone in Pride Month and turn employees into allies.  Daniel tells us about his background, why he went into recruiting, and what he loves about it. The importance of trying different things to see what works.  Why there should be a recruiting school of sorts to help potential recruiters in their careers.  The best career advice Daniel has ever received from someone.   Tweetables:   “I can only speak to my lived experience – I can't speak to the experience that our [Latinx or Black employees] have – so being able to have an ERG that is focused on that pillar or that marginalized group is key so we can ensure our policies are more inclusive.” — @benavidesdaniel [0:05:47]   “There is an incredibly important piece of having an executive sponsor that believes in the value of diversity, equity, and inclusion and that it makes us stronger.” — @benavidesdaniel [0:09:02]   “You change the world [and] make an impact [by bringing] everybody along the journey. It's not just on the backs of one underprivileged or marginalized group; we are all working towards the same goal and making the world a better place.” — @benavidesdaniel [0:15:02]   “The only way we're going to find out if something works is if we try it.” — @benavidesdaniel [0:18:32]   “Be innovative [and] question the status quo!” — @benavidesdaniel [0:30:16]   Links Mentioned in Today's Episode:   Daniel Benavides on LinkedIn Daniel Benavides on Twitter Recursion Talk Talent to Me Hired  

The recent radical improvement of AI has shaken up the world, and as more AI tools become available and easily accessible, the concerns surrounding the implications of AI on our future grow stronger by the day. But AI should be embraced and not feared, and to help us explain why, we are joined by two talent specialists who are using AI to improve their daily operations. We kick off the show with the Director of Talent Sourcing at Activision Blizzard, Justin Ghio. Justin shares how he ended up in his current role before explaining how he and his team use AI with a practical demonstration for the live audience. After Justin shows us how to use AI to its full potential in recruiting, we welcome José Cong to the show. José is the VP of Talent and Culture at Humane, and his impressive resume includes being part of the team who brought the iPhone 1 to market (working under Steve Jobs!). José came out of retirement to join Humane and after explaining why he made this decision, he reiterates why AI is the future, why it should be embraced and not feared, how AI has improved his recruitment process, and how he and his team are using AI responsibly. At the end of the day, AI is there to support people rather than replace them, and to find out how AI can be used to improve diversity, equity, inclusion, and belonging at the office, press play now!    Key Points From This Episode:   Introducing Justin Ghio as he explains his chance encounter with Dennis Rodman.  Justin's background and his role as the Director of Talent Sourcing at Activision Blizzard.  How the Activision Blizzard recruiting team is using AI.  Why AI cannot and will not take over jobs in recruitment.  Demonstrating how Justin uses freely available AI technology for interviews and onboarding.  He explains how to use AI to its full potential.  Welcoming today's second guest, the VP of Talent and Culture at Humane, José Cong. José's background and the work he did for Apple for the iPhone 1.  Why he chose to come out of retirement to work at Humane; realizing that AI is the future.  How José and his talent team are implementing AI tools.  His reasons for why AI should not be feared.  A look at how AI is improving Humane's interview and assessment process.  What José looks for in new team members.  How he still creates great candidate experiences in today's remote work landscape.  The way he ensures that he and his team are using AI in a responsible way. How AI can help to eliminate unconscious biases to systematically improve DEI in the office.   Tweetables:   “We are constantly leveraging a lot of the new, latest, and greatest technologies to ensure [that] we're not getting left behind” — @Just_in_Games [07:20]   “[AI] is not going to take your job; it's just going to let you do things quicker.” — @Just_in_Games [09:53]   “That's the power of ChatGPT and some of this AI technology: It's not output-based, it's input-based. We are always going to be the input — don't be scared that it's going to take your job; you are the key that unlocks its potential.” — @Just_in_Games [15:57]   “[Steve Jobs] was my direct boss, but the people underneath him were equally as impatient. There was a tremendous amount of pressure [at Apple] in terms of yielding results; we were literally racing the clock to get [the iPhone 1] out.” — @Jose_Cong [31:39]   “Unretiring was not an easy decision — life was pretty good, it was really good actually. But, the feeling that there was a paradigm shift potentially happening is what perked my interest — and I started to look into what AI was.” — @Jose_Cong [34:29]   “I hate the terminology ‘artificial intelligence'; it's augmented intelligence. If we think about it from that perspective, we're going to be less intimidated by it and we're going to be more open-minded.” — @Jose_Cong [41:01]   “It's not about hiring someone that can do the job; it's about finding someone who is going to buy into what we're doing, and who's going to be passionate about participating and building what we have.” — @Jose_Cong [45:45]   Links Mentioned in Today's Episode:   Justin Ghio on LinkedIn  Justin Ghio on Twitter  Activision Blizzard   ChatGPT  José Cong on LinkedIn  José Cong on Twitter  Humane  Talent Acquisition Week Talk Talent to Me Hired  

Today's episode is coming to you from our NYC Live Event, and will not be our usual type of episode! It'll be more like a “town hall meeting” so grab onto your seats as we talk about generative AI and its role in the world of talent and acquisition. Our first amazing guest is Jenny Cotie Kangas, a friend of the show and force to be reckoned with. Our second guest is the innovative Chief Technology Officer at Hired, Dave Walters. In our discussion we cover how Jenny is conceptualizing AI and leveraging it best, why you don't have to be afraid of generative AI, and she talks us through some examples of how to use ChatGPT. Dave recaps his opinion on the first half of the session with Jenny, and shares his thoughts on setting generative AI policies at work and why it'll be important. We also dive into Local Law 144, as well as some other questions asked by our audience members. This is a great episode on all things generative AI, so don't miss out!   Key Points From This Episode:   Rob introduced today's live event and the mission behind it. He introduces our first guest; Jenny Cotie Kangas. Jenny shares her background and how she wound up where she is today. How she's conceptualizing AI in her role and making sure to leverage it best. Don't be afraid of generative AI: calling up the ‘hat' you want the AI tool to wear. An introduction to ChatGPT and what generative AI is. Jenny takes us through live examples of using ChatGPT; including prompts and more. Things to remember when using ChatGPT or generative AI.  How Jenny uses generative AI in her day-to-day. Checking for bias and why that's necessary. Bringing in a situation and asking for options. We answer “What are sharp questions?” (a live example).  Jenny talks about prompts and how to create them.  Can you give too many inputs to ChatGPT as a prompt? Rob introduces our next guest: Chief Technology Officer, Dave Walters. His reactions and thoughts on Jenny's segment of the session. The difference between ChatGPT and Google.  Dave's thoughts on his team using ChatGPT for 80% of their work: setting policies. Moving past the hype of AI into the real world of AI: democratizing AI.  Other AI tools that use generative AI (other than ChatGPT). We discuss Local Law 144: what it is and when to be concerned about it.  Who is verifying or validating data presented to us through generative AI?  Legal pushback they've received since using these AI tools.  The best career advice our guests have ever received.    Tweetables:   “I leverage AI to enable me, the human, to be able to go further and faster at work.” — @CotieJenny [0:06:33]   “One of the things to remember is, [with] any sort of generative AI, you have to ask the right sharp question to get the answer.” — @CotieJenny [0:15:13]   “Don't upload all your business secrets into ChatGPT, that's probably not a smart thing to do, and I would avoid doing that!” — Dave Walters [0:25:48]   “I would recommend to everybody — make sure you are getting policies in place — so that your teams know what to do and what not to do [with generative AI]. Don't let that policy we don't use it, that is a bad approach and you will fall behind.” — Dave Walters [0:26:13]   “These laws, at a very very high level, are meant to ensure that we're using technology for good.” — @CotieJenny [0:37:22]   “[Generative AI] is not smart enough to figure out what is factual and what is not factual, today. It's a big problem — one of the biggest challenges with generative AI, it's going to have to be solved, [and] it's not easy to solve.” — Dave Walters [0:39:37]   “Any time something is new it's a lot easier to attack it than to try and understand how we can put effective guardrails in place so that we can use this for good.” — @CotieJenny [0:42:47]   Links Mentioned in Today's Episode:   Jenny Kangas on LinkedIn Dave Walter on LinkedIn Hired ChatGPT Open AI Local Law 144 (Holistic AI) Talk Talent to Me Hired  

