161 episodes

Where talent leaders go to keep updated on what's hot in recruiting and talent management.

CareerXroads Chris Hoyt

    • Business
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Where talent leaders go to keep updated on what's hot in recruiting and talent management.

    S4 E111 | CXR Podcast: Adam Gordon looks beyond candidate backgrounds

    S4 E111 | CXR Podcast: Adam Gordon looks beyond candidate backgrounds

    Welcome to the CXR channel, our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.

    Chris Hoyt, CXR 0:21

    Alright, so we got Adam Gordon with Candidate.ID on we don't we don't really have an agenda for what to talk about, we're just going to catch up. But Adam, we're sort of in the green room. And you bring up something really interesting. And now now My head is spinning, because I want to talk to Adam Gordon the employer. So and and how Adam does some hiring. So we, you know, we were having kind of an interesting chat around what you know, should CVs be required? Should interviews be a little longer? Or should they be shorter? College degrees, do they matter? Are we hiring from background? Are we hiring for potential? And you said something kind of interesting. You've got kind of an eclectic, inbound staff coming in? Can you talk a little bit about that? And then let's, let's get back in it.

    Adam Gordon, CandidateID 1:04

    Yeah, absolutely. So up until the beginning of this year, we were looking at what's the person going to be doing. And we were writing job descriptions and job adverts which say, this is what you'll have experienced doing. And then what I really, really exciting thing happened in February this year, I posted an advert on LinkedIn. And the first applicant came through within 10 minutes, 15 minutes. And I looked at her background and went, Oh, good, good CV, but not relevant for us because she's worked to enterprise rent a car. And so I thought, there's not really she started as a graduate, you know, management training program or something like that. So she's probably really great. But she's got no experience in SAS technologies. And she's got no experience in talent acquisition or recruitment marketing. So I just sent her a message and said, Look, you've got great, great CV, but you're not going to be for this job, I'm afraid. And before I press send on the message, I got a message from her, telling me why she knew she was a wild card. But why we should see her. I sent the message, I sent that message, forwarded it to the hiring manager Shona in our team and said, Look, she might be quite interesting, Shona me a message straight back. This is one evening, by the way, and said that she sent me a message as well. So she'd actually gone and find out who was the hiring manager, even though it was me who placed the advert. And she said, you know, I'd really like love to talk to you about this job as well. And because of the way that she pitched herself, we both said, Look, we need to give her a chance, because she could be really quite interesting. And we did, she was one of about 40 people who applied probably one of six or eight that we saw. And she got the job, and she is superb. And she's superb, because she worked to enterprise rent a car, where you've got to determine how are we going to get that car from that place to this place? Are we going to have enough things here to satisfy those customers? We don't quite like to me quite like, how am I going to have enough candidates coming in here for this hiring manager, and over there for that hiring manager. And it was like, honestly, the experience is so similar. And so she was able to convince us that she was able to jump over walls, you know, climb under walls, go round them, you know, and what we realized from that hire is what we need for that job is yes, people with professional experience. But if they can convince us that they can work out problems to solutions, and then that's what we need not experience in recruitment, or employer branding, or recruitment technology that actually doesn't matter for customer success is the ability to solve problems quickly and multiple problems at the same time. And so, you know, that's what just what we realized that it was a...

    • 16 min
    S4 E110 | CXR Podcast: Anoop Gupta

    S4 E110 | CXR Podcast: Anoop Gupta

    Welcome to the CXR channel, our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.Chris Hoyt, CXR 0:21 Welcome to another show everybody. I am Chris Hoyt, president of CareerXroads, aka CXR. It's a mouthful. And today on our podcast show, we've got Anoop Gupta dear friend, he is the co-founder and CEO of Seekout. Anoop, welcome to the show.Anoop Gupta, Seekout 0:37 Hey, Chris, so nice to be here today.Chris Hoyt, CXR 0:40 It's great to have you back. You're in Seattle?Anoop Gupta, Seekout 0:43 Yes, yes, we are Seattle based close to Microsoft.Chris Hoyt, CXR 0:47 Nice and are are all of you there, you kind of spread out as your team kind of spread out every while we are around 1/3 or remote.Anoop Gupta, Seekout 0:55 Two thirds are in the Seattle area. But the number of people coming to office is still very small.Chris Hoyt, CXR 1:03 Alright, and you just love it out there. Right? It's just a good. So I know you got some Microsoft roots. You're mentioned of Microsoft.Anoop Gupta, Seekout 1:09 Yeah, I spent 18 years at Microsoft before starting Seekout and yeah, we have a roots. and it's a lovely place. You know, I moved from Stanford as a barrier to Seattle 22 years ago. And it was always the case, you know, I'll be going to go back. I was attending a faculty at Stanford. But after one year, my wife said, We are staying here and we love the mountains, the lakes, the water, you know, so it's a great place to be.Chris Hoyt, CXR 1:40 Yeah it's a beautiful part of the country. So I think we asked from time to time we have some folks come on the show to just talk about a topic. And we spend about 10 minutes on one that that the guests and I just sort of pick sometimes out of the air sometimes because everybody's talking about it sometimes because it's just a pet project or a passion project of the guests. And you and I arrived at the point of talking point of DE&I and what the organizations perhaps could be doing a little better, did we not?Anoop Gupta, Seekout 2:12 Yes, yes. We talked about intent versus impact.Chris Hoyt, CXR 2:18 It's a great phrase, I love that phrase. I stole it from Rocki Howard, I'm pretty sure we got to give her complete credit for it. But it's a wonderful phrase. And it is the difference of, you know, making a lot of noise versus making some kind of difference. Right? And and so I'll just lob it to you, we can just jump right in and talk for a couple minutes around, do you see an area of opportunity for employers, whether they be on the vendor side or the corporate side or whatever, for employers to to make more of a difference, not just not just some standing on a soapbox, and yelling about how things should be different? But do you see a lot of opportunity, or some chance for employers to take note and actually move the needle a little bit?Chris, So my this thing is, you know, last year has brought to the forefront. The racial and ethnic inequities that we have, and lots of CEOs and C suite is talking about change. So I think talking about it is also important, and is a first step to say we want to make a difference, right? So the CEOs can come here is a target that we want to set for this coming year. But then it falls to often to the HR ta organizations to say how do we translate all of those good intentions into real action and measurable results? That is where we think you know, we can others can technology can attitudes can rally how and using data as an ally to making real difference that is there and would love to dig in.I think data is an incredible weapon when used correctly, right? WhenAnoop Gupta, Seekout 4:06 Yes,Chris Hoyt, CXR 4:06 When we lean in and actually use it correctly and not just use it as a as a talking point, his particu

