Here to talk tales of acquisition with me is Jodi Cohen, Director of Talent Acquisition at Tombras. We dive into her journey as a recruiter and how she ended up in-house at Tombras. She shares significant insights about the difference between working for an agency versus working in-house, how she brought urgency and speed to Tombras, and how she keeps moving quickly while putting processes in place. Jodi shares her thoughts on the roles and responsibilities of a director of talent acquisition, and why being hands-on is essential! We also discuss sending the no-update-update email and her thoughts on sending a rejection email.    Key Points From This Episode:   What it looks like before everyone disappears for the holidays at Tombras. Where Jodi is with the planning of 2023. Jodi shares her journey as a recruiter. More about her role as Director of Talent at Tombras. How she transitioned from agency to in-house for Tombras. Why she decided that going in-house was appealing and something she wanted to do. Her experience in being in-house and how it differs from agency work.  How she brought urgency and speed to Tombras. Jodi talks about the different processes she implemented at Tombras. How she keeps moving quickly while putting processes in place. Her take on the role and responsibilities of the Director of Talent Acquisition.  How she is trying to learn about what it means to be looking for a job in the current state of things. Sending the no-update-update email and why it’s important. We discuss a ChatGPT generated email. We talk about rejection emails and how Jodi approaches them. Her thoughts on when someone doesn’t send a rejection email. Why you should put some responsibility on the candidate.  Advice to people in the talent space as they figure out what is their next move.   Tweetables:   “Coming from the recruiting agency side has really helped me see the full picture.” — Jodi Cohen [0:08:23]   “I am still very reluctant to pass on any responsibilities through the hiring process. Anything that’s communication with the candidate, I’m still going to take on, because that ensures that the relationship with the candidate is going to be maintained throughout the process.” — Jodi Cohen [11:04]   “How are you ever going to stay hands on with the trends if you're not in the trenches?” — Jodi Cohen [0:13:30]   “I think a common frustration across the board with recruiting, no matter what the market, is the whole kind of ghosting, non-responsiveness piece.” — Jodi Cohen [0:15:57]   Links Mentioned in Today’s Episode:   Jodi Cohen on LinkedIn ChatGPT Tombras Talk Talent to Me Hired

  As educational standards constantly change, is it still necessary to hire talent based solely on their educational background, or is there something else recruiters should be looking out for? Joining us today to help answer that question is the Head of all Talent Acquisition for India at Informatica, Aditya Singh. India has become a major source of talent for many companies based outside of the country, and our guest explains why India is unique in the talent that it produces. We learn about the country’s current surge in technical skills development, why startups remain the focus of many Indian investors, how Informatica has increased its uptake of offshore development centers, and what the company is planning for its long-term internal skills development. Aditya then explains the importance of an individual having soft skills and keen critical thinking ability, and why recruiters need to take these skills more seriously when hiring their talent. We end with our guest giving noteworthy advice to new and mid-career TAs who are looking to grow in the industry.    Key Points From This Episode:   A warm welcome to the Head of all Talent Acquisition for India at Informatica, Aditya Singh. Aditya’s professional background and a breakdown of his current role.  His educational history and a closer look at his HR coursework.  Whether new innovations first happen in HR or TA. New and future TA innovations that excite Aditya the most.  Why Informatica and other companies are betting big on India as a source of talent.  The wave of growth in technical skills that India is currently experiencing.  Why Indians are choosing to invest heavily in startups.  How Aditya has witnessed Informatica’s steady increase in hiring from India.  Understanding the value of offshore development centers, and how he formed that strategy. Informatica’s long-term internal skill development plan.  The importance of having a strong, detailed workforce plan. How to work out an accurate 10-year skills development plan as technology rapidly changes.   Why critical thinking is vital for the individual in the workforce.  T-shaped learning and why it’s a smart educational principle to adopt.  How Aditya screens his candidates for soft skills. Why he believes that soft skills can be learned over a long period.  The problems hiring managers have with choosing talent based on their soft skills.  How our guest would go about changing the mentality of recruiters.  His advice to new and mid-career TAs who are looking to grow in the space.     Tweetables:   “India is one of the biggest deals for Informatica and the most critical one. From a technology standpoint, we are in the right space, because a lot of the development, product development, hiring, everything happens in India.” — @addypal [0:07:09]   “India is very focused on STEM sciences from an education standpoint. We've been brought up in a way of saying that 15 years of education is a must. Don't even think about dropping out. It's a mindset which we carry” — @addypal [0:08:04]   “I think we need to get away from role-based positions. The guardrails of education are slowly moving out. I think that we find the person who's able to deliver, focus on the result and what the individual brings to the table, and then the background of the individual.” — @addypal [0:14:02]   “Your ability to solve complex problems [is very important], because no problem will be similar in nature. If it is similar in nature, you get automated, as simple as that.” — @addypal [0:17:01]   Links Mentioned in Today’s Episode:   Aditya Singh on LinkedIn Aditya Singh on Twitter Informatica What are T-shaped skills? Talk Talent to Me  Hired

