Talent and Growth - The Talent Acquisition Podcast (Paul Church)

Tash is the Founder of Slip, an award-winning start-up looking to humanise how we do digital receipts and customer information. Their innovative technology provides a robust solution for consumers and retailers to transform transactions and receipt waste into meaningful interactions.

As well as an excellent product, Tash is passionate about building a diverse business. In this episode, we will focus on her plans to attract more females into her tech teams.

We covered:

• Why there is still such an issue getting more females into tech
• The approach Tash has decided to take and why
• How the business has improved their outreach and response rate
• How Slip has made the hiring process one which retains diverse candidates
• Where businesses go wrong with diversity and hiring
• Tash’s advice on how to build more diverse tech teams

Contact Tash here - Tash Grossman

Margaret has grown her skills in full-cycle recruiting, strategic sourcing and stakeholder management in matrix organisations in 16 years of working for global technology and e-commerce brands (including Cisco, Microsoft, VMware, Expedia), tech start-ups ( Yieldify, King, Typeform) and in consulting (Avanade).

Her other passion is coaching – she has helped thousands of job seekers worldwide to get hired or promoted. She has worked with clients at all career levels - from new graduates to the executive level, in the private and public sectors. Her clients have landed roles at top Fortune 100 and 500 companies across several continents.

She also has extensive experience in training managers for various organisations on interviewing skills., including creating and rolling out interview training for Engineering at Typeform.

We covered

• The impact of not preparing hiring teams for interviews
• What does an effective interview training programme looks like
• How to get buy-in from the business and stakeholders that this is a necessary investment
• Margaret talked us through a successful interview training case study and the impact it had on the business

Contact Margaret here - Margaret Buj

If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!

Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite

What REALLY keeps people in your business?

What drives them away?

How can you attract the best people to your company?

In this webinar we will discuss what we believe really matters to the most important part of your business - your people.

Hung is a bit of a legend in the recruiting and talent acquisition space. He has over 15 years of experience as an agency recruiter w is the founder of the award-winning online recruiting platform WorkShape.io. He is now the Editor and Community builder at Recruiting Brainfood - the best weekly newsletter in recruitment.

Do not miss this episode if you want to know what's going on in the market, what the future looks like, and are just looking for some fascinating insights from a man who has so much knowledge.

We covered:

• What are the significant recruitment trends of 2022 that you are seeing?
• What should businesses that are struggling to find good recruiters do?
• How the motivations have changed for talent and what businesses should do to tap into these new wants and needs
• Hung's thoughts on the necessity of a remote-first policy for businesses
• How a TA team establish themselves as a strategic business partner
• The exciting innovations out there in the TA/HR space

Contact Hung here -  Hung Lee | LinkedIn

Kristian Bright is the Recruitment Lead at Rooser, an innovative tech business looking to disrupt the sea trade industry. Fishtech anybody?

He is also the Co-Founder of DBR, one of the biggest, if not the biggest, communities of In-house recruiters and TA professionals.

In this chat, we are talking about going into a business as the sole TA person and building out processes, relationships, and talent pools. We also chat through the difficulties in hiring very niche skill sets, some of which aren’t even in the business yet.

Kristian is a great guy, humble, credible and intelligent around all things TA. He is also a great example of rebounding from a layoff and the opportunities it can present you.

Enjoy!

We covered:

·  Kristian’s unfortunate experience of being one of the many great TA people let go in 2022, how he handled the situation and ultimately, rebounded

·  The creation and evolution of DBR, the community for In-House recruiters.

·  What are the biggest challegnes for TA in 2023? Kristian’s views on this and how to prepare

·  Where does somebody start when they are brought to build out a TA function from scratch?

·  How to partner with the Founders of businesses effectively to build the teams they want to deliver their product or service

·  What to do when you are hiring people with skillsets that don’t even exist in the company yet

·  Where to start when setting up interview processes

·  Data, data, data and how to build this up from scratch and make sure it is adopted as a tool for strategic talent-focused decisions

·  Kristian’s advice to anybody in TA who has been let go from their jobs in the last few months

Contact Kristian here - https://www.linkedin.com/in/kristianbright/

TechReturners aims to remove the barriers that returners of all ages, genders, and life circumstances face after a career break and, as a result, help to tackle the skills shortage in tech. Research shows that women who return to work can often be forced to return to lower-skilled or lower-paid jobs because of a lack of flexibility around family, paying the penalty for having a career break. TechReturners aims to tackle this critical issue for those who wish to have a career and flexibility around their home lives.

Beckie is their CEO and Founder and quite simply a fantastic person who has a huge impact on the diversity levels of tech teams in the UK. In this episode, we discuss precisely how businesses and Talent Teams can get attract more women and a more diverse level of talent as a whole

We covered the following:

Why the Women In Tech stats may not be certain
What steps can Talent Acquisition take to attract more females into their tech teams?
How can businesses create an environment which supports the wider group and encourages a more diverse team?
How does flexible working impact diversity levels in teams?
Which companies stand out as doing well with the diversity levels of their tech teams?

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

On the Talent & Growth podcast, we'll be speaking to talent leaders about the challenges they face and their solutions for attraction and retention.

So if you're interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier then this is the podcast for you.

The Talent & Growth podcast is presented by The Animo Group - Tech & data talent solutions specialists. Find out more here.

Job adverts are essential.
They must be compelling, people-focused and on point with the authentic company brand.
If done right, they can be powerful when drawing in top talent.
Find out how to create job adverts that actually attract people in this webinar.

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

Join us for an enlightening conversation with Jennifer Gardner, Vice President of People at CharterUP, the 2nd fastest-growing private company in the U.S. which astonishingly saw 100,000% revenue growth in just three years. Jennifer dives into her journey from her early days in HR to becoming the powerhouse behind CharterUP's rapid scaling.

What's the secret to keeping up with explosive growth? Jennifer shares her talent acquisition strategies designed to meet the challenges of rapid scale, as well as the performance management systems that keep the team performing at its peak.

But it's not all about speed; Jennifer reveals how CharterUP has been able to maintain a healthy and engaging workplace culture even amidst the fast-paced growth. From leveraging cutting-edge technology in their talent acquisition campaigns to keeping their hiring process rigorous, Jennifer has a holistic approach to people management.

Ever wondered how to prioritise employee development when everything is moving at breakneck speed? Jennifer offers invaluable insights into balancing professional growth opportunities with the demands of a scaling business.

Whether you're a people leader, an HR professional, or just curious about what it takes to grow a company at lightning speed while keeping the team engaged, this episode is packed with actionable advice and keen observations. Don't miss it!

Talent acquisition functions must translate their metrics into commercial language that the business and stakeholders can understand.
Time to hire isn't as important to a Founder as how much it costs the business not finding somebody quickly enough.
Quality of hire isn't as important to a stakeholder's budget as the cost of hiring the wrong person.
In this webinar, we will discuss how TA can make themselves even more valuable to the business by using metrics and data that really hits home at a higher level.

In this episode of our Talent and Growth, we sit down with Margaret Zablocka, the Founder of Onoco, a startup that stands out with its innovative approach to team building and nurturing a family-first culture.

We talked about:

- Margaret's personal and professional journey to founding a unique startup.

- The intricate process of identifying and nurturing the essential skills and traits for a small but effective startup team.

- The importance of fostering independence among team members in a startup setting.

- The critical role of establishing and maintaining strong company values from the get-go.

- The concept of a family-first workplace culture and its impact on employee performance and satisfaction.

- And lots more! "

Today's episode is a throwback to our first-ever Talent & Growth Live event!

In this episode, we're bringing you clips from Rohan Kallicharan & Beckie Taylor's presentations.

Rohan will discuss how to create advocators from your employees and create more organic referrals. And Beckie will be talking about how to diversify your hiring.

So if you missed a great night, this is what you missed!

Enjoy!

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.

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

Too often, Job Adverts are made up of Job Specs – namely, what the business needs rather than why a candidate should work for the company.

Here are my tips on how to change that and create compelling copy which attracts talent to your brand.

I covered:

• Why we must create adverts and not just post specs
• How to demonstrate company purpose, the importance of the role and the progression this role will enable for the candidate
• Why we must challenge line managers on what the requirements are and how to do this
• The other critical elements of our business that we should convey in our adverts to attract the best people

Contact Paul here - Paul Church | LinkedIn

Hannah Litt is back on Talent & Growth to help us understand our roles in supporting those who need support and breaking down the racial problems in the workplace and beyond!

We covered:

• Hannah’s personal journey and challenges
• The responsibility of the workplace in supporting people through their mental wellbeing journeys
• The role we all need to place in breaking down racism in the workplace
• Hannah’s advice for those who are struggling with mental health challenges or racial dynamics in the workplace

Contact Hannah here - https://www.linkedin.com/in/hannahlitt/

I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here  - Paul Church

How does your business's Talent Acquisition function compare to your peers in the market?

Are your operational mechanics optimised to make your hiring strategies successful?

Are you in the best possible position to attract the best people in the market for your vacancies?

Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience?

Are you using the right tech to enable slick data capturing and data utilisation?

Are you using that data to cement your TA function as a strategic partner in the business?

If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together.

Take the health check here - https://healthcheck.theanimogroup.com

This week we host three people, two brothers and one great conversation on candidate experience!

Beginning by establishing what exactly 'candidate experience' means, Chris, Kyle, and Mary draw upon their vast knowledge and first-hand experiences to dissect this often misconstrued concept. They discuss the critical moments in the candidate journey where a positive experience can significantly influence a candidate's perspective of the organization.

As the conversation unfolds, the trio shed light on the ways businesses can quantify the value of the candidate experience. They delve into the long-term benefits of investing in the candidate journey and highlight the key metrics to track the success of these investments.

Addressing the current debate of returning to the office post-pandemic, our guests offer insights into how this shift can influence the candidate experience journey. They provide practical advice for businesses navigating this new landscape, emphasizing the importance of adaptability.

Our guests also connect the dots between candidate experience, overall employee experience, and the customer journey. They share their perspectives on how candidate feedback can be utilized not only to improve the employee experience but also to shape the customer journey.

Their insights provide listeners with a comprehensive understanding of the importance of the candidate journey and practical tips to elevate their own recruitment practices.

This episode is a must-listen for anyone interested in enhancing their candidate experience and attracting the right talent. Tune in to gain practical insights from some of the leading voices in the industry.

Events can be a phenomenal way to attract new talent. They offer a different angle for potential candidates to engage and experience your brand.

Michael has some great examples of how to make these events work, market them and follow up.

We covered:

• Where to start when it comes to putting an event together
• What themes/topics draw the right audience
• How TA Teams can use events to leverage engagement with potential new candidates
• How to ensure buy-in from other parts of the business
• How to get the marketing right
• On the day, how the perfect event runs
• How to follow up
• An example of one of Michaels’s successful events

Contact Michael here - Michael Carter

In 2023, branding is SO important when it comes to talent acqusition.

The perception of your brand is going to be a huge factor for potential candidates.

And when it comes to your Talent Team, talent branding can be an incredibly useful tool when it comes to attracting the best people.

So how do you do it? And what if you have ZERO budget for this?

Luckily, there are plenty of things that any TA team can do, regardless of whether they have money to spend, marketing assistance or not.

Join myself, Parul Singh, Dani Saadu and Magda Cieślak as we discuss how to get this powerful tool right for your TA team

James is a hands-on Talent Acquisition Leader with over 18-years of strategic and operational leadership experience in internal and external talent acquisition. While TA leadership has been a constant throughout, this capability has been augmented with a hands-on talent for executive search. This has enabled James to provide a robust understanding of strategic, operational, and tactical requirements across all aspects of talent acquisition and commercial leadership.

James is an individual who is recognized as having the ability to create innovative talent acquisition strategies aligned to organizations' commercial goals. He retains the specific experience of enabling start-up / scale-up organizations to implement and transition TA functions to achieve growth targets and has been responsible for creating and implementing the TA strategy for fast scaling tech businesses and corporate institutions, enabling 100%+ YOY growth. James has also been directly responsible for acquiring senior leaders from Director to Board levels. In essence, his career has been focused on optimizing and transforming the talent acquisition capability of organizations through enabling talent acquisition functions to operate to their maximum potential.

James has an exciting and usable blueprint for Talent Acquisition to get the best people into your business. There is no quick fix; it takes time, relationship building, and strategy.

James shares it all here.

Contact James - James Gardner | LinkedIn

This is a great episode for anybody hiring for early-stage start-ups OR even somebody who is simply looking to source better, create better hiring processes and just quite simply be better at TA and branding.  
 
So I guess it’s for all of us 😊  

Claudia Colvin has a really interesting background, a high standard for what good looks like and a very practical approach to making things better in businesses when it comes to TA, process and DEI hiring.  
 
Luckily for us, she is also fantastic at conveying her great work into practical advice for us to all use.  
 
We covered: 

• Claudia’s interesting background, including her Silent Disco business venture 

• Strategies on how to attract candidates when they have never heard of your brand 

• How to put together successful and smooth hiring processes 

• How and why businesses must look at DEI early on as a business and factor it into their hiring plans - https://happyscribe.notion.site/DE-I-strategies-for-companies-below-200-people-1bd6675814fa4e9abc3244df1f785b12 

• Understanding and using equity to attract the right people to your business 

• And lots more! 

Contact Claudia here - https://www.linkedin.com/in/claudia-colvin/ 

Natasha is a People & Organisation Development professional who can develop cohesive, strategically aligned, and high-performing cultures that embed values, inclusion, & diversity into the everyday. She is an Organisational Design Specialist able to create and implement people development initiatives that remove the barriers that hinder inclusivity and, ultimately, performance.

Natasha’s experience lies with scaling (or transitioning) European-based start-ups and growth-stage companies across various industries from Fintech to Customer Experience.

We are discussing a HUGE topic – how to make culture a strategic intent. Natasha is quite simply a fountain of knowledge in this area, and I listened intently to her insights and appreciated the clear examples she gave.

It is an absolute must-listen for anybody looking to improve their business culture or if you need any persuading as to why it is SO important!

Contact Natasha here 

In this episode, we are thrilled to welcome Chandini Jain, the dynamic founder of Auquan, a company revolutionising the world of data science.

