Talk Talent To Me Golden Ventures Head of Talent Alison Kaizer
Alison Kaizer returns! She shares her journey transitioning from moonlighting for Golden Ventures to taking on a full-time role. She shares some of the details of her consulting conversations and how it differs for different clients. We talk about some of the resources she provides to eliminate possible friction later on in the hiring process, and why she believes that hiring a good candidate is just the tip of the iceberg. Hear about the difference an ATS can make, why Alison believes that sourcing is such a powerful tool, and what she has done to prioritize leveling up her skillset today.
Key Points From This Episode:
- Welcome to our first three-time guest on the podcast, Alison Kaizer.
- What prompted her current job change to Golden Ventures.
- How easing into a full-time role at Golden Ventures has already paid dividends.
- The difference between the work she was doing as a contractor and the depth of her engagement as a full-time employee.
- Why Alison doesn’t think it’s always appropriate to allow employees to take on consulting work.
- What her consulting conversation consists of and how it differs for different clients.
- Providing resources to eliminate friction later on in the hiring process.
- Why Alison believes that finding a great candidate is the tip of the iceberg.
- How communicating a streamlined process can remove up to 80% of anticipated friction.
- Using an ATS like Teamtailor and Greenhouse to craft your careers page that attracts talent.
- Why she believes that sourcing is such a great way to find the right talent.
- Why inbound sourcing is scalable.
- The value of planning out your day to be more efficient and take more on in accordance with your priorities.
- Alison’s strategy for learning and upskilling herself: approaching everything through a problem-solving lens.
- How she has leveled up by working with people who weren’t going to be easy on her.
Tweetables:
“If you are in-house somewhere and you're feeling stale, you're probably not doing the role to the fullest extent. I think particularly with talent, there are always areas to improve.” — @alisonmichellek [0:12:55]
“You can probably remove 80% plus friction, just being able to go back to a candidate and say, “This is exactly what we're looking for and this is the process that you can expect.” — @alisonmichellek [0:25:33]
“Taking the time upfront lends itself to a really frictionless process, where you're not wasting your time talking to people that are wrong because you have a clear mental picture of what greatness looks like. You can start with the ideal and then flex as needed.” — @alisonmichellek [0:26:50]
Links Mentioned in Today’s Episode: