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Discover how HR tech trends are set to revolutionize the hiring process by 2025 with insights from the legendary Gerry Crispin, principal and co-founder of CareerXRoads. With over five decades of recruitment expertise, Gerry explores the exciting role of technology in enhancing real-time interviews and enabling candidates to shine. We promise you'll uncover how HR leaders are leveraging these advancements to align talent acquisition strategies with evolving skill demands. As the conversation unfolds, Gerry and Bill Banham discuss the emerging shift toward relationship recruiting, emphasizing the importance of long-term connections over immediate hires.Delve deeper into the transformation of hiring practices through social media and networking as we examine how recruiters are balancing short-term needs with long-term talent cultivation. Hear about the challenges and triumphs in building a diverse candidate pool that reflects societal diversity, particularly as the landscape shifts in the United States. With a focus on elevating the candidate experience—even for those not immediately hired—Jerry's insights illuminate the path forward for recruiters committed to diversity and inclusion. Don't miss this opportunity to gain a comprehensive understanding of the future trends in recruitment from one of the field's most esteemed figures.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events
Gerry Crispin crashes into the Chad & Cheese podcast live from the Shaker Green Room at RecFest USA. With a cool 53 years in recruiting under his belt, Gerry takes us through his career, where he picked up a few nuggets of wisdom along the way, all while sticking to the golden rule of fairness—thanks, Johnson & Johnson! After dipping his toes in J&J, Roche, and a fancy boutique executive search firm, he's got stories for days, each one teaching him more about this wild recruiting world. When it comes to advice, Gerry's simple: master the basics, like understanding comp and benefits. If you're not on top of that, you're basically flying blind. Sure, recruiting's a grind, but Gerry's still loving it, crediting job shadowing (even some low-key undercover ops) for helping him truly get the lay of the land. As for the whole "AI is coming for your job" panic, Gerry's not worried. AI's impact is more "enhancer" than "job destroyer," he says, and it'll just make everything smoother by crunching numbers and improving the candidate experience. But he's seriously annoyed that Talent Acquisition leaders aren't jumping on the AI bandwagon fast enough. Get with the times, people! He wraps up with a classic Gerry line: find a company that matches your values, take the initiative, and stay positive. He's still in the game with CareerXroads, bringing optimism and action to the recruiting table—no room for negativity here!
Gerry Crispin crashes into the Chad & Cheese podcast live from the Shaker Green Room at RecFest USA. With a cool 53 years in recruiting under his belt, Gerry takes us through his career, where he picked up a few nuggets of wisdom along the way, all while sticking to the golden rule of fairness—thanks, Johnson & Johnson! After dipping his toes in J&J, Roche, and a fancy boutique executive search firm, he's got stories for days, each one teaching him more about this wild recruiting world. When it comes to advice, Gerry's simple: master the basics, like understanding comp and benefits. If you're not on top of that, you're basically flying blind. Sure, recruiting's a grind, but Gerry's still loving it, crediting job shadowing (even some low-key undercover ops) for helping him truly get the lay of the land. As for the whole "AI is coming for your job" panic, Gerry's not worried. AI's impact is more "enhancer" than "job destroyer," he says, and it'll just make everything smoother by crunching numbers and improving the candidate experience. But he's seriously annoyed that Talent Acquisition leaders aren't jumping on the AI bandwagon fast enough. Get with the times, people! He wraps up with a classic Gerry line: find a company that matches your values, take the initiative, and stay positive. He's still in the game with CareerXroads, bringing optimism and action to the recruiting table—no room for negativity here!
Gerry Crispin crashes into the Chad & Cheese podcast live from the Shaker Green Room at RecFest USA. With a cool 53 years in recruiting under his belt, Gerry takes us through his career, where he picked up a few nuggets of wisdom along the way, all while sticking to the golden rule of fairness—thanks, Johnson & Johnson! After dipping his toes in J&J, Roche, and a fancy boutique executive search firm, he's got stories for days, each one teaching him more about this wild recruiting world. When it comes to advice, Gerry's simple: master the basics, like understanding comp and benefits. If you're not on top of that, you're basically flying blind. Sure, recruiting's a grind, but Gerry's still loving it, crediting job shadowing (even some low-key undercover ops) for helping him truly get the lay of the land. As for the whole "AI is coming for your job" panic, Gerry's not worried. AI's impact is more "enhancer" than "job destroyer," he says, and it'll just make everything smoother by crunching numbers and improving the candidate experience. But he's seriously annoyed that Talent Acquisition leaders aren't jumping on the AI bandwagon fast enough. Get with the times, people! He wraps up with a classic Gerry line: find a company that matches your values, take the initiative, and stay positive. He's still in the game with CareerXroads, bringing optimism and action to the recruiting table—no room for negativity here!
The Digital Meetup welcomes special guest Gerry Crispin. Gerry has a bunch of well-founded data and well-formed suspicions about what education is likely to produce in the next 10 years if we don't intervene as employers. Do we need to further pique interest? Gerry borrows from the 10 principles of Burning Man, including radical inclusion and transparency as a means to demonstrate fairness. Maybe this applies to his thinking around candidate experience and expectations, but what else does it apply to? Takeaways Recruiters need to adapt and upskill to stay relevant in a changing landscape. Strategic talent work, such as workforce planning and addressing diversity, should be a focus for recruiters. There is a lack of collective leadership in the recruiting industry. Recruiters should embrace technology and think bigger about their role in the future of work.
To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going. Chapters: 0:00:00 - Introduction and Welcome 0:00:35 - Gerry Crispin's Background 0:02:17 - Early Days and Formation of CareerXroads 0:03:09 - The Internet and Job Boards Revolution 0:05:49 - Writing and Publishing the First Book 0:14:45 - Transition to Building a Community 0:16:35 - Reflecting on the Evolution of Talent Acquisition 0:17:31 - AI and the Future of Recruiting 0:19:42 - Current State of Talent Acquisition Technology 0:25:11 - Improving Recruiting Efficiency and Integration 0:30:40 - DEI and the Supreme Court Decision Impact 0:36:01 - Corporate Responsibility and Community Engagement 0:37:01 - Insights from the UNLEASH Conference 0:38:16 - Conclusion and Gerry's Contact Information
To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going. Chapters: 0:00:00 - Introduction and Welcome 0:00:35 - Gerry Crispin's Background 0:02:17 - Early Days and Formation of CareerXroads 0:03:09 - The Internet and Job Boards Revolution 0:05:49 - Writing and Publishing the First Book 0:14:45 - Transition to Building a Community 0:16:35 - Reflecting on the Evolution of Talent Acquisition 0:17:31 - AI and the Future of Recruiting 0:19:42 - Current State of Talent Acquisition Technology 0:25:11 - Improving Recruiting Efficiency and Integration 0:30:40 - DEI and the Supreme Court Decision Impact 0:36:01 - Corporate Responsibility and Community Engagement 0:37:01 - Insights from the UNLEASH Conference 0:38:16 - Conclusion and Gerry's Contact Information
To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going. Chapters: 0:00:00 - Introduction and Welcome 0:00:35 - Gerry Crispin's Background 0:02:17 - Early Days and Formation of CareerXroads 0:03:09 - The Internet and Job Boards Revolution 0:05:49 - Writing and Publishing the First Book 0:14:45 - Transition to Building a Community 0:16:35 - Reflecting on the Evolution of Talent Acquisition 0:17:31 - AI and the Future of Recruiting 0:19:42 - Current State of Talent Acquisition Technology 0:25:11 - Improving Recruiting Efficiency and Integration 0:30:40 - DEI and the Supreme Court Decision Impact 0:36:01 - Corporate Responsibility and Community Engagement 0:37:01 - Insights from the UNLEASH Conference 0:38:16 - Conclusion and Gerry's Contact Information
Three years ago CareerXroads founded the CXR Foundation. This non-profit organization is dedicated to improving the recruiting industry and TA leadership skills. At its heart is a program called CXR Cares. This week Chris Hoyt will be wearing his Foundation President hat as he interviews the CXR Cares committee chairs: Céleste Luzadder and Sheila Stygar about their vision for this program. Tune in to learn about opportunities to get involved and share your talents.
Scott and Chuck have an opportunity to sit with one of the most influential and longest-standing members of the corporate TA community. Wonderful discussion exploring some of the challenges of leading recruitment practices today.Gerry Crispin, Principal and Co-Founder of CareerXroads. A life-long student of hiring with a passion for conversations about how every stakeholder in the recruiting process finds meaningful work, technology & data that contribute to employer & candidate decisions, and an organizational strategy for talent management that is sustainable. To learn more, visit:https://veterantalent.com/Listen to more episodes on Mission Matters:https://missionmatters.com/author/scott-shearin/
Regardless of the industry, few can rightly be referred to as the godfather of that industry. Today's guest, Gerry Crispin, is the godfather of recruiting. He's been immersed in high volume and other recruiting for more than five decades. He's led talent acquisition teams, been in career services for a top engineering school, worked for a decade as a leader of one of the world's top recruitment marketing agencies, churned out impactful recruiting books almost as quickly as Stephen King churns out horror novels and, for 26 years with CareerXroads, which faciltates peer-to-peer, invitation only meetings with corporate staffing leaders who collegially and confidentially share information with each other about their hiring practices. A year ago, CareerXroads formed a similar community for talent solutions vendors and College Recruiter was one of the founding members. What started as a community of 15 members has grown to 21 and is on the way to thirty. Gerry shares some formative moments from his career, including what led to the founding of CareerXroads in 1996 (hint, it had something to do with the Internet) and how that organization has evolved as the needs of its members have evolved. Yet, from Gerry's perspective, little has changed since 1996 when it comes to recruiting at scale. The software and other tools may be different. The recruiting leaders may have different names. But, at the end of the day, organizations can better solve their high volume hiring needs by focusing more on expanding the available labor pool than by continually looking for ways to reduce their recruitment costs. Learn more about your ad choices. Visit megaphone.fm/adchoices
As 2021 comes to a close, we thought that there'd be no better way to wrap up this season of The Shortlist than to welcome back an absolute legend of the recruiting world, Gerry Crispin. The Principal and Co-Founder of CareerXroads, Gerry is a renowned speaker, author and walking encyclopaedia on all things talent and hiring. And it's this depth of knowledge that we're going to be tapping into today as we look to discuss the history of recruiting itself. Gerry has recently been editing a comprehensive, open-source document on this topic. With over 41 contributing authors, this living compendium chronicles some of the biggest milestones in the industry, starting from 1900 right up until the present day. In this episode of The Shortlist, we'll be diving into this history with Gerry while also looking at some of the more recent events which will shape recruiting for years to come. Glassdoor article: https://www.glassdoor.com/research/2022-workplace-trends/
On this episode of The Shape of Work podcast, our guest is Gerry Crispin, co-founder & Principal at CareerXroads- a premier talent community for recruiting & HR professionals willing to collaborate, innovate and lead.Having been in the industry for more than 30 years, he is best known as a ‘Virtual Encyclopedia' for all things HR, talent acquisition, and recruiting.And, that's not all, Gerry is also a co-author of 8 books and over 100 articles, and a lifelong student of staffing.We discuss with Gerry:Common mistakes most recruiters makeRecruiting tips from talent acquisition leaders How has recruitment marketing changed in the last 30 years?It's all about the data: TA & Data. EPISODE HIGHLIGHTS:Common mistakes most recruiters makeIn the first part of his interview, Gerry talks about why most recruiters consistently make common mistakes. He discusses a new initiative of the International Standard Organisation (ISO) for fair recruitment and critical listening. Engaging with the hiring manager may help improve the recruitment process. Recruiting tips for talent acquisition leadersGerry also shares the recruiting tips for talent acquisition and recruitment professionals. He discusses how recruiters need to align their hiring strategies with hiring managers to measure the same success metrics and get the appropriate skills needed for the role. Besides, Gerry talks about how recruitment and talent acquisition professionals must work against their biases to draw the best talent and support candidates through the process to make informed decisions. How has recruitment marketing evolved over the last 30 years?Gerry Crispin walks us through the evolution of marketing practises over the last 30 years. He discusses how recruitment technology now helps you solve diverse recruitment challenges and the ability to collect the Candidate Net Promoter Score (CNPS) to measure and improve candidates' experience with your company. It's all about data: Talent Acquisition and dataGerry also talks about how timely and precise data is essential for a well-functioning talent acquisition program. It is the most important metric for talent acquisition professionals to be efficient and improve their hiring skills in a data-driven culture. Lastly, Gerry shares some of his favourite recruiting tools and traits that helped him reach the top of his game.Follow Gerry on LinkedIn.Produced by: Priya BhattPodcast host: Abhash Kumar
https://vimeo.com/552248078 Uber's Eve Lewis talks about using the Mansfield rule to guide diversity recruiting and retention efforts. Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:17All right, Hello fellow romantics. Chris Hoyt, CXR's president today's matchmaker for the next 15 minutes as you find a professional love match, courtesy of this eXpertease segment of the CareerXroads podcast, if you haven't listened, watched or been part of the eXpertease segments before, this is the speed dating of podcasts. And this is sort of how it works. CareerXroads is connecting you with an industry leader almost every week so that they can share with you one thing they'd like to make sure you know about their career or their professional journey. Now, if you're fortunate enough to join us live, then you can jump in the chat channel and drop in a question of your own for our guests. And if I swipe right on it, should there be enough time we'll get it covered today. But if time forces me to swipe left, don't worry, it's me, not you. And you'll find it posted in the free and public forums we host over at CXR.works/talenttalks. Now, if you didn't already know, the focus of our topics, were actually built from the results of our 2021 CXR talent acquisition priorities research. And this is where hundreds of verified team leaders and practitioners weighed in on what was most important to them this year. Now you can find that report for free within the research and report section of CXR.works. So turn up the volume and lean way in. We're getting started today with our first time guests Eve Lewis, who is the global inclusive recruiting director at Uber. I got it, where they're using something you may have heard about the Mansfield rule to guide their diversity recruiting and their retention efforts. Now, Eve Welcome to the show. How are you? Eve Lewis, Uber 1:44Thank you, I'm doing well thrilled to be here. Been I've never actually been introduced in speed dating context. So this is the first three I'm super excited to be here this afternoon. Chris Hoyt, CXR 1:53If you may be very fortunate could be the last time you're introduced that way. Eve Lewis, Uber 1:57As long as everyone swipes right, I guess right? Chris Hoyt, CXR 2:01That's right. Everybody's gonna swipe right on us today. I always like to start these sort of rapid fire segments with a little bit of background on our guest team. So can you can you tell us a little bit about yourself? Can you give us sort of the escalator pitch about Eve Lewis and the work she does at Uber? Eve Lewis, Uber 2:17Yeah, so I've been in diversity. I won't say recruiting, but some segments and capacity of diversity, outreach, recruitment, evangelism for my entire career, I started at Microsoft, about for there for about 15 years. And then from there, I was with Oracle and IBM. And then now I am thrilled to lead the function at Uber. Essentially, I've done everything from marketing, to outreach to candidate engagement, pretty much everything on the spectrum from initial engagement through to hire. And then now at Uber, I lead a team that specifically tasked with enabling and driving interest applies and hires among all diversity constituency groups globally. Chris Hoyt, CXR 2:58I love it. And I love the fact that these are not small organizations that you've been at, right. And you know, the old saying, you know, the bigger the wheel, the longer it takes for the revolution. So it's so it's really interesting that you're pushing to sort of make an impact here. Now. We're talking about the Mansfield rule. And my understanding is that this came around out of out of Women's Law Firm, hackathon. Exactly. Back in like 2015 2016, something like that. Exactly.
