Today on Talk Talent to Me, we are joined by Doreen Ghafari, VP of People at AllTrails, to find out how she and her team spearheaded a period of significant growth for the company, more than quadrupling the AllTrails staff in just over three years. Tuning in, you’ll learn about the value of making recruiting efforts an extension of the brand experience, why talent acquisition is so much more than putting butts in seats, and the importance of building a solid foundation of systems and processes during periods of hyper-growth. We also touch on the benefit of treating values as a core competency, data-driven frameworks for performance evaluation, and what a holistic approach to recruitment looks like from Doreen’s perspective.   Key Points From This Episode:   An overview of AllTrails and Doreen’s role there as VP of People. How Doreen and her team quadrupled AllTrails’ employees in just a few years. The value of making recruiting efforts an extension of the brand experience. Navigating noise in the inbound talent funnel. The what’s and why’s of recruiting that go beyond the “butts in seats” mentality. Growing pains that come with 4X-ing a company and why processes are key. Core competencies behind rapid yet sustainable business growth. Key values and frameworks that AllTrails uses to evaluate performance. Insight into Doreen’s holistic strategy for recruitment and people operations. Advice for aspiring talent professionals and why it’s certainly not a linear career path.   Quotes:   “AllTrails is a beloved brand. People tend to have delightful experiences with the app and the site. We wanted our recruiting efforts to be an extension of that. We want people who come to AllTrails to interview, even if they don’t get the job, to reflect fondly on their experience.” — Doreen Ghafari [0:05:11]   “Scaling is hard – How do we set up the scaffolding that’s going to allow us to do that?” — Doreen Ghafari [0:09:41]   “Recruiting and people teams need to be in lockstep with each other. It’s not separate functions. It’s two halves of the same circle.” — Doreen Ghafari [0:21:10]   “Don’t think of your [talent career] as a linear thing. It’s more – of a bouldering experience rather than a linear ladder.” — Doreen Ghafari [0:28:36]   Links Mentioned in Today’s Episode:   Doreen Ghafari on LinkedIn AllTrails ‘TopFunnel Head of People Doreen Ghafari’ Talk Talent to Me Hired  

Russell is a seasoned professional with years of experience leading recruitment teams across various industries. His professional achievements and personal values make him a dynamic leader in the talent acquisition space. Hear how the shift from linear media to digital media has transformed the industry, his motivation for pursuing a career in talent acquisition, and what recruitment can learn from outsourcing channels. Discover how increased employee engagement results in better outcomes, why more information is better for candidates, and how Paramount plans to leverage AI to create opportunities in recruitment. He explains the power of collaboration, how skills create a shared language between HR and business, and the evolution of roles in recruitment.    Key Points From This Episode:   Russell provides an overview of the current entertainment landscape. His diverse professional background and path into the media industry. Gaps in the talent acquisition process and where it needs to be improved. The importance of employee engagement and lessons from the referral process. Fostering trust in non-referral channels and the secret to retaining talent. Paramount’s approach to recruitment and the influence of brands on the process. Explore the role of AI in connecting talent to the brand. Why collaborating with other departments is an essential consideration. He unpacks the concept of building a skills-based organization. Foundational skill metrics and why they are vital for job descriptions. How to create and maintain the idea of continuous improvement. Final takeaways about the recruitment industry Russel has for listeners.   Quotes:   “The only constant [in the industry] for the last several years has been change.” —@weaveru [0:02:06]   “There is something fundamentally fractured still with [talent acquisition] processes and technology. I think we have to get back to basics  to make sure we are doing things that allow us to connect to that high-performing talent.” —@weaveru [0:06:35] “If you are not building or maintaining active relationships with the marketing, corporate communications, legal, and tech departments, you are doing yourselves and your organization a disservice.” —@weaveru [0:20:21]   “Demotivated hiring managers are the biggest challenge facing any organization today. If you do not have your hiring managers engaged and locked in, you are going to fail.” —@weaveru [0:34:27]   Links Mentioned in Today’s Episode:   Russell Weaver on LinkedIn Paramount Talk Talent to Me Hired  

