Tony Talbot's guest appearances

Tony Talbot

The Next 100 Days Podcast

Career Move SECRETS with Tony Talbot

GrowCFO Show

Justin Leigh

Kevin Appleby

Iain Nairn

Catherine Clark

Mark Lee

Felix Velarde

Helen Cowan

Chris Tredwell

Merrick Rosenberg

Russell Thackeray

Mark Channon

Dan Wells

Steve Sims

Bob Burg

Chris Martin

OwlTail

Tony Talbot is an experienced headhunter turned podcaster. He's the host of the Career Move Secrets podcast and he joins me on The GrowCFO Show to talk about the hidden job market. He gives us the inside track on how most senior roles are filled and exactly how a headhunter will draw up a shortlist of candidates.Tony specialises in helping the owners and leaders of consulting companies hire senior, hard to find, and niche talent. From time to time he also handles c-suite roles.The advertised job market is brokenToday's Advertised Job Market is BROKEN for senior candidates. Your average odds when you apply to a job online are 250-1.  In reality your Resume is highly unlikely to be read by a real human being as the ATS (applicant tracking system) is designed to filter out 80% of applicants.  Worse still many of the jobs online are FAKE, duplicates or filled by candidates from referrals and recruiters rather than job advert applicants.  What is the hidden job market?The truth is 80% of all hires are made in the Hidden Job Market (the jobs that are not advertised online or anywhere else). The more senior the role the more likely it is to be recruited this way. Far fewer than 20% of CFO roles are ever advertised.The hidden job market is split in two and comprises:Roles that are filled by people already known to the CEO and his team, or are recommended by their networkRoles that are filled by candidates sourced through a head hunter like Tony.CFO roles are commonly filled through either of these two routes. Networking your next CFO roleBeing well connected has never been more important. Lots of c-suite roles are filled by people already known to the organisation or through recommendations of trusted advisors.Building your network is key. Go out of your way to form relationships with auditors or professional advisors, and with senior executives in your chosen sector. Who you know is important. You should build connections and relationships both in person and on LinkedIn.You can find out much more about how to build your network in module 5 of the GrowCFO Future CFO programmeKnow how to get noticed by a headhunterIf you want to increase your chances of being found by a headhunter you need to know how they operate. Tony went into lots of detail about this in the podcast. LinkedIn is absolutely critical to the process. Nearly every search will start with Sales Navigator and a key word search. You must make sure your linkedin profile contains the right matches otherwise you will fall at the first hurdle.There's much more to it than just key words. Once you have made it to the long list an a human is reading your profile you need to stand out. Tony has lots of tips for doing this.Linkedin is a vital tool in the hidden job marketYou must make the most of your headline, it isn't just your job title. Use all the space available to say a little bit more. Then you need top make maximum use of the summary section. Don't just list skills talk about some specific successes you have been involved in, problems you have solved, and other key achievements.You can elaborate further in each of the job descriptions you include. Make sure you use all the text available to you in each section. You need to keep your profile up to date. A profile that hasn't been updated for more than a couple of years will soon be discounted by the headhunter. Show the headhunter you are active and have something worthwhile to say be posting regularly, or by commenting meaningfully on other peoples posts, particularly when key people of influence in your space are posting. That might be fellow finance professionals or leaders in your industry.About the Career Move Secrets podcastCareer Move Secrets is your insider's guide to getting hired in the hidden job market and beating the global economic downturn.The show delivers insider advice on job searching,

Tony Talbot is an experienced headhunter turned podcaster. He's the host of the Career Move Secrets podcast and he joins me on The GrowCFO Show to talk about the hidden job market. He gives us the inside track on how most senior roles are filled and exactly how a headhunter will draw up a shortlist of candidates. Tony specialises in helping the owners and leaders of consulting companies hire senior, hard to find, and niche talent. From time to time he also handles c-suite roles. The advertised job market is broken Today's Advertised Job Market is BROKEN for senior candidates. Your average odds when you apply to a job online are 250-1.   In reality your Resume is highly unlikely to be read by a real human being as the ATS (applicant tracking system) is designed to filter out 80% of applicants.  Worse still many of the jobs online are FAKE, duplicates or filled by candidates from referrals and recruiters rather than job advert applicants.   What is the hidden job market? The truth is 80% of all hires are made in the Hidden Job Market (the jobs that are not advertised online or anywhere else). The more senior the role the more likely it is to be recruited this way. Far fewer than 20% of CFO roles are ever advertised. The hidden job market is split in two and comprises: Roles that are filled by people already known to the CEO and his team, or are recommended by their networkRoles that are filled by candidates sourced through a head hunter like Tony. CFO roles are commonly filled through either of these two routes. Networking your next CFO role Being well connected has never been more important. Lots of c-suite roles are filled by people already known to the organisation or through recommendations of trusted advisors. Building your network is key. Go out of your way to form relationships with auditors or professional advisors, and with senior executives in your chosen sector. Who you know is important. You should build connections and relationships both in person and on LinkedIn. You can find out much more about how to build your network in module 5 of the GrowCFO Future CFO programme Know how to get noticed by a headhunter If you want to increase your chances of being found by a headhunter you need to know how they operate. Tony went into lots of detail about this in the podcast. LinkedIn is absolutely critical to the process. Nearly every search will start with Sales Navigator and a key word search. You must make sure your linkedin profile contains the right matches otherwise you will fall at the first hurdle. There's much more to it than just key words. Once you have made it to the long list an a human is reading your profile you need to stand out. Tony has lots of tips for doing this. Linkedin is a vital tool in the hidden job market You must make the most of your headline, it isn't just your job title. Use all the space available to say a little bit more. Then you need top make maximum use of the summary section. Don't just list skills talk about some specific successes you have been involved in, problems you have solved, and other key achievements. You can elaborate further in each of the job descriptions you include. Make sure you use all the text available to you in each section. You need to keep your profile up to date. A profile that hasn't been updated for more than a couple of years will soon be discounted by the headhunter. Show the headhunter you are active and have something worthwhile to say be posting regularly, or by commenting meaningfully on other peoples posts, particularly when key people of influence in your space are posting. That might be fellow finance professionals or leaders in your industry. About the Career Move Secrets podcast Career Move Secrets is your insider's guide to getting hired in the hidden job market and beating the global economic downturn. The show delivers insider advice on job searching,

#21 The Hidden Job Market with Tony Talbot

Jeff Altman

How can active job seekers gain access to their ideal roles in the Hidden Job Market?This is the key question Jeff Altman asked me when I was a recent guest on his podcast NO. B.S. Job Search Radio. Jeff was my guest in Episode 26 of my Career Move Secrets Podcast and he and I found that we were like minded in much of our views on job searching and interviewing.Jeff asked me to come on his show and talk in detail about the hidden job market and I thought I would re-appropriate our discussion for my own podcast episode.So here I am as a guest on my own Podcast, which is a bit weird but also great fun.Jeff had me really opening up on the subject and offering some in depth insider advice for senior active job seekers!

How can active job seekers gain access to their ideal roles in the Hidden Job Market?This is the key question Jeff Altman asked me when I was a recent guest on his podcast NO. B.S. Job Search Radio. Jeff was my guest in Episode 26 of my Career Move Secrets Podcast and he and I found that we were like minded in much of our views on job searching and interviewing.Jeff asked me to come on his show and talk in detail about the hidden job market and I thought I would re-appropriate our discussion for my own podcast episode.So here I am as a guest on my own Podcast, which is a bit weird but also great fun.Jeff had me really opening up on the subject and offering some in depth insider advice for senior active job seekers!

Episode 27:  How can active job seekers gain access to their ideal roles in the Hidden Job Market? Jeff Altman interviews Tony Talbot

Introducing Tony TalbotTony Talbot has a 16-year recruitment veteran. He lives in Leeds and supports Leeds United. So, a very clever man.Entering work, he saw recruitment as a very quick way to understand business. He works for SME clients. They are exciting and dynamic and you get to understand their passion for their business. His decisions can help SMEs achieve real success.How does a small business start recruiting key staff?It is a difficult thing to do, and without experience of recruitment it can be daunting. You can do it by yourself though. There is no need to employ a recruiter. 	Create your own talent pipeline. Look at your network and look at 2 or 3 degrees of separation. Add posts to LinkedIn and present your business in specific groups. 	Look at free advertising sites like Indeed. Have a paragraph on the way your business helps other people. Treat them as you would as a direct marketer. Then speak to the person directly through features and benefits. This may not work for specialist niche skills.When you do have specialist requirements then use a recruiter. Develop a relationship with one or two recruitment companies. It’s not a great model to talk to lots of recruiters. This will ensure your job is de-prioritised.How do you choose the right recruiter? 	Do they have specialist knowledge? 	Does your recruiter have a network of people in the space in which you are recruiting, the salaries, etc. 	What evidence can they provide of working in your niche? 	Is there someone that they have recruited that you know. Can you get a reference check from that person? This gives you reassurance.How do you recruit someone who is a good fit with your business?Tony Talbot is focusing more on mind-set. Especially for small consulting businesses. It’s important to look at corporate fit.If you have a process that looks at fit from a CV, they’ve answered competency based questions. Real world questions. Beyond that Tony uses psychometric testing.Tony advises as you are making a big decision, then give yourself evidence: 	3 levels of assessment 	Good fit – shared life experiences 	Experiences – work through their CV, qualifications match to the role. Real world examples of successes and failures. 	Values, beliefs and attitudes of a candidate – in order to understand these, you generally need psychometric testing systems: 	g. McQuaig – get account with them – each test is £100-150. This provides a detailed assessment of their psychological make-up. 	Use the assessment to probe their weaknesses to establish whether they would get beyond them working with you.As a small business, shouldn’t you be looking for the person who fills your competency gap analysis.Seeing the potential in candidatesTony psychologically tests the client. This provides the dynamics in the team. To get a variety of skills, beliefs and attitudes. McQuaig ask 2 sets of questions: One is around your current role, the second set of questions addresses how you see yourself as a person as opposed to how you are acting within a role. It will indicate whether a person has the potential to do more than they are doing.Recruiting should be another process you develop. So you can repeat again and again. This helps you attract the right candidates – they themselves may see the small business as less attractive. The harder you make someone in a process the more they want the position.Moral – do not UNDERWORK candidates in the process. They need the process as much as you do as recruiter. Underworking candidates will get you poor outcomes.Recruiting family members can also be problematic. Be unemotional. Absence of process creates multiple points of failure.When choosing a recruiter – ask them what they do. That becomes part of your process. They do the CV shifting, initial interviews. Producing interview notes. They may put the candidate through psychological processing prior to...

Introducing Tony Talbot Tony Talbot has a 16-year recruitment veteran. He lives in Leeds and supports Leeds United. So, a very clever man. Entering work, he saw recruitment as a very quick way to understand business. He works for SME clients. They are exciting and dynamic and you get to understand their passion for their business. His decisions can help SMEs achieve real success. How does a small business start recruiting key staff? It is a difficult thing to do, and without experience of recruitment it can be daunting. You can do it by yourself though. There is no need to employ a recruiter. 	Create your own talent pipeline. Look at your network and look at 2 or 3 degrees of separation. Add posts to LinkedIn and present your business in specific groups. 	Look at free advertising sites like Indeed. Have a paragraph on the way your business helps other people. Treat them as you would as a direct marketer. Then speak to the person directly through features and benefits. This may not work for specialist niche skills. When you do have specialist requirements then use a recruiter. Develop a relationship with one or two recruitment companies. It’s not a great model to talk to lots of recruiters. This will ensure your job is de-prioritised. How do you choose the right recruiter? 	Do they have specialist knowledge? 	Does your recruiter have a network of people in the space in which you are recruiting, the salaries, etc. 	What evidence can they provide of working in your niche? 	Is there someone that they have recruited that you know. Can you get a reference check from that person? This gives you reassurance. How do you recruit someone who is a good fit with your business? Tony Talbot is focusing more on mind-set. Especially for small consulting businesses. It’s important to look at corporate fit. If you have a process that looks at fit from a CV, they’ve answered competency based questions. Real world questions. Beyond that Tony uses psychometric testing. Tony advises as you are making a big decision, then give yourself evidence: 	3 levels of assessment 	Good fit – shared life experiences 	Experiences – work through their CV, qualifications match to the role. Real world examples of successes and failures. 	Values, beliefs and attitudes of a candidate – in order to understand these, you generally need psychometric testing systems: 	g. McQuaig – get account with them – each test is £100-150. This provides a detailed assessment of their psychological make-up. 	Use the assessment to probe their weaknesses to establish whether they would get beyond them working with you. As a small business, shouldn’t you be looking for the person who fills your competency gap analysis. Seeing the potential in candidates Tony psychologically tests the client. This provides the dynamics in the team. To get a variety of skills, beliefs and attitudes. McQuaig ask 2 sets of questions: One is around your current role, the second set of questions addresses how you see yourself as a person as opposed to how you are acting within a role. It will indicate whether a person has the potential to do more than they are doing. Recruiting should be another process you develop. So you can repeat again and again. This helps you attract the right candidates – they themselves may see the small business as less attractive. The harder you make someone in a process the more they want the position. Moral – do not UNDERWORK candidates in the process. They need the process as much as you do as recruiter. Underworking candidates will get you poor outcomes. Recruiting family members can also be problematic. Be unemotional. Absence of process creates multiple points of failure. When choosing a recruiter – ask them what they do. That becomes part of your process. They do the CV shifting, initial interviews. Producing interview notes. They may put the candidate through psychological processing prior to...

#54 How to Recruit a Key Employee with Tony Talbot