Best of 2023 - Nicole Tomassetti and Harneet Gill

[00:00:00] Happy New Year and welcome to The Recruitment Flex. We will have new episodes starting this Friday,

[00:00:06] January 5th, but in the meantime, please enjoy one of our best episodes in 2023. Nicole,

[00:00:14] Tomasetti, and Harnie Gill from our Practitioner series. Enjoy!

[00:00:18] Welcome to The Recruitment Flex with Serge and Shelley. I'm Serge.

[00:00:30] And I'm Shelley, and we talk all things recruitment starting right now.

[00:00:37] Bonjour and welcome to The Recruitment Flex. I'm Serge, and as always,

[00:00:42] joined by my better-looking co-host Shelley. Shelley, how are you doing?

[00:00:46] Oh, thanks, Serge. I'm doing great. We've got two wonderful guests. We haven't done this in a long time,

[00:00:53] having two guests, but I'm really excited about our guest today. So as part of our Practitioner

[00:00:58] series, we are absolutely thrilled to have Nicole Tomasetti and Harnie Gill both with KPMG Canada.

[00:01:07] Thank you for joining us and welcome to the show. Thank you. We're excited to be here.

[00:01:13] Yeah, thank you. For those in our audience who have not met you or aren't connected with you on

[00:01:18] LinkedIn, I'm going to start with you, Harnie. Can you give the audience your Twitter bio?

[00:01:26] Yeah, of course. Yeah, thanks for having me. I'm a talent attraction leader supporting

[00:01:30] nationally for audits, assurance and ESG at KPMG in Canada. I originally held from Australia and

[00:01:37] started my career in the recruitment space when I arrived in Canada in 2008. All through university,

[00:01:42] I was always told by my marketing professors, which was my minor at the time. Harnie, you're not

[00:01:47] an HR person, you should be a marketing. And I feel like recruitment is really the perfect pairing

[00:01:53] for someone who thoroughly enjoys relationships to building and being creative. And recruitment

[00:01:58] to me really showing you the marketing of Harnie, you're always selling. So as a relentless

[00:02:02] people connector, I feel like there's a natural alignment to me and recruitment career wise.

[00:02:08] So I spent the bulk of my recruitment in professional services which I have thoroughly enjoyed.

[00:02:13] Now over to you Nicole, tell us a little bit about you and how did you end up in talent acquisition.

[00:02:20] Yeah, well my name is Nicole Tomasetti and I'm the director of talent attraction for KPMG in Canada.

[00:02:26] And I fell into this world of talent attraction. I went to university and got a joint major in

[00:02:33] business and economics with the concentration and accounting. And I was that student in university

[00:02:39] that at the end of every exam saved time to give feedback to the prof on what I thought about their exam.

[00:02:47] So when I joined KPMG, got my CPA designation and I always had feedback for the HR team as to

[00:02:55] what I thought they should do better from a campus recruiting perspective. And that's really when

[00:02:59] my journey into talented attraction began. I became the campus recruiter for GBA,

[00:03:05] which is the Greater Vancouver area and from there I moved into multiple areas of HR in Canada

[00:03:10] and spent the majority of my time focused on talented attraction, how do we make it better so

[00:03:17] that we can showcase to everyone how their career could be fulfilled at KPMG. And then I left KPMG

[00:03:24] for a short time period when into industry, well I became an industry recruiter and then I returned

[00:03:30] to the university and became an instructor for accounting and finance. So I now received the feedback

[00:03:35] from students. I was happy to return to KPMG and took on a number of leadership roles of Vancouver

[00:03:43] and Toronto in the talent attraction space. And for the last three years I've had the opportunity

[00:03:49] to be the leader of talent attraction overseeing strategy and execution of an amazing 80 plus

[00:03:54] strong recruiting team for KPMG in Canada. So right now I am in my dream role and there has never

[00:04:02] been a better hashtag cool and fun time to work in the world of talent attraction.

[00:04:09] So Nicole, tell me how HR reacted to your feedback. How is that taken?

[00:04:16] You know what they listened? They said that's great. What would you do? I shared what I would do

[00:04:23] and they said great go do it. And so I jumped in and took all the thoughts that I had, did a lot of

[00:04:33] listings with individuals on campus and took what I heard to adjust our approach on how do you track

[00:04:41] with that interview process should look like and then more importantly how to get that offer secured

[00:04:48] so that when we go on campus everything we do is directly related to offer acceptance

[00:04:56] and then getting those people to join me to go back on campus that next year to attract more talent.

[00:05:02] I've got to say Nicole, I think you could probably sell your DNA to every major accounting

[00:05:11] firm around the world and legal firm because when you look at the industry to take someone who was a

[00:05:16] CPA who's got that lived experience who has that training and understand what attracts talent

[00:05:26] to the industry. It is the ideal recipe, the unicorn that so many firms look for is to take someone from

[00:05:37] the operations side of the business and them becoming part of talent attraction. Like Shelley,

[00:05:44] Deloitte is calling me on the other line and they're asking for Nicole's information then

[00:05:49] Brunton Young is as well. What a great story you mentioned there's 80, like 80. Is that

[00:05:59] just Canada or is that global? That's KPMG in Canada. Wow okay can you share with the audience

[00:06:06] like how do you have a team of 80 structured? For sure at KPMG in Canada we have geographic

[00:06:13] and national things that support talent attraction so perniet and I were part of the national team

[00:06:19] and we're responsible for setting the strategy that it is then executed in each one of our geographic

[00:06:25] locations. And we fire early talent, campus, Thailand and experience professional hires and so

[00:06:33] when we look at how do you organize a team to ensure that we can get the number of hires we need

[00:06:40] to future-proof the KPMG business. Well number one we have leaders that are specialized in

[00:06:46] early talent so that's the strategy as well as the execution. ID&E, talent attraction is

[00:06:54] so important and we have leaders that develop the strategy that then enables our geographic

[00:07:00] recruiters to embed ID&E into everything that they do. KPMG is a functional business. We have

[00:07:07] audit, tax, advisory and business enablement services. We have recruitment leads that develop

[00:07:14] the strategy that then enable the execution in the geo and with respect to the geo execution

[00:07:22] that's important to note in Canada there is nuances that each one of our Geos have

[00:07:27] and to better connect with your candidate you have to enable your recruiters to take that national

[00:07:33] strategy and adjust to best meet the needs. And then with all talent attraction teams

[00:07:40] you need to have a sourcing team those part to fill roles as well to understand those alternative

[00:07:47] talent pools and your sourcing team domestic and international that's their job. And then as

[00:07:53] well we have a gig team to support that contract labor so the AD plus is the mix of strategy execution

[00:08:02] it means then that we can act like a SWAT team to fill the needs if one area is busy all the

[00:08:08] recruiters work in that direction. If something else picks up we go in that direction and we really

[00:08:13] say okay what are the levers that we need to pull to meet the hiring needs that KPMG Canada has

[00:08:20] to meet their revenue targets. I just want to ask one more question. You talked about early talent

[00:08:28] and campus are the most three different things? Very different things. Early talent is going into

[00:08:34] that high school level and working with other organizations to promote the importance of post-secondary

[00:08:41] education. That's where I get to come in and say post-secondary education and KPMG Canada. And

[00:08:48] did you know that KPMG Canada provides career opportunities in these different areas like we're

[00:08:55] a tax firm, we're a digital firm, we're consulting firm, we're a tax firm in accounting and audit firm

[00:09:02] go into university with your eyes wide open and then look about KPMG for an internship work full-time

[00:09:08] job. And then of course you've got your post-secondary so we have a strategy to connect with

[00:09:14] students at that level as well and then a very different strategy from that experience professional

[00:09:19] hire. I know early talent is fairly new for us that we've had to focus on early talent for the

[00:09:24] last four years I want to say and that's really helped us to grow in that area and bring awareness

[00:09:30] to those high school students offering their parents and teachers as well with options for them as

[00:09:36] they really start to contemplate what they want to do the day by. How do you measure success with a

[00:09:41] program like this? That's a very good question and number one it's more about the awareness side of

[00:09:49] it I want people to understand the name KPMG are early talent strategy just kicked off as Harnie

[00:09:56] said in the last few years so the return on investment you know where did they connect with us?

[00:10:04] That's where your ATS comes into play and what we're trying to do now is talent pool mark those

[00:10:11] candidates ensure our ATS has that source of where you learned about KPMG and then we start connecting

[00:10:19] those dots as we move forward. So at this point in time I can't give you like is it successful or not

[00:10:26] but what I can tell you is that we have leaders that are interested in investing and making sure

[00:10:35] that early talent and those campus hires know what KPMG is so they can then choose KPMG is where

[00:10:43] they want to start to build their career upon graduation. Nicole really good segue to where I wanted

[00:10:49] to go next talking about the ATS because obviously a team of 80 you need to be able to support them

[00:10:54] with the right tools so I'm really curious Harnie to send us to you what does your recruiting

[00:11:00] tech stack look like? What tools are you using? What's your ATS how do you train? How do you leverage

[00:11:06] the tools to be able to support a team of 80 people? Yeah great great question we recognize that

[00:11:12] it's important to have a tech stack and it certainly has its place. The human element of the experience

[00:11:17] though we feel can't be underrated so the purpose of a tech stack is to create the efficiency for

[00:11:22] the candidate recruiter hiring manager making the workflow easier more efficient pushing candidates

[00:11:28] to the journey however the human aspect to interact with the candidate for those moments that

[00:11:32] matter to ensure that they're aligned at EVP and in essence you really need to have balance.

[00:11:38] The candidate recruiter are very interconnected on this journey and we're continuously evolving

[00:11:43] this part of our recruitment process. For ATS and CRM we use ISTEMS HACCO Rank for

[00:11:49] assessing certain technical talent and bots are in place to support the administration

[00:11:53] of the candidate journey and the recruiter experience. We've worked really hard to customize the

[00:11:58] ATS as much as possible including embedding our interview guides valuation criteria to really

[00:12:04] create as through the recruiter and hiring manager experience where we see the greatest need

[00:12:09] though for human interaction is at that office stage to be listed that emotional response from a

[00:12:15] candidate. So an email or a video or an automated process just can't replace that moment in time

[00:12:23] so we've developed the number of in-house practices to enhance our offer acceptance rate all

[00:12:28] of our recruiters are trained on negotiation and follow the guidelines that we've created in

[00:12:32] an offer playbook and we've certainly seen an outtick in acceptance of office because of that.

[00:12:39] What is your offer acceptance rate and aside from what you just said that made the results better?

[00:12:45] Yeah I would say from an offer acceptance we certainly saw like most companies during 2022

[00:12:51] a ghosting of companies by candidates we were not immune to that so we saw a decline in our

[00:12:57] acceptance. I want to say we had a fairly healthy acceptance of upwards of 85% for our offer

[00:13:03] than some business functions even higher than that and we saw that typical and coast around

[00:13:08] that 80-ish percent which was not okay with us so we caught sight of that trend happening

[00:13:14] very quickly feedback from our recruiters and then we reacted accordingly therefore we created

[00:13:20] these tools to really support our recruiters Nicole you have something to say. Yeah I was going

[00:13:24] to say we have a really close connection to our KPMG Canada leadership team. We're able to pull

[00:13:31] the trend analysis with respect to the offer acceptance rate going down. We rang the alarm bells

[00:13:39] shared this with them brainstormed and that's when it came back that what tools do you mean?

[00:13:46] Does our recruiting team to be more successful so we got investment and then we got the education

[00:13:52] and play to then work with our recruiters to ensure that they have the skill and the tools and

[00:13:58] resources to increase the acceptance rate. Do you know what I loved about what you just said there

[00:14:05] Nicole is getting the investment because I saw companies declined offers at like 80% decline not

[00:14:14] accepted declined it was an enormous waste of time and money for so many parts of the business

[00:14:24] what you touched on was identifying first the problem then the investment and I believe I heard

[00:14:31] you said you went back to the business can you talk just a little bit more about how did you get

[00:14:36] the tools did the business endorsement because chronically HR's got no money. No money no budget this

[00:14:45] is overhead this is cost right like we're the last ones to get a dime out of anybody how did you

[00:14:51] get the money well number one it has never been a better time than now to be a town attraction

[00:14:59] and when we went into COVID like again I have to give credit to our leadership team our leadership

[00:15:06] team said we will keep the high performing team at KPMG in Canada together so when most organizations

[00:15:14] let go of recruiters at that point in time we kept our team together and we pivoted and we

[00:15:24] upskilled recruiters we actually implemented a new ATS and we also took work that was being done

[00:15:33] by experienced professional high recruiters and pivoted them to campus because the world of campus

[00:15:37] actually exploded during that time period our leaders kept all of us in play when that surge of open

[00:15:45] roles happened we had a full team of recruiters at KPMG in Canada we didn't need to go out and

[00:15:51] recruit but with that surge in open roles we then highlighted to our leaders we were in a good

[00:15:59] situation but we have 40% more open roles now than we ever have had before our recruiters are

[00:16:06] at more than capacity they're come back to us what do you need to be more successful as a

[00:16:14] recruiting team in Canada so that's when we pulled on the different levers of hiring more recruiters

[00:16:21] investing in additional module tools to our ATS to facilitate in-house bots to facilitate the

[00:16:29] workflow and the changes statuses and then again with that came the offer playbook and the investment

[00:16:35] of a learning and development team to come in and train and it's having leaders that understand

[00:16:41] the purpose of talent to traction and understand as well that what we do is we as a company sell

[00:16:49] our people's knowledge so we have to have a team that's in play at all times to hire people so

[00:16:56] that we can meet that eventual well revenue target and just to add to that I would say your question

[00:17:02] around investment and where did we get budget and to Nicole's point like all of that is right on point

[00:17:07] the other side of it is we're very fortunate to have strongly sources and a learning development

[00:17:11] side that we were able to partner with and say listen we need your time we need to create these

[00:17:17] robust tools the additional aspects of our recruiting process help us build at our forte and

[00:17:23] ask Franklids what the recruiters need we need your expertise to come and help us build that

[00:17:28] we got smart about how we use our internal resources and pull on those levers to actually create

[00:17:34] a more meaningful experience for our recruiters and training. So I do want to take a step back because

[00:17:38] we talked about a little bit about your tech stack and one of the things that you mentioned as

[00:17:42] far supporting the team is making sure that they have the right tools I can only imagine the size

[00:17:47] and the scope of your organization implementing any new tools there's so many cases that you'll

[00:17:52] implement a tool that's never used or not used properly but I'm really curious and Nicole I'll

[00:17:56] go to you as far as when you're looking at tools for your talent attraction talent acquisition

[00:18:02] team what do the key things does KPMG look at when evaluating different tech in different vendors?

[00:18:09] Well before we go out to that like proposal stage number one is we do surveys to listen to our

[00:18:17] candidates what is the journey the candidate wants to go through number two we listen to our

[00:18:23] recruiters and we have a number of questions that's what that recruiter journey should look like

[00:18:28] and then the hiring manager as well what is it a hiring manager needs from an ATS so through

[00:18:34] the listening and through this specific questions we ask we then go to the vendor for the pitch

[00:18:41] and I think it's really important to understand what each one of those three people are looking for

[00:18:47] to ensure that the ATS can meet those needs but most importantly for me when I take a step back

[00:18:55] I want the recruiter team to spend time with the candidates so that human element stays in

[00:19:04] that recruiter journey so that when the tech that we're looking at comes in it's about ensuring

[00:19:12] that the workflow the status is all of that is seamless and the one thing I hear from

[00:19:19] recruiters over and over again is they want an applicant tracking system where they get to stay

[00:19:25] in it and never have to leave so everything is done in it that's the dream.

[00:19:32] Oh I agree with that there's nothing more frustrating than having to work in seven different

[00:19:37] systems and they don't talk to each other it makes your job so much harder. I do want to jump

[00:19:43] into another topic in Harni I'll give you this question KPMG is really taken D&I very seriously

[00:19:50] and you use the term that I've never heard before I DNI right and I'll ask you just to define

[00:19:56] a little bit more but I'm just curious of what type of initiatives that you've launched

[00:20:00] are really showcased can you go more in depth? Yeah for sure and absolutely we have taken

[00:20:07] ID&E so inclusion diversity and equity various theorists at KPMG in Canada. There you go thank you

[00:20:14] very proud of what we've been able to achieve in the area with the commitment and investment

[00:20:18] of our membership team. We have a focus strategy for recruitment of diverse talent in the firm

[00:20:23] and we've invested in three dedicated ID&E talent attraction team members whose role is to

[00:20:29] wholly and solely focus on removing bias barriers in our recruitment process and attracting

[00:20:34] equities of the talent to the firm. So the emphasis on these priority groups for us as a firm

[00:20:40] in Canada is black people indigenous peoples and people with disabilities so the team will

[00:20:45] vote so long style talent attraction to remove the barriers and ensure that our hiring

[00:20:50] is ground in evidence and because we really do believe that diversity is what makes us stronger.

[00:20:55] We track and monitor progress in terms of who applies, who we hire to identify and tackle any gaps

[00:21:02] and barriers in the recruitment strategy, our process and our goals and then to take that in other

[00:21:08] step with aligned our social media and impact inclusion goals to talent attraction. We invest

[00:21:14] in relationships to help engage in attract diverse talent collaborating with these organizations

[00:21:18] really allows us to showcase the representation at KPMG and one example of that is our partnership

[00:21:25] with a firm specialized in placing neuro diverse talent. So since 2019 across our businesses

[00:21:31] you know to enhance the way we as a firm tap into that community and the skilled of that community

[00:21:37] that became a really important focus area for us. And then we continuously look at our recruitment

[00:21:43] processes and consult with our 30 plus internal diverse people networks and external community

[00:21:49] organizations to enhance that idea and integrity and to create more equitable recruitment processes

[00:21:55] in order to really make sure that our hired are grounded in evidence. So everything from inclusive

[00:22:01] job posting standard eyes interview guys and evaluations with fixes unbiased thing and

[00:22:06] in digitizing the recruitment process those are internal builds we've used our resources across

[00:22:13] the firm our ID&E2A resources specifically to help build out how do we in digitize a recruitment

[00:22:19] process. How do we make our recruiters more aware of what they should be looking for and how they

[00:22:24] can really include that talent and the same goes for unbiased thing providing that unlearning of

[00:22:30] that bias that it takes place in interviews. We have also offered 172 scholarships to First Nation

[00:22:37] in New York and multi-students across Canada as I mentioned was super proud and really this is a

[00:22:42] testament to all of the commitment that we've made as a firm. I'm D&E it is a leadership initiative

[00:22:50] that we are impacting at the talent attraction level our leadership came out publicly with

[00:22:58] representation goals that's the intent and then talent attraction as well as our HR team puts

[00:23:05] together the action plan so that we then again have an investment to ensure that we can meet those

[00:23:13] representation goals and so we have three people that responsible for the strategy but it's ensuring

[00:23:20] that you take that strategy and as you said earlier surge it's about how do you get recruiters

[00:23:26] to use the tools and resources that national is building our ID&E talent attraction team

[00:23:32] they're training the 80 plus recruiters that are meeting with candidates to ensure that we actually

[00:23:40] have an ID&E flow to everything that we do. So our sixth test with respect to ID&E hiring

[00:23:49] truly comes from the fact that it started with leadership we got investment and we can now execute

[00:23:55] that strategy. Nicole I think you should bring KPMG into recruitment consulting for other

[00:24:01] organizations as you do for everything else because your programs are just insanely. Yeah you know

[00:24:06] something I do also want to know because KPMG it's a really big brand for sure and most people

[00:24:12] know who they are except early talent and you even got that covered but let's talk about alumni

[00:24:18] networks. I know Sir D&I have talked many times over the years about some of the best talent

[00:24:24] is people that have left alumni networks it's not always retirement right like part of your alumni

[00:24:31] network can be those that went to try something else and come back even more skilled. Can you talk a

[00:24:37] bit more about the alumni network? Yeah well number one is when people are leaving KPMG they're

[00:24:45] leaving for a fantastic opportunity and we hear that in the exit interview they're not leaving

[00:24:51] because of KPMG and so our alumni strategy that we put together for talent attraction

