Talent and Growth - The Talent Acquisition Podcast

Jo Taylor is the Managing Director of Let's Talk Talent, a reputable Talent, and Organisational Development Consultancy. They help businesses unlock the potential of their people. Giving talent the best career development in your business could be the answer to solid retention. In this episode, we cover: An overview of the landscape in the war for talent How the definition of career development has changed over the years Why career development (and being "Squiggly") is so important How a good internal mobility scheme should look and who should own it Jo's advice for companies wanting to set up effective schemes to develop their people Contact Jo here - Jo Taylor | LinkedIn

Greg is quite simply an absolute legend in recruitment. He is the founder of two $100 M Recruitment businesses, an investor in several more, and on 16 recruitment boards. He is the author of the best-selling book The Savage Truth and the Founder of The Savage Recruitment Academy. Today's episode could have been called How To Recruit because Greg gives so much advice and helpful knowledge. We covered some of this: The trends that Gregs sees in 2022 and what we need to do to overcome modern recruiting challenges How to attract and source candidates in a competitive market How do we add value to clients and candidates and truly secure their engagement How to make sure you don't lose out to dropouts, counteroffers, and non-starters What skills does the modern recruiter have to have And lots more! Contact Greg here - Greg Savage | LinkedIn

Lou is the CEO and founder of The Adler Group – a consulting and training firm helping companies implement "Win-Win Hiring" programs using his Performance-based Hiring℠ system for finding and hiring exceptional talent. More than 40 thousand recruiters and hiring managers have attended his ground-breaking workshops over the past 20 years. Lou is one of THE most influential people in HR and recruiting, and he has a massive following of 1.3 million on LinkedIn. He is a fountain of knowledge and incredibly passionate about his craft. This episode revolves around the intricacies of hiring leaders, but it is also about learning from an absolute legend in recruitment.  We cover - How Lou stands out with candidates via personable approaches His experiences of attracting the best people and his use of referrals The differences in hiring leaders compared to non-leaders How we can coach hiring managers with their approaches to different levels of candidates Lou's metrics of success Contact Lou here - Lou Adler | LinkedIn

Sophie is a Head of People with extensive experience in the UK, Europe, APAC, and the USA, managing teams responsible for hiring >400 technical heads per annum. From a recruitment background, Sophie has been involved with many broad Talent and HR initiatives, including leading employer branding, talent acquisition, onboarding, resource management, and workforce planning. Sophie is used to working for IT companies with aggressive growth plans, successfully scaling existing UK offices, opening new locations globally, and establishing new greenfield recruitment programs, including graduate schemes. Sophie believes that traditional HR is being replaced with a more modern holistic People approach and has adopted many agile initiatives into her daily work and drawn on my coaching experience to lead teams. 101 Ways are a fast-growing technology consultancy specializing in Agile & digital transformation and product development. At 101 Ways, they advise, lead, and do, helping their clients build great Agile teams to build great digital products. This is an interesting chat in which Sophie breaks down an exciting concept - implementing Agile, a software development methodology, into talent teams. It helps with communication, accountability, and lots of other things! Check it out here. Contact Sophie here - Sophie Branfield | LinkedIn

Angela joined Veeam in 2019. She has bought 20 years of Global Employer Brand experience from the agency and in-house roles. Since joining Veeam, she now looks after Global Employer Brand, Engagement, and DE&I globally. She is responsible for an incredible team of people across these specialisms in different geos worldwide and loves her job! She focuses on building and leading the people strategy across Veeam by attracting, engaging, and retaining the best talent. She is a mom of a five-year-old, a keen walker, and a dedicated foodie in her spare time. Veeam Software is a privately held US-based information technology company owned by Insight Partners that develops backup, disaster recovery, and modern data protection software for virtual, physical, and multi-cloud infrastructures. The company's headquarters are in Baar, Switzerland, and Columbus, Ohio, United States. This talk is all around the fantastic culture at Veeam and the three aspects which make it what it is; People, Product, and Culture. Angela gives clear examples of keeping up employee engagement, looking after the workforce, attracting top talent, and generally making Veeam a nice place to work.  Contact Angela here - Angela Siddall | LinkedIn

Tim Sharp is the Global Head of Talent Acquisition at Takeda. He has an absolute wealth of experience in agency, internal and on every other side of recruitment you can find. Plus, he is a top bloke. There may be a time when your business decides that an RPO is the right way to go, and in this episode, Tim describes the how's, the why's, and the what's from his expertise. We covered the following: When is an RPO a suitable and worthwhile option for a business? When an RPO is agreed, how should that transition into the business look like? What is the role of internal Talent Acquisition when there is an RPO in place? How can TA make an RPO work for the business? Where do the other responsibilities lie? Where do RPOs go wrong? And lots more! Listen here - Tim Sharp | LinkedIn

Karthika is a senior People and Talent leader with 9+ years of experience. Working with some of the fastest-growing tech SME’s globally, Karthika started her career in recruitment and developed her skills over the years in the world of people operations to become a senior leader. She has a master's degree in Organisational psychology. She works with organizations that are implementing/ developing an agile workforce. Her passion is to bring people and processes together through connectivity and technology to work effectively. She develops vital people and talent metrics to enhance the force and improve productivity through change/ people transformation. The belief is a happy, diverse, and engaged workforce is a hard-working one given all the right resources. Vita Mojo is the technology company powering the best food and drink businesses in the UK and Europe. Trusted by 80+ brands including Nando’s, Brewhouse & Kitchen, YO! and LEON, they're constantly innovating to bring the magic of hospitality to life through digital." This is a friendly conversation about a genuinely flexible and remote focus business, Vita Mojo, as well as around Karthika's own experience and advice. If you want to learn how strong a genuinely flexible culture can be and how to implement it, then listen to this episode. Contact Karthika here - Karthika Biju MSc, MCIPD | LinkedIn

Steve Norton is a Head of Talent Acquisition with several decades’ experience in talent acquisition and talent management. Steve has recruited in 30 countries around the world, starting out in executive search before switching to a corporate career 15 years ago. He is an experienced career coach with strong personal values, who believes strongly that the world of talent acquisition needs to significantly improve its levels of service, particularly in the area of candidate experience. We have all had a bad candidate experience, and in the fiercest talent market we have ever seen, these will not do anymore! So how do we give an AMAZING candidate experience which leaves the candidate happy whether they got the job or not? Steve talks us through how this should work. Contact Steve here -  Steve Norton | LinkedIn

Phil is currently head of talent at Hackajob, an online recruitment platform focused on giving candidates and clients an effective way to start relevant conversations and reach their potential, as well as a host of the DevLab podcast and a keen advocate of any initiatives to solve the digital skills gap. In this episode we cover how to fix the tech talent shortage with internal mobility, this is a really interesting chat with Phil who's a wealth of knowledge when it comes to this subject. We enjoyed it, and we know you will too. Enjoy.

Janine joined Leyton in March 2021, bringing broad industry experience and deep technical expertise.  Janine leads Talent Acquisition and is responsible for the strategy and delivery of all things TA-related, from attraction and assessment to talent strategy and digital transformation.  In her spare time, Janine is an enthusiastic gym-goer, an avid reader, and loves a good night out, especially where food and music are involved! Leyton is an international consulting firm that helps businesses leverage financial incentives to accelerate their growth and achieve long-lasting performance. With a headcount of 1,700 people across 32 offices in 12 countries, the Leyton team includes highly qualified tax professionals, scientists, engineers, accountants, lawyers, and consultants. The firm has more than 17,000 customers and works with all types of companies, from start-ups to multi-national organizations. This is a fascinating conversation with Janine about broadening their talent pool at Leyton. From getting rid of CVs to using AI, there are some fantastic ideas here that any business can start implementing. I hope you enjoy this great episode with Janine.