HR Interviews Playlist: Recent Episodes
Evergreen Podcasts
The best collection of podcast interviews in the Human Resources, Recruiting, Technology, DEI, and Workforce space in one podcast. Welcome to Evergreen's HR Interviews, curated episodes from the most well-known and up-in-coming podcasts in the HR, Recruiting, and Tech industry with interviews from practitioners, vendors, economists, and those in the workforce know. Ten different shows with curated interviews just for you and it's wrapped into one podcast.
During this episode, Jackye and Katee chat with their friend, Sarah Morgan about conferences overall and a wonderful summit she is hosting in October. The HROI (Human Return on Investment) Summit is going to be an amazing event with practical advice from HR practitioners who don't just know the ideas, they show you how to implement it in your own organization.
For tickets to the HROI Summit, click on the link below and use "inclusive AF" at check out to get a major discount! https://events.humareso.com/hroi/2023
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Changes in learning, the role of AI and how advanced technology could make it all more dynamic.
The way we describe work and jobs is mostly by long-standing assumptions that have been in place since the Industrial Revolution. The world is now a very different place, and the employers breaking free of our ingrained mindsets around jobs and recruiting are giving themselves considerable talent market advantage.
My guest this week is one of my favourite thinkers around the reinvention of work. Dart Lindsley is Strategic Advisor for People Experience at Google. Dart believes that rather than being seen as resources or units of production, employees are actually customers of a product we call work. There are some vast implications for talent acquisition here, and this is a must-listen for anyone developing a strategic plan for the future.
In the interview, we discuss:
How we should be looking at work
The legacies of the industrial age
A multi-sided business
Business architecture
Employees as customers, not as units of production
The implications for HR
Bringing marketing thinking to HR
Market research, product market fit and route to market
Work as a subscription model
A land and expand sales motion
Job to be done theory
How do recruitment marketing and employer branding need to evolve
A different data model for describing work
The implications of AI
What does the future look like?
Listen to this podcast on Apple Podcasts.
What a start-up calls itself usually says a lot about it. It can also say a lot about its prospects for future success. Enter Skillit, a company that connects the supply of skilled workers with contractor demand in the $1.6 trillion annually construction industry through its platform for sourcing, skills assessment, hiring, and training. And you thought a name like Skillit would be serving Grand Slam breakfasts at your favorite brunch spot, didn’t you? Nope, and Fraser Patterson, founder, and CEO of the company is on Firing Squad to tell you why he’s the next big thing? Hey, we’ll be the judge of that, pal. Listen and reveal Skillit’s fate.
We've featured several employers on the show with recruiting strategies focusing on hiring people with criminal histories. All of these employers have spoken about the benefits for the people they hire, the benefits they get from reaching new talent pools, and the benefits for society as a whole.
Despite this growing list of case studies, several misconceptions about hiring people who have been involved with the criminal justice system are holding many employers back.
My guest this week is Shawn Bushway, a professor at the University at Albany and a researcher at RAND Corporation. Shawn has built a body of research on the impact of criminal background checks on employment, and his work informed the current standards of the EEOC. He now helps employers revise their background check policies to better reflect the science about re-offending and become compliant with EEOC guidance.
In the interview, we discuss:
How background checks have evolved
Ban the box
How the tightness of the labor market dictates employers' attitudes
Common misconceptions
The myth around recidivism
Overestimating the level of risk
Why crime type is irrelevant
Making factually informed decisions
Avoiding false positives
Age, time, and number
The role of government in creating practical, useable incentives to hire people with criminal histories
Listen to this podcast on Apple Podcasts
Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the third of three podcast episodes where I will be sharing them.
Talk about generative AI is everywhere, but most of the conversation is either inflating the hype or dealing with highly tactical short-term techniques and use cases. So, how can TA Leaders think about AI strategically to embrace current opportunities and plan effectively for the future?
My next RecFest guest is Ben Handyside, Director of Talent Acquisition EMEA at Colliers International. Colliers have recognized that ChatGPT was already being used by many people within their organization and are harnessing the advantages to boat innovation and make TA a key strategic driver of value.
In the interview, we discuss:
Challenging barriers and boundaries to access new talent
The forces driving change in TA
TA as a strategic enabler
Acknowledging AI utilization, understanding the risk, and establishing guidelines
The risk of doing versus the risk of not doing
Use cases and experimentation.
Creating more time for human interactions
Managing adoption
Planning for the AI-driven future
Understanding the problem you are trying to solve.
Speed as a strategic lever
Advice to TA Leaders
What will the role of the recruiter be like in ten years?
Listen to this podcast on Apple Podcasts.
How businesses keep up with change, hiring for AI (it's not easy), and designing HR’s strategies to use advanced technology.
🎧 Tune in to the latest episode of The Inclusive AF Podcast, where we dive deep into the world of inclusive design and equity-centered practices with our special guest, Sheryl Cababa. 🌍💙
Join us as Sheryl, a former business analyst turned advocate for inclusive solutions, shares her unique insights and passion for taking things one step further to foster a more inclusive world. 🌟 From leveraging design thinking and human-centered design to integrating systems thinking into the design process, Sheryl offers invaluable knowledge on how to create impactful and sustainable solutions for complex issues. 🚀
Discover the power of broad stakeholder involvement and the importance of prioritizing user experience over cost and ease of implementation when designing software and learning management systems (LMSs). 📚
Prepare to be inspired as Sheryl sheds light on the benefits of inclusive online learning, elevating student voices, and serving historically underserved communities in education. 🎒👩🏫✨
With engaging anecdotes, thought-provoking insights, and a commitment to tackling equity challenges head-on, this episode will leave you motivated to design a better, more inclusive world for everyone. 🌈✊
Don't miss out on this inclusive conversation! Hit that play button now and join the movement 💪🎙️ #InclusiveAFPodcast #DesignForEquity #HumanCenteredDesign #SystemsThinking #EducationForAll #InclusiveOnlineLearning #StudentVoices #EquityMatters #InclusiveDesign #TacklingChallenges
Her book can be found here: https://bookshop.org/p/books/closing-the-loop-systems-thinking-for-designers-sheryl-cababa/19583939?ean=9781959029885
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
If you ever wondered if TikTok is an effective communication channel for TA, Deanna is the creative & comic genius who cranked up LinkedIn outreach response rates from 45% to 85% with her video posts.
As the Director of People and Talent with AltaML, an incredible start up focused on the most ethical use of machine learning (ML) and artificial intelligence (AI) with offices in 3 Canadian cities. Having fun is part of their EVP, Deanna is living proof.
Going from 40 people to 140 during the most turbulent and competitive times, means getting creative, having good tools and really listening to what’s important to your target audience.
Do tech assessments, take home assignments and live coding exams sound like job seeker bait or repellent?
Danna shares her ‘do over’ list, team structure and the 3 super hero roles to have in a high function TA team.
In the past, we’ve been critical of SHRM investing money into startups. Seems like a big conflict of interest, but whatever. Since SHRM isn’t running to talk to Chad & Chelsea about it, how about the next best thing: The company SHRM gave money? That’s why we brought Jocelyn King, CEO of VirgilHR to the show. VirgilHR is an interactive technology that lets employees ask HR compliance questions in real-time. Seems like a company ripe for disruption from the likes of ChatGPT, but you’d be wrong (or at least that’s what Jocelyn says). The way that they chose their name is pretty cool too. Heck, it’s an all-around banger of an interview. Enjoy.
Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the second of three podcast episodes where I will be sharing them.
It's an unprecedented time of disruption in talent acquisition. Economics, demographics, and technology are driving seismic shifts in how companies think about hiring. With the pace of change continuing to increase, the most successful TA functions will be the ones that adapt the quickest.
My second RecFest guests are Lindsey Stone, Group Head of Talent Attraction & Resourcing at Greene King, and Eric Houwen, Head of Talent Acquisition & Employer Branding at Deloitte in The Netherlands. Although they work for two very different types of business, there are a lot of interesting commonalities in Eric and Lindsey's approach to TA transformation.
In the interview, we discuss:
The forces driving change in TA
Employability and Social Mobility
Shifting workforces
Evolving talent acquisition
What skills does a TA team now need?
Developing a consultative approach
Positioning TA to drive value for the business
The role of technology
How do you take your people with you?
What will the role of the recruiter be in 10 years?
Listen to this podcast on Apple Podcasts.
Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the first of three podcast episodes where I will be sharing them.
Hiring for frontline retail positions has always been a challenge, but since the pandemic, it is a challenge that has increased exponentially. So how does an expanding retail group fill 30,000 roles a year at pace while ensuring a high-quality candidate experience that reflects the fact that their candidates are literally their customers?
My first RecFest guest is Adam Reynolds, Head of Talent at Frasers Group. Frasers Group is a multi-brand international retail chain, and Adam and his team have used technology to transform their TA strategy to meet the needs of the business in a very tough talent market.
In the interview, we discuss:
Recruiting challenges
Growing hiring exponentially
Urgency, pace, and velocity
Getting stakeholder buy-in
Quality communication at scale
Automation without being robotic
Storytelling
The fundamental role of technology
Ratios and data
Talent pooling silver medallists
How will the role of the recruiter evolve in an AI-driven future?
Listen to this podcast on Apple Podcasts.
Employees love to be recognized. It’s not just promotions and big deals, however. We’re talkin' birthdays, anniversaries, adopting a cat, everything. OK, maybe not a cat adoption, but you know what we mean. That’s why we brought Aaron Rubens, cofounder and CEO at Kudoboard to the show. He runs the online workplace appreciation solution for special occasions, shout outs, and everything in between, helping to replace the card that’s passed around and signed on birthdays, holidays, and special occasions for generations. Crazy thing is, they’re crushing it. To find out why - and how - you gotta listen.
The Recruitment Flex Feat. The Brand Plan Podcast hosts Marcus Body & James Ellis
The pairing of James and Marcus is the employer brand & TA’s version of Megan & Harry.
James, being our most popular guest, has teamed up with Marcus to talk about employer brand, for an hour at a time and yes, they have a point of view!
Measuring employer brand in its simplest form, “Did it solve the problem?”
Ending the argument on what is an EVP
Employer Brand in different countries, one size does not fit globally
EB looks different based on the size of company you're in
Advice for TA as they launch into EB
It’s a rare breed of professional that has worked on the vendor side of HR tech, as well as the TA practitioner side. So, when we got the opportunity to chat with Josh Rock, currently Talent Acquisition Manager at Nuss Truck, and former executive at JobDig, LinkUp and CollegeRecruiter, we jumped at the chance. Recorded at SHRM, it’s a candid conversation about the industry from both sides of the fence.
Being a Global Head of TA in 2023 is highly challenging. Dealing with disrupted talent markets and global hiring nuances while building a consistent approach to candidate experience and stakeholder relations and keeping on top of emerging technology trends is complex, to say the least.
My guest this week is Chet Ritchie, VP of Global Talent Acquisition at Manulife. Chet is driving a TA strategy based on transparent relationship management and a core, common, and custom approach to the critical elements of recruiting and employer branding.
In the interview, we discuss:
Demographic shifts and talent market dynamics
The importance of hiring manager and stakeholder relations
A personalized and engaging candidate experience
Providing feedback throughout the process
Structuring a global team
Core, Common, and Custom
The role of technology
Showing humanity through the recruiting process
Leveraging data for talent intelligence and process optimization
What does the future of TA look like
Listen to this podcast on Apple Podcasts.
The work-from-home movement is under fire. Jamie Dimon says it’s a productivity issue. Elon Musk says it’s a moral issue. As a result, more and more employers are forcing people back to the office. Even Zoom is bringing people back. The future is uncertain, for sure. That’s why we brought Mary Elkordy, president & CEO at Elkordy Global Strategies to the show. Elkordy Global Strategies is a full-service PR firm, well-versed in influencer marketing, talent integration, social media strategy, strategic communications, and digital marketing. A great guest with a unique perspective on a complicated topic. Enjoy!
We met Omar Khateeb CEO of JobPixel at Unleash and we were impressed with what he was building!
Omar joins us with some practical advice and shares successful uses of video for mid to large to high volume hiring.
Seeing is believing. The power of video is unequaled when marketing your jobs, your team and your company.
Some great advice to TA leaders on how to get started with video:
Pick your top 4-5 positions
Define your culture, in simple terms, Why do we like working here?
Define the job specifically and answer, Why do we like working
No need for celebrity endorsement, you have your brand ambassadors in plain sight
Remove the fear of creating video content. Bring your company to life using video by allowing your team’s stories come to life in their own words.
Ever wanted to hear an interview with a former recruiter at Facebook, Apple and Tesla? How about one that’s currently blazing a trail at EV maker Rivian? Well, it’s your lucky day, because Chad & Cheese sat down with Rameen Fattahi, director, recruiting operations & insights at Rivian while they were all at iCIMS Inspire to hear Rameen’s story. Don’t worry. Along the way, there are stories about Elon and Zuck.
A few short months ago, many commentators predicted that AI would be a revolutionary force in recruitment marketing that would drive automation, efficiency, and engagement. So how does the hype live up to the reality, and what have we learned about how AI and humans need to work together to create effective recruitment marketing?
My guest this week is Kat Kibben, CEO and Founder of Three Ears Media. Kat is a recruitment marketing expert with a focus on job postings. They have some valuable insights and informed opinions on the relationship between recruiters, AI and recruitment marketing.
In the interview, we discuss:
How has recruitment marketing evolved since the pandemic
What is holding AI back
Why marketing and recruitment marketing are not the same jobs
What happens when everyone has access to the same tools
Telling the truth, being unique, and standing out
Training recruiters to be consultative.
Driving a faster hiring process
What makes a great job posting
Are mandatory requirements really mandatory?
Employer branding as an accelerator
Advice for TA leaders on the future of recruitment marketing
Listen to this podcast on Apple Podcasts.
The amount of technology available to TA teams has exploded, and innovation is moving so rapidly that it is almost impossible to keep up. In a world driven by shiny objects syndrome taking a long-term strategic view when it comes to TA technologies is crucial. However, the challenges around this are considerable and are not just about the amount of choice. TA leaders need access to specialist skills to help them make the right decisions and, simultaneously, need to ensure their voice is heard within the business around tech procurement.
My guest this week is Rob Cohen, TA Ecosystem Manager at Philip Morris International. Rob has the kind of role I can see becoming more common in TA Teams in the future. He is a genuine technology expert who sits outside the IT function and is responsible for all the technology that touches candidates and helps recruiters do their job. Rob has some fascinating insights on technology strategy, TA tech stacks, and the AI-driven future, making this an absolute must-listen interview.
In the interview, we discuss:
The importance of Talent Acquisition owning its own tech
Skills and stakeholders
Translating business needs into tech requirements.
Being strategic with technology, not tactical
Dealing knowledgeably with vendors
Open AIs
Using systems for what they are designed for
Platforms versus point solutions
The complexities of operating globally
Is there such a thing as a perfect TA tech stack?
The current and future role of AI
Personalized recruiting automation
The future role of the TA team
Listen to this podcast on Apple Podcasts.
In this thought-provoking episode of The Inclusive AF Podcast, join guest speaker Nani Vishwanath as she delves into the future of work and its impact on diversity, equity, and inclusion (DEI). From hybrid and remote work arrangements to the need for purposeful in-person interactions, Nani breaks down the importance of considering the unique needs of individuals with various identities. Discover the research-backed benefits of remote work for people of color and gain insights on creating a culture of belonging. Join hosts Katee Van Horn and Jackye Clayton in this engaging conversation and explore how DEI is not just a "nice to have," but a critical aspect of business success. Don't miss out on this eye-opening episode - tune in now! #InclusiveAF #FutureOfWork #DEI #DiversityandInclusion #EquityandInclusion
Live from UNLEASH America in the Workhuman booth, Shannon Pritchett, head of marketing and community at HireEZ, joins the boys for a conversation covering the state of sourcing, how HireEZ is embracing ChatGPT and other AI technologies around recruiting and how disruption is set to be business as usual throughout our industry. More: Shannon Pritchett - www.linkedin.com/in/sourcingshannon/ Workhuman - http://www.workhuman.com UNLEASH America - http://www.unleash.ai
This week we have the honour to have industry legend Stephen O'Donnell.
TA Tech’s Chief Growth Officer and founder of NORA, the national online recruitment awards joins share his deep knowledge of the TA landscape.
Starting in 1987, Stephen is the OG of aggregating jobs!
Latest trends in HR tech and who looks to be a game changer.
Fiverr and Upwork a paradigm shift for some businesses.
Video in job ads and how it is changing the job board space.
The best idea to solve recruiting challenges will never see the light of day; there’s no money to be made by doing it!
Tech hiring is in kind of a weird place right now. Newsworthy layoffs, artificial intelligence threats, and a down economy mean a lot of indecision and uncertainty. Many companies are just pushing pause as a result. All this makes for a tricky environment for any and all startups looking to place high-tech workers. InSquad, a one-click solution to source and hire top-quality vetted remote software developers, ain’t scared though. That’s why CEO Alex Svinov decided to face the Firing Squad. He thinks he has a better mousetrap than the likes of Upwork, Turing, Andela, and many others. Is he right? Gotta listen to find out.
When you see a merger, congratulate both firms. Growing a software company isn’t easy, and exits are important.
Over the last few years, TikTok has driven a revolution in short-form video content, racking up billions of views and forcing its competitors to adopt similar formats. Recent data, ironically released by Google, has also highlighted that a significant percentage of young people prefer to do their research on TikTok and Instagram instead of using Google.
However, while a few employers are doing a great job in this area, overall, there is still very little recruitment marketing or employer branding content on these platforms.
So what do employers need to do to connect with the millions of people consuming short-form views effectively, and what part should this type of content play in recruitment marketing and employer branding strategies?
My guest this week is Omar Khateeb, Founder and CEO at JobPixel. JobPixel is helping many employers to embrace short-form video content, and Omar has expert insights to share on what works and how to build effective workflows for this type of content.
In the interview, we discuss:
The current state of the market and the consequences of overhiring
How employer branding is evolving to meet the current challenges
The critical importance of creating authentic video content
Showcasing the good, the bad and the ugly.
The evolution of Day in the Life videos
How does short-form video fit in strategically?
Many people research companies after they have applied, not before
What makes great content
Having the right tooling and process to capture video
The impact of AI on content creation
What is the future of video for recruitment marketing and employer branding?
Listen to this podcast on Apple Podcasts.
One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP).
So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play?
My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere.
In the interview, we discuss:
What is SWP, and why is it so important?
Unique strategic advantages
Engaged workforces
The 6 Bs that underpin SWP
The impact of AI on jobs
What role should Talent Acquisition play in SWP?
Common roadblocks and challenges
Best practices to measure success
Establishing a learning mindset and a culture of change readiness
What does the future of HR look like?
Subscribe to this podcast in Apple Podcasts.
Join us for an empowering and informative episode of The Inclusive AF Podcast as we sit down with the incredible Shalita Grant to discuss all things inclusive hair care! ✨In this episode, Katee Van Horn and Jackye Clayton chat with Shalita Grant. Shalita, a Tony-nominated actress, made headlines when she courageously left a popular TV show due to her struggle with traction alopecia and hair damage, which affected her in front of millions of viewers.
Determined to find a solution, she developed a groundbreaking plant-based hair treatment addressing her complex type 4 hair issues. This led her to establish Four Naturals Hair in her dining room in Toluca Lake, California, in 2019, which has now expanded into a nationwide salon and home care treatment system. With its plant-based active ingredients, the Four Naturals Treatment has become a transformative solution for textured hair, allowing Shalita's characters to look their best.
In this episode, Shalita shares her personal journey as a black actress in Hollywood, shedding light on the challenges she faced and the damaging effects of constantly changing hairstyles for roles. Discover how she took matters into her own hands and, inspired by her own experiences, created the groundbreaking Four Naturals treatment to address the unique needs of type four hair. We dive deep into the underrepresentation and understudy of type four hair, the erasure of its unique needs, and the damaging impact of societal standards. Shalita opens up about her trauma therapy journey, embracing her natural hair and finding beauty and movement in her unique tresses. Get ready to be inspired and empowered by her story!
Join us as we explore the intersection of race, hair, and Hollywood, and discover tangible tips and insights for embracing and caring for your own hair, regardless of texture. We cover it all, from haircare techniques rooted in science to the importance of inclusivity in the hairstyling industry! Don't miss out on this eye-opening conversation. Hit that subscribe button, turn on the notification bell, and tune in to The Inclusive AF Podcast for a dose of inclusivity, empowerment, and hair love. 🎙️💖
Show Notes: Find Four Naturals Hair Here - https://fournaturalshair.com Diversity Style Guide: https://www.diversitystyleguide.com
InclusiveAFPodcast #ShalitaGrant #InclusiveBeauty #HaircareRevolution #TypeFourHair #EmbraceYourTexture #InclusiveRepresentation #NaturalHairJourney #CosmeticChemistry #HairEmpowerment #ScienceBasedHairCare
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Just when you thought you understood the definition of artificial intelligence, along comes generative A.I. Confusing? Yeah. That’s why we invited Thom Kenney, former Smashfly CEO and current director at Google on the show. T.K. helps us better understand what the hell is going on in the world today, including diving into the current writer’s strike in Hollywood, security concerns and what in the world comedian Sarah Silverman is so upset about. Put your thinking cap on for this one.
When the classiest guy in HR Tech buys the nicest recruitment marketing agency, you get happy employees and delighted customers. 10 cities in 10 days to meet the Bayard team, he’s convinced this acquisition is a win-win.
Chris gives us an inside view of his personal journey and his philosophy on how to build a successful company.
Smart people are everywhere, so invest in overlooked communities like Fredericton, New Brunswick.
Chris gives us some inside baseball on how the conversations with partners unfolded before the acquisition with Bayard was announced.
20 years of building business and selling them, this is a first to acquire one!
Appcast is now the world’s largest buyer of Indeed and ZipRecruiter media.
The definition of success 2 years after the acquisition.
What's next for Appcast?
Bonus material:
The best explanation on why job postings are down in 2023
Not sure if you’ve heard or not, but recruiting and retaining healthcare professionals is a hot topic these days. No one has really figured out the secret sauce or found the magic bullet. That’s why Chad & Cheese sat down with Angad Madra, director HR technology and analytics at Ardent Healthcare, at iCIMS Inspire in San Diego. On this episode, get ready to snack on a tasty dose of healthcare recruitment, best retention practices and impact of the gig economy. Your blood pressure is sure to normalize after this one if you’ve been stressed about hiring in this sector.
Live from UNLEASH America in the Workhuman booth, Julia Levy, industry veteran, superfan of the podcast, and former head of global talent acquisition at CommScope, join the boys for conference takeaways, the current state of recruiting, and how organizations can best adapt to change in a world that, let’s face it, has gone a bit nutso. Indeed mirage products, LinkedIn just doesn't care, and Talent Acquisition trying to remove business and budget blockers.
Recognition and technology, what managers think of these newfangled tools, and getting whiplash from following the business world.