The workplace is rapidly changing and there is an increasing focus on the mental health, wellness, goals, and happiness of employees. Joining us today is the incredible Amy Cappellanti-Wolf to discuss her interesting HR philosophies and help us find the right way to help onboarding employees integrate successfully. Amy is the global chief people officer and transformation leader at Cohesity and has had an extensive career at a multitude of companies, namely Frito-Lay and Disney. In this episode, you’ll hear all about how Amy landed at Cohesity, how her education has served her in her career, what the company is currently focusing on, and the changes Amy has made since starting there. We also discuss how Amy suggests we lead onboarding in order to secure an employee’s retention and help them engage in the work they’re doing, the importance of having diversity on a leadership level, the manager’s role, career path building, gradation, how to measure perspective, and much more! Amy even gives us an example of how to plan an employee’s onboarding process before she tells us how she approaches problem-solving with her teams. Lastly, Amy tells us why she loves her job, what her hopes are for the future, and shares some advice for anyone wanting to work in an HR role.  Key Points From This Episode:   A (detailed) introduction to today’s guest, Amy Cappellanti-Wolf’s professional background. How Amy landed her current role at Cohesity.  How having an educational background has contributed to Amy’s career.  How Amy thinks the role of HR has changed over the last two years.  Amy tells us what is going on at Cohesity at the moment.  The importance of diversity and inclusion in leadership levels.  Why Amy wanted to change the mindset of the employees at Cohesity.  How Cohesity measures people’s perspectives.  How to lead an employee during onboarding to secure retention and engagement. Amy gives us an example of a plan for an employee’s successful onboarding experience. Why Cohesity has started to create career path building.  Amy explains what gradation is. Why Amy believes that each employee owns their career and the manager's job is facilitation. How Amy approaches team problem-solving and delegating tasks.  How Amy has built her career on learning from failures and why she loves her job.  Amy shares some advice for listeners aiming to land up in a VP, CHRO, or HR kind of role.  Why Amy prefers big dogs: more to hug and more to love.    Tweetables:   “Really great HR is all about consulting to the business, providing solutions that support the business growth and the employee growth. Its risk mitigation, it's also helping leaders be their best because the best leaders also create better teams.” — @AmyCappellanti [0:05:19]   “If you start early on with lower numbers, the law of numbers works for you. If you try to introduce DNI when you're a larger enterprise company, a lot of numbers work against you.” — @AmyCappellanti [0:08:58]   “You get much better business outcomes when you've got a diverse set of people versus a homogeneous set of people.” — @AmyCappellanti [0:09:28]   “There's a ton of studies that if you don't get onboarding, right within the first month to 60 days, retention drops drastically after the first year of employment. It's not only the right thing to do for your employees, but there's real business value and doing that.” — @AmyCappellanti [0:17:11]   Links Mentioned in Today’s Episode:   Amy Cappellanti-Wolf on LinkedInAmy Cappellanti-Wolf on Twitter Cohesity Talk Talent to Me Hired

