Podcasts about talent pools

We delve into innovative talent acquisition strategies to help you stay ahead in the competitive world of recruitment. In this weeks episode, we'll explore the transformative shift in first impressions, the role of technology and AI in recruitment, and strategies to harness unconventional talent sources. Discover how to differentiate your approach, optimize your tools, and embrace new methodologies for successful talent acquisition. Don't miss out on our upcoming Executive Search Virtual Conference on March 20th, and be sure to follow along with this weeks episode for a wealth of resources, including ebooks and links to dynamic recruitment strategies. Let's dive beyond the search to unlock the future of hiring success.Ebooks Mentioned in this episode:4 Rs of Automation eBookMulti-Channel Touchpoint Strategy eBookSourcing Strategies eBookChatGPT eBookPodcast Mentioned:Workshop | Accelerating Success: Leveraging Automation to Scale Processes and Generate RevenueClick here to register for our next Virtual Executive and Direct Hire Search Conference on March 20th!________________Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

One of the pandemic's legacies is the opening of genuinely global markets for talent. The trend of moving work to people, rather than people to work, is set to grow as effectively tapping into international talent pools can offer a huge competitive advantage for the employers that get it right. At the same time, though, recruiting globally can be daunting, with companies having to negotiate the previously unfamiliar cultural, financial, and legal complexities. My guest this week is Jonathan Romley, founder and CEO of Lundy. Jonathan shares his extensive experience in mapping out international hiring plans and highlights why he sees the globalization of talent as a huge strategic opportunity for talent acquisition. In the interview, we discuss: The shifting global workforce landscape Why global hiring is a strategic opportunity for Talent Acquisition Understanding the business case Assessing whether a role should be based in another country Strategy roles versus execution roles The vital importance of research The disruptive force of AI Trust and the candidate experience What will TA look like in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

In this episode, Amir talks with Hilliary Turnipseed, Senior Director of Talent at Kapor Capital, about the importance of consciously inclusive hiring. Hilliary discusses how businesses can diversify their talent pool and avoid biases in the hiring process. We explore Kapor Capital's investment philosophy focused on closing gaps in access for low-income and communities of color, and how Hilliary's role involves providing founders with tools to build diverse teams. The episode offers practical advice for founders and TA professionals about de-risking hiring decisions, inclusive hiring practices, and the benefits of expanding networks beyond traditional pools. Additionally, Hilliary shares details about Kapor's talent network and her partnerships with organizations like Diversify Tech and Black Code Collective. Highlights: 01:56 Consciously Inclusive Hiring Explained 03:18 Challenges and Solutions in Hiring 05:41 Expanding Networks and Talent Pools 09:06 Building a Fair and Equitable Talent Network 12:20 Navigating the Current Job Market 16:43 Advice for Candidates and Recruiters Guest: Hilliary Turnipseed is the Senior Director of Talent at Kapor Capital, where she focuses on building diverse, inclusive teams across Kapor's portfolio companies. With a deep commitment to equity and belonging in the workplace, Hilliary works closely with founders to embed inclusive hiring practices and de-risk hiring decisions. She has extensive experience in talent acquisition, diversity and inclusion, and has collaborated with organizations like Diversify Tech and Black Code Collective. Through her work, Hilliary empowers companies to broaden their talent pools, avoid biases, and create fair, equitable opportunities in hiring. LinkedIn: https://www.linkedin.com/in/hilliaryturnipseed/ ---- Thank you so much for checking out this episode of The Tech Trek. 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)

Dr. Lynn Schäfer, Head of People & Culture at homee & stromee (Berlin based smart home and renewable energy provider), TM enthusiast – more than 20 years working experience in the HR/TM area at McKinsey & company, Bertelsmann, start-up and also led a European Institute on TM at ESCP Business School.Shownotes00:00 - Intro & Context04:19 - A meaningful workplace06:10 - Working under budget constraints17:40 - Talent Pools and Referrals27:16 - Hiring a senior hr person at 15 employeesGuest Linkedin:Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

Have you been considering making the switch to skills-based hiring but feel terrified about trying to persuade your hiring managers to let go of experience-based hiring and stop using the CV as a comfort blanket? Can you see roles where you're facing a skills shortage or where candidates seem like a good fit on paper but are missing critical qualities in the interview stage? Do you know that your candidate experience should be better, but need a hand convincing your stakeholders that CV-less hiring could be the key to sourcing exceptional talent who are MORE excited to work for you? If you answered yes to any of the above, grab a coffee and your headphones.This week, Robert is speaking to James Higgins, Head of Systems Delivery – Systems GB&I at Siemens Electrification & Automation, about his experience of being their first hiring manager outside Early Careers to pilot CV-less, skills-based hiring. Robert also dives into a conversation with one of the first candidates Siemens EA hired through this process, Senior Project Engineer – Martin Hudson, to capture his reflections on what it was like to be part of a CV-less hiring process and why more businesses should embrace this approach. In this episode, uncover insights like:

On this episode of The Open Talent Report, Connor Heaney speaks to Tom Davenport, Managing Director of Alvius. Alvius is a leading technology company which provides VMS and talent pooling technology solutions to staffing, recruitment, and jobs businesses.Tom is a 3-time founder. He has also been a consultant for PWC, an Innovation Advisor for the Tesco Group and a soldier in the British Army Reserve. In this episode, Connor & Tom discuss:2.11 Tom's story – how he became an MD at Alvius 8.15 In the era of talent pools and talent marketplaces, why are recruitment and staffing agencies still in business?18.31 The fetishization of failure and Tom's learnings from failure 23.23 The journey of raising money 29.14 The challenges Alvius solves 35.12 The talent scarcity crisis – how can technologies like Alvius's solve this? 45.05 Is there a role in matching talent outside a country's borders? 50.05 AI and jobs displacement 54.48 Predictions for future of workConnect with Tom: https://www.linkedin.com/in/tom-davenport-8a35011a/ Connect with Connor: https://www.linkedin.com/in/hrmconnorheaney/   Visit Alvius's website: https://alvius.com Visit CXC's website: https://www.cxcglobal.com/ 

Ein Talent-Pool ist entscheidend für dein Unternehmen, und Max wird in dieser Folge auf die Bedeutung, den richtigen Umgang und den Aufbau eines Talent-Pools eingehen. Die Pflege eines Talent-Pools ermöglicht es, die Kommunikation mit Bewerbern gezielt einzusetzen, um langfristige Beziehungen aufzubauen und diese "warmzuhalten." Für weitere Einblicke empfiehlt Max, auch die Episode 140 anzuhören, in der er zusammen mit Andreas ein Bewerbungsmanagementsystem vorstellt, um den Bewerbungsprozess zu vereinfachen. Die Folge findest du hier: https://www.pates-experts.com/recruiting-podcast/

Ein Talent-Pool ist entscheidend für dein Unternehmen, und Max wird in dieser Folge auf die Bedeutung, den richtigen Umgang und den Aufbau eines Talent-Pools eingehen. Die Pflege eines Talent-Pools ermöglicht es, die Kommunikation mit Bewerbern gezielt einzusetzen, um langfristige Beziehungen aufzubauen und diese "warmzuhalten." Für weitere Einblicke empfiehlt Max, auch die Episode 140 anzuhören, in der er zusammen mit Andreas ein Bewerbungsmanagementsystem vorstellt, um den Bewerbungsprozess zu vereinfachen. Die Folge findest du hier: https://www.pates-experts.com/recruiting-podcast/

Human Resources Management is an important function in every organization. Without it, companies would not be able to effectively recruit and retain employees or maintain a healthy, accepting workplace.   In this episode, Lois Houston and Nikita Abraham, together with Cloud Delivery Lead Nigel Wiltshire, explore how employee management has evolved over time, the key functions within a Human Resources department, and the major players involved. They also look at the end-to-end business processes that are enabled by the Oracle HCM Cloud suite.   Oracle MyLearn: https://mylearn.oracle.com/ Oracle University Learning Community: https://education.oracle.com/ou-community LinkedIn: https://www.linkedin.com/showcase/oracle-university/ Twitter: https://twitter.com/Oracle_Edu   Special thanks to Arijit Ghosh, David Wright, Kris-Ann Nansen, Radhika Banka, and the OU Studio Team for helping us create this episode.   --------------------------------------------------------   Episode Transcript: 00:00 Welcome to the Oracle University Podcast, the first stop on your cloud journey. During this series of informative podcasts, we'll bring you foundational training on the most popular Oracle technologies. Let's get started. 00:26 Lois: Welcome to the Oracle University Podcast. I'm Lois Houston, Director of Product Innovation and Go to Market Programs with Oracle University, and with me is Nikita Abraham, Principal Technical Editor. Nikita: Hi everyone! Last week, we were joined by Bill Lawson, who gave us a wonderful overview of Oracle's business process training. And today, we have another special guest, Nigel Wiltshire, who is one of our Senior Principal Instructors and Cloud Delivery Leads. We're so lucky that Nigel has agreed to join us for a few episodes this season to tell us all about HCM business processes. Lois: Hey Nigel, we're so happy to have you join us. 01:02 Nigel: Hi Lois. Hi Niki. Lois: I believe that today we're going to discuss HCM as a concept and the typical processes that form the framework for a robust Human Resources operation. Let's begin with the basics. For those that are not familiar with the acronym, what does HCM stand for? 01:19 Nigel: That's probably going to be the easiest question to answer, Lois. HCM is “Human Capital Management.” The management of employees has been through many iterations and labels over the years. And back in the 1960s, 70s, and early 80s, the term “Personnel” was generally in use. Come the mid to late 1980s, this changed to the term “Human Resources,” which (rightly or wrongly) is interchangeably referred to as “Human Capital Management.” 01:47 Nikita: But why did the name change, Nigel? Nigel: In the days of “Personnel,” there wasn't really any emphasis on managing and nurturing employees. It mostly centred around the simple task of recording the data necessary for the organization to operate. The thought process and the general concept of employee management has gradually changed for the better over the decades, and now goes beyond just a simple record keeping exercise. The “Personnel” regime tended to be reactionary, with actions only being taken when the situation necessitated it, whereas “Human Capital Management” focuses on proactive management, and by analyzing data, it's possible to anticipate the need for action and even revise processes.  02:27 Nigel: Although the word “Personnel” describes a workforce quite adequately, accepting the “Human” and the “Resources” banners shows an acknowledgment of the humanity and value of a group of employees. Lois: OK. So you said the terms “Human Resources” and “Human Capital Management” are used interchangeably. Are there any differences at all to distinguish between the two? 02:49 Nigel: Human Resources Management primarily focuses on core administrative HR functions such as maintaining employee records and administering processes such as compensation, benefits, and recruiting. Human Capital Management is a broader term that includes the same Human Resources Management functions, as well as strategic functions such as analytics, planning, and performance management. Despite this distinction, most of us are a tad lazy and just lump everything under the same term. Some use Human Resources, some use Human Capital Management, some alternate between the two. 03:23 Nikita: Nigel, why do organizations need to manage their Human Capital? Nigel: Human Resources Management is a very important function in every organization. Without it, companies would not be able to effectively recruit and retain employees, improve, and enhance the organization, and they wouldn't be able to maintain a healthy, accepting workplace culture and environment. Human Resources Management is so important to organizations that many call this function the heart and soul of the business. 03:51 Nigel: With a major shift from just focusing on the organization's needs, to the needs and welfare of the employee, you end up with a happier and more productive employee. Many people are motivated by monetary awards, so a fair compensation package is paramount to the recruitment and retention of these employees. Others, whilst unlikely to work for free, are focused more on their contribution to the business and are interested in career development and progression. Therefore, a robust performance management and clear career path should be developed.  Whether an employee approaches their career from a monetary or a job satisfaction point of view, it's all about “worth,” and an employee whose worth is satisfied is a happy employee and, therefore, more productive. So, organizations should be able to recognize that people are motivated by different things and have systems and processes in place to facilitate this, essentially bringing the best out of each employee. 04:46 Lois: That's really interesting, Nigel. So, what are the key functions within a Human Resources department? Nigel: Human Resources is a broad subject and as such covers many functional areas. First and foremost is Talent Management. This is the recruitment aspect of the business. Efficient processes here ensure that vacancies are filled as efficiently as possible, by the best applicant identified for the job. The next is Benefits. For those employees that are motivated by cold hard cash, a robust benefits package ensures that employee retention is maintained at a high level, and that rates of attrition are minimized. This could be in the form of medical and/or dental insurance, Savings and Pension schemes, and even simple pleasures of life such as discount vouchers, a subsidized canteen, company-sponsored activities, Pizza Fridays, and last but definitely not least… free coffee on tap. 05:39 Nigel: Next, we have Absence Management, Time and Labor, and Payroll. These provide an efficient way to document the work performed by employees, and as a result the employee is paid what they are owed in a timely manner. It also encompasses the recording of time such as Vacation, Sickness, Maternity, Jury Service… to name just a few. Some of this time may result in the need to adjust the payments made to an employee, which is why it is included in this grouping. We also have Compensation and Rewards. I guess this is the more serious side of the money. Every employee wants to be paid what they are worth, for the job they do and contributions they make. The most basic way to compensate an employee, of course, is their regular salary. However, there are many other rewards and incentives that an organization can offer, such as bonuses, premium pay for working overtime or on a public holiday. Some rewards are based on the job that somebody does, such as Commission, which is a reward typically offered to employees in a Sales role, as an incentive to close deals. 06:43 The Oracle University Learning Community is a great place for you to collaborate and learn with experts, peers, and practitioners. Grow your skills, inspire innovation, and celebrate your successes. The more you participate, the more recognition you can earn. All of your activities, from liking a post to answering questions and sharing with others, will help you earn badges and ranks and be recognized within the community. If you are already an Oracle MyLearn user, go to MyLearn to join the community. You will need to log in first. If you have not yet accessed Oracle MyLearn, visit mylearn.oracle.com and create an account to get started. 07:24 Nikita: Welcome back. Nigel, you were telling us about all the functional areas within Human Resources… Nigel: As I was saying earlier, some employees are more motivated by job satisfaction and career progression, and the next two areas of HR speak more to them.  The first is Performance Management. This is where the organization manages the employee's goals and performance reviews. A healthy and achievable set of goals focuses the employee into doing what they need to do to “get the job done” and to be evaluated on that work. And the second is Learning and Development. In order to progress in their current job, future career aspirations, and also personally, an organization needs to have a mechanism for employees to develop and grow, and to be nurtured in order to not only bring the best out of them, but also to ensure interest in being employed by the business is retained. 08:13 Lois: Yep, we all want that… Nigel: Exactly. And finally, we have Human Resources Planning. In order for larger organizations to thrive, a robust resourcing plan is required. This is generally split into two parts. The first of which is to make sure that each part of the business is resourced according to the workloads. For example, in the retail, manufacturing, and care hospitality industries, workloads are based on “shifts,” so it is incumbent on the management team to ensure that each shift is staffed adequately, by planning ahead as well as reacting to the odd curve ball when an employee cannot work due to unpredictable circumstances, like sickness. 08:52 The second part of this function lies with the prediction of possible staff movement and ensures that each part of the business can maintain operational. In some parts of the organization, it may not be imperative for you to be proactive, but in others, this will be the case. We can address this in many ways. The main ones include fostering relationships with employees, which will encourage them to not seek employment elsewhere, and to create Succession Plans or Talent Pools, which will ensure that other employees are nurtured and developed to such an extent that they are able to step up and progress to a vacant position if the need arises.  09:27 Nikita: Wow, you're right, Nigel. There are actually quite a lot of functional areas within HR. I'm guessing all this is not performed by the same person, right? So, who are the key players here? Nigel: You are most definitely right there, Niki. This would be way too much for one person. However, that does depend on several factors, such as the size of the organization, the complexity of the processes developed, and the knowledge and experience of the people performing the duties. For example, in a small business, the number of employees to manage would be minimal and the processes put into place might also be minimal, which might be down to the fact that some processes and record keeping is outsourced to reduce the HR department's wage bill. It could also be that the person employed to run the HR department is deliberately selected because they have experience with a wide range of functions. 10:16 Nigel: That said, it is more typical, especially for larger organizations, to have lots of employees working in the HR department, and the work they do is based on their area of expertise. For instance, managing Payrolls is a very specialist subject and as such it's not unusual to see that as a separate “sub department” within HR. Of course, not all the work has to be undertaken from within the HR department itself. For the last 25 to 30 years, there's been a shift towards Self Service. This means that some of the onus to enter and maintain data is placed firmly with the employee themselves. For instance, if an employee moves house or changes their phone number, it's up to them to update that information in the system. If they wish to take a vacation, again it is up to them to enter and submit the request for consideration. 11:04 Nikita: Ya, that's what we do… Nigel: Yeah right. And there's the employee's Line Manager whose job, from an HR point of view, is to ensure that the employee is keeping the relevant information up-to-date, and to respond to requests made by the employee, such as the previously mentioned vacation requests. In some organizations, it's even the responsibility of the employee's Line Manager to initiate data changes for things like Promotions, Salary Increases, Bonus Awards, and some general Assignment changes, such as working hours. So, we talked about the HR Specialists, the employees, and their line managers. The last group to play their part is the senior managers and directors. Some of them will be involved in overseeing the day-to-day operations within the HR function, such as the HR Manager, Payroll Manager, Compensation Manager, etc, whilst the most senior will have their influence centred around the more strategic side of the house...  the planning, the budgeting, the head counts, etc. and often form the buffer between the HR department and the Executive team. 12:04 Lois: So Nigel, let's get down to the nuts and bolts of the HCM business processes. You spoke about all the functional areas that make up HCM, but is there a way to group these functional areas and the processes they encompass? Nigel: Absolutely, Lois. Within HCM, there are four main life cycles… Applicant, Employee, Rewards, and Talent. We're going to be talking about each of these in a lot more detail in our upcoming episodes, but to whet your appetite, let me give you a brief synopsis of those life cycles, the processes they include, and how they interact with each other. 12:38 Nigel: So let us start with the Applicant Life Cycle. As you can imagine, this is the start of the whole HCM process. We need to identify vacancies within the organization, and subsequently seek out suitable applicants to fill those gaps. There's a single process within the Applicant Life Cycle that we call “Recruit to Onboard,” which essentially is the whole recruitment campaign, right up to passing them over to HR so they can be converted from an applicant to an employee. At that point, the Employee Life Cycle kicks in. Each employee needs to be managed throughout their time with the organization, which may include Promotions, Transfers, basic assignment changes such as Line Manager Change, or Grade, to name just a couple. We call this the “Hire to Retire” processes. 13:23 However, it doesn't stop there. The processes also include the need to manage absences and the subsequent return to work, which we call “Absence Planning to Productivity” and even the employee's termination with the business should they wish to move on, called “Employee Separation to Workforce Analysis.” This leads us directly to the Rewards Life Cycle. 13:42 Lois: And everybody loves rewards! Nigel: Haha! There are four business processes included with this one. The first of which is “Benefits to Payroll,” which takes you through the mechanics of setting up benefit programs, which pass through to payroll, so that appropriate deductions can be made for the employee contributions. Then they have “Time Collection to Payroll.” This is where the employee records their worked time through various mediums such as Time Cards, Card Readers, Biometric Scanners, Web Clocks, and so on, which again are passed to payroll for processing and payment. We can't forget the “Payroll to Payment” process, as this is the main one that works out the net pay that each employee should receive. Now, as we have already alluded to, the information for this comes from many sources, including Benefits, Compensation, and of course Payroll directly. 14:30 Nigel: The final process in this life cycle is “Reward Planning to Targeted Compensation.” I just mentioned that the information for payroll processing can come from many different sources, right? One of those is Compensation, but there is a whole set of activities that constitutes Compensation. We have to consider the employee's base salary, we have to consider whether there are any ad hoc rewards that an employee can receive, and we also need to consider if there is a mechanism for managers to use a spreadsheet to award such compensation as Merit Increases and Bonuses, including the need to set budgets and awards based on models; for example, a percentage increase based on the employee's performance review score. The final life cycle is Talent. This encompasses all aspects of developing and assessing employees and includes processes for “Goal Setting to Performance,” “Talent Review to Succession,” “Career Planning to Development,” and “Employee Insight to Work Life Balance.” 15:26 Nikita: Thank you, Nigel, for taking the time to give us these insights into the world of Human Capital Management. We're really looking forward to you taking us through all the different HCM life cycles. To learn more about HCM business processes, visit mylearn.oracle.com. Lois: So, next week, you'll be back with us to dive into the Applicant Life Cycle, which is the first HCM life cycle. Until then, this is Lois Houston… Nikita: And Nikita Abraham, signing off! 15:52 That's all for this episode of the Oracle University Podcast. If you enjoyed listening, please click Subscribe to get all the latest episodes. We'd also love it if you would take a moment to rate and review us on your podcast app. See you again on the next episode of the Oracle University Podcast.

WorkplaceDiversity, the best LGBTQ job board for diversity hiring in the US, is making a huge impact on Seattle, WA's LGBTQ community with hundreds of available jobs listed by inclusive, equitable, and prominent companies. Learn more at https://workplacediversity.com WorkplaceDiversity 26 Eastmans Rd, Parsippany-Troy Hills, Hanover, NJ 07981, United States Website https://workplacediversity.com/ Email prc.pressagency@gmail.com

An all-new episode of the Future of Work Exchange podcast features a conversation with Kevin Leete, Senior Director of Sales at WorkLLama. Kevin and I discuss the power of omni-channel talent acquisition, the importance of the candidate experience, the continued impact of direct sourcing, and much more.

The rise of remote working and the widespread adoption of technology has made it much easier for all sizes of employers to tap into global pools of talent. The urban population of the African continent is projected to reach 1.1 billion people by 2040, making it the largest global workforce. With an ever more diverse base of skills across 54 countries, it's not surprising that outsourcing to Africa is on the rise. So what can employers do to tap into this enormous talent pool? My guest this week is Valerie Bowden, founder, and CEO of CRDLE. Valerie spent years traveling and working in Africa and now helps US and European businesses connect to talent in the world's second-largest continent. In the interview, we discuss: Tapping into global talent pools Why Africa? Language and timezones Types of skills Interns The social impact of outsourcing Are you already using African talent? Advice for effective outsourcing The importance of onboarding and training The future of remote teams Listen to this podcast on Apple Podcasts. A full transcript will appear shortly.

Wie sich Unternehmen durch einen klaren Fokus auf das Thema Altersdiversität bislang unerreichte Talent-Pools im Recruiting erschließen können, das erfahren Sie in dieser Folge des Agenda Podcasts im Rahmen der Diversity-Staffel 2023. Im Gespräch mit Tino Benker-Schwuchow, Chief People Officer Germany and Austria bei BNP Paribas, wird dabei deutlich, wie wichtig lebensphasenorientierte Angebote für die Zufriedenheit der Mitarbeitenden sind und warum die Unterschiede zwischen den Generationen nur auf den ersten Blick so groß erscheinen. Außerdem schildert er die spezifischen Diversity-Herausforderungen einer Großbank und wie sein Unternehmen auf den demographischen Wandel reagiert. Partner der Folge ist BNP Paribas.

Details Executives in every company we work with express concerns about their ability to attract and retain managerial talent. The solutions for most organizations are to either recruit young workers directly from school and invest in their development, pirate leadership talent from competitors, or find it internally. Of these alternatives, we strongly advocate that organizations … Continued The post Episode 98: Discover and Develop Hidden Talent Pools appeared first on ZENGER FOLKMAN.

Tennessee Turfgrass - Neal Glatt, Managing Partner, GrowTheBench Hiring workers continues to get harder and harder. The latest jobs report shows that rather than interest rate hikes slowing the economy as anticipated, jobs continue to be added at a furious pace. Unemployment remains historically low at 5.7 million people unemployed and there are more than [...] The post Tennessee Turfgrass Association – Leveraging Untapped Talent Pools appeared first on The Turf Zone.

(0:58) Introducing Sid Sijbrandij(13:43) Corporate Transparency(22:03) Remote work(25:13) Philosophies for success(26:55) Team ops(32:37) Human elements of remote work(36:14) Hybrid work(39:07) Global talent pool(43:10) Measuring productivity(50:08) The shadow program(54:14) Staying in the Bay Area(56:57) Situational leadership(1:00:08) Outro Mixed and edited: Justin HrabovskyProduced: Andrew Nadeau and Rashad AssirExecutive Producer: Josh MachizMusic: Griff Lawson 

North Carolina Turfgrass: Neal Glatt, Managing Partner, GrowTheBench | Email: Neal@GrowTheBench.com | GrowTheBench.com Hiring workers continues to get harder and harder. The latest jobs report shows that rather than interest rate hikes slowing the economy as anticipated, jobs continue to be added at a furious pace. Unemployment remains historically low at 5.7 million people unemployed [...] The post The Turfgrass Council of North Carolina – Leveraging Untapped Talent Pools appeared first on The Turf Zone.

Der Mangel an qualifizierten Mitarbeiterinnen ist für 40% aller europäischen Unternehmen existenzbedrohend. Der Fachkräftemangel, der in aller Munde ist, ist somit nicht nur ein Ärgernis, sondern die größte Gefahr für unseren Wohlstand. Lösen wir ihn nicht, könnten bis zu 80 Millionen Menschen in Europa dadurch ihren Job verlieren. Und obwohl das Problem so drängt, werden weiterhin die gleichen Lösungswege beschritten wie bereits vor 20 Jahren. Das Problem dabei ist nur: Technologie und Gesellschaft haben sich weiterentwickelt und die Lösungen von damals funktionieren heute nicht mehr. Um den War for Talents zu gewinnen, benötigen Unternehmen heute völlig neue Werkzeuge und Denkansätze. Die Helden der Arbeit, Daniel und René, diskutieren ja seit der ersten Folge, wie wir 2030 arbeiten werden. Aber in dieser Folge klären sie auf, wie wir in 2023 Fachkräfte gewinnen müssen, wenn wir wollen, dass unsere Unternehmen 2024 noch existieren. Shownotes: McKinsey-Studie: Suchen Sie in den richtigen Talent Pools? Personio HR Studie 2022

Talent Pools sind für die meisten Recruitingabteilungen irgendwie Hoffnungsträger und Stachel im Fleisch zugleich. Denn so richtig nutzt sie gefühlt kaum ein Unternehmen. Alle wollen "da was machen" und alle fragen sich, was das konkret sein kann. Mein heutiger Podcast Gast Dominik Becker, Co-Founder von mana HR, hat da ein paar Ideen und Ansätze. Die sehr bodenständig sind, aber das sind meiner Erfahrung nach die besten. Außerdem möchte ich auf den eigenen Podcast von Dominik, den "Connection HR & Talent" Podcast, hinweisen, den er zusammen mit Manuel Rau hostet. Hier geht es um alle Themen rund um HR. Also, viel Spaß beim Hören und noch mehr Spaß und Erfolg beim Umsetzen!

