The Do’s and Don'ts of Scaling Your Talent Team

Operation Military Hiring

Summer is right around the corner, May is here and Memorial Day weekend is just weeks away. May also means it is Military Appreciation Month. In tribute to those who have served and those that have sacrificed so much for our freedom, we are going to focus our episode on how, as Talent Acquisition professionals, we can do our part to support our forces and help our military transition and thrive in the corporate workforce. So, we’re talking shop on how to embed a military hiring strategy with our client Peraton. This company works with the military in what they do and how they do it—focusing on the importance of understanding how employer brand initiatives are core to the growth and success of their business. In today’s economy, you have to have an authentic brand to attract talent and reduce turnover. Our guest, Ben Ingham, Director, Brand and Marketing, Peraton, gives us his advice on connecting your employer brand to business outcomes to drive the cross-departmental partnership you need to move forward.

The Do’s and Don'ts of Scaling Your Talent Team

Talent acquisition has been through the wringer over these past few years. As talent professionals, we’ve had to shift to meet the new demands of our employees, candidates and customers. For many of us, that meant rapidly growing our internal talent teams. It’s been a lot, but it’s yielded some fantastic leaps and bounds in an otherwise slow to change industry. Debbie Tuel [https://www.linkedin.com/in/debbietuel]chats with Adam Miller [https://www.linkedin.com/in/adamsilasmiller], Director, Talent Acquisition, Quantum Health, on agile recruitment and his knowledge of scaling recruitment teams from 20 to 120 to meet those market demands. In this RM Podcast episode, you’ll discover tips from a been there, done that practitioner on: * Takeaways from growing a talent acquisition team: what worked (and what didn’t) * Tips on how to meet your talent goals and support your Center of Excellence * Insights on how to pivot from traditional talent acquisition to brand sourcing So dive in and check out our top tips, and don't forget to subscribe.

Spring Break Best of Episode

Spring Break! While the "fun" activities we participate in may have changed over the years, we agree that Spring Break is the perfect time to reset, organize and take a break. Debbie Tuel [https://www.linkedin.com/in/debbietuel] presents our Spring Break mash-up episode with clips from our favorite RM Podcast [https://open.spotify.com/show/6bX0jQAKk2fWVT91GmyZn2?si=784b6b3f1fd54757&nd=1] episodes to date. It’s a perfect, quick refresher on recruitment marketing tactics you'll want to check out. So dive in and check out tips from Gerry Crispin [https://www.linkedin.com/in/gerrycrispin], Julia Levy [https://www.linkedin.com/in/juliamlevy], Chandra Sanders [https://www.linkedin.com/in/chandra-sanders/], Jess [https://www.linkedin.com/in/jessvonbank]Von Bank [https://www.linkedin.com/in/jessvonbank] and Sean Quigley [https://www.linkedin.com/in/seanquigs].

Programmatic Job Advertising, More than a Job Board

We throw jargon around in our workplaces all the time. But when we blanket cover everything in industry-specific language, we lose value. Programmatic job advertising [https://www.symphonytalent.com/en/product/programmatic-job-advertising/] is a prime example of this disconnect. Programmatic recruiting is more than job boards and are detrimental to your recruitment marketing and talent acquisition strategies — especially today. * Programmatic ads use sophisticated algorithms to serve job and company ads to people who fit the profile of a possible candidate for your organization. * Programmatic ads optimize the ad buying process in real-time, leading to high cost-efficiency. * Even better, programmatic talent acquisition software requires a minimum of manual tweaks and monitoring, freeing up your time to handle other critical (and more people-centric) tasks. Debbie Tuel [https://www.linkedin.com/in/debbietuel] and Sean Quigley [https://www.linkedin.com/in/seanquigs]chat on programmatic advertising and lay down some truths on what it all means in a fun myth-buster game.

Make Work Better For Women

All working women hold multiple jobs – even if they only have one full-time gig. Because women work to break biases that plague their careers every day. These barriers include paternity leave, childcare concerns, pay gaps, missed promotions, imposter syndrome, etc. It’s tiring and unfair. * Why should women do extra work just to earn their fair share? * How can we support women in the workforce today and make a more equitable labor market for the future? Debbie Tuel chats with Jess Von Bank [https://www.linkedin.com/in/jessvonbank], Head of Marketing at Leapgen and the Now of Work podcast [https://podcasts.apple.com/us/podcast/now-of-work/id1503711346] host, on how we can make work better for all women.