Podcasts about talent acquisition strategy

In today's tight labor market, delivering the right talent at speed isn't just an advantage, it's a necessity. On this episode, host Ryan Dull is joined by Tara Darnell, Vice President of Talent Acquisition Strategy and Workforce Planning at Sutter Health. Tara discusses how she led the transformation of a decentralized TA model into a highly efficient, centralized function serving one of the largest healthcare systems in the US. She also offers advice on prioritization and the power of small, consistent improvements in driving long-term impact. Key Takeaways:(02:47) Tara's journey into the recruiting space and her development at Sutter Health.(04:32) Sutter Health's scale and the scope of its TA operations.(06:25) Transitioning from a decentralized to a centralized TA model.(07:08) The rollout of a CRM and enterprise platform to unify recruitment tools.(08:52) The impact of lean project management and data discipline on outcomes.(13:09) Dashboards for workforce planning and TA performance metrics.(15:08) Internal TA dashboard tracks aging, time to fill, and stuck roles.(16:40) “Getting better never stops” drives daily 1% improvements.Resources Mentioned:Tara Darnellhttps://www.linkedin.com/in/taradarnellvpofta/Sutter Healthhttps://www.linkedin.com/company/sutter-health/LinkedIn Enterprise Platformhttps://business.linkedin.com/marketing-solutions/cx/24/01/ads-for-linkedin?mcid=7059959449221828769&src=go-pa&trk=sem-ga_campid.20073717598_asid.147321868543_crid.670678880585_kw.linkedin%20for%20business_d.c_tid.kwd-313105743753_n.g_mt.p_geo.9197977&cid=&gad_source=1&gclid=CjwKCAjw5PK_BhBBEiwAL7GTPRQFZ03lMs2pex5JwHvoFHcMuyvQpe-wvGBdI0hz55-r_NYeaH7JnRoCPBQQAvD_BwE&gclsrc=aw.ds“Atomic Habits”https://jamesclear.com/atomic-habitsThis episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

Talent acquisition expert Heather Flynn joins Roy to discuss the ins and outs of successful recruitment strategy. Heather recently served as the SVP of Talent Acquisition for Aritzia, prior to which she led hiring efforts for other major brands like Nike and ASML. Roy and Heather dig into the essential role of talent strategy, the importance of strong employment branding and candidate engagement, the emerging application of AI in recruiting, and much more.Highlights from our conversation include:How holistic talent strategy informs a successful business strategy (5:52)Current trends, challenges, and opportunities facing top talent acquisition leaders (7:54)Key elements of a successful talent acquisition strategy (9:58)How Heather assesses an organization's hiring bar (13:45)Ways that hiring leaders can step up their game (16:11)Heather's approach to helping hiring teams make the best candidate decisions (17:45)What growing consumer brands look for in a leader and how it's evolved recently (20:07)How she approached talent strategy at Aritzia (22:14)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

In this episode of We're Only Human, host Ben Eubanks talks with Kelly Burlage, Vice President of Global Talent Acquisition at Lineage. They discuss strategies for improving the recruitment process, creating better impacts for candidates, and the challenges faced by TA leaders today. Kelly shares insights on the role of artificial intelligence in recruitment, the importance of focusing on people, and the value of internal mobility. They also explore practical advice for leaders receiving pressure to adopt AI and the significance of building strong business partnerships within HR. Additionally, Kelly highlights the achievements of her team in transforming their reputation from order takers to valued business partners.00:00 Introduction and Guest Welcome01:09 Kelly Burlage's Background and Role at Lineage02:32 The Importance of Talent Acquisition04:15 Challenges Facing TA Leaders: AI and Innovation05:53 AI's Role in Enhancing Human Skills16:30 Internal Mobility and Talent Development23:43 Proud Achievements and Team Success26:22 Conclusion and Final ThoughtsSee the show archives and sign up for episode updates

