Dick's Sporting Goods Senior Dir. TA Rick Jordan

04/22/22 • 40 min

Joining us in conversation today is Rick Jordan, Senior Director of Talent Acquisition over at DICK’S Sporting Goods. You’ll hear the story of how DICK’S was started and how Rick landed his current role with them with a background in hospitality and talent. DICK’S is a pandemic success story, and Rick tells us about the unexpected turn of events that resulted in the business thriving despite the restrictions. You’ll also hear about the exciting projects that DICK’S is working on at the moment, and why, in the current market, we need to think more like marketers and less like human resource people.

Key Points From This Episode:

Meet today’s guest, Rick Jordan, with DICK’S Sporting Goods.
The story of how DICK’S started in New York before opening corporate campus in Pittsburgh.
Why Pittsburgh is called the Steel City and how it has evolved over the last 15 years.
Rick’s background in hospitality and talent and how he ended up in his current role.
Why nothing beats Resorts World Las Vegas.
How DICK’S navigated the pandemic and what they are doing today to reach their goal of $15 million by 2025 (plus the role that talent plays).
The natural upswing in interest in golf thanks to its natural social distancing.
The new store where you can buy big brands: Going, Going, Gone!
DICK’S House of Sport stores that have opened in Rochester and Knoxville.
Why brick and mortar stores are far from dead.
The leaders that Rick works with across his company and their team dynamic.
The role of the TA Focus Project Manager
Why we need to think more like marketers in the current market and less like HR people.
The difference that having been funded to tell the story has made.
Why Rick believes that the war on talent is over, and that talent won!
Why people no longer settle for a job, but seek opportunities they are excited about.
The mini war that is going on within HR talent and the power of investing in a strong team.

Links Mentioned in Today’s Episode:

Rick Jordan on LinkedIn

DICK’S Sporting Goods

Talk Talent to Me

Hired

Key Points From This Episode:

Meet today’s guest, Rick Jordan, with DICK’S Sporting Goods.
The story of how DICK’S started in New York before opening corporate campus in Pittsburgh.
Why Pittsburgh is called the Steel City and how it has evolved over the last 15 years.
Rick’s background in hospitality and talent and how he ended up in his current role.
Why nothing beats Resorts World Las Vegas.
How DICK’S navigated the pandemic and what they are doing today to reach their goal of $15 million by 2025 (plus the role that talent plays).
The natural upswing in interest in golf thanks to its natural social distancing.
The new store where you can buy big brands: Going, Going, Gone!
DICK’S House of Sport stores that have opened in Rochester and Knoxville.
Why brick and mortar stores are far from dead.
The leaders that Rick works with across his company and their team dynamic.
The role of the TA Focus Project Manager
Why we need to think more like marketers in the current market and less like HR people.
The difference that having been funded to tell the story has made.
Why Rick believes that the war on talent is over, and that talent won!
Why people no longer settle for a job, but seek opportunities they are excited about.
The mini war that is going on within HR talent and the power of investing in a strong team.

Links Mentioned in Today’s Episode:

Rick Jordan on LinkedIn

DICK’S Sporting Goods

Talk Talent to Me

Hired

Previous Episode

AvantStay VP Talent Uyen Hua

Joining me today is the VP of talent acquisition at AvantStay, Uyen Hua. In today’s conversation, you will hear about Uyen's unconventional professional journey which led to her current role at AvantStay, and the important lessons she learned along the way. We also discuss the limitations and benefits of working remotely, and why companies should be careful to force their employees back to the traditional office workspace. We learn about Uyen’s pragmatic approach to developing her team to ensure the long-term needs of the organization. You will also learn about the difference between a specialist and generalist recruiter, the importance of personal relationships, how to have a constructive conversation with management, insider tips, and much more.

Key Points From This Episode:

What Uyen thinks going back to the office will involve for AvantStay.
We discuss how remote working has altered employees perception of the office.
The possible reasons why some companies are aggressively motivating people to go back to the office.
How forcing employees’ back to the office can backfire on a company.
Issues for companies ensuring that in-person and remote workers are equitable.
Other factors that may cause people to go back to the office full-time.
Uyen's current role and details about her professional journey.
The steps Uyen takes to reconcile the numbers needed to what is predicted.
Approach that Uyen takes when having difficult conversations regarding recruiting needs.
How to deal with individual roles once the long-term goals have been decided.
Where Uyen starts when building her team.
Whether Uyen prefers a specialized recruiter or a generalist.
Limitations that are associated with a generalist recruiter.
Problems that people face when seeking a career in talent acquisition and management.
How Uyen thinks about development for herself and her team.
Significance of personal connections in the recruitment industry.
Finding a role that suits you and your future aspirations.

Tweetables:

“We don’t need to be beholden to something that is essentially just moot or no longer relevant for our needs but let’s make sure we’re doing that sense check on a regular basis if nothing else.” — Uyen Hua [0:17:04]

“It is amazing in series A to have people who are pinch hitters and kind of can lead in anywhere and have the attitude and the ability to do that but you’re really not doing yourself the company or them any favors by continuing to push for that mindset.” — Uyen Hua [0:23:39]

“As I’m scaling a team as I’ve done so many different times before, starting with a team of a couple of people who have kind of just put their blood, sweat and tears, it is really important to me as I build further on that organization, that one thing I am keeping in mind apart from the needs of the business itself is the passions of those respective recruiters.” — Uyen Hua [0:27:09]

“It’s a relationship driven industry and role and so go where you feel that synergy and that connection and you won’t be steered wrong.” — Uyen Hua [0:29:15]

Links Mentioned in Today’s Episode:

Next Episode

Storable VP Talent Sam Baber

Today’s guest is Sam Baber, the VP Talent at Storable. Sam explains how to foster personal relationships within the workplace, warning signs to look out for when recruiting, lessons Sam has learned over his professional career, what makes a successful recruitment strategy, and much more. Tune in today to hear why empathy, compassion, and leadership are the keys to becoming successful in the executive recruitment space with today's expert, Sam Baber!

Key Points From This Episode:

We find out what Sam is currently working on.
What Sam’s team does in between recruiting people for new hires.
Background about Storable and the services they offer.
Current recruitment strategies and goals of Storable.
Discussion about when people accept a job offer and don’t show up for work.
If someone delaying their starting date is a warning sign.
Sam’s approach to building a rapport with candidates.
Reasons why Sam's recent recruitment campaign was so successful.
Details about the ‘hidden cheques’ that Storable gives to their teams.
How helping your employees to grow is beneficial for a company.
Examples of books that have helped Sam in his professional career.
The approach Sam takes to recruiting.
The top tip that Sam has for new employees at a company.
Advice for people seeking to enter leadership roles in the recruiting sector.

Tweetables:

“I think one of the key things for us is we put our large priority and investment of time in the relationship that the recruiters build with the candidates.” — Sam Baber [0:11:12]

“I just think it does fall on leaders to make sure you are providing an environment for folks to be creative, make mistakes but also get out of their way because they’ll surprise you almost every time.” — Sam Baber [0:19:52]

Links Mentioned in Today’s Episode:

Sam Baber on LinkedIn

Storable

Storable on LinkedIn

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