[00:24:58] it's actually a net new strategy. We developed this a couple of years ago because what we did is

[00:25:04] we looked at our talent streams and it became very apparent to us at the leadership level

[00:25:09] that the alumni were a significant untapped talent pool in a time period where the talent market

[00:25:16] is scarce. So what we did then is we put together a SWAT team of recruiters and together we structured

[00:25:24] a project where number one we said okay what is it we need to do to create awareness that

[00:25:30] it is good to come back to KPMG and with that we've actually said okay you recruitment 101 how do

[00:25:36] you build out this talent attraction pool built a website created a video asset to launch

[00:25:42] we created recruiters grips and then it said we know you see authentic storytelling we need to

[00:25:48] showcase the stories of people that have returned to KPMG and why KPMG is a greater place than when

[00:25:54] it was before and the recruiters then pair up with hiring managers and create that connection.

[00:26:03] So all the tools all the resources are on play and then it comes back to you need that human

[00:26:09] element when it comes to talent attraction alumni is not going to respond to an email that just

[00:26:15] goes out they're going to respond to alumni events they're going to reach out to that phone call

[00:26:22] to say hey how are you doing have you heard about this at KPMG we're doing this are you interested

[00:26:28] in coming back so it's that communication and understanding the pool to bring individuals back

[00:26:35] and then work with them as they go forward and that alumni talent pool that we brought back

[00:26:40] they now become employee referral individuals they now refer their friends that have left to come

[00:26:47] back so it's very much that snowball effect that's a good snowball where one brings one and then you

[00:26:55] keep moving forward. A new strategy super excited and again this is where we went to leadership

[00:27:02] with what we felt was a really has to take cool and fun idea and we got the investment to go

[00:27:09] forward with that and our recruiters work with the hiring managers to act it and make sure that

[00:27:14] the hires do come in the door and just to add on to that you raised a great point the the call

[00:27:20] around the hiring managers so the business the partners very often we have been recruiters Nicole

[00:27:26] and I that's how we started out we know the candidate doesn't want to hear from the recruiter

[00:27:31] right now candidate being an alumni so that's really where I think KPMG sweet spot is our business

[00:27:37] leaders are very invested in reaching back out to somebody that they were a performance manager for

[00:27:42] or who they definitely will really start to go and making that personalized disconnection hey when

[00:27:48] you left last time these were the reasons did you know this is what's changed so again part of

[00:27:53] telling that story through the video and branding was really amplifying to that community what has

[00:28:00] changed and then doing them back into KPMG Shelley I think we have found recruitment utopia

[00:28:08] what I want to join their team I think there should be a case study we have never had a conversation

[00:28:15] with any practitioners that understand it as well as how you guys understand and how you've been

[00:28:21] able to execute it's magical I'm in shock actually so kudos to you incredible it's incredible wow

[00:28:28] stories flattering thank you I'm gonna ask both of you to take out your crystal ball shining up a little bit

[00:28:35] honey I'll start with you any prediction for the world of work in 2023 and beyond if you had

[00:28:43] to pinpoint one thing that's going to shake up our world what would it be

[00:28:48] in the recruitment space my feeling is that given the unemployment rate continues to be at

[00:28:53] historic lows we will have a continued labor shortage domestically and we will have to be strategic

[00:28:59] and attract and compete for an international talent against other international locations so

[00:29:05] selling wide Canada to this pool of talent will be over important that's my prediction I love

[00:29:12] that I want to dig in a little bit deeper so how well do you think Canada is positioned in this

[00:29:17] competition I think we have a real fighting chance in this competition however can't go

[00:29:23] unsteady that we are competing against countries like Australia and New Zealand there are other

[00:29:28] places that are also doing amazing things and that people want to make home I feel Canada though

[00:29:34] just given our immigration goals and what our government has gone out and said that we need

[00:29:39] to do over the next few years that really helps to support the journey for those international

[00:29:45] newcomers and when they come here they will be supported and that's really a big area that Nicole

[00:29:49] and I focused on the last several years we've built out an international recruitment landing

[00:29:54] page for newcomers here's what you can expect here's how we'll support you here's why you should