In this episode, Amanda Poole, Vice President of Talent at DVx Ventures, discusses the intricacies of handling early-stage talent acquisition. Amanda explains the importance of being a strategic doer, asking the right questions before accepting a job, and understanding talent budgets. She also shares insights on the nuances of hiring at startups, balancing multiple roles, and managing tech debt in the talent function. The conversation delves into making impactful decisions with limited resources, leveraging technical terms for better communication, and the challenges of creating manageable processes in high-paced environments. Highlights: 01:36 Challenges of Early Stage Talent Acquisition 04:06 Balancing Execution and Strategy 06:05 Adopting Technical and Project Management Terms 07:34 Managing Technical Debt in Talent Acquisition 10:41 Creating and Managing Talent Budgets 12:19 Questions to Ask Before Joining a Startup 16:43 Planning for Future Growth in Startups 21:42 Advice for Founders on Hiring Talent Guest LinkedIn: https://www.linkedin.com/in/amandanaulty/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

Live from #BOUNCE3 - The Panel Van!Join:Matt Leak - AIA Australia Deb Jackson - TransurbanVicki Carolan - CXC Miriam Harniess - CXCWhat is the best Talent Acquisition strategy for my Contingent Workforce?Enjoy!Join RUBBERBAND today!

Acquiring talent in the fast growing consumer market of ASEAN – that's what we are going to talk about in this segment today.  With over 5,100 branches across 60 countries around the world, our guest is leading workforce solutions company Adecco.  The Switzerland-based firm provides a comprehensive range of workforce solutions and consulting services which includes junior to mid-level talent acquisition, temporary staffing, outsourcing, as well as jobs training and reskilling. The Fortune 500 company connects over 700,000 people with job opportunities that make the most out of their skills every given day.  Closer to home, Adecco has a strong presence in major markets within the ASEAN region, such as Singapore, Malaysia, Thailand and Vietnam. Take Singapore for instance, the Fortune 500 company established its presence in 1985 and currently helps over 1,400 people in new careers each year.  With ASEAN as a trade bloc being one of the top 5 economies in the world, what will this mean in terms of staffing needs and what growth opportunities does this present for Adecco?  How is the firm upskilling workers to navigate structural changes in major ASEAN economies? And how do such structural changes increase the value of a recruitment firm like Adecco?  On Under the Radar, Drive Time's finance presenter posed these questions to Betul Genc, SVP and Head of ASEAN, Adecco.See omnystudio.com/listener for privacy information.

In this exciting episode of our eCom Ops podcast, we delve into the realms of strategic recruitment for e-commerce businesses with our distinguished guest, Julien Nowak, founder of JPNB Consulting. With a wealth of experience in the field and a unique journey into the world of e-commerce recruitment, Julien shares his expertise and industry insights that can help e-commerce businesses overcome their staffing challenges.

In this episode, we examine the common assumptions that many businesses make when they are looking to attract talent. Many of these assumptions come from favoriting a more traditional approach to talent attraction and retention, increasing the risk of being left behind.Our prescription for this episode: Consider the more unconventional candidates, and beware of the value of transferable skills.Stats referenced:Globally, just 35 percent of those who quit in the past two years took a new job in the same industry. In finance and insurance, for instance, 65 percent of workers changed industries or did not return to the workforce.Reasons why people are leaving: 41% Lack of career development and advancement; 36% Inadequate total compensation; 34% uncaring and unispiring leaders; 31% lack of meaningful work; 29% unsastainable work expectations.- McKinsey (2022)The Great Attrition is making hiring harder. Are you searching the right talent pools? About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

Recruiting and talent acquisition is an opportunity to scale, and we need to take the tusk out of it and reframe it. We're in a time of evolution and change, and the days of relying on posting are behind us. The days of creating a distinction through consistency are now. Effective talent acquisition and recruitment are all about examining our understanding as CEOs and founders and asking more questions to calibrate the tools and relationships that we need to meet the needs of our business. Working under assumptions creates a chasm for our teams and everybody involved. Learn to recreate and reignite your business with the possibility of partnering with your external or internal resource teams.  Join the conversation with Tremaine Friend as he shares the different types of talent acquisition strategies, the Proven Path to Talent Acquisition, employee branding, pay transparency, and the best ways to find and hire the right people for your business. Tremaine is a 10 years HR, talent acquisition human and sourcing professional serving diverse and evolving business communities in strategic and tactical leadership encompassing result-focused business, partners, as well as solution implementation delivering measurable results across HR, recruitment, talent acquisition, management, workforce planning, business operation and IT. Tune in! During this episode, you will learn about;[00:01] Episode intro and a bit about Tremaine Friend[02:04] When to use agency support over building an internal team  [03:58] Having an internal resource team while still partnering with agencies [07:30] The different versions of what an eternal resource can look like[10:23] The difference between recruiting and talent acquisition[13:31] Talent versus recruiting function and scaling with people as you grow [18:12] How a partnership with an agency can help build a great structure [19:32] Tremaine perspective on how assessment work during the recruiting process[23:27] Employer branding and why it should be part of your tool kit[27:07] Agencies/external partners' brand responsibilities [29:01] Tremaine advice to CEOs and founders getting started in recruitment[32:51] How AI is evolving the recruiting and talent recruitment space [40:40] The pay transparency act impacts and behavior trends [44:31] Key takeaways from Tremeine on recruiting and talent acquisition [45:41] Ending the showNotable Quotes Every organization wants to work with a great partner. We have to be agile within the talent lifecycle; it's no one size fits all.Recruiting is an asset within the talent acquisition function. If you're unavailable for interviews or keep shifting the calendar, that dilutes candidates' experience.Eventually, the employer's branding will become the employer's reputation.Employer branding is about cultivating and engaging through continued iterative experience; it ultimately builds brand interest and loyalty.Resources Mentioned Index Consulting tool: https://www.idexconsulting.com/Connect With Tremaine:LinkedIn: https://www.linkedin.com/in/tremainefriend/We provide transformative and innovative People HR solutions for:✅ Start-ups✅ Small Businesses✅ Non-Profit BusinessesDiscover more! ➡️ guidetohr.com-----Thanks so much for joining me Tremaine!

On this informative episode, Britton Bloch, Vice President, Talent Acquisition Strategy & Recruiting at Navy Federal Credit Union, joins SMA Tilley for a discussion on opportunities for Veterans and families at NFCU. Britt uniquely covers numerous programs available and provides resources for the entire Family before, during and after transition from the military. --- Send in a voice message: https://anchor.fm/yournextmission/message

Today's conversation between host Ryan Dull and Britton Bloch, Vice President of Talent Acquisition Strategy and Head of Recruiting at Navy Federal Credit Union, centers around the balance between technology and people-driven systems. Technology, and especially newly developed AI systems, have the potential to streamline recruiting processes and make talent acquisition far more efficient and effective. However, as Britton explains, these tools are only useful if they're implemented into systems that are already functional. Her work at Navy Federal Credit Union has been a journey of using technology as a supplement, not a crutch. For Britton, technology doesn't tend to create new structures but instead often exacerbates the functions of the structures that are already in place. A well-oiled machine will become even more effective with the right technology, but chaotic and unrefined processes will only create more chaos when paired with technology. Because of this, Britton is wary of trying to adopt new tech too quickly. She prefers to spend the bulk of her time refining and improving her organization's processes and then using technology to supplement a system that's already working well. As Britton tells it, technology is an enabler of systems, not a creator. Britton Bloch Navy Federal Credit Union Navy Federal Credit Union - LinkedIn Ryan Dull Sagemark HR - LinkedIn This episode is brought to you by SageMark HR. Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices, but also deliver tangible business results. We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you're interested in learning more, you can reach me at: www.sagemarkhr.com ryan.dull@sagemarkhr.com

In this episode of the HR Leaders podcast, I'm joined by Mark Wilson, Head of Talent Acquisition and Development at the McLaren Group, to discuss how to build a future-proof talent acquisition strategy, the changing role of recruitment and talent acquisition in HR, and how Maclaren's HR group are tackling their employees' demand for flexibility.