Joining me today is Kelly Culler, Senior HR Business Partner and VP of Talent Acquisition at Northwestern Mutual. In this episode, we discuss her unique role and why people are the heart of any company. Kelly is an accomplished executive with a distinguished career in human resources. She leads a high-performance team dedicated to sourcing, engaging, acquiring, and attracting top-tier, diverse talent that aligns with Northwestern Mutual’s values. In our conversation, we discuss her career journey and path to Northwestern Mutual. We delve into how the HR business partner role differs from traditional HR, ways of differentiating yourself in the HR space, how the recruitment landscape is evolving, and why people are at the core of business outcomes. Discover how to sell your role as a recruiter and unlock the full potential of people and teams. Gain insights into her approach, challenges in the HR space, strategies for building genuine relationships, and much more!    Key Points From This Episode:   Background about Kelly and her role at Northwestern Mutual. A Traditional recruitment role versus an HR business partner role. How Kelly developed her skillset and what sets her apart. Explore how the traditional HR landscape is changing.  Her approach to navigating outdated mindsets in the HR space. Why just being good at your job is not enough.  Kelly’s unique approach to her role and building relationships. Insights into the multi-disciplinary nature of her role. Critical aspects of developing healthy and accountable leadership. Metrics and methods for measuring effective leadership.  The motivation for her leadership development programs. Final words of advice for others forging a career in HR.    Quotes:   “[As an HR business partner], I am going to bring the people acumen to the table because my expertise is people.” — Kelly Culler [0:07:39]   “To me, people are the heart of what creates business outcomes.” — Kelly Culler [0:10:27]   “Forge a relationship with your leader so you have the trust because they are going to help you unlock more things than not from a career perspective.” — Kelly Culler [0:33:37]   Links Mentioned in Today’s Episode:   Kelly Culler on LinkedIn Northwestern Mutual Talk Talent to Me Hired  

  The performance of any organization is unquestionably linked to its ability to tap into the “human energy” encapsulated in the talents, approach, and potential of every team member. This is the belief of today’s guest, Julie Flowers, mentor, coach, sought-after speaker, and HR Director, HR Talent Development Initiatives at Chevron. In this episode, Julie shares some pearls of wisdom from her 26 years with Chevron and offers insight into how the technology, high standards, and ethics at Chevron appeal to Gen Z candidates, how talent development boosts morale and improves company culture, and why she believes that HR is the human energy in progress that leads to not only business success but individual success too.    Key Points From This Episode:   An overview of Julie’s career journey and how it led her to Chevron in 1998. Branding non-renewable energy for the younger generations. Lessons from Julie’s transition from talent acquisition to talent development. What it looks like to reinvent HR every few years (and why it’s so important). The value of continuous upskilling in consulting, project management, and more. Reasons that we should view AI as an enabling tool rather than a skill. Innovative ways that Chevron uses AI for external recruiting. Personal development for talent professionals: how to grow in every role. The importance of fostering a curiosity mindset. Insight into Chevron’s strong HR culture and how Julie nurtures it. The relationship between long-term development and short-term incentives. Tips for leaders, employees, and organizations to encourage continuous growth. Why storytelling is such a critical skill for talent professionals. Humbling advice for those who want to up-level their recruitment career.   Quotes:   “We’re focused on creating an [HR environment at Chevron] where the business recognizes us as an agile force, capable of adapting – where we need to for this ever-changing business that we’re in – and delivering amazing customer experience.” — Julie Flowers [0:08:51]   “If people are paying attention, you grow in every role you have. Generally, the roles that you’ve had prepare you for the next role, you just don’t know it’s happened.” — Julie Flowers [0:17:01]   “As a leader, I need to [encourage, support, and reward]. As an employee, I’ve got to want to learn and grow. As a company, I’ve got to show that we’re building that type of culture. [Continuous development] takes all three of those things.” — Julie Flowers [0:27:10]   “Sometimes, when you come to the business with something HR, it might not be met with open arms. We have to be able to tell a story so they understand the value and impact it’s going to have.” — Julie Flowers [0:33:56]   “We don’t learn most from our successes. We learn from when we don’t do something right, when we fail.” — Julie Flowers [0:35:28]   Links Mentioned in Today’s Episode:   Julie Flowers on LinkedIn Talk Talent to Me Hired  