In this episode, Jackye flies solo with Michelle Rhee. Michelle Rhee is cofounder of BuildWithin, a software platform that provides employers with the ability to create and manage apprenticeship and employee learning programs covering everything from software development to digital marketing. There are currently more than 40,000 people across the US using the BuildWithin platform. After nearly 20 years of working in educational nonprofits and later serving as DC’s first Chancellor of the 50,000+ student public school district, Michelle is uniquely familiar with the educational and workforce development needs required by today’s companies – especially as AI transforms the workplace and the cost of a college degree continues to price out the average minimum-wage earner. Michelle is especially passionate about modern tech apprenticeships and how they are being used to bring marginalized people (e.g., people of color, retirees, neuro-diverse, veterans, etc.) into the technology workforce and provide a reliable pathway to the middle class. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
DEI in technology, good news and bad news for underrepresented groups, and the impact of salary transparency.
AI has dominated the discussion for months now, and if recent conversations are anything to go by, this shows no sign of letting up. However, the initial hysteria is fading, and the hype is slowly turning into meaningful discussions about what the AI-driven future will look like.
So what is the potential of AI in TA and HR, what are the current benefits, and perhaps most importantly, what are the risks? I was keen to get the perspectives of a Chief People Officer on all of this, so I'm delighted that my guest this week is Geri Morgan, Chief People Officer at Intellum. Gerri has some excellent advice to share and even got ChatGPT to actively participate in our conversation!
In the interview, we discuss:
What aspects of employer engagement will benefit from AI?
Personalization
The opportunities AI offers HR
Tech for tasks - AI as our new co-worker
What are the current use cases?
Compliance, ethics, and legislation
Keeping the momentum of innovation going
Mitigating risk
Building out AI-enabled processes
What does the future look like for HR?
Listen to this podcast in Apple Podcasts.
A full transcript will appear here shortly.
This week Ilya Brotzky from VanHack joins us and there is lots to celebrate.
As they round the corner to nearly 2,000 hires and the VC market fell in love with what they do and how they are doing it with a $3M funding.
As a champion for improvement to immigration, Ilya explains the Canadian tech talent strategy announcements made by Sean Frazer Minister of Immigration for Canada at the Collision conference in Toronto.
Ilya shares his journey and some key announcements to Canada’s immigration policy.
STEM talent gets express entry
Processing times for work permits are improving
Entrepreneurs coming to Canada get the red carpet
The digital nomad visa, everyone wins!
We debate the idea of 10,000 H1B visa holders making their way north to Canada, perhaps motivated by the 50 year wait for a green card
Automated sourcing, referrals and analytics are all pretty popular features to have in your tech stack these days, but what about a startup that delivers - or at least hopes to deliver - all these things. That’s where newbie Kula comes in. Achu Ravi, founder & CEO of the company that is “On a mission to turn every employee into a recruiter” takes on the Firing Squad in this episode. A bold undertaking, and barely out of diapers, Kula has raised nearly $15M dollars to take on the world but let's see if they can even get past The Squad. MORE Kula: www.kula.ai Achu: www.linkedin.com/in/achuthanand-ravi-b341ab59/ Chad & Cheese: www.chadcheese.com
HR data’s been a topic of discussion for some time, and Berkowitz spends a lot of time working with the practitioners and managers who use it.
Hiring has changed. Over the last three years, candidate expectations have evolved dramatically, and many hiring teams are not keeping pace with this disruptive rate of change.
So what can employers do to ensure they properly engage with the talent they need, and how can technology support this process?
My guest this week is Gavin Speirs, CEO of Solutions Driven. Solutions Driven have done a huge amount of research to ensure they have the right strategies to help their clients thrive in the current hiring market. In our conversation, Gavin discusses their Hiring Enablement methodology and shares valuable advice to help TA leaders with their recruitment agency relationships.
In the interview, we discuss:
The current state of the hiring market
Changing candidate behaviour
The three phases of candidate engagement
Fit, Freedom, Fulfilment, Family, Fortune, and Future
Educating hiring managers
Hiring Insanity, Hiring Execution, and Hiring Inequality
Are recruitment agencies evolving quickly enough?
What questions should TA leaders be asking the agencies they work with?
What is technology enabling?
What will recruiting look like in the future?
Listen to this podcast in Apple Podcasts.
Another top-notch interview from our time at iCIMS Inspire in the spring. This one features Vanessa Burnaby, VP of Global TA at Avalara, a cloud-based tax compliance solution to handle every transaction in the world. Previously, Vanessa also served at Workday and SAP as a talent acquisition leader. She has been efficiently scaling and building strong teams, most recently, through recruitment automation, the ability to streamline processes and scale, primarily through focusing on strong analytics strategies. We don’t spend a lot of time interviewing TA pros with such a deep competency of the job and the industry, so this one is a must-listen.
This week Serge sans Shelley interviews one of our favourite person in the industry Caitlin MacGregor CEO of Plum.io Try your own Plum profile: https://use.plum.io/profile-recruitmentflex We cover a lot!
Plum's recognition as a leader in the industry, highlighted in an article in The New York Times, signifies the impact and importance of their work.
Changing Recruitment Landscape: Employees are no longer compelled to stay in one job for years to show loyalty. The labor market has changed, and individuals are more willing to leave for better opportunities.
The importance of change management in adopting new approaches to talent management and skill-based hiring was mentioned, as well as the need for leadership support in driving these changes.
Bias in recruitment, highlighting the role of objective data in mitigating bias and making more informed decisions.
The challenges of de-risking hiring decisions and the role of referrals in the process.
Live from UNLEASH America in the Workhuman booth, Sean Christian, senior employer brand & recruitment strategist at Discount Tire, and former Air Force recruiter, joins Chad & Cheese for a lively discussion … like, two military dudes talkin' sh!t kinda lively. Aside from the Air Force vs. Army talk, Sean drops knowledge bombs around quality vs. quantity of job boards, how metrics are the only thing that matters and how to earn a seat at the table. More: Sean Christian - https://www.linkedin.com/in/seanpchristian/ Workhuman - www.workhuman.com UNLEASH America - www.unleash.ai
Joonko developed a hiring platform focused on DEI, employed dozens of people, and raised $38 million. Now it’s gone.
The potential impact of AI on Talent Acquisition is 2023's biggest talking point, but what impact will these new technologies have on relationship-driven hiring at the top of organizations?
Will AI disrupt executive search or just provide a better toolset? At the same time, how are the next generation of leaders thinking about their careers as we move further into an AI-driven future?
My guest this week is Bill Hogenauer, a Partner at JM Search. Bill specializes in placing C-Level Technology executives, and it was great to get his insights into the current state and likely future direction of Executive Search.
In the interview, we discuss:
The current market for tech talent
How market conditions are fueling innovation
How has Executive Search evolved since the pandemic?
The importance of hyperspecialization
Using technology to develop relationships
Partnerships, not transactions
The impact of AI
Automating and streamlining
How do you identify value creation and impact potential?
How is the next generation of leaders approaching their careers
What will the balance between humans and machines look like in recruiting
Listen to this podcast on Apple Podcasts.
In this episode, Katee and Jackye sit down with Beth Ridley. Beth is a corporate executive turned organizational transformation consultant, speaker, author and CEO of Ridley Consulting Group. Beth combines 25 years of global leadership and management consulting experience with expertise in diversity and inclusion and positive psychology to help organizations transform their workplace culture. Beth’s work is featured in national publications and she frequently delivers keynotes and workshops at events around the world. Beth holds a BA in English Literature from the University of Virginia, an MA in International Relations from Tufts University and an MBA from Columbia University. Beth has lived in London, Tokyo, Johannesburg and Bangkok and now resides in Milwaukee, Wisconsin with her husband and three children. To buy her online resources, click here: https://ridleyconsultants.com/products/
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
We first met Steph and the Hiring Branch at the Unleash America in Las Vegas. They hosted a bunch of HR podcasters from every corner of the globe, right in the heart of the iconic High Roller!
A pioneering force in the Canadian HR tech landscape, they took note of a simple yet significant truth: people don't like interviews. This realization sparked a desire to challenge the status quo and to reimagine the conventional hiring process.
Tracing their roots back to training for soft skills in call centres, the evolution of Hiring Branch was organic. Their expertise naturally extended to evaluating these same soft skills in a hiring context, thus creating a unique niche in the industry.
In a world where a single company can receive a staggering 300,000 applicants annually, one can't help but wonder: how do you sift through this multitude to identify who possesses the crucial soft skills, such as a knack for sales?
Comparing the soft skills of applicants against those of model employees, enabling them to evaluate the presence of mirrored skills among job seekers. This novel approach has proved to be an efficient way to uncover potential talent in the vast sea of candidates.
Shifting demographics combined with the digitalization of all aspects of life are transforming the nature of work. This is forcing companies to rethink how they design jobs and recruit, develop, and engage employees. Live from UNLEASH America in Las Vegas, Dr. Steven Hunt joins Chad & Cheese to discuss his new book. In Talent Tectonics: Navigating Global Workforce Shifts, Building Resilient Organizations, and Reimagining the Employee Experience, Dr. Hunt explains how technology is changing the purpose of work and why creating effective employee experiences is critical to building organizations that can thrive in a world of accelerating change and growing skill shortages. It’s a must-listen for anyone navigating the ebbs and flows of managing a global workforce. Enjoy and get smarter in the process. More: Dr. Steven Hunt - www.linkedin.com/in/steventhunt/ The Book - https://www.amazon.com/Talent-Tectonics-Navigating-Organizations-Reimagining/dp/1119885183
Despite months of layoffs and challenging economic news, engaging with top talent is still very hard. It's even harder if you are hiring for an employer with very little profile or brand awareness in your target talent markets.
So what strategies are employers using to engage with top talent, and what lessons can large enterprises learn from small and agile start-ups when it comes to storytelling and the effective use of tech stacks?
My guest this week is George Morriss, Head of Talent Acquisition at Lindus Health. George has vast experience in building hiring strategies for high-growth start-ups and has practical advice to share on how TA Leaders should respond to the disruption we see in the market.
In the interview, we discuss:
Market recalibration
Why engaging with top talent is still so difficult
Recruiting with no employer brand
Consistency of storytelling
The balance between resonance and hyperbole
Transparency in the hiring process
Candidate experience as a point of difference
How to deal with an overwhelming choice of technology
Building a tech stack with tools to solve specific challenges
Interview training
Minimizing the administrative burden on recruiters
Lessons from start-ups
How should TA leaders prepare themselves for the future?
Listen to this podcast in Apple Podcasts.
Benefit Sculptor CEO Erick Kuhni talks about data, Covid’s impact on benefits and understanding employees’ needs.
In this episode, Jackye and Katee speak with Dr. Raymona Lawrence. Dr. Raymona H. Lawrence is the Founder and CEO of Dr. Raymona H Lawrence Coaching, LLC. Her life's work and heartfelt mission are to help individuals and organizations incorporate Diversity, Equity, and Inclusion into their business strategy so they can authentically connect with, recruit, and retain diverse networks of customers and team members. Dr. Lawrence is a Software/Services as a System (SAAS) Agency Owner, and a Diversity, Equity, & Inclusion Strategist, Speaker, Coach, and Consultant for network marketers, small business owners, and solopreneurs. She has developed the iEngageU platform-an ALL inclusive set of business systems for business owners and has delivered engaging and thought-provoking DEI speeches and training to thousands of network marketers across the United States and Globally. She has facilitated DEI training and consulted with companies such as Arbonne International, Rodan & Fields, and Forma Therapeutics. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Let’s look at a few trends going on in workforce tech right now: inflation, layoffs, lack of VC funding, tightening budgets, and technological disruption. All combine to create uncertainty in multiple dimensions and end up laying the table for what should be a feeding frenzy for M&A. That’s why we invited Georgios Markakis, managing partner at Venero Capital Advisors, to the show. In addition to the acquisition and fundraising landscape, we look back at what things were like during the pandemic, what’s going on with IPOs, and what makes a good founder when dissecting M&A opportunities. It’s a must-listen for vendors and the founders who run them.
