Talent and Growth - The Talent Acquisition Podcast

Today we are joined by Jennifer Longden, Head of HR at Pollinate International. Takeaways Getting the employee experience right from the start is crucial for organizations as it ensures that new hires are up to speed and able to deliver value. Line managers play a key role in the onboarding process and need to set expectations, keep people accountable, and bring them into the company culture. Understanding company culture can be done through Glassdoor reviews, exit interviews, and conversations with team leads and culture champions. Improving employee experience doesn't necessarily require a lot of resources or money, and feedback from new employees can be gathered through check-ins and business partner relationships. Chapters 00:00 The Importance of Getting Employee Experience Right from the Start 04:42 Understanding and Shaping Company Culture 09:35 Tailoring Onboarding Programs to Different Roles and Levels 13:17 The Role of Company Leaders in Shaping and Maintaining a Positive Culture 15:17 Gathering Feedback and Continuous Improvement in Onboarding 17:05 The Future of Employee Experience and Onboarding

Today we welcome Jim Clarke, Talent Acquisition Director at ITG who runs a high performing TA Team, focusing on data, metrics and KPIs. Takeaways Data metrics and KPIs are crucial for running an effective talent acquisition team. Tracking and analyzing key metrics and KPIs help optimize the performance of the TA team. Balancing the quantity and quality of candidates in the recruitment funnel is essential. Measuring and optimizing time to hire, cost per hire, and quality of hire are important for efficient talent acquisition. Tracking the quality of missed candidates provides insights for continuous improvement. Implementing a data-driven approach requires buy-in from the team and open discussions. Chapters 00:00 The Importance of Data Metrics and KPIs 03:11 Data-Driven Approach from Agency Recruitment 05:12 Measuring and Optimizing TA Team Performance 07:45 Balancing Quantity and Quality in the Recruitment Funnel 09:30 Measuring and Optimizing Time to Hire and Cost per Hire 11:51 Tracking the Quality of Missed Candidates 14:51 Measuring and Optimizing Quality of Hire 18:53 Implementing a Data-Driven Approach

Today we are joined by Craig Turner, Head of Talent at Benefex. Takeaways Implementing an applicant tracking system (ATS) can streamline the hiring process and provide a single source of truth. Securing buy-in and sponsorship from key stakeholders is crucial for the success of the talent acquisition (TA) function. Linking TA metrics to business outcomes, such as revenue generation or cost savings, can demonstrate the value of the TA function. Designing a consistent and effective interview process, including online assessments and task-based interviews, can lead to improved interview-to-hire ratios and higher quality hires. Prioritizing candidate experience by providing clarity, transparency, efficiency, and empathy throughout the hiring process can enhance the employer brand. Monitoring metrics such as time to hire, Net Promoter Scores (NPS), and quality of hire can help track the effectiveness of the TA function. Future plans may include developing a competency framework, focusing on diversity and inclusion (D&I), and enhancing employer branding through engaging content and organic promotion by teams. Chapters 00:00 Building a TA Function from Scratch 02:46 Implementing an ATS and Creating a Single Source of Truth 04:54 Linking Talent and TA Metrics to Business Outcomes 08:55 Improving Interview to Hire Ratio and Quality of Hire 09:41 Prioritizing Candidate Experience with NPS Scores 16:41 Future Focus: Competency Frameworks, Diversity and Inclusion, and Employer Branding

Today we are joined by Prentiss Sorrells II, Head of HR at Advantive to discuss how they have built and maintain such a high performing culture. Takeaways A high-performance culture is aligned, engaged, and working together to achieve the common goal. Goal setting, alignment, and accountability are key characteristics of a high-performance team. Establishing alignment and accountability are the initial steps to building a high-performance culture. Progressive discipline and coaching can address underperformance without demotivating employees. Tools like weekly tactical meetings, daily check-ins, and goal-setting tools support a high-performance culture. Future plans for enhancing a high-performance culture include continuous performance management and career mapping. Transparency, alignment, and pouring into employees are important for creating a high-performance culture. Chapters 00:00 Introduction 02:07 Steps to Building a High-Performance Culture 04:21 Addressing Underperformance with Progressive Discipline 08:18 Tools and Resources for Supporting a High-Performance Culture 14:59 Future Plans for Enhancing a High-Performance Culture 16:28 Advice for HR Leaders on Creating a High-Performance Culture

Today we are joined by Leah Sharma to talk Fractional TA. Takeaways Fractional TA services can benefit any company, but they are particularly popular among early-stage businesses. Engaging with a fractional TA professional provides quick ramp-up, fast results, and experienced advice. Essential skills for a fractional TA role include having a toolbox of experience, the ability to quickly digest information and build understanding, and effective communication and partnership-building skills. Managing boundaries and setting clear expectations with clients can be challenging in a fractional role. Word of mouth and networking are key for marketing oneself as a fractional TA professional. Fractional TA is here to stay and more companies are realizing the benefits of this approach. Chapters 00:00 Introduction to Fractional TA Services 02:20 Benefits of Fractional TA for Early-Stage Companies 04:06 Essential Skills for Success in a Fractional TA Role 06:33 Challenges of Managing Boundaries in a Fractional TA Role 13:33 Marketing Yourself as a Fractional TA Professional 18:33 The Future of Fractional TA

Today we are joined by Natalia Escobar Ribeiro, to chat DEIB . Takeaways DEI is not limited to gender, sexual orientation, and culture; it also includes disabilities and ageism. Ageism and disabilities are often overlooked in DEI discussions, but they are important issues that need to be addressed. Misconceptions about DEI include viewing it as a political issue and fearing conflict. Implementing DEI initiatives can lead to higher employee engagement, innovation, and revenue. Companies can take tangible actions by listening to marginalized groups, educating employees, and investing in DEI. DEI is a progressive movement that can lead to a more innovative and successful company. Chapters 00:00 The Impact of DEI: Personal Stories of Success 04:02 Why Ageism and Disabilities are Overlooked in DEI 08:02 Misconceptions and Challenges of DEI 13:45 The Commercial Benefits of Implementing DEI 16:28 Tangible Actions for Implementing DEI

Today I welcome Chantelle Anderson, Head of Talent at First Central. The conversation discusses the challenges faced in the business and strategies implemented to increase gender diversity and give women more voice within the company. The success of these initiatives has led to recognition and awards for First Central as a great place for women to work. Takeaways Collecting mandatory data and recruiting a DIB lead were key steps in addressing the challenges of increasing gender diversity. Building communities focused on different areas of diversity helped create a supportive environment. Setting targets for increasing the representation of women in leadership roles provided a clear goal for the company. The Women in Leadership Network supported the development of women and promoted the company's culture externally. The success of these initiatives has led to recognition and awards for First Central as a great place for women to work. Chapters 00:00 Challenges in Increasing Gender Diversity 04:14 Building Communities and Setting Targets 08:44 Empowering Women through the Women in Leadership Network 10:22 Creating an Inclusive Culture for Success

Today I welcome Martin Nicholson, Director of ProAction HR to discuss how companies can get it right with hiring. The common mistakes businesses make during the hiring process include rushing the recruitment process, not spending enough time getting the process right, and not clearly defining the job description and candidate requirements. Martin helps us understand how to fix these issues. Takeaways Common mistakes in the hiring process include rushing the recruitment process and not spending enough time getting it right. Clearly define the job description and candidate requirements before starting the recruitment process. Focus on the key dimensions and skills needed for the role rather than seeking a perfect candidate. A structured interview process with open-ended questions and active listening can help avoid bias. Standardize the onboarding process and gather feedback from new hires to continuously improve it. Building social connections and personal relationships within the company is crucial for successful onboarding. Employee feedback, both from new hires and those leaving the organization, is valuable for refining the hiring strategy. There is no magic formula for quality of hire, as it depends on the organization's objectives at the time

Summary Jo Wickramasinghe, Chief Product and Technology Officer at BPP, discusses the major digital transformation the company underwent after 50 years in business. BPP, known for its professional qualifications in accountancy and law, expanded into other areas such as management, technology, and healthcare. However, the fragmented experience and outdated systems hindered scalability. Jo was brought in to drive a digital transformation and faced challenges in change fatigue and cultural shift. She built a team focused on making an impact, simplicity, ownership, driving value, learning culture, and speed. The team structure and processes prioritize collaboration and customer-centricity. Quick wins and evidence of impact have been the most satisfying part of the journey so far. Takeaways BPP, a provider of professional qualifications, underwent a major digital transformation to address scalability issues and fragmented experience. The challenges in driving the transformation included change fatigue and cultural shift. The team structure and processes prioritize collaboration and customer-centricity. Quick wins and evidence of impact have been the most satisfying part of the journey so far. Chapters 00:00 Introduction and Background 02:55 The Need for Digital Transformation 06:06 Challenges in Driving the Transformation 08:48 Building a Collaborative and Customer-Centric Team 11:53 Team Values and Culture 14:50 Structuring Teams and Processes 21:07 Future Plans and Innovations

Summary Robin Reshwan, VP of Talent at Enable, discusses the role of talent teams in organizations and how they can have a bigger impact beyond just hiring. She emphasizes the importance of strategic thinking and understanding the business goals when it comes to talent acquisition. Reshwan also highlights the significance of effective communication within the organization and how talent teams can enhance it. Additionally, she discusses the use of data and insights to influence the wider organization and shares strategies for talent teams to expand their influence. She advises talent leaders to be intentional, focus on the North Star, and have regular conversations with leadership. Takeaways Talent teams should focus on strategic thinking and understanding the business goals to have a bigger impact on organizations. Effective communication within the organization is crucial, and talent teams can play a pivotal role in enhancing it. Data and insights should be used to influence the wider organization, going beyond just hiring metrics. Talent teams can expand their influence by being intentional, focusing on the North Star, and having regular conversations with leadership. Chapters 00:00 Introduction and Background 02:40 The Role of Talent Teams in Organizations 05:05 Enhancing Communication within the Organization 08:29 Using Data and Insights to Influence the Wider Organization 15:02 Strategies for Talent Teams to Expand Their Influence 21:13 Conclusion