[00:29:59] pick Canada actually here's why you should pick KPMG Canada as opposed to other competing firms so

[00:30:05] we know that the competition is fierce then we've been pretty armed and prepared with that for

[00:30:10] a little while perfect perfect Nicole your crystal ball prediction okay so she took my prediction so

[00:30:17] with my predictions number two well as we know the talent market will continue to be scarce

[00:30:24] so companies are going to have to look at what is the untapped talent pool and I would say it's

[00:30:31] the internal untapped talent pool that companies are going to need to focus in on so it's about

[00:30:37] creating easier ways for internal mobility whether it's a career center type approach it goes

[00:30:43] back to increasing the ability for candidates to have career number one and then employees can

[00:30:50] then have career number two career number three and keep employees longer within that same organization

[00:30:57] so we'll start to see tenure going up with respect to employees what do you think Shelley Nicole has

[00:31:04] already established the template for that honestly I don't know of many firms you maybe one of

[00:31:11] a handful of people in my 25 plus years of recruitment to do what you've done and to have an

[00:31:17] organization say you've got great ideas even though you were in a revenue producing

[00:31:23] part of the business as a CPA that is unheard of but it's only those that have the foresight and vision

[00:31:30] to say oh no this is perfect it's part of our model even for campus recruitment we use resources

[00:31:37] from the business to authentically sell YKPMG and that's really being a real silver bullet for us

[00:31:45] and Nicole's a testament to I think the culture at KPMG where you have a great idea we want to hear

[00:31:50] it and actually do you want to implement it you already go have about it and I think yeah I've

[00:31:55] experienced that Nicole is like a post-to-child so that at KPMG which is phenomenal yeah we've talked

[00:32:02] often about talent mobility right search and who owns it is it recruitment or is it HR or

[00:32:10] isn't the business because talent mobility is a great idea and nobody's going to argue

[00:32:16] that maybe you've got somebody in an audit who really should be in recruitment or HR but to

[00:32:23] actually make that move who's going to champion that as a recruiter I know I hired a wonderful

[00:32:29] person who's got an economics degree and they would actually be much better in business development

[00:32:35] but getting the business to recognize that who does that who owns it at KPMG?

[00:32:41] Well number one our viewpoint is we're all on the same team and actually all of us have a place

[00:32:49] for inter-enemobility but you're right who owns that actual piece and each organization can be

[00:32:57] slightly different talent attraction can own a piece of it where this is the official process

[00:33:04] for internal mobility and you can have your applicant tracking system actually track for

[00:33:10] internal mobility and support that process to make it easy but you do need your business

[00:33:17] and your employees to understand that internal mobility is a good thing at the organization

[00:33:24] so recruiters can be that the facilitator through a career center but your overall philosophy at

[00:33:29] the company has to come from the leadership so it's about that authentic storytelling and having

[00:33:35] a process in place that makes it easy for everyone at KPMG all of us own it and we have the tool

[00:33:43] that supports it. Well you guys are the best salespeople ever like it's rare I think this was

[00:33:50] a commercial for Davey actually I know it's not the intention but honestly we just heard it this way

[00:33:57] how about we leave it here for anyone that wants to get a hold of eater yourself Nicole or

[00:34:03] Harney what's easiest way and to find a moreable KPMG where's the best place to go check out?

[00:34:10] Yeah so easiest way is connect with me on LinkedIn always respond on LinkedIn and visit our website

[00:34:19] we have I want to say fantastic website that started when COVID did that was our way of connecting

[00:34:26] with candidates was go to our website and we've been working on it as a team of people

[00:34:33] to continually update it and make sure that it's answering the questions that we believe candidates

[00:34:38] would have Nicole is itching to say go and check out our website because it's cool and fun

[00:34:44] she's like I've taken that hashtag that's how she's reinventing KPMG cool and fun is what we're

[00:34:48] yeah so yeah same as the call like LinkedIn for sure connect with me on their happy to connect always

[00:34:54] with my network perfect well this was one of my favorite episodes I've done and a long time so

[00:35:00] I really appreciate both of you ladies thank you and sharing your knowledge thank you for having us

[00:35:05] thank you

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