In this episode of Elevate, host Marianne welcomes Grace Kim, Senior Vice President and Global Head of Sales and Business Development at Minaris Advanced Therapies. With over 20 years of experience spanning science and commercial leadership, Grace shares how she navigated her transition from the lab to the executive suite and how learning to fear less became a cornerstone of her success.
What you'll learn:
Top Quote
“You don’t have to be fearless. Very few people are. But you can fear less. Temper that fear, trust yourself, and move forward.”
About Grace:
Grace Kim is the Senior Vice President and Global Head of Sales and Business Development at Minaris Advanced Therapies, where she leads global growth strategies across the biopharma and advanced therapy sectors. With two decades of experience spanning roles at AGC Biologics, Rentschler Biopharma, and Samsung Biologics, Grace combines deep scientific expertise with sharp commercial acumen.Her unique journey from aspiring choral conductor to molecular biologist to business leader shapes her people-first approach to leadership and her passion for empowering teams to thrive in fast-evolving industries.
About the Elevate Series:
"Elevate: Women Leading the Way in Pharma Outsourcing" is a speaker series designed to empower women professionals in the pharmaceutical outsourcing industry. Featuring candid conversations with accomplished women leaders, the series offers insights, strategies, and inspiration to help you advance your career and navigate challenges in this dynamic field.
If you'd like to share your insights on the Elevate series or learn more about Vector Talent, get in touch.
Authenticity at Work: Unlocking Growth, Fulfilment and Leadership through Being Yourself with Maja Pedersen, Chief Quality Officer at FUJIFILM Biotechnologies
Maja Pedersen discusses why authenticity, individuality, and psychological safety are key to thriving in leadership. Drawing on her experience leading diverse global teams, Maja shares how leaders can build trust, balance fit and diversity in hiring, and empower others to bring their full selves to work.
What You’ll Learn:
- How to lead with integrity while staying true to your individuality
- Strategies for building inclusive, high-performing teams
- The balance between team fit and encouraging diverse perspectives
- Why psychological safety starts with leaders going first
- Advice for bringing authenticity into your work, even in uncertain environments
Top Quote:“Seek to understand before you try to be understood. That mindset opens up a world of connection.”
About Maja:
Maja is responsible for driving the quality assurance, quality control and regulatory affairs for the global FUJIFILM Biotechnologies network. She has 20 years of leadership experience in the life sciences and biopharma space holding senior leadership positions in quality assurance and control, regulatory affairs and external manufacturing.
She has experience with the successful start-up of large scale manufacturing capabilities ensuring commercial manufacturing licenses for a number of life changing products. Maja drives a quality culture with focus on the patient and with a firm belief in quality as an enabler, resulting in strong ownership of quality across functions.
About the Elevate Series:
"Elevate: Women Leading the Way in Pharma Outsourcing" is a speaker series designed to empower women professionals in the pharmaceutical outsourcing industry. Featuring candid conversations with accomplished women leaders, the series offers insights, strategies, and inspiration to help you advance your career and navigate challenges in this dynamic field.
If you'd like to share your insights on the Elevate series or learn more about Vector Talent, get in touch.
Planting Seeds, Not Expectations: A Fresh Take on Networking with Oksana Lukash, Global People and Culture Expert in Biotechnology Industry
In this episode, Marianne sits down with Oksana Lukash, Global People and Culture Executive in the Biotechnology industry, to explore the value of authentic, long-term networking. Oksana shares personal stories and practical strategies to help you build a network that fuels both career and personal growth. With 20+ years of experience in biotech and life sciences, Oksana unpacks how relationships, not transactions, are the true foundation of a successful career.
What You’ll Learn:
- How to approach networking as a long-term investment, not a one-time transaction
- Tips for introverts and extroverts to find their networking style
- How senior leaders can continue to evolve and give back through their network
- Leveraging LinkedIn and virtual platforms to create meaningful connections
- Why building your “tribe” is about shared purpose—not popularity
Top Quote:
“Networking is like gardening—if you want meaningful connections to grow, you have to plant seeds, show up, and stay consistent.”
