Podcasts about talent intelligence

Your next big career move won't happen by accident. Want insider strategies that top performers use to dominate their fields? Click here fields.https://www.5minutecareerhack.com/careerpowerplay188% of professionals might be unknowingly hindering their career advancement! In this episode of the 5 Minute Career Hack, Dr. Chela White reveals a key misconception many follow that holds them back from getting ahead faster.Dr. Chela White, Senior Advisor of Talent Intelligence, joins us to share her expertise on what drives career growth. We get into the importance of scaling your expertise, building strategic stakeholder relationships (it's not just your boss!), and proactively developing a strong personal brand. Learn why being the best individual contributor isn't enough and what you need to do to elevate your career, boost your confidence, and increase your compensation.V I D E O S T O W A T C H N E X Thttps://www.youtube.com/watch?v=jCBFYSWyUE0&list=PL65BoZPbF6nLqF6SARdi4ghVyTd8lgEHz&index=2https://www.youtube.com/watch?v=e9U5E_24naE&list=PL65BoZPbF6nJ2Rua4FZcekQeYVB4tE4SZ&index=1&t=1s

Head of Talent Intelligence for HC Group, Amelia Chahal, joins us to discuss their offering and the Global Energy Trading Compensation Report 2025 available for purchase.To register interest in the report visit: https://www.hcgroup.global/energy-trading-reportHC Talent Intelligence provides critical and tailored talent data insights for our clients across global energy and commodities markets. The platform was created to address the growing demand for real-time, accurate, and credible talent market data. Their mission is to help organisations make informed decisions on everything from minor compensation adjustments to large-scale workforce and operational transformations.Our dedicated Talent Intelligence team manages HC Group's advisory services, including Compensation Data and Advisory; Diversity & Inclusion Studies; Competitive Analysis; Talent Pipelining and Succession Planning; and Talent Analytics & Assessment.For more on HC visit www.hcgroup.global or contact Amelia at achahal@hcgroup.global  

How can HR build agility in a BANI World? In a world that feels increasingly brittle, anxious, nonlinear and incomprehensible (BANI), how can HR leaders design talent strategies that keep pace with constant disruption? Three years since his last appearance, Loïc Michel, Co-Founder and CEO of 365Talents, returns to the Digital HR Leaders podcast to sit down with David Green and discuss how HR can shift from reactive to truly adaptive strategies in the face of ongoing global uncertainty. Explore how HR can build resilience and relevance by focusing on skills, agility and AI-powered innovation. In this episode, expect to learn more about: What a BANI world means for workforce planning and HR strategy The concept of adaptive talent intelligence and its real-world applications Examples of organisations leading the way with agile talent practices Why HR struggles to move fast, and what's standing in the way Practical steps to implement skills-based transformation without long delays The role of agentic AI and how 365Talents is using it to drive change How people analytics and strategic workforce planning fit into this transformation An “uncomfortable truth” about AI and the future of skills in HR If you're looking to simplify transformation, stay ahead of disruption, and future-proof your workforce strategy in a world that won't wait, this episode – sponsored by 365Talents – is for you. 365Talents takes a flexible, tailored approach to skills and talent management—because no two businesses are the same. Their adaptive talent intelligence solutions empower HR teams to move faster, build skills-based strategies, and deliver real impact at scale. Want to learn more? Visit www.365talents.com And don't forget to explore the latest thinking on skills and job architecture in this in-depth playbook: The Skills and Job Architecture Playbook Hosted on Acast. See acast.com/privacy for more information.

In Episode 5, of Season 5 of Driven by Data: The Podcast. Kyle Winterbottom is joined by Matthew Doucette, Director of Technical Recruitment at Deliveroo to talk about the role of data within talent acquisition and how it's now a 'war for talent intelligence', where they discuss:How recruitment data hasn't evolved much since 2009, despite having more data than everThe challenge of translating objective data into subjective insightsWhy someone is an A-Player in one company but not in another The importance of a talent roadmap to guide long-term growthWhy talent intelligence is quantitative approach but there's a need for qualitative data Why finance and HR need to work more closely togetherAligning talent strategy directly with business results and strategyEmbedding data science into recruitment processes for better outcomesThe ripple effects of hesitant hiring managers on Talent AcquisitionWhy measuring ROI on talent intelligence investments is crucialThe complexities of defining and measuring "the best" in talentHow heat mapping job descriptions can uncover insights for hiring strategyWhy job descriptions and job adverts are two different things that serve different purposesReflecting on past experiences to refine data aggregation and measure successThanks to our sponsor, Data Literacy Academy.Data Literacy Academy is leading the way in transforming enterprise workforces with data literacy across the organisation, through a combination of change management and education. In today's data-centric world, being data literate is no longer a luxury, it's a necessity.If you want successful data product adoption, and to keep driving innovation within your business, you need to start with data literacy first.At Data Literacy Academy, we don't just teach data skills. We empower individuals and teams to think critically, analyse effectively, and make decisions confidently based on data. We're bridging the gap between business and data teams, so they can all work towards aligned outcomes.From those taking their first steps in data literacy to seasoned experts looking to fine-tune their skills, our data experts provide tailored classes for every stage. But it's not just learning tracks that we offer. We embed a deep data culture shift through a transformative change management programme.We take a people-first approach, working closely with your executive team to win the hearts and minds. We know this will drive the company-wide impact that data teams want to achieve.Get in touch and find out how you can unlock the full potential of data in your organisation. Learn more at www.dl-academy.com.

Schon mal daran gedacht, dass deine Daten während dem Bewerbungsprozess geklaut werden? Klingt fast zu spuky, um wahr zu sein - ist es aber leider nicht. Willkommen in der Falle von Job Scamern. Das und vieles mehr in dieser Folge! Viel Spaß! P.S.: Sorry für den Ton aus der Dose bei Jan

In dieser Folge des „Iventa HR Podcasts – Menschen & Karriere“ spricht Martin Mayer mit Tim Verhoeven, Senior Manager Talent Intelligence bei Indeed, der weltweit größten Jobplattform. Tim Verhoeven gibt exklusive Einblicke in die Bedeutung von Talent Intelligence, wie datengetriebene Entscheidungen den Recruiting-Prozess verbessern und welche globalen Trends Indeed in der Arbeitswelt erkennt.Das Gespräch deckt Themen wie die Herausforderungen des modernen Arbeitsmarkts, die Auswirkungen der demografischen Entwicklung, den Einfluss von KI und die wichtige Rolle der Migration ab. Tim Verhoeven und Martin Mayer diskutieren, wie Unternehmen auf diese Herausforderungen reagieren können und warum Flexibilität und neue Karrierewege entscheidend für die Zukunft sind. Lassen Sie sich von Tim Verhoevens Expertise inspirieren und erfahren Sie, wie Unternehmen die Potenziale ungenutzter Arbeitskräfte besser erschließen können.

Welcome to Episode 32 of the Talent Intelligence Collective podcast! Join hosts Alan Walker, Alison Ettridge, and Toby Culshaw as they welcome Lou Griffiths, Senior Manager of Talent Intelligence at EY UK, who shares her remarkable journey in building and scaling talent intelligence capabilities. Toby kicks off with an engaging news segment, covering the cooling UK labour market, the increasing trend of older workers in the workforce, and Japan's concerns about AI monopolies - particularly Nvidia's 80% semiconductor market share. The discussion also touches on Google's innovative "reverse aquahire" strategy, sparking an interesting debate about the future of tech talent acquisition. In the main interview, Lou shares her fascinating transition from scientific recruitment to establishing EY UK's Talent Intelligence function. She discusses her innovative "Talent Screen" tool, which has captured over 5,000 recruiter conversations and 200,000 data points, providing valuable insights into candidate sentiment and market trends. Lou delves into how her small but mighty team delivered 35 strategic talent intelligence projects in the past year, working on everything from location strategy to competitive intelligence. She emphasises the importance of transforming recruiters into "intelligence-led" professionals and shares practical approaches to embedding data-driven decision-making in talent acquisition. The conversation explores EY's shift from role-based to skills-based talent strategies and the challenges of centralising talent intelligence in a global organisation. Lou's passion for proactive, strategic talent intelligence shines through as she discusses the future of the function and the importance of delivering what stakeholders need, not just what they want. Throughout the episode, listeners will gain valuable insights into building and scaling talent intelligence functions, making data actionable for recruiters, and driving strategic value in a professional services environment. Until next time, stay intelligent, and don't forget to connect with Lou on LinkedIn to learn more about her innovative work in talent intelligence!

This podcast interview focuses on the entrepreneurial journey from the last 5 years to turn Plum into the best Talent Intelligence solution on the market. My guest is Caitlin MacGregor, Co-Founder and CEO of Plum Caitlin MacGregor co-founded Plum in 2012 and has been an earlier guest on my podcast (#54 in February 2019).  She was voted "most likely to save the world" in her high school yearbook, foreshadowing her future as an innovative entrepreneur. Before founding Plum, Caitlin built two other businesses, which gave her insights into the need for change around talent processes in the age of automation. Fast forward, she was recently selected for the EY Entrepreneurial Winning Women™ North America Class of 2024, a program that supports high-potential women entrepreneurs. Caitlin's drive to democratize access to psychometric data so that no one would have to rely on luck for someone to realize their superpower still underpins the core of the company - although how this is brought to market has evolved a lot. And it's noticed - HR Tech voted Plum the best Talent Intelligence solution in the market in 2023 This inspired me, and hence I invited Caitlin back to my podcast. We explore the journey over the past 5 years. How did the market change in general - in particular in relation to how we attract and manage talent? She also shares what this means to all of us in the coming years. She then drills into how this has changed their priorities around product strategy and Go To Market. As we discuss this, she reveals some valuable lessons learned in product development, positioning, and segmentation, and how her role as CEO changed in this period of rapid change.   Here's one of her quotes 12 months ago, we were working on how we best resonate. It was really just about how you get to that Aha moment, and it really has nothing to do with the product and the solution. It was really like the Why. Why should you care about Plum? How do we align to a top three boardroom problem? And how do we connect to that strategic problem [....] so we were able to get into a strategic conversation with the right people that had the power to decide to do things differently.  During this interview, you will learn four things: How Plum expanded from talent acquisition to full employee lifecycle management  What made them decide to bet on Enterprise instead of SMBs What internal capabilities organizations need to develop and prioritize to gain competitive advantage and become the winners of the future?  How her role as a CEO had to change to effectively lead the rapidly growing organization that Plum is today. For more information about the guest from this week: Caitlin MacGregor Website: Plum Plum Flourish Assessment Subscribe to the Daily SaaS Reflection Get my free, 1 min daily reflection on shaping a B2B SaaS business no one can ignore. Subscribe here Yes, it's actually daily. And yes, people actually stay subscribed (Just see what peer B2B SaaS CEOs say) My promise: It's short. To the point. Inspiring. And valuable. Learn more about your ad choices. Visit megaphone.fm/adchoices

In case you've missed it: our founder, Matt Chambers, has been sharing on LinkedIn the 100 reasons the Talent Intelligence Platform will replace the ATS. You can follow him there to catch up! In this episode, he starts to break down some of those reasons — highlighting innovation, product design, and category creation in the recruitment software space, specifically with Loxo's Talent Intelligence Platform. Why? Because Loxo is built from the ground up as a comprehensive, natively integrated platform — unlike legacy ATS systems or bolt-on solutions. Throughout the conversation, he discusses his own passion for product design, the importance of data-driven workflows, and how Loxo's innovation in areas like automated outreach and ease of use has helped define the talent intelligence category.Matt's episodes are always fun and jam-packed — be sure to tune in to hear the latest in Talent Intelligence! Chapters:00:00 - Podcast intro06:44 - The role of ease of use in transforming ATS systems10:30 - How campaign sequencing enhances recruiting workflows15:30 - Powerful recruiter workflows that optimize your process18:30 - How cutting-edge search technology transforms recruitment24:00 - How a free ATS and CRM gives recruiters an edge28:00 - Why a native sales CRM is a game-changer for recruiters30:10 - Final thoughts and key takeaways from the episode

Gen Z (born between 1992 and 2012) will make up about one-third of all workers by 2030. They have their own unique strengths, dreams, and worries. In this episode, we'll explore what Gen Z wants from their jobs in 2024, based on insights from Indeed. Learn how companies can understand and support Gen Z better to help them succeed at work. Host: Reda El Maazi Guest: Élise Marcotte