What is the secret sauce that keeps technical talent engaged and loyal? How do you balance the different attitudes and skills within a team comprising of technical and data talent? Chandini dives deep into these questions and shares practical strategies she's developed to manage a diverse group of talented professionals effectively.

If you are grappling with the challenges of recruiting and retaining technical talent in a competitive field, Chandini has a wealth of experience and solutions to share. From fostering a performance-driven culture without losing empathy to innovative practices that enhance collaboration and output, this episode is a masterclass in effective team management.

Whether you are an entrepreneur, a team leader, or someone interested in the cutting-edge field of data science, you will find a goldmine of insights and actionable tips in this episode. Listen in and get ready to transform your approach to team building and leadership

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

Internal Mobility could be the way you save your people! An effective scheme is a win-win for your business and the people within it.

Sarah explains precisely how to make this work and why we should do it.

We covered:

• What internal mobility is and why it is so relevant in this market
• What sort of process we should internally to ensure everybody knows what jobs we have available
• How can we ensure that internal candidates have the confidence to apply for our jobs
• What proactive initiatives should we have internally to promote internal mobility
• Should internal teams be headhunting from within the business
• How we ensure hiring managers don’t feel that talent is being stolen from them

Contact Sarah here - Sarah Symes

If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!

Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite

This episode is for anybody in Talent Acquisition who is looking to make sense of generative AI, namely ChatGPT, to get better at their jobs and make their lives easier.

Robin Choy is a legend and really knows his stuff with all things AI.

We covered:

• How to use ChatGPT to produce better job specs, outreach messages and showcases
• What you need to do to get the most out of ChatGPT
• The things you need to avoid with generative AI
• How you can use ChatGPT to be better at your job and more productive
• LOADS MORE

Contact Robin here - https://www.linkedin.com/in/rbchoy/

Charlotte has worked in recruitment for seven years, starting in an agency and then moving in house. Charlotte has a passion for all things talent, people, EVP, and inclusion.

Feast IT is the UK’s leading event booking platform where you can book the perfect supplier for your wedding, private party, festival, or work event. They work with the UK's top street food chefs, caterers, mobile bars, florists, photographers, videographers, marquee and tipi suppliers, and event staff agencies.

Have we lost that human element of interviewing in a world where we are rightly trying to eliminate our unconscious bias? Charlotte thinks we may have and is here to talk about how we can keep it fair & inclusive as well as keep it personable and human.

Contact Charlotte here.

John runs a successful business called Inventive Games, based in Edinburgh. He aims to make his company the best in the world to work for. Why? Because if he looks after his people, then his business will succeed.

We covered:

• What is it like to work in Incentive
• Why it’s so important to listen to your people and make the business a great place to work
• The steps incentive have taken to become an incredible company to work for
• The plans around improving the culture and business even further
• The companies John looks to for inspiration and why

Contact John here - John Gordon

Alia leads the Sales recruitment team in EMEA for ServiceNow, the defining Enterprise Software of the 21st century. Her team’s mission is to fuel ServiceNow's growth by building diverse & high-performing teams. Her leadership philosophy fosters a sense of belonging for all so they can do their best work.

In this episode, we all things diversity and hiring. We covered:

We covered:

• The responsibility the whole business has to focus on hiring diverse talent
• How to push diversity hiring with authenticity
• How do we build an inclusive culture?
• How and why we need to rethink our view of talent if we are trying to diversify our hiring
• What innovations TA teams can start implementing to open up new talent pools
• How to ensure a positive and inclusive candidate experience
• How to make sure our employer branding is appealing to a more diverse set of talent

Contact Alia here - Alia Khattab | LinkedIn

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

Adam Jackson, Co-Founder of Braintrust Network, discusses their unique talent network and the introduction of BrainTrust Air, an AI-powered talent acquisition tool. The conversation covers the benefits, impact on candidate experience, and the ethical use of AI in recruitment. Adam also shares insights on the future of talent acquisition and the evolution of AI in the hiring process.

Takeaways

BrainTrust is a unique talent network owned and controlled by the talent that makes their living on it.

BrainTrust Air is an AI-powered talent acquisition tool that streamlines the hiring process, providing benefits for both candidates and talent acquisition professionals.

The ethical use of AI in recruitment is a key consideration, and BrainTrust Air is designed to ignore biases and evaluate candidates based solely on their abilities and experience.

The future of talent acquisition will see AI replacing legacy HR tech software, improving efficiency, and providing better output.

The integration of AI in the hiring process will free up time for talent acquisition professionals to focus on creative solutions and other aspects of HR management.

In this episode of Talent and Growth, we delve into the world of scaling small companies and fostering a positive company culture with Jacqueline Cornielje. Jacqueline shares her valuable experience from Media Distillery, discussing the key challenges faced while scaling and how to overcome them. 

Jacqueline details the flat hierarchy and fast decision-making processes at Media Distillery, highlighting the benefits to company culture and performance. She also shares her approach to documenting company culture and values, and how an unlimited holiday policy has impacted the company positively. 

Discover the unique approach to compensation at Media Distillery, where raises are decoupled from performance reviews, and learn why this method is more effective than traditional performance reviews tied to raises. 

Jacqueline offers valuable advice for HR and people professionals looking to build and maintain a positive company culture while navigating the challenges faced in the coming years. She also reveals how she ensures new hires are a good fit for Media Distillery's culture and values. 

Don't miss out on this insightful episode packed with valuable knowledge and practical advice for scaling your business and building a strong company culture. 

Contact Jacqueline here - https://www.linkedin.com/in/jacqueline-cornielje-3048984/ 

Where do you start when setting up a talent function?
Join our Talent & Growth webinar, featuring industry experts who have successfully built talent functions in fast-growing companies. Learn the key steps, priorities, and best practices to attract and retain top talent, even when you're a one-person team.
Discover how to create an inclusive and positive candidate experience, manage forecasting and budgeting, and collaborate with other departments to ensure alignment with your company's goals. Our experts will also share insights on leveraging data-driven approaches and essential tools to streamline your processe

In this episode, we sit down with Reka Tron, the COO and co-founder of Multus, a groundbreaking biotech company that's transforming the industry landscape. Reka shares her inspiring journey and sheds light on how Multus solves complex problems through innovation. As someone who wears multiple hats, including that of the HR leader, Reka provides invaluable insights into dual-role management, effective delegation, and the evolution of their candidate interview process.

Whether you're scaling your team from 10 to 30, seeking effective team-building exercises, or aiming to align a constantly evolving team with shifting business priorities, Reka's experiences offer lessons in leadership, adaptability, and balance. From handling the intricacies of project management to keeping up with evolving customer needs, Reka's insights are a treasure trove for any aspiring entrepreneur, particularly those looking to make their mark in the biotech sector.

Don't miss this enlightening conversation filled with actionable advice and in-depth knowledge

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

Your stakeholders are the key to success in Talent Acquisition.
If you get stakeholder management right, you can successfully collaborate, influence, and support them.
If you get it wrong, it doesn't matter how great your candidates are; your life will be much more complicated.
Join us as we discuss how to get stakeholder management and how to be better at our jobs in Talent Acquisition.

On this episode of Talent & Growth we’re getting ready for our first ever live event, which is less than a week away! The event is being held in support of Mind Charity, who promote mental health in the UK. The speakers have volunteered their time to talk to us and give us expert advice and insights to help us level up our skills as people-focussed professionals.

Sign up to join the live event here: https://www.eventbrite.co.uk/e/talent-growth-tickets-414487652727

This episode is made up of highlights from two of the speakers at the event, both of whom have previously featured on our podcast.

First up is Christine NG, the Head of Talent and Media at Quantum Motion, followed by Beckie Taylor, who is the CEO and founder of Tech Returners.

We hope you enjoy their insights into the industry!

In this conversation, Lance Sapera, a recruiting leader, discusses the importance of building a strong partnership between talent acquisition and other business functions. He emphasizes that recruiting is a team sport and that everyone involved in the hiring process should work together to find the right people who can accelerate business growth. He shares strategies for nurturing candidate relationships and ensuring a positive candidate experience. Finally, Lance discusses future trends in company-wide hiring ecosystems, including the importance of candidate nurturing, the inclusion of transitioning professionals, and the potential impact of AI in recruiting.

Takeaways

Recruiting is a team sport, and all stakeholders involved in the hiring process should work together to find the right people who can accelerate business growth.

Recruiters should learn the business and become talent advisors to hiring managers, providing valuable insights and guidance throughout the hiring process.

Setting metrics that matter to the business and fostering transparency and accountability in the hiring process are crucial for building strong partnerships between TA and other business functions.

Diversity and inclusion should be embedded in a company's DNA, with measurable goals and reporting to hold leaders accountable and foster a culture of belonging and inclusivity.

Nurturing candidate relationships and ensuring a positive candidate experience are essential for attracting and retaining top talent.

Future trends in company-wide hiring ecosystems include a focus on candidate nurturing, the inclusion of transitioning professionals, and the potential impact of AI in recruiting.

Chapters

00:00

Introduction and Background

03:06

Envisioning the Relationship between TA and Business Functions

06:14

Strategies for Building a Company-wide Hiring Ecosystem

11:35

Aligning with HR VPs for Organizational Goals

16:31

Indicators of Successful Partnership with Hiring Business

27:17

Ensuring Transparency and Accountability in Hiring Processes

32:32

Future Trends in Company-wide Hiring Ecosystems

In the latest episode of the Talent and Growth podcast, we sat down with Johnny Campbell, CEO of SocialTalent, for a riveting discussion on the future of hiring. Johnny offered a fresh perspective on skills-based hiring, distinguishing it from traditional methods and emphasizing its increased relevance in today's market. 

Discussing technology's role in facilitating this shift, Johnny provided real-life examples of successful transitions to this approach. He offered sage advice for companies contemplating this change, highlighting potential challenges and strategies to counter them. 

The conversation further explored how skills-based hiring could bridge education-workforce gaps, the importance of soft skills, and its implications on job descriptions. Addressing prevalent misconceptions, Johnny underscored the value of this hiring approach, concluding with valuable resources for those keen to explore more. 

This episode, brimming with Johnny's insights and practical guidance, serves as an excellent primer on the transformative potential of skills-based hiring. 

Contact Johnny here - https://www.linkedin.com/in/johnnycampbell/ 

Marcus Mossberger, a future of work strategist, discusses the dramatic changes in the workplace, the impact of economic conditions on well-being, the evolution of retirement, the rise of side hustles, future-proofing skills, innovative approaches to talent management, the role of technology in shaping the workplace, and the concept of work-life balance vs. work-life harmony.

Takeaways

The pandemic has unfrozen social norms and blurred the line between personal and professional lives.

The well-being of the workforce, including physical, emotional, and spiritual health, is now a priority.

Retirement is evolving, with a focus on maintaining institutional knowledge and offering flexibility.

Side hustles are becoming more mainstream, allowing individuals to have multiple jobs or projects.

To stay relevant in a fast-changing job market, individuals should focus on sustainable and transferable skills.

Talent management is moving from a separate activity to an integrated part of daily work.

Technology can make the workplace more human by automating administrative tasks and allowing humans to focus on what they do best.

Work-life balance is shifting towards work-life harmony, with a greater emphasis on flexibility and integration.

Connect with Marcus Mossberger on LinkedIn to continue the conversation.

Chapters

00:00

Introduction and Background

01:04

Dramatic Changes in the Workplace

04:40

Impact of Economic Conditions on Well-being

07:43

Retirement and its Evolution

09:24

The Rise of Side Hustles

13:08

Future-proofing Skills

15:07

Innovative Approaches to Talent Management

16:54

The Role of Technology in Shaping the Workplace

19:21

Work-Life Balance vs. Work-Life Harmony

21:02

Conclusion and Call to Connect

With a sense of humour and passion for all things people & culture, Dipti is known to be a versatile, multifaceted, result-driven HR Professional with commercial acumen.

TLC Marketing are a global promotion and loyalty agency. They are creative, pioneering and love to think BIG. They’re constantly investing in their proprietary lifestyle reward networks, their understanding of consumer behaviour (Pii™) & their digital reward delivery platform (RFA™).

This is one of those great conversations where you find out exactly what a company is doing to keep its people happy, all things that most businesses can adopt and put their own spin on. Keeping your people happy means keeping your people!

Contact Dipti here - Dipti Shah | LinkedIn

In this episode of Talent and Growth, we bring together three People Leaders to discuss the vital role of onboarding in employee success, retention, and overall organizational health. Our expert panel delves into the importance of a well-designed onboarding process and shares insights on crafting an experience that drives efficiency, excitement, and clear expectations for new hires.
Our guests explore the key components of effective pre-onboarding, goal-setting, and performance management strategies to ensure new employees feel supported and challenged. Learn about the collaborative role of HR, managers, and cross-functional teams in creating a holistic onboarding experience that familiarizes newcomers with the entire organization.
Don't miss this opportunity to learn from industry experts on how to create an exceptional onboarding experience that sets your employees up for success.

In this highly insightful episode of our Talent and Growth Podcast, we are joined by Alicia Henriquez, a seasoned HR professional with a unique background in teaching and a knack for building HR functions from scratch. Alicia shares intriguing parallels between teaching and HR and details her strategies for fostering diversity, equity, and inclusion (DEI) across all organisational facets.

With a firm belief in the crucial role of HR from a business's early stages, Alicia shares her philosophy on making thoughtful investments in a People function and becoming better 'students' of our businesses. The discussion takes an interdisciplinary approach as we explore lessons HR can learn from commercial, sales, marketing, and engineering teams, providing a fresh perspective on people experiences.

Enjoy this fun and innovative episode 😊

In this eye-opening episode, we sit down with William Welton, who transitioned from a consumer sales role to building a successful oral health business.

One of the most critical stages in that journey? Hiring the right people. William opens up about his unique hiring process, detailing what he looks for in his first employees and how he's found the perfect balance between technical skills and cultural fit.

Whether you're an aspiring entrepreneur or an established business leader, William's insights on establishing a team that can both meet technical demands and fit seamlessly into your company culture are invaluable.

Tune in to learn how to navigate the hiring hurdle successfully and set your start-up on the path to success.

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.

Data is a powerful tool in the quest to deliver a continuously evolving and enjoyable candidate experience.

Ruta from Tech scale up Kevin talks to us about exactly how to do this.

We covered:

• What candidate experience should be
• How we can use data to evaluate how good our candidate experience offering is
• Some of the common issues which data shows about candidate experience
• The blueprint for a positive candidate experience and how data can help it continuously improve

Contact Ruta here - Ruta Petrikauskiene

If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!

Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite

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

Are you inundated with applications for your job adverts? Are there too many to go through? How about trying ApplyPro?

ApplyPro will read your CVs and provide a shortlist of relevant applications.

Give it a try for FREE at ⁠⁠applypro.co.uk/contact/⁠⁠ and put talentandgrowth in the Message.

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Today we welcome Yakub Zolynski, VP People at XYZ Reality.

Takeaways

• You need to have a hook in your pitch.
• Assessing cultural fit requires real examples from candidates.
• Headhunting is crucial for maintaining recruitment quality.
• Creating a unique candidate experience can lead to higher acceptance rates.
• Transparency in communication is key during tough times.
• Closing candidates requires ongoing communication and understanding.
• Indecision in hiring can lead to missed opportunities.
• AI is transforming the recruitment landscape.
• The talent pool is expanding with remote work options.
• Being open-minded about talent sources can give a competitive edge.

Get ready for a deep dive into the entrepreneurial journey of Ian Mullane, CEO of Keepme, as we explore the mind of a serial business leader in our latest T&G episode.  
 
Ian shares his wealth of experience, providing insights on how he effectively manages multiple ventures while cultivating team loyalty and longevity. He reveals his secret strategies for identifying and attracting top talent across a diverse array of businesses and how his leadership style has evolved over the years. 

We delve into how he maintains focus and inspires his team to stay true to their mission, despite the challenges of navigating different businesses and industries. 
 
We also get personal, discussing setbacks and failures he's faced in his ventures, offering invaluable advice for those in similar situations. 
 
And for those who aspire to tread the entrepreneurial path or lead businesses, Ian has a treasure trove of advice from his diverse and successful career. 
  

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

This is quite simply a phenomenal episode.

Parul is captivating, inspiring and full of valuable perspective and advice. 

Parul was good enough to share her own journey before linking into a topic she is incredibly passionate about - Neurodiversity.

We covered:

• Parul's journey around being diagnosed with ADHD
• How to create adverts which appeal to the neurodivergent talent pool
• How to ensure an inclusive hiring process for neurodivergent talent
• How do we create an inclusive environment at work
• Advice to businesses who want to appeal to neurodivergent talent
• Advice for individuals who feel that their neurodivergence is hindering their career development or job application

Contact Parul here - Parul° Singh

Neurodiversity in Recruitment Resources (notion.site)

If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!

Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite

2022 was the year of the layoff, and unfortunately, many good TA professionals were let go.

When the hiring stops, businesses often don't realise quite how skilled their excellent TA staff are and the other areas they might be able to help with or support.

So, this live discussion focused on how TA professionals can put their hands up to support the business outside of recruiting. It also gave companies an idea of different ways to utilise their TA people, even when the hiring stops.

Parul Singh, Paul Abercrombie and Nuria Requena joined us.

In this episode, we're joined by Peter Mukherjee, the mind behind "A Few Wise Words," a book that illuminates the experiences and insights of extraordinary individuals.

Delving into Peter's journey of compiling this enlightening book, we explore key trends and shared wisdom from various luminaries.

We tackle questions about what employees seek from their employers and the pivotal role of effective communication in comprehending and fulfilling those expectations.

Peter sheds light on the fascinating dynamic of intrinsic vs. extrinsic motivation and its implications on employee engagement and loyalty.

Drawing from the vast repository of wisdom he's gathered, we discuss essential leadership attributes, strategies to inspire creativity and the significance of personal growth in retaining talent.

As businesses grapple with generational shifts in the workforce, Peter offers actionable advice on tailoring acquisition and retention strategies.

Don't miss this enlightening conversation filled with wisdom and insights from some of the world's most accomplished individuals.

Emily Sivey is fantastic! And did I mention she is a Super Recruiter? In this episode, we explore the managing of high application volumes while maintaining a personal touch - a critical aspect in the world of recruitment.

This is a great hack-filled guide on how to give EVERYBODY who applies to a job at your business, a positive candidate experience.

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

Lou Alder is a legend in recruitment, and somebody knows how to at talent to engage with us precisely.

In this episode we covered the following:

• The challenges and trends Lou sees in the market in 2023 and how we overcome them
• Lou’s thoughts on ChatGPT and the impact it will have on what we do
• Lou’s blueprint for making long-term hiring/career decisions and how we can reverse engineer this
• Lou’s advice on how to be better at our jobs in 2023

Contact Lou here - https://www.linkedin.com/in/louadler/

I am always interested in hearing feedback on episodes and getting ideas for futures ones, so if you would like to talk to me about this or anything else, please connect with me here  - Paul Church

How does your business's Talent Acquisition function compare to your peers in the market?

Are your operational mechanics optimised to make your hiring strategies successful?

Are you in the best possible position to attract the best people in the market for your vacancies?

Is your talent process fluid enough to improve and good enough to deliver a fantastic candidate experience?

Are you using the right tech to enable slick data capturing and data utilisation?

Are you using that data to cement your TA function as a strategic partner in the business?

If you spend 3-4 minutes now completing the survey, you will find out how your TA function stacks up, AND you will help the community by identifying the challenges we all need to work on solving together.

Take the health check here - https://healthcheck.theanimogroup.com

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).

People want to know where they are and where they are going in their careers.
Progression paths are the key to this. And so is being transparent.
In this webinar, we will find out how to put progression paths together, use their value, and roll them out in the business.

Luke Eaton, a talent acquisition leader, shares insights on how to do more with less in talent acquisition. He emphasises the importance of measuring and tracking key data points, such as volume, conversion rates, and capacity, to identify areas for improvement. By optimising processes and focusing on bottlenecks, recruiters can increase efficiency and make more hires with the same level of effort. Luke also highlights the role of technology and automation in streamlining recruitment processes and reducing administrative tasks. He provides examples of how companies have successfully navigated challenging periods by implementing these strategies.

Takeaways

Measure and track key data points to identify areas for improvement in talent acquisition processes.

Focus on optimising processes and addressing bottlenecks to increase efficiency and make more hires with the same level of effort.

Leverage technology and automation to streamline recruitment processes and reduce administrative tasks.

Empower individual recruiters by providing them with data and tools to improve their performance.

Prioritize time management and personal well-being to maintain productivity and avoid burnout.

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

In this episode, Sameen Mahmood discusses the importance of personal branding and networking in today's competitive job market.

Chapters

00:00

Introduction and Background

01:14

The Importance of Personal Branding

03:28

Sameen's Personal Journey with Personal Branding

06:58

Networking and its Evolution

12:09

Balancing Personal Branding and Work

15:03

Personal Branding as a Shield in the Job Market

19:01

Practical Steps to Start Personal Branding

22:07

Maintaining Work-Life Balance

25:16

The Future of Personal Branding and Networking

27:33

Conclusion and Contact Information

In our latest episode of Talent & Growth we dive into the fascinating world of organisational health with Chris Parsons, Co-Founder of Lollipop.ai.

