Joining us today is the wonderful founder of People Power AI, Theresa Fesinstine. You’ll hear about Theresa’s career, how she became interested in AI, where we are in AI development in the HR space, Theresa’s tools for AI learning, and a few ways HR employees can make use of AI. This is a ‘breakthrough’ episode that simplifies the nuanced and complex issues within HR so to hear all this and be inspired to advocate for yourself and your talents, press play now!   Key Points From This Episode:   A warm welcome to today’s guest, Theresa Fesinstine.  How turning notifications off has improved Theresa’s mental health.  A brief overview of Theresa’s background and career.  What fueled Theresa’s passion for AI and where we are in AI in the HR space.  Why AI hasn’t been a priority in this industry until recently.  Why HR should have a voice in the board room and feel confident enough to use it. The kinds of tools and training Theresa offers to assist in AI learning.  The importance of advocating for your own ‘seat at the table,’ especially as a woman. A quickfire list of ways recruiters/HR employees can leverage AI to do their jobs even better.    Quotes:   “I’ve spent this past year working to educate myself and to educate others on the benefits and power that AI has for the future of business.” — Theresa Fesinstine [0:12:19]   “To me, HR is the only team [and leader] in the organization that really understands what [every] other department functionally is working through, their challenges [and it’s] like the central post of what’s happening within a company.” — Theresa Fesinstine [0:17:01]   “HR leaders – should feel more empowered than ever to talk about what is happening within our organizations.” — Theresa Fesinstine [0:17:30]   “I think HR is the right [department] to lead the charge with AI integration.” — Theresa Fesinstine [0:19:14]   Links Mentioned in Today’s Episode:   Theresa Fesinstine on LinkedIn Theresa Fesinstine on Instagram People Power AI LinkedIn Talk Talent to Me Hired  

Joining me today is Amy Sheehan, the Director of Talent Acquisition at Hormel Foods, to discuss her career experience, current gaps and opportunities in the talent acquisition space, and how she is shaking up the traditional approach to recruitment. Amy shares her diverse project experiences, how her non-traditional background enriches her work, and how she challenges conventional recruitment practices. Amy discusses the evolving role of recruitment in today's competitive job market and provides insights into the recruitment and onboarding processes at Hormel Foods. She also explains the value of effective communication, how to create purposeful experiences for new hires, and the role of AI in recruitment.    Key Points From This Episode:   How Amy’s career led to her position at Hormel Foods. What drew Amy into working for Hormel Foods. Hear about the scope of diverse projects she has worked on. Learn how her non-traditional career experience informs her work. Redefining the role and purpose of recruitment. Insights into the recruitment and onboarding process at Hormel Foods. Communicating company processes and values to employees. Amy’s approach to creating meaningful experiences for new hires. Finding the right person for the right job and how AI can help. Lessons from her experience of leveraging different recruitment tools. Recommendations for choosing a suitable Applicant Tracking System (ATS). Advice for listeners seeking a career in talent acquisition.   Quotes:   “I have also been involved in acquisitions and been on acquisition teams, which is a really interesting way to learn about other companies and blend those cultures together.” — Amy Sheehan [0:04:08]   “It is really important for [employees] to understand all the things a company stands for.” — Amy Sheehan [0:08:25]   “[Hormel Foods] really takes the time to showcase the programs that we have as it relates to holistic care for our employees.” — Amy Sheehan [0:12:08]   “[AI] will allow [recruiters] to spend time creating experiences that matter and get [the company] top talent.” — Amy Sheehan [0:18:58]   Links Mentioned in Today’s Episode:   Amy Sheehan on LinkedIn Hormel Foods Talk Talent to Me Hired  

