Talent Connect 2019: Jody Robie’s key takeaways

Talent Connect 2019: Jody Robie’s key takeaways

The Talent Connect conference is currently finishing off in Dallas, Texas. Our Senior Vice President of North America, Jody Robie, has attended and has shared a few of her key takeaways from the conference so far.

It is hot, over 93 degrees. The weather is certainly a conversation starter. However, the topic at hand is candidate attraction.

Over the past couple of days there have been a number of interesting sessions, covering everything from storytelling and copywriting, to diversity, inclusion, and “why prisons hold the key to our talent shortage.”

I was particularly interested in a session titled “How Dropbox uses talent mapping to fill its toughest roles,” led by Philip Clark, from Growth & People, and Erin Winkler, from Executive Recruiting. It was a helpful roadmap to success and consisted of some good advice, regardless of the size of your company.

Some key thoughts from the conference have been:

  • Why are roles often open for a long time, and how can we work out the answer to the problem? Ultimately, we need to build a hypothesis to interrogate the issue more deeply and learn to control the situation. 
  • Market intelligence and talent mapping are critical steps, not only in finding passive candidates but in influencing hiring managers who may have perceptions about candidate criteria which does not fit the current market or climate.  
  • Employer Branding and Market Intelligence are the keys to success in the talent market. Understanding how to be smart about leveraging those services for successful talent attraction is the core theme of the week.
  • If you’re looking to make a lateral hire (same role at another company), people are unlikely to want to move at the same level. So, make the argument for hiring someone without the exact experience required.
  • Understanding market conditions and competitors is a vital part of having a proactive approach to recruiting and is proven to decrease the time-to-hire.
  • The need to develop an authentic employer brand, and to leverage technology and AI has become more of a critical need than a nice to have.

It’s been an exciting experience with lots to learn. Throughout the conference, there have been areas run by LinkedIn to provide more knowledge about products. As well as this, the sounds of live country music in the evenings has really lifted the atmosphere.

On another note, excitement is brewing for Michelle Obama to speak today and close out the conference!

Jody Robie is the Senior Vice President of North America. If you’ve been at the conference and would like to follow up and connect with her, please get in touch on Linkedin – she’d love to hear from you.

A few minutes with Vic Khan: Managing Director of Recruitment Services

2019 has been an incredibly exciting year for Talent Works International so far. We’re welcoming another new addition to our team – Vic Khan, Managing Director of our Recruitment Services.

At Talent Works, we like to let people tell their own stories, so we’ll leave the talking to him. Kick your feet up and read on to hear all about who Vic is, and why this is the right time for him to join us.

Hi, Vic.

Hi!

Tell me, how have you ended up at Talent Works International?

I was working at Nationwide on an interim contract and was due to be leaving shortly when Neil reached out to me. He said, thanks for all the business, we don’t really have a contact at Nationwide, can I come and see you?

In that meeting, he asked me what I wanted to do. So, I said my ambition is to join a start-up and grow it, perhaps go back into something in RPO but RPO done differently. He asked me to tell him more.

I said, I think there’s a lot of vanilla RPO’s out there, a lot of clients who’ve got a problem to solve and they can’t do it with the current providers out there.

Neil said he’d love to have a longer chat with me. So, it literally just came from a random conversation with Neil. We have so many similar thoughts on the industry.

So, going back, how did you end up working in recruitment?

Cutting a long story short, I’ve got a degree in Aeronautical Engineering. I’m a qualified pilot. In the early, to mid-90’s I was a flight instructor. I used to teach people to fly small planes in Florida and then eventually came back here.

However, it didn’t pay the bills, so I went into technical sales. I was a technical sales engineer, selling electronic components, etc. It bored me to tears.

Sales wasn’t for you?

Sales was but, selling the fitting in a lightbulb or getting excited about a fuse in a tv… an engineer will talk for hours about it, and then you have to get them to buy hundreds of them. It was just doing my head in, and it was quite lonely, working from home.

So, a mate of mine was in recruitment.He was making quite a lot of money, so I asked, “what is it you do?” He was in high street recruitment with REED, so I thought I could get into IT recruitment.

This was the mid to late ’90s with the dot-com boom. You could turn up in a recruitment agency, and they’d hire you. I had 3 or 4 offers, but one of them was with a company which was part of what was then the Alexander Mann group.

How did you find recruitment?

My first month in recruitment I hated it, would you believe? I thought it was really hardcore, everyone shouting at you, throwing things at you, having to go into the “headmasters office” on a Friday to discuss your week’s performance.

However, through that, I met someone who’d won a bit of business just outside Reading. I lived in Reading. So, they asked if I’d go on site, which I did. There were only 4 of us there, and those 4 people became AMS. Eventually, that account became 61 people, which I led.

So, what happened next?

I put a business case together to move some of our AMS work to Poland. I hired 5 people to do some work from Krakow.

We were there for 3 months, and it wasn’t really working. I ended up saying I’d go out there to really get it up and running. I ended up being there for 7 years. Those 5 people became 600, with 38 clients in 20 different languages. It just exploded. So, I took that model, and we opened up more offices.

That journey taught me so many different things about running and building businesses. I believe that you develop and grow your own talent, and I think Talent Works International has that principle, that philosophy.

What do you think you bring to Talent Works International?

I’ve been in the recruitment industry for 23 years and worked with Nationwide as Director of Resourcing, so I’ve been on both sides of the fence. I’ve been a provider and a buyer. So, now I understand being a buyer, what buyers need, and where I can help suppliers.

So, why Talent Works International?

I just felt Talent Works ticked a lot of boxes as well as having an inspiring CEO in Neil. He has a vision, an ambition that I can get behind.

When I left AMS 5 years ago, I wanted to grow something again. I felt this was the opportunity, 5 years later, that presented itself to me.

What’s your vision for Talent Works International?

I think Talent Works has the potential for exponential growth. There are opportunities here, in the US and Europe for us to cement our position in the market as a boutique provider, to grow in services, people and geography. That’s exactly why I joined.

What do you think makes a good leader?

I think there are a number of things. Firstly, you need to inspire people and lead by example. It’s about helping people grow, recognising talent and inspiring people to be the leaders of the future. I think great leaders create great leaders, and that applies not just to the next tier down, but your entry-level people as well.

Before we close, tell me a bit about yourself outside of work?

While I was in Poland, I met my wife, and we had 3 kids all born out there. So, I have a very young family.

My son is more of an insane Liverpool supporter than I am, we’re both mad Liverpool supporters. So, I coach his football team. I’m now an FA accredited coach.

I’ve also taken up running. I hate it, but it’s the only thing that keeps my weight down. My first 10k race I did it in 66 minutes, just under 2 years ago. My last 10k I did it in 51 minutes. So, I’m trying to get it under 50. I always have a goal.

Thanks so much for talking to us Vic!

If you want to know more, you can download our RPO eBook or contact us at marketing@talent-works.com

The history of Labor Day

Labor Day is often known as a celebration of the end of summer and is seen as a time to gather with family and friends for parades, fireworks and barbecues. However, Labor Day stems from a darker time in US History. It is the modern-day culmination of the efforts of American workers to create better working conditions for future generations.

Why do we celebrate Labor Day?

On September 5, 1882, ten thousand American workers took unpaid time off to march from City Hall to Union Square in New York City. This was the first Labor Day parade – one of many acts of protest from American workers, initiated by the pay cuts and 12-hour days which had become commonplace during the Industrial Revolution.

As well as working long, gruelling hours, American workers and children as young as 5 often faced dangerous and unsanitary conditions. As a consequence, labor unions began to organise, arranging mass protest and strikes to force employers into improving conditions.

As well as the first Labor Day parade, these protests included the Haymarket Riot of 1886, and the Pullman Strike of 1894, in which more than a dozen workers were killed when Federal Government dispatched troops to end the strike.

When was the first Labor Day?

There is some confusion over who first came up with the idea of a “working man’s holiday.” However, the idea was first suggested to pay tribute to the efforts of American workers. The first Labor Day was celebrated on September 5, 1892. Yet, it wasn’t passed into law as a legal holiday until June 28, 1894, as Congress attempted to repair the fractured relationship with American workers. The modern 8-hour workday wasn’t established until September 3, 1916.

We now celebrate Labor Day on the first Monday of every September. However, it is commonly confused with May Day, which celebrates workers internationally.

What is the result of better working conditions?

Positive working conditions have been seen to increase productivity, boost profits and reduce turnover for organisations who treat their employees well. As a result, more businesses are now introducing competitive working environments and policies. For example, allowing employees to work flexibly to improve their work-life balance as well as providing many other benefits. 

However, it is worth noting that Labor Day weekend now causes some of the longest hours for retail workers, having been conflated with bank holiday sales. So, while work has been done to establish better conditions for workers, there is still room for progress as we move forward to improve conditions for everyone.

Meanwhile, from all of us at Talent Works International, we hope you enjoy your Labor Day celebrations. Make the most of some time away from the office and, remember, happy employees are proven to be more productive.

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: