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The one with Andrew Gadomski from Aspen Analytics
Welcome to the 13th episode of the Talent Intelligence Collective Podcast!
In this episode, apart from being joined by my amazing co-hosts Toby Culshaw and Nick Brooks, we welcomed the incredible Andrew Gadomski from Aspen Analytics.
We started off the episode in our typical fashion, with Toby updating us on the happenings within the world of Talent Intelligence. Specifically with a topic that has caused quite a stir - Google considering cutting pay off those work from home.
For me, it's quite an interesting one, as I don't really see it as big of news as it's been built up to be. Most companies will have some form of calculation based on where their employees are working (regions, cities and countries). There has always been a pay flex.
Toby Culshaw
This is a hot topic, isn't it? And I think the biggest issue is that people are confused. Employers should start making this part of their employment brand. Full transparency.
Andrew Gadomski
However, when viewing this topic from a different perspective, surely employees should be paid on the outcome of their roles, regardless of where and how it is completed?
I think many companies, and specifically Google have just caused quite a bit of confusion for their staff. So with this transparent tool, employees will be able to select whatever works for them, and they will be compensated in accordance with their choices.
Nick Brooks
Clearly, there are definitely a lot of factors. It's not just a clean-cut solution. And most of us are still in experiment mode.
Moving on to a completely new topic, we discussed the often seen parallels between Talent Intelligence and Competitive Intelligence, highlighted with a PhD paper by Luis Madureira.
Which, of course, fuelled me to ask Andrew the essential question for our podcast guests - What is his definition of Talent Intelligence?
I was prepared for this question and I believe Talent Intelligence to be a function whose job it is to aggregate information about the workforce, the competition, the diversity, the salaries etc.. and to use that information to determine where, when and how to do things differently.
Andrew Gadomski
It's definitely murky waters. With many cross overs between competitive, sourcing and talent intelligence. So much so that Toby shared his idea of renaming Talent Intelligence to Labour Market Intelligence.
Already way past our halfway point; it was definitely time for us to find out more about our amazing guest, Andrew. And as Alison was away enjoying some much-needed sunshine on holiday, it was up to Nick to ask those hard-hitting questions.
We discussed the challenges of bringing together internal and external data sources and deriving meaningful insights from them. As well as the importance of data hygiene.
I may be a bit bias when I say this, but I really do think this was such an interesting episode. Especially when Andrew discussed his definition of Talent Intelligence and how he believes it will change over the coming years.
As always, we would love to hear your feedback! So please leave us a review. Let us know what works, what doesn’t...
And if you can, help us spread the word, your support is very much appreciated.
Till the next one – stay intelligent!
Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition.
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By Alison Ettridge, Alan Walker and Toby Culshaw powered by Lightcast
5
99 ratings
Welcome to the 13th episode of the Talent Intelligence Collective Podcast!
In this episode, apart from being joined by my amazing co-hosts Toby Culshaw and Nick Brooks, we welcomed the incredible Andrew Gadomski from Aspen Analytics.
We started off the episode in our typical fashion, with Toby updating us on the happenings within the world of Talent Intelligence. Specifically with a topic that has caused quite a stir - Google considering cutting pay off those work from home.
For me, it's quite an interesting one, as I don't really see it as big of news as it's been built up to be. Most companies will have some form of calculation based on where their employees are working (regions, cities and countries). There has always been a pay flex.
Toby Culshaw
This is a hot topic, isn't it? And I think the biggest issue is that people are confused. Employers should start making this part of their employment brand. Full transparency.
Andrew Gadomski
However, when viewing this topic from a different perspective, surely employees should be paid on the outcome of their roles, regardless of where and how it is completed?
I think many companies, and specifically Google have just caused quite a bit of confusion for their staff. So with this transparent tool, employees will be able to select whatever works for them, and they will be compensated in accordance with their choices.
Nick Brooks
Clearly, there are definitely a lot of factors. It's not just a clean-cut solution. And most of us are still in experiment mode.
Moving on to a completely new topic, we discussed the often seen parallels between Talent Intelligence and Competitive Intelligence, highlighted with a PhD paper by Luis Madureira.
Which, of course, fuelled me to ask Andrew the essential question for our podcast guests - What is his definition of Talent Intelligence?
I was prepared for this question and I believe Talent Intelligence to be a function whose job it is to aggregate information about the workforce, the competition, the diversity, the salaries etc.. and to use that information to determine where, when and how to do things differently.
Andrew Gadomski
It's definitely murky waters. With many cross overs between competitive, sourcing and talent intelligence. So much so that Toby shared his idea of renaming Talent Intelligence to Labour Market Intelligence.
Already way past our halfway point; it was definitely time for us to find out more about our amazing guest, Andrew. And as Alison was away enjoying some much-needed sunshine on holiday, it was up to Nick to ask those hard-hitting questions.
We discussed the challenges of bringing together internal and external data sources and deriving meaningful insights from them. As well as the importance of data hygiene.
I may be a bit bias when I say this, but I really do think this was such an interesting episode. Especially when Andrew discussed his definition of Talent Intelligence and how he believes it will change over the coming years.
As always, we would love to hear your feedback! So please leave us a review. Let us know what works, what doesn’t...
And if you can, help us spread the word, your support is very much appreciated.
Till the next one – stay intelligent!
Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition.
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