Talent and Growth - The Talent Acquisition Podcast

Today we are joined by Matthew Brunwasser, Head of People at Sauce. Takeaways Doing more with less in hiring is essential for startups. External recruiting can be more cost-effective than internal hiring. Manager training is crucial for effective recruitment processes. Building long-term relationships with external recruiters enhances hiring efficiency. Structured processes in recruitment can lead to better outcomes. A diverse workforce contributes positively to company culture. Hiring in multiple countries can save costs and enhance growth. Communication and clear expectations are vital in recruitment. Establishing regional hubs can improve talent acquisition efficiency. Understanding local markets is key to successful recruitment.

Today we are joined by Eleanor Ford, Chief People Officer at Zinc VC. Takeaways Zinc focuses on finding founders with the right qualities. Integrity of mission is crucial for impactful ventures. Grit and resourcefulness are essential for founders. Cultural fit is assessed through shared values and productivity. Zinc has a vast network to support talent acquisition. Founders need to align vision and commitment levels. Trust is the foundation of high-performing teams. Conflict should be productive to foster commitment. Continuous development is key for personal and team growth. Alignment between personal goals and business needs enhances performance.

Today we welcome Mark Harbottle, Head of Talent at Cronofy. Takeaways Candidates are increasingly prioritizing personalized interactions during hiring. Automation can streamline processes but must be balanced with human touch. Delays in hiring processes negatively affect candidates' mental health. Transparency in communication builds trust with candidates. Companies need to address ghosting to maintain a positive reputation. Automated scheduling is a key area for improvement in recruitment. AI has potential but must be implemented thoughtfully to enhance experiences. Recruitment processes should focus on efficiency without sacrificing quality. Future trends will likely see increased integration of AI in recruitment.

Today we welcome Rashaad Hutchinson Price, Head of People & Office Management at Nomo Fintech. Takeaways Communication and transparency are key to low turnover. Regular check-ins and feedback loops enhance employee satisfaction. Engagement initiatives should be driven by employee feedback. A supportive workplace culture fosters retention. Exit interviews provide valuable insights for improvement. Proactive measures are essential for addressing employee concerns. A strong tech stack attracts and retains talent. Employee well-being initiatives are crucial in high-stress environments. Learning and development opportunities need to be robust. Understanding the voice of the employee is vital for retention.

Today we are joined by Valentina Gissin, Chief People Officer at Garner Health. Takeaways A bespoke culture is designed specifically for a company's mission and goals. Garner Health's culture is centered around their audacious mission to transform the healthcare economy. Their cultural tenets include expecting extraordinary work, putting the mission first, practicing courageous communication, and fostering a supportive community. The hiring process at Garner Health focuses on auditions and case studies to assess candidates' fit with the culture. Leaders play a crucial role in embodying and championing the culture. Maintaining a strong culture requires ongoing effort and refinement. The long-term goal of a culture is to be a strategic differentiator for the company. Advice for creating a bold culture: start with the company's mission and identify the behaviors that will drive success, learn from high-performing individuals, and continuously refine the culture.

Flashback to our round-table we hosted with Carmen Cristina Tempesta (People Partner at Atom Learning), Nuria Requena (Talent Acquisition Manager at Spacelift) and Lauren Williams (Head of People & Culture at Phlo).

Scheduling issues this week so replaying a great roundtable from 2022 around scaling a business sensibly! Featuring Charlotte Lamb, (Head of People & Talent at Togather), Isabel McParland (Business Operations and Strategy Manager at BVNK) and Tony Payne (Founder of ApplyPro).

Today we are joined by Helen Tomlinson, Director of People & Talent at EV Energy. Takeaways Start with the business strategy and vision to determine skill needs. Take a top-down approach to avoid making assumptions and ensure alignment with the business. Review current roles and consider external comparisons when assessing skills. Utilize expertise from advisors and engage in transparent and empathetic communication when addressing skill gaps and restructuring. Consider retention and re-skilling options before making decisions about employees who are not the right fit. Understand legal responsibilities and maintain confidentiality throughout the process. Involve a group effort in decision-making and communicate decisions transparently to maintain morale and trust.

Today we are joined by Laura Probert, CPO at Egress. Takeaways Bonuses are not effective motivators of performance, as evidenced by research and studies. Removing bonuses from the compensation structure can lead to improved performance and a more engaged workforce. It is important to communicate the reasons for removing bonuses and address any concerns or objections from employees. Performance management mechanisms, such as clear goals and regular feedback, are crucial when bonuses are removed. Certain industries, like banking and finance, may be resistant to removing bonuses due to their ingrained bonus culture. Chapters 00:00 Introduction and Motivation 02:04 Implementing Change at Egress Software Technologies 05:50 Challenges and Obstacles in Removing Bonuses 08:18 Impact on Performance and Company Culture 09:33 Performance Management without Bonuses 11:30 Considerations for Different Industries 13:10 Lessons Learned and Implementation Tips

Today we are joined by Reece Batchelor, TA Lead at Photoroom. Takeaways Understand the why behind transitioning to an outbound sourcing strategy Identify and address blockers within the team Invest in team skills and tools, such as Ashby, for automation Define success metrics to track progress Use data to inform and improve the sourcing strategy A/B test messaging to improve response rates Integrate outbound sourcing with other recruitment methods through automation and efficiency Chapters 00:00 Transitioning to an Outbound Sourcing Strategy 03:29 Automating Outbound Sourcing with Ashby 08:48 Using Data to Inform and Improve Outbound Sourcing 12:28 Addressing Low Response Rates in Outbound Sourcing 14:47 Crafting the Perfect Outreach Message 18:28 Integrating Outbound Sourcing with Other Recruitment Methods