VOL 05 I ISSUE 07 I 2024 Unlocking Poten al The Art and Science of Talent Acquisi on The 10 Most Influential Leaders in Talent Acquisition, 2024 Marc Ellis Driving Organizational Success through Innovative Talent Solutions A rac ng Excellence Mastering Talent Acquisi on in a Compe ve Market Recruitment is a marketing exercise, and the product is the role and the company. Editor's Note The field of talent acquisition is continually evolving, shaped by dynamic leaders who innovate, inspire, and drive change. In our latest edition, we present The 10 Most Influential Leaders in Talent Acquisition, 2024 These leaders represent a diverse range of industries and backgrounds, each making significant contributions to the field through their expertise, vision, and commitment to excellence. Throughout the selection process, these leaders showcase factors such as leadership impact, industry influence, innovation, and the ability to drive positive change within their organizations and beyond. From pioneering new recruitment strategies to championing diversity and inclusion initiatives, these leaders have demonstrated exceptional leadership and have earned recognition for their contributions to talent acquisition. While their approaches may vary, what unites these influential leaders is their dedication to advancing the profession and shaping the future of work. Their insights, strategies, and best practices serve as valuable resources for talent acquisition professionals seeking to navigate the complexities of today's competitive landscape. Through the achievements of these influential leaders, we also recognize the broader community of talent acquisition professionals who work tirelessly to identify, attract, and retain top talent. It is through their collective efforts that organizations can thrive and achieve their goals in an increasingly dynamic and interconnected world. Talented Leaders in Talent Acquisition Prince Bolton C O N T E N T S 16 24 The Odyssey of Success How to improve your Talent Acquisition Strategy? Written by Rob Brouwer, CEO, Jobrapido CXO CXO A rac ng Excellence Mastering Talent Acquisi on in a Compe ve Market 26 Unlocking Poten al The Art and Science of Talent Acquisi on 20 A R T I C L E S Marc Ellis Driving Organizational Success through Innovative Talent Solutions -Jamila Harley, M.Ed., CCC-SLP, Director, ASHA Career Management Services C OV E R STO RY 08 CONTENT Deputy Editor Anish Miller Managing Editor Prince Bolton DESIGN Visualizer Dave Bates Art & Design Director Davis Mar n Associate Designer Jameson Carl SALES Senior Sales Manager Wilson T., Hunter D. Customer Success Manager Miller E. Sales Execu ves Tim, Smith TECHNICAL Technical Head Peter Hayden Technical Consultant Victor Collins May, 2024 Copyright © 2024 CIOLOOK, All rights reserved. The content and images used in this magazine should not be reproduced or transmi ed in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without prior permission from CIOLOOK. Reprint rights remain solely with CIOLOOK. FOLLOW US ON www.facebook.com/ciolook www.twi er.com/ciolook WE ARE ALSO AVAILABLE ON Email info@ciolook.com For Subscrip on www.ciolook.com CONTACT US ON Pooja M Bansal Editor-in-Chief sales@ciolook.com SME-SMO Research Analyst Eric Smith SEO Execu ve Alen Spencer Brief Company Name Eliud Jimenez Vice President Human Resources As a seasoned bilingual Human Resources Executive with over 26 years of experience, Eliud is dedicated to driving organizational success through strategic alignment and a culture of inclusivity. Bob Rehill Founder & CEO Bob is an independent, highly motivated and respected projects consultant with over 20 years’ experience across all Business Project, Change & Transformation Programmes. Cintriq www.cintriq.com FC Dallas www.FCDallas.com Aws Ismail, Said Shariefi and Zaid Alhiali Founders Aws, Saif and Zaid are founders of Marc Ellis, a Recruitment, Outsourcing & Training Company with the focus on the Digital, Technology & Financial Technology Domains in the GCC. Marc Ellis www.marc-ellis.com Jamila Harley Director, Career Management Services Jamila is an Association Executive with a Certificate of Clinical Competence in Speech Language Pathology currently working to advance the mission and vision of the American Speech- Language-Hearing Association. The American Speech-Language- Hearing Association www.asha.org Justin Brown Director Justin is an Experienced Talent Manager with a history of working in the staffing, software/services and insurance industries. Skilled in Technical Recruiting, Relationship Building, Staffing Services, Sourcing and Screening. Gallagher linktr.ee/GallagherGlobal Featured Person Ron Hanscome Research Vice President Ron has 36+ years of HCM technology experience as a practitioner, consultant, vendor executive, and analyst. Experience includes both enterprise and SMB markets. Neil Griffiths Director As an ideas driven, creative and commercially focused leader - Neil has extensive experience working with brands on a global basis. CERIPH www.ceriph.co.uk Gartner gtnr.it Kerri Arman VP Head of Talent Kerri is a Truly global Talent Leader with extensive corporate and consulting experience across a broad range of industries and corporations. Deep industry expertise in consumer, retail, new retail, luxury, media, entertainment and travel. Richemont www.richemont.com Stephanie Clay Human Resources Manager Stephanie is a seasoned HR professional with over 20 years of experience spanning multiple industries and organizations of varying sizes, from startups to multinational corporations. 360 Smart Networks www.360smartnetworks.com Rob Brouwer Chief Executive Officer Rob is the CEO of Jobrapido, the world's premier job search engine and a key entity of STG Partners, a strategic private equity firm based in Menlo Park, CA dedicated to molding high-potential companies into market leaders Jobrapido corporate.jobrapido.com Marc Ellis Driving Organizational Success through Innovative Talent Solutions COVER STORY Whether it's navigating talent shortages, overcoming recruitment challenges, or driving workforce transformation initiatives, Marc Ellis is dedicated to empowering organizations to thrive in today's business landscape. “ Zaid Alhiali , Saif Shariefi and Aws Ismail , Founders Marc Ellis n today's competitive business landscape, the quest I for talent is a critical aspect of organizational success. Companies across industries are constantly seeking innovative ways to identify, attract, and retain top-tier professionals who can drive growth and innovation. Founded by Zaid Alhiali , Saif Shariefi , and Aws Ismail , Marc Ellis has established itself as a leading HR, Recruitment, Outsourcing, and Training Corporation, specializing in serving forward-thinking local and international organizations in the vibrant Middle East market. With a deep understanding of the region's unique business environment, Marc Ellis leverages its expertise to provide tailored solutions that meet the diverse talent needs of clients. From sourcing niche professionals for specialized projects to offering comprehensive recruitment and outsourcing services, Marc Ellis is committed to delivering results that exceed expectations. What sets Marc Ellis apart is its commitment to leveraging cutting-edge technology and data analytics to optimize the talent acquisition process. By harnessing the power of digital tools and insights, Marc Ellis ensures that clients are connected with candidates who not only possess the requisite skills and experience but also align with the organization's culture and values. The organization takes pride in its ability to offer flexible and scalable solutions that adapt to the evolving needs of clients across various sectors and industries. Whether it's navigating talent shortages, overcoming recruitment challenges, or driving workforce transformation initiatives, Marc Ellis is dedicated to empowering organizations to thrive in today's business landscape. With a track record of excellence and a reputation for innovation, Marc Ellis continues to be a trusted partner for companies seeking to build high-performing teams and achieve sustainable growth in the competitive global marketplace. Setting the Standard for Excellence Zaid Alhiali, the Founder and Director of Marc Ellis, leads his team with a strategic vision and hands-on guidance. He believes in setting an example for others to follow. Under his leadership, the company cultivates a culture of innovation, collaboration, and agility, empowering employees to excel in their roles. Recognizing the importance of continuous learning, Zaid prioritizes the professional development of his team members. He has implemented tailored training programs to keep them updated with the latest industry trends and best practices, enabling them to deliver exceptional results for clients and candidates alike. Communication and transparency are central to Zaid's leadership style. He encourages open dialogue, actively listens to feedback, and fosters inclusivity, ensuring that every team member feels valued and heard. This commitment to transparency fosters a sense of accountability and trust within the team. Diversity and inclusion are core values for Zaid. He understands the enriching impact of diverse perspectives and fosters an environment where everyone is welcomed and respected. By embracing these principles, Zaid drives success and fosters sustainable growth in the competitive recruitment and outsourcing industry. Upholding Core Values Saif Shariefi, the Founder, Director and CFO of Marc Ellis, upholds integrity, transparency, and accountability as core values in all interactions with the team and clients. These values guide every aspect of operations at Marc Ellis, serving as actionable guidelines rather than mere ideals. Central to Marc Ellis's ethos is the concept of earning one's S.E.A.T. (Skills, Ethic, Attitude, Trust). While skills can be taught, Saif believes that ethics and attitude are intrinsic qualities that must be demonstrated to earn trust and a place within the organization. This philosophy fosters a culture of accountability and excellence among all team members. Saif advocates for diversity and inclusion at Marc Ellis, recognizing Dubai's diverse nature. By fostering a team comprising over 20 different nationalities, he has created an inclusive environment where individuals from all backgrounds feel valued and welcomed. This dedication to diversity has not only strengthened client relationships but also earned accolades such as the Best Workplace for Women and Best Workplaces in the GCC. Marc Ellis isn't just about finding jobs; it's about creating change, supporting families, and advancing societal progress.” “ In the workplace, Saif prioritizes teamwork, emphasizing the importance of actively listening to everyone's ideas and collaborating to find solutions. Additionally, he underscores the significance of treating everyone with kindness and respect, fostering a supportive and inclusive work environment where every team member can thrive. A Technological Leap As an industry expert, Aws Ismail, Founder and Director at Marc Ellis , remains committed to staying abreast of emerging trends in the employment landscape to ensure Marc Ellis remains at the forefront of innovation. One such trend is the growing integration of artificial intelligence (AI) in the recruitment process. Marc Ellis has embraced this trend by introducing AIVI, the region's first AI-powered virtual interview platform. Additionally, Marc Ellis has ventured into the metaverse, making history as the first recruiting agency to do so, demonstrating our dedication to technological advancement. In addition to AI integration, the team at Marc Ellis has observed a notable increase in contract jobs, particularly within the technology sector, over the past year. This trend reflects the broader growth of the gig economy, as more workers opt for freelance or contract positions, seeking greater agility and flexibility in their employment arrangements. These developments underscore the importance of adaptability and innovation in meeting the evolving needs of clients and candidates. Aws shares that there is a growing demand from clients for candidates with specific certifications and skills. Soft skills, in particular, have become increasingly important alongside certifications in new technologies. Marc Ellis Training Academy, a branch of Marc Ellis, has experienced a surge in candidates enrolling in workshops for RPA, Scrum, and soft skill training. Clients are also turning to our upskilling and reskilling programs, recognizing the necessity of continuous learning and development initiatives to navigate the rapid digital transformation occurring across various industries. Making a Positive Impact in Recruitment and Beyond Zaid believes in finding a balance and purpose in the impact he has on people's lives through the recruitment industry. He understands that Marc Ellis isn't just about finding jobs; it's about creating change, supporting families, and advancing societal progress. For Zaid, success goes beyond financial gains; it's about the positive difference made in individuals' lives. To maintain passion and authenticity, Zaid prioritizes nurturing a supportive and inclusive company culture at Marc Ellis. He promotes an open-door policy, actively engaging with junior team members and mentoring them. Zaid emphasizes their importance as the future of Marc Ellis, shaping its direction. By taking on various roles within the business and offering support not only to the recruitment department but also to marketing, HR, and finance, he ensures inclusivity and provides learning opportunities for everyone. Zaid finds inspiration and fulfillment in giving back to the community. He participates in humanitarian initiatives and social responsibility programs, using Marc Ellis's resources to make meaningful contributions to society. Through these efforts, Zaid embodies Marc Ellis's commitment to making a positive impact beyond just recruitment. Values, Mindset, and Ethics Saif believes in the importance of authenticity and staying true to oneself. He warns aspiring leaders against taking shortcuts, as he has seen many fail on this path. Saif believes that genuine dedication and hard work are essential for long-term success. Saif encourages aspiring leaders to have a hustle mindset, always striving to achieve more and reach for their goals. In the talent acquisition field, facing challenges and bouncing back from setbacks is common. Maintaining a mindset of perseverance and resilience helps individuals stay strong and positive, even during tough times. Having the right ethics and attitude in the workplace is crucial to Saif. He advocates for the S.E.A.T. mentality, which emphasizes skills, ethics, attitude, and trust. This principle reflects the core values of Marc Ellis. Saif believes that possessing the necessary skills is just the beginning; it's equally important to demonstrate integrity, positivity, and reliability in all interactions. With a deep understanding of the region's unique business environment, Marc Ellis leverages its expertise to provide tailored solutions that meet the diverse talent needs of clients. “ Creating a Culture of Learning and Collaboration in Recruitment Leadership As a leader in the recruitment and outsourcing field, Aws understands the importance of networking and connecting with like-minded individuals to learn from their experiences. By attending events and collaborating with others in the industry, he stays up- to-date with new trends and best practices. Aws values learning from his own team members above all else. At Marc Ellis, they promote an open and collaborative culture. Their office layout encourages spontaneous interactions and knowledge-sharing among team members. During lunch breaks, they gather at a common table to discuss industry updates and exchange ideas. Aws ensures that this culture of continuous learning and improvement is maintained. Given the constantly evolving tech industry in the UAE, Aws stresses the importance of staying informed about local developments. The UAE offers various opportunities and innovations, making it crucial to stay updated on new technologies and market trends. By analyzing these developments, Aws can anticipate how the recruitment industry will evolve to meet changing demands. Building Trust through Transparent Communication and Personalized Services Saif believes in keeping communication open and transparent, making sure everyone feels heard, valued, and respected. He thinks it's important to understand each client and candidate's unique needs and goals. By doing this, Marc Ellis can customize its services to meet specific needs and get the best results. Saif makes sure the team keeps in touch with clients and candidates regularly, giving updates, feedback, and support at every step. Saif led the creation of AIVI, the first AI interview platform in the region. It aims to improve the interview process and reduce bias. AIVI uses AI to give candidates helpful feedback, helping them improve their interview skills and feel more confident. This personal support makes candidates feel good about their experience with Marc Ellis and builds trust. AIVI also speeds up the hiring process for clients. Saif is committed to creating value for both clients and candidates, which strengthens long-term relationships based on trust and mutual benefit. Leadership in Talent Acquisition As a leader in talent acquisition, Zaid believes certain qualities and skills are crucial for success in leadership roles in the industry. Setting a good example is important to him. During the challenges of COVID-19, Zaid showed resilience. Instead of cutting jobs or salaries, he found new ways to make money. One way was starting the Training Academy, which helps people learn new skills and find jobs. Zaid thinks hands-on leadership is vital. He often takes junior team members to meetings with clients, so they can learn and he can mentor them. He believes in leading by doing, never asking others to do something he wouldn't do himself. Continuous learning and training are also key to Zaid's leadership. He knows the industry changes fast, so he makes sure his team is always learning new things. With initiatives like the Training Academy, Zaid makes sure his team has the latest skills and knowledge to succeed. AI's Transformative Impact For future, Aws believes that AI will have a significant impact on the future of hiring. With the introduction of AI-powered technologies like AIVI (Artificial Intelligence Virtual Interview platform) and initiatives such as Marc Ellis's venture into the Metaverse, he understands that the way companies find new talent is changing. AI provides great opportunities to improve the hiring process. For example, AIVI changes how candidates are evaluated by using AI algorithms to conduct virtual interviews, analyze responses, and give instant feedback. Similarly, Marc Ellis's work in the Metaverse creates new ways to find talent and hold virtual meetings, which makes it easier to find the right people. AI-driven solutions help recruiters automate repetitive tasks like screening resumes and matching candidates to jobs. This frees up time for recruiters to focus on making important decisions and building relationships. With data analytics and machine learning, recruiters can learn about trends in the workforce and what skills are needed. This helps them find the best candidates for the job and identify areas where improvement is needed. By taking on various roles within the business and offering support not only to the recruitment department but also to marketing, HR, and finance.” “ -Jamila Harley, M.Ed., CCC-SLP, Director, ASHA Career Management Services he American Speech-Language-Hearing T Association (ASHA) is the national professional, scientific, and credentialing association for 228,000 members and affiliates who are audiologists; speech- language pathologists; speech, language, and hearing scientists; audiology and speech-language pathology assistants; and students. ( ) https://www.asha.org Therefore, one may find it interesting that a staff person from ASHA was selected by TA Tech as one of the "Top 100 Most Influential Talent Acquisition Thought Leaders" in 2023. However, as with most sectors of industry, recruiting and retaining talent in the professions is a goal of the association. As the Director, ASHA Career Management Services, my role is to generate non-dues revenue through recruitment advertising, enhance the value of ASHA career related resources, and improve member engagement with the ASHA Career Portal . To achieve this, my goals are to implement innovative content and marketing opportunities for recruiters, elevate the brand awareness and visibility of the ASHA Career Portal, create engaging resources, connect members with subject matter experts to help navigate their career journey, and improve the user experience with the job board. As a trained speech-language pathologist (SLP), I had a steep learning curve. First, I had to increase my knowledge of technology platforms and customer relationship management (CRM) software that were contributing to the success of past and current marketing and advertising campaigns. While I had experience in other areas of the industry, I had to quickly learn how to navigate these tools to help analyze trends, data, and set strategies to meet our revenue objectives, marketing objectives, and to enhance our content to meet our members' needs. As an agent of talent acquisition, it was also important to understand how the market has shifted. The unemployment rate is down, job seekers are not solely motivated by salary, and the culture of the company is important when deciding where an individual desires to work. The COVID pandemic resulted in many of our members desiring to work remotely, have a better work/life balance, and prioritize their overall wellness. I am fortunate to be a part of an amazing team. I am surrounded by a fabulous group of professionals, including my Associate Director, Eli McLean, who analyzes the market to make sure that our advertising opportunities are priced competitively and manages the relationships with our employers and most of our vendors to ensure that we have the best technology to meet our TA goals. His keen approach to identifying recruitment opportunities and commitment to customer service has contributed to meeting and exceeding our annual operational goals. I also have colleagues whom I collaborate with for B2B and B2C marketing, creative asset creation, social media engagement, and so much more. I am also grateful to have a supportive mentor and coach in our Chief Marketing and Sales Officer, Leslie Katz. She supports and encourages my innovative ideas and gives me the latitude to take risks but provides guidance and resources to increase my chances of success. Prior to joining ASHA, my predecessors