The market is better, but it is still tough, and excellent people are still looking for work.
That's why in this episode, Tony Payne and I give advice on what you can do to get an edge in your job search for your next Talent Acquisition job.
Share this with somebody who needs a little help.
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
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It's here. Episode 250. We are joined by the legend Hung Lee.
Takeaways
Today we welcome Fiona Allen, Head of People & Talent at Ethixbase360.
Takeaways
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
------------------------------------------------------------------- Today we are joined by Jo Hoggarth, Head of People & Talent at Cloud Gateway.
Takeaways
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
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Today we welcome Yakub Zolynski, VP People at XYZ Reality.
Takeaways
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
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Today we welcome Alana Fallis, Head of People at Quantum Metric.
Takeaways
The primary objective of the company is to ensure happy employees.
A diverse and inclusive culture is essential for employee satisfaction.
Alumni programs can strengthen relationships with former employees.
Engagement in rewards programs can reach high levels of participation.
Personalized recognition can enhance employee morale.
Feedback from exiting employees is crucial for cultural improvement.
Celebrating employee departures can foster positive alumni relations.
Listening to employees helps in understanding and enhancing company culture.
Engagement surveys remain a valuable tool for HR.
Building strong relationships is key to employee retention.
Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?
ApplyPro will read your CVs and provide a shortlist of relevant applications.
Give it a try for FREE at applypro.co.uk/contact/ and put talentandgrowth in the Message.
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Today we are joined by Dan Staines, Talent Manager at Patchwork, who shares hints and tips from being a one person talent team and what makes him so effective.
Takeaways
Today we are joined by Bill Grieco, CTO at Innventure.
Takeaways
Creating trust among team members is crucial for success.
Consistency and transparency build trust within teams.
Middle management faces unique challenges in team dynamics.
Respect and understanding are key in leadership transitions.
Innovation methodologies are similar across different industries.
Empowering teams involves setting clear goals and context.
Understanding individual team members’ needs enhances collaboration.
The legacy of a leader is the impact on their team.
Hiring smart thinkers who embrace challenges is essential.
Failure is a valuable learning opportunity in innovation.
Today we are joined by Matthew Brunwasser, Head of People at Sauce.
Takeaways
Doing more with less in hiring is essential for startups.
External recruiting can be more cost-effective than internal hiring.
Manager training is crucial for effective recruitment processes.
Building long-term relationships with external recruiters enhances hiring efficiency.
Structured processes in recruitment can lead to better outcomes.
A diverse workforce contributes positively to company culture.
Hiring in multiple countries can save costs and enhance growth.
Communication and clear expectations are vital in recruitment.
Establishing regional hubs can improve talent acquisition efficiency.
Understanding local markets is key to successful recruitment.
Today we are joined by Eleanor Ford, Chief People Officer at Zinc VC.
Takeaways
Today we welcome Mark Harbottle, Head of Talent at Cronofy.
Takeaways
Today we welcome Rashaad Hutchinson Price, Head of People & Office Management at Nomo Fintech.
Takeaways
Communication and transparency are key to low turnover.
Regular check-ins and feedback loops enhance employee satisfaction.
Engagement initiatives should be driven by employee feedback.
A supportive workplace culture fosters retention.
Exit interviews provide valuable insights for improvement.
Proactive measures are essential for addressing employee concerns.
A strong tech stack attracts and retains talent.
Employee well-being initiatives are crucial in high-stress environments.
Learning and development opportunities need to be robust.
Understanding the voice of the employee is vital for retention.
Today we are joined by Valentina Gissin, Chief People Officer at Garner Health.
Takeaways
A bespoke culture is designed specifically for a company's mission and goals.
Garner Health's culture is centered around their audacious mission to transform the healthcare economy.
Their cultural tenets include expecting extraordinary work, putting the mission first, practicing courageous communication, and fostering a supportive community.
The hiring process at Garner Health focuses on auditions and case studies to assess candidates' fit with the culture.
Leaders play a crucial role in embodying and championing the culture.
Maintaining a strong culture requires ongoing effort and refinement.
The long-term goal of a culture is to be a strategic differentiator for the company.
Advice for creating a bold culture: start with the company's mission and identify the behaviors that will drive success, learn from high-performing individuals, and continuously refine the culture.
Flashback to our round-table we hosted with Carmen Cristina Tempesta (People Partner at Atom Learning), Nuria Requena (Talent Acquisition Manager at Spacelift) and Lauren Williams (Head of People & Culture at Phlo).