About Oksana:
Oksana Lukash is an accomplished, entrepreneurial people & culture executive with a rare combination of expertise & empathy and a relentless dedication to developing trusted relationships to unlock the potential of individuals and the business. Brings a successful track record of building & scaling high-growth companies and creating transformational people experience teams that drive employee engagement, disrupt the status quo, and position the company for maximum performance, competitive advantage, and bottom-line growth.
About Elevate:
"Elevate: Women Leading the Way in Pharma Outsourcing" is a speaker series designed to empower women professionals in the pharmaceutical outsourcing industry. Featuring candid conversations with accomplished women leaders, the series offers insights, strategies, and inspiration to help you advance your career and navigate challenges in this dynamic field.
If you'd like to share your insights on the Elevate series or learn more about Vector Talent, get in touch.
Future-Proofing Your Career: Navigating Career Disruptions with Resilience with Demetria Johnson, DE&I and Talent Expert in the BioPharma and Legal Industries
In this episode, Demetria Johnson, DE&I and Talent Expert in the BioPharma and Legal industries, shares what it means to lead with resilience and build your personal and professional confidence during times of change. A DEI and talent leader, Demetria offers guidance on navigating layoffs, managing burnout, and finding your voice—even when the path forward is uncertain.
What You’ll Learn:
- How to bounce back from career disruptions with clarity and purpose
- The role of community and your “personal board” in long-term growth
- Ways to upskill and stay market-ready in uncertain times
- Tips for maintaining mental health and emotional intelligence under pressure
- How to advocate for yourself while staying aligned with your values
Top Quote:“Let your discomfort be your guide. It’s often pointing you toward your next opportunity.”
About Demetria:
Demetria Johnson has extensive experience as a hands-on expert in the field of Diversity & Inclusion and Talent Strategy. She counsels clients on innovative methods to maximise their workplace environment through training in talent management, integration, cultural awareness, mindful listening and inclusion. Ms. Johnson is a frequent speaker at conferences focused on women’s initiatives, inclusive leadership, and professional development. Ms. Johnson has held numerous leadership and Board positions on both the national and regional level at HR and legal professional organisations.
About Elevate:
About the Elevate Series
"Elevate: Women Leading the Way in Pharma Outsourcing" is a speaker series designed to empower women professionals in the pharmaceutical outsourcing industry. Featuring candid conversations with accomplished women leaders, the series offers insights, strategies, and inspiration to help you advance your career and navigate challenges in this dynamic field.
If you'd like to share your insights on the Elevate series or learn more about Vector Talent, get in touch.
The Art of Managing Up with Debra Bruneau, EVP of HR at JSR Life Sciences
Debra Bruneau, Executive Vice-President of Human Resources at JSR Life Sciences, shares practical tools and real-world insights for mastering the art of managing up and influencing leadership. Drawing on 20+ years of HR experience, Debra reveals how to communicate effectively, build trust with senior leaders, and ensure your voice is heard—whether in a one-on-one, a boardroom, or a virtual meeting.
What You’ll Learn:
- What “managing up” really means—and why it’s essential at every level
- How to tailor communication styles to different leadership personalities
- Strategies for increasing visibility and self-advocacy without self-promotion
- How to align your goals with broader business objectives
- Tips for resilience and assertiveness in high-pressure conversations
Top Quote:“Respond, don’t react. Whether it’s an email or a meeting, taking a pause can change the whole tone of your communication.”
About Debra:
Debra Bruneau is a global Human Resources executive with over 20 years of comprehensive experience partnering with C-suite leaders. Proven transformative and innovative leader with demonstrated success building high performing culture, business transformation, and talent strategies. Highly successful in analyzing existing practices and identifying opportunities to address gaps and enhance employee engagement and retention. A trusted advisor, able to influence executive decision making, facilitate change, and strengthen global cross-functional productivity. Key contributor to the business strategy by creating value through people. Industry experience in life sciences, semi-conductor, consumer products, high-tech, manufacturing, and non-profit with a proven track record of success building best-in-class enterprise-scale programs in both public and private companies.
About the Elevate Series:
"Elevate: Women Leading the Way in Pharma Outsourcing" is a speaker series designed to empower women professionals in the pharmaceutical outsourcing industry. Featuring candid conversations with accomplished women leaders, the series offers insights, strategies, and inspiration to help you advance your career and navigate challenges in this dynamic field.
If you'd like to share your insights on the Elevate series or learn more about Vector Talent, get in touch.
Pivoting with Purpose: Redefining the Career Path with Audrey Greenberg, Executive, Entrepreneur and Founder of the Center for Breakthrough Medicines (now SK pharmteco)
Audrey Greenberg, Executive, Entrepreneur and Founder of the Center for Breakthrough Medicines, joins Marianne Gissane to explore how to recognise and navigate career pivots with purpose and confidence. Audrey shares her personal journey through financial services, real estate, and biotech, highlighting the decisions, risks, and resilience required along the way.
What You’ll Learn:
Top Quote:
“Action causes clarity. Take calculated risks—small steps can open doors you didn’t even know existed.”
About Audrey
Audrey Greenberg, a visionary leader with nearly three decades of senior executive experience, has excelled in roles as CEO, CFO, CBO, and CMO across biotech, real estate, investment management, and technology. As the Founder of the Center for Breakthrough Medicines (CBM), Audrey spearheaded the company’s rapid growth, raising over $500 million, scaling operations, and closing a landmark joint venture with the University of Pennsylvania’s Gene Therapy Program, leading to CBM’s acquisition by SK pharmteco.
A skilled entrepreneur, Audrey has founded three startups exceeding $1 billion in valuation and serves as a director on multiple boards. Recognised with numerous honours, including Philly Power 100 and Titan 100 Hall of Fame, she is also an advocate for women’s leadership and a mentor to rising talent. Audrey holds an MBA from the Wharton School at the University of Pennsylvania.
About the Elevate Series
"Elevate: Women Leading the Way in Pharma Outsourcing" is a speaker series designed to empower women professionals in the pharmaceutical outsourcing industry. Featuring candid conversations with accomplished women leaders, the series offers insights, strategies, and inspiration to help you advance your career and navigate challenges in this dynamic field.
If you'd like to share your insights on the Elevate series or learn more about Vector Talent, get in touch.
This episode was recorded under our previous name of Talent Sandbox
In this episode of the Talent Sandbox podcast, join us as we delve into the transformative power of learning and development in talent acquisition. Our guest, Evelyne Van Vosselen, an esteemed HR, and organisational development expert who we are very fortunate to have working with Talent Sandbox, will shed light on how learning and development can serve as a strategic enabler of talent acquisition initiatives. Discover the vital role of onboarding, personalised training solutions, and captivating learner experiences in attracting and nurturing top talent. Gain practical insights and actionable strategies to optimise your organisation's learning and development programs, ensuring they become a driving force for talent acquisition success. Don't miss out on this enlightening conversation that will empower you to unleash the full potential of learning as a catalyst for talent acquisition excellence.