Today on Talk Talent to Me, you’ll hear from a workforce futurist, design thinking practitioner, keynote speaker, Chief Learning Officer at Archwell, and founder of the Archwell Academy, Dr. Keith Keating about the value of learning as a transformational tool, regardless of your vocation. While he doesn’t have the traditional recruiting background of many of our guests, Dr. Keating faces many of the same challenges and works closely with talent acquisition professionals to connect learning strategy with business strategy. In this episode, Dr. Keating describes the key skills that learning and development professionals need to drive value for their organizations and unlock human potential. We also discuss what it takes to create a “true talent ecosystem,” the importance of what Dr. Keating calls futures literacy, how talent pros can emerge as strategic business partners rather than order-takers, and more. By understanding the concepts of transferrable skills and the power of embracing a lifelong learning mindset, Dr. Keating believes that we can take control of our future.    Key Points From This Episode:   An overview of Dr. Keating’s experience and how he landed his role at Archwell Holdings. How growing up a military brat impacted his education and made him more agile. The pivotal moment when he found his passion in what was previously “just a job.” Why Dr. Keating believes that learning is a powerful tool for transformation. The need for a strong connection between L&D, talent development, and recruitment. Reasons that a lot of talent professionals don’t think long-term. Why “futures literacy” is a core skill that everyone should be developing. Dr. Keating’s research-focused approach to meeting future business needs. His best strategic advice for talent professionals: build your own table. How talent professionals can become trusted learning advisors.   Quotes:   “Talent is talent is talent, whether we’re recruiting it, onboarding it, or managing [it].” — Dr. Keith Keating [0:01:57]   “Once you learn how to learn, your future is unstoppable.” — Dr. Keith Keating [0:11:51]   “There should always be a strong connection between learning development, talent development, and [recruitment] because we can help define the skills that are needed in the roles.” — Dr. Keith Keating [0:14:34]   “Futures literacy is not about predicting the future, which people often try to do – Futures literacy is about planning for possible futures.” — Dr. Keith Keating [0:21:45]   “For far too long, we’ve let people who are not talent practitioners [or] learning experts dictate how they find our talent, what type of talent to bring on, how we educate, train, and upskill our talent, but that’s our area of expertise. ” — Dr. Keith Keating [0:32:57]   Links Mentioned in Today’s Episode:   Dr. Keith Keating The Trusted Learning Advisor Dr. Keith Keating on LinkedIn Archwell Talk Talent to Me Hired  

John shares his inspiring journey into talent acquisition, his passion for aligning recruitment with a company's mission, and his innovative, candidate-centric approach. He discusses the challenges and opportunities in talent acquisition, debunks misconceptions, and emphasizes the importance of hiring for potential, not just negotiation skills.    Key Points From This Episode:   John's fascinating journey to becoming a part of the One Medical team. His motivation for pursuing a career in talent acquisition. Aligning recruitment methods with the overall mission of a company. Overcoming the various stigmas associated with talent acquisition. Learn about his candidate-focused approach and why it is essential. Adopting the candidate-centric approach at One Medical. Hear about the unique approach to interviews at One Medical. Leveraging data and different metrics for recruitment. Unpacking current industry trends in the recruitment sector. Challenges and opportunities in the talent acquisition space.  Insights into meeting the needs and wants of a candidate. Hiring smart and finding the right people for the job. A significant factor determining a candidate’s potential: negotiation. Final words of advice from John.   Quotes:   “I think people are naturally better marketing something that they can truly stand behind [or] something they believe in.” — John Beard [0:05:10]   “Once people are comfortable in a process, they can be very resistant to change.” — John Beard [0:13:39]   “[One Medical] is looking for people who really want to tackle the hard stuff.” — John Beard [0:22:46]   “Here is a hard truth. [Every candidate] is mission-driven until you get to the offer.” — John Beard [0:27:04]   “For [One Medical], we want to reward the best candidates, not the best negotiators.” — John Beard [0:28:10]   Links Mentioned in Today’s Episode:   John Beard on LinkedIn One Medical Talk Talent to Me Hired  

INCREASE DIVERSITY SUMMIT REGISTRATION LINK Use offer code TALENT40 for 40% Off Registration Fees! Jenn Tardy returns to the podcast to update us on her diversity training experiences, and give a sneak preview (and an awesome discount!) to her upcoming Increase Diversity Summit Event.

To stand out as a recruiter, you need to shift your focus from being transaction-based to being relationship-based. Today on Talk Talent To Me, we are joined by the founder and CEO of the Estes Group, Kaylee Estes to discuss something we rarely delve into, the agency side of recruiting. Tuning in, you’ll hear all about Kaylee’s career, why she decided to start her own company, how she made use of the skills she’s best at, what makes the Estes Group different from other staffing firms, and much more! Kaylee talks us through the pressure associated with being a working mom before we explore unconscious bias, the freedom you have from being your own boss, and how functional recruiters fit into the recruiting world. Kaylee strongly disagrees with financial incentives and instead, her goal is to ensure that candidates are the right fit for a job. She even tells us how she makes sure she is representing companies well and finally, shares some words of wisdom for anyone brave enough to start their own business.    Key Points From This Episode:   Why we’ve decided to bring more guests on the show from the agency side of recruiting.  A warm welcome to Kaylee Estes and how she ‘fell’ into recruiting.  How Kaylee made the choice to start her own company.  How she leveraged all of the skills she is good at within her business.  How she decided she didn’t want to work for someone else anymore.  Kaylee shares some of the struggles and pressures that working moms experience.  How unconscious bias affects recruitment and the freedom being your own boss brings.  What makes Kaylee’s company different from others of its kind.  Kaylee explains what a fractional recruiter is and where they fit in.  Why Kaylee is against financial incentives for recruiters to make hires. The importance of being relationship-focused as a recruiter.  How Kaylee makes sure she is representing companies well.  Kaylee shares some words of wisdom for anyone wanting to start their own company.    Quotes:   “My goal is to help [clients] – make better hires.” — Kaylee Estes [0:07:46]   “Yes, people need to know how to make hires but at the end of the day, they just need to make good hires and they need help with that.” — Kaylee Estes [0:07:58]   “Being a mom factored a lot into my decision to start a business and it was definitely not going to be a barrier to starting a business – it was my motivating factor.” — Kaylee Estes [0:15:35]   “I promise every company that I work with [that] they’re not going to get candidates from me because I convinced that candidate to take the job.” — Kaylee Estes [0:20:27]   “In agency recruiting, your compensation is directly tied towards a candidate accepting a position and staying there for a certain amount of time.” — Kaylee Estes [0:27:11]   Links Mentioned in Today’s Episode:   Kaylee Estes on LinkedIn Estes Group Talk Talent to Me Hired  

   Experiencing a career transition is overwhelming, to say the least. But that doesn’t mean it has to be lonely or even shameful. In this episode of Talk Talent To Me, we are joined by the incredible founder of Kindred, Maggie Mannion. Kindred is a community of professionals who are navigating career transitions together. Today, we talk about what led Maggie to start her company, the kinds of professionals Kindred targets, how she curates content relevant to people of many different professions, and much more! We then discuss how she ensures there is value for people beyond seeking jobs before delving into some common questions people ask recruiters in the community. Finally, Maggie shares her plans for the future of Kindred.    Key Points From This Episode:   Welcoming today’s guest, the founder of Kindred, Maggie Mannion.  Maggie tells us about her journey in community work and what led her to found Kindred.  The kinds of people Maggie targeted for Kindred initially and the current representation.  How Maggie comes up with resources for people regardless of their career backgrounds.  What the people Kindred serves are looking for from the community they’re joining.  Some common questions people ask recruiters in Maggie’s community.  How Maggie is ensuring that there is value in Kindred beyond job seeking.  Maggie shares her plans for Kindred going forward: cohorts.    Quotes:   “Kindred is all about career transitions and really is built on this thesis that career transitions and navigating career transitions don’t have to be a solo pursuit.” — Maggie Mannion [0:03:56]   “Lay-offs don’t need to be lonely!” — Maggie Mannion [0:04:54]   “The shared experience among people [part of Kindred] is that they’re navigating change.” — Maggie Mannion [0:10:56]   “So many of our experiences that feel really hard for ourselves are really common actually; we just don’t talk about them.” — Maggie Mannion [0:23:15]   Links Mentioned in Today’s Episode:   Maggie Mannion on LinkedIn Kindred  Talk Talent to Me Hired  

Kyle explains his entrepreneurial journey starting Creative Talent Endeavors, and shares the benefits of working for an agency over an in-house recruiting gig.   Key Points From This Episode: Kyle shares his personal and career journey leading up to founding Creative Talent Endeavors. The decision Kyle made to leave a big brand and start his own agency.   Early days at Creative Talent Endeavors and the process of finding clients. Kyle talks about how he managed to take on Taco Bell as his first client.  Unpacking the process that Creative Talent Endeavors goes through with new clients and their goals.  Reasons to go the contingent route; experience, cost, and more. When to think about working for an agency versus the in-house option.  The most important questions to ask when considering an agency.    Tweetables:   “I just wanted to have more autonomy in my career.” — Kyle Samuels [0:07:33]   “We go slow to go fast.” — Kyle Samuels [0:16:13]   “The best predictor of future behavior is past behavior.” — Kyle Samuels [0:29:25]   “I do like the variety of having different clients and different things to work on every day.” — Kyle Samuels [0:31:42]   Links Mentioned in Today’s Episode:   Kyle Samuels on LinkedIn Creative Talent Endeavors Rob Stevenson on LinkedIn Talk Talent to Me Hired  