https://vimeo.com/547318827 Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:21Alright, hi, faithful listeners and watchers alike. I'm Chris Hoyt CXR president and your ring master for today's eXpertease segment of the CareerXroads podcast. Now for the next 10 minutes, we're going to talk with an industry leader practitioner that's opening up and sharing with us one thing they think we should know, it might be lessons learned, victories, defeats, or just insights based on their own experience. Either way, you're getting a quick chat with them here and on our other weekly episodes. So as my uncle used to say, it's time to quit picking your seat, go ahead and sit down and settle in for a listen. Now if you're here live, you can always jump on the keyboard and drop a question into the chat. And if we've time we'll try to get to your question. Now. If we run out of time, of course, you'll find any question that you asked over in our free and public forums at CXR.works/talenttalks. And of course, please don't forget to subscribe to this videocast anywhere you listen to your other favorites. And to do that, we've made it super easy by sharing those easy subscribe buttons as well as a vast library of previous episodes at CXR.works/podcast. Now, as you may or may not know, these topics were curated from a list built around the results of our CXR 2021 Talent Acquisition priorities research, hundreds of verified TA leaders and practitioners weighed in on what was important to them this year. And if you're wondering if recruiting automation is more of a priority for most than critical hiring efforts in recruiting or DE&I strategies, you can head over to CXR.works and look for the 2021 priorities report within the research and Reports section of the site. So check it out. With all of that, let's get to the greatest show on Earth today, shall we? Today's guest is Jeffrey Moss. Now Jeffrey is the founder and CEO of Parker Dewey. And for those who may not know Parker Dewey is a platform that helps organizations identify, engage, assess and hire college students for both internships and full time roles. And most recently, we have found its garnering some real interest around the idea of experiential work, and something called micro internships. Jeffrey, welcome to the big tent. Jeffrey Moss, Parker Dewey 2:21Thanks so much, Chris. Great to be here. Although that's pretty high bar you set. Chris Hoyt, CXR 2:26Well, you know, it is a circus. Jeffrey Moss, Parker Dewey 2:29Yeah, but I'm not sure I'm an expert in anything, but certainly appreciate it. Chris Hoyt, CXR 2:33Well, so… Jeffrey Moss, Parker Dewey 2:34Maybe I'm a sideshow Chris Hoyt, CXR 2:35why should anybody listen to what you have to say Jeffrey? Like, give it give us sort of the escalator pitcher who Jeffrey Moss is. Jeffrey Moss, Parker Dewey 2:42Yeah, so I founded Parker, Dewey, as you said, really to help fix the pathways from college to career and the way we did it was coming up with this concept of the micro internship. And for those folks who aren't familiar with micro internships, these are short term paid professional projects completed by college students or recent grads on behalf of busy professionals. Now, micro internships, they don't replace summer internships don't replace full time jobs, but where companies use them as a pathway to sort of build their brand with college students who may not know their brand, or to engage students who may be missing out because they don't go to the right focus school, were the test drive candidates really to assess their skills by seeing the real work on the short term projects, things like communication or problem solving or attention to detail. Those things that we know are vital for a great h...
https://vimeo.com/548053415 Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:21Hello, everybody. Welcome back to another edition of CareerXroads podcast. In this episode, we're doing a recap of our second branding and marketing meeting for 2021. So we're pretty excited about that the time just flew by. And it went really, really fast. So in the spirit of just jumping right in and kind of talking about what we learned and what we shared about, I want to just kick off with our two guests, and have them introduce themselves. So Jesse, if you want to tell us a little bit about who you are, and what you do over at Advocate Aurora. Jessica Summerfield, Advocate Aurora Health 0:54Yes, so my name is Jesse Summerfield, and I am recruitment marketing specialist at Advocate Aurora Health. So we're a 26 hospital system based in Wisconsin, and Illinois. And I oversee all things kind of employment brand recruitment, marketing, mostly for our staff level recruiting, but that also do support leadership, recruiting, and a little bit of clinician recruiting as needed. Chris Hoyt, CXR 1:20Nice. Thanks for being on. Welcome to the show. And Thaya you're at Lockheed Martin, but tell us a little bit about what you do. Over at LMC. Thaya Lupo, Lockheed Martin 1:28Yes. So they are and I work at Lockheed Martin, specifically in the business area of missiles and fire control. MSC for short. Which I know Chris, you're always excited about because it's like everybody's childhood dream to, you know, watch things blow up. Chris Hoyt, CXR 1:28Or just have the word missile in your job title, just like I might change mine to missile and fire control at career crossroads. Thaya Lupo, Lockheed Martin 1:57So I am the recruitment marketing strategist for this empire control. And I primarily am focused on our ex-pro attraction strategies. We have another another teammate who focuses on early career. And, you know, our big focus, of course, like everybody has has been on on diversity hiring and you know, even just specifically just trying to attract during this crazy time of COVID. Chris Hoyt, CXR 2:27Yeah, well, thanks. And welcome to the show. Glad to have you on the podcast first time for you. So we had an interesting session today, it was two hours we did two show and tell some two very large organizations that have done some really great stuff from a branding and delivery standpoint. And then we did a little bit of an exercise and each of those focused on internal attraction, and marketing and external attraction and marketing with some undertones of focus being around DE&I and this big wave of attrition and challenge of attraction that we see so swelling in front of us. So let me ask with with all of the stuff that we covered in a very rapid two hours. Jesse, was, was there a big takeaway, or an aha moment for you that you that you'd want to share with the industry people should be aware of? Jessica Summerfield, Advocate Aurora Health 3:18Well, one thing that I've been thinking about that answers your question, but also it doesn't, but I just wanted to put this plug in is, we talked a lot about burnout, I was part of the retention group and the attrition group. And because we work in health care, like it's been especially bad, I think, just we've just been so busy, even from a recruiting perspective, and you're trying to hire for all these different areas, and I myself have been feeling burned out and coming to this session, even just for two hours, like helps to refresh a little bit, you know, getting away from the doldrums of like creating flyers and Facebook posts and talking with other industry professionals and kind of feeling recognized in that it's helpful. So thank you for that. But I think you know,
https://vimeo.com/534609521 Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:20Welcome, everybody to another CareerXroads podcast. This segment or this session, or this special edition is called a Have You Met? And I'm pretty excited today. We have industry, individual personality has been around quite a while in the space. She's got some pretty impressive history, I mean, she comes out of Edward Jones, I think you were there for nearly a decade BJC Healthcare all this and talent acquisition, and now you're at centene? Corporation. Right? So yep. Mirandah Thomas, you are the leader of talent intelligence at Centene. Mirandah Thomas, Centene 0:55Yep. Chris Hoyt, CXR 0:56I got to ask you, what does that even mean? Mirandah Thomas, Centene 0:58Yes, yes. Well, the funny thing is, is that we've had to kind of figure it out along the way, believe it or not, believe it or not. But where we are today, and what we are is. So we are focused on providing external market talent, market intelligence, to our stakeholders, which would include both RTA full cycle recruiting partners, and leaders. And then we also are focused on sourcing strategic sourcing, for difficult to fill or challenging roles across our organization. So we've been kind of been experiencing a little bit of an evolution. Chris Hoyt, CXR 1:47Yeah, well is, is the term talent intelligence, at least in your world is not being used external talent intelligence, like a research Intel, or is it also internally like from mobility and maybe internal search standpoint? Mirandah Thomas, Centene 2:04So so far, it has really been focused more externally than internally, but as the world changes, we we so too evolve and change with it. But yes, right now the focus has really been external. So we're kind of helping our leaders and our stakeholders to connect the dots and really understand what the talent market and landscape looks like, particularly for some of these critical skill sets and roles where we are having to go external, because we don't already have an internal pipeline. So our team is there to kind of help connect those dots and build a strategy help build an external marketing strategy. But we do that with other partners as well. We have a brand team that we partner with, when it comes to branding, and also our delivery team or full cycle talent attraction team, we do it all in partnership, it takes a village really, so. Chris Hoyt, CXR 3:03So if you've got a village, it says, it says, it says a lot about your organization, can you just for those who may not have heard of Centene? Can you can you give us sort of the escalator pitch of, of what Centene is and what you guys do? Mirandah Thomas, Centene 3:15Yes, we're a managed care, health organization. And really, we primarily focus on bringing health care to some of the country's most underserved communities primarily focused in the Medicare and Medicaid space. And so, you know, you can imagine that with, you know, what's been going on with the economy, the country, COVID, the demand for medicaid medicare Services has has just continued to increase. And so with that, we've seen some some definite organic growth. And then also, we've acquired companies. You know, last year, that a year ago, we completed, you know, the acquisition of Wellcare, which is also a very large managed care company. So within the span of three years, we've almost doubled in size. So you know, and kind of that's catapulted us to, you know, essentially a fortune 50 company in a very short amount of time. So you can imagine how ta has been at the forefront of that growth, and trying to help the organization navigate that. Chris Hoyt, CXR 4:36Well, I mean, to go through that in a normal year, right,
https://vimeo.com/536154933 Join AARP, Marriott, and Polaris for a quick recap on Dell's new pilot program called Intern, as well as Trane Technologies's success with micro-internships. Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:23Hello, everybody. This is Chris Hoyt with CareerXroads. And welcome to another podcast videocast edition. Thank you for joining us. If you're wondering how you can subscribe, of course, we make it super easy for you. It's at CXR.works/podcast. And you can listen anywhere that you normally subscribe to video podcasts, cuz we're just that popular. So today, we've got a recap session, we just wrapped up our first college recruiting meeting of the year 2021. And I've got some guests that were in the meeting. And we're just going to talk a little bit about some big takeaways, what a couple of things that we sort of learned. But first, let's start with who we who we've got on the line. So I'll call you out, you do a quick introduction. So Marissa, tell us a little bit about you and what you do over Marriott. Marissa Solomita, Marriott International 1:07Yeah, thanks so much for having me. My name is Marissa Solomita. I am the Senior Manager on the university and talent acquisition team. I currently support both the US and Canada and live up in Vancouver, Canada. I've been with Marriott for the last nine years starting, you know, in operations. I then moved into HR and then joined our university recruiting team about four years ago, first as a recruiter, and now as a senior manager. So overseeing all of our internships and new grad programs. Chris Hoyt, CXR 1:38Nice, and you've been quite you've been to quite a few of our live meetings? Marissa Solomita, Marriott International 1:41I have. Yeah, I've been a few. I have some coins just around the corner from me. So I have been to the live sessions, which I do, of course prefer but the virtual has been great over this year for sure. Chris Hoyt, CXR 1:52Great, thanks. Well, you certainly get into virtual coin today. So you'll have to watch for that and your profile. Jenn, how about yourself from Polaris. Jenn Guerin, Polaris 2:00Hi, Thanks, Chris. Thanks for having me. Marissa, it's great to virtually meet you here as well. My name is Jenn Guerin, and I am currently the senior early talent program leader at Polaris. So I have been at Polaris for about two years here. And I've been in the early talent space, all things from coordination to recruitment to some international recruitment. So Marissa tapping on Canada, supported Canada, former life as well. So definitely fun to get in there. So yeah, I've been in early talent for about 10 years. My background is in education. I was actually a teacher before leaning into this space. So I'm really excited to be here to continue to share these great learnings from earlier today. Chris Hoyt, CXR 2:41I love that I had no idea you were a teacher. What did you teach? Jenn Guerin, Polaris 2:43English to seniors right out of college? Chris Hoyt, CXR 2:46Oh, wow. Good stuff. Jenn Guerin, Polaris 2:48Yeah. Chris Hoyt, CXR 2:50Great. stuff. Jenn Guerin, Polaris 2:51There's a reason I'm here. Chris Hoyt, CXR 2:55All right. And Justin, longtime member, how are you from AARP? Justin Chow, AARP 3:00Fantastic. Thanks, Chris. And Hi, everyone. Justin Chow, with AARP. I am the intern program manager here. I've been with AARP for a little over two years at this point. I'm located in Washington, DC. And I've been in the early career campus recruiting space for probably close to two decades at this point. So seen a lot of changes. Happy to be here and talk a little bit more about the session. Alright, two decades, you might be our early career senior guy on the call seni...