In this episode, we’re joined by Rachel Davis, CEO of Armstrong Craven, who discusses the role of talent intelligence and data in the recruitment process. Founded 30 years ago, Armstrong Craven is a global talent research firm, providing data-driven solutions to talent acquisition, talent intelligence and HR teams. Rachel begins by discussing the current landscape for talent intelligence and its growing significance in organisations. She emphasises how data and insights are meeting the increasing appetite for information in talent acquisition. To illustrate the value of talent intelligence, Rachel shares an example involving a US-based Biotech firm. Through talent insights, the firm was able to design a recruitment strategy that attracted specialist technology skills into the organisation. For the organisation they were able to reduce their time-to-hire by 18 months, ultimately accelerating how quickly they could bring lifesaving treatments to market. Talent intelligence has the potential to positively impact diversity and inclusion. Rachel highlights the common tendency of organisations to focus solely on their own environment or limit diversity measures to just a few metrics. Whilst talent intelligence and mapping provide the external data to show where the talent you need is located, it’s critically important that organisations understand the barriers and lived experiences of people from diverse backgrounds. She advises talent leaders to present a strong business case for talent intelligence, highlighting the cost of poor decision-making, the urgency of the organisational context and the broader applicability of the data to drive growth plans. The episode wraps up with an exploration of the skills required for a career in talent intelligence. Intellectual curiosity, proficiency with data, and the ability to translate findings into meaningful insights for the business are crucial components of success in this field. Key Takeaways: It’s important to understand the in-house capacity and capability of your team to determine whether you need a specialist partner to deliver the expertise you need. Data and insights play a critical role in improving diversity and inclusion outcomes. To secure investment, talent leaders must present a strong business case for talent intelligence, highlighting its direct impact on decision-making and organisational growth. Proficiency in data analysis and adeptness with AI are skills that professionals in all fields should strive to develop.
In this episode of Talent Talkbox, we talk to Martyn Redstone, expert in recruitment technology, conversational and generative AI. He shares valuable insights about integrating AI into Talent Acquisition, encouraging us all to think critically about how and where it can be used to drive hiring outcomes. Martyn emphasises the importance for TA leaders to develop AI-focused skill sets. and prepare for managing AI recruitment agents in the future. To stay ahead, he suggests implementing natural language interfaces and conversational tools as co-pilots, enhancing both productivity and candidate experience. Lastly, in terms of skills, Martyn stresses the significance of communication and problem-solving abilities in the industry - two crucial soft skills essential for becoming a strategic TA partner. Key Takeaways Optimise existing technology and processes before investing in new AI solutions. Governance – be clear about regulation and develop a policy that’s transparent and clearly communicated to the business. Run safe experiments to run a proof of concept with before and after measures. Develop AI-focused skill sets to manage AI recruitment agents. Implement natural language interfaces and conversational tools to improve productivity and candidate experience. Embrace STEM education and develop communication and problem-solving skills.
In this podcast episode, we are joined by Kirstie Kelly, founder, investor and renowned expert in HR technology. Neil and Kirstie take a critical look at the role of technology in talent acquisition, strategies for successful adoption and how to make the right decisions given the overwhelming choices in the market. Kirstie provides valuable guidance for TA leaders, emphasising the importance of diagnosing the specific problems you are seeking to address, the desired outcomes and appetite for change in the organisation in relation to TA technology. Key topics include understanding the challenge, defining success measures, involving vendors in building a strong business case, and measuring success based on the language and goals of the organisation, rather than solely on cost savings. Kirstie and Neil also talk about the need for consistency and standards in TA, accelerated particularly by global talent mobility. Delivering fair, ethical and consistent ways of operating is not only good practice, it future-proofs your business. Furthermore, Kirstie highlights the importance of developing essential skills such as data interpretation, problem-solving, and resilience, to stay ahead in the rapidly changing TA landscape. Key takeaways: TA leaders should focus on their specific problems and desired outcomes before identifying a technology solution. Be open to involving vendors when building a business case for technology adoption. Articulate the ongoing value to the business, not just year one. Success in TA should be measured based on the language and goals of the organisation, not the language of TA. Consistency and standards play a vital role in supporting global talent mobility. Future-proof skills in TA include data interpretation, problem-solving, and resilience.
In this episode, Neil interviews Hugh Fordham, CEO of Hollaroo - the talent community platform for pipelining, onboarding and internal mobility - about value creation in talent acquisition. Together they explore how organisations should define ‘value’ for their talent function and the opportunities for delivering and retaining value through people. They discuss the importance of managing networks of talent and connections, strategies for sustainable technology investments, and advice for different types of organisations. Hugh emphasizes the need to focus on the value delivered by talent acquisition and the importance of data and analytical skills in articulating that value. The episode concludes with a discussion on keeping knowledge up to date in the complex talent landscape. Takeaways Organisations should define value for their talent function by understanding their fundamental objectives and how talent contributes to achieving that goal. Common opportunities within organisations include retaining value by building long-term relationships with internal talent, understanding the goals and aspirations of its employees. Managing talent networks and connections, both internally and externally, is crucial for talent acquisition and talent management. When making technology investments, organisations should start with the problem they are trying to solve and focus on delivering value to the organisation, rather than the technology solution. The advice for different types of organisations, such as SMEs and larger PLCs, may vary in terms of timelines and strategic thinking. To keep knowledge up to date, it is beneficial to look outside of the specialist domain and explore concepts from other fields, such as economics. Developing data and analytical skills is essential for talent acquisition professionals to understand and articulate the value they deliver to the organisation.
In this wide-ranging conversation, Lynn Kealey, a highly experienced global talent acquisition leader in the pharmaceutical industry, discusses her early career in recruitment, the impact of the economic environment on talent acquisition, and the opportunities of attracting and retaining Generation Z. Lynn also explores the use of technology and AI in recruitment and emphasizes the importance of candidate experience. Overall, the conversation highlights the dynamic nature of talent acquisition and the need for TA leaders to adapt quickly to changing market conditions and candidate expectations. Takeaways The economic environment continues to have a significant impact on talent acquisition, with shifts in demand for different skill sets and the need for organisations to have a long-term talent strategy. Attracting and retaining Generation Z requires organisations to align with their values, such as providing work-life balance, strong purpose, and career development opportunities. Technology and AI can enhance recruitment processes by automating administrative tasks and improving efficiency, but the human element and candidate experience remain crucial. TA leaders need to understand the business strategy, collaborate with stakeholders, and use data and market insights to guide effective talent acquisition strategies. Candidate experience should be a priority, with a focus on authentic employer branding, streamlined application processes, and continuous engagement throughout the recruitment journey.
In this episode, we talk to Alyssa Byczek, Director, Global Talent Acquisition at Premier Research. Premier Research is a global clinical research, product development and consulting company that is dedicated to helping patients worldwide by transforming life-changing ideas and breakthrough science into new medical treatments. Alyssa shares her background in recruiting and the challenges faced in the industry. She emphasises the importance of balancing high delivery standards with lean resources and managing a team effectively. Alyssa also highlights the significance of creating a positive candidate experience and the role of empathy in recruitment. She discusses the need for talent acquisition professionals to stay agile and adapt to the changing industry landscape. Additionally, Alyssa explores the opportunities in talent acquisition, including the potential for remote work and the importance of skill-based hiring. Takeaways Balancing high delivery standards and lean resources is a challenge in talent acquisition. Creating a positive candidate experience is crucial for building lasting relationships and attracting top talent. Talent acquisition professionals need to stay agile and adapt to the changing industry landscape. Opportunities in talent acquisition include remote work, skill-based hiring, and developing business acumen.
This episode was recorded under our previous name of Talent Sandbox.
In this episode, Neil is joined by Callum Buxton, lead partner for executive and critical hiring at SOPHiA Genetics. SOPHiA Genetics sits at the intersection between healthcare and technology, an AI platform that supplies data-driven insights to the healthcare industry for the use in diagnostics and treatment around the world. Often people arrive in talent acquisition, not necessarily having sought a career in recruitment. Having spent his career in external agencies and consulting roles, Callum has made the transition in-house at Sophia Genetics, attracted by the impact of their work the organisation is undertaking. In an organisation that is directly affecting outcomes for cancer and rare diseases worldwide, the mission and purpose of SOPHiA Genetics has a fundamental role in attracting talent. Callum shares how they listen to the experiences of employees to bring to life the mission and culture of the organisation in their hiring activities. Having made the transition to an in-house role, Callum shares insight about the key differences he’s seen and experienced, most significantly factoring in the needs of the hiring manager and the organisation. Aligning talent acquisition with the commercial strategy of the business requires a curiosity to fully understand the needs of stakeholders and the business. If you’re interested in transitioning from a recruiter into talent acquisition, this is an insightful episode that lifts the lid on making a successful change.