This week we welcome Maury Hanigan of SparcStart
Long before anyone was connecting the dots between traditional marketing and recruitment, Maury saw the enormous potential of bring boring job descriptions to life using video.
We Cover:
The secret sauce was making it easy, fast and fun.
Conversion increases by 60%
Quality of applicants, people who are interested and qualified (you had me at qualified)
Real people want to find their tribe - being authentic and not over produced
AI can't express emotion like a human, recruitment can rest easy.
We talk about the impact AI might have on HR, legislation that touches AI, the realities of bias and, of course, ChatGPT.
Many aspects of recruiting have changed significantly over the last two decades, with technology continuing to drive rapid leaps forward in innovation and efficiency. The candidate experience continues to be a conundrum, however, as it hasn't improved or developed at the same pace as other areas of talent acquisition.
So why is this, and how can new and compelling business cases be made to drive a better candidate experience?
My guest this week is Amy Oviedo, Founder and CEO of Recruiting Experiences. Recruiting Experiences provides fractional recruiting support to employers and training for talent acquisition professionals. Amy is a passionate advocate for the candidate experience and the importance of kindness in the recruiting process.
In the interview, we discuss:
Candidate experience as the backbone of effective recruiting
Recruiting fundamentals and the importance of focusing on process
Automation and simplification
AI and the future of candidate experience
Kindness in the context of recruiting
Building business cases
The perfect mix between people and technology
Why a high volume of applications isn't an excuse for a poor candidate experience
What skills with talent acquisition professionals need in the future
Follow this podcast on Apple Podcasts.
In this episode, Katee talks to Maria Morukian. Maria is an organizational consultant, coach, and facilitator specializing in diversity, equity, inclusion, and intercultural competence. She has worked with hundreds of clients in developing sustainable and transformational change efforts to build thriving organizational communities.
Maria has worked with leaders around the world, including Mexico, Kazakhstan, Malaysia, Kosovo, Colombia, China, Kenya, Lebanon, and Senegal. Maria is on the faculty at American University, is a TEDx speaker, and is published in Forbes, Ellevate, and TD Magazine. Maria hosts a podcast on critical DEI issues called Culture Stew. Maria is author of the book, Diversity, Equity and Inclusion for Trainers: Fostering DEI in the Workplace (ATD Press, 2022) and co-author of ATD's Handbook for Training and Talent Development Handbook (ATD Press, 2022). Maria earned a dual Bachelor’s Degree from the University of Michigan in Organizational Studies and Spanish, and a Master’s Degree from American University in International Communication. She lives in Washington, DC with one husband, two daughters, and two cats, all of them rambunctious!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Despite the current economic issues, many businesses face a talent crisis. Skill shortages are part of the picture, but perhaps most worrying for business leaders are low levels of engagement and retention as expectations of the employment experience continue to evolve rapidly.
So what can employers do to build workforce resilience and get the competitive talent advantage essential to drive long-term value?
My guest this week is Tammy Browning, President at KellyOCG. KellyOCG has recently published a comprehensive piece of research looking at workforce resilience. In our conversation, Tammy shares the findings and talks us through the three strategic pillars that are helping employers to build a resilient workforce.
In the interview, we discuss:
The methodology behind the report
Low levels of employee engagement and severe retention issues
Have things gone backwards since the pandemic?
A lack of action on DE&I
Mental health, career pathways, and purpose
Aligning talent acquisition, talent sustainability, and organizational resilience
Do leaders understand the issues?
The critical elements of workforce resilience
Purpose and capability
The impact of AI
What will the future look like?
Subscribe to this podcast in Apple Podcasts.
Landing pages? Wait, did I hear you correctly? A platform for landing pages? That's correct and, in this Deja, vu moment Rick Maré and the team over at SHAZAMME are betting on a platform that helps hiring companies build better landing pages quicker. No question, this is definitely a case of "what is old is new again", but has the idea run full circle? Has it lost its luster or is it just in time? Will Rick receive big applause, a golf clap, or the FIRING SQUAD? You gotta listen to find out.
The tech sector has been going through an unprecedented period of layoffs in the last few months. However, the demand for digital skills in the wider market will continue for years.
So what strategies are employers putting in place to ensure they have the skills they need for their businesses in the future?
My guest this week is Alexia Pedersen, VP of EMEA at O'Reilly Media. O'Reilly has been helping businesses develop digital skills for over 40 years, and Lex has insights and advice for employers looking to gain a competitive advantage through skills acquisition and development.
In the interview, we discuss:
The current state of the tech talent market
Will digital skills shortages continue for the long term?
The constant demand for new skills
How employers are investing in their future
Understanding the internal skills gap
Reskilling and upskilling
Creating a culture of learning that serves different learning styles
Breaking down silos in HR to enable talent mobility
Implications of generaive AI
How will the most successful companies of the next ten years think about talent?
Listen to this podcast in Apple Podcasts.
Four podcasters walk into a German bar in downtown Indianapolis to discuss the state of recruitment and chaos ensues. You know (and love) two of the podcasters (Chad & Cheese) but you may not be familiar with the other two: Ira Wolfe and Jason Cochran, co-hosts of The Geeks, Geezers, and Googlization Show. Everything from AI to automation to … ah, hell, there were too many German beers and links of sausage to remember, but trust me, it was entertaining. Gern geschehen!
