International Women’s Day: Women in Tech

International Women’s Day: Women in Tech

At Talent Works, we work with several clients in tech. So, we decided, on International Women’s Day, to celebrate the women working in tech.

Technology is an incredible force for good in our ever-changing world. Yet, it is estimated that only 1% of the tech sector will be female by 2040 if there are no interventions. However, the tech industry is gradually changing. More and more women are excelling in tech careers thanks to female pioneers such as those we’re celebrating below, as well as organisations such as Girls Who Code. To celebrate, we thought we’d take a look at some of the women currently changing the future of tech.

Trisha Prabhu

Young software engineer Trisha Prabhu developed an app called ReThink to help curb cyberbullying. After a young girl committed suicide because of online abuse, she was inspired to understand why young people send abusive messages. She learned that the prefrontal cortex, which controls decision-making skills, isn’t fully developed until age 25. Therefore, at times adolescents don’t consider what they do before they do it, resulting in impulsive, often harmful decisions such as sending an abusive message. Prabhu realised that if she could develop an app which detects offensive messages before they’re sent, she could give young people the chance to rethink what they are about to post. The app has been incredibly successful, with research showing that 93% of teenagers who had ReThink decided not to publish an abusive message. You can check out her Ted Talk here.

Zara Nanu

Tech Entrepreneur Zara Nanu founded software business Gapsquare in 2015 to help close the gender pay gap in less than 20 years. Gapsquare uses machine learning to analyse a company’s gender pay gap and flag opportunities to close it as they arise. Data can provide tangible goals for businesses to aim for in terms of their Diversity and Inclusion policies. Such data can influence whether candidates choose to work for certain companies, and in turn, this level of transparency can increase retention rates. So, not only is Zara Nanu helping to end pay inequality, she’s providing lasting change to employee welfare and optimising workforces. You can check out the Gapsquare website here.

Reshma Saujani

Founder of Girls Who Code, Reshma Saujani, is helping to close the gender gap in the tech industries. Girls Who Code provides free after-school programmes which teach girls computer science, communication skills vital for developing a career, and the values of sisterhood. She cites evidence from psychologist Carol Dweck who found that girls with a high IQ were quick to give up on challenging material, whereas boys with a high IQ were more likely to redouble their efforts. Saujani states in her Ted Talk that “women have been socialised to aspire to perfection. Girls Who Code is her answer to the perfection problem, by advocating teaching girls bravery, not perfection.” You can hear her talk about this here.

Kimberly Bryant

Kimberly Bryant is the founder of Black Girls Code, a not-for-profit which works to increase the number of women of colour working in tech, which currently sits at only 3%. The organisation provides opportunities to girls from underrepresented communities, who are talented in the STEM and Computer Science fields. She says, Black Girls Code is about instilling a sense of confidence in their own innate ability, so they can lead and create companies of their own. The organisation is community driven and committed to their own values, having refused grants from large companies they feel are not active enough in the community. Bryant was named as a Champion of Change for Tech Inclusion at the White House in 2013. You can watch her Ted Talk here.

Susan Wojcicki

Susan Wojcicki has been named one of the most powerful women “on the internet.” She was involved in the founding of Google and is now CEO of YouTube. She is also a pioneer of diversity in the workplace, advocating for more women to work in tech and for getting girls interested in computer science. She has also advocated for the US to become a leader in maternity-leave benefits.” Any list of women in tech would be incomplete without her!

Yasmine Mustafa

Named by the BBC as one of its 100 Women of 2016, Yasmine Mustafa is the founder of ROAR for Good, an organisation which produces a piece of tech jewellery called Athena. Athena is designed as a discreet device used to share a person’s location and sound an alarm if they feel unsafe. Initially moving to the United States as a refugee at 8 years old, Yasmine first founded 123LinkIt, a blog advertising agency. Most recently, she founded the Philadelphia chapter of Girl Develop It which provides affordable web development classes for women. A social entrepreneur who is championing the rise of women in tech, Yasmine Mustafa isn’t stopping anytime soon.

Angela Ahrendts

The highest paid executive at Apple until April when she leaves for “new personal and professional pursuits,” Angela Ahrendts has been a surprise to the tech industry. Moving from the fashion industry as former Burberry CEO into the Head of Retail position in 2014, she became one of the most important people in Apple. She leads 50% of the workforce and is still the only woman on the senior leadership team.”

Progress is on the rise, and these are just some of the women spearheading the movement. You can check out last year’s post on our Top 5 marketing campaigns empowering women here.

Happy International Women’s Day to all our colleagues and clients!

Our 10 Year Anniversary: A conversation with Neil Purcell

From the very beginning, to now: Talent Works International

Talent Works International turns 10 this March. This is an incredible milestone for us as an agency and a fantastic cause for celebration. As a business, we at Talent Works believe in transparency. So, in such spirit, we decided a conversation with our founder and CEO Neil Purcell would be a fantastic start to a series of blogs celebrating the last 10 years.  

So, grab a cuppa, sit down and take some time out with our CEO.   

What inspired you to start up your own agency?

Talent Works was born more out of frustration than anything else. I was frustrated by the lack of quality being delivered, the lack of innovation, agility and flexibility in some solutions offered by other organisations in the recruiting space. So, that made me feel like, why can’t recruitment be something a bit different? Why does it always have to be the same thing, done the same way? So, that’s when I decided to start a business of my own.

I’d done very well in other people’s organisations, I was running a successful division. So, everyone said to me, why do you want to go and set up on your own? I didn’t need to explain myself, I knew what I wanted to do. There’s always an added motivation when people think you can’t do something. Someone, who will remain nameless, told me I’d be done in 6 months.

So, what convinced you that Talent Works would be successful?

Lots of industry experience, confidence and belief. I didn’t know it was going to work. If I’m brutally honest, I think I back myself with having the right mentality and desire to want to do something. If you set something up on your own, you have to have absolute unwavering trust in your own ability and belief that you can make it happen. Along with great people to work with, and a clear vision of what you want to do.

How has Talent Works changed in that time?

If you look at Talent Works today, it isn’t what it was ten years ago, we’ve evolved and become something very distinctive. We’re a real big point of differentiation in the market now for Employer Branding, our RPO offering, with Creative and Digital integrated into it. I believe more in Talent Works today than I did 10 years ago. That’s not to say I didn’t believe in it in the first place, but I think given the timing in the market and the agile nature of what we deliver, it’s a great time to be offering a brand led recruitment solution.

Probably 80% of candidates now are passive. This means you’ve got to be more creative and deliver a better candidate experience from the minute you go out onto a digital platform. It’s not just when you’re in an interview process, candidate experience starts right at the very beginning, before you even have a physical conversation, and that’s the beauty of digital. Where we are now, we are developing employer brand and putting the candidate experience right at the forefront and heart of everything we’re doing. I love it.

Was the success of Talent Works a surprise?

No! No, not at all. I had absolute confidence in myself, and the people I hired in the beginning. I have huge belief in what we’re doing. If you’d asked me 10 years ago, did I think Talent Works would be what it is today? I would have said no. We’ve been on a long journey and we’ve achieved so much.

In the history of Talent Works, what are you particularly proud of?

I’m really proud of what everybody here has been able to build in such a short space of time. To give you a bit of context, we entered into the market in a recession in 2009. That was the best time to have entered because we were offering an alternative approach, that I felt had more value.

We started with Talent Mapping, so we were effectively an alternative solution to Executive Search. Like when we started our employer brand business and then brought the creative and RPO businesses in, we wanted to do it and deliver it differently to challenge what everyone else was doing. We came into a market that had been dominated by the same organisations for years, but we challenged in every single market and continually reinvented ourselves. So, that’s what I’m most proud of.

So, looking forward, what do you see for the future?

That would be telling! Where we are now I think is the most evolved we’ve ever been. We’ve got RPO, Creative Comms, Digital, Recruitment services. We’re proving ourselves in all those areas, it’s how we move forward again while introducing new things and continuing to add value.

It almost feels like the start again. Every time we get to a certain milestone I can tell you it’s been years 3, 6, 8 and now 10 – we feel like the business is in start-up mode again. I like to think of myself as an entrepreneur. People always say to me, you’ve only had one business, but I say, no, I feel like I’ve had 4 business. I get excited and motivated by seeing the levels of engagement within our people, seeing how excited they are about what they’re doing.

Essentially, what you’ve got to look at is that this started as my dream. So, that for me is where I get the excitement and motivation to keep going. It comes from a combination of seeing the dream materialise and the genuine motivation that comes from seeing other people buy into and help deliver it. The future, for me, is really, really bright. Who wouldn’t want to be a part of it?

Can you think of any special memories from the last 10 years?

I think there’s loads that stand out. If I think back to the day we moved into the barn (our first office), before anyone came in, I went in the barn, cleaned everything out and set everything up. We had my desk at the head of the office, 4 white tables that I bought from somebody for £20 and some chairs. When I set it all up, and everyone came in, there was this minute where we went, woah, here we go. This is it. That was pretty exciting for me.

Then, probably when we won our first big clients. One was Wincanton, and one was PepsiCo. So that was pretty cool. At this point I should really thank Mike Lynn-Jones and Rick Kershaw. They both took a leap of faith and trusted us to deliver for their respective organisations. I’m pleased to say, we did.

You know, it’s a strange feeling when you realise it’s working! I had this complete, unwavering belief that it was going to work, there’s no way you can think that it won’t work, but suddenly we realised we’re doing it! This is the dream. This is what it’s all about. It’s not so much a memory but, seeing everybody choosing to be a part of TWI is a hugely humbling experience. It is a hugely humbling experience for me to know that everybody in this business chooses to be here.

You look back on areas where we’ve messed up, and you learn from these things. It’s okay to mess up! Not all the time, but it’s okay to make mistakes. One not so special memory – we entered the US market in 2011, and for many reasons it didn’t work. Those times didn’t deter me from thinking, right, we’re going to do it again at some point with a different infrastructure, different strategies, different people and it’s going to be at the right time. Having the courage and the resilience, as a collective, to know we can do it better. And we did! And now, we’ve built a multi-million turnover business in the US, as well as the UK. That’s pretty cool.

We’re going to continue chatting to the employees here at Talent Works for our 10 Year Anniversary, so keep an eye out for the second blog in the series!

The yearly round up – the 2018 edition

Last year was a big one for Talent Works. We won new clients, moved into new offices and taken on lots of new people. Let’s grab a cup of tea and take a look at what we got up to in 2018.

After all, it’s been a pretty good year.

We got creative with Asahi

Asahi is an employer that values innovative and inspirational thinking. That’s why we created ‘The Art of Asahi’ – a colourful and creative employer brand that provides the perfect canvas to celebrate Asahi’s culture and opportunities.

Our ‘Art of Asahi’ concept extends to all sorts of messaging, including employee events.

We gave Red Hat a helping hand

We provided RPO support for 40 open roles for this leading tech company, helping them find Architects and Consultants for positions across Europe. Our efforts went down so well, we’ve been enlisted to support other areas of the business, including the recruitment for their graduate programme. Watch this space.

We loved every moment with Mitchells & Butlers

We created a compelling employer brand that unites this massive, multifaceted company under one umbrella, making it easier to speak to talent in a more engaging, visible way. Our Brand and Insight team interviewed over 400 employees before collating the research into a clear framework with a single message: ‘Love Every Moment’. Now the ‘Love Every Moment’ brand has spread throughout the business, appearing in employer videos, internal posters and social media campaigns.

Our new employer brand puts people front and centre.

We helped Elsevier spread knowledge

As a company, Elsevier has some big goals – to share knowledge for the benefit of humankind, to inspire new ideas and spark discoveries. So they needed something pretty special to attract and engage the right talent. We created a new employer brand that brings their business to life, and shows what it’s like to work for this innovative organisation.

Striking imagery and bold copy bring this multi-layered brand to life.

We continued to support Sage

We continued to offer RPO support for Sage, helping them find the right people for their Sales and Service roles. Over 2018, we helped them make 302 offers and 273 hires.

We went global with Bloomberg

Our Brand and Insight team surveyed 4,065 potential candidates across five continents, in order to understand how they perceived Bloomberg and their competitors in order to help shape the company’s employment offering.

We propelled Amadeus to new heights

Every employer knows that top tech talent can be hard to find. As a global leader in travel technology, Amadeus needed to be able to reach the best and brightest software developers to join a new division. To help them out, we not only provided them with dedicated RPO support, we also created a microsite that brings to life what this future-facing company does in order to engage and attract a younger tech audience.

This landing page operates as a hub for prospective tech talent.

We got social with Akamai

We’ve helped this global tech giant connect with people all over the world via the medium of social media. We’ve used compelling content to grow their following on Facebook, Twitter, Instagram and LinkedIn, sharing company news, connecting with employees and showcasing Akamai’s unique culture.

Content that showcases Akamai’s commitment to diversity and inclusion.

We found tech talent for Next

Clothing brand Next needed some help identifying and attracting tech talent. Our sourcing team rose to the challenge by providing dedicated RPO support, finding hundreds of potential candidates which resulted in eight new hires across roles that are notoriously difficult to fill.

We got under the skin of Nationwide

Our Brand and Insight team provided a whole host of valuable information to inform Nationwide’s new employer proposition. We conducted hours of in-depth research and interviewed hundreds of employees across the country to get to the heart of what makes Nationwide a great place to work. And we’ve got more projects on the go.

We’re showing the human face of Taboola

We’re excited to be working with global tech company Taboola on developing a new employer brand to help them attract and engage young tech talent across the world. We’re still in the early stages, so keep your eyes peeled.

Phew. What a year. Of course, this is just a snapshot of what we got up to, and we’re anticipating 2019 will be even busier.

But you know what? We can’t wait.

#ITK18: a preview from Paul Newnes

Here at Talent Works we are very excited by the response to our upcoming #ITK18 event on 5th June.

We are working hard to ensure the content of this event is thought provoking and relevant to a set of recruitment challenges, and actionable both at strategic and practical levels.

This first event is on the broad topic of digital in recruitment but covers some very specific topics including employer branding in a digital age, software developer recruitment and a practical guide to programmatic media in recruitment.

I will be presenting the section on strategies for recruiting developers . For many of Talent Works’ clients this is a continual challenge; supply of talent isn’t meeting increased demand creating fierce competition. But, there are plenty of strategies an employer can use that will attract and retain developer talent at higher levels than its competition.

Of course I’m hoping the audience enjoys this section far more than the others, but I also may have an unfair advantage – over the last few months the Talent Works Brand & Insight team have conducted primary research on this topic.  Based upon this research I’ll be presenting a framework for how to cut through the seeming complexity of developer recruitment and create propositions and attraction campaigns that will reduce cost and time to hire for developer talent.

If this is of interest, places are limited so please don’t delay – sign up for our event – and we look forward to seeing you there.

Strategies for recruiting developers
“Watch (some) Digital”

Paul Newnes is Head of Digital at Talent Works International (TWI). TWI is a global talent communications firm that helps organisations around the world build effective and efficient talent strategies through our research, sourcing, creative and digital teams. For more information, contact: Paul.Newnes@talent-works.com

A glimpse inside the ERE Recruiting Conference

The opening session at the ERE Enterprise Talent Acquisition: Recruiting that Scales conference was kicked off by Janice Bryant Howroyd – Founder and CEO ActOne Group, a global recruitment business. Breaking for a typical opening session, her keynote didn’t start with depressing statistics telling us about the war on talent, nor did it try to scare attendees into signing up for a must-have technology. Instead it was a captivating, authentic and inspiring session that set the tone for the rest of the conference.

If you haven’t heard of Janice Bryant Howroyd, she is the first African American woman to operate a company that generates more than $1 billion in annual revenue, according to Black Enterprise Magazine. Howroyd, who has been in the recruiting employment agency world for over 40 years, delivered a clear and relevant message to the engaged ERE audience. As one of 11 children in her family, Howroyd was one of the first integrated black students during her Junior year of High School. Her resilience and confidence touched the audience.

Janice Bryant Howard ERE Recruiting Conference
Janice speaking at the ERE Recruiting Conference

US Unemployment sits under 5% and we’re at a point where candidates are no longer lining up for roles at your company, stated Howroyd. The session pressed the audience to think about the steps it took for everyone to get to their current role.

The new reality is that you can’t assume what worked in the past will work today. People are more reliant on technology to do the heavy lifting, and in fact, are we losing the great people skills by relying on technology too much? Are we neglecting the real people in front of us? It definitely provided room for thought.

She stated that our standard process for hiring needs to change, but how do we begin to approach it differently?

For Howroyd, she summarized the action as moving your FEET.

Move your feet Janice Bryant Howroyd

Her final takeaway was to be sure you make the applicant the center of the universe. If you do that well, you can use your FEET and achieve notable success, while gaining access to the best industry talent.

Regardless of industry or location, attendees from Boston to Boise all appreciated the call for creative thinking and innovation. Both of which are critical for recruiting in 2018.

To hear the message from an innovator, a woman who overcame challenges of the time as a smart black woman, was a highlight that will not be forgotten. One that will inspire a new attitude towards recruiting in a digital age, without losing the all-important human touch.

The message around getting the best out of prospective employees and talent retention resonated throughout the rest of the conference, and it certainly left me feeling inspired.

Jody Robie
@jodyrobie1

The yearly round-up – the 2017 edition

The holiday break went at lightning speed, as predicted. But now we’re firmly back in the office and despite it being early January, the ‘Happy New Year’ email openers are steadily decreasing and everyone is embracing their new and improved routines.

But before 2017 becomes a distant memory, we wanted to recap on all the amazing projects we’ve had the opportunity to work on this past year.

Familiar faces

To start with we had the pleasure of working with some familiar faces including global software giant, Sage. Over the last year we have provided full RPO support, with on-site and remote sourcing teams. Our partnership has also involved developing compelling attraction campaigns which have been informed by location specific research conducted, as well as working on longer-term employer brand planning. We’ve not let the new projects and commitments distract us from supporting with executive hires across the globe – with a dedicated sourcing team on hand to find the right people.

Sage Tech careers website

We also continued to build the Ericsson employer brand globally, creating awareness through diversity initiatives and large-scale recruitment events. We were honoured to win the international award for ‘Best Corporate use of Online Recruitment’ at the Onrec awards in partnership with Ericsson.

Ericsson Diversity and Initiative online campaign

Speaking of awards, we won ‘Best Employee Communications and Engagement Initiative’ for our relaunch of BNP Paribas’ UK Diversity Awareness Week which included augmented reality, social sharing and events.

Furthermore, we built VWFS’ employer brand framework and launched it with a new careers website framed around the ‘Beyond Expectations’ message, supporting photography, employee stories and event collateral.

VWFS careers website and marketing collateral

New partnerships

As well as working with existing partners it was great to build new relationships. For major travel technology provider, Amadeus, we developed a recruitment campaign targeting Developers for their Heathrow office, which will be going live imminently.

We also worked with the world’s largest cloud delivery platform, Akamai, on various global projects in order to enhance their candidate experience and employer communications.

Akamai animation campaign

We built a tailored Employee Value Proposition for Thermo Fisher Scientific which included a brand perception audit as well as interviews with senior leaders, current employees and hiring managers within the business. In addition to this we conducted a market intelligence report for Simply Business and provided case studies on businesses that have been through non-digital organisational transformation.

One of the largest UK bar and restaurant chains, Mitchells & Butlers, came to us to reactivate their employer brand. We provided new brand specific assets, fresh overarching brand guidelines, updated photography, film and attraction toolkits that can be used by individual premises to create tailored recruitment ads.

In addition to this we provided RPO support to Asahi Europe, the leading super premium beer company, and supported this with attraction campaigns for high volume roles. We took this one step further and at the end of the year we began to develop an employer brand framework for Asahi UK. More on this over the coming months!

Asahi careers website and photography

What’s next?

All the TWI teams have managed to fit a lot of work into 2017! We are excited to continue building on the successes we have achieved for our clients over the last year, as well as establishing new partnerships in the coming year. Interested in knowing more? Get in touch using the form below:

Our Takeaways from the CIPD Conference

The CIPD hosted its 70th annual conference and exhibition last week in Manchester. The CIPD conference is the largest HR event in the UK and attracts over 4000 attendees each year. The theme this year was all about embracing the new world of work and focussed on the major shifts that are currently affecting organisations, the HR profession and the world of work.

It was a busy two days packed full of inspiring and thought-provoking speeches from an array of experienced professionals. We learned a lot but here are our 4 main takeaway points from the CIPD Conference:

The edges between Marketing and HR are blurring

HR and recruitment professionals need to be marketers in order to attract the right talent. Jane Graham, Resource Manager at Wiltshire Council, explained that in order for her team to source relevant candidates they needed to learn new skills and develop a recruitment strategy which included:

  • Rethinking their Employer Value Proposition
  • Developing an integrated advertising campaign which focussed more on social media and less on traditional media
  • Creating new brand collateral which had clear brand messaging
  • Analysing their efforts in order to understand what is working and what isn’t
  • Engaging with candidates and employees and gaining their insight

A quote which really resonated with us was, ‘it’s all about the brand, it’s not all about HR.’

HR all about the brand - by Simon Heath
HR all about the brand – illustrated by Simon Heath
The difference between Diversity & Inclusion

Diversity and Inclusion is being talked about a lot at the moment, and in a slightly different way than we’re used to. But how would you describe the difference between the two? It’s a trickier question than it originally sounds but Huma Qazi, international HR & culture consultant said it well:

Diversity & Inclusivity

“If you don’t have the right collaborative spirit, and are not using it to your competitive advantage, you are going to lose out,” she said.

Digital is not a choice!

Martha Lane Fox, co-founder of lastminute.com and board member at Twitter, stated in her opening keynote that digital is happening to us and businesses have to adapt.

Checklist for a successful digital future
Martha’s checklist for a successful digital future
  • Be inclusive. Are you reaching the widest possible talent and including the most people with the tech available today?
  • Take control of your data and how you can use tech to harness your data and make informed decisions.
  • Challenge perceptions on who could be included. Diversify your workforce by reaching more.
We need to be offering flexible working

Flexible working doesn’t just refer to working from home, it’s allowing flexibility for childcare and adultcare commitments. The main barrier to flexible working is line manager’s perceptions, which links directly to diversity. By not offering flexible working you are essentially excluding people with commitments that prevent them from working a traditional 9-5. Some employers are cottoning on to the benefit of being more flexible with staff, focussing on the quantity of work that is produced, rather than the hours that it is done between. Obviously, there are limitations to how companies can facilitate this flexibility, but it’s notable that companies who offer this have better retention rates and have access to a larger talent pool.

We thoroughly enjoyed the conference and the opportunity to learn more about industry trends. We’ll definitely be putting everything we heard to great use in future.

The Three Peaks Challenge – Meet the intrepid explorers!

This Saturday 4 members of the Talent Works team from our Northampton office will be embarking on the Three Peaks Challenge.  We’ve all been training, we’ve bought and started packing our kit (and more importantly our snacks!) so the only thing that remains for us to do is actually walk – probably easier said than done but we’ll be trekking on with smiles on our faces.

What is the Three Peaks Challenge? I hear you ask. It is climbing the 3 highest peaks in the UK, including driving between the locations, in a 24 hour period. 26 miles of walking and 462 miles of driving. We are massively grateful to our Brand and Strategy Director Simon Thomas who will be driving the challenge team from one location to another, perhaps the most arduous of tasks – cheering us on from the base of the fells, and staying awake while we are all selfishly napping in the back of his car!

Our plan

We will be starting our challenge bright and early on Saturday morning in Scotland, finishing 24 hours later in Wales

Saturday 6am: Climb Ben Nevis, Scotland
Saturday 5pm: Climb Scafell Pike, England
Sunday 2am: Climb Snowdon, Wales
Sunday 6am: stroll/limp/collapse over the finish line!

Meet the team

David

Hi I’m David, a Senior Consultant in the Sourcing department here at Talent Works. This year I wanted to challenge myself more and with work arranging to do the three peaks challenge for charity I thought this would be a great opportunity to do just that! I’ve never walked up a mountain before let alone complete anything like this so the closer it now gets and sorting out the equipment needed, realisation has hit of how big a challenge this is going to be, all the gear and no idea springs to mind! However, it’s for a fantastic cause and I am doing it with great people so I’m sure we will push each other on to make sure we smash it and we will certainly have a great sense of achievement once completed!

Meg

I’m Meg, I’m a novice when it comes to hiking and trekking, however I love the idea of taking on a challenge like the 3 peaks to find out what I’m made of. Usually, I would be found either knitting or binge-watching something good on Netflix, so this is different. Training has been going pretty well, I’m walking roughly 2 hours a day, although not uphill!! This will literally be the biggest physical challenge I’ve ever taken on, particularly as we’ll be timed and have 24 hours to complete all 3 peaks. I think our biggest challenge on the 3 peaks will be fighting against exhaustion and maintaining a positive mental attitude while tired, but we’re a great group and all very upbeat so I think we’ll have some good support in each other!

Alicia

I’m Alicia, from the Brand & Insight team at Talent Works. As a geography graduate I have plenty of experience being outdoors but I’ve never taken on a challenge like this before, so I wanted to take the opportunity to push myself, and commit to something that requires dedication and perseverance. I’ve had fun along the way though as my training has led me to discover the fitness classes at the local trampoline park which are a good laugh! I’m really excited to get started, we have a great team and it will be a lot of fun completing this together.

