New Video Podcast: Dive into The Deep End of the Global Talent Pool with Workforce Logiq

Monday, April 12, 2021

Change is coming to the industry from every angle. Remote work arrangements have skyrocketed, with companies such as Amazon, Microsoft, and Facebook adopting permanent work-from-home models. Diversity and inclusion (D&I) initiatives have finally reached the top of executive agendas. And with economists expecting a ‘hiring boom’ as the end of the pandemic draws nearer, employers’ ability to attract and retain key skills and talent is becoming even more important.

We recognize the new challenges and opportunities organizations face and are committed to helping you navigate the ever-evolving marketplace. We’re excited to announce that we’ve launched our very own video podcast, The Deep End, dedicated to discussing the topics top of mind for HR and procurement leaders.

Our host and Chief Solutions Officer Geoff Dubiski has been swimming in the global talent pool for 30 years. He’ll discuss everything from the gig economy, talent acquisition, supply chain transformation, elusive total talent, and more with guests from across the industry. Join to hear from chief procurement officers, CHROs, talent and business leaders, analysts, and more as they share provocative thoughts and actionable ideas you can put into practice.

Here’s a sneak peek at what’s coming.  And be sure to subscribe so you’ll be the first to catch our new episodes and stay up to date on the latest happenings in the global talent pool.

Episode 1: Organizational Culture  

In our premiere episode, Geoff tackles the topic of organizational culture with Lizz Pellett, an author, John Hopkins fellow, and organizational culture guru. They discuss the important role culture plays into talent attraction, retention, and even repelling talent, and the implications for the contingent workforce. Specifically, the pair touches on what types of assessments, metrics, and indicators are effective in measuring a candidate’s cultural fit and how these assessments have evolved in just the last six months.

They share how organizations that put a strong emphasis on the value of cross-organizational collaboration pre-pandemic can foster a strong collaborative culture in a remote world where distance, time zones, and technology have proven to be a barrier. They also touch on the importance of defining and communicating organizational culture to candidates from the get-go— before they are offered or accept a role. Check out the full episode here.

Episode 2: Cross-Team Collaboration

In our second episode of The Deep End, Geoff chats with Chad Johnson, Chief Procurement Officer at Humana, about cross-team collaboration. They dive into some of the market shifts they’re seeing in a post-pandemic world, including the recruitment process quickly shifting from local, to national, to global, and a newfound intersection of procurement or supply chain executives, with HR, and legal, who come together to set business objectives. We’re also seeing companies struggle to overcome new hurdles associated with creating a smooth onboarding and offboarding process in a remote world as government regulations continue to expand and change.

When it comes to vetting and onboarding a new supplier or supplier opportunity, Chad says the key is to evaluate the supplier’s recruitment process. How big is the labor pool they have underneath them? What kind of vetting do they do? How quickly can they get you quality candidates internationally? Another key area of focus: Innovation in technical services. Can they bring you applicants with a niche expertise in the technology space, like big data, analytics, AI, and IT software?

They wrap up with a discussion around what goes into deploying a vendor management system (VMS) and what organizations should consider as they embark on this journey. Find the full episode here.

Episode 3: Candidate Experience and Intelligent Tools

Our third episode features John Sumser, HRExaminer Founder and Editor-in-Chief. John and Geoff dive deep into the root of employers’ talent acquisition frustrations, including whether résumé parsing software and job templates are the right tools, how to avoid recruiting bias, and steps companies can take to protect the candidate experience.

While HR and recruitment software provides extensive advantages, technology has also created unintentional hurdles that can omit prime potential candidates. And expecting a job description and a candidate’s résumé to perfectly align on (virtual) paper as John puts it is “nonsense.” John shares how organizations can alleviate hiring stress, and how to bridge the most common gaps.

Tune in for John’s top three considerations for organizations as they implement new tools and technology – plus why the recruiting process must be valued at the same level as any other bottom-line boosting function. Watch the full episode here.

Want to follow along? Be sure to subscribe to our page so you never miss an episode and are always up to date with all things global talent.

David Trachtenberg, Chief Marketing Officer


David Trachtenberg, Chief Marketing Officer

David Trachtenberg joined Workforce Logiq in July 2018, as Chief Marketing Officer. Previously, he was Chief Marketing Officer at Advanced Discovery, a global e-Discovery and risk management firm; Chief Solutions Officer at vRad, the world’s largest telemedicine company; and Chief Marketing Officer at Global Compliance, a leading ethics and compliance services firm. David brings 20+ years of marketing leadership experience in public and private companies, including MCI Communications, StarBand, Prodigy Internet and Bain & Company. He has a BA in International Relations from Tufts University, an MA in International Affairs from the University of Pennsylvania and an MBA in Marketing from the Wharton School. David is also on the Board of Governors at the Lauder Institute, University of Pennsylvania.

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