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25 Quotes from Talent Connect that will
“What really matters in
the networked age?
Relationships.
Relationships help you
find opportunities,
resources, make
decisions more
effectively, and manage
a long-term investment
and a lifetime career.“
Reid Hoffman
Executive Chairman and Co-
Founder, LinkedIn
“Every time you do
something that’s a little
bit different, you are
going to get some
pushback and some
questioning. That’s just
part of the process. At
the end of the day, no
risk, no reward.”
Stacy Donovan Zapar
Candidate Experience and
Engagement Strategist, Zappos
“My boss said to me,
‘You have to be the
first in the world.’
Being the first is
about being daring,
taking risks and
being unique.”
Frédérique Scavennec
VP Global Talent Acquisition,
L'Oréal
“Curation is a really
important aspect to
employer branding. The
goal of your social
channels is to build
community, and you do
that by providing value.
Think about how you can
provide value to your
audience that’s going to
get them more engaged.“
Lars Schmidt
Founder, AmplifyTalent
“Involving and aligning
with the business are two
important elements to
becoming a talent partner.
There’s a third around
creating consistency. And
the most critical part in
creating consistency is
around transparent,
proactive & frequent
communication.”
Melanie Curtis
Vice President of Talent
Management , Express Scripts
“Behind every digital
experience is
somebody like you
and me. The
keyboard is the
biggest conversation
killer that exists.”
Dave Hazlehurst
Director & Partner, Ph.Creative
“A good recruiting
process focuses and
aligns recruiters to
deliver the best to the
organization. Ultimately,
recruiting really should
be viewed as a business
partner, someone who
is critical to the success
of the business.”
Mathew Caldwell
Head of Talent, Instacart
“Social media allows
you to make your jobs
more human. Tell
talent about the
people behind your
products. Trust your
recruiters to be your
digital warriors. Don’t
second guess it.“
Celinda Appleby
Digital Media Program Manager,
Hewlett-Packard
“Forget the words
Talent Acquisition,
forget employer
branding and
forget employee
engagement.
We need to talk
about experiences.”
Zvi Goldfarb
Head of the Talent Acquisition
Digital Lab, L'Oréal
“Obviously, engaging and
recruiting people are
closer to you achieving
your desired goal, but you
can’t do that until you
have found them in the
first place. Sourcing and
finding people is the most
important. You can’t
recruit, message, or
network with someone
you haven't found.”
Glen Cathey
SVP Talent Strategy and
Innovation, Kforce
“All of us are a
whole lot more
than the worst
things we've
done.”
Father Greg Boyle
Founder, Homeboy Industries
“We’re looking for people
who are focused on their
community. We focus our
employer brand around
community development
and our corporate social
responsibility programs
because that aligns
people towards a mission,
and that seems to get
higher quality
candidates.”
Kristen Lampert
Assistant Vice President, Ziegler
“Engagement has to
be human, because
people trust people
more than brands.
Our employees are
the ones who
personify Shell.”
Ana Alonso
Global Marketing Head
Recruitment , Shell
“Set an incredibly high bar
for talent and quality, and
never EVER compromise.
It’s also important to be
objective and make an
unbiased hiring decision. I
urge you, set a high
standard and hold your
clients to it. It’s better to
grow slowly and have
higher quality people. “
Laszlo Bock
Senior Vice President, People
Operations, Google
“Empower your team.
If we did not allow our
teams to move fast and
make decisions, I don’t
think we would have had
the success we achieved.
Not only does it feed
their desire to grow, it
allows them learn and
develop with real
projects.”
Suzanne Myers
Senior Director, Talent
Acquisition, RealPage
“It’s a shame that
ambition and
ruthlessness is seen
one in the same.
They are not.
Ambition is realizing
to champion your
career.“
Karren Brady
Baroness Brady of
Knightsbridge,
Vice-Chairman of West Ham FC
“When I think of
personas in a
recruiting context,
personas are a level up
from about a target
candidate profiles. It
gives me the ability to
go faster and to focus
on the right people.”
John Vlastelica
Founder & Managing Director,
Recruiting Toolbox, Inc.
“A tour of duty doesn’t
imply going alone.
It implies a group,
it implies support,
it implies you are
going to accomplish
something that is
audacious and difficult,
but you are not ever
going to be alone.”