One of the biggest mistakes made by employers when hiring early-career talent is assuming that the recruiting part is over when someone signs an offer. Today's guest is Ben Siegel, the founder and CEO of the HR technology company, Abode, who knows what it feels like to be left in the lurch after a job offer and is doing his best to ensure it doesn't happen to others. Abode began as a corporation that hired out students to mow lawns for $25 an hour and has since evolved into a thriving company that helps other companies attract and retain early-career talent across the job spectrum. Early-career talent these days is largely comprised of Gen-Z'ers and in this episode, Ben, who is a Gen-Z'er himself, explains what this generation of job seekers is looking for and debunks some of the common misconceptions that older generations have about them.    Key Points From This Episode:   Ben shares the origin story of Abode.  Issues in the talent acquisition space that the pandemic brought to light.  Factors that are much more important than the school you attend. Roles that Abode's customers are hiring for.  Lessons learned through the research Abode conducted with 5000 Gen-Z job seekers.  Misconceptions that older generations have about Gen-Z. How employers can build trust amongst their Gen-Z employees. One of the biggest mistakes employers make when hiring early-career talent.  The process that should follow a job-offer-signing.  Things that employers need to communicate to early-career talent. The service that Abode offers to employees and employers. Parting words of wisdom about how to retain early-stage talent.   Tweetables:       “It doesn't matter where you go to school. If you have the skills and work hard, you can go work at Morgan Stanley. You don't have to be at Harvard to do that anymore.” — Ben Siegel [0:06:28]   “You can boil everything [Gen-Z job seekers] want down into four main things; transparency, connections, respect, and expectations.” — Ben Siegel [0:08:04]   Links Mentioned in Today's Episode:   Ben Siegel on LinkedIn Abode Talk Talent to Me Hired  

Tranforming Lives Through Tech: Click Here to Donate  With a background in software engineering, Tony brings his technical expertise to the process of TA. Tune in to hear what motivated this pivot, why he is uniquely positioned to work in this role, and what he loves most about recruitment. Tony shares his perspective on when it is necessary to insist on working on-site, drawing on what the data says about remote work and productivity. He shares an inside perspective on Hearst's strategy to keep employees and consumers happy, and what he considers the best use of ChatGPT. Hear about Tony's introduction to the industry, building a team for a fintech firm and realizing he had a knack for it, and what made him want to stick with it. He also tells listeners about an opportunity he found to give back, and how you can get involved.  Key Points From This Episode: An introduction to today's guest, Tony Kochhar. Hearst's strategy to keep its employees happy, and its response to the COVID19 pandemic How Hearst diversifies investments in different industries. Tony's view on roles where it is necessary to work on site. His perspective on why executives might want to push to have people in the office. What the data says about remote work and productivity. Tony's background in software engineering and entrance into acquisition. What he realized when AI appeared on the scene. How he realized AI could be used in recruitment.  Navigating legal concerns. The best use of ChatGPT. Moving from tech to recruitment.  The first team he built for a fintech firm. What made him want to stick with recruitment. Why recruitment is life-changing.  Finding a way to give back. How you can get involved with the donation program.    Tweetables: “When AI suddenly emerged almost like a bomb several months ago, I subscribed to all these various blogs and magazines, and immediately I knew, I said, ‘this is a very big deal'.” — Tony Kocchar [0:11:02]   “Treat [ChatGPT] like a really smart assistant that you've always wanted and now you have access to.” — Tony Kocchar [0:16:44]   “There's a very human aspect to talent acquisition and I think that's what kept me here.” — Tony Kocchar [0:21:15]   “You have to believe in the companies and you have to believe in the people you are representing and recruiting, your candidates.” — Tony Kocchar [00:21:56]   Links Mentioned in Today's Episode:   Tony Kochhar on LinkedIn Hearst ChatGPT Talk Talent to Me Hired Donation Program  