Chris shares his entrepreneurial journey and the innovative strides his current venture, Lollipop, is making in reshaping consumer shopping experiences.
Throughout the conversation, Chris emphasises the critical role of organisational health, as conceptualised by Patrick Lencioni, in drivin business success.

He delves into the importance of having a clear mission, building a high-trust environment, and ensuring low staff turnover.

Listeners will gain insights into how Chris's team at Lollipop maintains a clear focus, sets concrete objectives, and aligns their decision-making processes with organisational health principles.

For anyone interested in learning about the practical implementation of organisational health principles in both startups and established companies, this episode is a must-listen.

David has over 20 years of experience working in Talent Acquisition, starting agency before moving in house. In January, he began a new role as Group Global Head of Talent Acquisition at Ocado.

Ocado is a UK-based online grocery solutions and logistics business that licenses its technology to grocery retailers worldwide.

There is a big difference between management and leadership, and David talks us through his take on this topic and what he believes makes outstanding recruitment leadership. An excellent conversation and a must for those in or aspiring to get into leadership positions.

Contact David here

Since HelloFresh was founded in 2011 in Europe’s vibrant tech hub, Berlin, they have become the world's leading meal kit provider, delivering to over 4.2 million households worldwide in 16 countries across three continents.

More than 15,000 employees from over 75+ nationalities are the heart and soul of their fast-paced and dynamic environment where innovation and intelligent, fast action is encouraged.

To get the best people, they need the best talent team, and I was fortunate to speak with Yasar Ahmad, Global VP of Talent, and Rafael Grana, Team Lead Talent Acquisition, around the following:

• How they have successfully transformed their talent team since June 2021
• How they make sure all the members of the team learn and develop skills beyond their job descriptions
• How they create an incredible candidate experience
• What Talent 4.0 means and what the next steps are
• How they plan to create a global mobility program
• How TA can save their business from attrition
• What advice would they give other talented teams who want to transform!

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

Hessie has been involved in and led HR & People functions for over eight years, including working at Starling Bank, British Gas & Sedna.

Within SEDNA’s digital workspace, individuals can seamlessly collaborate and execute with increasing speed while delivering a single source of truth for the whole organization through one integrated system.SEDNA is email reimagined, built with intelligence and team collaboration at its core. Emails and communication are enriched in real-time with information about the projects and transactions related to.

SEDNA has always been remote-friendly but have adopted a Remote First environment following the pandemic, meaning that employees can choose to work from where they want, be it from home or going to the office. This type of structure is fast becoming THE preference for tech, data, and digital talent, so it is essential for companies to consider it an option in the war for people.

Find out how to make it work with myself and Hessie in today's episode.

Contact Hessie here - Hessie Coleman | LinkedIn

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. 

Candidate experience has been one of the hot topics of 2022, and rightly so. But how does Who Gives A Crap, an incredible mission-led business, make sure they are authentically delivering the best experience throughout their interview process?

Mary was kind enough to share exactly how!

We covered:

• The process Who Gives A Crap follows to ensure amazing experiences
• How they use 360 candidate feedback throughout the process to keep improving and to keep candidates engaged and happy
• How rejections can turn into positives when done the right way
• The biggest challenges Mary feels we are facing in TA in 2023

And lots more!

Contact Mary here - Mary Strebinger

This episode of Talent & Growth is in preparation of our live event, happening at the Warner Brothers Discovery Offices in London on the 19th of October 2022. This community of talent acquisition and people professionals will be coming together to network and share their expertise with one another.

To join our live event and hear from all of our incredible speakers, you can sign up here:

https://www.eventbrite.co.uk/e/talent-growth-tickets-414487652727

To set the tone for the event, we’re throwing it back to some highlights from previous podcast guests.

Today we’re joined by Katrina Collier, author of The Robot-Proof Recruiter and Rohan Kallicharan, the Director of People and Talent at Carbon Clean. Rohan is also a trustee at Mind, the charity that our live event will be supporting.

To find out more about the work that they’re doing both on a professional and personal level, listen to this episode of the Talent & Growth podcast now!

Today I am joined by your friendly, favourite Virtual Chief People Officer, Geraldine Butler-Wright!

Every company experiences layoffs at some point and in this conversation, Geraldine shares how businesses can conduct themselves in a humane and correct way.

We covered:

Human-Centric Layoffs: Strategies for respectful and compassionate layoffs.

Effective Communication: Transparent communication in challenging times.

Emotional Intelligence: The role it plays in managing layoffs and supporting well-being.

Post-Layoff Support: Career transition guidance and counselling services.

Maintaining Morale: Keeping remaining employees engaged and motivated.

Tune in for a concise guide to compassionate layoffs and resilient workforce management.

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

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

In this compelling episode, we dive deep with Nathan Trousdell, Co-founder of Fraudio, to explore his fascinating transition from investment banking to leading a trailblazing company.
We uncover the attributes that make Fraudio's remote work culture tick, discuss initiatives that effectively engage a geographically scattered workforce, and delve into the strategies for fostering innovation and creativity across the board.
Nathan shares his hands-on experience with remote team training and offers practical advice for budding founders and leaders in the remote work arena.
Nathan is a thoughtful, reflective and very smart human being, who happens also to be a great guy so I am sure you will enjoy this episode. 

Matt has over 17 years of recruitment experience within consultancy, on-site, RPO, and internal operational models. He has managed international Talent Acquisition projects and teams in private & public sectors across organizations globally, including EMEA, APAC, and The Americas.

Ingeus helps governments and employers design and deliver services to solve the complex challenges caused by social and technological change.

Matt joined Ingeus to transition them away from an RPO and build out an internal talent function, which is now 20 people strong. Matt talks us through everything we need to consider when setting up a talent team’s scratch. We are talking people, infrastructure, and service.

So, if you want to find out how to build and scale your talent team, check this episode out.

Contact Matt here.

Join us in our latest Talent & Growth episode as we sit down with Anita Lettink, a thought leader in the HR space. With an impressive career spanning strategy consulting, tech entrepreneurship, and HR leadership, Anita offers a wealth of knowledge and unique perspectives on the evolving landscape of HR technology and employee financial health. 

In this conversation, Anita explores the critical role of supporting employees' financial health in fostering mental well-being and job satisfaction. We delve into the effective strategies companies can implement to educate and empower their employees to make informed decisions about their financial future. 

As fintech expands into the payroll space, Anita discusses the potential innovations and trends we can anticipate and their implications for managing payroll and employee benefits. We also touch upon the integration of fintech solutions with payroll systems and the challenges this process may present. 

Anita shares her insights on the growing trend of pay transparency in the EU and its role in addressing the gender pay gap. She offers best practices for organizations looking to implement pay transparency measures and cultivate a culture of openness around compensation. 

Tune in to this episode to gain valuable insights from one of the industry's leading experts on HR technology, salary transparency and employee financial health. 