Watch the videocast Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:20Welcome to a CareerXroads podcast for the next 15 or minutes, 15 minutes or so I'm going to be your ship's captain. And we are going to have another Have You Met episode, the segment is just where we take second and sit down with the talent acquisition leader industry personality and get to know them a little bit, a little bit about them, and maybe discover something you wouldn't find buried in their LinkedIn profile. And just talk a little bit about what's top of mind for them. So today, I have Allan Goldberg. Alan is at Dell. He's been there for a number of years. But currently he is the Global Head of talent acquisition. Right. Let's see. Are we out of there, Allan? Good afternoon. Allan Goldberg, Dell 0:59Hello, Chris. And thank you for having me. It's good to be here. Chris Hoyt, CXR 1:03I'm glad. I'm glad you decided to sit down with us and just chat for a little bit. Allan, for those who may not actually know who you are, cuz you've been at Dell, I think for three… Allan Goldberg, Dell 1:14Three years now. Yep Chris Hoyt, CXR 1:16Okay. I'm always telling acquisition? Allan Goldberg, Dell 1:19Yeah, my whole career in general is all talent acquisition with a small foray into human resource generalist work. which didn't go well, for me What? Yeah, it wasn't my thing. I really love talent acquisition, I think I've always loved the sales kind of aspect of what we do it just appeals to me and getting into the employee relations side of things. And compensation just just didn't do it for me. So I didn't, I didn't continue down that path. But I've been doing this since what just about around the time when Michael was coming out with his first PCs is about the same time that I started. So we weren't quite using PCs yet, in our industry, so I got to live through the dynamic changes our industry saw from everything from engaging with computers to engaging the Internet, and now engaging with things like artificial intelligence. Here at Dell, since 2018, starting off leading sales, delivery, recruiting, moved into also taking on diversity, and then completely left those roles. And last October took on the role of the Global CEO for talent acquisition. Chris Hoyt, CXR 2:37Nice. Nice. Yeah, I like the transition there. I think I had just had a conversation with somebody the other day about the radical idea of recruiters picking up the telephone, and actually calling people and I was like, I remember when that was our only option. Allan Goldberg, Dell 2:52Yeah, and it's funny, I was looking at some data, just yesterday, I think it was with a group of people. And what we, we didn't see was recruiters making a request in this data for contact information. And the first thing I said was, well, why? And somebody said, Well, maybe they're not qualified, I'm like, but they've got to be qualified. And like that somebody might have had 600 profiles, but only three requests for data. But they got to be qualified enough to at least network. Are we networking, like, like, or is that just lost like it? Is every motion we have about a direct outcome with the person that you're reaching out to? Or is it more about? Well, let me just network and build on top of each conversation that I'm going to have. And I don't know that I get the sense that as a community, we do that as much anymore, let alone the telephone. Chris Hoyt, CXR 3:43Oh, yeah. Well, I mean, and heaven forbid, they're not qualified today. But they might be qualified tomorrow. Like there may be a, you know, a period of time that they were up and you you want to be able to get to know that person before their true candidate. Allan Goldberg, Dell 3:55Yeah, I'll date myself now.
https://vimeo.com/534612486 Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:19Welcome to CareerXroads, podcast and a special recurring segment we like to call eXpertease. I'm Chris Hoyt President of CXR, and I'll be your cruise director for this quick 15 minutes or so where we chat with industry leaders and personalities asking them to share one victory, one defeat turning point or a career life lesson with you, our faithful subscribers, so anyone can attend the live sessions, or can subscribe to the video and Podcast Series anywhere you listen to podcasts, or simply go to CXR.works/podcast. Now, if you're here live, you can jump into the chat and ask whatever you like of our guests. And if we have time, we'll try to get to that question. If we do run out of time, we'll drop the queues over in our open and public forum founded CXR.works/talenttalks. Now, just a note before we begin the focus of each of these and I think we've done about 25 now comes from our 2021 priority survey that is found in the research and report section of CXR.works. Now in that survey, we have found responses from hundreds of talent leaders who tell us what is top of mind for them with regards to where energy and education of their teams should be focused. Now, this range is anywhere from DE&I, to employee wellness to ethics in recruiting. So if you haven't already, head over and drop in your thoughts before we close the survey out next week. And we'll use your responses to determine who our next 25 are. So speaking of guests, let me finally introduce today's leader and personality founder and CEO of Smart Recruiters Jerome Ternynck, Jerome welcome to our humble show. Jerome Ternynck, Smart Recruiters 1:51Well, thank you, Chris. I'm really happy to be here. And I think being on a show with the both of you, at the same time feel like the pinnacle of my career in HR. So thank you for having me. Chris Hoyt, CXR 2:04That's That's a lovely thing to say. Thank you. Look, before we jump into your topic, can you share with us a little bit about who you are and a little bit about your industry, your history of creating smart recruiters because honestly, I still think I have a long sleeve white shirt that you handed out way long ago, and I think was an era conference when you announced that you what you were doing and what your mission was. So can you can you kind of give us a little bit of background on what's going on? Jerome Ternynck, Smart Recruiters 2:34Yeah, absolutely. So I'm an entrepreneur at heart. And I sit somewhere between technology and recruiting forever. So I, I've always been looking at recruiting as in, in fact, a matching problem of how we bring people and jobs together. And I do the I was the recruiter for a bunch of years recruitment agency. And then I did a first generation ATS, which you know, tracking applicants, right. And then after that, I was like, okay, no ATS is they don't solve the problem. Like they This is not about tracking applicants. So I found that Smart Recruiters in 2010, here in San Francisco, and my mission was zero unemployment. I just you know, as every technology entrepreneur, I have a big reality distortion, which is like, Where's the problem, you just find your person find the job and match them, like, let's get it done. And, and this is how we started smartrecruiters. And to this day, we are we are on a strong mission or purpose to connect people to jobs. We have about 1000 enterprises using our talent acquisition suite, large organization like Bosch visa, IKEA LinkedIn actually uses us now globally. And we really are the generational successor to the ATS to help companies hire the talent they have. But I think that that sense of purpose they keep internally how we measure it is as remain there...
https://vimeo.com/542368604 Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:18Hi, I'm Chris Hoyt, President of CareerXroads, and your fitness instructor for the next 10 minutes as we chat with one of my favorite personalities in the talent industry, Linda Brenner, the co-founder and managing partner of Talent Growth Advisors. Now, this is a rapid fire segment aimed at giving you just a nugget or two of someone else's experience. And the lessons that they've sort of learned along the way now we pick the focus of these topics in advance, and through our 2021 priority survey that anyone can participate in. Already hundreds of Tella leaders have chimed in on the topics of diversity, ethics, change, management, internal mobility, and more. So if you haven't already, drop your thoughts in as well by finding the 2021 priority survey within the research and report section of CXR.works but do quickly. We're actually going to close that out this month and publish the results. So if you're here with us live in the studio audience, you can drop a question for today's guests in the chat section. And if we've got time, we'll try to answer it for you. If you run out of time, you can always add it to our open and public exchange found@cxr.works/talenttalks now, feel like I've already burned through the first five minutes of our chat. Let's get right to it. Linda, how are you? Linda Brenner, Talent Growth Advisors 1:25I'm great. Thanks for having me. I'm super excited for our rapid fire session. Chris Hoyt, CXR 1:30You ready to fire away? Linda Brenner, Talent Growth Advisors 1:32I am. Yes. Chris Hoyt, CXR 1:33Look for those who are not lucky enough yet to know you, Linda, let's get a little background like who is Linda Brenner? What do you do? Linda Brenner, Talent Growth Advisors 1:41So I lead Talent Growth Advisors. We're a management consulting firm that blends finance and talent expertise to help our clients improve the speed and quality of hiring. So I've been doing this business for 17 years before that I worked for Gap and Pepsi and Home Depot in different operations, talent acquisition, talent management roles. Chris Hoyt, CXR 2:04You've been doing this a while Linda Brenner, Talent Growth Advisors 2:06I have been doing this a while I am what you'd call grizzled, cynical, bitter, maybe angry. Chris Hoyt, CXR 2:12Maybe a little, a little, just a little peppering of anger, Linda Brenner, Talent Growth Advisors 2:14Maybe a little of both. Chris Hoyt, CXR 2:18So what that tells me is, you've learned a few things along the way. Yes. So we chatted a little while about how you don't need every single role. Right to to necessarily be vital. Like, is there? Is there? Is there something in there? Like what would you say that not all roles are critical? What exactly do you mean? Linda Brenner, Talent Growth Advisors 2:37Well, I would say that the old paradigm of running HR, where we throw everything we've got at all the senior roles, we send the jobs to search and spend, spend $200,000, we give them mentors and MBAs and all that. And then we spread our resources more thinly as we get to middle management, and then the bottom, we just whatever's left, we just spread it like peanut butter and call it a day that I would argue never worked. Although I certainly thought I was doing a good job back in the day using that kind of framework. But what we help our clients do is connect the roles that are essential to building business value, which in almost every industry is intellectual capital. So if you're Merck, its research and development. If your Home Depot, it might be merchants, if you're Raytheon, it's your missile engineers. If you can't get hiring and retaining those jobs, right, and kill it,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:20Hello, everybody. Welcome to the CareerXroads podcast and our special segment that we like to call the expertise. I'm Chris Hoyt, president of CXR. And today, we're going to grab about 15 minutes with keynote speaker and noted author, Jason Lauritsen. Now, these segments are typically delivered in a quick and easy sort of format. We talk about any topic that actually fits within the scope of hundreds of the hundreds of ta leaders have actually told us we're a priority for them. So that means we could be talking about DE&I, we could be talking about people planning, technology, or like today life experiences. So if you're interested in weighing in on what you think, in 2021, for recruiting leaders, what they should focus on, you can take part in our new 2021 priorities benchmark, it's open to everybody and can be found@www.cxr.works. So if you're with us live today, you can fire up your keyboard and use the chat section, you can drop in a question for Jason, we'll do our best to get to them if we can before we run out of time. And if we don't have time, when you think of something later, you can always join us in our open, free exchanges on the website at cxr.works/talenttalk. So enough about me explaining what we're going to talk about, we can start talking about it. Jason, welcome to our humble show. Jason Lauritsen 1:28Thanks for having me. Chris Hoyt, CXR 1:31Glad to have you on Jason, for those who may not know you, because I feel like I've known you for at least a decade in the space. But for those who may not know, you give us a little bit of background like who is Jason? Jason Lauritsen 1:42Who is Jason? Jason is a native Midwesterner, husband, father to three. I am a crusader for all things, employee engagements, I kind of early in my life had an experience that I think woke me up to the reality that work sucks for a lot of people, and it doesn't have to. And so I committed my career to fixing that. And so that really, the way I do that is through writing and speaking and training and consulting. So that's that's me in a very fast nutshell. Chris Hoyt, CXR 2:13That's pretty good. That's the escalator pitch. I like that is. So let me ask you last time you and I were talking, the reason we thought it'd be really great to have you on the show. You were sharing a story we were talking about getting knocked down and getting back up and you know, trying to run a business and trying to do the right thing. And you had shared a story with me that I just really tickled me and I thought it would be fun to bring it on the show and have you share about how how you're okay with failure. And why what happened to set that up right? Jason Lauritsen 2:43You know what, I think that's good. I say to people all the time that one of my, you know, one of my cultivated strengths, I guess, throughout my lifetime, is that I am really good at failing fairly massively, and then extracting a lot of learnings from that to propel me forward. And so this is where it started, I guess my origin story. So, so yeah, the question and I know not many people have actually heard me tell this story. So this is coming out. I guess a little bit this will explain something probably to some people, but Chris Hoyt, CXR 3:14I'm so sorry that and I'm so sorry, because I heard it to laugh. I shouldn't laugh. I feel horrible already laughing. Jason Lauritsen 3:21Everybody has permission to laugh, right? It is a funny story in hindsight. So it was only it was only not funny to me, I think at the time. So you know, I set this up. So this goes back sixth grade. You teed it up perfectly earlier, part of the reason this story is so awesome. Right now,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:19Welcome, everybody to another CareerXroads podcast. I am really excited. This is one of our quick recap shows. So this is just where we grab a couple of folks right out of one of our meetings. And we talked a little bit about did we have any big takeaways, any aha moments, any omgs all the way through the session and just share and chat a little bit about that. I have a few so I am excited to jump right in. And we I have with me obviously everybody knows Gerry. Gerry Crispin say hello to everybody. Gerry Crispin, CXR 0:50Hello Chris Hoyt, CXR 0:51There he goes. But also to guests that are members of ours that were in the meeting. Marlon, Hazel, introduce yourself. Tell us a little bit about what you do at Merakey and Cigna / Express Scripts. Fill us in, who are ya? Marlon Tatom, Merakey 1:09Ladies first Hazel Cormier, Cigna Express Scripts 1:11Oh, great, thank you. Hi, Hazel Cormier with Cigna Express Scripts on recruitment director leading recruitment for our legacy Express Scripts organization primarily in the clinical spaces of nursing and pharmacists as well as non clinical so your sales, product innovation, type of tech talent, as well. Chris Hoyt, CXR 1:33Good Stuff Marlon Tatom, Merakey 1:33Alright, I'm Marlon Tatum I work with Merakey we, I'm a lead recruiter with the company. And we pretty much provide different service lines with IDD behavior, health. And everything that falls between that from HVAC tech to administrative assistant we hire for provide a provide needs for the for the company, and we're roughly 15 different states. So I believe we're in California, we're in Texas, I'm just thinking about the different areas you guys are in. We're at all the office states that you guys live in, I believe we have services that we offer. So yeah, definitely. Chris Hoyt, CXR 2:14So this was our first, this was our first healthcare recruitment meeting of the year. And any, any surprising moments, any sort of big takeaways for you as a result of attending today? Hazel Cormier, Cigna Express Scripts 2:30Yeah, I think it was really great to see companies working together. In a competitive market. It's interesting, because Cigna Express Scripts, we've always been open to working with our competitors, you know, proven through our deal with prime therapeutics and our partnerships, even with our direct competitor, Humana. So it's one thing to work from a business standpoint with your competitors, which we've opened that up. But it's another thing to work with your competitor when it comes to talent, because I think there's still a lot of, you know, me, me, me when it comes to talent. So I was really impressed to see these organizations come together and be able to come up with a program that's really for the good of Milwaukee, and then good for their for organizations. Chris Hoyt, CXR 3:17Yeah, and I'll just I'll set that stage there, Hazel, it's a great call. So what we saw today Advocate Aurora Health and Froedtert. Had partnered together with several other health care organizations to to create a nonprofit centers for healthcare careers of Southeast Wisconsin, they got a right to come together to help solve the shortage of talent that they had, whereas formerly their recruiting strategies consisted of recruiting from each other. They formed this collaboration, which was pretty interesting. And I agree with you, I thought quite incredible, Marlon about you? Marlon Tatom, Merakey 3:55I definitely agree with Hazel, and you as far as that, the partnerships that and sharing those trends and sharing the information that that we all experience. Now, whether it's interesting, whether it relates to your industry or not,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:17Alright, everybody, welcome to another edition of the CareerXroads podcast in this episode I have, I've got in front of us a recap, we just wrapped up with our first operations meeting of the year. I have two fantastic members from our CXR Community. I'm gonna let you introduce yourselves to Tamieka, why don't you tell us who you are your title and the organization that you work for? Tamieka Jones, AARP 0:40Yes, so I am Tamieka Jones, I work for AARP. And I am one of the directors of talent acquisition with the organization. Chris Hoyt, CXR 0:48Wonderful. Thanks for being on with us. Tamara Thompson, Delta Dental Insurance 0:50And I am Tamara Thompson. I am a senior talent acquisition operations partner here at Delta Dental Insurance. And there is a difference because Delta Dental is a huge name. But our insurance company only has a few states. So when you look at Delta Dental as a whole, we are a big brand. But our company is a smaller entity of itself. Chris Hoyt, CXR 1:14Interesting, love that. So this was our first ops meeting of the year. We had it was full house. We did some exercises, we had some presentations, a little open dialogue in the end. So what was their big takeaway was something that resonated with you amongst the 40 so odd companies that were on? Tamieka Jones, AARP 1:34Yes. So though I will say if you don't mind, I actually my big takeaway was around automation, we're actually getting ready to transition to a new applicant tracking system. And one of the things that I heard around the pre boarding piece of what BASF are doing they're doing is around the technology, we have such a pain point of ensuring that individuals have what they need for day one. So one of the things that I was thinking about when I think about a bot something that can help with the documentation collection, and all of the things that you need to ensure that the candidates have everything they need for day one. That's one of the things I took away as I'm writing that down, we've got to explore that more, because that is a huge pain point for us. And it really impacts what we saw in some of our quality of hire and and that quality, how about candidate new hire satisfaction scores was around onboarding. And so we want to be able to ensure that that's where we have our greatest opportunities. So we want to ensure that we're kind of focusing on that. And so that, you know, being able to incorporate some types of bots in would be great for us and improving our process. Tamara Thompson, Delta Dental Insurance 2:59And to piggyback off what Tamieka just mentioned, one thing that got my HR ears perked up was, you know, you're compliant with these bots and with these, you know, things that they're putting in place, these automation tools that they're putting in place, it is making you 100% compliant, which, to any HR person, you're going to think, really, okay, sign me up, because there is so much legality that goes with our roles, every little thing that we do can be scrutinized and can be up for audit at the end of each year. And so to have something that is really putting your company and your role who you are in compliance, sign me up. Tamieka Jones, AARP 3:45Yes. And another thing on that is when I started to think about what the recruiters complain about the most is around the administrative tasks they have to do. And there's a lot of administrative things that they have to do in order to ensure onboarding is facilitated properly, when really, we don't really own up onboarding. So it's one of those things that we don't even own it, but yet, it's still like if something goes wrong, well guess who they call,talent? You know,