    • 18 min
    S4 E109 | CXR Podcast: Marc Cochran transitions to flywheel model

    S4 E109 | CXR Podcast: Marc Cochran transitions to flywheel model

    Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR Community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.Chris Hoyt, CXR 0:21 Welcome, everybody to another show I am here today. I'm Chris Hoyt, President of CareerXroads. I'm here with Marc Cochran from Trane Technologies. Marc, say hello,Marc Cochran, Trane Technologies 0:31 Hello. Good to be here.Chris Hoyt, CXR 0:33 Well, thanks for jumping on the show. We appreciate you, Marc. So I got a question for you first before we jump in, because we got kind of interesting topic to rattle on about the next 15 minutes or so. But Marc, give us the the escalator pitch of who is Marc Cochran and why do we care what what what Marc has to say?Marc Cochran, Trane Technologies 0:54 Well, the escalator pitch I guess a little bit slower than an elevator these days. But I am. I am. I was joking earlier, I am an Uber driver by evening for my kids with all the many sports they have to participate in that we support. Other than that, I am a TA nerd. So I've been in this for probably 20, almost 20 years. So I'm not quite there. But getting there. And you know, I've always been kind of a process geek. So I like to tinker with stuff. I've always been kind of looking for ways to do things better. And I've been able to pull and sort of steal a lot of great ideas over the years and you know, have a lot of fun with it.Chris Hoyt, CXR 1:34 Well, I have to say, considering stealing, I'm going to steal ta geek and process nerd. Pretty nerd or talent or I'm going to steal both of those. I love those phrases.Marc Cochran, Trane Technologies 1:44 You're welcome there.Chris Hoyt, CXR 1:46 There's no copyright. In fact, right now I'm buying the domains. And it's just done. I own them.Marc Cochran, Trane Technologies 1:51 I should have done that before the call.Chris Hoyt, CXR 1:53 I see no patent pending.Marc Cochran, Trane Technologies 1:55 There you go.Chris Hoyt, CXR 1:56 So Marc there was a term used? We talked about we talked about jumping online and just catching up on a quick podcast, but the term used was flywheel. You want to talk about a flywheel?Marc Cochran, Trane Technologies 2:07 Yeah, happy to. And I'll kind of start a little context of where where we kind of jumped into to that work with, we're going through a large HCM transformation CRM. So a lot of that kind of look at the technology that we use and the experience that that creates. And for gosh, however long you know, it's been we've always thought about Tony mission as a funnel. So you get candidates that come in at the top and are usually results in a higher at the bottom. And so through my nerdom and external research out there, I came across and this is a nod to HubSpot, but the flywheel concept that they have that they talk about there. And so when I started to really read through that it just it clicked really well. Because I think as we think about the funnel, it's we have fallout at each of these stages. And how often do we really think about the fallout beyond the silver medalist, you know, all the way back to the kind of applicant traffic or even just the visitors on the site? And so what the flywheel concept has kind of triggered, as we go into some of these design sessions and development for the new technology is really how do we create every experience with as little friction in the possible so that it really just spends and using every candidate as a way to promote the experience of, you know, coming to Trane Technologies, at least in our space of kind of being interested in being aware of opportunities and helping advocate for that. So it just made a lot of sense. And just this kind of pivot of a way to kind of think about it from a funnel to a flywheel. And so we've had, you know, a lot o

    • 13 min
    S4 E108 | CXR Podcast: John Graham discusses his new book Plantation Theory

    S4 E108 | CXR Podcast: John Graham discusses his new book Plantation Theory

    Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR Community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.

    Chris Hoyt, CXR 0:19

    Welcome, everybody to another CareerXroads Podcast. I am excited to have with us our guest today, whom we've known for a little while, and we're getting to know a little bit better every time we connect, and I'm just loving this relationship. John Graham, welcome to the show.

    John Graham, Author 0:35

    Hey, Chris. Thanks for having me. Awesome to be here.

    Chris Hoyt, CXR 0:38

    Good stuff. Well, we're really grateful for you to take some time out and join us in the wonderful city of Los Angeles. Yes,

    John Graham, Author 0:45

    Yes. Sunshine. 95.9% of the year. Yes.

    Chris Hoyt, CXR 0:51

    Nice. Well, I'm in I'm in Austin, where it's 95.9999% all the time.

    John Graham, Author 0:58

    Wow .9999

    Chris Hoyt, CXR 1:01

    So John, Happy birthday.

    John Graham, Author 1:04

    Thank you, man. Thank you. Yeah, another another. Another run around the sun.

    Chris Hoyt, CXR 1:09

    Yeah, well done.

    John Graham, Author 1:11

    27. Feels good, man. 27 feels good

    Chris Hoyt, CXR 1:14

    27 hahaha

    John Graham, Author 1:15

    We'll believe that will believe that lie. That's what I tell myself. Yeah. Yeah. Is that There you go. There you go. That's how I feel this morning.

    Chris Hoyt, CXR 1:24

    Yeah. So uh, John, wait, before we jump in, because I want to talk, I really want to talk a little bit about this book, and what you've put together this book, which I'm which I'm really enjoying. Okay, give for folks who don't know,John Graham, can you give us a sort of an escalator pitch? Who is John and why do we care what John has to say?

    John Graham, Author 1:43

    Yeah, well, I have never done an escalator pitch. This is I can be slower with this, right.

    Chris Hoyt, CXR 1:50

    So quick ride but a little bit longer.

    John Graham, Author 1:53

    Okay. So I am. I'm a Vice President of Global Employer Brand Diversity and Culture for Shaker Recruitment Marketing. Other than that, being too long of a title to fit on a business card. My remit is helping our clients build truly diverse and inclusive employer brands from the ground up through a very new and cutting edge approach that we've called the lived experience based approach to employer brand and DE&I where we blend employer brand and diversity, equity inclusion into our approach of helping clients articulate their culture and also improve their culture to match the marketing. So. So yeah, I am a historian, also the author of best selling book Plantation Theory, the Black Professional Struggle Between Freedom and Security. Father of two husband of one friend of many, so...

    Chris Hoyt, CXR 2:52

    I may absolutely steal that shamelessly.

    John Graham, Author 2:54

    Hey, it's free. It's for you and everyone else to enjoy

    Chris Hoyt, CXR 2:58

    You're a giver, John, that's what you are.

    John Graham, Author 3:00

    Yeah, I am. I am. I like receiving a little bit too, that balances out. But yes, I think the value given is always the best way to go.

    Chris Hoyt, CXR 3:08

    So give us give us the run through of your book. Because I want to talk a little bit about as a couple. There you go. I want to talk a little bit about what I've read so far. I'm pretty excited.

    John Graham, Author 3:20


    Chris Hoyt, CXR 3:21

    And I'm uncomfortable, I'm uncomfortable.

    John Graham, Author 3:23

    Yes. Good. Good.

    Chris Hoyt, CXR 3:25

    • 12 min
    S4 E107 | Talent Analytics Meeting Recap

    S4 E107 | Talent Analytics Meeting Recap

    Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.Chris Hoyt, CXR 0:14 Hi everybody, welcome to another edition of the CXR podcast. In this instance, we are doing a recap of the meeting that we just wrapped, it was our second analytics meeting that we have done this year in the year of 2021. And I've got with me some fantastic folks who were just on the call with us who were just participating, and they're here to sort of share any big takeaways or giant moments we had. And I'll just, here's what I'm gonna do, I'm gonna call you out. And then I'm going to ask that you give us the escalator pitch of who you are. So your name and your organization, and in a sentence or two, what you do within that firm of that that entity. So we'll start at the top of the screen, Melissa Mendoza, at Gallo.Melissa Mendoza, E&J Gallo Winery 0:20 Hi, everyone. Yes, Melissa Mendoza from E and J. Gallo winery. I'm a senior manager of recruitment operations and people analytics. So long title there, but lots of stuff I've been I've been at Gallo for 13 years now. And my team really focuses on improving candidate experience, streamlining our processes, all of our training and assimilation, and all of our HR data.Chris Hoyt, CXR 1:25 I love it. That's a lot. All right, Pooja Udeshi.Pooja Udeshi, Church & Dwight 1:30 Yeah, hi, everyone. My name is Pooja Udeshi, I work for Church and Dwight, and I just joined about nine or 10 months ago. So I'm into the role now. But just kind of learning the different or like the different things that organization takes care of. I'm the talent acquisition representative. So I support the TA team, the recruiters and I also work on the data analytic side. And it's we're really focusing heavily on data analytics this year. So I've just been trying to build dashboards. And right now I'm kind of doing it more manually. So that's why I joined some of these events to just kind of see, you know, the bigger picture and how we can make things a lot easier going forward. Um, but yeah, just learning a lot and trying to just learn a lot more about data analytics, because it's such a growing factor, and I just graduated in last May. So I'm relatively new to the workforce. So just trying to take in a lot of knowledge.Chris Hoyt, CXR 2:23 Well, welcome. It's a way to break into the field. You had quite a few heavy hitters on the call today. So it was great. Yeah. Good stuff. Pooja, thank you, Colleen Arthur,Colleen Arthur, DaVita 2:34 Ah yes, this is Colleen Arthur, and I work with DaVita. I'm a senior director in our recruiting function. And I support our recruiting operations, as well as our employer branding and other strategy and special projects. And one of those initiatives that we're working on right now is looking at all the different ways that we are measuring our recruiting function and reporting out to our business partners. And so I was really interested to see what's working out there for others, and what we could take back to DaVita.Chris Hoyt, CXR 3:01 Wonderful, well, I am really grateful for the three of you for jumping on the podcast with us. So I'll let me just sort of the lay of the land. From our meeting today. We did some fun icebreakers, we used a brand new tool for collaboration and brainstorming. And we went through an exercise Well, first off, we got to go through a live dashboard with Lockheed Martin, which was really, really interesting. Internal mobility, that was some of the data that they shared on the screen with us. So it's fascinating to see that work. And then we went in and did some brainstorming or reverse brainstorming using a new tool, and some ideation there with regards to the biggest challenges we have w