Jan is the author of Full-Stack Recruiter, and in this episode, he gives some fantastic insights into what and who the modern recruiter needs to do and be. 

We covered -

• What a Full Stack Recruiter is
• How TAs can improve their candidate outreach in this incredibly competitive market
• How to better engage passive candidates?
• Some LinkedIn hacks
• The blueprint for the perfect candidate process and experience
• How to successfully pipeline and map talent
• Advice for the modern recruiter who wants to be world-class at what they do

Contact Jan here - Jan Tegze | LinkedIn

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

Crina Pupaza is an accomplished Human Capital leader with a wealth of experience in both large, established corporations and nimble startups, building and managing People and Culture teams and successfully scaling organizations from 50 to 500+ employees. With a Masters degree in Organizational Psychology from Columbia University and 15+ years as an HR leader, Crina brings deep behavioral insight, knowledge, and experience to help organizations source and leverage talent for growing businesses.

Throughout her career, Crina has held leadership and advisory roles in various disciplines within HR and Internal Communications at established organizations and startups, including Nymbus (SaaS, Fintech, Series D), eMarketer/Insider Intelligence (subscription-based market research company), OppenheimerFunds (global asset management $220B+ in AUM), the Guggenheim Museum (non for profit), and SquarePeg (SaaS, HR Tech, Series A).

In addition to her work as Chief People Officer at Nymbus, Crina is recognized as a thought leader and a Top Culture Change Voice on LinkedIn, where she shares insights on scaling organizations, founder enablement, productivity, and leveraging high performance.

Crina is a trusted coach and advisor to business leaders and individual contributors alike, empowering them to navigate complex situations and make strategic decisions that shape the future of their companies and position them for professional success. She is especially passionate about enabling founders, CEOs and managers to be exceptional leaders, knowing that their effect on talent and power to inspire growth can be both exceptional and exponential.

Born in Cluj, Romania, Crina has started her education in Psychology at Babeș-Bolyai University. She has completed her education and received advanced degrees and certifications in the United States where she built her career to enable companies to navigate mergers and acquisitions, as well as enhance culture and motivate and drive talent to succeed.

After more than 20 years of living in the New York area, Crina and her family opted for a new life adventure in Cary, North Carolina where she is sharing her knowledge with the local business community.

In this insightful episode, we are joined by Minal Joshi-Jaeckli, founder of Open Elevator, who shares her passion and unique approach towards employee engagement. Minal's obsession with enhancing engagement within organizations has led her to use data-driven insights to create and support effective retention programs.

Throughout our conversation, we delve into Minal's background and discover the ""why"" behind her mission. She illuminates how critical data points are harnessed to measure and improve engagement, all while debunking common misconceptions about the process.

With vivid examples, Minal outlines how her method has led to significant improvements within companies, fostering a culture that promotes diversity and inclusion. Her continuous process of cultural improvement, rather than mere one-time interventions, stands out as a unique approach that truly resonates with leaders and employees alike.

By focusing on the essence of allowing people to be themselves and giving various voices and identities room to thrive, Minal offers a fresh perspective on the value of HR and the role it plays in modern organizations.

If you are interested in understanding your organisation at a deeper level and seeking ways to make meaningful and continuous improvements in engagement, this episode is packed with valuable insights and practical advice. Don't miss it!

What is life like after living that recruitment agency life? What can you expect, what will change, what will you love?

I used to think failed recruiters went in-house, and now I work in-house myself; I know nothing could be further from the truth. It is a more profound, fulfilling role that allows you to have a huge impact on companies.

In this conversation, the amazing Parul Singh talks us through her transition from agency to in-house and even to Recruitment Marketeer.

There’s a whole world out there...

We covered:

• Parul’s experience working in an agency, what she liked, what she disliked and what it taught her
• How the transition of working in-house went, and what surprised her
• The huge role agency life had on Parul’s ability to be great at TA
• What do the biggest new tasks look like when it comes to working in-house rather than agency
• What recruitment marketing means, covers and why Parul chose to look at this route as well
• Parul’s advice to anybody looking to make the change from agency to the other side!

Contact Parul here -  https://www.linkedin.com/in/theadhdtechrecruiter/

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

I recently had an enlightening discussion with Siadhal, CEO & Co-Founder of Metaview, about how artificial intelligence is transforming recruiting.

Siadhal shared his unique perspective on AI, countering fears about it being overly technical. He revealed how AI can augment (not replace) human recruiters, handling mundane tasks while providing powerful insights.

We explored the coming productivity revolution AI promises, along with potential pitfalls and how to mitigate risks. Siadhal also offered practical first steps for recruiters to incorporate AI into their processes.

Key takeaways included:

- AI excels at structured data analysis at scale, detecting signals recruiters may miss

- AI can intervene with recommendations, but final decisions remain with recruiters

- AI will foster collaboration, filling gaps between hiring managers and recruiters

- Start small, focus on repetitive tasks, and build up from there

- The future of recruiting will involve recruiters leveraging AI to become more strategic advisors.

Tune in to hear Siadhal's unique perspective on harnessing AI's potential while maintaining the human element of hiring.

It's a must-listen for any recruiter seeking to prepare for the AI-powered future.

Join us for an insightful Talent & Growth webinar on professionalising businesses through effective talent acquisition and hiring strategies. Our expert guests will share valuable tips on improving hiring, retention, inclusivity, and efficiency while preserving your company's unique culture.
Take advantage of this opportunity to elevate your businesses talent acquisition strategies.

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

In this insightful episode, we sit down with Sandra Feldmann, an expert in creating compelling outreach campaigns for attracting top-notch talent. Sandra, whose diverse background spans across different realms of recruitment, currently lends her expertise to the team at Scandit as a Talent Acquisition Campaign Manager. 

Diving deep into her strategy toolkit, Sandra shares her unique approach to designing outreach messages that cut through the noise. We discuss the nuances that make her outreach stand out, highlighting the importance of differentiation and the strategic use of collateral. 

Sandra walks us through her creative process, sharing intriguing examples of her innovative strategies such as incorporating poetry, GIFs, and hyper-personalized elements. These tactics, she explains, are designed not just to capture attention, but to make candidates genuinely feel seen and appreciated. 

Reflecting on the critical role of pre-outreach awareness, Sandra discusses how building interest in the organization before candidate contact can substantially bolster the effectiveness of her campaigns.  

This episode offers a treasure trove of actionable strategies for those keen to elevate their candidate outreach. Join us for a deep-dive into the art of attracting talent in this engaging episode. 

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Shout out to our partners at Metaview.ai. Metaview is the AI assistant for interviewing. It completely eradicates the need for recruiters and hiring managers to take notes during interviews because their AI is designed to take world-class interview notes for you. I’ve been using it myself and absolutely loving it—especially for screening calls.

Head over to www.metaview.ai to get started and be sure to mention Talent & Growth to get 10% off your first year of Metaview. 

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

We all want to open up talent pools, don’t we? Yes? Of course, we do!

Social mobility is a way to do this. Actually, if we redefine social mobility a little as well, we can end up with a phenomenal long-term talent and branding strategy AND do some good in the world as well.

Felicity is the Founder of Goodwork, and in this episode, we find out all about the excellent work Goodwork (ha!) are doing and how we can start opening up our talent pools!

