Talk Talent To Me

Today on Talk Talent To Me, we are joined by career and leadership coach Amy Scialdone. After 25 years in corporate, her passion for developing people moved her to start her own executive coaching and leadership development company called The Empowerment Key. In this conversation, you'll hear how she wound up in HR, occupied her seat at the VP table, and has been guiding others ever since. This episode is packed with advice on the power of the pause, the top areas for improvement that most leaders struggle with, and insights into different types of promotion and selection processes, plus we learn a bit about Amy's work with the vital all-female C-suite network called Chief before diving into her 6-month The Empowered You program. Amy outlines how this training guides the process of self-inquiry necessary to lay the internal foundations of energy leadership, through showing up with self-regulation, awareness, and connection. Key Points From This Episode: An introduction to Amy Scialdone and her 25 years in corporate before starting The Empowerment Key. What moved her to pivot out of her VP title to delivering her training independently. How she found clarity on her boundaries and what her coaching role would entail. The power of the pause and finding the thread throughout your career. How she learned HR and always had a seat at the table. What it means to put the business lens on HR. The "I-to-we" skills that she thinks many leaders lack, and why. The key principle for career success: doing your own internal work. Talking about the role of proper communication in long-term leadership and team output. Amy shares some insights into different selection and promotion processes. Hear about the work she's doing with the incredible female C-suite network, Chief. Some of the common challenges women face in male-dominated industries. An outline of the work she does in 6-month The Empowered You program. Some final wit and wisdom on self-reflection, how to take a pause, and the three O's. Tweetables: "We learned to incorporate the business into the decisions we made. I always had a seat at the table and didn't know how not to." — Amy Scialdone [0:09:09] "[The secret to career success is] understanding yourself, regulating yourself and then understanding how that really works with others. And then understanding how others are different and how to make those connections." — Amy Scialdone [0:14:25] "All you can control is you. My three big things are; gaining clarity on who you really are and how you're showing up. Then, that builds your confidence and it helps build that connection." — Amy Scialdone [0:14:37] "Hopefully from an HR lens and from an executive leadership team role, you are putting people in place that can help make a difference, that can help make an impact but you are also providing them the support they need to grow into those role." — Amy Scialdone [0:21:24] Links Mentioned in Today's Episode: Talk Talent to Me Amy Scialdone on LinkedIn The Empowerment Key Chief Rob Stevenson on LinkedIn Hired

The veteran community holds an incredible pool of highly educated and experienced talent, and yet they remain marginalized and underutilized when it comes to corporate employment. Joining us today on Talk Talent to Me is Chip Mardis, partner at Greenlight Connections, a veteran-owned, full-service talent acquisition and staff augmentation company that specializes in sourcing top talent from the military community. Chip guides us through the particular difficulties that a veteran may experience when transitioning into corporate America, and goes on to highlight how America is not well-prepared with regard to how to interact with the massive bank of talent coming out of the military. We discuss the biases and preconceived notions that this demographic faces, as well as the numerous positive qualities and skills which should stand out as an asset to any company, before diving into the various things that businesses can consider and do to make meaningful change and start placing hires. Tune in to hear this important and moving conversation today! Key Points From This Episode: Introducing Chip, and his diverse military and retail background. A bit about what led him to found this company. Why it's difficult for veterans to transition into the corporate world and be received there. Some of the challenges Chip faced when searching and applying for jobs after the military. The tenuous transferring of leadership and skills during this kind of transition. What recruiting organizations should know when they're interacting with veterans. The nature of the military family unit and why military spouses are often overlooked. The many valuable qualities that make veterans and military spouses an asset. Chip shares the wariness of military spouses and veterans due to being marginalized. The importance of credibility with this demographic and how Chip has achieved that. Some markers of these career journeys, including location and success in medicine. Some other factors to consider such as childcare and adequate compensation. Hear about the fantastic work of the Veterans Administration and Hiring Our Heroes. Where to reach out to in order to hire more talented individuals like this. Tweetables: "The military demographic as a talent source is a mystery on both sides of the isle. The candidates, either the veterans as well as the military spouses that are leading are somewhat unsure or unclear how to go ahead and pursue a career strategy and job search strategy." — Chip Mardis [0:04:44] "[There are] two sides. I don't think the hiring forum understands the incredible value that a military veteran or a spouse can bring to the program. And there's this huge gap where our veterans really don't know how to conduct job searches and how to adequately prepare." — Chip Mardis [0:05:54] You need to calibrate that these are incredibly successful people that have stood by our country. Not to wave the flag but candidly, they have, and have just worked their tail off to be in this position. I think it's an honor to talk to a veteran." — Chip Mardis [0:11:03] Links Mentioned in Today's Episode: Chip Mardis on LinkedIn Greenlight Connections The Veterans Administration Hiring Our Heroes The Limited Designer Shoe Warehouse nCino Corporation Talk Talent to Me Hired

We have a special guest on the show today: Lou Adler, Founder and CEO of the Adler Group. A fountain of knowledge, he is also the author of the Amazon bestsellers, Hire With Your Head as well as The Essential Guide for Hiring and Getting Hired. In this episode, Lou reflects on his 25-year advocacy of fixing a broken hiring system. He shares some perspectives on the art of generating referrals, thoughts on the sourcing process that have gotten him kicked out of sourcing conferences, and what he thinks is truly required in this day and age to find and make the best hires. Lou also draws some stories from his decades of experience about his use of boundaries and communication around the expectations placed on recruiters, important ways to guide a hiring manager to be prescriptive about the work needs, and some insight into the responsibility of a CEO in talent acquisition and prioritization. Key Points From This Episode: Introducing Lou and his 25-year mission to overhaul the hiring process. How great new tools don't change the fact that the best people are still hired by referrals. How sourcers need basic sourcing skills but also excellent phone, recruiting, and referral generation skills. How the best recruiters are network managers. The concept that Lou would build a search firm or a sourcing career on. Some examples of conversations where Lou extracts the real needs of the role to be filled. Compromising on the skills required but never on the real-life work to be done. That many hiring managers need help with clarifying expectations. He shares the key reason why companies don't hire the best people. Hear what some studies had to say about what really drives peak job performances. Reflecting on how to set boundaries in being a strategic partner versus taking orders. A couple of great offerings you can expect in his book Hire With Your Head. Lou discusses dealing with unreasonable expectations and communication around that. The fascinating story of how he got into recruitment. Where Lou would start if he was beginning his career in 2022! Tweetables: "Every year, new great tools come out but, if everyone has these great tools, nothing gets better. Everyone has average performance. What hasn't changed is the best people still get hired via referrals." — @LouA [0:04:30] "It is about building a network. You've got to get on the phone and talk to people, meet people, go to conferences, speak at conferences, get in front of business groups, and become a subject matter expert in your field." — @LouA [0:36:22] Links Mentioned in Today's Episode: Lou Adler on LinkedIn Lou Adler on Twitter Adler Group Hire With Your Head The Essential Guide for Hiring and Getting Hired Boolean Q12 The American Workforce Index Project Oxygen Talk Talent to Me Hired

Joining us on today's installment of Talk Talent to Me is Jack Kelly, senior contributor at Forbes Magazine, to share some accurate and well-formed insights into where we've come from as recruiters, where we're going, and the larger impact of some of the changes we're seeing in the industry right now. Jack kicks us off with a brief story of how his cat helps him write every day and the journey that landed him at Forbes, before diving into his role there, and the ways he intentionally chooses positive stories on innovation and wellbeing over the doom-and-gloom headlines that ensure clicks from readers. Hear his thoughts on automation and how it's taking away some very necessary human elements in the recruitment and interview space, as well as creating negative knock-on effects that can be overwhelming and demotivating. He then addresses the inadequate responses on the biggest issues that leadership is seeing right now, and reflects on some examples of current efforts to recruit people in this hot market. We also discuss the future of work as it pertains to employer-employee relationships, including hybrid work versus remote work, flexibility, and a phenomenon called over-employment. Finally, Jack reflects on what each generation group has dealt with over the last few years and what this could mean for the future. Key Points From This Episode: How Jack ended up at Forbes and how his cat helps him write. Living longer and a possible new podcast called Talk Mortality to Me. The growth of Jack's role at Forbes due to his wealth of real-world perspectives. What draws him to the stories he covers, and why he's in it for more than the clicks. Thoughts on modern interview processes, ghosting, and the HR tech industry as a whole. The overwhelming knock-on effects of noise from the easy-apply process. The big issues he sees when talking to C-level people. Problems with acceptable practices in today's climate. Discussing the pros and cons of giving feedback during the application process. The pressures on the hiring manager and the pitfalls of hiring via consensus. Hear Jack's thoughts on the "future of work" and employer-employee relationships. Jack shares a fascinating blog that is revolutionizing remote working and job-juggling. Reflections on what the different generations have dealt with in the last few years. Tweetables: "An object in motion stays in motion. I'm a big believer in, you have to do things and get out there and try things, even if you fail, because each time you're going to learn and then you're going to be introduced to something else." — @jackjaykelly [0:01:50] "Even though it's against my own interest, I rather still try to bring some positivity into [the media], some happiness into it, to make people feel empowered." — @jackjaykelly [0:10:02] "In a way, if you're adding technology, you're taking away that human element that's so important, because it makes such a difference." — @jackjaykelly [0:14:26] Links Mentioned in Today's Episode: Jack Kelly on Twitter Jack Kelly on LinkedIn Compliance Search Group Overemployed Talk Talent to Me Hired

Today we're diving into the prioritization of chasing happiness with the Global Head of Talent Acquisition over at Shutterstock, Valerie Vadala. Hear about Valerie's career journey from law school to her current position, why introverts make the best recruiters, and the importance of finding a job that fits your personality! You'll learn how Shutterstock is transforming how people make creative content, as well as the ways she is ensuring that their new brand message becomes internally impactful. Key Points From This Episode: Meet Valerie and learn a little about her life working from home in New York. About Shutterstock's hybrid model and how people feel about returning to the office. On being a closet introvert and how sometimes you have to fake it 'til you make it. Hear Valerie's journey from law school to how she wound up at Shutterstock. A great book recommendation on finding a job that fits your personality. Valerie's natural affinity for recruiting, and that temp staffing is a great stepping stone. How Shutterstock is transforming into a one-stop content marketplace. How Valerie's approach has shifted as she's moved up the ladder into management. Why she's a Don Draper and happiness is her true north. Discussing work-life balance, changing roles, and how settling for less isn't an option for her. Some reasons why being a recruiter is the best job in the world. Valerie tells us about her big project at Shutterstock right now. Talking about the contentious handwritten thank you note, plus a tactic she wants to try! Getting hired in the pandemic, and reflections on why Valerie chose to work there. Ensuring that their new brand message is internally impactful and not just optics. How to maintain a competitive edge, and knowing when to let go. Tweetables: "If anybody is looking to break into recruiting, [temp staffing] is a great way to do it because the learning curve is very steep and very brave. You start to assess personality a lot, it's a very important piece of it if somebody's going to fit." — Valerie Vadala [0:07:15] "Just to really enjoy the work you do, to feel appreciated and to feel like you want to please these people is huge." — Valerie Vadala [0:14:05] "[An employee has] to like coming in here every day, you have to like the people you work with. You have to have a laugh now and then. Whatever it is that feeds your soul instead of sucks your soul, it has to be part of your brand." — Valerie Vadala [0:24:31] Links Mentioned in Today's Episode: Valerie Vadala on LinkedIn Shutterstock Wells Fargo Do What You Are: Discover the Perfect Career for You Through the Secrets of Personality Type Myers Briggs Experian OppenheimerFunds on LinkedIn Talk Talent to Me Hired

Imposter Syndrome, Remote Hiring, and Cultivating Connections with Tatiyana Cure Today on Talk Talent to Me, we chat to the formidable Tatiyana Cure who has fearlessly earned her way into the position of Head of Talent Acquisition and Learning at Bank Leumi. In our conversation, we hear about Tatiyana's inspiring approach to learning and managing imposter syndrome, the benefits of cultivating relationships with mentors, and why you shouldn't brush over your superfans. Tatiyana shares her secrets to creating time for content creation and book writing above and beyond her demanding day-to-day work life, and talks to us about her most recent publication, Hire to Win. She shares some insights she stumbled upon in the writing process regarding making meaningful connections without the pressure of networking. Finally, Tatiyana shares her opinion on what managers can do to uplevel in the wake of the pandemic and ruminates on the challenges of remote hiring and team building. Key Points From This Episode: Tatiyana Cure's unexpected route to recruitment and how she became Head of Talent Acquisition and Learning at Bank Leumi. How Tatiyana thrives outside of her comfort zone and how she manages imposter syndrome. Tatiyana's approach to learning; how she views everything as an opportunity to learn. How she initiated the relationship with her principal mentor and what she's learned from her. The benefits of having mentors and cultivating relationships that are designed to help you excel. The importance of developing and engaging your superfans. How Tatiyana makes time for her extracurricular activities such as writing books and blogging. How she gleans her content from conversations she has in her day-to-day work life. How her mission of discovering new topics without the pressure of networking provides the opportunity for deeper, more meaningful connections. The outcomes she's observed of publishing her books and being active on LinkedIn, etc. What inspired her to write her book, Hire to Win. How the pandemic affected the hiring industry and how managers can up-level in its wake. The importance of taking the human component of hiring into consideration. The difficulty of remote-hiring and remote team bonding activities. Tatiyana shares an example from Think Again by Adam Grant to demonstrate an alternative way of teaching. Tatiyana urges listeners to go out and do something completely different. Tweetables: "I think that anything that you go through is meant to teach you something. There's a lesson in everything." — @TatiyanaCure [0:09:52] "Anything that is put in my way, I look at as an opportunity to learn." — @TatiyanaCure [0:10:50] "Mentors are going to give you tough feedback because they want to see you grow." — @TatiyanaCure [0:15:18] "You would be surprised how many people are willing to have conversations and brainstorm and share ideas when that pressure of networking is removed." — @TatiyanaCure [0:21:26] "I think there's an opportunity within talent strategies, onboarding, team building, training, and so forth where we say, 'I know this is what we used to do in the past but does this still work? Can we test it in a different way?'" — @TatiyanaCure [0:32:22] "I urge [people] to go out and do something completely different. Go out and push yourself in a different way so it just shakes up your world a little bit." — @TatiyanaCure [0:33:56] Links Mentioned in Today's Episode: Tatiyana Cure Tatiyana Cure on LinkedIn Tatiyana Cure on Twitter Hire to Win: Manager's Practical Guide for Attracting and Interviewing Top Talent Bank Leumi Talk Talent to Me Think Again Hired

Are the Heads of People Today the CEOs of Tomorrow? with Anthony Vaughan The Head of People role is often confused with that of an HR position, and today on Talk Talent to Me, we find out why the roles shouldn't simply be lumped together out of convenience. In this episode, we are joined by entrepreneur turned Head of People, writer, speaker, and podcaster Anthony (AJ) Vaughan. In our conversation with AJ, we learn about his employee-first approach and everything there is to know about the widely misunderstood Head of People role in a company. We discover the events that turned him onto his ideologies and what he considers the true role of a Head of People to be-- AJ openly shares his successes and pitfalls and explains the ways in which Heads of People are often exploited and expected to stray from their skill set. We discuss how the role can be likened to that of a CEO and AJ explains why he believes that the Heads of People today are the perfect candidates for the CEOs of tomorrow. Join us for this eye-opening conversation on what to expect from a Head of People, what to demand as a Head of People, and the undeniable significance of the role! Key Points From This Episode: AJ shares his mission to change the world of work by putting employees first. The greatest mistake he made working with Under Armour, what he learned from it, and the new trajectory it set him on. The attitude that got him into hot water at the beginning of his trajectory change. Why AJ took on a Head of People role under a boss after working as an entrepreneur. AJ defines the Head of People's role and explains why he doesn't consider himself an HR person. What AJ considers to be the best use for the Head of People in a company. What to consider when looking to take on a Head of People role. The training and resources AJ believes Heads of People should be provided with. AJ likens the role of the Head of People to that of the CEO and explains why he thinks HoP veterans would make great CEOs. AJ uses Angela R. Howard as an example of what Heads of People should assert when joining a company. What is expected of Heads of People that shouldn't be and why it's important not to send them "down a rabbit hole." AJ shares three tips for Heads of People to avoid being bogged down with procedural tasks that are beneath their skillset. The work he's doing with Beyond Brand and who he's looking to partner with. Tweetables: "Everything that I do and everything that I am is I put employees at the center of everything that I'm trying to create." — @E1B210 [0:01:42] "The Head of People role should really be used strategically. The Head of People role should be a partnership juggernaut." — @E1B210 [0:18:22] "The Head of People should be the CEO of the people." — @E1B210 [0:19:59] Links Mentioned in Today's Episode: Talk Talent to Me Anthony Vaughan on LinkedIn Anthony Vaughan on Twitter Email Anthony Vaughan The E1B2 Collective The E1B2 Collective on Instagram Angela R. Howard Greenhouse Hired