“It's not where I thought I was going to wind up, but it's been a very, very fulfilling journey,” says Howard Rosenberg, today's guest—who will be joining Chris Batz as co-host—on The Future is Bright podcast. On this episode, Howard recalls his journey from graduating from the prestigious Rhode Island School of Design with a degree in architecture, to finding himself unexpectedly working in corporate law after graduating from Cambridge University in the UK with an MBA. Though they may seem worlds apart, Howard has learned that each field is ultimately concerned with people and finding the best way to solve problems.  Howard describes his time at the firm which was then known as Berwin Leighton Paisner where he had a “ringside view” as to just how mergers worked. He describes what it was like to use technology to advance the drafting of contracts just as the internet was taking off, and how this led to his role as CEO of Be Professional, which handled compliance work for small businesses,  a collaboration with global consulting firm Deloitte, and the first company founded by both a law firm and a Big Four accountants and practice company.  In keeping with his people-centered business practices, Howard is currently Partner and Head of Talent Intelligence and Acquisitions at Baretz+Brunelle, where he helps firms learn the most about potential partner recruits to ensure they're betting wisely on the future success of their firm. He explains his “money ball” analogy which has gotten attention lately in the press, and whether or not he is the Billy Bean of lateral partner recruiting.   Quotes  “I think the skillset is completely different. It's all about people, but I think lawyers come to the table who are very intellectually gifted individuals. Dealing with architects is a creative kind of endeavor. They're kind of chalk and cheese, but they're trying to get things done, they're trying to solve problems.” (04:01 | Howard Rosenberg) “That's what's interesting about my career, even going to architecture school: it's all transferable skills about learning how to solve problems, it's just that I do it in a visual way, and now in the business community, I'm kind of rewarded from a strategy/BD perspective about helping clients solve their problems around talent acquisition…It's all been a very interesting journey. It's not where I thought I was going to wind up, but it's been a very, very fulfilling career journey today.” (04:24 | Howard Rosenberg)  “Of all those roles that I was involved in, all those great people, for me it always came down to the people. And I saw firsthand how interesting and challenging it was to invite law firm partners to join the partnership through the lateral acquisition process and I thought there had to be a better way to streamline this process.” (11:20 | Howard Rosenberg)  “You're betting. These people are not inexpensive. You're betting the future reputation of the firm on a handful of people that could really move the dial in a practice area and a geographic location. And I think the time has come that firms can do this; they see talent as an asset class, and that's totally new territory.” (15:15 | Howard Rosenberg) Links Connect with Howard Rosenberg: LinkedIn profile: https://www.linkedin.com/in/hrosenberg/ Company web profile: https://www.baretzbrunelle.com/howard-rosenberg   Connect with Chris Batz: LinkedIn: https://www.linkedin.com/in/chrisbatz/  LinkedIn: https://www.linkedin.com/company/columbus-street/ Columbus Street: https://www.columbus-street.com/  Podcast production and show notes provided by HiveCast.fm  

Today, we speak with Sharma Lachu, Founder & CEO of Accendo Technologies. They're a talent intelligence platform that integrates with core HRMS solutions that allow organisations to understand their talent's potential roles and career paths, identify their risks, conceptualise strategies, assess role fit, and create development plans linked to their career growth.Formerly known as Arcane Solutions, the company was rebranded to Accendo Technologies back in 2013 with a particular focus on talent development and upskilling using technology and AI-driven innovations.In 2019, Accendo was included in the Deloitte Fast 500 Asia Pacific Technology list, being one of only 8 companies in SE Asia that made it to Deloitte's annual ranking of the fastest-growing Asia Pacific companies in the hardware, software, communications, media, life sciences and clean technology industries.Earlier this year, the business raised funding rounds from OSK Ventures International and The Hive Southeast Asia with global expansion in mind.Along the course of the conversation, Sharma will be giving us a better sense of the early days at Accendo Technologies and what drove their rapid growth as well as the vision for the company moving forward.

We welcome Madeline Laurano back to our Meetup!Are we getting a little broad and loose with the term Talent Intelligence? -- YEP. Madeline will explain. She'll also share new capabilities around #interview intelligence, hot-off-the-press insights from Workhuman, and a new research effort with Torin Ellis on reducing #bias with #AI.

MM Group was faced with a challenge: onboard 3,500 new colleagues across more than 20 sites and 11 countries. Their HR team had just decided to adopt AI and knew this was the perfect use case. They got to work and successfully implemented talent intelligence on a global scale. Eva Edelmueller, the Head of Group Talent Attraction and Talent Management with MM Group, joins us on the latest episode of The New Talent Code to talk about how starting with their minimum needs and building as they went was their recipe for success. Eva also shares valuable insights on: - How her team handles policies around their use of AI and practical advice on disclosures to candidates. - What it took to gain managerial buy-in and successfully onboard them into the new system. - And how MM Group cut hiring by 20 days and started finding more women for their roles.

There's a new list of the Top 10 Companies hiring fastest in Canada in 2024. To help us navigate a tough job market, we're joined this morning by Elise Marcotte, Senior Manager of Talent Intelligence at Indeed.

Welcome to the Service Business Mastery Podcast! Visit our website for more episodes and insights! www.servicebusinessmastery.com. In this episode, we're thrilled to welcome Jonathan Porter-Whistman, CEO of WhoHire.

Bristol Myers Squibb launched its MyGrowth platform to much excitement from employees and leaders alike. Both audiences were looking for major change. Employees wanted training opportunities, insights in new roles, and better career paths. Leaders were looking to hire better candidates faster to address business needs. The BMS HR team arrived at the solution: talent intelligence. Melissa Keiser, Executive Director, Global Skills and Career Development Strategy at BMS, shares how her organization implemented and launched their platform in this episode of The New Talent Code. Listen to learn more about: -Why considering the employee experience is critical to launching a talent intelligence platform they'll actually use. -Where to start to build out your own talent intelligence program. -The key role you need to gain buy-in from for a successful launch — and it isn't leadership.

Puerto Rico had a challenge to solve: two-thirds of its workforce didn't have the skills they needed for the jobs they held. What started as a highly manual process to reskill employees and hire the right talent turned into a wildly successful adoption of talent intelligence. Arnaldo Cruz, Director of Research and Policy at the Oversight Board of Puerto Rico, joins hosts Ligia Zamora and Jason Cerrato on The New Talent Code to share everything he has learned so far on the country's talent intelligence journey. Listen to learn more about: - How Puerto Rico discovered talent intelligence as the solution to hiring challenges. - The benefits of using talent intelligence to scale talent acquisition and talent management functions. - Why smart and simple change management is key to successful adoption.

Curiosity is key when it comes to learning about the benefits of talent intelligence, according to Hudson Global CEO Darren Lancaster. As the leader of an organization focused on offering talent solutions, Lancaster is no stranger to spotting trends and adopting new technologies. With use of AI in the HR space on the rise, he's already seeing how companies, including his own, are seeing success. Lancaster joins hosts Ligia Zamora and Jason Cerrato for a conversation about recruiting, AI, and the future of work. Listen to learn more about: - Why the skills shortage continues to put pressure on organizations to find talent, and how leaders can prioritize candidates with high levels of learnability in response. - The impact of GenAI on workforces — why it doesn't eliminate jobs but creates opportunities. - How recruiters can set the bar for their organizations when it comes to skills-based hiring.

As an expert in the human capital market, Madeline Laurano's latest research dives deep into the world of talent intelligence. Her paper, Demystifying Talent Intelligence, explains what talent intelligence is — and isn't — and the ways it can impact an organization's performance. Laurano is a strong advocate for using AI to transform workforces — especially when it comes to driving change through a skills-based approach. In this episode of The New Talent Code, Laurano joined hosts Ligia Zamora and Jason Cerrato to discuss: - The definition of real talent intelligence — and how to tell the difference. - What HR transformation entails, including changing mindsets and measuring outcomes. - How to fix the disconnect between talent intelligence for the HR function and how it can serve the entire organization. - Where organizations are getting stuck in the adoption process and how to address these challenges with a holistic approach.

TRF welcomes Chano Fernandez Co-CEO of Eightfold Chano brings an impressive track record with his career built in the HR Tech world and his incredible depth of knowledge from industry giants like SAP and Workday We tackle the topic of how Eightfold, by design, has 2 CEOs. Chano shares his expertise on how AI is being applied for the betterment of HR within organizations.  Internal mobility is the top trend in our space, identifying skills development opportunities and how generative AI, like Chatbots can help co-pilot the HR professional and Leaders.  Advice for organizations considering Talent Intelligence platforms; ask yourself, “Am I ready for this?”  

In this episode of the HR Leaders Podcast, Jason Cerrato, former HR Tech Industry Analyst and Talent Management executive, who now serves as VP Market Strategy at Eightfold AI. Jason outlined how AI and advanced data analytics are elevating strategic talent planning to new levels across key areas like hiring, retention and growth.

One of the most interesting and controversial book in the HR section in a long while! Hilke brings the investigative journalist and an industry outsider to her new book “The Algorithm: How AI decides who gets hired, monitored, promoted & fired & why we need to fight back now.” A fateful cab ride was the genesis of the book, when the Lyft driver was gobsmacked by being interviewed by a robot for a baggage handler job at the local airport, Hilke began her quest to learn more.  The one-way video interview and its inevitable demise when HireVue's claims of facial expressions to predict candidate's honesty was proven to be crap. Talent Intelligence platforms like Eightfold can prove to be a positive force in helping organization know who to promote and like any double edge sword, cursed for its contribution on who should be laid off,  How do we fight back? Hilke gives some sound advice to HR Leaders.  Crystal ball predictions for 2030, sound pretty accurate to us!

Guest: Jason Cerrato, Vice President of Market Strategy at Eightfold Why should talent intelligence be a top priority for HR leaders as they build out their tech stack for 2024? What advantages can HR teams gain from utilizing talent intelligence in their people operations functions and how do those advantages translate up at the C-suite? Organizations have access to more data than ever before! So, how can HR teams and their organizations use that information to make more informed strategic decisions regarding one of their most prized resources…their talent? In this latest episode of the HR Works Podcast, Eightfold‘s VP of Market Strategy, Jason Cerrato, joins to help us take on these question and take a closer look at the emergence of talent intelligence as an essential tool in winning the talent battle. Listen as Jason shares key metrics that HR teams should be paying attention to when using talent intelligence and how to build a case for buy-in from key decision makers can start with shifting to a mindset of using data and analytics as solutions.

Jitjatjo, a New York city based gig marketplace through which businesses can book workers with as little as an hour's notice, today announced that it raised $30 million in a Series B funding round led by Morningside Technology Ventures. https://hrtechfeed.com/gig-marketplace-lands-30-million/  Textio, the AI platform purpose-built to help companies hire and develop remarkable teams,announced Kieran Snyder has stepped down as CEO. Jensen Harris, co-founder and CXO, has been unanimously appointed as CEO by the board, effective immediately. Kieran will take the role of Chief Scientist Emeritus and retain her board seat. Jensen's former role as Chief Experience Officer will be retired. https://hrtechfeed.com/textio-announces-leadership-transition/ SAN FRANCISCO — Censia, the Talent Intelligence, platform unveiled the latest innovative AI-powered products: Generative AI Talent Search, Automatic Candidate Screening and Sourcing, and Targeted Search. Censia is revolutionizing the automated talent landscape with state-of-the-art AI technology, creating a positive disruption in the industry. https://hrtechfeed.com/censias-newest-release-includes-generative-ai-talent-search/ Bullhorn®, the global leader in software for the staffing and recruitment industry, today announced its acquisition of Mployee, a provider of Salesforce-based solutions for recruitment agencies, which is headquartered in the Netherlands. Mployee's technology will accelerate Bullhorn's vision to deliver a full, end-to-end, enterprise solution for Bullhorn customers using the Salesforce platform. https://hrtechfeed.com/bullhorn-acquires-mployee-to-help-recruitment-agencies-accelerate-their-digital-transformation-journey/  

We've been looking forward to this conversation for a while: Social algorithms vs talent intelligence -- how do you best evaluate / find the full digital footprint of a professional? We'll be debating the options and experiences surrounding that question with two of the best: Brad Cook, retired Global TA Leader and Hari Kolam, Co-founder & CEO at Findem.

Summary:Alexandra Levit is a workplace futurist, a bestselling author and the Founder and CEO of Inspiration at Work, a woman-owned futurist consulting business with the goal of preparing organizations and their employees to be competitive and marketable in the future business world. In this episode, Alexandra talks about talent intelligence and how it has helped organizations with recruitment and retention. Chapters:[0:00 - 5:23] IntroductionWelcome, Alexandra!Today's Topic: How Good Talent Intelligence Benefits Recruitment and Retention[5:24 - 15:58] What does the future currently look like for the world at work?If in doubt about where to start, start with job redesign and creating a meaningful employee experienceEmployees will not be replaced by AI, they will be replaced by people who can work with AI[15:59 - 31:24] How does talent intelligence help with recruitment and retention?Auditing existing data for bias for better talent intelligence is critical to its successHow the public sector is leveraging talent intelligence well[31:25 - 41:17] What can you do today to take advantage of talent intelligence?Explore internal mobility and reskilling opportunities within your organizationWhy the future of work may not be the “back to office” movement we're currently seeing[41:18 - 42:11] ClosingThanks for listening!Quotes:“What we're seeing now is that . . . organizations don't have a good handle on the skills of the existing workforce.”“When [the states of New York and Indiana] put their talent intelligence systems together, . . . they were able to pipeline a whole bunch more people into those open jobs that employers had and keep them from leaving the state.”Resources: Alexandra's websiteInspiration at Work Deep Talent: How to Transform Your Organization and Empower Your Employees Through AI bookHumanity Works: Merging Technologies and People for the Workforce of the Future bookThey Don't Teach Corporate in College bookContact:Alexandra's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Talent intelligence is a fairly new term for assessing potential hires, trends in the job market and internal performance benchmarks all aimed at improving hiring success.Joining me this week is Toby Culsaw Global Head of Talent Intelligence: Worldwide Amazon Stores. Toby has created the Talent Intelligence Collective, a community of talent intelligence professionals and interested parties to explore this new function and process. Toby takes me through why he started the collective, what members get from the community and what he has learned. #MarketingRules #TheVoiceOfRecruitmentMarketing Support for this podcast comes from TATech and Shazamme https://tatech.org/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.shazamme.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To connect with Toby: https://www.linkedin.com/in/tobyculshaw/ Learn more about James and ThinkinCircles: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠

The Future's So Bright (I Gotta Wear Shades): Integrating Talent Intelligence for Long-Term Talent Acquisition Success In today's rapidly evolving recruitment landscape, Talent Intelligence has emerged as a key component of your talent strategy. While adding this to the growing list of responsibilities for talent leaders, leading companies not only need Talent Intelligence; they also require a dedicated team to distill the data and operate as a key advisor to the business. As you look toward 2024, how can you incorporate this capability into your team? We were joined by special guest Toby Culshaw, who has built the Talent Intelligence function at Amazon Worldwide Stores and previously at Philips. For over 15 years, Toby has been educating organizations on reconfiguring and enhancing their comprehension of talent intelligence and analytics.

TRF feat Sachit Kamat Chief Product Officer with Eightfold.ai We were floored by the deep understanding of TA coming with Sachit from his days at Linked In being ported over to his role at Eightfold.ai.  Their foundation is solidly planted in AI helping organizations figure out what skills they already have and effectively connect them to the biggest problems the company is trying to solve. Companies who are scaling up or taking inventory of their current talent, we unpack what Talent Intelligence means in the real world. It's knowing who's available when, what skills, and then, that should create your go to market as far as talent attraction.  Advice for TA leaders on efficiencies gained when AI is fully informed, it is quality time where your talents are best used and that is with the business. 

So we're looking at how the words are actually formed. When you're hiring for a technology manager, what does that mean? Are you looking for a technical technology manager? Are you looking for someone who grew up in the chops of software development, knows all of the full delivery life cycle, or are you looking for someone who's more project focused? If your job description isn't conveying those skills or that type of clarification in the job description, you're not gonna get the right person. You might get lucky.  But when you're hiring at scale, you know you can't do that time and time again.  Brian Jackson, Talent Acquisition Consultant, Southwest Airlines We're Only Human -- Episode 166 How can employers use the data from the larger labor market to make decisions on key skills, strategic workforce planning, and other human capital activities?  In this episode, Ben talks with Brian Jackson of Southwest Airlines on that exact topic, diving into data sources, how to translate insights, and more. Talent leaders that have considered exploring the new era of talent intelligence will learn Brian's thinking on the topic and how he supports his team with external labor data from beyond the four walls of the organization.  Show Notes Connect with Brian on LinkedIn Want to see our latest and ongoing research? We post all of it here.  Check out our show archives and sign up for updates so you don't miss an episode

In this episode, Vincent Chi talks about how implementing talent intelligence has optimised their sourcing function with an equal seat at a much earned table.Please remember to subscribe and rate the podcast to help others discover and enjoy our content to create more awareness on sourcing. Visit our website Follow on LinkedIn Happy Sourcing & Stay Crafty.

Directionally Correct podcast is sponsored by Orgnostic! http://orgnostic.com/directionallycorrect Toby's Talent Intelligence Book: https://www.perlego.com/book/3739303/talent-intelligence-use-business-and-people-data-to-drive-organizational-performance-pdf?utm_source=bing&utm_medium=cpc&utm_campaign=2.1.1.1%20DSAG%20%7C%20US%20%7C%20All%20books&utm_term=Business&utm_content=Business&msclkid=97bb951bab9115e02469f01f24562f51 Talent Intelligence Collective: https://talentintelligencecollective.myshopify.com/ Cole & Toby's Article Talent Intelligence as Competitive Intelligence: https://open.substack.com/pub/directionallycorrectnews/p/talent-intelligence-as-competitive?r=ybtwi&utm_campaign=post&utm_medium=web John Sullivan Article on Weaponized Recruiting Tools: https://drjohnsullivan.com/articles/weaponized-recruiting-tools/ Orgnostic People Analytics Session on Talent Intelligence: https://youtu.be/4HwJJ8LBYm0?si=K5MzIJoVxWpL2tQ9 Scott's IOP Commentary on Polyculturalism: https://www.cambridge.org/core/journals/industrial-and-organizational-psychology/article/abs/bringing-polycultural-organizations-to-life-a-network-analytic-strategy/E24F032A9BEE9C31BD3C8191DCB0F73D Are You Overemployed X Thread: https://twitter.com/svpino/status/1700848050153890170

Talent Intelligence vs Talent Analytics -- how is the space and language around data evolving? Join Chris Hoyt as he chats with Visier's VP of Research & Strategy, Ian Cook.

Welcome back, dear listeners and readers,  to another episode of the Talent Intelligence Collective Podcast! But, fear not. This episode is 100% robot-free. In this riveting episode, we (the usual motley crew of myself, Alan Walker, Alison Ettridge and Toby Culshaw) had the pleasure of diving deep into the world of Talent Intelligence with the brilliant Anastasiia Kolos.  We kick off this milestone episode with Toby taking the reins to provide us with the latest updates in the world of Talent Intelligence. Toby enlightens us about an intriguing product called dot ai, which demonstrated an AI-driven sales conversation, making us ponder the future of AI in recruitment and sales. Alison chimes in about the skills-based hiring trend that's gaining momentum. LinkedIn's research on skills-based hiring in the European labour market and the shift away from traditional degrees toward skills-based qualifications are causing ripples in the talent pool. However, we acknowledge that while skills-based hiring is exciting, its practical implementation presents numerous challenges. Now, shifting our focus to the main topic of this episode - our amazing guest, Anastasiia Kolos, Alison takes the lead in asking all the right questions. Anastasiia's journey into Talent Intelligence began with a fortunate encounter during her master's program in strategic management. Little did she know that this chance encounter would set her on a path to becoming a thought leader in the field. "Exploring the whole new world of being in a big corporate environment was like solving a complex puzzle." Anastasiia Kolos Her experience at Philips, a global giant, provided her with a remarkable training ground. She gained exposure to the inner workings of a corporate powerhouse, from mergers and acquisitions to strategic execution. This experience has been invaluable in her current role at Nexperia. One of the key takeaways from our conversation is the importance of shifting the conversation from hiring individuals to addressing an organization's broader strategic challenges. "Understanding the broader strategy is the first step to providing meaningful Talent Intelligence insights." Anastasiia Kolos The world of Talent Intelligence is evolving, and Anastasiia shed light on how it plays a pivotal role in addressing talent shortages—a pressing issue in her industry, semiconductors. However, what makes it even more intriguing is the simultaneous existence of talent shortages and oversupply in other areas of the industry. Market intelligence and competitive insights are also on Anastasiia's radar. She emphasized the importance of understanding how different elements within an organization interconnect to provide more meaningful insights to drive success. Looking forward, Anastasiia envisions the future of Talent Intelligence as an integrated approach that combines internal and external data sources. By harmonizing workforce strategy, future of work initiatives, and Talent Intelligence, organizations can better answer the "So what?" question and act on insights effectively. It has been a pleasure having Anastasiia Kolos as our guest, sharing her profound insights and experiences in the dynamic field of Talent Intelligence.  And, as always, your support means the world to us. Be sure to tune in to the full episode and share your thoughts with us. Until next time – stay intelligent! Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition.