Scheduling issues this week so replaying a great roundtable from 2022 around scaling a business sensibly!
Featuring Charlotte Lamb, (Head of People & Talent at Togather), Isabel McParland (Business Operations and Strategy Manager at BVNK) and Tony Payne (Founder of ApplyPro).
Today we are joined by Helen Tomlinson, Director of People & Talent at EV Energy.
Takeaways
Start with the business strategy and vision to determine skill needs.
Take a top-down approach to avoid making assumptions and ensure alignment with the business.
Review current roles and consider external comparisons when assessing skills.
Utilize expertise from advisors and engage in transparent and empathetic communication when addressing skill gaps and restructuring.
Consider retention and re-skilling options before making decisions about employees who are not the right fit.
Understand legal responsibilities and maintain confidentiality throughout the process.
Involve a group effort in decision-making and communicate decisions transparently to maintain morale and trust.
Today we are joined by Laura Probert, CPO at Egress.
Takeaways
Bonuses are not effective motivators of performance, as evidenced by research and studies.
Removing bonuses from the compensation structure can lead to improved performance and a more engaged workforce.
It is important to communicate the reasons for removing bonuses and address any concerns or objections from employees.
Performance management mechanisms, such as clear goals and regular feedback, are crucial when bonuses are removed.
Certain industries, like banking and finance, may be resistant to removing bonuses due to their ingrained bonus culture.
Chapters
00:00
Introduction and Motivation
02:04
Implementing Change at Egress Software Technologies
05:50
Challenges and Obstacles in Removing Bonuses
08:18
Impact on Performance and Company Culture
09:33
Performance Management without Bonuses
11:30
Considerations for Different Industries
13:10
Lessons Learned and Implementation Tips
Today we are joined by Reece Batchelor, TA Lead at Photoroom.
Takeaways
Understand the why behind transitioning to an outbound sourcing strategy
Identify and address blockers within the team
Invest in team skills and tools, such as Ashby, for automation
Define success metrics to track progress
Use data to inform and improve the sourcing strategy
A/B test messaging to improve response rates
Integrate outbound sourcing with other recruitment methods through automation and efficiency
Chapters
00:00
Transitioning to an Outbound Sourcing Strategy
03:29
Automating Outbound Sourcing with Ashby
08:48
Using Data to Inform and Improve Outbound Sourcing
12:28
Addressing Low Response Rates in Outbound Sourcing
14:47
Crafting the Perfect Outreach Message
18:28
Integrating Outbound Sourcing with Other Recruitment Methods
Today we are joined by Jennifer Longden, Head of HR at Pollinate International.
Takeaways
Getting the employee experience right from the start is crucial for organizations as it ensures that new hires are up to speed and able to deliver value.
Line managers play a key role in the onboarding process and need to set expectations, keep people accountable, and bring them into the company culture.
Understanding company culture can be done through Glassdoor reviews, exit interviews, and conversations with team leads and culture champions.
Improving employee experience doesn't necessarily require a lot of resources or money, and feedback from new employees can be gathered through check-ins and business partner relationships.
Chapters
00:00
The Importance of Getting Employee Experience Right from the Start
04:42
Understanding and Shaping Company Culture
09:35
Tailoring Onboarding Programs to Different Roles and Levels
13:17
The Role of Company Leaders in Shaping and Maintaining a Positive Culture
15:17
Gathering Feedback and Continuous Improvement in Onboarding
17:05
The Future of Employee Experience and Onboarding
Today we welcome Jim Clarke, Talent Acquisition Director at ITG who runs a high performing TA Team, focusing on data, metrics and KPIs.
Takeaways
Data metrics and KPIs are crucial for running an effective talent acquisition team.
Tracking and analyzing key metrics and KPIs help optimize the performance of the TA team.
Balancing the quantity and quality of candidates in the recruitment funnel is essential.
Measuring and optimizing time to hire, cost per hire, and quality of hire are important for efficient talent acquisition.
Tracking the quality of missed candidates provides insights for continuous improvement.
Implementing a data-driven approach requires buy-in from the team and open discussions.
Chapters
00:00
The Importance of Data Metrics and KPIs
03:11
Data-Driven Approach from Agency Recruitment
05:12
Measuring and Optimizing TA Team Performance
07:45
Balancing Quantity and Quality in the Recruitment Funnel
09:30
Measuring and Optimizing Time to Hire and Cost per Hire
11:51
Tracking the Quality of Missed Candidates
14:51
Measuring and Optimizing Quality of Hire
18:53
Implementing a Data-Driven Approach