In this episode, we do our deepest dive yet into the fascinating field of segmented recruiting marketing.To explore this topic in detail, we are joined by Victoria Myers, the Global Lead for Talent Attraction at Amdocs. Victoria chose a career in the talent space because of her passion for helping people, and that passion hasn’t waned one bit. During our conversation, Victoria explains Amdocs’ forward-thinking, long-term approach to talent attraction and acquisition and how they are bringing it to life through their newly-developed AI-driven talent marketplace. After listening, you’ll understand the difference between talent attraction and talent acquisition, what a successful proactive sourcing model looks like, and why you should always try to do work that you love!   Key Points From This Episode:   Victoria’s approach to time management.  Where her career began and the journey she took to get to where she is today. What inspired her to get into full-time recruiting.  Why she chose corporate recruiting over agency recruiting. What her day-to-day work consists of as the leader of Amdocs’ Talent Attraction team.  Features of Amdocs’ new AI-driven talent marketplace.  The difference between talent attraction and talent acquisition. How Victoria and her team create warm leads for the Amdocs recruiting team.  Characteristics of the Amdocs company culture.  Metrics Victoria and her team use to measure the success of their talent attraction system.  The journey of Amdocs’ first hire through their new system. How Amdocs categorizes potential hires.  The importance of providing comprehensive feedback to employees.  Automated systems that Amdocs is planning to roll out in the coming months.  The two different branches of Amdocs’ long-term proactive sourcing model.  The role of the talent strategy leaders in Victoria’s team.  Victoria’s top piece of career advice.    Tweetables:   “While I was good at sales, I loved recruiting. I loved helping people find a job [and] feeling like I was doing something positive in someone's life.” — @Victoria_rcrtr [0:05:37]   “At the end of the day, the best experience in the world is giving someone an offer and them saying, ‘Yes, I accept.’ That is rewarding work right there!” — @Victoria_rcrtr [0:08:10]   “It takes typically seven to nine instances of engagement with your brand before it becomes more recognized or before someone will take an action.” — @Victoria_rcrtr [0:14:47]   “Work is work. But when it can be something that you enjoy and that you love, it becomes less work.” — @Victoria_rcrtr [0:30:33]   Links Mentioned in Today’s Episode:   Victoria Myers on LinkedIn Victoria Myers on Twitter Amdocs Talk Talent to Me Hired  

Today, we are joined by tech entrepreneur, author, speaker, advisor, and founder of The Source, Jane Frankland. Jane has identified several discrepancies in the hiring process and, in this episode, she shares her advice for ensuring a diverse and inclusive workplace from the get-go.    Key Points From This Episode:   Why cybersecurity is so important for individuals and companies. How attackers use automation to target vulnerabilities and extract information. Why social media platforms should provide better support for those facing security breaches. How women’s risk perception typically differs from that of men. Jane’s background in art and design and her transition into technology and cybersecurity. A look at The Source platform and the opportunities it affords underrepresented women. How Jane helps companies attract and retain diverse talent (and why it’s crucial to do so.) The importance of identifying gender differences and removing biases in the hiring process. Factors affecting diversity and inclusion issues in the workplace. Jane’s advice for creating an inclusive workspace, starting with the hiring process! The mental health issues challenges faced by the cybersecurity industry.   Tweetables:   “37% of women in the world still don't have access to the internet, which is really quite horrifying.” — @JaneFrankland [0:06:07]   “Women [see] risk in a different way to men, and if you [don’t] have women in companies helping to assess risk and protect companies, then you [are] going to be less safe.” — @JaneFrankland [0:12:24]   “We have a real problem with wellbeing [in the cybersecurity industry]; with mental health, with brain health, with stress and burnout. It's absolutely horrific. It’s at a higher level than healthcare workers at the moment.” — @JaneFrankland [0:29:37]   Links Mentioned in Today’s Episode:   Jane Frankland The Source Jane Frankland on LinkedIn Jane Frankland on Twitter Jane Frankland on Instagram Talk Talent to Me Hired