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

Tuesday, August 3, 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.

Episode 4: Tandemploy – A New Way to Look at the Workforce

In our fourth episode of The Deep End, Geoff breaks out a bigger raft to welcome Jana Tepe and Anna Kaiser – the founders and CEOs of Tandemploy— a company that develops innovative HR technology for job sharing and flexible working models.

Tandemploy’s Skill Matching Software was recently featured on “Good Morning America”. The “Tinder Style App” fosters internal connections between colleagues, increasing productivity and fun at work and makes remote workers feel less isolated.

In this engaging interview, Jana and Anna dive in to discuss the concept of “Total Talent Marketplace”, what they are seeing in the industry, and how their strategies and tools are helping to elevate companies through their employees.

They emphasize how being people driven and using a bottom up approach to help both workers and companies can maximize employee satisfaction – and productivity.

“I would describe our platform as a room, where we create the chance for awkward moments, where companies really have to reflect on their current processes and their way of managing resources … We really see that with the awkward moments, we create changes in strategies, and policies, and HR programs – and this is so cool to see.”

How can focusing on people help everyone involved? All that and more in this episode of The Deep End! Watch the full episode here.

Episode 5: Bold Decisions & Political Maneuvers Affecting Transformation with Kevin Sturge Part 1

Our fifth episode features Kevin Sturge, the former Senior Director of Global Contingent Work at Cisco.

Listen in as Geoff and Kevin dive deep into a discussion on business transformation. They discuss several critical topics on how organizations can effectively:

  1. Approach the juxtaposition of metrics for evaluating talent by ensuring true outcomes are addressed, while continuing to keep spend and headcount at the fore.
  2. Manage worker classification between Staff Augmentation and SOWs.
  3. Leverage external data to benchmark against – and why effective use of data may be the key to a successful workforce transformation.
  4. And much more.

“To get internal teams on board with business transformation, it’s almost like selling. You have to do much more listening than talking to understand what they want to achieve.”

Dive into The Deep End to discover these insights and more. Watch the full episode here.

Episode 6: Bold Decisions & Political Maneuvers Affecting Transformation with Kevin Sturge Part 2

Our sixth episode continues the conversation on important topics affecting transformation such as global policy harmonization, program maturation, and the hurdles that can get in the way of the elusive “Total Talent” with Kevin Sturge, the former Senior Director of Global Contingent Work at Cisco.

Part 2 dives in to discuss:

  1. The value of creating a global aggregated database to define and measure talent across an organization,
  2. Why it’s important to define success ahead of time by creating benchmarks to track and measure value as programs mature,
  3. And how organizations can approach the hurdles they face when it comes to the elusive “Total Talent”.

“Every organization has different emphasis on what should, or should not, be an SOW. With a global database you can consistently measure value across the organization and manage expectations around when SOWs are appropriate.”

Should organizations move to a single point of entry for talent to better leverage HR’s evolving talent acquisition strategies? Tune in for these great insights, thought-provoking questions, and more: 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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