Trish Lukasik
Senior Vice President, PepsiCo
“Viral is often a flash in
the pan. Most brands
don’t want to be a flash
in the pan today and
gone tomorrow. We
need to think about how
day in and day out we
can get our talent brand
to be talked about and
shared.“
Jonah Berger
Professor and Author, the
Wharton School at the University
of Pennsylvania
“It's not about being
politically correct or
being nice. Diversity is
going to be imperative
because it’s critical for
our economy and
talent pipeline.“
Liz Mackay
Head of Talent Acquisition,
Philips
“Recruiters should
be your brand
ambassadors. Trust
your recruiters. We
put them out there
and highlight their
social media
presence. We’re real,
we’re human.“
Mike Bailen
Head of Talent / Senior HR
Manager, Zappos
“I don't have the
budget, time or
team, but I've
learned to compete
through our two
main assets: our
talent and our story.”
Robert Versteeg
Head of HR, Witlox Van den
Boomen
“You’ve probably heard
a million times that
content is king. I believe
that conversation is
king. You all play an
insanely important role
in making sure your
employees are fostering
and involved in the
conversation.“
Dan Roth
Executive Editor, LinkedIn
“I love metrics. That’s the
way that you learn. We
can all make assumptions,
but when you look at the
numbers that’s when you
know if you’re being
effective or not. My rule of
thumb is a company page
post should get a 0.5% or
higher engagement rate.“
Anita McFadden
Recruitment Marketing Manager,
Covidien
“Inequality is still such
a huge problem. It’s
more than just
gender. There’s many
different types, and
we need to stand up
and address it.“
Alexa Glick, Global Staffing
Program Manager, Skype,
Microsoft
“We can raise the a
talent bar, but you
have to do
something different.
You can't do what
you are currently
doing today.“
Lou Adler
CEO, Adler Group
“Traditionally, what
separated an average
company from a great
company has been
technology. We’re in the
middle of a transformation.
Today, what differentiates
an average company from
a great company is talent.
And you, as talent
acquisition leaders, are at
the forefront of this.“
Wade Burgess
VP Talent Solutions, LinkedIn
“Pick up the phone
and talk to that
candidate. Give them
the verbal handshake
and build that
relationship so they
will trust you. That
what it is all about.”
Derek Bambrick F.I.R.P
International Talent Acquisition
Partner, Hertz International
"Let the data tell the
story. If you aren’t
looking at the data,
you are going by gut
instinct, which we all
cannot afford to do.
Use that data to
transform your
company.”
Jenny DeVaughn
Senior Director, Employment
Branding and Sourcing, ADP
“It’s important to start
the career conversation
as early as you can. You
can wait reactively, but I
like to set set up a
monthly casual 1-on-1
with each team member
to discuss career goals.
If it’s a priority for me, it
has to be a priority for
them.“
Lila Ibrahim
Chief Business Officer, Coursera
“I tell clients: brand or be
branded. And if they
aren’t branding, tell your
C-suite that they are
saying one of three
things: 1) we have
nothing interesting to say
2) we’ve got something
to hide or 3) we’re not
technologically savvy.“
J.T. O’Donnell
CEO/Founder, CAREEREALISM
“It goes beyond a
candidate’s qualification.
How strong of fit is this
going to be for what they
aspire to do? How well
will they fit with your
company’s culture? As
this candidate grows and
as the company grows,
make sure that you’ll
grow in alignment and
grow closer.“
Jeff Weiner
CEO, LinkedIn
“I love the activity
around inclusion.
Transparency has raised
awareness and it
becomes less scary. The
power of women around
the world has changed.
The digital landscape
has opened doors.“
Pat Wadors
VP Global Talent, LinkedIn
“What was most
important were the
relationships. If we didn’t
have recruiters who
could establish
relationships with their
candidates and with their
hiring managers, then we
found that nothing else
really mattered. That was
the differentiator.“
Jennifer Shappley
Senior Director of Talent
Acquisition, Express Scripts
“When we become hyper
connected with technology
and disconnected from
ourselves, we lose track of
our wisdom, sense of well
being and wonder.
We need to change that.
Recruiters are in an
incredible position to
create the cultures that
accelerate that type of
change.“
Arianna Huffington
Chair, President, and Editor-in-
Chief, Huffington Post
Continue your
talent transformation at
http://lnkd.in/tc365ss
#intalent

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35 Inspirational Quotes from Talent Connect San Francisco and London

  • 1. 25 Quotes from Talent Connect that will
  • 2. “What really matters in the networked age? Relationships. Relationships help you find opportunities, resources, make decisions more effectively, and manage a long-term investment and a lifetime career.“ Reid Hoffman Executive Chairman and Co- Founder, LinkedIn
  • 3. “Every time you do something that’s a little bit different, you are going to get some pushback and some questioning. That’s just part of the process. At the end of the day, no risk, no reward.” Stacy Donovan Zapar Candidate Experience and Engagement Strategist, Zappos
  • 4. “My boss said to me, ‘You have to be the first in the world.’ Being the first is about being daring, taking risks and being unique.” Frédérique Scavennec VP Global Talent Acquisition, L'Oréal
  • 5. “Curation is a really important aspect to employer branding. The goal of your social channels is to build community, and you do that by providing value. Think about how you can provide value to your audience that’s going to get them more engaged.“ Lars Schmidt Founder, AmplifyTalent
  • 6. “Involving and aligning with the business are two important elements to becoming a talent partner. There’s a third around creating consistency. And the most critical part in creating consistency is around transparent, proactive & frequent communication.” Melanie Curtis Vice President of Talent Management , Express Scripts
  • 7. “Behind every digital experience is somebody like you and me. The keyboard is the biggest conversation killer that exists.” Dave Hazlehurst Director & Partner, Ph.Creative
  • 8. “A good recruiting process focuses and aligns recruiters to deliver the best to the organization. Ultimately, recruiting really should be viewed as a business partner, someone who is critical to the success of the business.” Mathew Caldwell Head of Talent, Instacart
  • 9. “Social media allows you to make your jobs more human. Tell talent about the people behind your products. Trust your recruiters to be your digital warriors. Don’t second guess it.“ Celinda Appleby Digital Media Program Manager, Hewlett-Packard
  • 10. “Forget the words Talent Acquisition, forget employer branding and forget employee engagement. We need to talk about experiences.” Zvi Goldfarb Head of the Talent Acquisition Digital Lab, L'Oréal
  • 11. “Obviously, engaging and recruiting people are closer to you achieving your desired goal, but you can’t do that until you have found them in the first place. Sourcing and finding people is the most important. You can’t recruit, message, or network with someone you haven't found.” Glen Cathey SVP Talent Strategy and Innovation, Kforce
  • 12. “All of us are a whole lot more than the worst things we've done.” Father Greg Boyle Founder, Homeboy Industries
  • 13. “We’re looking for people who are focused on their community. We focus our employer brand around community development and our corporate social responsibility programs because that aligns people towards a mission, and that seems to get higher quality candidates.” Kristen Lampert Assistant Vice President, Ziegler
  • 14. “Engagement has to be human, because people trust people more than brands. Our employees are the ones who personify Shell.” Ana Alonso Global Marketing Head Recruitment , Shell
  • 15. “Set an incredibly high bar for talent and quality, and never EVER compromise. It’s also important to be objective and make an unbiased hiring decision. I urge you, set a high standard and hold your clients to it. It’s better to grow slowly and have higher quality people. “ Laszlo Bock Senior Vice President, People Operations, Google
  • 16. “Empower your team. If we did not allow our teams to move fast and make decisions, I don’t think we would have had the success we achieved. Not only does it feed their desire to grow, it allows them learn and develop with real projects.” Suzanne Myers Senior Director, Talent Acquisition, RealPage
  • 17. “It’s a shame that ambition and ruthlessness is seen one in the same. They are not. Ambition is realizing to champion your career.“ Karren Brady Baroness Brady of Knightsbridge, Vice-Chairman of West Ham FC
  • 18. “When I think of personas in a recruiting context, personas are a level up from about a target candidate profiles. It gives me the ability to go faster and to focus on the right people.” John Vlastelica Founder & Managing Director, Recruiting Toolbox, Inc.
  • 19. “A tour of duty doesn’t imply going alone. It implies a group, it implies support, it implies you are going to accomplish something that is audacious and difficult, but you are not ever going to be alone.” Trish Lukasik Senior Vice President, PepsiCo
  • 20. “Viral is often a flash in the pan. Most brands don’t want to be a flash in the pan today and gone tomorrow. We need to think about how day in and day out we can get our talent brand to be talked about and shared.“ Jonah Berger Professor and Author, the Wharton School at the University of Pennsylvania
  • 21. “It's not about being politically correct or being nice. Diversity is going to be imperative because it’s critical for our economy and talent pipeline.“ Liz Mackay Head of Talent Acquisition, Philips
  • 22. “Recruiters should be your brand ambassadors. Trust your recruiters. We put them out there and highlight their social media presence. We’re real, we’re human.“ Mike Bailen Head of Talent / Senior HR Manager, Zappos
  • 23. “I don't have the budget, time or team, but I've learned to compete through our two main assets: our talent and our story.” Robert Versteeg Head of HR, Witlox Van den Boomen
  • 24. “You’ve probably heard a million times that content is king. I believe that conversation is king. You all play an insanely important role in making sure your employees are fostering and involved in the conversation.“ Dan Roth Executive Editor, LinkedIn
  • 25. “I love metrics. That’s the way that you learn. We can all make assumptions, but when you look at the numbers that’s when you know if you’re being effective or not. My rule of thumb is a company page post should get a 0.5% or higher engagement rate.“ Anita McFadden Recruitment Marketing Manager, Covidien
  • 26. “Inequality is still such a huge problem. It’s more than just gender. There’s many different types, and we need to stand up and address it.“ Alexa Glick, Global Staffing Program Manager, Skype, Microsoft
  • 27. “We can raise the a talent bar, but you have to do something different. You can't do what you are currently doing today.“ Lou Adler CEO, Adler Group
  • 28. “Traditionally, what separated an average company from a great company has been technology. We’re in the middle of a transformation. Today, what differentiates an average company from a great company is talent. And you, as talent acquisition leaders, are at the forefront of this.“ Wade Burgess VP Talent Solutions, LinkedIn
  • 29. “Pick up the phone and talk to that candidate. Give them the verbal handshake and build that relationship so they will trust you. That what it is all about.” Derek Bambrick F.I.R.P International Talent Acquisition Partner, Hertz International
  • 30. "Let the data tell the story. If you aren’t looking at the data, you are going by gut instinct, which we all cannot afford to do. Use that data to transform your company.” Jenny DeVaughn Senior Director, Employment Branding and Sourcing, ADP
  • 31. “It’s important to start the career conversation as early as you can. You can wait reactively, but I like to set set up a monthly casual 1-on-1 with each team member to discuss career goals. If it’s a priority for me, it has to be a priority for them.“ Lila Ibrahim Chief Business Officer, Coursera
  • 32. “I tell clients: brand or be branded. And if they aren’t branding, tell your C-suite that they are saying one of three things: 1) we have nothing interesting to say 2) we’ve got something to hide or 3) we’re not technologically savvy.“ J.T. O’Donnell CEO/Founder, CAREEREALISM
  • 33. “It goes beyond a candidate’s qualification. How strong of fit is this going to be for what they aspire to do? How well will they fit with your company’s culture? As this candidate grows and as the company grows, make sure that you’ll grow in alignment and grow closer.“ Jeff Weiner CEO, LinkedIn
  • 34. “I love the activity around inclusion. Transparency has raised awareness and it becomes less scary. The power of women around the world has changed. The digital landscape has opened doors.“ Pat Wadors VP Global Talent, LinkedIn
  • 35. “What was most important were the relationships. If we didn’t have recruiters who could establish relationships with their candidates and with their hiring managers, then we found that nothing else really mattered. That was the differentiator.“ Jennifer Shappley Senior Director of Talent Acquisition, Express Scripts
  • 36. “When we become hyper connected with technology and disconnected from ourselves, we lose track of our wisdom, sense of well being and wonder. We need to change that. Recruiters are in an incredible position to create the cultures that accelerate that type of change.“ Arianna Huffington Chair, President, and Editor-in- Chief, Huffington Post
  • 37. Continue your talent transformation at http://lnkd.in/tc365ss #intalent

Editor's Notes

  1. 26:00
  2. “We’re facilitating different conversations with business leaders about how we can treat, acquire, and build talent and also reduce the risk to the organization by thinking differently. It’s taken a while, but we finally now have a seat at the table to be those trusted advisors.“