For Erica, finding the right kind of employees, ones that are prone to growth and seeking out challenges, is fundamental to success, and she talks about why this individual attitude is the number one thing she looks for in prospective hires. She also lists a few of the other factors that make up good employees and why there are no perfect candidates out there.   Key Points From This Episode:   Lessons and reflections from this year's ATD Conference.  Erica shares her background and path to her current role at Wellthy.  Strategies for assessing and dealing with employee disengagement. Why treading water should always be addressed.   Why engaged employees are the best kinds of company ambassadors.  Different ways that individuals can distinguish themselves.   Erica talks about confronting the challenges of the remote workplace. The role of recruitment in the talent life cycle.  Erica shares where she wants to be in five years!    Tweetables:   “In HR in general, - the path is never straight, for most people.” — Erica Maureen [0:04:22]   “I really loved putting the processes in place but I wanted to make sure there was a quality effect in order to make sure that the patients were having this great experience.” — Erica Maureen [0:05:25]   “After a while I got sick of working for a large corporation and working for a hospital center and I really wanted to get into tech.” — Erica Maureen [0:06:13]   “If you have employees that are stagnant, guess what, they are not going to be engaged.” — Erica Maureen [0:09:21]   Links Mentioned in Today's Episode:   Erica Maureen Wellthy  ATD  Talk Talent to Me Hired  

 In this episode, Shally tells us about his new position at LTK, how it's changed the way he looks at money, why we need to try to find talent-sourcing tools other than LinkedIn, the importance of balancing application friction, and how to optimize the applications coming in (especially when it's free to apply). He explains why he sees the set-up of an interview to be the first marker of recruitment success, even if the interview never even takes place before he delves into the vast multitude of components that go into hiring. Finally, he tells us how he measures the success of recruitment and why it's not only based on the number of hires. Key Points From This Episode: A warm welcome to today's guest, Shally Steckerl. Shally's role at LTK, how he would up there, and how it differs from his previous roles. The lessons he's learned in his new role at LTK and why he sees money in differently now.  Shally explains the challenges with LinkedIn when it comes to recruitment at the moment. The balance we have to achieve in friction for job applications and when to reduce it. How to talk someone out of applying to a job they're not fit for when the application is free.  Why he thinks the applicant tracking system is inadequate. Shally tells us what a positive indicator of recruitment quality is: an interview being set up. How recruiters can contribute to the interview process, even in the smallest way.  The components responsible for hire and how much responsibility the recruiter takes.  Why measuring the success of recruitment only on the number of hires is futile.   Tweetables:   “As a recruiter, day-to-day, you want all the money to spend on all the tools because you don't know what's going to work.” — @shally [0:15:43]   “You want to reduce friction so that you're not making it inordinately awkward and difficult to apply but you also don't want to reduce friction to a point where people can indiscriminately apply. There's that fine balance.” — @shally [0:16:46]   “You can't affect the interview-to-offer ratio when people are for three times what you're willing to pay.” — @shally [0:30:23]   “I think measuring a recruiting team based on number of hires is absolutely ridiculous.” — @shally [0:31:40]   Links Mentioned in Today's Episode:   Shally Steckerl on LinkedIn Shally Steckerl on Twitter LTK Chat GPT Talk Talent to Me Hired  

