Oct 27, 2021
Simone is the insightful and knowledgeable Global Head of TA for Whip Media and, in this extra-special edition alongside guest host, Talk Talent to Me founding member, and Executive Director at Hunt Club, Matt Hughes, she dives into what the current candidate's market means for recruitment, flexible and holistic incentivization techniques that can align you with the right intake, as well as dealing with candidates that have multiple job offers. This episode also breaks down the double-edged sword of working remotely, where Simone and Matt skillfully navigate all the aspects of the all-too-familiar phenomenon of burnout, how to take it into account, where it comes from, as well as whether full-time job offerings in the booming freelance economy are losing viability. We expound on ways in which leadership and hiring managers can (and need to) incorporate consideration of mental health into the workplace package. From recruiter follow-through and labor shortages to the 30-hour workweek and the effects of day-care costs, we cover everything you need to know about the post-pandemic recruitment arena
Key Points From This Episode:
- An introduction to Simone Press, the wise and tenacious Global Head of TA for Whip Media.
- Easily transferring her rapport skills as a celebrity reporter into the field of talent acquisition.
- How to work with, not against, the current great resignation trend.
- How she talks to hiring managers about flexibility and current candidate motivations.
- Giving perspective on interviewing processes and requirements, particularly at mid/low level.
- Simone shares some fascinating insights regarding how assessments can be more efficient.
- We discuss her number one pet peeve when it comes to recruiters: follow-through.
- Evaluating and responding to a candidate with multiple job offers on the table.
- The importance of personalization and hiring managers reaching out first.
- We talk about the freelance economy and increased compensation bands.
- Projecting the future of hiring and the persistence of the labor shortage.
- The concept of the huge expense of day-care contributing to people quitting their jobs.
- Factoring industry-specific privilege into the conversation, unemployment benefits, and more!
- Simone chats about incentivization, remote working, and creating a baseline of mental health.
- Discussing burnout causes, its cascading problems, and possible cost-effective solutions.
- Simone advises leadership to take the initiative to mitigate burnout before it starts.
- We break down the double-edged sword of remote working, and finding work-life balance.
- How Simone educates her stakeholders internally before a high-volume intake of employees.
- Talking location, mandates of coming into work, and working remotely as a strategic lever for diversity.
Tweetables:
“A big cornerstone of our job as recruiters is to build a rapport, build a connection [with] a candidate.”— @simonepress [0:08:49]
“A tenet of any good recruiter is to listen, listen, listen.”— @simonepress [0:12:32]
“You want [your] hiring team to be inclusive, to be diverse, and also to be very prescriptive in terms of what the opportunity is, and ask those tough questions.”— @simonepress [0:15:43]
“You really need to think about how can you incentivize people to be interested in opportunities right now, because it is incredibly difficult to hire.”— @simonepress [0:42:57]
Links Mentioned in Today’s Episode: