January 30, 2024
In this week's episode of AI to Z, our guest Julie Flowers, head of Global Talent Acquisition at Chevron and host Anna Frazzetto take on the pressing challenges of attracting and retaining talent.
Attracting and retaining the best talent is a critical challenge for businesses of all sizes, as high-calibre employees are the backbone of any successful organisation. A company with exceptional individuals not only thrives in its operational performance but also fosters innovation and drives competitive advantage.
It is essential for employers to understand that the process of drawing and keeping top talent goes beyond offering attractive salaries; it encompasses a culture of growth, recognition, and continuous development.
Julie talks us through the challenges and opportunities that arise when working globally to discover the best talent and keep talent engaged to ensure businesses and individuals achieve their goals.
Listen to the full episode below:
We try to articulate the impact an employee can have on the world and bringing energy to the world.
Today's talent market is a complex arena, especially in industries like oil and gas, which face unique challenges and perceptions. To thrive, organizations must not only attract but also retain the best global talent. This requires a deep understanding of the changing dynamics and a strategy that addresses these shifts proactively.
A compelling employer brand is essential for attracting top talent. It hinges on the development of a strong Employer Value Proposition (EVP) and strategic use of social media and marketing to communicate the brand effectively.
Chevron's narrative in the oil and gas sector is a testament to the power of a strong employer value proposition. The company has successfully navigated its industry image, focusing on its impact on global energy and the environment. This approach underlines the importance of aligning company values with those of potential employees
Drive those inclusive and equitable practices and processes and programs and really do what you say you're trying to do.
Flexibility and inclusivity in employment models are no longer optional; they are essential. By catering to various demographics and work preferences, companies can create an environment that attracts a diverse and dynamic workforce. This approach is crucial for tapping into a wide range of talents and perspectives.
Inclusivity and diversity can be advanced through specific strategies such as equal opportunities in hiring and career development. Companies should implement training programmes that raise awareness and educate employees about the value of a diverse workplace.
Julie discusses how even a large, global business must look through a 'local lens' to attract talent and ensure the business is benefitting from a variety of different outlooks and perspectives that a diverse workforce brings.
It's like you're a kid in the candy shop sometimes with the amount of tools out there that can help with talent acquisition.
Julie understands that sometimes the options available to businesses can be overwhelming and there's new technologies being developed all the time that change the nature of talent acquisition.
The integration of data and AI in recruitment processes is revolutionising talent acquisition. These technologies not only streamline efficiency but also play a pivotal role in reducing biases, ensuring a fair and inclusive hiring process. Embracing these tools can significantly enhance the candidate experience.
Companies that excel in engaging their staff frequently solicit and provide feedback. This process is a two-way street; employees should feel comfortable providing feedback to management, and in turn, receive regular performance reviews.
Organisations with a focus on retaining top talent utilise HR analytics to identify patterns and predict employee behaviour. By analysing data such as employee engagement scores, turnover rates, and performance metrics, businesses can pinpoint areas of improvement and take proactive measures.
A lot of people in the marketplace now are really looking for skills and experience. You can have experience in several different areas that are transferable skills to another area.
Julie emphasises the importance of hiring talent with a variety of skillsets; these employees can then fill internal positions across multiple teams and transfer their knowledge and experience to other departments in the business.
This means that companies should have a good idea of what they're looking for in all their talent across the business. Identifying what constitutes "talent" requires a nuanced understanding of the industry.
For instance, in the technology sector, talent may encompass a range of skills from software development to project management. In contrast, the finance industry might focus more on analytical prowess and risk management abilities.
Article and quotes have been edited for brevity and clarity
This post was written by: Matthew Hearfield, Marketing & Content Coordinator
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