Announcer You're listening to Moments That Matter. a special CXR podcast series, where leaders and talent professionals share their own experiences with varying aspects of discrimination and inequality. Here on Moments That Matter, we are dedicated to creating connected conversations around specific moments. These are moments that matter. Sarah Smart, Hilton 0:24Hi, everyone. I'm Sarah Smart. I'm the VP of global recruitment at Hilton. And thanks so much for joining us for CareerXroads. Moments That Matter. A podcast where leaders and talent professionals share their own experiences with discrimination or inequality in their careers. I was recently interviewed for the series, and I'm really delighted to be on the other side of the table now and share with you today's guest is Susan LaMotte the founder and CEO of Exaqueo, employer brand and consulting firm. Susan, thank you so much for joining us. I know you've had several moments that matter in your career, would you mind sharing one or two with this audience? Susan LaMotte, exaqueo 1:09Yeah sure. So thank you. First of all, thanks CareerXroads for having me and Sarah for turning the tables, I look forward to doing the same. And the the moment that matters for me that probably is most impactful my career is the moment that I found myself probably enjoying the most career success, success I've ever had. And at the time, I was running global employer brand, for Marriott International, and at the time, its portfolio of 18 brands. And you might wonder, gosh, if you're, you know, feel like you're doing really well in your career, where does discrimination and inequality comes in. And that's when you recognize the challenges that lie ahead. It's when you see the road ahead of you and you start thinking, Oh, my goodness, I don't know if there is a chance for me if there's an opportunity for me. For me, it was one particular day I was giving a presentation, I was sitting in a you know, conference room, like we all sit in around an executive table waiting for my turn to get up. And I was the most junior person in the room. Everyone around me was a senior executive within the human resources function at Marriott. And what I realized is that of the room, the majority who were women, everyone at that table, either didn't have children, or they weren't married, or if they were married, and they had children, they had a spouse or a partner that was carrying the heavy lift at home. And I was not married, and I did not have kids at the time I do now. And I stopped myself and thought, oh my goodness, I don't have any role models around this table. They were role models for me in many ways. But in terms of being able to navigate a marriage with a spouse or a partner that also worked and also had a strong career trajectory, and children that you wanted to be able to spend time with and feel like you were playing a strong parenting role. That didn't exist for me. And that was a really hard thing to swallow as a woman with career aspirations. Sarah Smart, Hilton 3:04Thanks so much for sharing. I certainly relate to that, as a working mom with a spouse that pre pandemic was traveling, so much of the time, did that influence your decisions in terms of how you manage your career at Marriott, or in other places? So you can share some of that. Susan LaMotte, exaqueo 3:21It certainly did. So shortly after that time, about six months later, I made the decision to start to pursue other opportunities. And I actually decided to leave corporate america completely. So it was at that time that I left to go start exaqueo, and I had the luxury of a little bit of time. So I took the first year year and a half to determine what is it that I really wanted from life. It was also around the same time that I got married, and my husband and I knew we wanted to have kids and we had our first child during that time. And it was just an opportunity to say okay, if I could craft a career for myself,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:16Hello, everyone, and welcome to CareerXroads podcast and our special segment that we call expertise. I'm Chris Hoyt president of CXR. And today we're gonna grab 10 minutes with Heidi Hite, who is the senior recruitment Marketing Program Manager at Sleep Number Corporation. And we're going to talk about the tactical elements of programmatic advertising. Now, these segments that we do are typically delivered in a sort of snackable format. So if you're just sipping your morning coffee, or knocking out a mile on the treadmill, you'll get to hear us discuss any number of issues before you even finish. And those are going to fall within areas that talent leaders have actually from hundreds of companies have said need attention. So these could be anything from ethics, in recruiting to DE&I topics, to employee wellness, or even employee retention. So if you're interested in weighing in on what you think the 2021 recruiting leaders should focus on, you can take part in our new 2021 priorities benchmark. It's open to everybody. And it's found within the research and Reports section. www.CXR.works. Now, if you're attending live today, you're going to get to participate via the chat feature of our broadcast. And you should feel free to ask our guests Heidi, a question or two. And we'll do our best to get to them. Now. If we don't have time, or you think of something later you'd like to ask, you can always join us in our open exchange. That's found at www.cxr.works/talent talks. So with all of that, Heidi, good morning, how are you today? Heidi Hite, Sleep Number Corporation 1:40Good morning. Good. You. Chris Hoyt, CXR 1:41I'm doing very well. Thank you. It's still snowing where you are. It recently but not right now. Thank goodness. Minneapolis, you can't hate Minneapolis except for the snow. Heidi Hite, Sleep Number Corporation 1:53Agree Chris Hoyt, CXR 1:55Look, Heidi to level set what what is sort of your area of responsibility as Sleep Number and and tell us how programmatic advertising sort of falls within that, please? Yeah, so I am supporting the recruitment marketing space, which essentially is advertising for jobs to put it simply. But it really is larger than that, right. So we're really focused on creating the value streams and understanding why candidates would choose us why they would come to Sleep Number, why they would stay. A large portion of my time is really put into programmatic advertising as it is essentially one of the main tools that we utilize to really open up the top of the funnel, from a brand awareness standpoint, all the way down through driving applications to our open jobs. So as the world is changing, and as jobs are really being circulated through different digital online places, we want to make sure that we're showing up effectively, but yet still supporting our missions and how we're driving equality, and individual aviation and other types of factors within our spaces. So my world is art and science, I am looking at data, I'm looking at app to higher ratios, I'm looking at our different segments of work, where they're regionally located. And then I'm also looking at just where we need to be showing up from a voice and a value and how we really mesh those two together. And that art and science fashion. I love that. But if I'm in layman's terms, like if I ever heard of programmatic advertising, what does that what specifically does programmatic advertising do for job listings. So it's essentially a system that allows jobs to come in and be allocated to the right job boards at the right time, using data as a baseline to set up the system. And then using analytics based on candidate behavior to determine if that jo...
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:18Alright, everybody, welcome to another CareerXroads podcast, we're actually doing a little bit something a little bit different here, we're going to do a recap. The idea we just we have just wrapped up our first 2021 Candidate Experience meeting with our members members only meeting but we are going to just spin some wisdom into the stratosphere of the internet. And talk a little bit about a couple of big things we took away. We've got some guests with us. But let me first tell you who's on the line, obviously, myself president of crossroads, Chris Hoyt, but we've got Gerry Crispin, the founder of CareerXroads. Gerry Say hello to everybody. Gerry Crispin, CXR 0:54Hi, hi, everyone, Chris Hoyt, CXR 0:55The godfather of talent acquisition, he needs no further introduction. But in addition, we had a guest speaker today. And it was Kevin Grossman of the talent board and the candidate experience where it's Kevin, how are you? Kevin Grossman, CandEs 1:07Great. Glad to be here. Thank you for Thanks for having me. Chris Hoyt, CXR 1:10Yeah, we had a fun time. So it was really helpful. Had you do a quick presentation on a couple of elements today. So we're really appreciative of that. Thanks for joining us. Kevin Grossman, CandEs 1:17Absolutely. Chris Hoyt, CXR 1:18All right. And Merrie, who are you? Who are you with? Merrie Gebhardt, Nielsen 1:21Hi, I'm Merrie Gebhardt. I'm with Nielsen coming to you from New York City. And I lead our talent acquisition operations globally at Nielsen. Chris Hoyt, CXR 1:29Fantastic. appreciate having you here. Tiffany, Tiffany, you might be the newest addition to Church and Dwight, from a talent acquisition perspective. Give us a little bit of info about yourself. Tiffany Reyes, Church and Dwight 1:40Yeah, so my name is Tiffany Reyes I am the TA Operations Manager for Church and Dwight. I'm having a great time. I'm learning a lot of great things. So thank you for having me. Chris Hoyt, CXR 1:51Welcome. Welcome to the membership. Welcome to Church and Dwight. So it's nice to see you over there. And Brooks. We know you, we love you. We've known you for a long time. tell the audience who you are and where you're at Brooks Thurston, Trane Technologies 2:02So I am Brooks Thurston. I am with Trane technologies, and I am the talent acquisition and global process lead. Chris Hoyt, CXR 2:09Awesome. Thank you so much everybody for being on. So today, we focused on four sort of elements with our membership of the candidate experience, we focused on four pieces, and it was sending expectations. It was customized communication. It was the feedback loop. And it was interview prep. That was the last one. So not necessarily in the order that they happen, hopefully. but so did anybody have any big I got a couple of things that were interesting for me. But did anybody have something that stood out today or a takeaway from the meeting or the way that we did that? Merrie Gebhardt, Nielsen 2:48I think from from a candidate experience perspective, a lot of the things that we talked about today, we've talked about on our team. But what came out to me was being able to serve as an advocate to the business and to our leadership teams and our stakeholders to make sure that our recruiters have rec loads that are realistic to be able to have a lot of these things and to add a lot of these things as a part of the candidate experience to deliver that feedback to set those interview expectations. It's really going to be a requirement in order for us to add those to our experience. Chris Hoyt, CXR 3:25Yeah, yeah, it's definitely call out. Brooke, I can see you're dying to say something. Brooks Thurston,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:16All right, everybody. Welcome to the CXR podcast and our expertise segment. I'm Chris Hoyt president of CareerXroads and this is where we grab 10 minutes with an industry personality or influencer to share just one thing with you, our listeners so that one thing might be a difficult lesson learned, or a career changing victory or defeat. The only guardrails are that it falls within any number of topics that hundreds of our leaders told us were a focus for them in 2020. So it could be equity, it could be ethics, leadership, you name it. Now, if you're interested in weighing in, and what's important moving forward this year in 2021, capital can't believe it's 2021. You can take part in our 2021 priorities benchmark that is actually open to everyone and found within the Research and Reports section of www.cxr.works. Now. If you're attending a live today, you get to participate via the chat feature of a broadcast. So feel free to ask the guest a question or two. And if we've got time, we'll make sure to try to answer them. If we don't have time, you can always think of something later you'd like to ask you can always join us in our open and free exchanges that are actually found at CXR.works/talenttalk. So all that I'm really excited today to introduce our guest and one of my longtime friends, Maren Hogan. Maren is the founder and CEO of Red Branch Media, a full service marketing and advertising agency. Maren, how are you? Maren Hogan, Red Branch Media 1:36Great. I'm doing great this morning. Chris Hoyt, CXR 1:39Well, it's lovely to see you. Thank you for joining us. Maren Hogan, Red Branch Media 1:42Thank you. Chris Hoyt, CXR 1:44Maren our topic. Always I I feel like I want to tell everybody that I've just been I've been jockeying to get you on on the podcast for a really, really, really long time. I think I've just really wanted you on the podcast for a really, really, really long time. But we have made it happen. So our topic today is something that while I think some simplistic at heart, I found a little bit challenging just sort of put in to the right words, right? Or at least words that felt powerful enough for me to convey really what we wanted to talk about. And I can you know, I can summarize it as doing the right thing, even when that can't be measured. But you are the maestro of vocabulary. How would you sort of position what that conversation that we had about why this is important and what we wanted to talk about and share? Maren Hogan, Red Branch Media 2:38Yeah, so when you first approached me about what I would want to share, obviously, much of it is completely shaped by 2020. And everything that happened in that year, and I'm sure everybody's got their own horror stories and triumphs to share. But the thing that I really wanted to hone in on and I did find it difficult to articulate as, as we both did, was really, there's a lot of blog posts and books and podcasts, talking about doing the right thing, because it's good for your bottom line, or because it will increase retention, or because it will make you a better leader or whatever. And I didn't hear a whole lot of discussion about doing the right thing. Just because it was the right thing, or people who had done the right thing. And it still sucked. And so I think that that is for me one of the most important lessons that I've learned as a leader overall, but definitely through like this sort of roller coaster, that you know, running a business, managing employees dealing with the bottom line, and issues of leadership. I think that that's one of the biggest lessons that has come home to roost, but trying to find the way to put that like doing the right thing,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:16I am Chris Hoyt president of CareerXroads, you have joined us for our first eXpert Tease of 2021. So this is our weekly quick hit conversation with industry leaders and practitioners who are sharing a life or career lesson, sort of a hands on how to, if you will, with us in just about 10 to 15 minutes, these are pretty fast. So the topics that we're actually decided on advanced by hundreds of ta leaders from around the world, cover a range of subjects such as diversity, equity, and inclusion, leadership, employee wellness, and just about anything else you can imagine that our people in the industry are dealing with or working on. Now, as you may already know, we have a new survey open to anybody where we're asking what's on your mind for 2021, you can find that that survey titled 2021 priorities in the Research and Reports section of www dot CXR.works. Now, if you're here live, which is also open to anyone, you can participate via the live chat on the screen. So feel free to ask a question or two. And if we've got time, we'll try to get them answered here in the broadcast. If we run out of time, we'll address them online and our free and open exchange at CXR.works/talent talks. Today, I am joined by Adam Gordon, he is the CEO of an innovative little company, you've probably heard of Candidate ID, where they're really focused on pipeline automation and lead generation. Adam, welcome. Adam Gordon, CandidateID 1:39Thank you very much. I'm really privileged to be here. And nice to see so many faces turning up to talk about talent, pipeline automation and in demand talent. Chris Hoyt 1:51Yeah. So now you know, I've been a fan of your work, and what Candidate ID is doing for years, and I think you'll have to correct me. I think we first met in Amsterdam, you were in front of 1000s competing amongst some other impressive vendors on stage. Yes. Did I get it right? Oh, you're muted. I thought I got it wrong. Adam Gordon, CandidateID 2:17So here's what happens when you when you when you mute yourself to cough? You can't unmute yourself. So everybody, you know. Yeah, that's right. We did we met in Amsterdam at on Unleash, I think you were a I think you might have been a you are you were a judge in the I think it was the startup competition or something like that. And we were participating in that. Chris Hoyt 2:40That's right. That was a lot of fun. Yeah, it was, there was a big, well, we won't waste the 10 minutes we've got on that. But it was really fun to see you go from like the smaller rooms all the way to the big main stage, it was a lot of fun. So as we all know that hiring top talent in demand top talent is important. And some would probably swear that as recruiters that's that's likely all we do. So in your experience, given the clients that you work with and your time in the space, what's one thing you'd like people to know or consider about hiring in demand talent? What would you share with anybody listening that they could or should consider around that topic? Adam Gordon, CandidateID 3:19Well, the first thing is, so you asked me, What have I learned in the last year from like running the business that we're in the last year has been a crazy, crazy year, of course, one that none of us will have ever experienced anything like in our careers, and the the organizations that kept working with us. And that came to work with us in the last year, given were in the area of talent, pipelining and talent, pipeline automation, they were all in. And it was only in December, that we realized that they were all in an area that I described as in demand talent. So a lot of them were in technology, in engineering, in healthcare,
