Talent Intelligence Collective Podcast

Welcome back to 4th episode of the Talent Intelligence Collective Podcast.

Where we, as in myself, Alan Walker, and my amazing co-hosts Toby Culshaw and Nick Brooks, joining for his debut podcast episode, chatted to Talent Intelligence superstar Alethe Denis.

Alison Ettridge our other usual co-host was unable to join us. The combination of a biblical storm. The fact she lives in the sticks. And her broadband – basically two tin cans and a long piece of string – was knocked out because of said storm.

Anyway! Not to worry, Alison will be back for the next episode – and we’ll finally have the full band together!

As we are still on episode 4, I started off with a quick round of intros. With Nick going first since he’s been absent for the first episodes raising two still very small humans. He is the Talent Intelligence Programme Manager at Microsoft, for anybody who was wondering.

While our guest for this episode is Alethe Denis, is part of the Market Intelligence Manager at ManpowerGroup Talent.

A big topic that we discussed in the episode is how companies are using the data and the insight that comes from Talent Intelligence to make their decisions. How to pivot and change accordingly with the challenges they face.

Toby, Nick and Alethe all mentioned how organisations are beginning to understand how Talent Intelligence can be used across the business. Fully understanding how data can be used to influence departments decisions and anticipate risks.

Alethe also mentioned that some additional common themes were things like cost efficiency, maximisation of the job force mix and location strategy.

Which Toby picked up on, saying that location strategy is something that we have touched upon before, in past episodes.

Toby’s final update was around an article about how Facebook used data, trends and insight to choose where their first European hub was going to be based. Unfortunately, though, it gave no mention to the Talent Intelligence team.

And when I questioned why that would be: Athene said:

Nick then, stepping into for Alison, and asked Athene about her day-to-day. The total workforce index, the biggest challenges that she and her team face when choosing which metrics to look at. And what type of customers does she usually deal with.

I may be a bit bias when I say this, but I really do think this was such an interesting episode. Especially when Athene walked us through her experience with DeathCon and terminology of source intelligence.

As always, we would love to hear your feedback!

Let us know what works, what doesn’t.. review, spread the word and give us a rating about the podcast, your support is very much appreciated.

And of course, if there’s anything we can do better – drop us a line. You can do this via our email, or reach out to us on our LinkedIn page or Facebook Group.

Stay intelligent!

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Don’t forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition

Say hello to episode number 3 of the Talent Intelligence Collective Podcast! 🎉

In this episode, apart from being joined by my amazing co-hosts Alison Ettridge and Toby Culshaw, we welcomed the incredible Megan Buttita from IDC.

Throughout the episode, we found out quite a bit Megan.

Did you know she started off as a librarian? She then spent 16 years as a practitioner before becoming an analyst. Now Megan is the Research Director for emerging trends and talent acquisition.

Quite a bit was happening in the world of Talent Intelligence when we recorded this episode. But a key element that Toby wanted to highlight was a presentation by Tom Davis on effective talent analytics.

Which then, obviously led me to ask: What actually is the difference between talent intelligence and talent analytics? It turns out that it’s quite the chunky question (who knew!?).

But I think Toby summed it up perfectly.

DATA AND ANALYTICS ARE LIKE KNOWING A TOMATO IS A FRUIT. THE INSIGHT PIECE IS KNOWING NOT TO PUT THAT TOMATO IN A FRUIT SALAD. AND THE ACTUAL INTELLIGENCE, IS THAT CONTEXTUAL PIECE AND THINKING IF THAT’S THE CASE – IS KETCHUP A SMOOTHIE?

We then moved into a discussion about where Talent Intelligence should sit. And the overall general importance of it being its own function.

We already give recruiters so many hats. Copywriting, print marketing, process change experts, headhunters… To impose the hat of talent intelligence experts as well it’s a lot of hats to ask someone to wear.

Shifting back to general worldly updates we discussed using talent intelligence as a form of talent mapping. How using data can be used to paint a picture. Where are the gaps? What are the future trends? What skills are required?

Alison and Megan then addressed the importance of using Talent Intelligence to shine light on diversity & inclusion. How should we go about capturing data for diversity? Especially when we need to take into consideration not just gender or ethnicity. But also the different types of backgrounds and experience that an individual can bring.

As always we hope you enjoy the episode. All we ask in return is if you like what you hear.

This podcast needs your support to reach as many ears as possible. A review or rating on your favourite podcast listening app does go a long way.

And of course, if there’s anything we can do better – drop us a line. You can do this via our email, or reach out to us on our LinkedIn page or Facebook Group.

Stay intelligent!

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Don’t forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition

And we’re back with the second episode of the Talent Intelligence Podcast. And what a cracker!

In this episode, we, being me and my far more talented co-hosts Alison Ettridge and Toby Culshaw, are joined by Sean Armstrong from Standard Industries.

After our usual introductions (can I say usual on episode 2?) a report by McKinsey&Company, which states that by 2030 22% of the EU workforce would be automated, kick-started our conversations.

Is there a need for a clear distinction between jobs and job tasks? Is the solution to possible job losses simply a shift in work? And an up-skilling of the workforce?  And while automation has been on the agenda for a while, the use of AI tech to recruit talent is still quite a controversial topic. As Toby mentioned:

AI COULD EQUALLY BE THE SOLUTION TO RECRUITMENT BIAS BUT JUST AS EASILY BE THE CAUSE OF APPLICANT EXCLUSION (LIKE FOR THE NEURODIVERSE).

However, these questions only really apply to roles that can be accomplished from home. What about the people who need to go into a physical workplace? At which point our guest Sean commented:

IT REALLY IS ABOUT MAKING A WORKPLACE INCLUSIVE AND PRODUCTIVE FOR EVERYONE

We then asked Sean a few questions about his typical day, his opinions on what leaders should be asking from their TI teams and what he thinks the future of TI looks like.

We even discuss the possible connection between the world of Talent Intelligence and The Big Short (yes the movie).

This really was such an interesting well-rounded conversation and we hope you enjoy it. If you did don’t forget to like, leave a review, spread the word and give us a rating about the podcast, your support is very much appreciated.

Till next time!

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Don’t forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition

Welcome to the first episode of the Talent Intelligence Collective Podcast!

Whoop, Yey, Hooray! 🎉

Hosted by Alan Walker from Udder, Toby Culshaw from Philips and Alison Ettridge from Talent Intuition

During this episode, we interview our first ever guest, Annie Chae from Amazon. We discuss everything from US talent and how they struggle to produce enough talent to satisfy demand. To LinkedIn’s new functionality.

We also briefly address if there is still a need for companies to create Org charts and what is happening to the world of Talent Intelligence in general.

Finally, we consider key questions like what are the most common mistakes companies make when creating a talent Intelligence team for the first time? And where should Talent Intelligence sit within an organisation, and who should they report to?

As this is our first episode, we are still experimenting. We may still be a bit rough and ready. We are just going straight into this and trying stuff out.

But we would love to hear your feedback! Let us know what works, what doesn’t…

You can do this via our email, or reach out to us on our LinkedIn page or Facebook Group.

Till next time!

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Don’t forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition