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Join Johnny Campbell as he chats with thought-leaders, industry experts, award-winning authors, C-suite executives, and pioneers from the world of talent management. Unscripted, conversational, but always full of practical advice, watch live for your chance to get answers from the experts. Also available as a podcast.
Wednesdays @ 4pm GMT
On the next episode:
Talent strategy for hypergrowth
Peter Coulson, Global Talent Acquisition Manager at Spotify
The current talent landscape has never been seen before. As millions of workers have been leaving their jobs, in a phenomenon we know all too well as The Great Resignation, many organizations are scrambling to both backfill open positions and deal with a period of massive growth. And this is particularly affecting the tech industry. As the trend turns to firmly favour talent, the question now is how do companies differentiate themselves in such a competitive market?
To help us answer this question, we’re delighted to have Peter Coulson, the Manager, Global Talent Acquisition at Spotify, on the show. He’ll be chatting with us about how to build a talent strategy for hyper growth companies, what organizations need to do in this climate to attract candidates, and also, how The Great Resignation may actually be an opportunity for The Great Retention.
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"You are in charge of your own career. You need to do whatever it takes to reach your own goals and objectives."
Vice President, Global Talent Acquisition, Oracle
"We are in a really priviliged position in talent roles to help people realise their careers. We should always remember we are dealing with human beings with feeling and emotions. It sounds simple but can often be forgotten."
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"Don’t seek advice, often times when we look for advice we already know our opinion and are looking for validation. You are the best person to make your own decision so go with your own voice."
Founder, Recruitment Brainfood
"Job applicants should know what they love and what they don't love and recruiters had better find out. The world of recruitment is changing and what managers forget is that they need to re-recruit the people that are already there."
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"You have to be adaptable. You can have a negative attitude to change and that will impact everything badly or you can look at change as an opportunity. "
Chief People Officer, PTC
“To get better engagement with hiring managers and help them get better at their craft, we need to establish what good looks like and then establish feedback mechanisms. One way I have seen this done well is by having recruiters surveyed on hiring manager performance instead of the other way around.”
Founder, Recruiting Toolbox
"P - I = R. Potential minus Interference equals Results. Have a D&I goal and make that goal your potential. Then think of all the things that are going to challenge and potentially derail that goal, that is your interference. Attack all of that interference and get it out of the way so you can get results."
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