Each Friday in June 2022, I'm publishing an interview with a pharmacist dad in honor of Father's Day, which was Sunday, June 19. This episode is an interview with Iqbal Atcha, RPh.  During the first half of our conversation, we discussed how Iqbal uses his voice as a pharmacist.  In the second half, we focused on Iqbal's role as a Dad.   Bio: Iqbal Atcha is the Senior Consultant for Healthcare Talent Acquisition at Lean Human Capital, now a part of symplr. He provides advisory services for clients across the healthcare recruitment industry specializing in organizational analysis, resource allocation, process efficiency, technology and automation, and recruitment marketing. Iqbal joined Lean Human Capital in January 2022. Prior to this, he served as the Director of Talent Acquisition Strategy for Anthem where he helped develop, align, and oversee TA strategies for 7 subsidiaries including Caremore Health, Beacon Health, and IngenioRx. Before Anthem, Iqbal was the Senior Manager of Talent Acquisition for Walmart's Health & Wellness division where he led a team of 9 recruiters and led enterprise-wide initiatives centered around diversity and inclusion, continuous improvement, and workforce planning. Iqbal received his Bachelor of Pharmacy degree from Midwestern University College of Pharmacy and a Master's in Business Administration degree from Kennedy Western University. He is a certified recruiter through Recruiter Academy (RACR), a Senior Professional in Human Resources (SPHR), and a 3-time Distinguished Toastmasters (DTM). Thank you for listening to episode 158 of The Pharmacist's Voice ® Podcast! To read the full show notes, visit https://www.thepharmacistsvoice.com.  Click on the podcast tab, and search for episode 158.   Links from this episode Podcast Website: https://atchainternational.com/healthcare-and-higher-podcast/  Healthcare and Higher Podcast with host Iqbal Atcha (Apple Podcasts Link) Healthcare and Higher Podcast with host Iqbal Atcha (Google Podcasts Link) Atcha International https://atchainternational.com  LinkedIn (Company Page): https://www.linkedin.com/company/the-healthcare-and-higher-podcast LinkedIn (Personal Profile): https://www.linkedin.com/in/iqbalatcha/ Instagram (Personal): https://www.instagram.com/iqbalatcha1/ Twitter: (Personal): https://twitter.com/IqbalAtcha1 Facebook (Fan Page): https://www.facebook.com/healthcareandhigher Pinterest (Board): https://www.pinterest.com/iatcha/the-healthcare-and-higher-podcast/ The Business of Pharmacy Podcast ™️ website (Mike Koelzer's podcast) Midwestern University https://www.midwestern.edu  Rosalind Franklin University of Medicine and Science https://www.rosalindfranklin.edu  Chicago State University https://www.csu.edu  UIC (University of Illinois Chicago) https://www.uic.edu  Toastmasters International https://www.toastmasters.org 

Britton Bloch is the Vice President of Talent Acquisition Strategy and Head of Recruitment for Navy Federal Credit Union. --- Support this podcast: https://anchor.fm/orlando-haynes/support

Is your talent acquisition strategy working? If you don't have an effective talent acquisition strategy - or worse, no strategy at all - this episode is for you. We share 7 top tips to upgrade your talent acquisition strategy.Need help filling open roles? We can help. We work with a number of organizations to fill their talent pipeline with the best of the best. Reach out for a free consultation.Additional LinksWork with MC to attract top talent to your org: LEARN MORE Submit a question for the team to answer: EMAIL USSponsor an episode or advertise: Management Consulted Media Kit

Topic: The VP for Talent Acquisition Strategy & Head of Recruiting at Navy Federal Credit Union, Britton Bloch, shares her advice to help you stand-out as the highest quality talent AND help companies attract the highest quality talent. Today's guest: Britt Bloch serves as the Vice President, Talent Acquisition Strategy and Recruiting, and joined Navy Federal in April 2021. Britt joined us from USAA where she was Head of Talent Acquisition Delivery – empowering senior leadership teams to restlessly reinvent the Talent Acquisition function to deliver maximum value to key stakeholders and enable Enterprise strategies. She has a broad background of recruitment expertise and was previously IBM's North America and Canadian Client Innovation Centers' Recruiting Leader. Prior to her 10 years at IBM, she held several leadership roles with Marriott and Fifth Third Bank and was responsible for creating, championing, and executing delivery recruitment strategies to achieve mission critical business objectives. In Chicago, Britt led a national recruiting firm, for over 13 years, and was highlighted as Crain top professional women in 2000. In her free time, she enjoys industry writing and has been published in Forbes, Newsweek, and HR Executive Magazine. Her son, Nick, is 21 and attends University of Central Florida's Computer Science program. Music: https://www.bensound.com/

Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent. My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet. In the interview, we discuss: The Indian tech talent market Why EVP is critical for differentiation Gen Z's expectations from work Constant engagement throughout the client lifecycle The importance of campus recruiting The rapidly changing landscape of skills and why this makes internal mobility critical The impact of remote The role of technology Data and analytics What TA innovations can we expect to see in the future Listen to this podcast in Apple Podcasts.

Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent. My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet. In the interview, we discuss: The Indian tech talent market Why EVP is critical for differentiation Gen Z's expectations from work Constant engagement throughout the client lifecycle The importance of campus recruiting The rapidly changing landscape of skills and why this makes internal mobility critical The impact of remote The role of technology Data and analytics What TA innovations can we expect to see in the future Listen to this podcast in Apple Podcasts.

Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent. My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet. In the interview, we discuss: The Indian tech talent market Why EVP is critical for differentiation Gen Z's expectations from work Constant engagement throughout the client lifecycle The importance of campus recruiting The rapidly changing landscape of skills and why this makes internal mobility critical The impact of remote The role of technology Data and analytics What TA innovations can we expect to see in the future Listen to this podcast in Apple Podcasts.

Enjoy

Have you been told you need more “Executive Presence” and are left wondering, “What does ‘Executive Presence” even mean?!” Or do you ever wonder what do recruiters and hiring managers look for in the talent they seek out? This week Erin talks with Britt Bloch, Vice President of Talent Acquisition Strategy and Recruiting at Navy Federal in April 2021. This interview will give you all the 3D information and inspiration you need to answer those questions, and more. Britt not only has a unique, inside-view into the world that is a black box for so many, her own story of success and bucking the norm will inspire you to do things your own way. Britt's unique take on authentic leadership as well as finding talent with grit, resilience, and gravitas is without a doubt, Britt's secret sauce. In this episode, you'll hear how Britt believes you should top shrinking to make someone else comfortable and instead be yourself, find a company culture that's ready to embrace you, and never worry about Executive Presence again.  Follow Britt on Linkedin  Check out Britt's Website  Busting the Myth of Executive Presence  If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group   Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments “We want to have leaders that are inspiring and empowering and inclusive and emotionally connect with their teams. That's being a leader. That's presence.” “I love seeing somebody that's just been through hell and back and they've thrived because that translates into their work and how they engage with others.”  “If you come into a culture that readily embraces you, you're going to have joy and the work won't be depleting.” “When you showcase your expertise, you have the buffer to be different.” “You have to find your tribe…the people out in the field that are your champions. And there's plenty of people like that.” “You have to be you. You have to do you.” “You need to constantly seek out learning opportunities, proactively network, and absolutely don't shrink to make other people feel comfortable.”

Have you been told you need more “Executive Presence” and are left wondering, “What does ‘Executive Presence” even mean?!” Or do you ever wonder what do recruiters and hiring managers look for in the talent they seek out? This week Erin talks with Britt Bloch, Vice President of Talent Acquisition Strategy and Recruiting at Navy Federal in April 2021. This interview will give you all the 3D information and inspiration you need to answer those questions, and more. Britt not only has a unique, inside-view into the world that is a black box for so many, her own story of success and bucking the norm will inspire you to do things your own way. Britt's unique take on authentic leadership as well as finding talent with grit, resilience, and gravitas is without a doubt, Britt's secret sauce. In this episode, you'll hear how Britt believes you should top shrinking to make someone else comfortable and instead be yourself, find a company culture that's ready to embrace you, and never worry about Executive Presence again.  Follow Britt on Linkedin  Check out Britt's Website  Busting the Myth of Executive Presence  If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group   Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments “We want to have leaders that are inspiring and empowering and inclusive and emotionally connect with their teams. That's being a leader. That's presence.” “I love seeing somebody that's just been through hell and back and they've thrived because that translates into their work and how they engage with others.”  “If you come into a culture that readily embraces you, you're going to have joy and the work won't be depleting.” “When you showcase your expertise, you have the buffer to be different.” “You have to find your tribe…the people out in the field that are your champions. And there's plenty of people like that.” “You have to be you. You have to do you.” “You need to constantly seek out learning opportunities, proactively network, and absolutely don't shrink to make other people feel comfortable.”

Every week one specific business trend is examined and explained in compact and in detail. 

