Talent and Growth - The Talent Acquisition Podcast

Dayo is the founder of Wisdom, a new, VC-funded, social audio app on a mission to democratise access to mentorship and create an open and diverse community centred on conversational knowledge-sharing. In March 2022, Wisdom was named Apple's App Store App of the Day. Dayo started as an IT Management Consultant at Accenture and Deloitte. Subsequently, driven by the lack of diversity in London’s tech ecosystem, she joined the founding team of OneTech, London’s most considerable diversity in startups programme, backed by the JP Morgan Chase Foundation. In 2019 she was named in the Financial Times Top 100 Most Influential Ethnic Minority Leaders in Tech. She has spoken on panels and lectured on diversity in technology at various organisations, including the UK Govt Department for International Development, Uber, Google and Oxford Said Business School. Her projects have been mentioned in publications including Forbes, CityAM and the Evening Standard. We covered: What we mean by a diversity journey How do we identify where we are and where we need to go with diversity What a successful diversity journey looks like for a business Dayo’s top tips for making sure businesses keep their application and interview processes inclusive Which businesses out there get it right with diversity Contact Dayo here - Dayo Akinrinade | LinkedIn

A business MUST invest in its employer branding to attract and retain talent. That’s the view of Dani Saadu, one of my favourite people to talk to about people! And business! And culture! And Arsenal. Dani gives us some great advice on exactly how to utilise your branding in the right way. We covered: The definition of branding The difference between branding and EVP The importance of employer branding for both talent attraction and retention? How can a business enhance their employer branding, and where do they start The simple, practical things that all businesses can do to enhance their branding without breaking the bank Where businesses get it wrong with their branding How talent teams can improve their outreach messaging with the correct branding behind them Dani’s advice for businesses who want to focus on getting their branding right Contact Dani here - Dani Saadu

Katrina Collier is on a mission to end the collaboration chaos that ruins recruitment and candidate experience; exacerbated by hybrid working. She is one of 2 people globally delivering design-thinking workshops specifically for recruitment, that swiftly help companies fix the real issues preventing successful talent acquisition. She is also a Mentor, Author of The Robot-Proof Recruiter, a global keynote speaker, and host of The Hiring Partner Perspective podcast. Katrina is an Ambassador for Hope for Justice charity, and you’ll find her on LinkedIn and Instagram & Twitter @KatrinaMCollier. In this episode, we covered: The inspiration behind writing The Robot-Proof Recruiter What does Katrina feel is wrong with recruitment and talent acquisition in 2022? Tips for becoming an authentic voice in your market How to make the most out of your LinkedIn profile How we should be using technology to support the candidate’s journey News on the included updates for the 2nd edition of Robot-Proof Recruiter, being published on August 3rd Can you train recruiters remotely? Katrina’s top tips for becoming a Robot-Proof Recruiter Where we are going in talent acquisition in the next five years Contact Katrina here - Katrina Collier

The UK is amidst a pioneering and monumental trial of a four-day work week. Goosechase was ahead of the curve and implemented this over a year ago. We were joined by their CEO, Andrew Cross, to talk us through it. GooseChase is an online platform that helps organisers create and run digital scavenger hunt experiences through players' mobile devices. GooseChase digital scavenger hunts are commonly used for team building, learning, public engagement, and various other events. We covered: How long have Goosechase been running a four-day work week, and where did the idea come from What were the things that had to be taken into consideration? And were there any rules which had to be implemented? What have been the results so far that they have seen? What have been the positive effects on the people and the business? Have there been any drawbacks? What have they learnt about the experience, and what would they have changed about this journey? How impactful has the four-day week been on talent attraction and retention? If a four-day work week becomes the norm, what is next? Advice for other business leaders looking to implement a four-day work week Contact Andrew here -  Andrew Cross | LinkedIn

Joey has spent over 15 years in the HR Industry. He started as a Human Resources Assistant and ended up in the boardroom as a Chief Executive Officer of an HR consulting firm. Jumpstart: HR. specialise in HR consulting for small businesses and startups. As the CEO of Jumpstart: HR, Joey has earned many recognitions, one of which is being named "Top 30 HR Professional Under 30" by SHRM's HR Magazine. This episode focuses on how businesses can build and leverage their values to ensure the right people are in their business.  We covered: Why values are more critical now than ever How does a business go about identifying what its values should be?   What impact should the correct values have on the retention of your staff?   How do you leverage your company values to attract talent in the most competitive market we have ever seen?   How do we ensure that our values are embedded in our branding and processes?   How do we make sure our values remain inclusive and our culture remains transformative?   Contact Joey here - Joey Price | LinkedIn

Putting together a comp plan is SO important when it comes to attraction, retention and also when it comes to running your business efficiently! But where do you start? Luckily we have Jessie Zwaan in to tell us all about it. Jessie is the COO of Whereby and believes that how your team works together is your most significant competitive advantage. Jessie tries to leverage that advantage as Chief Operating Officer by building coalitions that operate like product teams - thinking about the company as a product we are privileged to develop and improve! We covered: Where do we start when it comes to comp plans? Is there a science to putting one together? Where do businesses get it wrong with comp plans? Should a comp plan be based on years of experience, proven expertise, or expectancy in the role in terms of deliverables? Should a shortage of availability of the skillset in the market play a part? What level of salary transparency in a business is optimal? How do we create an effective comp plan when we don’t have the budgets available of the tech giants? Where is the market going? Contact Jessie here -   Jessie Zwaan

Rassam is the creator of the live talk show Recruiters InDa House and TA Director at Doctolib. He emphasises creating and building brands to be the most effective at talent acquisition and is incredibly good at it. Employer brand, team brand, JOB brand...we go through it all and Rassam’s invaluable advice for anybody wanting to get better at their job when it comes to attraction or retention. We covered the following: What the modern recruiter needs to do to be effective How and why to become an influencer and what it means What sort of content the recruiter should be producing How to get a better response rate from your outreach How to create power branding And lots more! Contact Rassam here - Rassam Yaghmaei

The candidate experience has never been important as right now, which is why we invited Paul Abercrombie to talk us through his blueprint for success all round. We covered: The fundamentals of a good candidate experience How job specs and everything else play into the experience How the application process should work What a great interview process looks like How do we continue the positive experience with onboarding How to ensure that stakeholders take the candidate experience seriously How the candidate must feel at the end of the process Contact Paul here - Paul Abercrombie | LinkedIn

Adam has done it all in recruitment, even building an incredible recruitment marketing tool called Candidate.ID, which was recently acquired by iCIMS. Adam regularly co-hosts Recruiting Brainfood Live, occasionally blogs for RecruitingDaily and is on the advisory board for TATech. We covered: What do we mean by talent pipeline, and what do actual good practices look like? What's the difference between a talent community? What are the differences between marketing automation and using CRM technologies? What should the modern recruiter be automating? How can we improve our candidate outreach methods? How do we ensure a phenomenal candidate experience? What are the absolute three must-haves for an effective Recruiter or talent acquisition professional in 2022? Contact Adam here - Adam Gordon | LinkedIn

Milimo Banji is 25 years old and the founder of leading social-first creative agency TapIn. TapIn was founded TapIn after Milimo pivoted from his Aerospace engineering degree because he wanted to build a business that made a positive impact on the lives of young people across the world. TapIn's mission - is to prepare 100 million young people for the world of work. TapIn won RAF Engineering as one of its first clients before they even hired any team members. Less than two years later, their team has quadrupled and has had the pleasure of working with a whole host of other graduate employers including BT, Capgemini, UBS, Newton Europe and EY, who also want to transform the way that they attract and engage Gen Z talent in the social media age that we now live in. How do they do it? They like to create content that they know Gen Z is looking for. Content that's relatable, shareable and most importantly, valuable. The kind of content that positions your employer's brand not only at the top of their minds, but also in their hearts. We covered: Some of the differences in the characteristics of Gen Z compared to Gen Y Where you start when it comes to trying to attract Gen Z Where should you be going in terms of being able to find them to reach out to How employer branding should look if you want to attract this talent pool? What sort of content Gen Z respond well to Where businesses go wrong when it comes to trying to attract Gen Z How businesses can attract a more diverse talent pool Contact Milimo here - Milimo Banji | LinkedIn