Talent and Growth Paul Church

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.

Roger Philby, Founder of Chemistry and Managing Partner at New Street Consulting Group, discusses the importance of data-driven decision-making in talent management. He highlights the problem of using flawed data to make decisions about hiring, promoting, and developing employees, and emphasizes the need to focus on contextual fit rather than relying solely on previous experience and qualifications. Filby introduces the five-box model, which includes intellect, personality, motivation, behaviour, and experience/skills, as a framework for assessing and predicting performance. He also emphasizes the importance of developing employees and meeting their evolving needs and expectations.

Takeaways

Flawed data is often used to make decisions about hiring, promoting, and developing employees, leading to poor outcomes.

Contextual fit is more important than previous experience and qualifications when assessing and predicting performance.

The five-box model (intellect, personality, motivation, behaviour, experience/skills) can be used to assess and predict performance.

Developing employees and meeting their evolving needs and expectations is crucial for talent retention and engagement.

Talent scarcity is a myth, and all individuals have talent that can be harnessed in the right context.

Today we welcome Melanie Naranjo, VP of People at Ethena.

From discussing the current state of HR to exploring the evolving role of performance management in remote work environments, Melanie shares invaluable insights on how HR professionals can thrive amidst change.

We explore the importance of taking HR off autopilot and crafting a strategic approach that aligns with broader business objectives. Melanie sheds light on the significance of building strong partnerships with senior leadership, emphasising the need for HR professionals to speak the right commercial language to drive success.

Drawing from Melanie's extensive experience, we uncover real-world examples of successful HR initiatives that have made a tangible impact on employee engagement and performance. Additionally, we dive into the realm of data and analytics, exploring how HR professionals can leverage data-driven insights to inform decision-making and drive organizational success.

Throughout the conversation, Melanie offers practical tips for HR professionals on building resilience, adaptability, and making a positive impact in their organisations.

Whether you're a seasoned HR professional or an aspiring one, this episode provides valuable insights to elevate your HR practice and drive meaningful change in your workplace.

Summary

Lubomila founded Plan A in 2016, a software as a service platform that supports corporates in decarbonizing, managing ESG reporting, and optimizing their value chains for sustainable growth. The journey has been complex, but sustainability has become a key decision-making element in boardrooms. Lubomila's personal motivation for starting the business came from a serendipitous moment in Morocco where she cleaned beaches from plastic. She saw an opportunity to create a business case for sustainability and combine it with her learnings from the financial system. Plan A focuses on being an empathetic leader and creating a supportive work culture.

Takeaways

Sustainability has become a crucial element in boardroom decision-making.

Lubomila's personal motivation for starting Plan A came from a serendipitous moment in Morocco.

Plan A focuses on being an empathetic leader and creating a supportive work culture.

The company provides growth opportunities through programs like MyPlan A and encourages employees to go beyond their job descriptions.

Education is a core part of Plan A's mission, both internally and externally.

The company values cross-cultural management and encourages employees to bring their unique perspectives and reshape the company culture.

Leaders building a globally applicable business should understand and adapt to different cultures and mindsets.

Chapters

00:00

Introduction and Background

02:28

Opportunity and Journey of Plan A

06:29

Company Growth and Leadership

07:19

Empathy and Employee Engagement

09:09

Employee Motivation and Development

11:00

Employee Education and Upskilling

12:39

Going Beyond Job Descriptions

14:14

Personal Connection with Employees

17:54

Aligning Company Goals and Personal Aspirations

Summary

In this conversation, Trent Cotton discusses the traits and strategies that contribute to high-performance recruiting teams. He emphasizes the importance of being goal-oriented, gritty, adaptable, curious, and open to respectful conflict. Trent also introduces the concept of sprint recruiting, which applies agile methodology to the recruiting process. He explains how sprint recruiting can improve efficiency, establish accountability, and provide measurable progress.

Takeaways

High-performance recruiting teams are goal-oriented and measure their success against specific targets.

Grit and tenacity are essential traits in recruiting teams, but leaders must also help balance their focus and prevent burnout.

Adaptability is crucial in today's ever-changing business landscape, and recruiting teams can foster it by creating a playground for innovation and experimentation.

Intellectual curiosity drives high-performance recruiting teams, as it leads to a deeper understanding of the recruiting process and better candidate engagement.

Respectful conflict is necessary for growth and improvement in recruiting teams, as it allows for diverse perspectives and better solutions.

Accountability is established by setting clear goals and holding team members responsible for their actions and outcomes.

Sprint recruiting applies agile methodology to the recruiting process, improving efficiency, establishing accountability, and providing measurable progress.

Recruiting professionals can improve their team's performance by adopting agile methodologies like sprint recruiting and focusing on metrics and continuous improvement.

Trent Cotton recommends his books, 'Sprint Recruiting' and 'High Performance Recruiting,' as resources for further exploration of these topics.

Chapters

00:00

Introduction and Background

01:32

Goal-Oriented Recruiting Teams

05:25

Adaptability in Recruiting Teams

08:52

Curiosity in Recruiting Teams

10:55

Respectful Conflict in Recruiting Teams

15:22

Accountability in Recruiting Teams

24:06

Implementing Agile Methodologies in Recruiting

25:26

Book Recommendations

Today we are joined by Abigail Ansaah Nuer, Group HR Manager at Atlantic International Holding in Ghana.

Today we cover:

- Learn how to adapt global HR policies to local contexts effectively.

- Discover practical strategies for building and scaling an HR department.

- Gain insights into fostering employee engagement, recognition, and development.

- Explore tips for setting up a workforce in a new country and managing cross-country interactions.

- Get actionable advice on identifying and nurturing local talent.

- Hear a step-by-step plan for setting up an HR function in a developing country.

Don't miss out on valuable insights to enhance your HR management skills! 🌟