Welcome to the CXR channel, our premier podcasts for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:17Everybody, welcome to another episode of CXR's eXpert Tease. I'm Chris Hoyt, President at CareerXroads. And this is a special segment of our podcast where I grab about 10 minutes with an industry practitioner or a leader and we get them to share just one thing with our listeners. Now, that one thing might be a lesson learned or career hurdle or victory, there really are no rules outside of the idea that it should fall within categories that hundreds of talent acquisition leaders told us that CXR were important to their success or their leadership going forward. Now, that means we're typically talking about a range of topics spanning anything from employee wellness, to diversity, equity, inclusion, to industry ethics, or any number of trending items in our space. If you're interested, and weighing in on what's important moving forward in 2021, you can take part in our 2021 priorities benchmark survey that is open to everyone. And it is actually found within the research and Reports section of CXR.works. Now. If you're attending live today, you can participate via the chat feature of our broadcast, anyone should feel free to ask our guests a question or two. And if we've got the time, we'll make sure to try and answer them. If we don't have time, or you think of something later, you'd like to ask, you can always join us and our open and free exchange found at CXR.works/talent talks. So with all of that, I'm pleased to introduce today's guest and a pretty fun topic. So with me is Jim D'Amico, who is the Global Head of talent at Celanese and who, for the last four years, has been the board president for the Association of Talent Acquisition Professionals. Jim, welcome to this expertise. Jim D'Amico, Celanese 1:50Thanks for having me, Chris. Happy to be here. Chris Hoyt, CXR 1:53Yeah, it's always good to see you. Jim D'Amico, Celanese 1:56Agree. Good to see you as well. Chris Hoyt, CXR 1:59Jim, we've got a topic today that is actually from being really honest, it's actually one I really used to enjoy getting into with leaders when we would travel live, this is a really great happy hour topic, I think. And I'm excited to chat you up about it. Obviously, the idea being how we or where people fall into recruiting as a profession, and why that's okay. And then maybe a little bit of discussion around if we think there should be a better way to find recruiting rockstars, or if we're just fine the way it is. Jim D'Amico, Celanese 2:34So I'll answer the last question. First, there has to be a better way, right? I mean, just this, this random falling in that we all go through. Seems seems a bit rough. And for me, it was a series of failures that led me to success. And I think that that's, that's often true for folks. But you know, my background is, is really kind of different. So I started in the military, I was in the army. I was certainly not the greatest soldier ever produced by the army and really thought it was much more of a lover than a fighter. So, you know, after that, look, I figured I don't have a lot of skills. But I'm at least think I'm a little funny. So I got into stand up comedy. And you've probably not seen me in many movies or Netflix specials, because I also was not really good at that. You know, and from there, I fell into sales. And from there is how I finally got into recruiting. Because you know, at some point, you eventually have to have money to eat. If you want to go out on dates, the person you're taking out usually appreciates money, you know, bust out with those 241 coupons is never a great move. So, but you know, I as I look back, I learned so many great lessons from these different things. I mean, in the army again,
Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:16Hello, everybody, this is Chris Hoyt. I am the president of CareerXroads. You are listening to the CXR broadcast, which we're actually going to do a recap today. I'm pretty excited about this. We did our first DE&I meeting of the year for 2021. I can't believe 2021 is here already quite frankly, I've got a couple of folks with me but also my co host the lovely and talented Gerry Crispin, Gerry, say hello to everybody. Gerry Crispin, CXR 0:39Hello, everybody. Chris Hoyt, CXR 0:43So we've just wrapped up our first meeting, we thought it might be fun to just talk a little bit about it. And a couple of big takeaways and with us to do that, I have Cris Castillo Brizard of MMC and Cris say hello. Cris Castillo-Brizard, Marsh & McLennan Companies 0:55Hi, there. Chris Hoyt, CXR 0:57We have Chad Godhard longtime CXR member from Assurant Chad, how are you? doing? Great. Chad Godhard, Assurant, Inc. 1:02Thanks for having me, Chris. Chris Hoyt, CXR 1:03So guys, this was really interesting. We had a guest speaker, from thoughtworks, she was lovely, she shared a little bit about the journey with some of the work that they are doing. And just just kind of set the stage with things that they are doing with regards to sort of attacking from a DE&I standpoint, attacking the funnel. So really taking a look at collecting information with regards to gender and gender identity. And looking at the attrition within the funnel, how to prevent that I thought that was fascinating. But then we also broke and we did an exercise on solving for hiring more females in the workspace. So well, sort of dissecting the entire meeting. Cris, I'll just I'll ask you first. Did you have? Was there a big takeaway? Or was there something from from the conversations that we had today to our meeting that just sort of resonated or that, you know, you're going to walk back to the office with the virtual office with an implementer? begin to talk about with your peers? Cris Castillo-Brizard, Marsh & McLennan Companies 2:00Yeah, no, absolutely. The first one was the comment from Raja around, just rethinking what gender looks like. And I loved how she made the distinction between the gender identity versus the legal definition of gender for that individual. So that was an aha moment, because at Marshall McLennan we've been looking at, do we have an opportunity to re label the way that we're asking people to self identify their gender. And this is not one item that we discussed. And the other takeaway for me was from the group discussions, and it was about the, what I heard from everyone on that call, just the importance of flexibility of companies really creating a culture where there is genuine, flexible programs in place, but that they apply not just to women who have children in the workplace, but also individuals who are caregivers, and just kind of redefining what it means to have flexibility and not just being applied to women. I just thought it was a really valuable concept to think about all of our colleagues and how they're being impacted by the state of work today. Chris Hoyt, CXR 3:06Yeah, I love that, Kristen. I think so. So my B piece there, my big takeaway when Ryan was presenting was that there is a difference. I think we're creating two funnels of data, right to two silos of data from a talent acquisition standpoint of what we're collecting. And now as more of us begin to collect gender identity on that front end, and what's actually being collected and recorded on sort of the hiring side or the the company side, so that the HR side of the talent acquisition side, and what's ultimately at least in the US being reported on one reports.
For episode 13 of the Hiring Success Podcast, SmartRecruiters’ head of communications, Roy Baladi, is joined by Gerry Crispin— Principal & Co-Founder of CareerXroads. The discussion is focused on, among other things, a new initiative called Recruiters Recruiting Recruiters, whose mission is “to support our colleagues and peers in Talent Acquisition on both sides of the crossroad where opportunity and talent meet. Recruiters are an awfully big part of a recovery effort and we want you to be part of it. Whether you’re an employer, a vendor, or a job seeker, you are a crucial part of this effort.”
Join Susan Lamotte, CEO and founder of Exaqueo as she dives deeper into gender reduction in the workplace. Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Shannon Pritchett 0:18So let me introduce our next presenter, which is a friend of ours at a CareerXroads, which is Susan Lamotte. Susan is the CEO and founder of Exaqueo, one of the things that really attracted me to her is her voice within the community. And I've mentioned at the beginning of the call, she wrote an article that was referenced in a discussion that Gerry had, I believe, on Facebook, that had had had to do with back in 2013. And it was like, Can women have it all which, of course, we've all had that kind of debate. And I love Susan's honesty. And I love her point of view. And I couldn't relate to an article more, especially one that was eight years old. And so I asked her to come speak, and she is here with us, Susan, would you like to draw? Would you like me to Dr. r? Would you like to take controls? Susan Lamotte, Exaqueo 1:13Whichever you prefer? Shannon? Shannon Pritchett 1:15All right. I'll give it to you, sharing and then you can just share your screen and really excited for this. All right, give me just a second. Susan Lamotte, Exaqueo 1:26Sorry, I'm having some technology difficulties today. That's got to come up at least once for one person, right? Chris Hoyt 1:31I just appreciate the Peloton in the background, Susan. Susan Lamotte, Exaqueo 1:34Thank you. It's a little dusty this week, unfortunately, Chris Hoyt 1:38I'm on a streak. Susan Lamotte, Exaqueo 1:41Hopefully y'all can see my screen. Well, it's great to see everybody some new faces for me for sure. And dump some familiar ones as well. So thank you for the privilege of being here. And I've noticed I've got some old, some I shouldn't say old in age, but some folks are married on the line as well. So great to see you all as well. What I wanted to do today is actually not talk about what I do for a living, but rather tell you a little bit about my journey as a working woman. And so I know that Shannon already shared with you some of the statistics that are really troubling and, quite frankly, brought me to tears. And I think when you see things that affect you personally, and you feel like nothing has changed in your own personal situation, it's really hard to see. And we've all seen the statistics, right? There's a million examples of things you can share of underrepresented populations in the workplace and how they're affected in many different ways. But this one really struck me and here's why. If you look at this particular chart, the data is a little bit old. It's 2017. It shows the ratio of male to female, median earnings by age. And, you know, certainly it's no surprise, right? Women are learning less than men, we know that we've known that for a long time, it hasn't changed as much as we'd hoped. But what's really troubling to me is the gaps haven't changed either. Oops, sorry about that. So if you look at 1979, right, younger women still had and were earning more pay than older women. Fast forward to 2005. And that gap is still there. So for me, it's not looking at the surface data, right? The surface data is great for headlines and clickbait, and oh my gosh, women have no jobs. What's really interesting to me is the why. And hopefully my story will illuminate a little bit about that, almost 10 years ago, to right now, I was on top of the world. I was literally at the pinnacle of my career. I started working when I was 1314. I've worked ever since I put myself through almost three degrees. And I was literally killing it at work. At the time I was the global employer brand and marketing leader at Marriott I...
CXR Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:17Hello, I'm Chris Hoyt, president of CareerXroads. you've joined us for another eXpert Tease segment of our CXR podcast that can be found and subscribed to on Spotify, iTunes, Amazon Music, iHeart Radio and all the other usual places. And while we do a few different specials like our Uncorked broadcast, which is sort of like drunk history for HR, and our new Moments, That Matter series, where we kind of talk about tough topics within the realm of prejudice and racism. This is a weekly quick hit conversation with industry leaders and practitioners who are sharing a life or career lesson, sort of a hands on how to, if you will, with us in just 10 to 15 minutes now, the topics that were decided on an advanced by hundreds of talent acquisition leaders from around the world, covering a range of subjects such as innovation leadership, DE&I, employee wellness, or even like today, ethics and talent acquisition and hiring. So if you've joined us live, which anyone can do, you can both listen to and participate via the chat window on your screen, we're hoping you'll add a question or two. And if we've time, we'll try to get them answered here in the broadcast. If we run out of time, we'll address them in our free and open to the public exchange hosted by CareerXroads at CareerXroads, CXR.works/talenttalks. Now, today, I've got with me, Frida Polli, who has a PhD in neuro psychology and an MBA from Harvard, and is the co founder and CEO of Pymetrics, where their entire mission is to make hiring and internal mobility, more predictive and less bias through advanced technology now, Frida, I have been a fan of your work for years, as you know, we work hard to try to stay in touch and keep up with you. And the difference that you and your teams of pi metrics are having in your space. Welcome to the broadcast. Frida Polli, Pymetrics 1:54Thanks, Chris. Happy to be here. Chris Hoyt, CXR 1:56So the topic we want to take a stab at today is something that given our current societal challenges, not just in the United States, but around the world has really put a bright spotlight on within the realm of what we do right within talent, and that is ethics and bias in hiring. So I'd really like to get your take and ask for you to share one thing that you believe our listeners should be aware of in regards to how tech is helping to level the playing field for talent and HR leaders today. Frida Polli, Pymetrics 2:21Sure. It's hard to condense, condense it into one thing, Chris? So I'll try. I think bottom line, I think, I would say this, that technology can be designed to level the playing field and mitigate bias. And, you know, I metrics we we do that we've been doing that since the beginning, we've built the platform to be a ground up, you know, from the ground up. At the goal, Ai platform, we selected on bias data, we pretest all of our algorithms for disparate impact before we release them, we don't release algorithms, if they have disparate impact, we test them after they get deployed. We've had a third party audit, by Krista Wilson at Northeastern, so we've like done, you know, pretty much as as much as you could do in order to build an unbiased platform, however, and therefore, you know, we we feel very confident that we level the playing field in many ways for all of our clients that use us. And you know, that's what the results show. I think what I will say is that it's not as bright and optimistic a picture as all that because, unfortunately, there is just and it was just always boggles my mind when this happens. There's just a lot of false advertising out there, meaning there is a there are a lot of tech platforms.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:17I tell everybody, I'm Chris Hoyt, president of CareerXroads. You're dialed in today to hear from an industry leader he's going to share with you a career lesson or how to that's one of the many topics surface from a survey from hundreds of talent leaders this year. Now, in this series, the topic might be around DE&I leadership, innovation, or even headspace and sanity during some pretty unprecedented time. So these conversations are about 10 minutes long. And if you're dialed in live, you can both listen and participate with questions via the live chat feature. If you're listening to the podcast after the interview, you can find it anywhere you listen to your favorite podcasts like iTunes, Amazon Music, Spotify, etc, etc. Or you can find it on our site at CXR.works/eXpertTease. If you do drop a question into the chat, we're going to try and answer it as time permits. But the good news is that if we do run out of time, or you'd like to ask our guests something later, after the podcast, we've set up a free space for you to do that in an open exchange hosted by CXR at CXR.works/talenttalks. So with all of that, let's jump in with today's guest and industry friend. He's the Vice President of talent acquisition at Equinix. Please welcome Nick Mailey. Nick, How are you this morning? Nick Mailey, Equinix 1:27I'm doing really well. Thank you so much for the invite. I love this community. I've shared this before I continue to learn from everyone here. And so thanks for the opportunity to chat. To be right, it's 2020 COVID. We are in unprecedented time. So for sure, for sure. Well, we know you get out what you put in. Right. So it's so it's exciting. Um, so Nick, today, we're going to ask the age old question that leaders face when thinking of technology and talent, right. And that's whether or not to buy or build what's needed. Now you've been doing this for a period of time, you've learned a few things as a leader at various organizations of note, what's one thing you'd really like our listeners to walk away knowing with regards to the challenge of buy v build? Well, you mean, really getting narrow in on what you're solving for what's critical to the business in what you really need to deliver. And when you look at, it sounds really simplistic, but I do lots of interviews to really understand what's critical with executives, and then with employees, because those are ultimately your clients. That's really the number one thing and then it's getting alignment that you're going to deliver on that need. And then I the whole buy versus build I balance, balance, like what is the need? And then how are we going to deliver on that and balance can can look differently, whether it's technology or people or what you're going to deliver? deliver? Chris Hoyt 3:02is there is there one big takeaway, though, so from a balance standpoint, I mean, when I are balanced, I think of priorities, right? Whether that's buy in on the front, you know, on the front end, or whether that's, you know, from an implementation and staging standpoint, or adoption and change management? I mean, is there one that's just been a particular we can go with victory or defeat, but just one that really stands out to you from from experience standpoint? Nick Mailey, Equinix 3:30So let me answer this in a couple of ways, because I want to try to answer your question. When I think about balance, I think about the teams that were developing and growing to deliver on a on a business need. And invariably, when you do an assessment of an organization that you're working with, they may have some of the talent but not all of the talent. So you're buying, you're buying.