We covered:

• The mission and vision for Goodwork
• How we should and can redefine social mobility
• How do we embed this into our long-term strategy and this tie it into our employer brand?
• Some of Felicities and Goodworks success stories

Contact Felicity here - Felicity Halstead

In our latest episode, we sat down with Carlotta Zorzi, a seasoned professional focused on creating diverse and inclusive workplaces.

Our illuminating conversation covers the A to Z of diversity and inclusion, from crafting clear career paths to fostering a culture of allyship within organisations. Carlotta delves deep into the nuanced differences between mentoring and sponsorship, shares valuable insights on the role of senior leadership in promoting diversity, and reveals key metrics for tracking the success of your D&I initiatives.

Whether you're a leader eager to make meaningful changes or simply looking to better understand the complexities of today's diverse work environments, this interview is a masterclass in actionable insights.

Tune in to be inspired and informed.

Hannah Williams is a TikTok sensation with nearly 1 million followers.

After realising she was grossly underpaid, Hannah went on a personal journey, creating a movement focused on breaking down the taboos around salary information.

Hannah and her company, Salary Transparency Street, believe that salary transparency is critical to ensure workers, especially women, POC, and those with disabilities, are not taken advantage of or discriminated against financially by employers.

We covered:

• Hannah’s journey, which led to the birth of Salary Transparency Street
• Why is salary transparency SO essential to fixing inequality and pay gaps
• The generation trends around discussing salaries and why it has historically been such a taboo
• How the law changes around salary information have affected advertising
• The importance of flexibility in the workforce and inclusivity

Contact Hannah here - Hannah Williams

Dara Henry, a biotech professional and COO of Prokarium, discusses the importance of a people-centric approach in talent management and growth. He emphasises the qualities of a good manager, such as liking to work with and mentor people. Dara also highlights the value of people in companies, particularly in the biotech industry, where great science and great people are essential for success. He discusses the challenges of finding and retaining talent in the competitive biotech market and the significance of one-on-one dialogues between employees and management.

Takeaways

A good manager likes working with and mentoring people, while a great manager also has a vested interest in helping others' careers.

In the biotech industry, people are just as valuable to a company as the drugs they develop.

Smaller companies are often better at investing in and developing their employees compared to larger companies.

Regular one-on-one dialogues between employees and management are crucial for meaningful communication and engagement.

Companies should invest in their employees and develop tailored career development plans to retain and develop talent.

Chapters

00:00

Introduction and Career Background

03:43

Defining a Good Manager

05:04

The Value of People in Companies

07:35

People-Centric Approach in Business Operations

09:02

Talent Acquisition in Biotech Industry

10:16

Challenges in Finding and Retaining Talent

12:01

Importance of One-on-One Dialogues

14:14

Planning Career Goals with Employees

16:09

Developing a People-Centric Approach

19:11

Promoting from Within

20:25

Conclusion

A volatile market can unsettle your employees, so you must optimise their experience.
If you don't make this a big focus, you may lose great people.
Employee experience also affects staff performance, so making this a priority is a win-win.
In this webinar, we will have an open and candid discussion about the market, how we can utilise internal resources and see what we can suggest to help talent partners who may be struggling with retention.
Don't miss it :)

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.

Remote Working opens up the workplace for everybody. Businesses do not realise who they may be excluded by ordering people back to the office.

Hannah Litt is an incredible person and an Award Winning JEDI (Justice, Equity, Diversity & Inclusion) Resourcing Leader of Cultural Change. She was kind enough to share her journey, the benefits of remote-first culture and how to make it work.

• The benefits in terms of equity from promoting a remote first workplace
• The talent pools we open up if we create a remote first business
• In a remote-first culture, how do we make our communication on point and appropriate
• How to keep people connected and not feel lonely
• For businesses with a mix of people onsite and remote working, how do we ensure that we are keeping the playing field level internally
• Hannah’s message to business leaders who are sending people back to the office

Contact Hannah here - Hannah Litt

If you like what you hear then join us for Talent & Growth live on Wednesday, October 19th; just click for tickets!

Talent & Growth Tickets, Wed 19 Oct 2022 at 18:00 | Eventbrite

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

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Today we welcome Alana Fallis, Head of People at Quantum Metric.

Takeaways

The primary objective of the company is to ensure happy employees.

A diverse and inclusive culture is essential for employee satisfaction.

Alumni programs can strengthen relationships with former employees.

Engagement in rewards programs can reach high levels of participation.

Personalized recognition can enhance employee morale.

Feedback from exiting employees is crucial for cultural improvement.

Celebrating employee departures can foster positive alumni relations.

Listening to employees helps in understanding and enhancing company culture.

Engagement surveys remain a valuable tool for HR.

Building strong relationships is key to employee retention.

In this captivating episode, we sit down with Nadim Sadek, a serial entrepreneur who founded 13 companies. His unique perspective, heavily influenced by psychology and market research, has shaped businesses across various sectors. We delve into his pioneering methods for analysing brands and activating them and how this translates into the world of AI for marketing.
Nadim also discusses his distinctive company culture, emphasising good manners and "Ps & Qs," and how this has become an integral part of his workplace. From a unique evaluation scale for ideas to a "High-performance, low friction" interview matrix, Nadim shares actionable insights that help align recruitment with business objectives.
Tune in to explore the importance of objectivity within a team, and why Nadim refers to his employees as "teammates" rather than "family." With a focus on frameworks for success that have evolved over his entrepreneurial journey, this episode offers a wealth of advice for both budding and seasoned entrepreneurs.
Learn about Nadim's challenges in infusing culture and values into his ventures and the strategies he employed to overcome these obstacles. This episode goes beyond business, diving deep into the psychology and philosophies that drive true entrepreneurial success.

In this intriguing episode of our podcast, we discuss coaching and professional development with Carmen Stam and Sonja Marie Schiebold from Headroom Assistance. Through a candid discussion, they offer a deep-dive into the realm of internal coaching, offering fresh insights and practical advice for those looking to unlock the potential within their teams. 

Carmen and Sonja illuminate the strategic decision behind Headroom's choice to invest in internal coaches and the compelling return they've experienced. They share fascinating insights about the dual role their executive assistants play as internal coaches, seamlessly balancing their primary tasks with their impactful coaching duties. 

Exploring their guiding mantra, "smart work is better than hard work", they discuss its influence on their coaching ethos and how it has redefined productivity in their teams. 

For listeners considering implementing a coaching programme, our guests provide a step-by-step guide, from inception to execution, along with a realistic portrayal of potential challenges and strategies to overcome them. They also discuss the measures of success and share remarkable transformation stories resulting from their coaching initiatives. 

The episode concludes with our guests looking ahead, predicting the future role of internal coaching in the business landscape, leaving listeners with much food for thought. 

This episode provides a wealth of knowledge for those keen to harness the power of internal coaching and create a culture of continuous learning and development. Join us for this insightful journey into the heart of coaching at Headroom Assistance. 

Contact Sonja and Carmen here - https://www.linkedin.com/in/sonja-marie-schiebold-34046720/ https://www.linkedin.com/in/carmen-stam-43516ab3/