    • 13 min
    S4 E106 | eXpertease: Karim Benammar and reframing business models

    S4 E106 | eXpertease: Karim Benammar and reframing business models

    Welcome to the CXR channel, our premier podcast for talent acquisition and talent management listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here.

    Chris Hoyt, CXR 0:18

    Hello, listeners and watchers. Welcome to the CXR podcast. I'm Chris Hoyt president of CareerXroads, and today's host for an edition of our podcast that we'd like to call eXpertease where we're spending about 15 minutes or so with an industry leader, an expert, who shares a few valuable life lessons with us things that we think will help others in their day to day or with various leadership challenges. Now, you can subscribe to all of these and work at CXR.works/podcast and we're happy to say you can watch or listen to them nearly anywhere you already subscribe to your favorite shows. And today, we've got with us Karim Benammar, who is Ph.D. and philosopher specializing in transformative thinking. He gives lectures and workshops for companies and organizations. He studied philosophy in England, the United States, and Japan taught at Kobe University and is the author of Abundance in 2005, and Reframing the Art of Thinking Differently in 2012. Now, you can get more information at KarimBenammar.com and Karim also deliver some pretty great courses at udemy.com. Now, I know those are mouthful online, but we'll share all of these on the screen. And online those links directly in post production now. Actually, Karim joined us not too long ago, for a CXR workshop on rethinking our actions and reframing our approaches to DE&I challenges, and it was one of our favorite workshops. So we're excited to have him back and to catch up and share some of his wisdom and experience. Karim, welcome to the show.

    Karim Benammar 1:51

    Thanks, Chris. Thanks for the introduction. Great to be here.

    Chris Hoyt, CXR 1:55

    So I always start out if we've if we've got somebody on who's going to be relatively new to that new to the crowd, right and new to listeners or watchers, with asking the participant or the guest, to kind of give us an escalator pitch of who they are. I know we've only got about 15 minutes on the line here. But can you give us sort of a one or two liner about who the heck you really are? And why should anybody care what you have to say?

    Karim Benammar 2:20

    Well, I'm a lapsed philosopher, I used to be an academic philosopher. And philosophy is really about thinking why the world is as it is. And so when I work with people, I kind of shared that curiosity, that you dig deeper and deeper and deeper, and then you try and find out why we do the things we do. And this reframing is all about, when you understand why you do things, you can change it, you have a better understanding of how you could do it radically differently. And you can try it. And it's a lot of fun. It's, you know, the idea of transformative thinking is that you think and that it changes what you do.

    Chris Hoyt, CXR 2:56

    And it's not just slamming stuff in differently, I understand we're supposed to put some forethought into into our actions. Is that what you're telling me?

    Karim Benammar 3:03

    Yeah. I mean, we tend to do things out of habit, we tend to do things because that's the way it's always been done. And when we do things differently, we just do trial and error, which is great if you have three options, or five options. But if you have a million options, trial and error, you know, it will last a long time. So the idea of thinking about it a little bit, taking the time out of your busy schedule, out of doing doing doing, taking the time to think and be open to the wonder of why you do things in the first place. I think it's a great journey. It's a journey, I take every day about different things about our money system, about COVID and pandemics about why we what we do at different stages

    • 15 min

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