Talk Talent To Me

Corrine Ishio discusses what responsibility talent teams should plan in playing a consultative approach with candidates, as well as how to be honest with yourself about your career motivations and make sure you are playing the long game in recruitment. Corrine Ishio on LinkedIn

As the Director of Talent Acquisition at HealthTrackRx, Clarisce takes joy in connecting the brand and its core values to the organization and its people, while also attracting fresh talent to come in and be in alignment with those values. In today's episode, you'll learn more about how she does this by providing her organization with the best possible resources in order to help fuel development and personal growth, rather than simply checking the boxes. We have a truly eye-opening conversation about detoxing from destructive corporate cultures and distinguishing between good people leaders and people who are good at their jobs. Clarisce also shares some actionable advice for challenging misplaced expectations when it comes to bringing diversity, equity, and inclusion (DEI) to the C-suite, and how to do so in a meaningful way. Key Points From This Episode: A look at Clarisce's rapid career trajectory and how she ended up in her current role. What Clarisce means when she says that recruiting is the fun side of HR. How she believes recruiting has 'rebranded' and evolved. The tangible impact that recruiters have on an organization and its people. What Clarisce misses about "being in the trenches." Pros of stepping into a leadership position, namely becoming a mentor. Making the most of the opportunity to shape an organization from the inside out. The process of detoxing from destructive corporate cultures. A reminder that people don't 'quiet quit' good jobs at good companies! How talent acquisition bridges the C-suite and marketing departments. Issues that are top of mind for Clarisce as Director of Talent Acquisition. Distinguishing between good people leaders and people who are good at their jobs. Why issues that affect recruitment are also leading indicators for the health of the business. Challenging misplaced expectations when it comes to bringing DEI to the C-suite. Tips and advice for building your organization's DEI plan. Why the C-suite is terrified of saying the wrong thing! What meaningful DEI actually looks like in an organization. Tweetables: "I like to say [recruiting] is the fun side of HR. We're not dealing with investigations into people's drama. We're out there connecting the brand and the core values to the organization, to people, and attracting them to come in and be in alignment with that." — Clarisce Tolston [0:09:20] "It sits between HR and the C-suite. I feel like that's the sweet spot for talent acquisition. That's where we do our best work." — Clarisce Tolston [0:11:11] "If you create the environment where people are 'quiet quitting', you need to check your culture, not the people that you want to secretly fire because they're not working on the weekend." — Clarisce Tolston [0:26:54] "The people at the top must reflect the health and the body of the organization. That's what DEI [means]." — Clarisce Tolston [0:39:36] "That's what DEI is. It's saying, 'I'm coming to you with a certain need, based on culture, based on religion, based on my background. If you have the ability to accommodate me, you do.' That's it." — Clarisce Tolston [0:48:53] Links Mentioned in Today's Episode: Clarisce Tolston on LinkedIn HealthTrackRx Talk Talent to Me Hired

Jessica is the Head of Talent Acquisition at Atlantic Street Capital Advisors, as well as the host of the Jess Get Hired Podcast. In this episode, she introduces us to her podcast, explaining the topics she covers, and some of the recurring themes and pieces of advice that come up. You'll hear how Jessica got her current position at Atlantic Street Capital Advisors, the value of networking (and how to do it), and her recommendations on how other recruiters can find their next positions. She also sheds some light on her role at Atlantic Street Capital Advisors, what she is working on, and some of the recruiting processes her team implement in the companies they acquire. For valuable tips on how to build a network, what the must-have tools for any HR tech stack are, and why cover letters are actually a waste of time, make sure not to miss today's conversation! Key Points From This Episode: The Jess Get Hired Podcast and how it started during the pandemic. Jessica's ultimate goal to leave corporate America and start her own consulting company. Some of the recurring themes and pieces of advice that come up on Jessica's show. Jessica's recommendations for how recruiters can find their next role. Thoughts on the LinkedIn trend of Social Saturday. How Jessica got her current position and the value of networking. Jessica's role at Atlantic Street Capital Advisors and what she is working on. Some of the recruiting processes that Atlantic Street Capital Advisors put in place in the companies they acquire. Major challenges faced by Jessica and her team, like introducing technology investments. The types of tech that they introduce and must-have tools for any HR tech stack. Jessica's views on the cover letter and whether or not it has any value. How to avoid posting a cover letter and still get the job! Tweetables: "One day, [when I get out of corporate America], then this will be my brand. Hopefully, I can take what I've learned through podcasting and all the people that I've met along the way and turn it into some type of consulting business." — Jessica George [0:05:25] "Not all HR people are good recruiters and not all recruiters can do HR. That's just fact!" — Jessica George [0:16:41] "I hate cover letters. I think it's a waste of time. As someone who looks at hundreds of resumes a week, the last thing I want to do is read through the fluff of a cover letter. I'd rather get to the nuts and bolts of your resume and see the key things that I need to see" — Jessica George [0:26:46] Links Mentioned in Today's Episode: Jessica Fiesta George Jess Get Hired Podcast Atlantic Street Capital Advisors Talk Talent to Me Hired