About The Guest(s): Brittany King is a Senior Level Talent Acquisition, Talent Intelligence, and Diversity Leader. She is a passionate advocate for helping others create opportunities in the midst of life's most challenging circumstances. Brittany is also a self-proclaimed "neighborhood hope dealer" and is dedicated to using her voice and message to inspire and uplift others. Summary: In this episode, host Ricklyn interviews Brittany King, Senior Manager-Talent Acquisition, Talent Intelligence, and Diversity at The Kraft Heinz Company. They discuss the importance of job hoppers and debunk the negative stigma associated with changing jobs frequently. Brittany shares her own experience as a job hopper and emphasizes that job hopping does not reflect a person's ability to perform a job. They also discuss the need for psychological safety in the hiring process and the importance of being honest about past work experiences. Brittany shares her journey into HR, including her first HR job as an HR consultant and her passion for talent acquisition. She also talks about her role as a "neighborhood hope dealer" and how she uses her voice and message to inspire others. Key Takeaways: Job hopping does not reflect a person's ability to perform a job. Psychological safety is crucial in the hiring process, and candidates should feel comfortable being honest about their past work experiences. Everyone has a unique story to share, and it is important to use your voice and share your experiences. LinkedIn is a powerful platform for building your personal brand and connecting with others in your industry. Recruiters are human too, and it is important to build a good rapport with them and give them grace. Connect with our host: Website LinkedIn Connect with our guest: LinkedIn  

We're back with another Mic Drop Episode!Matt Chambers joins us again for what might be our most important + insightful episode yet as he talks about the Talent Intelligence Workflow.Very few companies are properly utilizing CRM platforms that provide huge advantages through automation through powerful integrations. Traditional methods that ignore the tools available to create more automated processes may result in lower performance.The Talent Intelligence Workflow will utterly transform your recruiting team. You'll work many more searches at the same time. You'll get more done faster, with less chaos. Most importantly, you'll have more quality phone screens with the best fit candidates. On average this workflow increases team efficiency by 500% and you'll make 2-5 times more placements each year.We'll also discuss the impact properly informed data sets have on building talent and pipelines by addressing efficiency and success.If you want to see the Talent Intelligence Workflow in action, check out this video on YouTube: https://www.youtube.com/watch?v=MVmTGZKa28E

"If I had to put a bet on the future, where we're headed is about understanding potential future performance and what drives and drains people. I think that's really where I see TA going longer term. We've seen success around using some of that psychometric data to really upskill folks into engineers that wouldn't not necessarily have been on technical paths. So business analysts, old school project managers, and those technical analyst folks... Finding the ones that are really well suited to engineering thought and then upskilling them on the actual technology themselves." Travis Windling, Director Talent Acquisition Strategy & Insights, RBC We're Only Human -- Episode 159 Hiring has changed tremendously in recent years, and one thing is for certain: things haven't settled down yet. As Travis Windling believes, there are going to be big shifts in how employers understand and predict performance for both external and internal candidates. A big part of hiring well is predictability and quality, and unfortunately resumes just don't get the job done there. In this episode Ben and Travis talk about data, analytics, hiring decisions, and more. Show Notes Connect with Travis on LinkedIn Check out our show archives and sign up for updates so you don't miss an episode      

How to set up an Elite Talent Analytics Function   We can't have a workable recruitment strategy if we don't have access to accurate, current and relevant information. Talent intelligence (external labour market) and Talent analytics (internal people analytics) are two halves of one of the most important functions leading recruitment teams are building in order to make data driven decisions on hiring.   But how do you start? This is topic of Brainfood Live On Air   - Talent Intelligence vs Talent Analytics - what's the difference? - What talent information is relevant to the business? - How universal or contextual is this information? - Where does the information sit, how do we access this? - What value do you (as leader) and the business (as customer) expect from Talent Analytics? - Does this pertain to recruiting only, or to Talent management also? - What tools can I use / should I use? - What size organisation is ideal / mandatory for a Talent Analytics function? - Can you give examples of where Talent Analytics has changed a decision for the better? - For the worse? - How does GAI impact the future of Talent analytics?   All this and more as we dive into the an importance niche in the Talent Acquisition. With Piret Luts, Global Head of Talent Analytics (Nortal), Facundo Tripodi, People Analytics Senior Manager (Medallia) & Allie Bleier, People Analytics Consulting Lead     Ep203 is sponsored by our buddies Greenhouse In today's hiring landscape, everything worth doing is worth measuring. Whether you're planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process. To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment.  Register for the Greenhouse Goals webinarto hear from top TA leaders how to set your team up for success in any hiring climate.  

SEGMENT‌ ‌1 with Alexandra Levit,‌ ‌‌starting‌ ‌at‌ ‌0:00‌:‌ ‌ ‌During COVID, something changed with how people work and what they were willing to do at work. Now that COVID is mostly over, will we get back to the way it was before? My first guest, Alexandra Levit, says probably not…SEGMENT‌ ‌2 with Alexandre Mars,‌ ‌‌starting‌ ‌at‌ 19:15:‌ ‌I always ask successful entrepreneurs if there was ever a Eureka moment when they knew the business would work and they would be able to create a valuable enterprise. I am convinced that even if there is not one, people make it up because there should be one, right? Our next guest, Andrew Mars, doesn't think so. SEGMENT‌ ‌3 with ‌Andrew Schulkind,‌ ‌‌starting‌ ‌at 35:45‌:‌ ‌ ‌A lot of small business owners ask. What does digital marketing success look like and how can marketing success be measured? Andrew Schulkind is here with the answers. Sponsored by Truly Financial.Visit Barry's Blog for complete show notes.

