Talent and Growth - The Talent Acquisition Podcast

Getting that balance right between looking after your people and keeping your culture high performing can be tough to navigate, but Emma was good enough to share precisely how System1Group does it in this episode. System1 Research was founded in 2000 and pioneered behavioural science to predict better marketing that guarantees profitable growth. It’s been named ‘Most Innovative Company’ by GreenBook (5 years in a row), Best Research Agency by Marketing Magazine, and received ESOMAR's Best Methodology award twice. We talked about the following: The journey, how's and why's of building a high performing healthy culture The initiatives put in place around mental wellbeing What does the review process look like for their workforce, and how has this impacted things? How has this helped attraction & retention? Advice for other businesses who want to go on a similar journey? Contact Emma here - Emma Cooper 

Asif Sadiq MBE, Senior Vice President, Head of Equity and Inclusion, International Asif is the Senior Vice President at WarnerMedia for Equity and Inclusion, International; he was previously the Global Head of Diversity, Inclusion, and Social Impact at Adidas and had a long and prosperous career in the diversity and inclusion space with senior executive roles at The Telegraph Media Group, EY Financial Services and the City of London Police. He is a board member for the American Institute of Certified Public Accountants (AICPA) and a member of the board of advisors for Hedley May. Over his 20-year career, he has worked in Europe, North America, the Middle East, Africa, and Asia. We covered: What have been the critical evolutions regarding the definition of what diversity in business means In 2022,  how good or bad a place we are in terms of the fight for more diversity in business? How we create an inclusive culture in our business How businesses can diversify their talent pipeline In terms of employer branding, what businesses must do to make sure they are appealing to a more diverse set of talent How an inclusive interview culture should look The importance of active listening And lots more! Contact Asif here - Asif Sadiq MBE | LinkedIn

Shereen is the author of the forthcoming book The Anti-Racist Organization: Dismantling Systemic Racism in the Workplace (Wiley, 2022), founder + Managing Director of HR rewired, and Chair of the African Diaspora Economic Inclusion Foundation. An advocate for anti-racism in business, Shereen champions racial equity in the workplace. Shereen is not about diversity - Shereen is about anti-racism! In this, we covered the following: How can business owners look at their businesses or processes to identify racism The 12 Characteristics Of An Anti-Racist organization The difference between conditional versus transformative business cultures How businesses can start improving their culture and stamping out racism And lots more! Contract Shereen here - Shereen Daniels 'The HR Conversationalist' | LinkedIn

Chad is one half of HRs most dangerous podcast, Chad & Cheese. An Army Infantry Drill Sergeant, cut his teeth in online recruiting in ’98 with Online Career Center before it was launched in ’99 as Monster.com. He helped build DirectEmployers from the ground up, steered RecruitMilitary toward revenue as CXO, and built Randstad’s very first military veteran hiring program. Today you can find him speaking at events, podcasting or just working his ass off as a Principal Partner at Catch 22 Consulting. In this episdoe we cover: How can tech enhance and scale a business culture? What should our tech stack look like for hiring? How should our tech stack affect the candidate experience? What sort of recruitment marketing strategies should we be focusing on? What tech should we use? What does the future look like for Worktech? Contact Chad here - Chad Sowash | LinkedIn

With over 26,000 different types of worktech out there in the market, how do you know which software is right for your business? William and I have you covered. Well, William does. He is the absolute man when it comes to worktech and this was a fascinating conversation. We covered: What are the tasks that recruiters are still doing which should be automated? What are the starting points for deciding what type of HR/TA tech you need? What questions must you ask before purchasing HR Tech? How do you ensure staff engagement of new tech? What impact can the right technology have on candidate experience? What's the flip side of that? Which HR tech products excite William right now? How does the evolution of HR tech impact the skills needed by HR & Talent professionals in 2022? If you are building a business from the ground up, what does the TA toolkit look like? Contact William here -  William Tincup

Uptake Strategies advocate and live an authentic culture of kindness in their business, which has yielded phenomenal results, both in terms of the company's high performance and attraction/retention. In this episode, Chelsea talks us through the following: How a culture of kindness has been implemented What does that mean day today? How they have built a high-performance business alongside a kind culture Advice for other businesses looking to "be kinder." Contact Chelsea here - Chelsea Foxwell 

Matt has recently released a new book called Digital Talent, which focuses on the disrupted and technology-enabled world of work we now live in and how HR professionals' ability to attract, recruit and retain people with digital skills can be the difference between business success and failure. A big focus of this book is of course, recruitment automation, so Matt and I delve into this and the following: The benefits of automation How do we get the balance right between humans and machines? What does the correct strategy look like to drive automation? What does the future of automation look like? With so many automated tasks, what does that mean for the modern recruiter? Contact Matt here - Matt Alder

Micro Focus International plc is a British multinational software and information technology business based in Newbury, Berkshire, England. The firm provides software and consultancy.Gemma Cuff is the Head of EMEA Talent Acquisition for Micro Focus. Gemma is responsible for developing and leading the EMEA-wide Talent Acquisition team while ensuring that the company’s recruitment strategy is delivered. She is part of Mitch Schwartz’s leadership team, contributing to the Talent Acquisition agenda across the organization.Gemma has worked with Micro Focus for nine years, starting as the first recruiter in the company. Before Micro Focus, Gemma worked for Red Hat and Autodesk after starting her career in Agency Recruitment.Gemma received her BA from the University of Portsmouth and currently volunteers for a Crisis/Mental Health Text Helpline outside Micro Focus. A great chat with Gemma about the importance of data for talent acquisition, not least because it helps elevate the perception of TA from a support function to a strategic business partner.  Contact Gemma here -  Gemma Cuff | LinkedIn

Rohan works as Director of People & Talent at Carbon Clean, an established global leader in industrial carbon capture solutions helping essential, but hard-to-abate, industries decarbonise. Their innovative solutions significantly reduce the costs and environmental impacts of carbon capture compared to conventional technologies. Away from work, Rohan is a Trustee for Mind, the mental health charity, and Unicef, and is a keen runner having completed over 30 marathons. In this episode, you will find out: How do we keep connected to our workforce in a hybrid working model? What social engagement initiatives do Carbon Clean have in place? What do managers need to do and look out for when assessing and maybe improving the wellbeing of their teams? What is the role of HR in all of this, and how do they make sure that they maintain the right balance between looking after the wellbeing of their people while also ensuring the commercial priorities of the business are being achieved Rohan's advice he would you give to businesses who want to improve the wellbeing of their workforce? Rohan's unique personal mental health journey through to becoming Trustee at Mind.

Dare To Do More is a unique opportunity to compete for a rotational graduate position at PepsiCo by pitching ya big idea to industry experts! The Dare To Do More challenge invites final year students, recent graduates, and early professionals to capture, harness, and take their most innovative ideas to market, competing for a job to jumpstart their career at PepsiCo. Imene talks us through this fantastic initiative as well as the following: How is Pepsi doing in attracting the best people? How has Pepsi evolved its branding to appeal to the new talent coming through? What are the benefits to Pepsi for putting on a campaign like Dare To Do More? How powerful is it for a brand like Pepsi to engage with talent at much younger ages? Advice for companies, small or large, who want to run a similar initiative. Contact Imene here - Imene Zidi | LinkedIn