Authenticity of Information with Michelle Prebble of Visier

Announcer 1 (00:01):

You’re listening to the Recruiting Daily Podcast. We’re recording from HR Tech in Vegas. Thanks to our friends and partners at Jovio. We are talking to some of the best minds in HR and business and digging into the most pressing issues in the workplace so you don’t have to. Here’s your host, William Tincup.

William Tincup (00:20):

Ladies and gentlemen, this is William Tincup. And we are broadcasting live from Jovio’s Booth in Vegas at HR Tech. I have Michelle from Visier on with us right now. So, Michelle, before we get into it, would you please introduce yourself?

Michelle Prebble (00:34):

Absolutely. Thank you so much for having me. So my name is Michelle Prebble and I am the Director of Talent at Physician for Visier.

William Tincup (00:41):

Fantastic. And what does Visier do?

Michelle Prebble (00:45):

Ooh, Visier, let’s get marketing here. I am the, we are the, I should say, global leader in people analytics.

William Tincup (00:52):

Drops mic right there.

Michelle Prebble (00:53):

Right.

William Tincup (00:53):

Done.

Michelle Prebble (00:54):

What else do you need to say?

William Tincup (00:55):

That’s it.

Michelle Prebble (00:55):

It rolls off the tongue.

William Tincup (00:57):

That’s done. All right, I’m going to hand you a magic wand.

Michelle Prebble (01:01):

Ooh, fancy.

William Tincup (01:02):

See. Done.

Michelle Prebble (01:03):

I like it.

William Tincup (01:05):

If you could fix anything about talent sourcing or the sourcing of talent, what would you fix?

Michelle Prebble (01:11):

Oh my goodness. Honestly, my brain goes to the fact that it’s just such a noisy space, right?

William Tincup (01:16):

Yeah.

Michelle Prebble (01:16):

And so it is an absolute feeding frenzy of opportunities out there and it’s kind of ridiculous, right? How do candidates know how to differentiate one interesting company from another? Because it’s just constantly shopping, there’s so much going on. So I would say one thing that we need to fix is connecting people to real information and authenticity and helping them determine where they need to join.

William Tincup (01:41):

I love that. I love that. And it resonates with me because someone said something to me the other day that we need to fix the candidates view companies as commodities and companies view candidates as commodities. So we got to get out of the commodities business, both sides. That’s two ways, both sides have to get out of that. You kind of nail that when it’s like, okay, we actually have to get the noise out of this and get people into a real opportunity, have that more real human connection.

Michelle Prebble (02:10):

A hundred percent.

William Tincup (02:12):

And really focus on fit.

Michelle Prebble (02:15):

Selection and interview processes, it’s about both sides of the table, them and the company or the candidates and the company. But it should be a process of self selection. It should be so easy for a company to determine if that’s the right talent and for a person to determine if that’s the right company by creating this really authentic interview process that people get the information that they need. It shouldn’t be a game of selling. It should be like, “Hey, let’s actually have a real conversation here and figure out if this fits.”

William Tincup (02:43):

Informed buyers. Yeah.

Michelle Prebble (02:44):

It’s not a game.

William Tincup (02:45):

I love that. Drops mic, walks off stage. Michelle, thank you so much for your time.

Michelle Prebble (02:50):

Hey, thanks for having me.

William Tincup (02:51):

Absolutely.

Speaker 4 (02:52):

You’ve been listening to the Recruiting Daily Podcast, live at HR Tech. Graciously sponsored by Jovio. For all other HR, recruiting and sourcing news, check out recruitingdaily.com.