Jamie joins us to offer some insight into what it takes to be an early-stage recruiter, how talent professionals can level up the entire function of a business, and when companies should consider bringing on a full-time in-house talent resource.    Key Points From This Episode:  How Jamie forged a career in the talent space and what led her to Primary. Insight into her role as the first-ever recruiter at SeatGeek. Recruiting for an early-stage company and what attracted her to the talent function. How being an early-stage recruiter differs from a typical talent role. What it looks & sounds like when a company invests in talent in a meaningful way. The threshold at which a full-time in-house talent resource becomes invaluable. Advice for fledgling recruiters who want to make the most of their skill sets.   Quotes:   “When you scope a role appropriately and you bring in the right person for it, you can level up an entire function of a business, especially when it’s early stage.” — Jamie Sterrett [0:07:10]   “Ultimately, as you grow in your career, you will need to be able to tie your work back to the impact that you’re having [on the business].” — Jamie Sterrett [0:12:23]   “Early-stage recruiting is not for everyone. When you are the first recruiter somewhere, you are wearing all of the hats.” — Jamie Sterrett [0:23:37]    Links Mentioned in Today’s Episode:   Jamie Sterrett on LinkedIn Primary Venture Capital Talk Talent to Me Hired  

Lorraine left a great job at Butler University to join FIB, and she credits the move to a remarkable recruiter and a FIB culture that was too wonderful to resist. In our conversation, Lorraine dives deeper into staying comfortable versus trying something new, the power of listening to your gut, what she loves about HR and the recent developments in the industry, and why being future-ready is among her top priorities. We also discuss resilience and how to cultivate it in the workplace, how to create an office culture that facilitates constructive conversations, and what you can do as an employee when someone ranked above you dismisses your views.    Key Points From This Episode:   Introducing the Chief People Officer at First Internet Bank (FIB), Lorraine Ortiz. Lorraine Describes FIB, her role at the company, and how she ended up there. Why she left a secure job (that she was happy in) at Butler University to join FIB. Being comfortable versus trying something new, and listening to your gut. How a great recruiter can make all the difference.  Why Lorraine loves the business of HR, and how the role has evolved over the years.  Her definition of “future-focused” and how she implements the philosophy as CPO.   Why she believes that she’ll retire at FIB. How she’s resilient in her role, and how FIB shares her personal values.  The way Lorraine fosters a culture of honest and constructive conversation in the workplace.  How to deal with managers who do not appreciate your moments of professional vulnerability.      Links Mentioned in Today’s Episode:   Lorraine Ortiz on LinkedIn  First Internet Bank  Talk Talent to Me Hired  

  In today’s episode, I sit down with Ryan Loken, Head of HR Policy, Administration, and Governance at Tyson Foods, to discuss his multifaceted role within the company, his broader impact on the community, and the dynamics of HR. Tyson Foods is a multinational corporation and one of the largest food processing companies in the world. Ryan discusses his role in the company, why there is no such thing as a typical day for him, and the community outreach work he is involved with. Discover how he leverages the company for good, his motivation for pursuing community outreach, and how his professional experiences benefit his current role. Explore why HR professionals are no longer compliance police, metrics that provide pragmatic insights into the structure of a business, why he chases the mission and not the title, the interconnectedness between company policy and culture, and much more.    Key Points From This Episode:   Ryan explains his role at the company and what his day-to-day looks like. His community outreach work and motivation behind it. How his job and community outreach work feed into each other. Discover how the HR landscape has changed and what caused it. Practical strategies and examples to enhance your role in HR.  Become a business partner as opposed to a traditional HR manager. Self-development, constantly learning, and remaining motivated. Background about Ryan and his path to his current role. Leveraging policy to drive culture and company values.  Final words of wisdom that Ryan has for listeners.   Quotes:   “I want to be able to give back and hopefully provide a better future for those who may not have the same opportunities that I did.” — Ryan Loken [0:03:45]   “With every job we hold, we learn some [valuable] things.” — Ryan Loken [0:16:55]   “I have never really had aspirations of having this title, that job, or this thing. It has always been a situation of how do I make my job more efficient.” — Ryan Loken [0:21:05]   “I have never chased a title. I have always chased a mission.” — Ryan Loken [0:21:43] Links Mentioned in Today’s Episode:   Ryan Loken on LinkedIn Tyson Foods Talk Talent to Me Hired  

CEO of Hired, Josh Brenner, discusses predictions for tech hiring in 2024, including a potential hiring resurgence. They talk about boomerang employees, remote vs. in-office work, and the impact of AI on recruitment strategies.

 Jim breaks down Booz Allen’s approach to recruitment and talent development, why hiring tech talent is so competitive, and what they are doing to set themselves apart. We also discuss how they cultivate a culture of continuous learning, their use of data and predictive analytics for workforce planning, their most effective retention strategies, plus a whole lot more.  Key Points From This Episode:   Get to know today’s guest, Strategic Talent Development Leader, Jim Hemgen. An overview of Jim’s career journey and the uniqueness of his current role. Jim’s insights on talent development and recruitment at Booz Allen Hamilton. The company’s evolution over the past decade and its growing focus on technology. What they are doing to attract early-career professionals for tech and management roles. A breakdown of their approach to employee development and getting them client-ready. Their strategies for cultivating a culture of continuous learning. Using data and predictive analytics for workforce planning and future skills needs. A rundown of their retention strategies and why they developed a talent marketplace. Supporting career mobility and why this is essential. Jim’s parting words of advice to those in the talent development space.   Quotes: “We do the best we can to allow for self-directed learning through our employees. So they have a variety of programs and services available to them that they can tap into. And then we have also targeted upskilling initiatives.” — Jim Hemgen [0:18:13]   “It's a cultural thing where we need to be able to support career mobility.” — Jim Hemgen [0:26:03]   “I highly encourage soliciting a mentor from an outside organization. Find somebody who's in a role you aspire to be in and get engaged in conversations. It goes a long way.” — Jim Hemgen [0:32:24]   Links Mentioned in Today’s Episode: Jim Hemgen on LinkedIn Booz Allen Talk Talent to Me Hired

In talent acquisition, future-proofing is as important as focusing on the present! Today on Talk Talent To Me, Ali Bebo of Pearson joins us to discuss her many years of recruitment experience. You’ll hear about how she went from retail to being senior CHRO at Pearson, how talent acquisition has changed since she got started, the role of AI in the industry, the importance of upscaling your talent, and why managers should avoid being passive in team building for the future. Ali thinks talent recruitment is much like coaching a sports team and in this episode, she explains how the two jobs are similar. We also discuss her experience in helping her company hire a new CEO before she leaves us with some incredible advice about knowing your superpower. Key Points From This Episode:   An introduction to today’s guest, Allison (Ali) Bebo. Ali shares her version of New Year’s resolutions and why she isn’t a list-maker.  How Ali wound up in her role as senior CHRO at Pearson after working in retail.  Ali’s views on how talent acquisition has changed over the years.  She tells us what Pearson does and how AI is affecting their work.  How they upscale their talent and educate others outside the company to do the same.  Why managers should be proactive in building up their teams now and for the future.  The parallels we can draw between sports and talent acquisition.  Ali tells us about the process of helping Pearson hire a new CEO.  Some parting advice for anyone wanting to level up in their careers.    Quotes:   “What can you do better than 10,000 people? – Once you can really answer that question, then you find roles and – opportunities where there’s less friction. – Because when you’re in a role that you’re able to use your best strengths and get to do what you do best every day, then frankly, performance happens.” — Ali Bebo    Links Mentioned in Today’s Episode:   Ali Bebo on LinkedIn Pearson Talk Talent to Me Hired