Kate Duchene, the CEO of RGP, is here to discuss the new, modern way of matching and connecting professional work to talent. By describing her consultative approach, Kate helps us understand how to break talent into operational and transformational needs in order to ensure efficiency and better outcomes. With her passion for problem-solving and innate curiosity, Kate has built an employee-focused business that is based on project-based hiring and insourcing skillsets to meet shared needs and values. Plus, Kate discusses the work-from-home life model, the importance of letting go, how to move past failure, human competencies, and more! Key Points From This Episode: Some background of RGP. How RGP has early conversations with potential partnering companies. RGPs talent placing process. Common challenges companies are facing: talent gaps. How the pandemic created changes in approaches to working life. What Kate thinks is sacrificed from working from home. How Kate became the EVP of HR in RGP. The importance of creating specialized roles as your business grows. Kate's characteristics which make her a good CEO. Why you don't need to be an expert in all aspects of your job. Why challenges can build better trust and relationships. The need for finite employees to fill specific needs. Characteristics that make up the power of human competencies. The talent pool that inspired the beginnings of RGP. How flexibility and accountability have adapted since the pandemic. Kate's capital and talent management advice. Tweetables: "Both leaders of organizations and talent management will have to balance the needs and wants going forward [after COVID-19]." — Kate Duchene [0:08:27] "The challenge is that as an organization grows, when do you start creating more defined roles so that you can achieve the focus and the impact you need?" — Kate Duchene [0:15:39] "Very rarely do you get to perfect and, most times, very good is exactly what you need." — Kate Duchene [0:20:21] "People remember you when you work through challenges." — Kate Duchene [0:23:23] Links Mentioned in Today's Episode: Kate Duchene on LinkedIn RGP Talk Talent to Me Hired

While the impact of successful mentorship has been proven in a multitude of ways, there is still the fear that participants could be mismatched or that a mentor's time might be wasted. Concerns that the relationship will be short-lived or even fail can also get in the way of tremendous results. Today's guest asks us to consider using intention and purpose to guide these relationships. Please join us in welcoming Tschudy Smith, Chief People Officer at ForgeRock, to share her perspective on purpose-driven mentorship. Tuning in, you'll learn some of the characteristics of great leaders, why Tschudy believes we have to be more intentional than ever about who we bring into our network, and how to set outcomes and objectives before entering into a mentorship relationship. We also touch on the importance of empathy, the fundamental differences between a sponsor and a mentor, and the role that places and culture play for CPOs in a post-pandemic world, plus so much more. Key Points From This Episode: Insight into Tschudy's background and how she ended up in her current role at ForgeRock. How she came to understand the role that empathy plays in a leadership role. The value of mentorship and why Tschudy believes we have to be more intentional than ever about who we have in our network. A purposeful, outcomes-driven approach to inviting a mentor or a sponsor to work with you. Measuring the success of a mentor/mentee relationship against those initial objectives. An understanding of the differences between a mentor and a sponsor. Characteristics of a great leader, from transparent dialogue to advocating on behalf of others. Why the role of a sponsor is such a complicated one in today's highly matrixed organizations. How Tschudy conceived of the role of Chief People Officer (CPO) and her approach to it. Why today's leadership is about more than to-do lists and agendas; it's about people. The role that places and culture play for CPOs in a post-pandemic world. Tschudy elaborates on some of the 'non-negotiables' for CPOs today. How Tschudy decided that CPO was the right role for her and how it aligned with her goals. Tweetables: "Some of those formal or informal engagements we might have expected to have are fewer and [farther] between, [so] we have to be even more intentional about who we have in our network that is there to support us, to guide us, and to give us some coaching and insight." — Tschudy Smith [0:06:22] "I feel like it's important to pay it forward and, I'll tell you, when you can play the role of mentor, you also learn." — Tschudy Smith [0:07:32] "The idea of a sponsor is to have somebody who advocates on your behalf, who is in those rooms, who is in those conversations, and who actually [thinks] about you when you're not there." — Tschudy Smith [0:15:07] "This is 22nd-century leadership. It isn't just about managing a to-do list. It isn't just about showing up to run an agenda for a team meeting. It's getting proximate, caring for your people, seeing them at their best, and figuring out how you can help them do more of that." — Tschudy Smith [0:22:22] Links Mentioned in Today's Episode: Tschudy Smith on LinkedIn ForgeRock Talk Talent to Me Hired

When you are walking around an airport, you see employees doing many different things ranging from working at ticketing counters, client services, pushing people in wheelchairs, or driving them around on carts, to someone loading and off-loading baggage from an airplane. Recruiting applicants for these jobs, especially on such a large scale, requires a system that is both effective and user friendly, on either side. On the show today is Akshay Loomba, the VP and head of talent acquisition over at Unifi. Join us for an insightful conversation about their new ATS, or as Akshay calls it, the iPhone of ATS'. We also hear about Unifi the company, their services, and recruiting and onboarding processes across 200 airports in the US. Key Points From This Episode: Unifi clients serviced. More about what Unifi is and does: the largest ground services aviation company in the US. Hear about the recruiting process at Unifi. The onboarding process of airports and how that differs across the airports. Akshay shares more about his role at Unifi. What Akshay has been working on lately: the iPhone of ATS'. How he knew the time was right to implement changing tools. More about the rollout process of their new system across the 200 airports. Akshay shares about the ATS training experience he went through. How the software swap campaign was met internally: navigating resistance. How Akshay vets vendors and whether they can deliver custom requirements. How they get around positivity bias. Areas Akshay would like to see innovation and growth in the market. Tweetables: "The way you look at the recruiting world today, post-pandemic — everybody's trying to recruit or has the option to recruit from home. They have a lot of remote options." — Akshay Loomba [0:04:04] "Anything and everything from the geopolitical environment, the stimulus checks, whatever happens in the economy kind of affects this industry [aviation] and the way we recruit today." — Akshay Loomba [0:06:17] "The kind of integrated systems, which we are building at Unifi, I could safely say — that it's one of the best in the industry at the moment." — Akshay Loomba [0:19:17] Links Mentioned in Today's Episode: Akshay Loomba on LinkedIn Unifi Talk Talent to Me

Empathy, Honesty, and Transparency with Cade Garret Episode 270: Show Notes Today on Talk Talent to Me, we are joined by the Head of Talent at super{set}, Cade Garrett. Cade talks about what his company does, how he ensures his clients make a big impact, where he believes early-stage companies should source their candidates, what he looks for in early-stage employees, and the pushback he gets from early-stage founders who refuse to prioritize hiring. You'll learn how Cade assesses his recruiters, the potentially traumatic experience of moving between jobs, and forms of communication that alienate candidates from recruiters. To find out why transparency is so important and to learn how to build trust with a candidate, tune in now! Key Points From This Episode: A warm welcome to today's guest, Cade Garret. What Cade and super{set} are busy working on. Cade explains what super{set} does as a company. Hiring he is currently doing for both super{set} and external companies. Advice he gives to his clients to help them make a big impact. His thoughts on where companies should source their talent in the early stages. What he looks for in early-stage employees. The pushback Cade gets from early-stage founders who do not prioritize hiring. The interview process and how managers engage their candidates. How he assesses recruiters on their interview style. Transitioning between jobs as a potentially traumatic experience. Whether Cade considers a therapeutic approach to some interviews. Forms of communication that alienate the recruiter from the candidate. The importance of always being transparent. How to build trust so that candidates are honest with you. Tweetables: "You can't wait for the perfect scenario and the perfect storm. You just have to start talking to people, you have to start pitching, you have to start figuring out how to bring people on, and then you can start to incorporate everything that you learned as you go along." —@cadegarret13 [0:04:33] "Tom Chavez turned to us and said, 'People are the secret, people are what make this all work,' and I agree with that wholeheartedly." —@cadegarret13 [0:07:43] "When you're getting to know people, you can't just ask the same generic questions. You have to really get empathetic with them and understand a little bit more about what makes them tick." —@cadegarret13 [0:07:52] "It needs to be a really good split between interviewing and selling candidates because if you spend all of your time interviewing, you're going to get to the end of the interview, and there's going to be no connection." —@cadegarret13 [0:12:58] "People just really want to work with good people. They really want to love their job and believe in what they're doing, and you just have to find that throughout the [interview] process, you have to discover it with them." —@cadegarret13 [0:20:39] "No one should want to get into a company that isn't going to be a fit for them, and no recruiter should want to put someone who is not a fit into a company." —@cadegarret13 [0:23:02] Links Mentioned in Today's Episode: Cade Garret on Twitter Cade Garret on LinkedIn super{set} SuperSummit Tom Chavez on LinkedIn Vivek Lodhia on LinkedIn SalesForce Talk Talent to Me Hired