Today on Talk Talent To Me, we are joined by the Chief People Officer over at BlockFi, Laura Cooper. From big corporations to small startups, Laura has seen it all and has insights into the world of talent acquisition from every angle. Laura fills us in on the different approaches she's been able to take in smaller organizations and the effectiveness and agility of a small, carefully composed team. We learn about social contracts and how to set the stage for high intellectual friction and ensure low social friction, before going on to consider the need for a balance of potential and experience within a team. Laura generously shares BlockFi's recruitment process and cultural ethos, as well as her personal emphasis on the importance of being surrounded by people who are willing to challenge her. Key Points From This Episode: Introducing Laura Cooper, Chief People Officer at BlockFi. Laura explains what BlockFi does and what's unique about it. BlockFi's mission to make cryptocurrency accessible to everyone. The benefits of crypto being in the blockchain and outside of governmental control. Why BlockFi is poised to work with regulatory bodies. What appealed to Laura about working with BlockFi. Laura's professional background from practicing law to her current position at BlockFi. Why she moved to a small startup from a large corporation and how her role differed. How a small team can be far more agile and effective than a big team with a big budget. Laura's most difficult transition moving from a big corporate into a small organization. Laura breaks down the concept of social contracts in small organizations. The role of the recruiters at BlockFi and how they carefully discern new hires. BlockFi's ethos and how the company abides by and emphasizes its social contract. What Bonusly is and how it inspires the right behaviors in employees. How to ensure that a hire for potential is supported to succeed in a new position. Why there needs to be a balance of potential and experience within a team. The importance of being surrounded by people who are willing to challenge you. The two primary things psychological safety is comprised of. How to set the stage for high intellectual friction. What low social friction means. How to manage your teammates' failures. How setting boundaries creates a positive culture. Laura's final advice: Don't be afraid to learn and don't be afraid to unlearn! Tweetables: "One of the things that's most exciting about BlockFi is it's also for the individual, like you, me, grandma, grandpa, and everyone has the opportunity to buy and sell and trade in crypto through BlockFi." — Laura Cooper [0:02:04] "I like the idea that money is in the hands of people versus under control of government." — Laura Cooper [0:05:06] "There is and there should be an expectation between the organization and the people who work for it about how we treat one another." — Laura Cooper [0:20:45] "Unfortunately, recruiters get a bad rap in a lot of ways but they really are the guardians of the culture." — Laura Cooper [0:23:15] "You can't have everybody be a commander and you can't have everybody be a scout. You need a combination of the two." — Laura Cooper [0:30:04] "The greatest thing is constantly learning. Don't be afraid to learn, don't be afraid to throw yourself out there if you don't know how to do something." — Laura Cooper [0:37:26] "Don't be afraid to unlearn, take the best of what you know how to do and tailor it for the climate in which you're in." — Laura Cooper [0:37:54] Links Mentioned in Today's Episode: Talk Talent to Me Laura Cooper on LinkedIn BlockFi Bluecore The 4 Stages of Psychological Safety Rob Stevenson on LinkedIn Hired

In this episode of Talk Talent To Me, we are joined by Paul Humphreys, J.P. Morgan's Technology Recruitment Manager for all of EMEA. Paul has truly done it all, from studying politics to starting his own recruitment agency, to heading up jobs at Sky and Amazon, and finally settling on a prestigious position at J.P. Morgan. In our conversation, we discuss the pros and cons of working for a global company with larger resources, what cohort hiring is, and why it's such a big focus for Paul, as well as what he believes the standard industry practice should be when dishing out application rejections. Key Points From This Episode: Paul Humphrey details his career trajectory from studying politics to working for J.P.Morgan. What appealed to Paul about working for J.P. Morgan despite having no experience in finance. What he is responsible for within the company. The pros and cons of working for a global company with resources versus a startup. What cohort