Madeline Laurano, Aptitude Research 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:16Hello, and welcome to another edition of CareerXroads hosted expert tees. I'm Chris Hoty president of CXR. And you're joining us for the next few minutes to hear from an industry leader or practitioner who will share with you one lesson one how to one milestone that they've actually found worthy of your time. So we do these in quick conversations that are typically no more than about 10 minutes and touch on any number of topics such as diversity, inclusion, ethics, and hiring, recruiting, automation, and tech, and a number of other areas that actually were identified by nearly 150 talent leaders from multinational corporations. Each week, you can listen in live and participate with questions and live chat or you can find any of these episodes on our website at CXR.works, our CareerXroads podcast or in our new YouTube channel youtube.com/careerxroads. Now if you're with us live, you have the ability to ask a question at any time through the session. And if we have the chance, we'll try to answer it. If we do run out of time, or if there are additional questions that come in or you think of later, you can find us over at the open and public exchange that's hosted by CXR. And that's at www.CXR.works/talenttalks. So with all of that being said, let's get started with today's guest Madeline Laurano. Madeline is a very well respected industry analyst and founder of Aptitude Research. Welcome to the show, Madeline. Madeline Laurano, Aptitude Research 1:36Thank you, Chris. I'm thrilled to be here. Chris Hoyt 1:39So, Madeline, on our topic today is around building the foundation of talent technology within an organization. So throwing you right on the spot, given your experience and expertise, what's something that you want our listeners to understand about their existing or future tech stacks? Madeline Laurano, Aptitude Research 1:54Yes, it's so important. We just did this big research study, in partnership with V. Murray. But it's all around this foundation, it's around thinking about, what do we need to consider in our TA tech stack, before we even make this investment. So many companies are excited for new technology. There's so much especially in this this year that we've had, we found 44% of companies are investing in new technology, which is exciting. But oftentimes you don't have the foundation in place. And the foundation is really integration. So thinking about how are you going to have a strategy around integration work with IT? Think about, you know, an open API strategy and how you're gonna work with your providers? How are you going to think about data management? So really having quality of quality data with data or starting with? How are you going to maintain that data, clean up that data, everything that goes into that? And then the final piece is automation? You know, I think it's a big topic. I know, it's a big topic that we talked a lot about, but how do we think about really a strategic approach for automation? And you know, something, I think that's near and dear to Gerry's heart, which is automation for the candidate? Why are we just thinking about moving someone along efficiently? How does this benefit the candidate? Chris Hoyt 3:00And so how does somebody go about sort of putting something like this together? Is, is there a template? Is there a roadmap? Is it you just throw everything at the wall and see what sticks? I mean, what do you advise there? Madeline Laurano, Aptitude Research 3:10Yeah, so I would say it really starts with three things, we found three things in a very strong foundation. And the three things are start early. Don't wait until after you've been invested in technology during...
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:16Hi, everybody, Chris Hoyt here from career crossroads, I am bringing you into the fold on a new podcast videocast series that we've been delivering for, I guess just about two months now. Now, I get to take on the lucky task of sitting down with an industry leader and a practitioner and ask them to share just one thing. One thing that they've learned on their professional journey felt as a leader or that they do in their everyday delivery that really makes them successful. Now, these talks are really no more than about 10 or 15 minutes. And as such, we call them an eXpert Tease. Now you can listen in live and participate with questions and chat, or you can find them on our website at CXR dot works or CareerXroads podcasts or on the youtube.com/careerxroads channel, I'm going to tell you if you're watching live, you realize there's never been a better time to dial in because I apparently look like a pumpkin with the lighting and a remote situation today. So that's a good excuse to push you out. push you out to the YouTube channel and check that out. So if you are with us live, you've got the opportunity to drop a question in the session chat. And if we've time, we'll try to address them during that segment. If we run out of time or there are follow up questions, we'll take that conversation over to the open and public exchange that is hosted by csr. And that's at CXR.work/talenttalks now, the topic today is one that I have been looking forward to for quite a while it touches on a subject of DNI that I think oftentimes gets overlooked that actually sits within an area of talent acquisition that's so often gets ignored or avoided when we're talking about job descriptions and being conscious of how important gender neutral pronouns can be when creating a successful description, as our guest today recommends job stories, not description. So let's jump in today. My guest is Kay Kelison and she is the principal researcher at Zillow. Okay, welcome to the show. Kay Kelison, Zillow 2:05Thank you so much. I'm so happy to be here, Chris. I appreciate it. Chris Hoyt, CXR 2:10I'm really, really happy to have you. Kay Kelison, Zillow 2:12Great. Chris Hoyt, CXR 2:14I enjoy your work. But when you when you talk about gender neutral pronouns, in job stories, what are you really talking about? Why is this so important? Kay Kelison, Zillow 2:24Well, I think it's important because if we choose certain terms, we eliminate others, we need to think about who to include. And that goes with females, transgender disability folks and stuff like that. And so I look at the job story about how we engage with them, and how we make them feel welcome. And and thought of, you know, in when we're seeking talent, and I think it begins with the job story, or did job descriptions, and how we engage with them by using language that they can relate to? Chris Hoyt, CXR 3:09And what is what's something like that look like? Kay, like, what would be sort of a before and after example, for those who this might be kind of a new, new topic for them? Kay Kelison, Zillow 3:17Well, I think, I think sometimes it starts with the title. Like I've seen some titles that have chair, Chairman, when we should be saying chairperson, you know, when we say he or her, we should be also thinking about them. And they, you know, it's inclusive. Some people don't identifies she and her, or he and him. They identify themselves of them and they. Sometimes it's also as simple as elitist. And affinity bias. You know, I know some of us when we're in tech, we talk about, like, how people associate their jobs, or they're looking for talent. and hire manager might say, start talking about,
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:16Hello everybody, this is Chris Hoyt with CareerXroads, and I am on the line with Brad Cook head of global talent over at Intuitive Surgical Brad, how are you, Brad Cook, Intuitive 0:24Good how are you? Chris Hoyt 0:25I'm doing pretty well. I'm kind of excited about this topic. For those who don't already know, a whole bunch of us have come together to stand up a new nonprofit called the CXR Foundation. And it's sort of spun out from under some work that was being done before. Last years charitable work in the field when we actually used to work in soup kitchens, and shelters and all these really, really interesting places when we were traveling back in the day. And then, most recently out of a project called recruiters, recruiting recruiters, which you were heavily involved in. And so I want to take a pause, I'll take a breath right there and just ask you, maybe you can give an overview to listeners who haven't heard yet, what the CXR Foundation has been established to do, why a nonprofit? What what it's all about? Brad Cook, Intuitive 1:13It's a good question. I think, for me, it really stemmed from the recruiters recruiting recruiters, and it's still a mouthful doesn't matter how many times I say it, um, it really jumped out from that there was so many people wanted to get involved and wanted to help, and it was vendors that would normally be competing with each other. Yeah, and to do it under the umbrella of a nonprofit just means Yeah, we're gonna start to offer it to a lot more people out there and do a lot more good. I think that's Yeah, the roundtable stuff really showed there was so many people in our industry, especially in tough times with COVID, wanting to do whatever they could, and you know, if we can put an under a nonprofit, and then more people can be part of that, or actually, the work that comes out of it can now help industry, I think it just makes the industry a better place and continues to make the industry a better place. And quite frankly, that's why I love being part of CXR it continues to give back to our community and makes us all better individuals. Chris Hoyt 2:12Yeah, I think you raise an interesting point, because it's not just about talent, giving back we're talking about our talent practitioners giving back we're now talking about sort of grouping together a teaming up or pairing up people who are in the solution space, the vendor space providers under the umbrella of a nonprofit, so they can continue to do good work alongside their competitors. And alongside some of their customers, potential customers, but never customers. Right, right. Yep. Yeah, so there's a number of projects, because we're talking about community, the community aspect, we're talking about the charitable aspect. And we also talk about the industry standards are establishing those pieces. And we've got about four projects that are one full blown that's in the works, which has been pretty successful recruiters recruiting recruiters. Okay, doesn't mouthful every time. And then we've got the one project that we've talked a little bit about, and that's the interview coaching for those who are employed helping those who are still looking for work. We've got another two that are sort of on the in the ideation looking for the correct sponsorship and alignment on which is the I'm going to put you on the spot in a minute, which is the get cooking program, which is kind of a fun one where we have a theme around some sort of meal, people can donate a minimum amount of money, but up to whatever they want. And part of those proceeds goes to the Chef's Choice, charity of choice, and then they get access to the online cookbook, etc.
