The People Podcast

Make sure to follow us on socials (LinkedIn, Instagram, Twitter or Facebook) to stay up to date with when we are back! But until then, enjoy the well-deserved break. 

Bye!

Hello, and welcome back to another episode of the #ChatTalentPeoplePodcast where I was joined by the ever-youthful David D’Souza, Membership Director of the CIPD.

Throughout the episode, we get to know the man behind the curtain and find out if the CIPD is still as relevant as it was 30 years ago.

I started the episode with a few rapid-fire questions to find out more about David, the person, not David, Membership Director. What was his favourite wine, favourite song and who was his role model?

While doing my research for this episode, I came across a really interesting article that David wrote a while back called “Chasing the elephants out of the room”, I just had to find out more.

Throughout the whole episode, David gave us some really amazing insight into what the future of HR looks like, but one point that really stood out for me was his views on remote working:

I thoroughly enjoyed recording this episode. The time just flew by, I hope it does for you as well.

Enjoy!

[2.19] David, what’s your favourite song and why?

[2.51] What’s your favourite thing to do on the weekend?

[3.22] What’s your favourite wine?

[4.02] Who is your role model?

[4.58] What’s one thing that nobody knows about you?

[5.40] You’ve worked in HR for a long time, what would you be doing if you weren’t?

[6.23] And how did you get into HR?

[7.02] And has your work strategy has changed over the years?

[8.07] A while back you wrote a piece about ‘Chasing the elephants out of the rooms’ which is about your professional approach and work style. Tell us a bit about it.

[11.07] Is the CIPD still fit for purpose? And are they ready to change with the times?

[12.43] What do you think is happening within the HR industry as a whole?

[13.50] What sort of things should we be doing within HR to remain relevant and drive the business forward?

[15.10] Clearly change management is key in all of this. What do you think we could do better within HR to be the guardians of this change.

[16.19] There are a lot of people talking about WFH or return to work, do you think there is a middle ground?

[19.57]  From your perspective, apart from WFH, what do you think will be the biggest challenges for HR going forward

[21.14] If we are changing the way we think of HR, do you think the skills required and experience for a top HR position should also change?

[23.23] And organisations shouldn’t fear these changes, but embrace them?

[24.30] Do you think we should go back to the basics to solve our challenges?

This episode was sponsored by our buddies over at Frankli. Say hello to Ronan 

Good morning and welcome back to another episode of the #ChatTalentPeoplePodcast!

After a few mishaps, including a power cut, we finally managed to welcome Lucy Williams, the new Head of Talent Acquisition for Sennder.

Lucy is an incredible breath of fresh air in our industry and has a real passion for delivering value from a TA perspective.

After accidentally landing a job in international recruitment, Lucy found herself living in Dubai for just over twelve years. But now she is back in the UK and very interestingly helping out at a hospitality startup, We All Need A Holiday.

We, of course, talked about a number of things, around international recruitment, Brexit and the benefits of portfolio careers. Even though, Lucy didn’t even know she had one.

What at first was only supposed to be a break from job hunting and personal development courses, Lucy’s role with We All Need A Holiday has developed into a full-time position.

Lucy’s abilities to use her transferable skills from the world of TA is something that unfortunately a lot of HR and TA people are finding themselves currently trying to do. So I asked Lucy how she did it and what her best piece of advice is:

I thoroughly enjoyed recording this episode with Lucy. Exploring the world of start-ups and finding out more about We All Need A Holiday.

Is there maybe a ChatTalent + We All Need A Holiday crossover in the future? I’m sure we’ll soon find out.

Enjoy!

[1.47] Who is Lucy Williams

[4.35] Is there a difference between working for an agency and working in-house?

[6.44] What do we mean when we say international recruitment and what are the greatest challenges you faced?

[8.38] Do you see Covid changing the face of international recruitment? What with WFH and WFA becoming part of the norm?

[9.59] Do you think companies fully understand the benefits of opening up to a more international talent pool?

[11.58] Jumping back to you helping out at We All Need A Holiday, the start-up travel company. Tell us a little bit about it.

[13.38] Portfolio careers are something that a lot of people are looking at. Do you advise that kind of career style to others?

[14.39] As you enter the second stage of your TA career, what are the biggest skills you think you’ll bring from We All Need A Holiday?

[17.33] Unfortunately, there are a lot of TA and HR people who are finding themselves without work, what would you say to them? From your experience of jumping headfirst into the start-up world??

[19.27] What is a natural step for anybody working in TA or HR? What sort of roles will our background suit best?

[21.37] You clearly have a real knack for helping others find their true calling. Have you ever thought of career consulting yourself?

[23.02] Where do you see yourself next? What does your next role look like?

Welcome back to another episode of the #ChatTalentPeoplePodcast!

In this episode, I’m joined by the amazing Vern Howard, CEO and Co-founder of Hallo.

As per my usual, we talked about a lot. About how Hallo came to be formed. About the importance of data to support targeted student campaigns, which Vern said it best:

And about how Hallo are currently using heat-maps to show companies where great students are... and where their competitors might not be!

Allowing a bigger and more importantly divers poll of candidates to apply.

It is only through the use of data that a company can fully understand how they are being perceived. Then, from this information, you can easily shift your approach to be able to target more diversely.

From there we naturally moved to the importance of candidate experience. Something that Vern is extremely passionate about.

I then concluded the episode by asking what Vern's primary manifesto promise would be if he had his own political party, and how his biggest take away from lacrosse is actually patience, not teamwork.

It’s an extremely interesting episode with someone who has a brand new take on the industry. Definitely worth a listen.

Enjoy!

[2.05] Who is Vern Howard

[6.49] Why should a TA or HR lead look at Hallo

[8.36] Would you still consider your platform an events tool (not a recruiting tool)

[9.48] What impact has Covid19 had

[11.16] In which demographics do you see Hello working?

[12.51] You’ve clearly been inspired by other social platforms, talk us through the ‘upvote’ option.

[14.51] What's the best piece of advice you would give someone looking to start their own tech company

[16.16] What’s next for Hallo?

[19.04] Tell us your opinion about CVs.

[21.18] How should the industry positively impact the candidate experience?

[22.54] How do we build candidate relationships at scale?

[28.36] Imagine you got to create your very own presidential party. What would your 3 key manifesto promises be?

[31.34] You’ve praised social media a lot throughout our chat. Do you see one of the positives of social media, being the information access?

[33.38] I’ve heard you are passionate about lacrosse. Tell us a bit more about this...

[37.26] And finally, where next? Do you have any plans for a global expansion?

People clearly play a big part in the development of any business. But for SL Controls, the advancements in technology (robotics, virtual reality and data) meant their strategy was constantly changing. So I wanted to find out how they communicated those changes to their people. Without affecting personal development or culture.

Implementing a 3-year strategy, and using quarterly reviews, 1-1s conversations have been massive for the overall success of the SL Controls strategy. As Keith beautiful put it:

“The real power is giving people purpose. Once people have a purpose and they know what they’re doing, why they’re doing it and what it’s contributing the overall strategy. It’s transformative.”

Enjoy!

[1.26] How did SL Controls come about?

[4.56] A quick insight into the work that you do?

[6.22] How has technology (robotics, virtual reality and data) changed your strategy?

[8.06] People clearly play a big part in the development of your business. How have you communicated the change in strategies over the years?

[11.56] Why do you believe you’ve succeeded so much this year compared to other businesses in the same industry?

[14.19] Do you think you need good process management in place before finding the right product? Or is it the other way around?

[15.12] Have you been able to measure changes in staff engagement? If so, what has been the biggest thing for you?

[17.06] As a leader is your ability to understand the views&opinions of your staff key?

[18.10] And seeing that culture shift must be really rewarding for you and your board?