On this special episode of The Professional Services Pursuit, both of our hosts, Brent Trimble and Banoo Behboodi, sit down to discuss the different dimensions of the services industry as it pertains to talent and dive into some recent research on this topic. They also discuss why we are seeing more people taking a less traditional career path, and how services businesses need to adapt to retain their employees. Additional  talking points include:●        The shifting talent pools●        Recent articles and research by Kantata and McKinsey & Company●        Strategies that businesses can use to retain good talent●        The future of business  and getting in a position to optimize and scale●        Reasons why people are choosing to become their own boss ●        How to source talent in this new climate●        Upcoming webinar with TSIA addressing the changing workforce dynamicsCheck out the McKinsey & Company article referenced and keep your eyes peeled for Kantata's upcoming report, “The Changing Dynamics of the Modern Workforce”, or read more about the research here. 

Die Suche nach Tech-Talenten erfordert neue Wege des Recruitings. So sind beispielsweise Gaming-Ligen als Talent-Pools nicht zu unterschätzen. Warum Accenture sich in dem Bereich engagiert, besprechen wir im Podcast.

What happens when two military spouses—a software developer and an entrepreneur—combine forces? In this episode of Women on the Move, host Sam Saperstein finds out, as she talks with Instant Teams founders Liza Rodewald and Erica McMannes. “Instant Teams is a remote team marketplace that builds remote workforces by tapping technology and the largest database of military connected workers in the industry,” Sam explains. “They are challenging the status quo and building a unique way for companies to diversify their workforce.” Common challenges Erica McMannes has been a military spouse for more than 20 years, moving 12 times in those two decades. Along the way, she experienced the challenges shared by military spouses in trying to build their own career amidst frequent moves. She eventually landed in “the Silicon Valley space” and put her varied experience to work launching start-ups. Liza Rodewald, meanwhile, had a career as a software developer before her husband decided to return to active duty military service. Like Erica, she soon understood the common challenges faced by her peers. “Every single military spouse I would meet would ask me the same questions,” she tells Sam. “How are you working from home? How have you maintained your career? And can you help me do the same?” Erica and Liza met and developed a relationship via a Facebook group, and only lived in the same place—Fort Lee, Virginia—briefly. But they kept up with each other, and when Erica came up with the basic idea of Instant Teams, she reached out Liza: “Am I crazy?” she wrote. “Is this an actual thing we could do?” Liza, who had always been a solo entrepreneur and was in the final stages of launching another business, didn't take long to get excited about Erica's idea. “It was just really clear to me that I wanted a partnership and to really do something for this [military spouse] community in the remote workspace,” she recalls. Within months, working remotely before the pandemic had made it the norm, the two were making the VC rounds and launching Instant Teams. A two-sided marketplace Liza and Erica talk about how, as a talent marketplace, they serve two clients and solve two problems: that of employers and that of employees. By focusing on skills-based hiring rather than the standard chronological résumé system, Instant Teams offers career opportunities to the military spouse community who often get overlooked because of résumé gaps and other byproducts of the military lifestyle. Employers get direct access to a pool of candidates without having to post jobs and screen candidates themselves. As a side benefit, skills-based hiring naturally promotes diversity in workplaces. “You're not just getting the same flavor of people when you're trying to hire, but you actually have diverse pipelines built in,” Liza says. Pioneering a remote work culture Erica and Liza founded Instant Teams with a focus on remote career opportunities before the pandemic even hit. As military spouses, they were both familiar with the benefits and challenges of working remotely. “I was doing gymnastics basically to try to create quiet spaces for myself, and closed one deal while I was in my car because my house was being packed up at the time,” Liza recalls. But once the pandemic normalized working from home, she says she began to realize she didn't need to be so hard on herself for every little interruption. “We all have families,” she says. “We all have doorbells that ring or a dog that barks, and to see people as humans in the workforce I think was a really positive thing that came out of the pandemic.” Erica emphasizes that fostering a positive remote work environment was also paramount at Instant Teams. “One of the first documents we ever created was called our Ethos to Remote Communication,” she says. “And this was pre-pandemic, and I look back and I think, wow, we were like pioneers, like look at us, charging ahead with remote communication.” Today, they say, they're proud of the work they've done to promote remote work opportunities to talented military spouses and others, as well as the opportunities they offer to employers to have a curated recruiting pipeline experience. “What we're building towards is something greater, not even just for the organization or for our teams or for our customers, but in a bigger sense of women in business and women in leadership,” Erica says.   Full transcript here

Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools. My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies. In the interview, we discuss: Recruiting challenges at The Open University Operating with legacy systems Developing a compelling employer brand Anonymous recruiting and diverse interview panels Making the candidate experience more engaging Recruitment marketing automation Online events Talent pool segmentation Future innovations Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly.

Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools. My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies. In the interview, we discuss: Recruiting challenges at The Open University Operating with legacy systems Developing a compelling employer brand Anonymous recruiting and diverse interview panels Making the candidate experience more engaging Recruitment marketing automation Online events Talent pool segmentation Future innovations Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly.

Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools. My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies. In the interview, we discuss: Recruiting challenges at The Open University Operating with legacy systems Developing a compelling employer brand Anonymous recruiting and diverse interview panels Making the candidate experience more engaging Recruitment marketing automation Online events Talent pool segmentation Future innovations Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly.

Titus O'Reily explains why not liking one side doesn't mean you love the other; Donna Hay helps Sam with his shitty brisket; Julia Morris chooses the perfect place for her Gold Logie that we all hope she'll win; Scott Morrison fully tackles a child to the ground; and we follow up on the 'sooky' dolls your Mums bought for some creepy reason. A Nova Podcast Podcast Produced & Edited By Andy Zito Executive Producer: Jack Charles Producers: Victoria Wall & Brodie Pummeroy Additional Audio Production: Tim Mountford See omnystudio.com/listener for privacy information.

- on chain identities via SSI https://tokenomicsdao.substack.com/p/what-is-self-sovereign-identity- On chain credentials pr proof of experience https://tokenomicsdao.substack.com/p/litepaper-proof-of-experience?s=w- the roadmap article- ve tokens (vested escrow tokens): https://mirror.xyz/0x1e35A719f1d68da02DEf39Bde510c9cc4efDC84B/qe5TdeXrnT8OuuQobQN7kZLhsnQQb92ypSuKyznBlsc- Wake surfing example video:Watch this episode as a video on YouTube:Join us on discord: https://discord.gg/JNqMSHqv Sound Logo Attribution - It Starts Here - https://www.fiftysounds.com Get full access to Tokenomics Newsletter at tokenomicsdao.substack.com/subscribe

Good interviewing skills are crucial, but it's more important to have a top-notch pool of prospects. I want you to think about your current recruiting strategy. How much of it relies on lucking out and having the right person see your posting at the right time? Are you actively recruiting for top talent or passively waiting for a needle in a haystack? Making a great hire is impossible if you don't have anyone good to choose from. This is why 90% of the hiring problem is fundamentally "Top of Funnel". You can practice your interviewing skills all you want (and we will go over this in the next episode), but if you don't have a great pool of candidates to interview, where does that leave you? We've all at some point felt the frustration of posting an open position on a job board only to find that a few days later, only a few completely unqualified people have applied. This 'hope and pray' strategy has led many lesser entrepreneurs to all but abandon the search entirely, comforting themselves with stories and excuses that often blame lazy millennials, COVID, or government policy. But that's not you. As an evolved contractor, you know the promotion of your job ads and your employer brand is the missing link in this all-important chain. We're excited to have Asad Zaman on the show to speak in-depth on active tactics and promotional recruiting. Asad is the CEO of Sales Talent Agency, an international recruiting agency that has helped acquire talent for over 1,500 companies - some of them you may know: Harley Davidson, SAP, IBM, Salesforce, and Sonos, to name a few. Toronto Board of Trade named Asad Toronto's Young Professional of the Year for 2019, and you'll see why in this episode. This guy is seriously dialled. There is a good reason why we chose to bring someone from outside the trades and construction space in for this topic - because the level of sophistication in recruitment, employer brand, and all things hiring - is much more evolved in other industries like tech, where he plays. There is a ton that we learned from today's conversation. In today's episode, we explore: - The three talent pools available to any entrepreneur and why most of us just barely tap into one - The way to think with "strategic empathy" and how placing yourself in the shoes of a candidate will lead to way better results - Some specific ways you as an employer can stand out in a highly competitive market - The best way to make a compelling offer to your target candidate - The (incorrect) common belief systems that hold most contractors back - How to integrate a talent acquisition mindset into your company culture Watch the episode on PCA Overdrive PCA Overdrive is free for members. Not a member? Try our 30-day, free trial; $5.99/mo after. Download the app on the Apple Store or Google Play. Become a PCA member

If you'd like to apply to be a Breakthrough Academy member, click here: https://trybta.com/PCEP43 To download this episode's free transcript "Where to Find the Top Candidates" click here: https://trybta.com/PCDLEP43 Welcome back to Contractor Evolution and episode 3 of our Ultimate Hiring Funnel Series. I want you to think about your current recruiting strategy. How much of it relies on lucking out and having the right person see your posting at the right time? Are you actively recruiting for top talent or passively waiting for a needle in a haystack? Making a great hire is impossible if you don't have anyone good to choose from. This is why 90% of the hiring problem is fundamentally "Top of Funnel". You can practice your interviewing skills all you want (and we will go over this in the next episode), but if you don't have a great pool of candidates to interview, where does that leave you? We've all at some point felt the frustration of posting an open position on a job board only to find that a few days later, only a few completely unqualified people have applied. This 'hope and pray' strategy has led many lesser entrepreneurs to all but abandon the search entirely, comforting themselves with stories and excuses that often blame lazy millennials, COVID, or government policy. But that's not you. As an evolved contractor, you know the promotion of your job ads and your employer brand is the missing link in this all-important chain. We're excited to have Asad Zaman on the show to speak in-depth on active tactics and promotional recruiting. Asad is the CEO of Sales Talent Agency, an international recruiting agency that has helped acquire talent for over 1,500 companies - some of them you may know: Harley Davidson, SAP, IBM, Salesforce, and Sonos, to name a few. Toronto Board of Trade named Asad Toronto's Young Professional of the Year for 2019, and you'll see why in this episode. This guy is seriously dialled. There is a good reason why we chose to bring someone from outside the trades and construction space in for this topic - because the level of sophistication in recruitment, employer brand, and all things hiring - is much more evolved in other industries like tech, where he plays. There is a ton that we learned from today's conversation. In today's episode, we explore: The three talent pools available to any entrepreneur and why most of us just barely tap into one The way to think with "strategic empathy" and how placing yourself in the shoes of a candidate will lead to way better results Some specific ways you as an employer can stand out in a highly competitive market The best way to make a compelling offer to your target candidate The (incorrect) common belief systems that hold most contractors back How to integrate a talent acquisition mindset into your company culture See omnystudio.com/listener for privacy information.

Register for our upcoming Live Contractor Roundtable: https://trybta.com/feb17    If you'd like to apply for Breakthrough Academy click here. To download this episode's free transcript "Where to Find the Top Candidates" click here.   Welcome back to Contractor Evolution and episode 3 of our Ultimate Hiring Funnel Series. I want you to think about your current recruiting strategy. How much of it relies on lucking out and having the right person see your posting at the right time? Are you actively recruiting for top talent or passively waiting for a needle in a haystack?  Making a great hire is impossible if you don't have anyone good to choose from. This is why 90% of the hiring problem is fundamentally "Top of Funnel".  You can practice your interviewing skills all you want (and we will go over this in the next episode), but if you don't have a great pool of candidates to interview, where does that leave you? We've all at some point felt the frustration of posting an open position on a job board only to find that a few days later, only a few completely unqualified people have applied.  This 'hope and pray' strategy has led many lesser entrepreneurs to all but abandon the search entirely, comforting themselves with stories and excuses that often blame lazy millennials, COVID, or government policy.  But that's not you. As an evolved contractor, you know the promotion of your job ads and your employer brand is the missing link in this all-important chain. We're excited to have Asad Zaman on the show to speak in-depth on active tactics and promotional recruiting. Asad is the CEO of Sales Talent Agency, an international recruiting agency that has helped acquire talent for over 1,500 companies - some of them you may know: Harley Davidson, SAP, IBM, Salesforce, and Sonos, to name a few.  Toronto Board of Trade named Asad Toronto's Young Professional of the Year for 2019, and you'll see why in this episode. This guy is seriously dialled. There is a good reason why we chose to bring someone from outside the trades and construction space in for this topic - because the level of sophistication in recruitment, employer brand, and all things hiring - is much more evolved in other industries like tech, where he plays.  There is a ton that we learned from today's conversation. In today's episode, we explore: The three talent pools available to any entrepreneur and why most of us just barely tap into one  The way to think with "strategic empathy" and how placing yourself in the shoes of a candidate will lead to way better results Some specific ways you as an employer can stand out in a highly competitive market The best way to make a compelling offer to your target candidate The (incorrect) common belief systems that hold most contractors back How to integrate a talent acquisition mindset into your company culture See omnystudio.com/listener for privacy information.

This playlist is a collection of four interviews to celebrate International Podcast Day, all recorded in Leeds to celebrate Leeds Digital Festival 2021. You'll find insight here from Tred's CEO Will Smith, The Ahead Partnership (Suzie Bell), The Coder's Guild (Crispin Read) and Jonny Ross, content guru from Fleek Marketing. Also - you'll here us mention The Coder's Guild LGBTQ+ Hack. Take part! https://www.lgbtqhack.com/

With the pandemic under control in the U.S., many employers say time to get back to work... but where are the workers? Cathy Missildine, Chief Human Resources Officer at Southeastrans, Inc., joins host Crystal Miller Lay on the DriveThru to discuss the state of worker availability post-COVID. Join us!        

I love a good story of how our real life experiences can shape our career and how we serve the HR and workplace communities. To set the stage for our podcast guest and the topic, I wanted to share information from CDC earlier this year First Estimates of the Number of Adults Living with Autism […] The post Episode 257: Building Neurodiverse Talent Pools appeared first on Workology.

I love a good story of how our real life experiences can shape our career and how we serve the HR and workplace communities. To set the stage for our podcast guest and the topic, I wanted to share information from CDC earlier this year First Estimates of the Number of Adults Living with Autism […] The post Episode 257: Building Neurodiverse Talent Pools appeared first on Workology.

It's the international break but we've still got plenty to talk about. The deepest talent pools in the world, Sergio Ramos' legacy, first impressions, masked celebrations and more. Indulge! Hosted by Luke Byron and joined by Tom Kennett, Jack Harper and Alex Jones

Today's wrestling news, including...Candy Cartwright Sues WWE & Matt Riddle For $10 Million EachWWE Draft 2020: Complete Rules & Talent Pools Announced!Update On Samoa Joe's WWE In-Ring Future!Over 140 Wrestlers Missing From WWE's Official 2020 Draft Pool?!ENJOY!Follow us on Twitter:@AdamWilbourn@AndyHMurray@WhatCultureWWEFor more awesome content, check out: whatculture.com/wwe See acast.com/privacy for privacy and opt-out information.

In this episode, Mitch & Brandon recap the Auto Club weekend. We discuss the important topic of brand identity and what that means to NASCAR & the fans. We also talk about the optimism of young drivers coming through the sport. All of that & more on the Motorsports With Mitch And Brandon Podcast!

In this episode, we discuss on-demand talent pools and the remote workforce movement.  We sit down with Michael Kerns with Toptal who brought up some interesting perspectives around these two subjects. Thanks for listening!  

Dr. Michael Wooten, the administrator in the Office of Federal Procurement Policy, said he is preparing the workforce for a future where robotics process automation and artificial intelligence take over the mundane tasks of acquisition.

A lot of companies shy away from hiring veterans because they don’t understand the value that they may bring to the table.  Amazon, Google, Microsoft, Cisco & Walgreens have programs in full force but the majority of startups have yet to really get on board. The diversity in thought that comes from hiring a vet may be the competitive edge that your startup needs to propel your business ahead of your competition. This show is proudly sponsored by Vidoori Today’s Quote: "We hire military veterans because they make great employees. They bring proven technical and leadership skills. They understand teamwork, and they're adaptable. Bottom line, hiring veterans is good for business."  Randall L. Stephenson - CEO of AT&T Guest Bio:  Brian Erickson serves as the Vice President, Strategy and Solutions at Vidoori, Inc.  He leads company expansion strategies bringing the Vidoori brand to the west coast. Brian has over 26 years of experience in Naval Aviation, Cybersecurity, Information Technology, Information Operations, Strategic Programs and sourcing/acquisition.  Brian is a retired Senior Naval Officer (Captain/O6) with proven experience and expertise across numerous technical domains bringing a warfighters perspective to Vidoori’s mission of delivering excellence.  Brian holds a Bachelor of Arts Degree in Economics from San Diego State University, a Master of Business Administration (Financial Management) from the Naval Postgraduate School, a Master of Science (Information Technology) from the Naval Postgraduate School and an Executive Management Certification from the University of Virginia Darden School of Business.  Additionally, Brian holds numerous defense and industry related certifications to include: CISSP, GSLC, CISSO, CISSM, DAWIA Level 3 PM, DAWIA Level 3 IT, CKM, ITIL.  Show Highlights: The benefits of hiring veterans Challenges in the crossover What is needed to hire veterans today Why hire veterans? Advantages of hiring veterans Hard workers Trained All the same, competencies that civilians do +1 Life experience Much harder workers, disciplined Why do companies not hire veterans?  Language Translation - understanding of Military terminology Skills Mismatch -  Negative Stereotypes / Bias - too rigid, formal, chain of command “Alpha” mentality Aggression / PTSD / disability fears Cultural Fit Fear of future deployments Rick’s Input: Military ranking & conditioning Diversity in thought Requires a shift in mindset Impactful behavior transfers How to Successfully hire Veterans Preparation is Key! Process & Structure Checklist oriented Understand rigidity in the government process Outline the Framework, Training & Direction Rick’s two cents Embrace the differences in Mindset Seek to understand the mindset More important to have a structured interview process Key Takeaways: Have an established interviewing team that works well together; bring in a technical “ringer” as required to round out the depth and breadth of conversation. Hire military...highly technical, lots of experience, trustworthy, bang for your buck   Transactional vs relational (stick with relational)

In this episode of the Skill Up Build Up podcast, Adam and Kofi dig deep into realistic inclusivity solutions for disability and LGBTQ communities. Guest Tiffany Hanson, with leadership roles at both Luna Language Services and Indy Pride, reveals the effect of intentional inclusivity – as opposed to merely antidiscrimination. She offers best practices for tapping into this diverse, and underutilized, talent pool. It’s much simpler than you might expect.

Hier sind die heise online News mit Jessica Lumme Unternehmen suchen IT-Experten - im richtigen Alter Der Fachkräftemangel ist bei den IT-Berufen so eine Sache: Bei Programmierern fehlen flächendeckend nicht die ausgebildeten "Fachkräfte", sondern erst die "Spezialisten", etwa mit Hochschuldiplom. Und bei IT-Systemanalytikern herrscht bundesweit Mangel an "Experten" auf noch höherem Niveau, erklärte die Bundesarbeitsanstalt. Und: "Nur relativ wenige Unternehmen versuchen, neue Talent-Pools für sich zu nutzen, wie beispielsweise ältere Arbeitnehmer", stellen die Unternehmensberater fest. TRENNER Instagram: DSGVO-Tool verrät Nutzerpasswörter im Klartext Facebooks Bilderdienst Instagram hat eine Datenschutzpanne eingestanden: Beim Anmelden mit dem Tool "Download your data" wurde versehentlich das Nutzerpasswort im Klartext in der Browser-URL angezeigt. Darüber berichtet die Website The Information. Das Tool "Download your data" hatte Instagram im April dieses Jahres eingeführt, um den Anforderungen an die europäische Datenschutzgrundverordnung (DSGVO) zu genügen. TRENNER Huawei Mate 20 X kommt für 900 Euro nach Deutschland Das im Oktober vorgestellte Huawei Mate 20 X kommt im Dezember auch in Deutschland auf den Markt. Interessant könnte es vor allem wegen des ungewöhnlich großen OLED-Bildschirms sein: Die Display-Diagonale misst 7,2 Zoll. Das Handy mit besonders großem Display kann bei Saturn und Media Markt bereits für 900 Euro vorbestellt werden: Erhältlich ist es ab dem 4. Dezember. TRENNER Umweltbundesamt: Elektroschrott wird oft falsch entsorgt Alte Elektrogeräte werden oft falsch oder sogar illegal entsorgt. Besonders schlecht sieht es nach Angaben des Umweltbundesamts bei großen Haushaltsgeräten aus. "Knapp 465.000 Tonnen Kühlschränke, Waschmaschinen und Geschirrspüler verschwinden in den Untiefen illegaler Sammlung oder in nicht zertifizierten Behandlungsanlagen", sagte die Chefin des Umweltbundesamts Maria Krautzberger. Das sei Ressourcenverschwendung, denn die Geräte seien "wahre Schatzkisten an wiederverwendbaren Rohstoffen". Es schade massiv der Umwelt, wenn gefährliche Stoffe falsch entsorgt würden. Diese und alle weiteren aktuellen Nachrichten finden Sie auf heise.de

In this episode, Matt Alder talks to Dominie Moss, founder of The Return Hub, about tapping into talent pools of people looking to return to the workforce

Herzlich Willkommen zu meinem Podcast „Nachhaltig Führen“! Möchten auch Sie als junge oder erfahrene Führungskraft zukünftig noch wirksamer und zufriedener – und dadurch auch nachhaltig erfolgreicher – sein? Dann finden Sie in diesem Podcast Inspirationen, Impulse und konkrete Ideen für Ihre tägliche Führungsarbeit. --- In dieser Episode spreche ich mit Theresa Kretzschmar, Global HR Director bei Spreadshirt, über OKRs (Objectives & Key Results) als agilen Ansatz zur Zielvereinbarung. Theresa berichtet, wie Spreadshirt sein altes, mit dem Bonus verknüpftes Zielsystem vollständig durch OKRs abgelöst hat und welche Vorteile die neue Methode Unternehmen bietet. Unterschied zwischen OKRs und "klassischen" Zielen "Klassische" Zielsysteme sind so gestaltet, dass Ziele für ein Jahr vereinbart werden und mit dem Erreichen der Ziele eine variable Gehaltskomponente verbunden ist. Gerade in einem dynamischen Marktumfeld sind Jahresziele nicht mehr unbedingt realistisch, da sich die Planungsannahmen fortlaufend ändern können. Wenn ich zudem die intrinsische Motivation meiner Mitarbeiter nutzen will, wirkt ein Bonus als extrinsischer Anreiz nur bedingt motivierend bzw. kann sogar kontraproduktiv sein und Misstrauen ausdrücken. Hier setzen OKRs (Objectives & Key Results) an. Gemäß dieser Methode werden Ziele für einen kürzeren Zeitraum vereinbart (z. B. quartalsweise). Dabei werden die Ziele aus den übergeordneten Unternehmenszielen heruntergebrochen, sodass bei jedem Ziel das dahinterliegende "Warum?" klar wird. OKRs zielen darauf ab, motivierende Oberziele (Objectives, z. B. "Einführung eines neuen Talent Management-Systems") zu definieren, für die dann aus mehreren Perspektiven konkrete und messbare Unterziele (Key Results, z. B. zu IT-System, Prozessgestaltung, Aufbau eines Talent Pools etc.) vereinbart werden. Die Key Results können dann durchaus SMART (spezifisch, messbar, ambitioniert, realistisch, terminiert) definiert werden. In der Praxis werden pro Mitarbeiter dann maximal 5 übergeordnete Objectives vereinbart, zu den jeweils maximal 4 Key Results gehören. Nutzen von OKRs für Unternehmen und Mitarbeiter • erhöhte bereichsübergreifende Transparenz durch Berücksichtigung mehrerer Perspektiven auf das Objective durch mehrere Key Results • realistischere, kurzfristige Zieldefinition durch Fokus auf Quartalsziele und eine intensivere Kommunikation über die Ziele • keine kontraproduktive Motivation durch Kopplung an den Bonus • bessere Priorisierung (Was ist im kommenden Quartal wirklich wichtig?) • realistischere Ressourcenplanung, indem nur diejenigen Ziele priorisiert werden, für die auch eine hinreichende Unterstützung sichergestellt ist Hinweise für den Einführungsprozess in Unternehmen • Wegfall des Bonus als variabler Gehaltsbestandteil: Stattdessen wurde die variable Komponente vollständig in ein erhöhtes Festgehalt umgewandelt und die Verträge entsprechend neu gestaltet. • Umsetzung des neuen OKR-Prozesses in einem Tool: Die Prozessgestaltung sollte einfach gehalten werden und sich in die bereits vorhandene Tool-Landschaft integrieren lassen. • Einheitliches Verständnis der OKR-Definition: Wie genau sind OKRs zu definieren? Ist das konkrete Ziel jetzt noch ein Objective oder schon ein Key Result? Auch hier lieber erstmal starten und den Prozess sowie das Wording nachschärfen. • Kommunikation ist nicht zu ersetzen: Klare Formulierung von Erwartungen, dass die Kommunikation über Ziele und Prioritäten eher noch intensiver wird als vorher. In der nächsten Woche spreche ich mit dem Führungstrainer, Coach und Podcaster-Kollegen Dirk Braun darüber, wie wichtig es für Führungskräfte ist, Entscheidungen zu treffen und was bei der Delegation von Aufgaben wichtig ist, um wirksam und nachhaltig erfolgreich zu sein. Bleiben Sie wirksam, bleiben Sie nachhaltig - und bleiben Sie dran...! --- Kontakt: www.nachhaltigfuehren.blog/s01e12 www.twitter.com/FuehrNachhaltig

How can references aid you in the hiring process? You might be surprised. In this podcast, Rob Bennett, Vice President Channel Alliances at SkillSurvey, explores how references can serve as a valuable business tool beyond providing background on job candidates. Research has shown that nearly 70% of the employed workforce is open to new opportunities, even if they are not actively job hunting. Discover how to tap into references as a passive pool of pre-qualified candidates.

Show Notes 01:04 – Inchoo’s Story 11:48 – Inchoo & Magento 2 24:09 – Project Niches / SEO 37:50 – Talent Pools 49:07 – Events & Conferences Links/Mentions Inchoo Osijek, Croatia WebShopApps Blog Developer’s Paradise...