Respecting History, Protecting the Future, and Maintaining Healthy Office Culture with Hadley Haut   Episode 288: Show Notes   Candidates should approach the company they want to work for with deliberate ambition, armed with adequate research and the will to uphold that company’s values. Today’s guest, Hadley Haut, did exactly that on her way to becoming Executive Director of Talent and Culture at The Atlantic. One thing that her company has managed to do successfully is maintain its office culture after the difficulties of the pandemic, and our guest explains just how they did it and why working in-office is still extremely valuable for all employees. Key Points From This Episode: Introducing Hadley Haut, Executive Director of Talent and Culture at The Atlantic. The Atlantic’s history and how the idea of abolishing slavery led Hadley to her current role.  How she deals with the pressures of upholding the company’s legacy. Whether it’s important for candidates to be connected to the history of the company. The pros of being deliberate in choosing the company you want to work for.  Hadley’s process of joining The Atlantic and how she carved out a role for herself.  What she did in the early days after being hired to address culture at The Atlantic.  Her assessment of agencies and what they can do to improve.  Why agencies are becoming more formulaic and doing less to build real relationships. How she’d assess whether an agency was doing or saying the right things. The campaigns she’s busy working on now.  How to adjust and maintain harmony in a hybrid office environment post-pandemic. Why working in-office is still valuable.  Hadley’s advice to people who are looking to forge a career in her line of work.     Tweetables: “[At The Atlantic] you’re a part of history, on the right side of it. So, speaking truth and approaching ideas in new and not always comfortable ways.” — @HadleyHaut [0:05:10]   “It’s really hard looking for a job, and no one should be treated with anything other than respect.” — @HadleyHaut [0:23:00]   “When you’re ready for a new job, the best thing you can do is reach out to a company where you really want to work, because that’s the first thing anyone who is hiring you will notice.” — @HadleyHaut [0:38:09]   “When there’s a personal connection to something, life is more fulfilling, you do better work, you change, you make a difference in the world.” — @HadleyHaut [0:38:36]   “We could use a little more kindness in this world.” — @HadleyHaut [0:39:31]   Links Mentioned in Today’s Episode:   Hadley Haut on Twitter Hadley Haut on LinkedIn  The Atlantic The Case for Reparations Ta-Nehisi Coates Hired

Joining us in conversation today is a talent leader with 24 years of experience across the financial sector. Tune in to hear Simon Evans share an insider’s perspective on the role of a TA, along with his valuable insights on the importance of getting the onboarding process right. You’ll learn why he believes it is so important for HR managers to work closely with recruitment for a successful employee experience. Simon is at a crossroads in his career and shares his experience of interview processes along with the role of a strong and diverse network in navigating transitional times. Tune in for some fascinating insights from both sides of the recruitment experience today.    Key Points From This Episode: Simon’s experience of moving from relationship management in the financial services sector to an in-house TA function. The three aspects that the role of a TA covers. Why it is so important to get the onboarding process right. Why recruitment and HR managers should work collectively. The importance of engagement in creating candidate experience during the interview process. How to keep the candidate engaged during their notice period with sensitivities in mind. An experience Simon had where a candidate was hired and didn’t arrive to his role. Why having a strong and diverse network is so important. What his experience of interview processes has looked like.  The importance of having transparent conversations. What has surprised Simon about his experience on the other side of HR.  The story of an influential relationship Simon built with the HR manager who hired him.   Tweetables:   “If you get the onboarding process right, the attrition lowers. Where if you get it wrong, someone would leave within probably six to 12 months of joining that organization. It’s an integral part to get right.” — Simon Evans [0:07:38]   “The importance of a network is huge and networking is so important during positive times but also in rough waters. Make sure that you have a good, diverse network of industry professionals.” — Simon Evans [0:15:31]   Links Mentioned in Today’s Episode: Simon Evans on LinkedIn Talk Talent to Me Hired

Vadim Liberman, editor at ERE, shares some of the most insightful highlights from ERE's recent publications as well as featured speakers from ERE & SourceCon conferences. Vadim explains what the most exciting pitches he hears have in common, and what he wants to see the recruiting space cover in more detail. Key Points From This Episode: Vadim gives some broad information about ERE and the brands that fall under the umbrella.  Reflections on ERE's most recent conference in Atlanta. The rising trend towards finding roles that better fit each individual.  Standout elements of the recruiting landscape right now; Vadim's perspective.   Investigating the grey and examples of why nuance is important in the talent field.   Weighing the usefulness of using quality-of-hire as a metric.  Vadim's thoughts on the hiring ideas that have been overused at this point  Why the data and methodology are important to back up findings and big claims.   Elevating the dialogue around candidate experience beyond the basics.  Bridging the gap between conference content and the reality for recruiting professionals.  Vadim's opinion about the topics in the recruiting space that deserve more attention.    Tweetables:   “I think that any time something still feels new, there’s going to be resistance to it. So when talent leaders are committed to doing it the old or traditional ways, that’s just general resistance to change.” — @VadimsViews [0:08:45]   “The other elephant in the room is that when you have a good employee on your team, as a manager, you don’t necessarily want to lose them.” — @VadimsViews [0:10:03]   “I like anything that feels different, that feels contrarian, that piggybacks off of current news.” — @VadimsViews [0:11:08]   Links Mentioned in Today’s Episode:   Vadim Liberman ERE Vadim Liberman on Twitter Vadim Liberman on LinkedIn SourceCon Talk Talent to Me Hired

  Manager of Candidate Experience is a title we have never heard before on this show! Today’s guest, Rebecca Gonzalez from FullStory, is here to tell us how she came to hold such a unique, modern, and candidate-friendly crown. FullStory’s focus is digital-experience intelligence but before Rebecca came into her current role, work needed to be done to enhance FullStory’s candidate experience. Our guest tells us how adding her own personality helped to improve her company’s candidate communications, before explaining what “bionics” means in relation to her company’s values. We learn of the unexpected twists and turns during her professional journey, what she considers to be a successful candidate experience, why rejection communications should also be high-priority, and why, when prompted, she will always give rejected candidates succinct feedback.   Key Points From This Episode:   As we welcome FullStory’s Rebecca Gonzalez to the show, we learn all about her pink mic. What FullStory as a company is all about.  Rebecca’s professional journey.  How she ended up with the unique job title of Manager of Candidate Experience.  The things that were missing from her company’s job postings and outreach emails. How she added her own personality to improve candidate communications.  What “bionics” means in relation to her company values.  When she realized that her current role was possible while she was a recruiting coordinator.   Unexpected turns in her journey of becoming MCE. How Rebecca measures the success of her goals around candidate experience.  What she would say to people who consider rejection emails as low-priority.  How she went about dressing up FullStory’s rejection email.  The way she gives candidates feedback after they’ve been rejected.  Whether it’s possible for rejected candidates to get the job during their feedback session. What Rebecca would say and do if a candidate requested a second shot at their interview.  How she would launch her own candidate experience campaign: a candidate portal.   Tweetables:   “We all don’t like doing things that are manual. So when you encounter a process that is not bionic, we work harder to make that easier.” — Rebecca Gonzalez [0:10:11]   “Job hunting is so stressful and the kindest thing that you can do is be clear.” — Rebecca Gonzalez [0:16:51]   “[Recruiting] is a lot like dating, right? You’re on these dating apps and people ghost you and it’s rude, but you never know when you bump into somebody or who they might know or if they have a friend. So just keep the door open, always end things on a good note.” — Rebecca Gonzalez [0:17:53]   “It is not always just about getting a job, sometimes you learn something about yourself.” — Rebecca Gonzalez [0:24:58]   Links Mentioned in Today’s Episode:   Rebecca Gonzalez on LinkedIn  FullStory Talk Talent to Me  Hired

Jen Tracy is the VP of Talent Attraction and Acquisition at Spectrum and she is here to tell us how she ended up becoming the leader of almost 100,000 dedicated workers. Our guest breaks down the importance of an employer value proposition, why it makes sense to invest in an employment brand, why changing her company’s applicant tracking system was worth the headache, and how she manages to accurately place candidates when there are over 5,000 different job descriptions within her company. After telling us the similarities between her internal and external recruitment processes, Jen gives us some valuable advice on what you can do to be the success story you’re destined to be!       Key Points From This Episode:   Introducing Jen Tracy, VP of Talent Attraction and Acquisition at Spectrum. What Spectrum as a company is all about.  Jen explains her role at Spectrum.  How she ended up at Spectrum, leading 93 000 employees.  The reason she chose to gain experience by working in different industries.  Why she decided to stay in talent and forge a career in it.  The challenges she faces having to deal 93 000 employees.  How she gathers information from employees on such a large scale.  The importance of an employer value proposition.  Why it always makes sense to invest in an employment brand.  The large campaigns that Jen is busy working on. Whether changing their applicant tracking system was worth the headache.   Jen’s definition of boundary systems.  How she assesses HR technology and ensures that she’s found the right vendors. Why getting a new ATS is all-or-nothing and why she felt that it was necessary. How she manages to find the right roles for people with over 5000 different job descriptions.  Spectrum’s military association and why it matters.  How her internal recruitment process mirrors the external one.  What Jen has done for her career’s success and what you can do for yours.    Tweetables:   “I find those grassroots ‘pull-up-your-bootstraps’ stories really compelling because I really do believe that if you want to do anything at all, you can just invest and make that come to life for yourself.” — [0:06:07]   “Whether it’s marketing or whether it’s the technology, you're never done. You still have to constantly be out in the marketplace listening to what is new and next to see where you might be able to fill in gaps or improve processes for your organization.” — [0:15:35]   “Everything we do in today’s world is done on an app, right? So it’s really not that foreign to me to think that when we get 10 years, 20 years down the road, that the consumer and the recruiting brands will eventually have to come together under one app.” —  [0:21:56]   “Out of our employee base, one in ten of our workforce has a military affiliation. We have one of the highest workforce representations of veterans in our company and we’re quite proud of that.” — [0:26:18]   Links Mentioned in Today’s Episode:   Jennifer Tracy on LinkedIn  Spectrum  Talk Talent to Me  Hired

Chéla Gage is the Senior Vice President of Reformation, a climate-positive and sustainability-focused fashion company. Chéla explains how her personal history shapes her role in recruitment and how she connects it to her passion for diversity, equity, inclusion (DEI), and belonging. I ask questions about her different career paths, how to scale up and scale down, and why she views managing talent acquisition as an agnostic career experience. Chéla explains her idea of how to create a company with attributes and values that a diverse workforce can be a part of and why this relates to differentiated EVPs.   Key Points From This Episode:   What is Reformation? How Reformation is sustainability-focused. Chéla’s role in the company. Why DEI and sustainability are long-term games. How Chéla ended up in talent acquisition. Chéla’s experience of owning her own firm. Why TA is industry agnostic. The different career paths Chéla has followed. Chéla's experience of scaling down from a large enterprise to Reformation. How to recognize when it is time for larger-scale processes (three major indicators). How Chéla got the sign-off for RPO changes. The impacts of COVID-19. How to use EVP in a meaningful way.   Tweetables:   “Employment changes lives.” — @tweetatche [0:06:58]   “Talent acquisition is truly the bridge that takes an organization from where they are to where they really want to be.” — @tweetatche [0:10:00]   “In talent acquisition, you have to have a backbone.” — @tweetatche [0:22:31]   “I think it takes a talent expert to listen to the organization and find out what’s necessary and then adjust and adapt.” — @tweetatche [0:25:02]   “An employee value proposition consists of proper change management. It tells an employee why they should work here, and why they should continue to work here.” — @tweetatche [0:36:04]   Links Mentioned in Today’s Episode:   Chéla Gage on Twitter Chéla Gage on LinkedIn Reformation Talk Talent to Me Hired

How do you earn, manage, and keep your employee trust? Soni Basi is here to explain why we need to start valuing authenticity, vulnerability, and throw away our cookie-cutter approaches. Soni is the Chief People Officer for Edelman, a communications company with an extraordinary reputation for being a global PR agency of choice, and explains how she uses a powerful combination of people skills and analytics to achieve success. Soni tells us about what she values in job positions, the importance of having a creative license, and how even performance management can be shifted to meet your personal values and goals. We hear about the outcomes of a low level of perceived trust, what employees are beginning to value, new expectations being placed on employers, and the potential results if these standards aren’t met. Key Points From This Episode:   A look at Edelman: number one PR agency globally. Soni’s role in Edelman. How Soni ended up working for Edelman. The different roles and job titles Soni has had in large companies. Common themes in how Soni chooses a particular job. Four important factors Soni desires in her role in a company. Why Soni values having a creative license. The findings of the Edelman Trust Barometer Report.  The growing sense of community within a workplace.  Current employee worries and new expectations. How companies can increase levels of trust between their employees and the organization. Soni shares a personal, vulnerable leadership story.   Tweetables: “When you show that you can do great work, you show how passionate you are, and you build a network, I think your career can take you to many places.” — Soni Basi [0:07:46]   “Action earns trust.” — Soni Basi [0:09:06]   “The more you can do to showcase what you stand for as an organization and what actions and behaviors you’re taking, the more likely you are to earn trust.” — Soni Basi [0:18:15]   Links Mentioned in Today’s Episode:   Soni Basi on LinkedIn Edelman  2022 Edelman Trust Barometer Report Talk Talent to Me Hired