hiring is and why it's currently number one on Paul's agenda. Paul's intentions for the future of recruitment within J.P.Morgan. Why hiring managers should be educated to screen candidacy in, rather than screening out. The opportunity for internal mobility at J.P. Morgan and how they look at both the internal and external market. The process by which existing J.P. Morgan employees are considered for other roles. Where Paul feels the firm could improve in terms of recruitment. Which kinds of mobility are the most and least common within J.P. Morgan. Why Paul believes that giving detailed and honest feedback when a candidate's application is rejected should be standard industry practice. Tweetables: "As a recruiter, what's always been the most interesting part of the career is trying to wrap my head around, firstly, technology, and then secondly, the business, and to understand how technology is valuable to that business and the role that it plays." — Paul Humphreys [0:07:27] "Speed is important in talent acquisition. The speed with which you can bring a candidate through a process [and] the speed with which you can respond to your client's needs." — Paul Humphreys [0:11:29] "There is no such thing as a bad candidate. It's about matching candidates with your requirements and also the reverse, whether your opportunity matches what a candidate is looking for." — Paul Humphreys [0:16:16] "Our role as recruiters is to try and ask challenging questions to the clients and make sure that they're really assessing internal and external candidates in a similar way." — Paul Humphreys [0:21:48] "To shift that focus away from one-off interactions with candidates to a more open and constructive dialogue, that would be a great achievement." — Paul Humphreys [0:29:23] Links Mentioned in Today's Episode: Talk Talent to Me Paul Humphreys on LinkedIn J.P. Morgan Hired

On today's episode of Talk Talent To Me, we are joined by Taryn Sheldrake, SVP of Talent Acquisition over at PTC, to discuss the shifts over the past few years, as well as how to choose a company to work for as a talent leader, and the ins and outs of leading a TA team. In our conversation with Taryn, she shares how the industry has changed to finally have TA and HR at the leadership table, and the importance of ensuring each team member understands their role in the company-wide strategy. She fills us in on how to evaluate the maturity and needs of a prospective company, and what questions strategic talent leaders should be asking in the interview process to ensure they land in a company that will enable them to affect change in the ways they see fit. We learn about Taryn's approach to upskilling and developing her team and why she genuinely wants her team members to succeed, no matter where they end up. Tune in for an episode jam packed with great advice and find out the best ways to challenge yourself and succeed in the long run! Key Points From This Episode: Introducing Taryn Sheldrake, SVP of Talent Acquisition at PTC. How Taryn's both in retrospective mode and planning mode for 2022 and '23. The flexibility required in a frequently changing talent landscape. Taryn's approach to end-of-year retrospectives. The importance of ensuring each team member understands their role in the company-wide strategy. Taryn's background and her role at PTC. Taryn's current methodology and how TA and HR now have a seat at the leadership table. What strategic talent leaders should ask prospective employers in an interview. How it feels to shift a company's talent strategy from a reactive to a proactive one. Taryn shares her view that it takes a village to make hires. How to evaluate the needs of an organization when assessing them as your next company. The shift in the industry over the last few years in terms of job fluidity. Choosing a role by gauging your ability to affect change. Taryn's approach to upskilling and developing team members. How the expectations she has for her team have changed over the past five or 10 years. The importance of meeting people where they are and involving them in decisions when it comes to enhancing their skill set. Taryn's instinct to challenge herself, and the benefit of stepping out of one's comfort zone. Taryn's advice for those looking to land up in a strategic talent leadership position. Tweetables: "To make something meaningful, I think you've got to personalize it. You've got to hit at the heartstrings, really understand your people, what they need, where they want to develop, and what they want to do, and try to help them get there regardless of what that outcome may be." — Taryn Sheldrake [0:05:40] "It's an amazing feeling to be able to come into a company and steer the ship in that different direction and go from that completely reactive talent strategy to a proactive one if you have the right mindset and chops to do it." — Taryn Sheldrake [0:13:52] "I challenge myself. I'm the person in the room that's always going to take the thing that nobody wants. I've always been that person." — Taryn Sheldrake [0:29:10] "Take some risks, and also take some time to own your own path." — Taryn Sheldrake [0:31:36] Links Mentioned in Today's Episode: Talk Talent to Me Taryn Sheldrake on LinkedIn Hired