In episode 5, Simon Geere talks to James Hubbard, EMEA Talent Acquisition Leader at Kimberly-Clark about how to weave diversity & inclusion into your talent acquisition strategy. In the podcast we discuss: ▪️How has D & I influenced the recruitment strategy at Kimberly-Clark ▪️How to encourage leaders to have diversity of thought ▪️How to break D & I into manageable chunks ▪️How to support managers to understand the career journeys and transferable skills of candidates ▪️What the long term benefits of D & I are to an organisation ▪️The effect of COVID-19 on D & I ▪️Recommendations for organisations looking to overhaul their D & I strategy Thanks for listening! Please subscribe to hear about all future episodes. We hope to see you next week. www.alexanderlloyd.co.uk

2003 Penn State graduate Clifton Tay has worked for some of the world's most exciting tech companies - GE, Facebook, Uber, Zillow and now Genentech. In this episode, Clifton shares his work recruiting talent for these companies, his perspectives on the future of work and more! Jump right in: (4:06) - Getting into the talent acquisition field (5:45) - Moving from GE to Facebook (8:24) - The competition for talent (10:39) - Joining Genentech (11:53) - Differentiating yourself in the candidate pool (14:10) - Companies supporting employees (19:56) - Innovating during the pandemic (22:37) - The future of work (26:26) - Advice to students (27:54) - Penn State experience Join Penn State's network connecting students and alumni at Alumni.PSU.Edu/LionLink Lion Legacy is a Baroudeur Production and is not affiliated with Penn State University. Visit us at LionLegacyPodcast.com Special thanks to StudioPodSF.com for their support.

In our recent Transformation Readiness study, we found out that the number one priority of CHROs is to improve their teams’ ability to make data-driven decisions, and the number one skill they think is needed on their teams is data analysis. So for this episode, we’re going to dig into the role that talent operations plays in those aspects of transformation with Nikki Cochran, Recruiting and Operations Lead at Humans Doing, and Andrew Savage, Senior Analyst, Talent Acquisition Strategy at Toyota.

Natalie Matalon, Senior Director of Talent Acquisition Strategy, and Georgy Agadzhanov, Senior Head of People and Development - Russia & Middle East, discuss our approach to hiring at FARFETCH. Make sure to listen to the end to hear Natalie's top tips for candidates!

Welcome back to the Square Pizza Podcast! In this episode Greg is chatting with Dewey Norwood, one of his mentors, and SVP, Higher Education Relationship Manager, Talent Acquisition Strategy, & Targeted Programs, Wells FargoDon't worry they'll get into what that extra-long title means and what his job consists of day-to-day.Beyond dissecting Dewey's role at Wells Fargo, Greg and Dewey discuss:- Sports! NBA, MLB, college baseball, and more- What Dewey looks for as a funder- and his LinkedIn fameAbout G. Dewey Norwood:Dewey has been with Wells Fargo for 22 years and his background includeswork in Retail Brokerage, Capital Management, Corporate Communications,Investment Banking & Capital Markets, Community Relations and the WellsFargo Foundation.Dewey is a Senior Vice-President in Talent Acquisition Strategy andTargeted Programs within Human Resources. In this vital and strategic role,he places special emphasis on providing diverse students and consumersgreater access to higher education resources (scholarships), mentoring,career development, and comprehensive financial wellness training. On anannual basis, Dewey manages 90-100 national events and programsincluding Wells Fargo’s groundbreaking Beyond College Webinar Series.Originally from New York City, Dewey is a graduate of the University of NorthCarolina at Charlotte (#CharlotteStrong) with a degree in Political Science.Outside of the firm, he works with several non-profits in support ofeducation, health and human services, and youth athletics. Dewey and hiswife Amanda reside in Charlotte, North Carolina and have two adult children.Find him here: https://www.linkedin.com/in/dewey-norwood-jr-a50a3ba/Support the show (http://Scherm.co)

Join Michael and Robin when they discuss Re-Tooling Your Talent Acquisition Strategy with Carol McDaniel. In a year like none other, the entire ecosphere of employment turned upside down in an instant.  This means that with zero time to plan "The Season for TA Transformation" is here.  Carol will provide meaning tips on retooling your TA strategy in this new enviroment. We will discuss: Introduce yourselfWhat does this news season of TA look like?Discuss the things we should be focused on now.Renewed focus on DEI recruiting and ensuring fair and equitable access to all opportunities for all candidates – internal and external Driving value to the stakeholders Flexible work arrangements/agreements updated compensation modelsRe-evaluation of the company values, mission, and community engagement/stance on social issuesWho are the key players? What do they do and/or need?Where can people contact you or find you online?  

When it comes to talent acquisition for your sales team, are you very specific in terms of what you are looking for, or do you follow the old formula of placing emphasis on past experience and past results? Many sales leaders develop one dimensional teams because they are not crystal clear on the characteristics they require in order to drive long term, sustainable results.

A talent acquisition strategy differentiates various external workforce demands in a company. At the same time different approaches are assigned to these demands. This episode presents a practical way of how to do this. All slides of the entire series can be downloaded here: https://armintrost.de/en/professor/digital/human-resources-strategies/

A talent acquisition strategy differentiates various external workforce demands in a company. At the same time different approaches are assigned to these demands. This episode presents a practical way of how to do this.

The four key elements that drive talent acquisition strategy and business alignment is first, aligning strategy. Once the strategy is aligned, how do you go about segmenting roles. Then about branding to attract, moving on to managing a pipeline. And finally, assessment and selection. Here with Belong's Chief Evangelist Aadil Bandukwala is the President of the Allegis Group, APAC who talks all about Talent Acquisition Strategy and Business Alignment on our official podcast channel, right here on Belong Accelerate.

Michael Beygelman is the CEO of Joberate, a Boston-area technology company that has developed a unique workforce analytics platform that helps organizations make better talent decisions. Prior to co-founding Joberate, Michael was the Global RPO President of Pontoon Solutions (an Adecco Group company) and was the inaugural executive director the HR Technology & Services Association.

Robin leads talent acquisition, engagement, and retention research for Bersin, Deloitte Consulting LLP. Recognized as a thought leader in her areas of expertise, Robin offers more than 20 years of experience, including prior experience in talent strategies consulting and research for Deloitte’s Human Capital practice. Robin led Deloitte’s global Talent 2020 longitudinal survey series and, in addition to writing for Bersin publications, has appeared in multiple Deloitte Review and Deloitte’s Global Human Capital Trendspublications. She holds a doctoral degree in organizational communication and change, as well as a master’s in communication, from Northwestern University. Robin also has a master’s in theology from Northern Seminary and a Bachelor of Arts from the University of Chicago.

Craig Shoneman is an Offering Management Director in the IBM Talent Management Solutions Business. Craig has a passion for bringing change to HR and talent strategy and has been doing that since 2010 when he joined Kenexa.  He is responsible for defining the strategy and roadmap for IBM’s talent acquisition and Watson Talent capabilities. Craig and his team of offering managers are currently focused on developing a new breed of talent solutions that leverage the power of cognitive computing to complement core solutions in the existing HR technology stack. Craig has worked in the enterprise software space since 1997 in various roles including consulting, sales, product marketing and product management.  Craig has been focused specifically on the talent management space since he joined Salary.com as a product manager in 2008. In 2010 Craig joined Kenexa and led the strategy and product management team for BrassRing, Kenexa’s(and now IBM’s) flagship applicant tracking system.  Since joining IBM in 2012 via the Kenexa acquisition, Craig oversaw the expansion of the talent acquisition portfolio to include sourcing, career development, and AI based capabilities. Mr. Shoneman holds a Bachelor of Science degree in Marketing from Pennsylvania State University. Outside of work, Craig chairs the outreach committee at his local church, helps out coaching his son’s soccer team and generally loves spending time with family.