worked to identify a job board vendor who could provide a more agile system, better reports and analyses, improved CRM integration, and an enhanced user experience. They attended TA Tech as part of this discovery process which helped them to evaluate the function and utility of various job boards. In addition, due to the COVID pandemic, the team quickly shifted to a virtual model for our annual hiring event. This switch resulted in increased non-dues revenue generation and decreased expenses, while creating access for more members and employers to attend. To build on this, one accomplishment that I am proud of is adding networking/member engagement workshops to the virtual hiring event, which helped to increase attendance, member satisfaction, and meet recruitment goals for employers. These workshops also provide members with tools and resources to help www.ciolook.com | May 2024 | 16 www.ciolook.com | May 2024 | 17 enhance their career and leadership skills and promote their value during the hiring process. As a member of the association and the professions I understand the importance of elevating the "value" of our disciplines to our membership and to those that wish to hire highly skilled and trained professionals. As an agent of talent acquisition, it is also important for my team to understand the challenges employers/hiring managers may face with their recruitment objectives, offer solutions, educate them on how our members consume content and marketing, and how members search for and evaluate potential career opportunities. Educating recruiters on strategies and opportunities to get in front of our members in different formats (i.e., social media, workshops, content marketing) to share more about their company culture, which helps to attract and retain potential employees, has contributed to our success. ASHA's job board is a niche board, therefore our approach to talent acquisition must not only be strategic but personal and meaningful to our members. While being a niche board may pose a challenge, I look at it as a strength. Given the right tools, and a strategic plan, we are poised to meet the needs of a highly competitive field. Our membership boasts a 1.2% unemployment rate; therefore, many are passive job seekers. My role is to help recruiters understand this and educate them on ways to attract our members. My role is also to prepare our members to navigate their career journey by giving them the tools and resources they need to market themselves, identify fulfilling opportunities, and receive fair pay. I wholeheartedly believe that enhancing the value of our career related resources will increase the engagement of top talent, which will lead to more quality applications for job postings and successful hiring, and job satisfaction. One of my most memorable moments from the most recent TA Tech conference was a presentation that went through the evolution of talent acquisition. I recall a small ad placed on a bulletin board and then a small ad placed in a newspaper. Now, it takes a technological ecosystem to attract and hire one candidate. The TA Tech conference this summer also helped me to begin to learn the implications that AI may have on talent acquisition. Often, candidates "talk" to technology before they even talk to a human being. This certainly helps make the hiring process more efficient, but we must not forget the human element. Educating job seekers on how to write resumes and cover letters that will help them navigate and stand out in applicant tracking systems; how to prepare and succeed in interviews; and how to evaluate job offers will help to ensure that top talent is not overlooked. It is also important that those who create the technology consult and collaborate with HR professionals, hiring agents, communications experts, and other industry stakeholders to ensure that the machines are accessible and work effectively to attract, hire, and retain top and diverse talent. TA Tech also exposed me to the need for increased diversity in the field of TA technology specifically. While attending, I was one of very few women, and the only African American woman in the room. This was interesting because I am also one of the just more than 8% of the ASHA membership that identify with an underrepresented racial group, and one of the just over 3% that identify as Black or African American. While our professions and membership have an opportunity to increase diversity, I am grateful to work for an association that is committed to achieving equality and respect for cultural and demographic differences. I also appreciate the association's commitment to non-dues revenue generation, which helps keep the cost of membership down for our members, and to providing a platform for employers to recruit the top talent in the association through our job board. TA Tech impressed me with their candor on the need to recruit and retain diverse talent as well in the industry of talent acquisition technology. My path to the field of talent acquisition was fueled by my own firsthand experiences during my career journey. While only 1.2% of our membership identify as unemployed, there is still untapped talent in the professions. TA technology has a significant role in creating access to career opportunities and increased efficiency for hiring professionals. I believe one should be empowered and enthusiastic about the work they do, and that satisfied employees and diversity of thought and talent contribute to a healthy, happy, and productive work environment. As TA professionals our roles should contribute to creating this "perfect match" by creating and utilizing the best technology and empowering the workforce to navigate it successfully. www.ciolook.com | May 2024 | 18