Ty shares how a non traditional background can help break barriers to creating change in talent acquisition. RSM US LLP the leading provider of assurance, tax and consulting services to the middle market. Focusing on careers and culture, Ty orchestrates an environment where individuals thrive, fostering their passions and professional growth while advocating for inclusivity at every level. His approach reflects a blend of professional prowess, a commitment to fostering a vibrant workplace culture, and a zest for life. In our conversation, we discuss Ty's career trajectory, from its origins to his present role, showcasing the distinct ways his prior experiences differ from his current position and how his unique perspective has helped transform the talent experience at the company. We explore how Ty's inexperience proved beneficial, his approach to nurturing talent, embracing innovation for success, the value of curiosity, and much more.   Key Points From This Episode:   Introduction and background about Chief Talent Officer, Ty Beasley. Details about his role and how it differs from his professional experience. His professional career journey to his current role at RSM US LLP. Why he is suitable for the role, despite his non-traditional career path. The unique approach and perspective he brings to the role. How he has helped enhance the talent experience at the company. Discover how his inexperience was beneficial for the role. Barriers to creating change and why embracing innovation is vital.  Ty shares his approach to supporting and developing talent. What personal traits Ty looks for in a potential candidate.   Quotes:   “I have always had a passion for the people side of the business.” — Ty Beasley [0:07:06] “It is my vision to have a talent function that is more consultative in nature.” — Ty Beasley [0:08:40]   “The ultimate value I bring to the talent organization is not operating in the guts of it. It is leadership.” — Ty Beasley [0:15:28]   Links Mentioned in Today’s Episode:   Ty Beasley on LinkedIn RSM US LLP Talk Talent to Me Hired  

Collin discusses redefining traditional HR approaches and his focus on practical, hands-on training. Collin boasts a wealth of experience as an HR and organizational development expert, with a track record marked by successful talent management and impactful operational enhancements. Heyday stands at the forefront of skincare, dedicated to revolutionizing the industry by offering a unique blend of personalized facial treatments and invaluable skincare advice curated by a team of seasoned estheticians. In today’s conversation with Collin, you will hear about his unconventional path to his current role, the unique qualities that he brings to HR, his various responsibilities at Heyday, and the value of pre-training. He explains his innovative approach to acquiring top talent, creating effective training content, and how he handles large amounts of applications. Collin also shares his advice for creating effective recruitment funnels and what HR should be doing differently. Tune in to discover new approaches to recruitment with Collin Russell!   Key Points From This Episode:   Collin’s background and career journey into his current role. Ways that he has helped Heyday grow since joining. How development goals differ between retail and corporate. A look at Colin’s approach to delivering hands-on training content. Insights into creating an effective recruitment funnel. Steps for identifying weak points in the recruitment and training processes. Measuring the success of the systems Collin implemented. Addressing recruitment issues through innovative methods. The challenges and opportunities of leveraging remote workers. Heyday’s approach to processing large amounts of applications. Providing guardrails for people to make mistakes and learn from them. Exploring Collin’s opinion on the future of the HR landscape.   Quotes:   “Having a good team and the right mission behind you helps fuel that [passion].” — Collin Russell [0:05:47]   “If you hire great people but you don’t give them the right training to be successful in their roles, then they are eventually going to leave or become disengaged.” — Collin Russell [0:11:49]   Links Mentioned in Today’s Episode:   Collin Russell on LinkedIn Heyday Talk Talent to Me Hired  

Creating deep, meaningful relationships is often pushed aside in the world of recruiting but the truth is, these relationships lead to better success in talent acquisition. Today on Talk Talent To Me, the wonderful CEO of Rabble Recruiting, Tammy Dain, joins us to discuss her unique recruitment model. Tuning in, you’ll hear all about how she fell into recruiting, the balance between being ready for a new opportunity and pushing yourself out of your comfort zone, why Rabble’s approach is so different from other recruitment agencies, and so much more! We even discuss the flexible work trend before delving into Tammy’s other company, Talent Collective. Finally, our guest shares advice for young recruiters.   Key Points From This Episode:   Welcoming a phenomenal guest, Tammy Dain. Tammy tells us about her background and how she started Rabble Recruiting.  The importance of giving your team opportunities just before they’re ready for them.  Tammy tells us all about her Rabble Recruiting model and approach.  Why Tammy believes that the flexible work trend is going to grow exponentially.  What makes Tammy’s Rabble offering so different from others of its kind.  The kinds of people that will thrive in Rabble’s model. Tammy tells us a little bit about Talent Collective and what their goals are.  Our guest shares some advice for young recruiters about breaking out of their comfort zones.    Quotes:   “You’ve got to know enough, but you obviously have to have room to grow too.” — Tammy Dain [0:09:41]   “I think, more often than not, the embedded approach to delivering recruiting services in HR is so much more effective.” — Tammy Dain [0:12:19]   “Continuous connection and learning is what fosters and creates really deep relationships!” — Tammy Dain [0:32:40]   Links Mentioned in Today’s Episode:   Tammy Dain on LinkedIn Rabble RecruitingTalent Collective Talk Talent to Me Hired  

Founder of Interviewology, Anna Papalia joins us today to discuss the evolving world of interviewing from the perspective of both sides of the table. In her recently published book, Interviewology: the New Science of Interviewing, Anna provides a guide to four different interview styles and how to get the best out of each one. Tuning in, you’ll hear the story of her leap from a comfortable role at an insurance brokerage to kickstarting a career in empowering candidates and interviewers through the hiring process. We discuss how to know when is the right time to make a change, what keeps people from listening to their intuition, and assess the state of the interviewing process in general. Anna also shares pertinent insights from her book and offers a starting point for anyone looking to improve their process of interviewing. Be sure to listen in to hear all this and more today!    Key Points From This Episode:   Anna’s evolution from a comfortable career to pursuing something bigger.  An earlier leap in her career that kickstarted her HR profession. How to identify when the time has come to make a transition or change.  Two types of change and where they originate from.  The fear that accompanies intuition. Acknowledging the privilege required to go out on a limb. Factors that motivated Anna to leave HR and create her dream job with her special skills. What is wrong with the interviewing process.  Why it’s so important not to blame candidates.  Factors working against the success of hiring managers. A candid reflection on where diversity truly starts. What motivated Anna to consider that there are different interviewing styles. Why each interviewing style is as valid as the others. Why thinking of an interview as a performance is not a good strategy. Distinguishing between authenticity in a personal and professional context.  What it truly means to show up as yourself.  How Anna’s book, Interviewology, is structured. Anna’s perspective on the inflection point we currently find ourselves in.   Quotes:   “I live and die by the saying, ‘If you don’t change direction, you’ll end up where you’re headed.’ You’ll get to where you’re going. I’ve coached so many thousands of people in their careers that I know this to be true.” — Anna Papalia [0:06:54]    “I looked out [at] the world and my dream job didn’t exist, so I created it for myself.” — Anna Papalia [0:15:33]   “When we are in a position of power, as people in the talent space – we have a tendency to blame the powerless.” — Anna Papalia [0:15:51]   “If you’re trying to build an organization that’s diverse – in gender, race, and thought, it starts at the interview table.” — Anna Papalia [0:20:50]   “I believe that interviewing well is all about building up your self-awareness.” — Anna Papalia [0:33:16]   Links Mentioned in Today’s Episode:   Interviewology Interviewology: The New Science of Interviewing Anna Papalia on LinkedIn Anna Papalia on YouTube Anna Papalia on Instagram Talk Talent to Me Hired  