http://www.reinventyourselftogreatness.comWe are back! we took a couple of weeks summer vacation and now we are back! We missed youYou can't miss this episode, our guest a Veteran in Human Resources (HR) and talent search and acquisition will demystify the meaning of Talent Search and why we shoudl careShe will explain what employers are looking for and what can you do so employers can seek you instead of you hunting themI am very proud to call Ms. Garrett my mentor and most importantly my friendBIO:With over 35 years of progressive Human Resources experience in varying disciplines, Kymberly has a background using a holistic Human Resources Management style. Whether it is creating customized leadership training programs or facilitating change management initiatives such as facilitation of performance management and strategic planning meetings-  Kymberly is certified by the governing boards of the International Coaching Federation (ICF) as a Professional Certified Coach (PCC),NAPW, HRCI, SHRM as well as, ASTD . Ms. Garrett continues to support all levels of professional development and has created herself cutting edge programs in Talent Acquisition, Talent & Performance Management and Executive Coaching. A frequent guest speaker at both National and Regional Human Resources and Business related events and conferences; Kymberly brings an easy style that readily gains audience confidence in any setting within the people management arena. Additionally, Ms. Garrett serves on various Advisory Boards and is listed as a Subject Matter Expert with the EDD, EEOC, California Workers Compensation Board and CAL-OSHA. Ms. Garrett is now supporting organizations through her consulting firm, The GarrettSpioni Group. The GSG focus sits within three main HR areas: Performance Management, Talent Acquisition and Executive Board Development.

Recorded live at HR Tech Fest Melbourne, we have Erin Wilson (formally Yahoo!) giving a sneak peak into his keynote on Applying Engineering Principles to a Talent Acquisition Strategy for Extraordinary Results.

Joining us today, I am delighted to have Daniel Chait, Founder & CEO @ Greenhouse - software that gives people the power to build great companies. Greenhouse automates and simplifies the best practices for recruiting top talent, continuously monitors your recruiting activity, and automatically suggests improvements. They have backing from the likes of Social Capital, Benchmark and Felicis Ventures and in today's show with Daniel we discuss: How Daniel views the hiring funnel and how you can get a consistent stream of high quality incoming candidates? How can individuals breach the knowledge gap of not knowing what to look for in a iOS developer, for example? How important is a strong company culture when interviewing candidates? How can recruiters test candidates to ensure that their culture and skills align with the company? When did Daniel hire his first Head of Sales and what was the catalyst for causing this hire? In a round we call the 60 Second Saastr, we also hear: The Candidate Experience: How Can We Optimise It? Who Does Daniel Most Respect & Admire With Regards To Their Recruitment? What Is Daniel's Fave Hiring Blog Resource or Newsletter? If you would like to find out more about the show and the guests presented you can follow us on Twitter here: Jason Lemkin Harry Stebbings Saastr Daniel Chait

  Todd Raphael @ToddRaphael, Editor-in-Chief of ERE Media, drops by @DriveThruHR  to discuss whether or not HR really needs to "get lucky" to overcome a purported skills/labor shortage.  Does a "talent gap" really exist or is it ageism and poor talent acquistion practices at work?  Tune in to find out and join the chat on twitter using #dthr.  DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @williamtincup, @Thehrbuddy@TheOneCrystal & @MikeVanDervort..  The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr.

03/22/2013 - Elizabeth Lalli-Reese at Lunch with DriveThruHR        @txstrategichr visits with @bryanwempen @williamtincup & @thehrbuddy about what is keeping them up at night. DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources.  Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @bryanwempen @williamtincup & @thehrbuddy - tune in for great HR conversations and follow us on the twitters at @drivethruhr and #dthr http://www.drivethruhr.com/ http://www.facebook.com/drivethruhr http://www.linkedin.com/company/1651206 http://twitter.com/drivethruhr

Simon Meth at Lunch with DriveThruHR        @SDCorpRecruiter    visits with Bryan Wempen and William Tincup about HR and whatever else keeps them up at night. DriveThruHR talks about Human Resources with HR professionals, HR vendors and thought-leaders who support HR. We're on every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

Brad Warga at Lunch with DriveThruHR        @BradWarga    visits with Bryan Wempen and William Tincup about HR and whatever else keeps them up at night. DriveThruHR talks about Human Resources with HR professionals, HR vendors and thought-leaders who support HR. We're on every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

@DergelCFO ....Samuel Dergel at Lunch with DriveThruHR visits with Bryan Wempen and William Tincup about HR and whatever else keeps them up at night. DriveThruHR talks about Human Resources with HR professionals, HR vendors and thought-leaders who support HR. We're on every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

@sal_scruci .....Cathy McGuinness visits with Bryan Wempen and William Tincup about HR and whatever else keeps her up at night with Corproate America. DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

@TimSackett .....Tim Sackett visits with Bryan Wempen and William Tincup about HR and whatever else keeps him up at night with Corporate America. DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".