Bex

I’m Bex, a Lead Consultant in the Brand & Insight team at Talent Works. People who know me well probably think I am crazy as I am known for taking on big challenges like this – in the last 3 years I have run a marathon, completed a triathlon and cycled from one coast of Wales to the other. They think I’m even crazier because I’ve actually done the Three Peaks before, in 2014, but that’s probably long enough to have forgotten about it…right?! I’m really proud to be part of the team, we are all nervous but we know we are going to smash this challenge with a smile on our faces, and we’re all so determined because it’s for such an amazing charity. As a 3 Peaks veteran I know it’s going to hurt, and that there might be tears (I’m not ashamed to say that I cried halfway up Scafell Pike last time), but there will be a lot of laughter as well.

It’s not too late to donate to our amazing cause KidsAid, on our Talent Works JustGiving page. Every penny is greatly appreciated, for this amazing cause. KidsAid is a Northampton based charity providing support for children and young people who have suffered abuse, bereavement, bullying and family problems.

Trying to understand what these children are going through is difficult, especially when they aren’t always able to articulate their feelings, which is why KidsAid have a team of highly trained and experienced therapists.

It costs KidsAid £70 to run a therapy session and this is often paid for by the individual or organisation who has referred the child. Even the smallest amount can help towards providing these services and Talent Works is proud to support such an incredible charity.

5 minutes with Jody Robie

Our Senior Vice President of North America, Jody Robie has a busy month of webinars, conferences and talks. I sat down with her to find out more about the role she has at TWI and how she sees the industry is changing.

What does your current role at Talent Works consist of?

I am the Senior Vice President for North America for TWI. My official role is to manage our teams and clients in the Americas but the reality is I wear many hats. I am responsible for the growth of our business and sit within the global leadership team.

How long have you been at Talent Works?

I joined in January, 2014- hard to believe it will be 4 years in January.

How does Talent Works differ from other places you’ve worked?

I have worked for large corporations including Hearst TV and Fox Networks, as well as small recruitment marketing agencies. Talent Works is the best of both worlds. We are a professional global organization that still feels like a close-knit team. I have been encouraged to be creative and entrepreneurial, which is a welcome change. We hire individual thinkers who are excited to help us grow the business.

If you weren’t Senior VP at Talent Works what could you see yourself doing?

I love to cook and experiment in the kitchen. I have been working for UK headquartered businesses too long to stay up late enough to work in a restaurant, and I hate having to clean everything up . . . so maybe I would be a personal chef. I also am passionate about inclusion after having a daughter with special needs. There are so many opportunities to train and involve everyone, it is something I think I would find very satisfying.

What key things do you think will change in our industry in the next 5 years?

I think the need to have consultants and partners instead of products and tools is already starting. Regardless of advertising or sourcing technology, an organization needs to have smart people who are willing to pick up the phone and have a conversation. I think the race to have the biggest and best ATS, Career site, or CRM is slowing and the need to understand the authenticity around why someone should join your company is key. The days of full-time workers being based in an office 5 days a week during the same work day will start to fade. Whilst our abilities to bring in SMEs (subject matter experts) will continue to be a growing trend.

Are there any trends you’ve seen happening in the industry this year?

Ironically, I think the effective use of video in all aspects of branding and recruiting is one of the most universal trends globally. It is nice to have had a background in video to help with the transition. Traditional rules of talking heads and only showcasing senior management are dissolving. Now it is not only acceptable to have iPhone footage with rough edits on corporate websites, it is encouraged to get more natural shots. Sharing video on social and programmatic advertising campaigns is a trend that we are seeing net great results and I suspect will continue to advance.

Can you give us a little teaser on what you’ll be discussing on your latest NEHRA series webinar?

There’s a lot of talk about employer brands as if this is something new.  We are going to break down our approach, our T.R.U.E approach to building a distinctive and relevant employer brand. We will talk about the ways to inspire your employees, plain and simple.

Jody will be at DisruptHR in NY where she’ll be speaking about how you can diversify your talent strategy. If you’re not in the area you can catch Jody on her latest NEHRA series webinar where she’ll be discussing how to develop a T.R.U.E employer brand. For free event registration use code: TalentWorksWebinar.