Recruitment has not changed over the last few decades, but company needs certainly have. Gary Davis is the Senior Diversity, Equity, and Inclusion Business Partner at Adobe. During this episode, he joins us to discuss the evolving importance of DE&I, the metrics used to evaluate candidates, and how to determine how people experience your company culture. Tuning in, you’ll hear Gary’s thoughts on the two-way street of recruitment, valuing transparency, and the importance of solving problems specific to Generation Z. We discuss what it truly means to shrink the gaps in equity and inclusion, Gary’s Christmas wishlist for the future of the industry, and more.    Key Points From This Episode:   Introducing Gary Davis, Senior DE&I Business Partner at Adobe.  His motivation to find creative ways to address inequality in the USA.  What his role involves and how he serves all of the communities at Adobe. The process of productizing equitable interviewing.  How recruitment has not evolved over the last fifty years.  Interrogating the metric we use to evaluate candidates for a role. How Gary’s roles have evolved in DE&I and tech.  Measuring how people experience your company culture. Whether or not recruiters should be incentivized around retention.  Why Gary values transparency so highly.  Considering recruitment a two-way street. His favorite thing about diversity and inclusion work.  What it means to creatively shrink the gaps in equity and inclusion. Why it is important to solve problems specific to Gen Z.  Gary’s Christmas wishlist for the future of the industry. Reshaping how we approach DE&I work with the past in mind.    Quotes:   “The throughline for any work that I’ve ever done has been about designing programs and products that create spaces for people from excluded groups; women, people of color, and folks with disabilities.” — Gary Davis [0:03:15]   “One of the interesting things to me about recruiting is that we have not really changed it in the last fifty or so years.” — Gary Davis [0:05:21]   “We don’t have a talent shortage. We have a sourcing issue.” — Gary Davis [0:07:58]   “The coolest thing about diversity and inclusion work is that you are really measured by your ability to influence.” — Gary Davis [0:26:11]   Links Mentioned in Today’s Episode:   Gary L Davis on LinkedIn Adobe The Devil Wears Prada Talk Talent to Me Hired  

 Lorraine tells us all about her decision to get into talent acquisition, why she loves working with earlier-stage clients, how we can be more deliberate in our career decisions, and what her career planning coaching process is like. We also discuss what people going through career transitions ask most often before she explains the Juxtapose model. Finally, Lorraine tells us the kinds of challenges she expects talent leaders will face in the near future.    Key Points From This Episode:   A warm welcome to today’s guest, Lorraine Buhannic.  Lorraine tells us about her transition into her new role at Juxtapose.  Her choice to go into recruiting and why she chose this field.  Why Lorraine wanted to work with earlier-stage companies.  How you can be more deliberate in your career decisions.  Lorraine walks us through the process of going through career planning coaching with her.  The kinds of questions people ask during career transitions.  The Juxtapose model, how it works, and how they hire leaders.  Why hiring should always be the first priority for businesses.  Lorraine tells us some of the questions she asks leaders throughout the coaching process.  What challenges she anticipates talent leaders are going to face over the next year.    Quotes:   “When you build a really awesome talent foundation, the sky is the limit!” — Lorraine Buhannic [0:03:46]   “I want to feel more empowered when I’m thinking about what to do next.” — Lorraine Buhannic [0:09:32]   “Hiring needs to be priority number one because, at the end of the day, if you don’t have the right people, it’s going to be really hard to scale the organization.” — Lorraine Buhannic [0:20:58]   Links Mentioned in Today’s Episode:   Lorraine Buhannic on LinkedIn Juxtapose Talk Talent to Me Hired  

Karen Weeks is the founder of Shine at Work, a coaching company geared toward setting people up for career success. She is also the Chief People Officer at Obviously, the innovation influencer agency. When we spoke to Karen, she had only been at Obviously for a week, and she spilled the tea on how she landed the job and how she’s adjusting to her new role. We also discuss the changes she’d make to Obviously’s onboarding process, why she prioritizes relationships above all else (and how she builds them in a new environment), and how to gently rock the boat at your new job while “proving yourself” as a new employee. Karen believes that you cannot be interviewed without asking questions, and she outlines some of the questions that potential recruits should be asking. Then, we learn about Shine at Work, the importance of “why” in their intake process, common characteristics of successful clients, and the trends that Karen sees being adopted by many in the future of HR.    Key Points From This Episode:   How Karen landed her new job and how she’s settling into her role at Obviously.  The changes she’d make to Obviously’s onboarding process after going through it herself.  How she went about building relationships at her new job and what she prioritizes.   The balance between gently rocking the boat and trying to prove yourself as a new employee.  Who Karen listens to and engages with first when trying to understand a new company.  How she prepared for the interview for her current role.  Finding the problem: the questions you should be asking in your recruitment interview!  How Karen feels when recruits don’t ask questions in their interviews. The ins and outs of the company she founded, Shine at Work.  A peek into Shine at Work’s intake process and the importance of “why.”  Perseverance and other traits of success.  The trends and technologies Karen sees flourishing in the future of HR.    Quotes:   “Strong managers make you, as a leader, stronger.” — @career_changers [17:56]   “What’s the right time to work with us? – When you’re trying to think about what to do. The reason for that is because you’re honestly in a better place emotionally to go through that decision-making.” — @career_changers [25:57]   “I always want people to be running towards something, whether that’s an internal opportunity, staying where you are and re-engaging, or changing jobs. Doing it before you’re at the breaking point is actually the healthier time to do it.” — @career_changers [26:29]   “If you’re working with a personal trainer and you hit your weight goal or your marathon goal – you don’t usually stop working them – They help you stay in shape. That’s what we also do with folks. Your career is a journey. We can partner with you along the way as well.” — @career_changers [28:03]   Links Mentioned in Today’s Episode:   Karen Weeks on LinkedIn  Karen Weeks on X Obviously  Shine at Work  Talk Talent to Me Hired  

Every interview should be a ‘culture’ interview and your goal as an interviewer should be to hire people who feed the company’s soul. Today we are joined by not one, but two incredible guests! Talent acquisition gurus from Small Door Veterinary, Nicole McLeod and Serge Clivio are here to discuss all things recruitment. Tuning in, you’ll hear about Small Door and its mission, how Nicole knew she wanted to work in recruitment and why she joined Small Door, Serge’s interview process, and so much more! Our guests then share their interesting interview techniques and beliefs before delving into the ‘secret sauce’ of success. Finally, Serge and Nicole tell us what is next for them in their careers.    Key Points From This Episode:   Welcoming today’s wonderful guests from Small Door, Serge Clivio and Nicole McLeod.  Nicole tells us about Small Door and the company’s mission.  Nicole’s experience of hiring Serge and how she knew he was the perfect fit for his role.  The kinds of questions Serge asks when interviewing for a role.  What made Nicole want to join Small Door and when she moved into her current role.  Serge shares his beliefs about a company’s ‘secret sauce’ to success.  How Nicole and Serge assess people in their ability to feed the soul of the company.  Why Small Door sees every interview as a culture interview.  How they set potential recruits up for value-based questions in their interviews.  The importance of asking open-ended questions when interviewing a potential recruit.  Our guests tell us about what is next for them in their careers.    Quotes:   “Something that’s really important to me is transparency with anyone I work with.” — Nicole McLeod [0:07:20]   “You will not succeed in your role as a recruiter if you do not – see the growth of the actual company principles.” — @SergeClivio [0:08:42]   “Each hire should be better than the last and that’s the only way that you’re going to grow a company.” — @SergeClivio [0:16:25]   “Culture is caught not taught!” — Nicole McLeod [0:17:38] Links Mentioned in Today’s Episode:   Serge Clivio on LinkedIn Nicole McLeod on LinkedIn Small Door Talk Talent to Me Hired  

