272 episodes

Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at Hired.

Talk Talent To Me Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert.

    • Business
    • 4.7 • 81 Ratings

Starring recruiting leadership from everywhere under the talent acquisition sun, Talk Talent To Me is a fast-paced rough-and-tumble tour through the strategies, metrics, techniques, and trends shaping the recruitment industry. Brought to you by your pals at Hired.

    AttackIQ Head of Global Talent Corrine Ishio

    AttackIQ Head of Global Talent Corrine Ishio

    Corrine Ishio discusses what responsibility talent teams should plan in playing a consultative approach with candidates, as well as how to be honest with yourself about your career motivations and make sure you are playing the long game in recruitment.
    Corrine Ishio on LinkedIn

    • 34 min
    Director of TA Clarisce Tolston

    Director of TA Clarisce Tolston

    As the Director of Talent Acquisition at HealthTrackRx, Clarisce takes joy in connecting the brand and its core values to the organization and its people, while also attracting fresh talent to come in and be in alignment with those values. In today’s episode, you’ll learn more about how she does this by providing her organization with the best possible resources in order to help fuel development and personal growth, rather than simply checking the boxes. We have a truly eye-opening conversation about detoxing from destructive corporate cultures and distinguishing between good people leaders and people who are good at their jobs. Clarisce also shares some actionable advice for challenging misplaced expectations when it comes to bringing diversity, equity, and inclusion (DEI) to the C-suite, and how to do so in a meaningful way. 
     
    Key Points From This Episode:
     
    A look at Clarisce’s rapid career trajectory and how she ended up in her current role. What Clarisce means when she says that recruiting is the fun side of HR. How she believes recruiting has ‘rebranded’ and evolved. The tangible impact that recruiters have on an organization and its people. What Clarisce misses about “being in the trenches.” Pros of stepping into a leadership position, namely becoming a mentor. Making the most of the opportunity to shape an organization from the inside out. The process of detoxing from destructive corporate cultures. A reminder that people don’t ‘quiet quit’ good jobs at good companies! How talent acquisition bridges the C-suite and marketing departments. Issues that are top of mind for Clarisce as Director of Talent Acquisition. Distinguishing between good people leaders and people who are good at their jobs. Why issues that affect recruitment are also leading indicators for the health of the business. Challenging misplaced expectations when it comes to bringing DEI to the C-suite. Tips and advice for building your organization’s DEI plan. Why the C-suite is terrified of saying the wrong thing! What meaningful DEI actually looks like in an organization.  
    Tweetables:
     
    “I like to say [recruiting] is the fun side of HR. We're not dealing with investigations into people's drama. We're out there connecting the brand and the core values to the organization, to people, and attracting them to come in and be in alignment with that.” — Clarisce Tolston [0:09:20]
     
    “It sits between HR and the C-suite. I feel like that's the sweet spot for talent acquisition. That's where we do our best work.” — Clarisce Tolston [0:11:11]
     
    “If you create the environment where people are ‘quiet quitting’, you need to check your culture, not the people that you want to secretly fire because they're not working on the weekend.” — Clarisce Tolston [0:26:54]
     
    “The people at the top must reflect the health and the body of the organization. That's what DEI [means].” — Clarisce Tolston [0:39:36]
     
    “That's what DEI is. It’s saying, ‘I'm coming to you with a certain need, based on culture, based on religion, based on my background. If you have the ability to accommodate me, you do.’ That’s it.” — Clarisce Tolston [0:48:53]
     
    Links Mentioned in Today’s Episode:
     
    Clarisce Tolston on LinkedIn
    HealthTrackRx
    Talk Talent to Me
    Hired

    • 49 min
    Jessica "Fiesta" George, Head of TA & Podcaster

    Jessica "Fiesta" George, Head of TA & Podcaster

    Jessica is the Head of Talent Acquisition at Atlantic Street Capital Advisors, as well as the host of the Jess Get Hired Podcast. In this episode, she introduces us to her podcast, explaining the topics she covers, and some of the recurring themes and pieces of advice that come up. You’ll hear how Jessica got her current position at Atlantic Street Capital Advisors, the value of networking (and how to do it), and her recommendations on how other recruiters can find their next positions. She also sheds some light on her role at Atlantic Street Capital Advisors, what she is working on, and some of the recruiting processes her team implement in the companies they acquire. For valuable tips on how to build a network, what the must-have tools for any HR tech stack are, and why cover letters are actually a waste of time, make sure not to miss today’s conversation!
     
    Key Points From This Episode:
     
    The Jess Get Hired Podcast and how it started during the pandemic.  Jessica’s ultimate goal to leave corporate America and start her own consulting company.  Some of the recurring themes and pieces of advice that come up on Jessica’s show.   Jessica’s recommendations for how recruiters can find their next role.   Thoughts on the LinkedIn trend of Social Saturday. How Jessica got her current position and the value of networking.  Jessica’s role at Atlantic Street Capital Advisors and what she is working on.  Some of the recruiting processes that Atlantic Street Capital Advisors put in place in the companies they acquire. Major challenges faced by Jessica and her team, like introducing technology investments. The types of tech that they introduce and must-have tools for any HR tech stack.  Jessica’s views on the cover letter and whether or not it has any value.  How to avoid posting a cover letter and still get the job!  
    Tweetables:
     
    “One day, [when I get out of corporate America], then this will be my brand. Hopefully, I can take what I’ve learned through podcasting and all the people that I’ve met along the way and turn it into some type of consulting business.” — Jessica George [0:05:25]
     
    “Not all HR people are good recruiters and not all recruiters can do HR. That’s just fact!” — Jessica George [0:16:41]
     
    “I hate cover letters. I think it’s a waste of time. As someone who looks at hundreds of resumes a week, the last thing I want to do is read through the fluff of a cover letter. I’d rather get to the nuts and bolts of your resume and see the key things that I need to see” — Jessica George [0:26:46]
     
    Links Mentioned in Today’s Episode:
     
    Jessica Fiesta George
    Jess Get Hired Podcast 
    Atlantic Street Capital Advisors
    Talk Talent to Me
    Hired

    • 31 min
    RGP CEO Kate Duchene

    RGP CEO Kate Duchene

    Kate Duchene, the CEO of RGP, is here to discuss the new, modern way of matching and connecting professional work to talent. By describing her consultative approach, Kate helps us understand how to break talent into operational and transformational needs in order to ensure efficiency and better outcomes. With her passion for problem-solving and innate curiosity, Kate has built an employee-focused business that is based on project-based hiring and insourcing skillsets to meet shared needs and values. Plus, Kate discusses the work-from-home life model, the importance of letting go, how to move past failure, human competencies, and more!
     
    Key Points From This Episode:
     
    Some background of RGP. How RGP has early conversations with potential partnering companies. RGPs talent placing process. Common challenges companies are facing: talent gaps.  How the pandemic created changes in approaches to working life. What Kate thinks is sacrificed from working from home.  How Kate became the EVP of HR in RGP. The importance of creating specialized roles as your business grows.   Kate's characteristics which make her a good CEO. Why you don’t need to be an expert in all aspects of your job. Why challenges can build better trust and relationships. The need for finite employees to fill specific needs. Characteristics that make up the power of human competencies.  The talent pool that inspired the beginnings of RGP. How flexibility and accountability have adapted since the pandemic. Kate’s capital and talent management advice.  
    Tweetables:
     
    “Both leaders of organizations and talent management will have to balance the needs and wants going forward [after COVID-19].” — Kate Duchene [0:08:27]
     
    “The challenge is that as an organization grows, when do you start creating more defined roles so that you can achieve the focus and the impact you need?” — Kate Duchene [0:15:39]
     
    “Very rarely do you get to perfect and, most times, very good is exactly what you need.” — Kate Duchene [0:20:21]
     
    “People remember you when you work through challenges.” — Kate Duchene [0:23:23]
     
    Links Mentioned in Today’s Episode:
     
    Kate Duchene on LinkedIn
    RGP
    Talk Talent to Me
    Hired

    • 39 min
    ForgeRock Chief People Officer Tschudy Smith

    ForgeRock Chief People Officer Tschudy Smith

    While the impact of successful mentorship has been proven in a multitude of ways, there is still the fear that participants could be mismatched or that a mentor’s time might be wasted. Concerns that the relationship will be short-lived or even fail can also get in the way of tremendous results. Today’s guest asks us to consider using intention and purpose to guide these relationships. Please join us in welcoming Tschudy Smith, Chief People Officer at ForgeRock, to share her perspective on purpose-driven mentorship. Tuning in, you’ll learn some of the characteristics of great leaders, why Tschudy believes we have to be more intentional than ever about who we bring into our network, and how to set outcomes and objectives before entering into a mentorship relationship. We also touch on the importance of empathy, the fundamental differences between a sponsor and a mentor, and the role that places and culture play for CPOs in a post-pandemic world, plus so much more.
     
    Key Points From This Episode:
     
    Insight into Tschudy’s background and how she ended up in her current role at ForgeRock. How she came to understand the role that empathy plays in a leadership role. The value of mentorship and why Tschudy believes we have to be more intentional than ever about who we have in our network. A purposeful, outcomes-driven approach to inviting a mentor or a sponsor to work with you. Measuring the success of a mentor/mentee relationship against those initial objectives. An understanding of the differences between a mentor and a sponsor. Characteristics of a great leader, from transparent dialogue to advocating on behalf of others. Why the role of a sponsor is such a complicated one in today’s highly matrixed organizations. How Tschudy conceived of the role of Chief People Officer (CPO) and her approach to it. Why today’s leadership is about more than to-do lists and agendas; it’s about people. The role that places and culture play for CPOs in a post-pandemic world. Tschudy elaborates on some of the ‘non-negotiables’ for CPOs today. How Tschudy decided that CPO was the right role for her and how it aligned with her goals.  
    Tweetables:
     
    “Some of those formal or informal engagements we might have expected to have are fewer and [farther] between, [so] we have to be even more intentional about who we have in our network that is there to support us, to guide us, and to give us some coaching and insight.” — Tschudy Smith [0:06:22]
     
    “I feel like it’s important to pay it forward and, I’ll tell you, when you can play the role of mentor, you also learn.” — Tschudy Smith [0:07:32]
     
    “The idea of a sponsor is to have somebody who advocates on your behalf, who is in those rooms, who is in those conversations, and who actually [thinks] about you when you’re not there.” — Tschudy Smith [0:15:07]
     
    “This is 22nd-century leadership. It isn’t just about managing a to-do list. It isn’t just about showing up to run an agenda for a team meeting. It’s getting proximate, caring for your people, seeing them at their best, and figuring out how you can help them do more of that.” — Tschudy Smith [0:22:22]
     
    Links Mentioned in Today’s Episode:
     
    Tschudy Smith on LinkedIn
    ForgeRock
    Talk Talent to Me
    Hired

    • 31 min
    Unifi VP, Head of TA Akshay Loomba

    Unifi VP, Head of TA Akshay Loomba

     
    When you are walking around an airport, you see employees doing many different things ranging from working at ticketing counters, client services, pushing people in wheelchairs, or driving them around on carts, to someone loading and off-loading baggage from an airplane. Recruiting applicants for these jobs, especially on such a large scale, requires a system that is both effective and user friendly, on either side. On the show today is Akshay Loomba, the VP and head of talent acquisition over at Unifi. Join us for an insightful conversation about their new ATS, or as Akshay calls it, the iPhone of ATS’. We also hear about Unifi the company, their services, and recruiting and onboarding processes across 200 airports in the US.
    Key Points From This Episode:
     
    Unifi clients serviced. More about what Unifi is and does: the largest ground services aviation company in the US. Hear about the recruiting process at Unifi. The onboarding process of airports and how that differs across the airports. Akshay shares more about his role at Unifi.  What Akshay has been working on lately: the iPhone of ATS’. How he knew the time was right to implement changing tools.  More about the rollout process of their new system across the 200 airports. Akshay shares about the ATS training experience he went through. How the software swap campaign was met internally: navigating resistance. How Akshay vets vendors and whether they can deliver custom requirements. How they get around positivity bias. Areas Akshay would like to see innovation and growth in the market.  
    Tweetables:
     
    “The way you look at the recruiting world today, post-pandemic — everybody’s trying to recruit or has the option to recruit from home. They have a lot of remote options.” — Akshay Loomba [0:04:04]
     
    “Anything and everything from the geopolitical environment, the stimulus checks, whatever happens in the economy kind of affects this industry [aviation] and the way we recruit today.” — Akshay Loomba [0:06:17]
     
    “The kind of integrated systems, which we are building at Unifi, I could safely say — that it’s one of the best in the industry at the moment.” — Akshay Loomba [0:19:17]
     
    Links Mentioned in Today’s Episode:
     
    Akshay Loomba on LinkedIn
    Unifi
    Talk Talent to Me
     

    • 25 min

Customer Reviews

4.7 out of 5
81 Ratings

81 Ratings

ASobering ,

Loving the Talent Talk! 🔥

This podcast is so insightful and I’ve enjoyed every episode I’ve listened to so far! Rob is a very skilled interviewer - he does such a great job of sharing his wisdom and I love how he leads meaningful conversations with industry leaders who bring so much talent acquisition experience and actionable hiring insights to the table. So many great takeaways in each and every show!

TG_22 ,

This show right here…

I wrote about this show in my journal so it’s safe to say I officially love it. As someone who genuinely loves customer service/working with people in multiple capacities (in addition to dabbling in marketing and staffing) this show hits all the sweet spots. Rob has a great way of connecting with his guests as they share fantastic insights on their industry; their conversation is effortless and informative and I always walk away with something new I want to apply or incorporate into my work. Oh, and the guests? Total rockstars.

It literally makes me want to work my way into a head of talent acquisition position so that I can be a guest on this show (and bring incredibly talented people to a standout company 😉).

And The Ally Series? It is not only informative - it is important. You don’t work in talent acq? No worries! You’ll still find key takeaways in each episode. Now go give it a listen!

meg44123 ,

Best careers podcast out there!

I learn something every episode and can’t get enough of the high-caliber guests!

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