Talent Talks, formerly The Talent Revolution

Tom's Notes: The SaaS market in Human Resources is getting more crowded all the time—but just a few years ago, it wasn’t unusual for Glenn Donaldson to meet with prospects who had never even heard of software as a service. At that time, Glenn and intelliHR founder Rob Bromage saw a distinct gap in the market. Hardly anyone was leveraging all of their valuable HR data to add value and make their or...

Tom's Notes: What if you could ditch job boards and cold outreach for good in favor of a strategy that does the heavy lifting for you? Peoplepipe founder Nathan Jefferson sees two conversations developing in the wake of the global pandemic. Both point away from job boards and toward an altogether different recruitment strategy: Recruiter burnout: Talent acquisition teams are exhausted, but almost...

Tom's Notes: Check out what else we discussed in my latest episode: How to glean actionable insights from big data  How Bryq's 'psychologist in a box' concept is about as close to perfect as you can get without eliminating humans from the process completely  Why you should be considering the whole team skillset before determining what you're looking for in a candidate to join your team How hiring...

Tom's Notes: In this weeks episode, host Tom Hacquoil spoke with Adrian Thomas who has spent most of his career fighting to change the perception of TA being an entry-level position in organizations. On the contrary, he firmly believes that TA should have a strategic seat in “the room where it happens”—if not on the board, at least in close proximity. When viewing talent acquisition as a strategic...

Tom's notes: In this weeks episode, Pinpoint CEO, Tom Hacquoil sat down with Arthur Matuszewski, a jack-of-many trades but particularly with a knack for growing high volume and quality teams in the talent acquisition space. He has helped companies like Wayfair scale at hyper speed and with quality candidates coming in the door. Here are the highlights of our discussion: Professional skills can be...

Tom's notes: If you started looking for a new job tomorrow, what would you look for in a job ad? When Ed Ross started recruiting talent for tech companies in the early 2000s, he was tasked with sending applicants lengthy job specs. These specs contained the information companies thought candidates required—namely, a list of skills and requirements for the open position. After running his own consu...

Tom's Notes: We’ve all run into some version of the same problem. As candidates, we know we can do a job well, but we lack the professional experience to land an initial interview. As employers, we’ve got open positions to fill, and we want to fill them with the right candidates. Unfortunately, a traditional resume makes it nearly impossible to predict who those candidates are. This problem affect...

Tom's Notes: By the time Dan Caines joined the team at LumiraDX in 2019, they’d grown to 300 people and were looking to uplevel their talent acquisition strategy. Dan helped grow the team by 150 people in one year as the sole recruiter. He made the last 50 hires in a single quarter. When COVID hit, the company shifted focus from R&D to manufacturing and distribution almost overnight. LumiraDX...

Tom's Notes: Remember the company values your organization put on the wall somewhere? Hopefully you do, but the odds are that you don’t. Studies show that most employees don’t know what their company’s core values are. Many organizations struggle to define their values, but it’s essential to get them right—and not just because companies “should” have them. If your company selected values because y...

Notes from Tom: Traditional employer branding is used as a magnet to attract a high volume of candidates. Companies share their strengths, benefits, and opportunities, presenting themselves in the best possible light. (Not unlike the corporate version of a Tinder profile.) The more people who swiped right, tradition said, the better a company was doing. But this logic has a fatal flaw. You can’t p...

Notes from Tom: Creating the ideal candidate experience might sound complicated, but it’s actually quite simple: find out what your candidates want, and offer it to them. Simple, right? Simple, but not necessarily easy . Here are 3 simple steps any business can take to improve their candidate experience. Step 1: Anticipate questions before they’re asked - Think ahead about what those questions mig...

Notes from Tom: There’s no one-size-fits-all software solution, so there’s no one-size-fits-all approach to vetting software. When looking to vet HR software, Phil suggests taking an approach similar to that of a toddler. Asking the questions "why" and "how" over and over. Most people stop at the outermost layer when they’re searching for an HR software solution. They might download a general RFP...

Notes from Tom: Employee Value Proposition (EVP) is something a lot of companies struggle to get right. They try to compete with the loudest, best-known voices in the market—but, of course, those companies are fundamentally different. This kind of EVP yields candidates who don’t want to work for your company in particular; they just want to work in general. They’ll take home a paycheck, deliver me...

Notes from Tom: In this weeks episode we jump into some controversial but powerful topics around candidate experience and what a positive, or negative one, can do to your talent pipeline and future hires.  More specifically we'll focus on:  How treating your candidates like customers will yield higher results of great hires Why it's important to recognize that the right candidates have choice and...

Notes from Tom: Most recruitment is a lie. Open, honest communication can make the hiring process—and your company—stronger. But how do you do that and what does it look like in action? Glenn believes that there are two employee engagement strategies that work (almost) everywhere: Open and honest communication, warts and all Offer employee share ownership But what does each mean and why does it ma...

Notes from Tom: What are the keys to creating diverse organizations? How do you hire diverse candidates when your current team doesn't reflect the future you want to build? I asked these questions and more to Esther Odejimi-Uzokwe of 10,000 Black Interns (also known as, 10KBI). Esther shared her story as well as insights from personal experiences and those she's developed over time working in the...

Notes from Tom: What is the biggest mistake organizations make around employee experience? When we asked Billie Shipley of Jam City, her answer was a bit of a surprise. She didn’t talk about benefits, compensation, or a workplace teeming with happy dogs. Instead, she said that employers ignore the full life cycle of an employee—which includes their post-employment experience. When you bring people...

Notes from Tom: Recruitment advice that has been informed by all the “best” mainstream outlets is not always relevant and to the vast majority of companies it's actually harmful. That advice, often found in places like Forbes or Inc. Magazine, goes something like this: “Facebook, Amazon, Apple, Netflix, and Google are wildly successful companies. If you recruit the way they’re recruiting, you’ll h...

Notes from Tom: As organizations recruit remotely for the first time, how can they unlock the vast potential of a global talent pool and successfully navigate the corresponding challenge? I spoke with Chantelle Cassin of Propeller Aero on how to build a global recruitment strategy and execute it effectively. Her advice to companies who are stepping outside a local recruitment strategy for the firs...

Welcome to the Talent Revolution! We believe that focusing on quality over volume and being different, not better is the right way to hire the best humans and build stronger teams. Join us as we go behind the scenes with host, Tom Hacquoil, as he dives in with forward-thinking recruiters, employer brand experts, and people leaders that are making a huge difference to their organizations. We'll lea...