Sarah Smart talks about the hardest thing she has ever had to do as a leader, what her team went through and lessons learned during the pandemic Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:16Well, hello, everybody. I'm Chris white president of CareerXroads and I'm bringing to you a new segment of our podcast that sits us down for just a few minutes with industry leaders, to hear them share a quick hit lessons learned in their careers and within the talent industry. Now, the segment interview is no more than 10 to 15 minutes and can be found on our website, podcast YouTube channel. And as the fast pace would indicate, we're calling this series of eXpert Tease. Now, each of these has a focused topic that might include talent development, mobility, sourcing, ethics, or any number of other items of focus that we're hearing from the industry at large are items of concern or that warrant some attention and dialogue. So if you're with us live, we're encouraging everyone to post questions within the chat area of the broadcast window. And if we've time at the end of the discussion, we'll see how many we can squeeze it in now. The rest of the conversation or follow ups can be found within the public and open exchange hosted by Careerxroads at www.cxr.org/talenttalks. Now today's chat is one related to countless conversations that we at CXR I've had with numerous leaders over the last year, working through unavoidable team furloughs as a talent leader and taking on the challenge, emotional challenge of trying to place as many of your team as possible, and the toll that takes on us as leaders. So with me today is Sarah Smart. She's the VP of global recruitment at Hilton. I Sarah. Sarah Smart, Hilton 1:39Hi, Chris. Thanks for having me. Chris Hoyt, CXR 1:41Thanks, Sarah, you and the team at Hilton have really worked tirelessly to help not only your own people by partnering with other global companies, but the entire recruiting industry through work with recruiters recruiting recruiters calm during a time when as a result of the pandemic and the impact on our economies. keeping people employed recruiters employee has really been difficult for many. So I want to jump right in and ask you to share a little bit about that experience. And what I'm really interested in hearing is how you dealt with those challenges, and maybe even heartbreaks, as a true people leader. So can you share kind of the biggest challenge or a little bit of that story with everybody kind of what's been going on in your world for the last few months? Sarah Smart, Hilton 2:23Sure. And and thanks, again, everyone for our joining and the opportunity to talk about this. This has been, for me personally, probably the biggest challenge that I have lived through as a leader and in many ways, almost not quite as a human being children become first. But it the past eight to nine months have been exceptionally challenging to lead in any industry, no matter where you sit, no matter what kind of role you're sitting in. So just want to acknowledge that Hilton has, like many in the hospitality industry faced a, you know, a unique set of challenges as it relates to the pandemic. And, you know, in in March of 2021, it became very clear that not only would we not be recruiting, but that we would need to be putting out a large portion of our corporate workforce onto furlough and potentially our property workforce and for around the world. I was asked to make some really hard decisions to make decisions around people, I had to make decisions around potential needs, but I had no idea what they would be so operating in complete ambiguity around what the future state needs of the organization would be much less than near term or the short term.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:18Hello, everybody. This is Chris Hoyt with CareerXroads. And on this edition of our podcast, we're going to talk a little bit about the CXR Foundation, but I have with me one of the founding members and members of the board of directors. Celeste Luzadder. Celeste, how are you? Celeste Luzadder, Legal Zoom 0:33Hi, how are you? Chris Hoyt 0:35I'm doing well. Thanks for asking. Celeste Luzadder, Legal Zoom 0:38Thanks for having me. Excited to be here. Chris Hoyt 0:41So we've had a couple of these podcasts go out already. And as you know, this, the site has launched and we've got some sort of things in the works. But I just want to set the stage a little bit for those who maybe haven't heard yet. The CXR Foundation is a nonprofit, that that was created just recently, and after months and months and months of work, to sort of put it into place for really the benefit of the community, right, the talent community at large. And in some instances, local communities that don't have anything really to do with our industry or our talent acquisition per se. You sort of been behind the scenes on some of that, as have a number of the other board of directors and a number of the 70-80 plus members that we've we've now had joined. But for those who may not know, it kind of it kind of got kicked off with a projects, or sort of a project that we created when Gerry and myself would come in a day early to our live meetings when we back in the day of traveling. Celeste Luzadder, Legal Zoom 1:40What's that like? Chris Hoyt 1:41And yeah, I'm losing all my miles, I feel like I'm losing all my miles. But we would we would come in a day early Barb Ruess, also, a member of our team would come in and do a community event. We might help stock a food pantry, or a local shelter or work in, you know, any number of locations that we've really felt helped lift up and, and help the communities that we were working in for that week. And that sort of gave birth to the idea of we really needed to be focusing at large, you know, sort of hoping everybody was doing well just wasn't enough, right? Donating money just wasn't enough. And we wanted to put in a little bit of elbow grease. And then that led to a project called recruiters recruiting recruiters when the pandemic hit, an awful lot of recruiters were unfortunately without work. And so we put together and you can learn a little bit more I won't go into too much detail but folks can learn a little bit more on the website about what recruiters recruiting recruiters actually is Celeste Luzadder, Legal Zoom 2:34Wow that was fast, recruiting recruiters recruiting, nope see fail. Chris Hoyt 2:41You were really close, But that's a project that's been sort of propped up and pulled in underneath the CXR Foundation wings. But I want to talk a little bit with you about why the CXR Foundation and why you decided this was a nonprofit that you wanted to lean into and really get involved with. Celeste Luzadder, Legal Zoom 2:59Yeah, well, thanks for asking. And I'm, I'm humbled to be a part of this work because being a part of a nonprofit that is near and dear to the work that you do, but also to the values that you try to live and breathe is is nice that they're combined, right? Helping people in the talent community is really powerful. And the way that we do it, I think looks and feels differently to everybody. You know, you shared a little bit about the charitable work which CXR Cares which I love. You also I think the the beauty of recruiting recruiters recruiting no wrong Chris Hoyt 3:38Still close Celeste Luzadder, Legal Zoom 3:39Recruiters recruiting recruiters.com There you go.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Glen Cathey, Randstad 0:17I want to welcome everybody to CXRs eXpert Tease. I'm Chris Hoyt, president of CareerXroads, and I am bringing to you a new segment of our podcast that sits us down for just a few moments with industry leaders, to really talk about some of those bigger their biggest victories, their career challenges, and hands on how to sessions. And we do this in less time than it takes for you to enjoy a full cup of coffee, just 15 minutes. And that's why we actually call this an expert teas. All of our discussions have focused topic. They might be workforce planning, strategic talent, ethics and recruiting. And of course, like today, DE&I challenges. So if you're with us live, we're encouraging everyone to add questions to the chat area have a broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we have the time. And then we'll move the rest of the conversation online to the talent talks open and public exchange@www.cxr.works/talenttalks. So I'm pretty excited to jump in today for hands on how to session of expertise with none other than friend and industry colleague, Glenn. Cathey Glen is the head of digital strategy and innovation at Randstad. And is also known to some of us who've been around a while longer than others as the Boolean blackbelt. Glenn, thanks for joining us. Good morning. Thank you very much. Thanks for having me. Now, we have surveyed hundreds of multinational companies this year, and we asked them what was top of mind for them. And what they were worried about most what they really wanted to lean in on over the next 12 months. And one topic that came up a few times. Well, more than a few times was attracting and finding diverse talent. So you've got some things you want to show us with regards to finding or sourcing diverse talent today? Yeah, Absolutely. Chris Hoyt 2:02All right, I'm gonna let you get to it. So so give us your thoughts on actually finding diverse talent, and then walk us through some of that, Glen Cathey, Randstad 2:08Sure. So I have to always kick off with some foundational elements of search or information retrieval, right. What I've often like to share with people is that all searches work. Now, that's whether you run a Boolean search yourself, or whether you're using a solution that matches for you. All the searches work, they return results. The problem with that is they're never going to return all of the available results of people that you actually want to return. I can't stress how important it is to say that and to understand that, and it will come into play when I go into the demonstrations. But it's important for you to understand that every search or match that you use manual or automated doesn't matter what the solution, you're not only including some of the people you want to include. You're also excluding some, there's really no way around that. And if we want to get into discussion during Q&A, at the end, that's fine. But just know, there's no perfect solution. Perfection is impossible. If you're if you're looking to perform diversity sourcing, there is no way to have a single search be 100% inclusive. And the reason why I say that is sometimes when when I demonstrate some of these techniques, some people will say yeah, but that's leaving out some people. And it's important that you know that I know that it's also important that you know that. So whether you're recreating your own search, or you're using a solution, and you click a checkbox, which I'll show you one, a couple actually, they do that in no way shape, or form or any of those ever perfect or 100% complete, as long as you know that, then you can do something about it and say, Well,
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:16Hello, everybody. This is Chris Hoyt with CareerXroads. And I have some fun folks with me today. And this is kind of an interesting piece. So we have Molly from Otis, we have Curtis from Elanco. And of course, we have Barb our own Barb Ruess is on. But it's kind of an interesting approach. So typically, what happens at the end of one of our CXR meetings is the team the CXR team, jumps right off the call and jumps on another call to do a recap of how we think it went. And did we have any big takeaways and what we feel like we might want to do differently, or what really, really spoke to us. And what I usually walk away with is like two pages of notes that are scribbles that we then sort of work through and decipher. But we thought this might be a fun time for us to open it up and bring in some of our meeting participants, and leaders who actually were in the meeting to get their insights as well. So Molly, I'm just I want to I want you to just really quick, if you just introduce yourself for a second, and you know who you are, what you do at Otis, how long you've been there. And then Curtis will do the same thing with you. And we'll just let's just have a conversation about how we think it went. Molly Nuhring, Otis 1:24Yeah, sure. Um, so nice to meet all of you. My name is Molly Noreen, I lead talent acquisition at Otis elevators. So in addition to all the other fun things, we spun this year from United Technologies, and became an independent company, and listed on the New York Stock Exchange, about two weeks after COVID. So it's been one of those years, which has been absolutely nuts. But I've been at Otis for about five and a half years. And it's been really, really interesting the last nine months. So thank you for having me. Chris Hoyt 1:57We're glad to have you. Yeah, it has not been a boring year for many of the organizations know that Curtis, I've known you through a few iterations of organizations. Good, it's good. We have you both on here this company interesting. Curtis Dorsey, Elanco 2:12Indeed, so Curtis Dorsey, Elanco, animal health, I've been with the organization, depending on how you count the time, 23,23 years, we actually were formally part of Eli Lilly and company, we actually spun out, you know, about 18 months ago, and then decided to, to acquire an organization two thirds our size, and launch workday and do all those things in the last couple of years. So, so I can, I can appreciate where Otis is Molly, and I'm a global talent acquisition for Elanco. And have been doing so for the last three and a half years. Chris Hoyt 2:51Fantastic. Now, today's meeting we did was diversity, equity, and inclusion. And as you guys know, historically, we have always woven some element of DNI into our topical meetings. And the topics are usually sourcing, branding, executive recruiting, leadership, you name it. But we felt with everything going on. And we made this decision, I guess, gosh, some eight, nine months ago, to begin building out meetings that were dedicated just to the UI, and the challenges that organizations are having. And so that's the meeting that we just wrapped up. And Curtis, I'm going to pick on you because you went last any any big takeaways. Like what how did how did you walk out of that meeting? Feeling? Curtis Dorsey, Elanco 3:34Yeah, I apologize for some of the background noise. It was perfectly quiet in my house until just a moment ago. No, I think one of the one of the things that that I've always appreciated about about the sessions is the the ideation opportunity to to, you know, tackle, tackle real issues that everybody's either or, you know, some cases people have already tackled,
Libby share with Shannon the importance of community and how having a mentor impacted her career Announcer 0:00Welcome to the CXR channel our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Shannon Pritchett 0:22Hi, I'm Shannon Pritchett with CareerXroads and I had the pleasure of speaking with Libby Sartain at our women and talent meeting. During our talk, Libby shared some impactful moments from her career as an HR leader. What particularly stood out was our discussion around the value of mentorships. And the importance of community is my pleasure to share conversation with you today. I hope you enjoy it. Very interesting story about how you have the company you were working at prior to Southwest Airlines, you know, as one of your moments that matter if you have several, but you know, would you be willing to share that story or perhaps a different moment that mattered in your career? Libby Sartain 1:00No, I'll be glad to share it. Um, Chris asked me that on a prep call. And I was like, I don't know if I have one. And then one popped into my mind. But I was working for a technology company, it was publicly traded, but it was very small. And I had been the manager of comp and benefits. And we had a new chro come in, and I work with him and the team for a couple of years. But he brought in two guys about my age, they both came from the military, because my boss was also from the military. And I had by that time, 10 years in HR, and they were starting an HR fresh or maybe with a year of experience out of the military. So they had some good leadership experience, but not HR experience. And they were brought in making in one case, $10,000 more than I was making, or maybe both cases. And then when a succession plan was developed, one of them who had very little experience in HR at all was named as the successor. And so when that happened, I just decided, and I had a great relationship with the CEO who had been a mentor. Because in another question, you're gonna ask me about a mentor. He was a great mentor. But I just decided I'm leaving, because this just isn't fair. And I talked to my boss about why they were paid more than I was. And he said, Well, they have military experience. I'm like, they're the same age as I am. I've been in HR for 10 years, I have an MBA, and a BBA, you know, that just wasn't, it just wasn't resonating. So that's when I decided to look for a job. And I landed the job at Southwest Airlines. So another, you know, sometimes those things work out. Ironically, or interestingly, about three months after I was at Southwest, the CEO called me back and asked me if I would rejoin as the chro of that company. And he decided that neither one of those guys were ready to be the successor. And even though I wasn't only the head of comp and benefits at Southwest, I decided to stay at Southwest, because I did not want to go back there where that had happened. But anyway, it was a it was a good thing. It worked out well. But it was a moment that mattered. Shannon Pritchett 3:24Well yeah and the rest is history, I think, look how much you transform to very large companies. I think that's just absolutely, you know, incredible story that many of us can resonate with. You brought up mentorship. And you know, I think it's such an important part in not only how females get into leadership position, but how they grow into senior leadership. And of course, mentorship is great for everyone, regardless of your gender. So you know, who did open doors for you? And also two part question is, who do you look up to for mentorship and guidance? Libby Sartain 3:58Well, I think the first situation where I really felt like I had a mentor is I joined a Mary Kay cosmetics, which is a cosmetic company, and in Dallas, and it was publicly traded at the time,
Gerry Crispin 0:00Cheers. Shannon Pritchett 0:04That's a good wine. Gerry Crispin 2:50Oh, yeah, I might be able to open this file. Barb Ruess 2:55Twist your arm Gerry. twist your arm. Chris Hoyt 2:58Gerry. I think because it is your 25th year of CareerXroads. You can you should absolutely open that bottle and celebrate. Gerry Crispin 3:09I want to I want to make it 26 Chris Hoyt 3:13Yeah, cuz I'm with you in an evening insight as a senior drink a bottle? Yeah, Barb Ruess 3:17I just gonna say anybody who has been to an actual after hours. Evening with Gerry would know that drinking a bottle is not unheard of. Gerry Crispin 3:26No. But you know it. It takes time, whatever. And then of course, Shannon knows that we need to finish it off with a little white Russian or something like that by the end of the night. Shannon Pritchett 3:40That's true. perfect thing to finish a night of drinking is a dairy nightcap. I always feel so great in the morning. But it's just Chris Hoyt 3:52I just can't. Barb Ruess 3:53I can't either. I do fall out of the white Russians at the end. Shannon Pritchett 3:57I don't even know how that started. But we've been doing it pretty much every time. Barb Ruess 4:03I think it's Gerry fault. Chris Hoyt 4:04Gerry has a sweet tooth. Gerry Crispin 4:05Probably my fault because I was looking for something that is a little more creamy. That would not upset my stomach. If I've been drinking too much, too much wine with too much acid. Shannon Pritchett 4:17They're Good. Yeah, I love them. Gerry Crispin 4:19It's always nice. It's a nice way to sip and and and tonight. You know, chat a little bit. I do miss Shannon Pritchett 4:26We never just have one. Gerry Crispin 4:28No, true. But I but I kind of missed that we should. We should have figured out some way to accomplish all of that at various points in time. Chris Hoyt 4:39I have some half and half in the refrigerator. You want to wrap up with a uncork session with some half and half. Barb Ruess 4:45Okay, there you go. That's what we're missing in the year the pandemic before we had with 24 and a half years of all these wonderful get togethers and nightcaps and then it came to a screeching halt in year 25. Gerry Crispin 5:00Yeah, it's tough. But you know, we I do think that we've had lots of extraordinary conversations with people this year. So I think the pivot truly did allow for a continuation of what we were about in terms of doing all of that. So that's kind of cool. Barb Ruess 5:18Yeah, I think so too. So Gerry, I got I got to ask 25 years ago, did you have any inkling of what this would look like today? Gerry Crispin 5:30Yeah, a little? Barb Ruess 5:31Yeah. Chris Hoyt 5:34Of course, he did. Of course, Barb Ruess 5:36Back in the day, so we had two meetings a year. Gerry Crispin 5:40Well, we did, but we didn't do that two meetings a year until 2010. Barb Ruess 5:46Correct. The first few years there were no meetings at all. Gerry Crispin 5:48That we've we pivoted to, to do what we're doing now. What we did from 96 on was sell books. And consulting at three grand an hour. Barb Ruess 6:07Right. And taught classes and whatever computer lab you could rent space in. Gerry Crispin 6:12Yeah, we had one. We did. We did the computer labs with Cornell or, yeah, Cornell, their their New York facilities. They they found a computer lab across the street at the technology, New York City technology library had 25 computers online. The only place in new york city that had that. And there was only one other place we found and that was Ryder College in New Jersey also had a lab. That's really where we did our first one. But then we made the deal with Cornell. And we were doing that twice a, twice a month, five people each were paying 500 each person was paying 500 bucks. We're sold out for four or five years. Everybody paid 500 bucks. We got $250 per person.
Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:16Hello everybody This is Chris Hoyt with CareerXroads. I have my business partner Gerry, on the line with me today, Gerry, how are ya? Gerry Crispin 0:24I'm, I'm wonderful partner. Life is good Chris Hoyt 0:28So the topic we're gonna talk about today quick broadcast, because we've got a little special something that a handful of folks in the space have been working on and something that I think it's actually been boiling up for a number of months, if not at least a year with us. Yeah. Is is the announcement of the new CXR Foundation, a nonprofit that has just been formed and established. Gerry Crispin 0:52Yeah, Chris Hoyt 0:53Yeah. And I guess I've got I've got you on the line today, because I just thought it would be interesting for us to talk a little bit about why, why this and why this now and share that with everybody where headspace is at. So I guess my first question to Gerry is like, what, why on earth? Did we form a nonprofit? Gerry Crispin 1:13I think a nonprofit has a different kind of mission. And, and the mission is not just to make money, it has to be a business in the sense that it has to pay for itself. But its goal is not to make the owners rich. And there's a transparency around nonprofits from a public point of view, that kind of helps that along. But I do think the attitude has to be there as well. And I do think that we've been talking about and doing things for, for the space for the industry, for many years. I mean, just because and and we've been very fortunate and very privileged to be able to have the kind of where with all to spend time to try to help others, you know, within our space and to bring people together. And I think we recognize that our success has been about community, that's a part of our industry, which is the the practitioners and very large companies. But what's left out, in part because of our business model is the ability to bring literally everybody in our space vendors, consultants, you know, service suppliers, practitioners together to solve common problems for industry, that, that we believe, you know, are part of the challenge that make this not just a profession, but but a place that we're proud of. And I think there's enough people in our space who want to work together to work on problems bigger than themselves bigger than their employer. And I think this gives us the platform to be able to, to accomplish that at least that's, that's my aspiration. Chris Hoyt 3:07Yeah, I agree with you. And I think we've we've already sort of been doing some stuff. You know, we were just talking about this the other day, like this sort of goes hand in hand, along the lines with the work we were doing in local communities, right with the CXR Cares efforts. Gerry Crispin 3:20Without a doubt, I think, a, a foundation, if you will, a nonprofit that's focused in on our should be at varying levels. So our ability to go into a different community that and help our members realize that this is kind of a you know, every community is unique, it has a special set of issues, we tend to look only at those people that we're trying to hire. But the fact is, there are people who might eventually become hireable, that we should maybe be adding some value to people who have disabilities, people who may have had some hard times, and then fundamentally can come back into the workforce. And I think that's part of how we have to give back in total. And so that's at one level another level, we want to be able to encourage recruiters to think beyond putting a body in a seat. And that fundamentally, they have a responsibility in the, in the community to to kind of engage and and kind of provide help to those people looki...
Announcer 0:00Welcome to the CXR channel, our premier podcasts for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent we're glad you're here. Chris Hoyt 0:23Hello, everybody, this is Chris Hoyt with CareerXroads, I am excited. We have kind of a special announcement today. And I'm kind of pretty excited about it. But I have with me, Barb Ruess, who is the VP of Marketing and all muscle at CareerXroads. So we're pretty excited to have you on Hi, Barb. Barb Ruess 0:41Hi, Chris. Chris Hoyt 0:43So, so Barb, I I'm dying to share the news, because with this is a project that has been in the works for quite some time. I think even you might agree even before we knew that this was what this was going to become. Barb Ruess 0:59Yes. Chris Hoyt 1:00But I I would like to bestow to you the honor of making the announcement. So why don't you tell everybody why you and I are on the podcast today. Barb Ruess 1:10Oh, I'm so excited to officially announced the launch of the CXR Foundation. Chris Hoyt 1:16Oh, my God, Barb Ruess 1:17I know we should have like sound effects. Chris Hoyt 1:21What's the six our foundation? Barb Ruess 1:23I'm so glad you asked. I you know, I want to tell you, I think like many ideas across the board, not just with people involved in talent and recruiting. It probably came about over over a dinner at some point. And you're right, I think it started. It started with at a project level. And then we realized, Hey, wait a second, if we tie these community service projects that we were doing under CXR Cares if we tie things like the Recruiters Recruiting Recruiters efforts. If we tie these things together, we have the potential to really make an impact in the world of talent. And that's that's what the CXR Foundation is all about. Chris Hoyt 2:02Yeah, I think it's my so let's back up a little bit because I had totally forgotten. I feel terrible. I had totally forgotten the true origin, right. We have an origin story. Like every superhero, we have an origin story. We were typically back in the days of traveling, we were typically going to our live meetings a day or two early to do a little team building. And that typically consisted of Gerry and I going to play around a golf. Barb Ruess 2:27Yeah. Chris Hoyt 2:28And then we would all gather together for dinner and talk about the next couple of days had the work that we needed to do any ideas, any last minute curveballs etc. But But somehow that that transmogrified into us believing that we could do not just work for the talent acquisition community, which is our mission. It's in our blood for CareerXroads, but something for the local communities in which we were we were being hosted, right? Barb Ruess 2:55Yeah, yeah, I tell people that when we talk about community, we don't just talk as we like to walk that talk in as many ways as possible. I think it was an It was a natural fit. It was a it was an idea sparked, with a couple different conversations. And then, as often happens, once I get a hold of idea, I'm happy to figure out how to execute that idea. And then the next thing you know, instead of playing golf, we were stacking food pantry shelves and flipping beds and homeless shelters. And and we really got to see some sides of communities that we certainly would not have seen otherwise. Chris Hoyt 3:30Oh, yeah. Yeah. I mean, the fun work we got to do under the umbrella of CXR Cares was and I think just the start, but that was like, really appreciate it. We had a number of members join. We In fact, we were so excited to do more of it this year, I'm literally sitting on 150 T-shirts, because of a T-shirt to everybody that would show up at the events. And of course, nobody's going anywhere. So the T-shirts, Barb Ruess 3:55We should send those out and just have people start wearing them under meeting. But yeah,
Chris Hoyt connects with eXpert Tease guest, Danielle Monaghan to talk about how Uber has retained Talent Acquisition talent during a time of reduced hiring and pandemic response. Announcer 0:00Welcome to the CXR channel our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:17All right, everybody. Welcome to CXR's eXpert Tease. I'm Chris Hoyt, president of CareerXroads. And I am bringing to you a new segment of our podcast that that literally sits us down for just a few moments with industry leaders to talk about lessons they've learned their biggest victories, career challenges, that type of thing. The thing worth noting, of course, is that these are just about 15 minutes in duration, it is an expert tees. Now, as I mentioned, each of the discussions have a focused topic. These include things like D and AI challenges, retention, sourcing, leadership, even ethics in recruitment. So if you're with us live, we're encouraging everyone to add questions to the chat area of the broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we've the time. And then we'll move the rest of the conversation online to talent talks, which is an open and public exchange on the CXR website, when you can find that@www.cxr.works/talenttalks. So I'm pleased to address today's topic with industry friend, and the topic is talent retention. Now that is something that during a time of challenging economics, and workforce planning, and management is certainly top of mind for a lot of leaders. And so with me, is Danielle Monaghan, the VP of global talent, and mobility at Uber. Welcome, Danielle. Danielle Monaghan, Uber 1:33Thank you. Chris Hoyt 1:35Thanks for agreeing to be a guest on this week's eXpert Tease! Danielle Monaghan, Uber 1:39Thank you for the invitation. I'm happy to be here. Chris Hoyt 1:42So Danielle, what I'd like to ask you as a talent leader is is directly related to I think what so many other leaders are struggling with right now. And that's how to develop, retain, and even repurpose recruiting teams when recruitment hiring, slows down dramatically or even grinds to a halt. So do you have? Do you have some words of wisdom or some some experience that you'd like to share with the group with with regards to the topic? Danielle Monaghan, Uber 2:09Yes, I definitely would love to share our experience, because as you can imagine, we we were in the thick of things, and we're still not, not all the way out. particularly given the the business that we're in, as you can imagine, the the rides business took a real hit for us globally with with no end in sight. Yet, the eats business absolutely soared. And then our freight business did did very well. And when COVID hit, we had a number of other businesses that we were building or experimenting with. And the company had to make some really, really tough trade offs, and decisions on what to stop, start and continue. And nobody knew when, when this would end the night. I don't think we do so. So so the tough decisions were made. And and it did mean that we were going to be a smaller company, and that we had to conduct layoffs. And so we had to also conduct layoffs in the TA team. But what we knew, and of course, what I know from 20 plus years of experience is the hiring will come back. It's very, very hard to rebuild hiring machines, if you have incredible talent, do whatever you can to keep that in incredible talent. But how do we keep them productive and engaged and happy in a time that we just don't know? What the next month or bring? So so what we did was we built a business case and with a few different hiring scenarios and hiring timelines, and then try to put some direct and indirect costs to this to show a case for rebuilding TA and what it would cost us and the...
Chris Hoyt connects with Stephen Rothberg of CollegeRecruiter.com to talk about how the pandemic has impacted college events and how virtual events are better targeted at middle-of-the-funnel candidates. Announcer 0:00Welcome to the CXR channel, our premier podcasts for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:15All right, everybody, welcome to CXR eXpert Tease. I'm Chris Hoyt president of CareerXroads, and I'm bringing to you a new segment of our podcast that sits us down for just a few moments with industry leaders to talk about lessons they've learned their biggest victories most difficult failures, or just to walk us through step by step how to do something challenging or interesting within our space. Now, the thing worth noting is that these are just about 15 minutes in durations they are an expert tease. So as I mentioned, each of the discussions have focused topics or subjects that were voted on by the talent industry in a CXR conducted a survey that came out earlier this year. So these were areas that multinational recruitment leaders said we're big concerns for them, and that they wanted to talk about so this included things like DE&I topics, recruiting automation, the old buy versus build challenge, ethics, back to workplace challenges, sourcing, so on, and so on, and so on. So, if you're with us live, we're going to encourage everyone to add questions to the chat area of our broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we've got the time. And then we'll move the rest of the conversations online to the talent talks open and public exchange and you can find that at www.cxr.works/talent talks. So we'll get on with it. I'm pleased to address today's topic of college recruiting focus, right. And I'm pretty excited because we've got none other than longtime industry friend, Steven Rothberg. Steven is the founder of College Recruiter which believes every student and recent graduate deserves an amazing career. College Recruiter is a job search site for those who don't know, and it's used by about two and a half million students. I think I got that right, Steven, and recent grads a year to find part time seasonal internship and entry level jobs. Hi, Steven. Steven Rothberg, College Recruiter 2:03Hey, Chris, great to be with you. Chris Hoyt 2:05Thanks. So thanks for taking the time to be our guest on this expertise. Now, the topic of course, and you and I sort of touched base on this before, but it's about increasing campus. And student engagement during a time when in person recruiting for early career and interns is is nearly impossible. And what's fascinating to me is that we've had a number of our members come in, in some meetings this year, and who have said that, surprisingly, the virtual approach and what they've had to do from an internship standpoint due to the pandemic has been wildly successful for them. And that's kind of what got us talking to you about what's coming up what's ahead and what we should know. So my question to you is, what do you want to share with our listeners about introducing and managing an employer's brand? And how that's been turned upside down with events and virtual career fairs now? Steven Rothberg, College Recruiter 2:55Yeah, yeah. Thanks. So, you know, traditionally, college and university recruiting has been done almost exclusively by large organizations, fortune 1000. Companies, government agencies, and other employers that are hiring at scale. Some of them are b2c, you know, with Apple, Google, Facebook, whatever go on campus, the students all know those brands. And the organizations don't need to tell the students what Google does, for example, a lot of them are our B2B, business to business, or B2G business to government. And those brands definitely do,
Announcer 0:00Welcome to the CXR channel our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:45Alright, welcome to CXR's eXpert Tease. I'm Chris Hoyt president of CareerXroads and I'm bringing to you a new fast paced delivery of hot topics with industry leaders, and experts. Each week, we're actually hosting a guest who will share with us lessons they've learned their biggest victories or failures, or walk us through step by step how to actually accomplish something challenging within our space. Now, the kicker is that these are just a 15 minute talk a teaser with an expert in the field of the topic of choice. Now, each of the discussions has a focus on topics or subjects that were voted on by industry leaders via a CXR survey that was conducted earlier in the year now, these were areas that multinational recruitment leader said were big concerns for them, moving forward into 2021, those covered DE&I, ethics, automation, college recruiting budget challenges, etc, etc. So we'd encourage everyone to add questions to the chat area of our live broadcast throughout the talk. And at the end of the segment, we'll take a question or two if we've got the time. And then we'll move the rest of the conversation online to talent talks open and public exchanging you'll find that @www.cxr.works/talenttalks. So I am pleased to address excuse me today's topic of recruiting and automation with none other than Aaron Matos. Now, Aaron is the CEO of Paradox.ai. And essentially, they deliver an AI assistant that helps recruiting teams by automating things like lead gen screening, scheduling, and I think even applicant q&a. Paradox has been around since 2016. But Aaron, I think you and I go all the way back to your days of when you were founding or when you found it. And you were running jogging comm in like 2000. Yeah, Aaron Matos, Paradox 2:46Yep. It's been a while. Chris Hoyt, CXR 2:47Yeah, well, thank you for taking the time to be our guest on this expertise. The topic, of course, is recruiting automation, and more specifically, what you have learned about automation and yourself really, since taking to task automation with industry. So the question, I guess that just comes down to what big takeaways you've actually learned, what would you tell your younger self about recruiting automation and AI? If you could go back to 2015? Before Paradox. Aaron Matos, Paradox 3:16That's awesome. Thanks, Chris. Thanks, Gerry, Shannon, Barb, everyone for for having us here. Um, I've been in the space a long time. And I think I think that question, I have to go back to my, what my younger self was and who, who I was and what drove me. And the interesting thing is, I'm a practitioner at heart and got into I got into HR because I was working full time through college and got my degree in HR, because I always felt if you got the people thing, right, you could build great teams. And so I just got obsessed with this team thing and recruiting, recruiting and training and coming my passion. Because if you got that stuff, right, you could build great organizations. And I think early in my career, when I when we launched jobbing in 2000, I thought it was late to the internet, obviously not late to the internet. It felt like it at the time, we grew that business tremendously. But I've always been kind of committed to this idea of first, it's all about great people, like the people come first. And it was also always passionate about what I like to call the art of recruiting. And so I didn't want technology to really get in the I'll call it get in the way of the art which to me The art is, you know, Gerry determining that Shannon's the right person for the team. And and all that goes into that because I've always just thought that there's so much nuance that goes into that when y...
HR Happy Hour 157 - 'Recruiting in 2013' Thursday February 28, 2013 - 8:00PM EST Call in 646-378-1086 Sponsored by Aquire Follow the backchannel conversation on Twitter - hashtag #HRHappyHour The HR Happy Hour Show is back and this week we are really excited to welcome back to the show the great Gerry Crispin - a thought leader, influencer, and the man who has the pulse of the world of corporate recruiting. Gerry's influence in the world of recruting is immense - his firm CareerXRoads issues the definitive 'Source of Hire' report each year that is widely regarded as the industry benchmark. Addtionally, Gerry is one of the driving forces behind the new Candidate Experience movement - spearheading research and awards that are pushing the recruiting community to improve and enhance how candidates are treated in the recruiting process. This week we will talk with Gerry about some of the big-picture trends in corporate recruitng, hit upon what technologies are having the most impact, and what we can expect to see in the world of recruiting in the future.. So this week we think you wil enjoy the conversations on all things recruiting with the great Gerry Crispin, of course also joined by the HR Happy Hour hosts - Steve Boese and Trish McFarlane. It should be a fun show and I hope you can join us!
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