About
Jess is a Senior Manager Talent Acquisition & Global Talent Sourcing Leader at Toll Group, a leading provider of logistics services. With over 18 years of experience in talent acquisition, Jess is a talent advisor, a certified internet researcher and a LinkedIn recruiter expert who specializes in talent strategy, sourcing and innovation.
Jess has built and led strategic sourcing functions from scratch for multiple brands, and is passionate about designing and operationalising talent solutions that solve for today's challenging talent environments, as well as driving the use of talent analytics and insights to facilitate meaningful talent discussions, and developing great sourcers. Jess is also the chief content creator at The Talent Sourcing Collective, a platform for sharing best practices and insights on talent sourcing.
Articles by Jessica
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The verge of a new decade. A working mum’s reflection on the last 10 years.
The verge of a new decade. A working mum’s reflection on the last 10 years.
What is it about the turn of a new year that makes you stop and reflect on the year that’s passed? The good, the bad…
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We don’t have workforce planning – Can I still proactively source?
We don’t have workforce planning – Can I still proactively source?
The answer is …. YES! Workforce planning – that old chestnut.
8 Comments
Contributions
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You're considering a career in Global Talent Acquisition. How can you tell if it's the right fit for you?
In my experience talent acquisition has access to a huge amount of data, both internally facing (attrition, engagement, performance, compensation) and externally facing (talent supply, compensation, candidate sentiment) and so we have the unique opportunity to provide talent insights to our organisation that can influence hiring decisions as they are being made (i.e if a new team should be set up in a certain location etc) and develop talent strategies (build/buy/borrow/bot) to deliver the right talent at the right time. We as high functioning TA teams though need to ensure we have developed the right data and analytical skills to support this new way of working to add maximum value to our organisations.
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You're considering a career in Global Talent Acquisition. How can you tell if it's the right fit for you?
In my experience talent acquisition has access to a huge amount of data, both internally facing (attrition, engagement, performance, compensation) and externally facing (talent supply, compensation, candidate sentiment) and so we have the unique opportunity to provide talent insights to our organisation that can influence hiring decisions as they are being made (i.e if a new team should be set up in a certain location etc) and develop talent strategies (build/buy/borrow/bot) to deliver the right talent at the right time. We as high functioning TA teams though need to ensure we have developed the right data and analytical skills to support this new way of working to add maximum value to our organisations.
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What are the latest trends and best practices in sourcing?
I’m my experience with sourcing metrics one of the most valuable is prospect velocity - how quick are they progressing through discussions within the organisation starting from the time of engagement. Other metrics should also include channel ROI, prospect experience, quality of the talent community and the traditional source of hire. Sourcing is typically used not only for current, open vacancies, it is also used for more long term, ongoing organisational engagement, so “traditional” sourcing or recruitment metrics don’t tell the complete picture as far as sourcing function impact and optimisation. Other less-common metrics might also be time in stage, number of mapping assignments completed, depth of market insights or competitor data.
Activity
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Our Government and Defence team proudly represented Toll at the 2024 Land Forces International Land Defence Exposition 🎉, held last week at the…
Our Government and Defence team proudly represented Toll at the 2024 Land Forces International Land Defence Exposition 🎉, held last week at the…
Liked by Jessica Gibson-Jones
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Today's labour market data from the ABS presents a mixed picture. While employment shows resilience, rising underemployment and a steady unemployment…
Today's labour market data from the ABS presents a mixed picture. While employment shows resilience, rising underemployment and a steady unemployment…
Liked by Jessica Gibson-Jones
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“To harness employees’ enthusiasm and stay ahead, companies need a holistic approach to transforming how the whole organization works with gen AI…
“To harness employees’ enthusiasm and stay ahead, companies need a holistic approach to transforming how the whole organization works with gen AI…
Shared by Jessica Gibson-Jones
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Education
Licenses & Certifications
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Excelerators: The 6 Critical Practices - Introduction & Practice 1: Develop a Leaders Mindset (2.1)
FranklinCovey
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Certified Internet Researcher
AIRS
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LinkedIn Recruiter Expert
LinkedIn
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Recommendations received
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LinkedIn User
8 people have recommended Jessica
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Did you know, in 2025 Gen Z will account for 30% of the workforce? BUT not many organisations are preparing for the major shift in what this…
Did you know, in 2025 Gen Z will account for 30% of the workforce? BUT not many organisations are preparing for the major shift in what this…
Liked by Jessica Gibson-Jones
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The latest SEEK Employment Dashboard for April 2024 reveals statistics that shed light on Australia's dynamic job market. According to the report: Job Opportunities: April witnessed an 18.6% decline in job ads nationwide compared to last indicating a tight market. However, this decline has started to ease as we transition into May with organisations adapting to market shifts and competition. This is encouraging news for my HR network! Stay optimistic as we are witnessing positive changes, especially for those in the Senior HR roles! 🌟 These insights are great for refining talent acquisition strategies and staying ahead in a competitive job market. #HRinsights #talentacquisition #jobmarkettrends #HRleaders #SEEKAustralia #millerleith
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Justin Hillier
The top agencies on Recruiter Insider in Aus/NZ last FY for candidate experience massively outperformed everyone else in filling roles. Obsessing about the candidate experience you provide has many benefits but perhaps the biggest one of all is increased fill rates. If you want to measure and improve the candidate experience and increase your fill rates you need a demo - https://lnkd.in/gVw35i4t The data doesn't lie. If you want to make more placements you MUST measure the candidate experience throughout the entire hiring process.
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Tracey Montgomery
I have been thinking a lot lately about the current social climate and the rise of men’s violence against women. Some may argue that LinkedIn is not the platform for these ‘types’ of conversations, and I would say if that is your opinion that may be a part of the problem. A couple of recent situations I have come across (a conversation I overheard and a road rage incident I witnessed) made me think about the part we all play in addressing the crisis. I’ve been thinking about the link between family violence and the workplace and started writing my thoughts down in essay form so I made contact with a few people whose opinion I value and who I believed would have something interesting to contribute to the conversation. I sent emails to these four leaders asking them to share what they are doing within their workplaces that might be a step forward in addressing the crisis. I was driving home last night when I realised my mistake. For reasons I can’t explain, it was not a conscious thought, the emails I sent were to female leaders only. I was so annoyed with myself about this because of course all genders have to be included in this conversation. The rhetoric "not all men" no longer applies. It might be true, but it is unhelpful and all it does is stop the conversation. It is crucial to reshape how we view men's roles in this dialogue as this can empower them to recognise their ability to foster change. This needs to be a whole of community approach, starting with me asking for opinions from all Leaders, not just female leaders. PM if you have your own thoughts or feel free to comment.
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