This episode was recorded under our previous name of Talent Sandbox
In this episode, we’re joined by Sherin Varghese, Senior Director & Head of Talent Acquisition – Americas & Asia GXO Logistics Inc. Formerly part of XPO Logistics, GXO is a world leader in providing cutting-edge logistics solutions for multi-national companies and blue-chip market leaders. A Fortune 500 company, operating in 27 countries, with 130,000 employees and revenues of over $9 billion, makes GXO the largest contract logistics company in the world. As the business seeks to streamline and optimise operations with new technology, the need for specialised skills has evolved, presenting unique talent acquisition challenges for GXO. Join Sherin as he delves into the complexities of employee branding across multiple markets and regions, with a focus on establishing an independent identity and powerful communication of the 'why' to potential talent. This episode delivers valuable insights on embedding a global employer branding strategy that respects and reflects the unique character of local markets as well as evolving skillsets for talent acquisition professionals.
This episode was recorded under our previous name of Talent Sandbox.
In this episode of the Talent Sandbox, we are excited to be joined by Adam Gordon, Co-founder of newly launched Poetry HR, the recruiter enablement workspace. This fascinating discussion focuses on the evolving role of talent acquisition - its response to complex labour markets, changing consumer demands, job requirements of incoming generations, the impact of new technology and the importance of acting as a talent advisor to the C-suite. Adam shares his views on what TA leaders should be doing more of to create value for their organisations, including: Creating on-demand supply of talent when hiring teams need it through talent engagement and pipelines. Continuously monitoring and asking what is the right shape for my team? Thinking about ‘resources’ as humans and machines. If it’s humans, do they need to be employees, contractors or outsourced? Acting as talent advisors to senior leaders in the business, helping to shape the business from a people perspective and how this will need to evolve over time. Having spent his career in and around the recruitment and recruitment technology space, Adam believes it is an important time for TA, having seen first-hand how the role of the recruiter is evolving. Recruiters must be able to act as ‘data analysts’ (highly numerate, derive insights from numbers), ‘experience designers’ (adopting a marketing mindset, what do we want people to think and do) and finally ‘tech managers’ (analytical, tech-savvy with a great understanding of what is achievable). Yet, despite the rise in automation and technology, Adam firmly believes that organisations will still need recruiters, however, one of the biggest challenges to be overcome, is equipping teams with the tools and resources needed to do the job well, at pace, and at scale. Having listened to hundreds of organisations and learning from what’s happening in other business functions such as sales and marketing, Adam and his co-founder, Mike Hughes, created Poetry HR – a workspace for recruiters that contains everything they need to successfully execute in their organisation. Finally, Adams offers advice to TA leaders about how to build and optimise their technology stack to deliver on their talent strategy. Hint: the answer doesn’t lie in changing your ATS!
To find out more visit: https://www.poetryhr.com/ https://www.youtube.com/@RecruiterEnablement
This episode was recorded under our previous name of Talent Sandbox
In this episode of the Talent Sandbox podcast, Neil is joined by Agata Borovska, Global Talent Acquistion Manager, Digital HUB Spain, PepsiCo. Employer branding is such an important part of attracting talent, but if you are a global powerhouse brand like PepsiCo, how do you connect and engage with a diverse pool of talent? During the discussion, Agata shares valuable insight about how the organisation leverages the strength of their brand and data to attract and hire talent. Like so many other businesses, digital technology is playing an increasingly important role in the evolution and growth of PepsiCo. As part of this strategy, a new technology centre in Barcelona was created, requiring the recruitment of high numbers of data scientists, data engineers and software engineers. Building a new function from scratch required a thoughtful, proactive and data-centric approach to talent acquisition, drawing on talent market insights and a consistent candidate experience. Looking to the future, what are the top three skills required for talent acquisition professionals to keep them top of their game? For Agata, it’s all about being digitally savvy, expertly managing stakeholders and communication – delivering the right message to all the people we interact with. This episode provides unique perspectives from a global brand about how to successfully navigate a competitive and dynamic market.
This episode was recorded under our previous name of Talent Sandbox.
In this episode of the Talent Sandbox podcast we are extremely fortunate to be joined by our newly appointed Strategic Advisor, Adrian Thomas. Adrian is a highly experienced resourcing professional having led talent acquisition functions for large global organisations such as GlaxoSmithKline, Royal Bank of Scotland, Network Rail and more recently UK Senior Civil Service. A passionate advocate for the Talent Acquisition industry, he continually champions for investment and professional standards in recruitment. In this wide-ranging discussion we delve into the challenges and opportunities within the TA realm, exploring topics like transforming TA into a promising career path, unlocking the hidden potential of tools and technology, and navigating the wide-ranging functions of TA, from administrative duties to becoming a strategic advisor. Adrian asks the compelling question: in the race for talent, will a family saloon car or an F1 racing car get you to your destination faster? We dive into the concept of transitioning from reactive and one-dimensional recruitment approaches to a three-dimensional mindset, where the TA function is seen as a valuable asset within the organisation. Gear up and get ready to transform your TA strategy!
This episode was recorded under our previous name of Talent Sandbox
In this exciting episode of the Talent Sandbox podcast, our special guest is Barry Flack, a seasoned HR Executive and Talent Leader, who currently serves as an Advisor and Learning Instructor at Talent Sandbox. Recruiting has become a highly complex task, with the unpredictability of external market events and fierce competition for talent. Barry believes that success lies not in planning for these events, but in building organizations that can withstand and thrive in any unforeseeable future. Barry challenges talent acquisition professionals to consider how they can evolve to address complexity and uncertainty. Topics discussed in this episode include: · Adding value during a downturn · Using data and talent intelligence for strategic workforce planning · Understanding our internal market thoroughly · Developing skills and capabilities in areas such as data analytics, marketing, and technology · Embracing standards and standardization to work smarter, better, and faster The conversation also delves into the concept of 'Recruiter Enablement,' a transformative approach in talent acquisition that fosters collective and collaborative power among recruiters. This shift from independent actions to an interconnected ecosystem raises standards and enhances productivity. Tune in to this episode to gain valuable insights and perspectives on navigating the complexities of recruiting and embracing the power of Recruiter Enablement in your organisation.
This episode was recorded under our previous name of Talent Sandbox.
In this episode of the Talent Sandbox podcast, talking to Will Crandle and Steve Bebbington from Horsefly Analytics. As part of season 2, we’ve invited a select group of leading vendors who serve as talent acquisition functions across the globe to understand their development journey but also how they’re supporting the transformation of TA in organisations. Horsefly Analytics has been a pioneer in providing labour market insights since its establishment in 2011. Their expertise lies in powering workforce planning, recruitment, internal mobility, and succession planning with data-driven insights about talent. While using data to inform talent acquisition might seem commonplace today, it wasn't always the case. Horsefly Analytics dedicated significant effort during their early years to educate the market about the importance of data-driven talent acquisition. During our conversation, Will and Steve offer practical advice for TA leaders who are beginning to explore labour market insight technology and evaluate potential vendors.
Here are their key tips:
1️⃣ Be clear about the specific problem you are trying to address. Without clarity, it's challenging to find the right solution.
2️⃣ Take the time to thoroughly understand the product and assess its fit for your unique use case. A poor fit leads to under-utilization and a lack of return on investment.
3️⃣ Be cautious of vendors who prioritize making a sale over understanding your business and your specific needs. A reliable vendor will take the time to tailor their solution to your requirements.
In this discussion, we delve into the immense potential of leveraging labour market insights to inform total workforce planning and growth strategies. We explore topics such as setting up teams in the right locations and the cost implications involved. If you are interested in harnessing the power of labour market analytics to enhance your talent strategy, this episode is an absolute must-listen!