  People-centered approaches to business emphasize the importance of prioritizing and supporting the well-being, growth, and satisfaction of employees. By adopting a people-centered approach, businesses can create a positive work environment that not only benefits their employees but also contributes to improved performance, productivity, and long-term success. In today’s episode, I sit down with Jessica Zwaan, Chief Operating Officer and  at Whereby, to discuss her innovative, people-centered approach to HR and business development. Jessica is the author of Built for People, a best-selling book that offers advice and tools for transforming HR activities by incorporating elements from product management. In our conversation, Jessica unpacks how the best aspects of product management can be applied to HR to transform the value of your workforce and business. Learn about the type of rigor that HR needs to increase productivity, the ins and outs of streamlining your workforce to increase its value, reducing regrettable churn through effective HR, and analogizing people with products. Gain insights into why justifying an employee based on revenue is outdated, viewing the business as an ecosystem, and much more. Tune in and discover a different way of viewing company culture and employee value with Jessica Zwaan!   Key Points From This Episode:   A warm welcome back and a catchup with Jessica Zwaan. What motivated her to pursue a law degree. How her law experience intersects with her role at Whereby. Aspects of HR where her law background has been beneficial. How the traditional approach to recruitment needs to change. Differences in methods between C-suite and HR departments. Metrics to measure the performance and employee lifetime value (ELTV). Examples of her progressive approach to HR and recruitment. The types of conversations HR should be having with the C-suite. Limitations of the traditional forms of measuring employee performance. Core company values that determine its success.  Performance analysis and how it differs amongst employees. Explore the universal competencies that are true for all employees. Hear about her career transition into her current role. What Jessica has planned for the future.    Quotes:   “Your company is a system; it’s not just a group of individuals.” — @jessicamayzwaan [0:15:52]   “I think that the experience is the product.” — @jessicamayzwaan [0:21:46]   “One of the most important behaviors that matters to a company’s bottom line is your ability to collaborate with other people.” — @jessicamayzwaan [0:24:15]   “Teams are more valuable together than they are as individuals.” — @jessicamayzwaan [0:24:23]   “We should be building [HR performance] systems which are built for the way human brains work.” — @jessicamayzwaan [0:27:36]   Links Mentioned in Today’s Episode:   Jessica Zwaan Jessica Zwaan on X Jessica Zwaan on LinkedIn Whereby Built for People Talk Talent to Me Hired  

When you go to bed on a Sunday night, not bummed that there is work tomorrow, you know you’ve got a job you love! My guest today is the Managing Director of Talent Acquisition at Southwest Airlines, Greg Muccio. He’s been there for over 22 years and is passionate about his job, his team, and the programs and people involved. In our conversation today, Greg talks about his experience as a long-time Southwest Airlines employee, what motivated him over the years to stay, and the aspects of the job he loves even today. He shares an overview of the distinctive talent acquisition challenges faced by Southwest and talks about current hiring trends and the appetite for open roles. He elaborates on their Destination 225° (D-225) program before expressing the significance of uncovering new talent that Southwest does not currently possess. Make sure to tune into this episode to hear more about how Greg conceptualizes the talent department within Southwest and how he implements long-term tactical approaches to talent acquisition.    Key Points From This Episode:   Greg’s thoughts and experience as a long-time employee at Southwest Airlines. Across the years, the reasons that motivated Greg to stay. The qualities of his team that make it worthwhile to stay. Greg paints a broad stroke of the unique talent-sourcing challenges at Southwest.  Current hiring trends and the appetite for open roles; from a labor workforce point of view.  More jobs than people: what’s happening? Southwest’s approach to attitudes that are not one-to-one with the open roles. Their steadfastness to anchor onto stability at Southwest. He expresses his fondness for his team and their work efforts and dedication.  Greg talks more about his team and the scope of the talent operation.  He talks more about the D-225 program (Destination 225°) at Southwest. The essentiality of discovering new talent that is not yet present at Southwest.  Mix-and-matching and the total talent approach.  How Greg conceptualizes the talent department within the organization. Why you need to be thinking of long-term tactical approaches.   Quotes:   “To be at a place like Southwest that has a great history of taking care of their people, it’s a fun job!” — Greg Muccio [0:01:46]   “Being in TA right now [is] hard work. You’ve got to show up and you’ve got to be ready to work hard.” — Greg Muccio [0:10:26]   “If we are going to make it. If we are going to have the right kind of talent, we will have to uncover new pools of talent that exist in Southwest today.” — Greg Muccio [0:19:29]   “At Southwest, we want a representative of our brand and that culture and those kinds of things because that’s what makes people come back and fly with us again, and again, and again, it’s our people.” — Greg Muccio [0:26:19]   Links Mentioned in Today’s Episode:   Greg Muccio on LinkedIn Southwest Airlines Talk Talent to Me Hired