Billd's Head of People Ops, Francisco Michel, discusses the importance of goal setting and KPIs being tailored specifically to each individual employee while keeping the company's overall goals in mind. Francisco shares his plans to revamp the EMPS survey in the future. Next, Francisco shares his favorite 'hat' to wear, how he defines and manages his abundance of responsibilities, and his hopes for the future of Billd. He even delves into how his interview process at the company inspired him to make changes to it when he started, how he selects employees and the importance of having grit. Francisco also shares his belief that a start-up creates opportunities and implores listeners to work for one at least once in their career. So, tune in now to hear more and to find out why "Happy people produce and happy people stay!" Key Points From This Episode: Introducing today's guest, Francisco Michel. An overview of Billd and Francisco's role in the company is. How much Francisco's job is changing with his new promotion. The issues he plans to tackle in the company right now. How Billd has created KPIs for the company by focusing on the company's goals. Francisco shares his KPIs with us based on the different hats he has to wear at work. The one question Billd asks people when it comes to EMPS. How Francisco manages being the bearer of good or bad news in Billd. Francisco's long-term plan to revamp the EMPS survey and make it more robust. Why every individual person needs different KPIs and how Francisco goes about doing this. Why Francisco pushes employees quite a bit. Francisco's favorite part of his job and what he hopes to focus on in the future. How Francisco defines and manages all of his responsibilities at work. Why working at a start-up presents many opportunities. How Francisco figures out if someone actually wants to join his company. The importance of finding the right personality to fit within your company. Why you need grit in Francisco's industry. What Francisco's interview process was like at Billd and how he subsequently changed it. Tweetables: "I do think it's important to make [KPIs] simple but [focus on] what is really going to matter at the end of the day for this individual and what is going to show that they are a good performer." — Francisco Michel [0:12:48] "When it comes time to review this person on their performance, how are you going to define what good performance looks like if you don't have something to measure it off of?" — Francisco Michel [0:14:00] "At a startup, you really get to learn a lot not only about yourself but a lot about what other departments do, how everything works, how it needs to be built, and how to accept your failures because you don't know everything and you are trying to build the plane and fly it at the same time." — Francisco Michel [0:16:22] "Take a chance on a startup at least once in your career, you'll learn a lot. Either you'll learn that startups are not for you or you'll learn that you can really do more things at a startup and discover new job opportunities." — Francisco Michel [0:17:32] "If you can't take your façade down, you won't be successful at Billd". — Francisco Michel [0:21:48] "Happy people produce and happy people stay." — Francisco Michel [0:23:30] Links Mentioned in Today's Episode: Francisco Michel on LinkedIn Billd Talk Talent to Me Hired

Does hyper-growth seem scary, unattainable, and destined for disaster? Well, today we are joined by Head of TA Lisa Hyder to tell us how she manages to successfully achieve hyper-growth within Hopscotch Health. While drawing on her 15 years of experience, Lisa tells us about her personally developed recruitment tactics, her holistic and strategic approach to talent, and why she believes in the power of having a whole company lending a hand in the hiring process. From interviews, reviewing resumes, and jotting notes, to personally messaging candidates, Lisa tells us how (and why) we need to create and use a thorough interview, recruitment, and vetting process to ensure our companies are destined for success. Plus, we hear all about Lisa's love for Excel spreadsheets and how she optimizes them to use for just about everything! Key Points From This Episode: Lisa's 'fun but frantic' approach to hyper-growth. A look at the creation of De Novo clinics. The recruitment culture at Hopscotch Health Lisa's positive experience with the Hopscotch hiring process. How Lisa structures a strict vetting interview process (and the answers she wants to hear). The power of social recruiting. Lisa's approach to talent and recruitment. How recruiters can uplevel and develop themselves. What hyper-growth means for a company. The hyper-growth that has been taking place in Hopscotch Health. The different trackers (spreadsheets) Hopscotch Health uses. Hopscotch Health's new innovation, integration, and technology investments. Why you should personal message candidates, rather than simply email. Tweetables: "Talent is marketing, it's business development, it's HR, it's sales."— Lisa Hyder [0:09:29] "As [companies] grow, [they] need corporate positions to support that growth." — Lisa Hyder [0:13:10] Links Mentioned in Today's Episode: Lisa Hyder on LinkedIn Hopscotch Health Talk Talent to Me Hired

Hello London! We are live! And we are thrilled to welcome you to this Talk Talent To Me special edition: the Nightclub Rave Recruiting podcast. Joining us today at the magnificent Steel Yard nightclub is the Director of Talent at MasterCard, Sam Sparks. We take a look at Sam's professional background and how she ended up at MasterCard, before diving into the complexities of acquiring a business, from a TA perspective. Our panelist gives us the makeup of her recruitment team while letting us know how she is able to ensure that they are getting involved with their clients and candidates. Sam prefers to silently observe interviews and meetings, and she lets us know what she wants to hear from her team in those situations. You'll learn about cross-department partnerships, what it's like to hire as a globally recognized organization, understanding what a candidate wants, the pros and cons of building a recruitment management team, and the importance of social media for big corporations. After getting an idea of Sam's future career prospects, Rob steps into the audience to give them the chance to ask our guest a few questions. The impromptu interviews help us understand Sam's views on how TA will evolve in the near future, the best ways to assess the technical skills of candidates, and how you can build a company culture in a remote-work world. Key Points From This Episode: Welcoming our guest, Sam Sparks, and some thoughts on today's nightclub venue. A look at Sam's professional background and how she ended up at MasterCard. Understanding the complexities of acquiring a business, from a TA perspective. What her team looks like: hiring managers and heads of departments. How the other recruiters on her team go about their business. What Sam is on the lookout for when observing meetings and interviews. The other departments that she partners with to make sure that hers is not the last to know. Whether it's a good thing that most prospective candidates already know MasterCard. Understanding what candidates want and how to offer it to them. Localized marketing and building a recruitment marketing team. If it is important to have a specialized local marketer on the recruitment team: Sam thinks not. Why it's important for big corporations to make good use of social media. Sam's future career prospects. Rob goes into the audience to take some of their questions. How Sam sees TA evolving over the next two years. The best way to assess the technical skills of candidates. How to build a company culture in a remote-work world. Whether it's possible to make TAs a business critical at the decision-making table, and how. Tweetables: "Agencies are very salesy and I love the interaction with people, but I hated the KPIs." —Sam Sparks [0:04:46] "In order to truly sell what the team does, what the growth potential is, what the experience they can get being a part of that team, you really need to live and breathe it. I really encourage my teams to do that." —Sam Sparks [0:08:13] "It's empowering my team to be able to have the confidence to push back, ask those questions, and manage those conversations. You have to do that in partnership with HR, rightly or wrongly, because these conversations are important." —Sam Sparks [0:11:08] "What we're seeing in the economy now, MasterCard as a brand is not enough. It's all well and good working for a great brand, but you need more than that now." —Sam Sparks [0:13:53] "I'm a firm believer in thinking outside of the box. I think sometimes recruitment can be so boring, and we don't make the most of what we can do." —Sam Sparks [0:18:28] "That's the problem we had with our global approach to content. It was very professional. It was quite stilted. There was not a lot of personality coming through. It seemed too fake. It didn't really resonate. It didn't represent what we are in Europe." —Sam Sparks [0:019:49] "We're trying to do a bit more and push the boundaries a bit. I'm a bit of a maverick. I like to do stuff and just annoy my manager and say that we should do it" —Sam Sparks [0:20:33] "I mean, she loves me now. She probably secretly hates me, but she knows I'm like a dog with a bone. I just won't give up. I think you have to be a bit like that." —Sam Sparks [0:32:49] Links Mentioned in Today's Episode: Sam Sparks on LinkedIn MasterCard The Steel Yard Mothercare Essential Codility Vocalink Talk Talent to Me Hired