[19.03] Do the OKRs allow an employee to trace how they are making an impact within the business?

[19.31] With your performance management process, can you identify issues before they become big issues?

[20.22] How are you planning to maintain your, what sounds like an amazing culture going forward?

[23.20] I loved the videos of you and your family showing how you got through lockdown. Do you think more leaders should do this? Showing openness and honesty?

Make sure to follow us on socials (LinkedIn, Instagram, Twitter or Facebook) to stay up to date with the podcast and to revisit some of our best episodes so far. We are very much looking forward to coming back with more exciting and intellectual content on the podcast come September. 

But until then, have a great summer. Bye!

This week, in the second episode of the two-part podcast, co-host Jeremy Russon continues his conversation with YouthGroup CEO, Jack Parsons.

Amongst confessing their love for dogs, they discuss the importance of mentors.

As well as the value that recruiters can provide by becoming mentors themselves and offering their knowledge and expertise to youth.

Jack Parsons is a 25-year-old award-winning digital entrepreneur and CEO of The Youth Group. He loves dogs with all his heart and believes being kind is one of the most powerful traits you can have in business. His personal mission is to knock down doors for others to walk through after having a tough upbringing himself and lack of any career support from his school.

Enjoy!

[1:00] The importance of mentors

[3:37] Would you allow an organisation to sponsor the YouthGroup mentor programme

[5:40] How can we, as part of the recruitment industry help?

[7:27] How does someone get involved in being a mentor

[9:52] Shout out to who has been a real role model in their support of youth

[18:29] Did you take your dog to work on #BringYourDogToWorkDay?

While the United Nations class it as anybody aged between 15to24, The Princes Trust between 13to30 and The Wellcome Trust between 16to30.

But what we really want to highlight with this episode is the reason why these groups, however you define them, should be at the front and centre when it comes to opportunity and support. What are the biggest challenges they are facing and what we, as a part of the HR industry, can do more to help.

Who better to ask about this topic then Jack Parsons founder and CEO of YouthGroup.

Jack Parsons is in his 20's, he loves dogs with all his heart and believes being kind is one of the most powerful traits you can have in business. His personal mission is to knock down doors for others to walk through after having a tough upbringing himself and lack of any career support from his school.

Enjoy!

[4:24] Who is Jack Parsons

[8:00] Tell us about YouthGroup

[9:40] Do you work independently or aside other organisations?

[11:06] Tell us about a program or individual success that you are particularly proud of

[13:15] Is there a specific youth demographic that needs more support

[16:58] The ‘Black Lives Matter’ campaign

[19:27] Salesforce’s commitment to BLM

[21:24] Which sectors that aid the youth demographic better? And which sectors should we be focusing on

[23:20] If you focus on everything, you focus on nothing

[25:05] Choosing the youth audience

[29:02] Partnering with recruitment agencies

They discuss how an evidence based approach should be used to build credibility with business leaders and how the combination of 4 key elements:

• The needs and wants of stakeholders
• The findings of your internal research
• The findings of your external research
• Personal professional expertise

Will allow you to find a solution to the problems you are facing.

Robert St Jacques, after graduating university set himself a mission: “Make HR better for employees, managers, organisations and the community as a whole”. A statement, which looking back, kickstarted his whole HR career.

Since then, Robert has attempted to achieve his lofty ambition and worked as as a HR Leader and University Professor as well as a People and Culture Consultant and Director of Customer Success, just to name a few.

Enjoy!

[1:10] Who is Robert St Jacques

[4:50] A quick overview of 7Geese and your role with them

[8:25] What evidence based HR

[10:47] How widespread is it within the global HR community

[12:28] What can we do as HR professionals to make this business model more widespread.

[16:06] What does success look like? How would we know we have achieved what we set out to do

[21:02] What resources would you recommend that can help us better understand the topic of evidence based HR

[25:33] The best way to reach you

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https://www.crowdcast.io/e/resilience-equals-winning