TT2M Live in NYC. Elsie Rooftop, Midtown. 6PM. REGISTER HERE TT2M Live in SF. Minna Gallery, SoMa. 6PM. REGISTER HERE   How can we leverage technology to allow us to do more of what we are best at? Welcome to another episode from the floor of Talent Acquisition Week in San Diego, California. Today, we are speaking to Justin Ghio about AI in the world of talent acquisition. Drawing on his experience in at Activision Blizzard, Justin explains everything he knows about AI in the talent sphere, the reason it is misunderstood, how it can best be used, and why it is time to escape the fear. You will also find out how to understand AI, its limitations, the correct way to view it, and how to make it work for you. If you're still hesitant, Justin gives examples of how AI will make your day easier, open up your schedule, and give you more time to do the parts of your job you like. Tune in to hear why AI will not steal your job but make you better at it! Key Points From This Episode: Justin reflects on his speech at TA Week in San Diego.  The current perception of AI in the talent world. How we need to view AI. Examples of how AI is used in talent activities. Justin's opinions on boolean searching and its current relevance. How Activision Blizzard uses AI and skill adjacency in their talent acquisition. How AI can help with decision-making. The technology Activision Blizzard uses and how it works. Realities of AI in the HR industry. The conversations Justin has around AI and its growing popularity. Three questions Justin asks to make sure he is using the correct AI tools. How to get buy-in to use AI within your company. Why AI can only get you 70-80% of the way. The best career advice Justin has received.   Tweetables:   “AI can't do everything from start to finish for me. What it can do is give me 10 options to look at faster than I can think through one option.” — @Just_in_Games [0:02:44]   “AI lets you be lazy. Instead of sending a follow-up message, you click a button to automate follow-ups.” — @Just_in_Games [0:06:50]   “How can we leverage technology to allow us to do more of what we are best at?” — @Just_in_Games [0:13:33]   “Just because you're great [at something], doesn't mean you have to do that forever.” — @Just_in_Games [0:21:02]   Links Mentioned in Today's Episode:   Justin Ghio on Twiter Justin Ghio on LinkedIn Activision Blizzard Talent Acquisition Week ChatGPT Talk Talent to Me Hired  

  Maryjo Charbonnier isn't afraid of a challenge. In fact, throughout her career, she has sought out difficult problems so that she can be part of the solution. Her passion for change-making has led her to her current position as the Chief HR Officer at Kyndryl, an IBM spin-off which is now the world's largest startup with over 90,000 employees and $19 billion in revenue. In this episode, Maryjo and I do a deep dive into what it takes to cultivate and maintain a thriving company culture. Maryjo is a real expert on cultural processes, and leaders and HR professionals in any field will benefit from the wisdom she shares today!    Key Points From This Episode:   Maryjo shares the origin story of Kyndryl. The work that Maryjo and her team did to ensure that Kyndrl was a successful spin-off. Three core elements of any company culture.  Defining the culture at Kyndryl (“The Kyndryl Way”) and the process they have gone through to develop it.  Why Maryjo advises HR professionals to seek out difficult problems.  What Maryjo loves about being part of business and cultural transformations. Maryjo's thoughts on how culture is created. The role of HR professionals in the development of company culture.  Values that Kyndryl aspires to embody.  The importance of getting continuous feedback when building a company culture.  An overview of Maryjo's career journey to date.  Advice for getting the most value out of your career as an HR professional.    Tweetables:   “When spins happen, they are a chance to both do a big transformation on the business side and also in HR.” — Maryjo Charbonnier [0:02:45]   “Culture manifests in three different ways; behaviors, systems…and symbols.” — Maryjo Charbonnier [0:05:05]   “In an HR career, it's important, if you really want to accelerate your career, to seek the heat. Go where the big problems are because those are where everyone has eyes, and if you can make the difference it can really help accelerate your career path.” — Maryjo Charbonnier [0:12:26]   “I think about [culture] as a garden. It's a garden that needs to be tended and cultivated. Yes, if left to its own devices, it will just grow organically, but that may or may not be what you want.” — Maryjo Charbonnier [0:15:19]   “One of the most important things HR people do is listen to what isn't said.” — Maryjo Charbonnier [0:16:36]   Links Mentioned in Today's Episode:   Maryjo Charbonnier on LinkedIn Kyndryl Kyndryl on LinkedIn Walking the Talk Talk Talent to Me Hired