DETAILS | Can AI massively reinvent hiring, help close the skills gap and create better, more satisfying job matches for all of us? That's what we asked Alexandra Levit, a brilliant Wall Street Journal reporter, 8x author, successful entrepreneur, and futurist. She also wrote a razor-sharp and practical book on the topic (launching the same day as this episode):  Deep Talent: How to Transform Your Organization and Empower Your Employees Through AI. In This fascinating conversation, Alexandra discusses the promise of AI in reimagining talent and talent pools in ways that were previously impossible, as well as her insider's view of one of the premier Talent Intelligence platforms, Eightfold.ai. Alexandra authentically shares her career journey, how she crashed and had to pivot to find her calling and gift in strategic foresight. Her cogent perspective on what we all must do to continuously adapt our skills and mindset in the digital age is “must-hear advice” for every professional looking to become irreplaceable. And, lastly, why this is the best time in history to be in the workforce! GUEST | Alexandra Levit is the founder and CEO of Inspiration at Work, a woman-owned futurist consulting business with the goal of preparing organizations and their employees to be competitive and marketable in the future business world. A nationally syndicated columnist for the Wall Street Journal who currently anchors The Workplace Report, Alexandra has authored several books, including the bestsellers They Don't Teach Corporate in College, Humanity Works: Merging People and Technologies for the Workforce of the Future, and Deep Talent:  How to Transform Your Organization and Empower Your Employees Through AI.  OVERVIEW | Welcome to the TDW Tribe! We are Nate Thompson and Alex Schwartz, passionately exploring the human experience while telling the real stories of disruption and the Future of Work. We don't have all the answers because no one does. But we guarantee our podcast will introduce you to diverse experts and unique voices to help you prepare, navigate, and thrive!   OVERVIEW | Are you ready to ADAPT and REINVENT YOURSELF for the most disrupted and digital workforce in history? What would it feel like to belong and not get stuck? It is estimated over 1 billion people will need reskilling by 2030, and more than 300 million jobs will be impacted by AI  — work, identity, and what it means to be human are rapidly changing. Join hosts Nate Thompson and Alex Schwartz and the TOP VOICES in the Future of Work to uncover how to meet this dynamic new reality driven by AI, hybrid work, societal shifts, and our increasingly digital world. Discover why a Future of Work Mindset is your key to prepare, navigate and thrive! We are grateful you are here, and welcome to the TDW Tribe! www.thedisruptedworkforce.com

Welcome to another episode of the Talent Intelligence Collective Podcast! In this ‘not a milestone' episode, my amazing co-hosts Toby Culshaw and Alison Ettridge and I welcomed the incredible Adrian Malatesta from Remitly. After our usual pleasantries, Toby dived straight in with his update on the happening within the world of Talent Intelligence. 2023 started in the worst way possible, talent-wise, with so many roles being laid off. According to layoffs.fyi, there have already been 40,474 tech jobs cut in January 2023 from 151 different companies. “I read an article on this. It really isn't about decline. What we are seeing is a reversion to the norm after companies hired at a new rate in 2021/2022.” Alison Ettridge Looking to move towards some slightly more ‘sunshine positive' news, we were thrilled to hear that Josh Bersin highlighted Talent Intelligence as a critical area of focus for many companies in 2023. The hated term, ‘war for talent,' may be a thing of the past as companies also start to focus more on skills. Ensuring that even as unneeded roles are eliminated, employees with critical skills are retained and redeployed to different areas. At this point, I felt we had heard everyone's opinion about the world and its news, and we were eager to learn more about our guest, Adrian. About his world and his background. So I virtually passed the mic onto our resident hard-hitting interviewer extraordinaire - Alison. There is research that shows that 75% of C-suite leave an organisation within three years of acquisition. So is that where the use of Talent intelligence comes in? “I think in the early stages, maybe. We go back a lot to our conversation from before about skill sets. Answering the question - are we buying and acquiring the skills we need.” Adrian Malatesta During the Talent Intelligence Jamboree back in November, Andrian touched on the topic of Global expansion and location, and here on the podcast, we talk a lot about joining the dots between the labour market, economy and locations. What other dots should be connected for maximum insight in terms of Talent Intelligence? “Probably a mix of qualitative aspects. Like immigration, culture & values, and DEI. And their overlay on data. ” Adrian Malatesta As always, we hope you enjoy the episode. A review or a share on social really goes a long way in helping us reach as many ears as possible. Till the next one – stay intelligent! Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition.

An all-new episode of the Future of Work Exchange Podcast, sponsored by Beeline, features a discussion with Athena Karp, CEO and Founder of HiredScore. Athena and host Christopher J. Dwyer discuss the power of artificial intelligence in talent technology, its impact on diversity, equity, and inclusion (DE&I), and what lies ahead for the Future of Work movement in 2023.

Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource? My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence.  In the interview, we discuss: What is Talent Intelligence, and how is it developing The business outcomes and value of TI What areas of TA is data intelligence being applied to? Where should TI sit within the organization? Maturity model When TI isn't TI What skills does a TI function need to be successful? Building capability What will be possible in the future? Listen to this podcast on Apple Podcasts.

In this episode of the Digital HR Leaders podcast, David is joined by Toby Culshaw, Talent Intelligence Lead at Amazon and author of the book Talent Intelligence: Use Business and People Data to Drive Organizational Performance. Having built successful talent intelligence teams at both Phillips and Amazon, Toby is one of the leading authorities in the talent intelligence space. With the global economy recently having been turned upside down, and many large organisations looking at cost-cutting initiatives, Toby will be sharing his insights into how organisations can leverage the power of talent intelligence to push through the heavy headwinds of the recession and come out with a competitive advantage. The conversation will cover: - The various types of data sets that can be used to hone talent intelligence - How to set up and position a talent intelligence function - The skills you should look out for to build an effective talent intelligence team So if you're interested in understanding how you can thrive during these difficult times, or you're simply looking for advice on how to set up a talent intelligence team, then this is a podcast you don't want to skip! Link to Toby Culshaw's book Talent Intelligence: Use Business and People Data to Drive Organizational Performance, here: https://www.amazon.co.uk/Talent-Intelligence-Business-Organizational-Performance/dp/1398607231 Enjoy! Support from this podcast comes from TechWolf. You can learn more by visiting: techwolf.ai Hosted on Acast. See acast.com/privacy for more information.

You've arrived at episode 21 of the Talent Destination podcast co-hosted by Refine Labs' Megan Bowen, COO & Jessica Williams, SVP of People. Come along with us as we explore how to work smarter, innovate, and think beyond the current landscape of talent acquisition. Learn from our special guest and friend of Refine Labs, Matt Chambers, CEO and Founder at Loxo about how talent intelligence leverages data to change the playbook for recruitment and resource allocation. Hear from Matt about how Loxo has created a new category and positions companies to leverage technological efficiencies to automate recruitment. We talk about how optimizing for efficiencies allows talent acquisition professionals to focus on the candidate experience and create an unfair competitive advantage. Learn how to implement specific tactical changes to improve diversity, equity, inclusion, and belonging outcomes in your recruitment process. Hear more about the future of recruitment in a digital native web based environment, and why it matters to founders and leaders designing their talent acquisition process. This episode wouldn't have been possible without collaboration with the amazing team at Loxo. Read more about Hiring with AI: What You Need to Know on Loxo's blog, and stay up to date about the future of recruitment. We believe that the future of work means cultivating workplaces that attract, empower, and grow employees to do the best work of their lives. That's why Refine Labs is so much more than our value proposition. We strive to be a talent destination for extraordinary individuals to grow their skillset long-term and expand the trajectory of their careers. Special thanks to all the world class talent at Refine Labs who contributed to this podcast. Thanks to our friends at Hatch for producing this episode. Get unlimited podcast editing at usehatch.fm

Welcome to another episode of the Talent Intelligence Collective Podcast! In this one, I - Alan Walker - Alison Ettridge of Stratigens and Toby Culshaw of Amazon - met Jerry Hu from Amazon Web Services. Passing the mic over to Toby, we caught up on everything happening in the talent intelligence world. According to a 2022 report by IndiaAI, a government-led industry group, AI is expected to raise India's annual growth rate by 1.3% by 2035 – which, for context, is an additional $957bn to India's economy. “I think this is really fascinating. We're already seeing a lot of companies looking to India for their tech solutions in terms of workforces.” Toby Culshaw “On the talent piece, you can see this great migration trend, with many who may have been living overseas deciding to come back.” Jerry Hu Another survey of 20,000 employees from 11 countries found that 52% of Gen Z and millennial workers are considering changing employers this year. However, 73% said they would stay at their jobs if it were easier to change roles internally. “That really ties into what we were saying on our last episode. Internal and external data needs to be looked at separately to make sensible decisions regarding how to shape the workforce.” Alison Ettridge With the utter chaos that the UK workforce seems to find itself in, it was impossible for us not to talk about it. With 350,000 people across the UK being inactive due to long-term sickness due to the pandemic, the new UK chancellor, Kwasi Kwarteng, aims to reverse this inactivity by pushing those over-50s into full-time work. “I'm not convinced. I think in most industries, age discrimination is still alive and well. It's one of those issues we don't really discuss. That makes it hard for those over-50s to pick up work.” Toby Culshaw After this very labour-focused discussion, it was time for us to learn more about our fantastic guest, Jerry Hu. Alison was especially eager to explore Jerry's career path - the why and how he got to where he is today. “I started my Talent Intelligence journey with Alibaba. At first, it was about sourcing new talent across the border but then it transitioned. Some skills were non-existent, so we started going beyond a typical talent acquisition approach. We began utilising data and tying that back to how we were helping the business.” Jerry Hu While we know that Talent Intelligence can be so fundamental for making business decisions, when you're working for large-scale companies, it's easy to experiment. But what about when you're working within a startup? “I absolutely think that Talent Intelligence has a place in startups. But when every decision you make impacts whether your business will survive tomorrow, plan your talent first. What is the number one thing you'll need to know to solve your recruiting problems?” Jerry Hu As always, we hope you enjoy the episode. A review or a share on social really goes a long way in helping us reach as many ears as possible. Till the next one – stay intelligent! Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition.

Welcome to an extra special edition of the Talent Intelligence Collective Podcast! In honour of Toby, our fantastic colleague and friend, and the release of his book today, we've flipped the episode on its head, roped some extra exceptional help and instead of a guest, put Toby Culshaw in the hot seat. In this one, it's me - Alan Walker - Alison Ettridge of Stratigens and Joe Thompson of Booz Allen Hamilton co-hosting an episode. The episode started, but not in its usual fashion. There is no news, no worldly updates, just tips, hints and tested tricks that Toby has learned over the years and poured into his book. As I had the virtual mic, I kicked things off. Starting easy by asking the name of the book, the release date and why Toby ever decided to write a book. “Throughout the last few years, so many companies have been branching out into the world of Talent Intelligence. And there is just so little information out there. No general how-to guide. So I thought - I could do that.” Toby Culshaw Toby started writing content way before it was ever meant to become a book, we're talking hundreds of virtual notes and post-its, but he confessed that the overall process was very fluid. “Thank you for doing this, Toby. The fascinating bit for me is that your book is from a completely different view. That of the client. It gives you a depth of understanding of Talent Intelligence as a whole” Alison Ettridge We've talked a lot about connecting the dots on the podcast, it's our favourite saying, and that was very much one of the things that Toby wanted to talk about in his book. Talent Intelligence doesn't just stop at one project. Another element that we've talked about and discussed a lot on our podcast, which simply had to be included in the book, was Toby's definition of Talent Intelligence. Which, funnily enough, changed after our latest episode with Joe Thompson. “In the opening chapter, I actually included multiple definitions. But, the core thing for me, which is up for debate, is the word Talent.” Toby Culshaw The definition of talent refers to a natural aptitude or skill, not an element you would work to achieve. In contrast, Talent Intelligence is very much a learning experience for everyone. Therefore, such words as workforce or decision are possibly better suited. The book is filled with tips about what to do, where to look and how to build a Talent Intelligence function. What about what not to do? “I may be a bit biased with this answer, but don't tie Talent Intelligence to filling jobs. The power of Talent Intelligence lies in de-risking decision-making, trying to be as broad-minded as possible and a whole host of other things. Not simply filling jobs.” Toby Culshaw A big big thank you to everyone who helped make this book a reality. Toby may have been the one who wrote, but it was thanks to everyone contributing. And as always, a massive thank you for supporting us. And of course, if you liked this episode, Toby's book: Talent Intelligence: Use Business and People Data to Drive Organisational Performance releases today and is available on Amazon here. Till the next one – stay intelligent! Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition.

Europe is largely an aging, over-regulated, polarized economy with immigration challenges and a war on its doorstep. That's the bad news. Now to the good news, as told by Intelligence Group's CEO and founder Geert-Jan Waasdorp: The Old World is a more equitable, tech-driven, dynamic economy that's on solid footing and filled with interesting startups. But can he sell that rosy vision to Chad & Cheese? You need to listen to find out.