Dedicating a career to helping job boards and businesses increase traffic, Mark, formerly the Performance Marketing brains behind Snag-a-job, set out to optimize SEO solutions for job sites on Job Hub Central.
Mark's knowledge of this space is impressive, here's what we covered:
Google Job Ads optimization and a fore-telling of the Alpha testing going on right now in the US
Clean up of Google for Jobs to increase trustworthiness
The transformation of search from Yahoo to ChatGPT
Take the best from consumer marketing
Know your drop rate by source so you will know where to fit the leaking bucket
HR and AI will solve the problems of the mundane, if you let AI come up with new ideas
Live from UNLEASH America in the Workhuman booth, Bennett Sung, co-founder at New Cherry and longtime industry know-it-all, joins the show to talk about everything from employer branding to the hottest takeaways from the conference to even explaining the name of his company. I mean, New Cherry? What’s that all about? For more: Bennet Sung - https://www.linkedin.com/in/bennettsung/ Workhuman - https://www.workhuman.com UNLEASH America - https://unleash.ai
We talk about engagement and what’s changing with it, the impact of new ways of work, and what employees think about it all.
It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage.
So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility?
My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable.
In the interview, we discuss:
What is college undermatching, and why is it important to solve it
The importance of networks
What are the most significant barriers to top college entrance for low-income students?
Economic connectedness and cross-class friendships
What are the interventions that lift people out of poverty?
Positive outcomes
Trust and relationships
The importance of long-term talent engagement and why transactional approaches don't work.
Advice to employers on improving social mobility
Listen to this podcast on Apple Podcasts.
In this episode, Jackye and Katee chat with Lia Valencia Key about her life, her mom, and how to live your life to the fullest and share joy!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
The employee/employer relationship is changing; employee engagement is at an all-time low, and countless research studies tell us that a significant proportion of the workforce is considering quitting their jobs. At the same time, despite the economic backdrop, many companies are struggling to get the talent they need due to significant skill shortages in some areas.
So how can employers differentiate themselves and secure and retain the talent they need? A positive work culture has never been more critical and is a strong differentiator for employers focusing on building one.
My guest this week is Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System. Memorial Hermann has had some spectacular hiring and retention outcomes in a highly challenging talent market by focusing on their culture. In our discussion, Lori talks us through the five levers they use to drive culture and the results they are getting.
In the interview, we discuss:
The current talent challenges in the healthcare sector
How does workforce flexibility work in healthcare
Being strategic with just-in-time staffing
The changing employer/employee relationship
Employee experience and the moments that matter
Culture, community and mission
The five levers that drive culture
Results and impact on hiring and retention
The role of technology and AI
The vision for the future.
Listen to this podcast in Apple Podcasts
ChatGPT has people looking at new ways of working, and what impact AI may have on both business and HR.
Live from UNLEASH America in Las Vegas, James Appleton, director of talent acquisition at Harri, joins Chad & Cheese for a conversation about the other side of the coin … ya' know, life through the eyes of a practitioner dealing with an onslaught of solutions looking to make recruiting more tolerable. That’s because prior to Harri, James was head of recruitment for a variety of companies, which means he knows what he’s talking about. And now he’s on the other side, pitching to employers where he used to toss opportunities to job seekers. I know, it’s confusing, but it’ll make sense after you listen. MORE Harri: www.harri.com James Appleton: www.linkedin.com/in/james-appleton1/ UNLEASH America: www.unleash.ai Chad & Cheese: www.chadcheese.com
Effective technology is a critical pillar of any TA strategy, and with the current unprecedented pace of innovation, regularly reviewing the tech stack is essential to success. However, securing a budget for new technologies can be difficult with the challenging economic backdrop.
So what can TA Leaders do to ensure they make a compelling case for investment?
My guest this week is Jeff Lackey, Founder of JKL Advisors, Former VP of Talent Acquisition at CVS Health, and former Global Head of Resourcing at Rolls-Royce. Jeff has unmatched experience in developing TA Tech Stacks and has some invaluable advice to share on building successful business cases for investment.
In the interview, we discuss:
Framework for bringing in TA technology
Understanding how TA creates value for the organization
Finding budget within the broader organization
Creating an agile space to experiment
Aligning tech stacks
Avoiding long technology implementations
How do you get leadership buy in?
Developing business cases
Leveraging EVPs
Mapping talent challenges to specific business objectives
Advice for TA leaders on dealing with the current market
Quality candidate experience
How will TA evolve over the next few years?
Listen to this podcast in Apple Podcasts.
TRF feat Julie Sowash, Executive Director at Disability Solutions
We finally get to introduce you to Julie Sowash. Dedicating her career to helping people who face barriers to employment by solving the problem on the corporate side.
Disability Solutions is a non-profit who has trained over 10,000 Leaders and placed over 7,000 persons with disability.
Our big light-bulb moments with Julie
Recruitment process is a big problem
ATS systems are an even bigger problem
AI’s potential begins with clean data
Accommodation includes WFH
4% of Fortune 500 companies include Disability in their DEI strategies
What ServiceNow does for HR, how businesses navigated the turn toward remote work and what they’ve learned from the experience.
Job Boards still play a central role in talent attraction, but outside of the job board industry, there isn't much discussion or debate about their current state and future potential. So are they still fit for purpose, how are they evolving, and what can job board statistics tell us about the current talent market?My guest this week is Dave Jenkins, founder of Wave. Wave publishes Wave TrackR, a regular independent report that uses job board data to track recruiting trends, which means Dave has a wealth of insights to share.In the interview, we discuss:The current state of the job board marketPricing models and programmatic adoptionGeographic market differencesThe importance of the active audienceAre there still more jobs than candidates?How to get the best out of job boardsMindset changeWhat's the future of job boards?Listen to this podcast in Apple Podcasts.A full transcript will appear here shortly.
In this episode, Katee and Jackye speak with Sabina Mehmood. Sabina is the Pay Equity Leader for Gapsquare, helping companies make data-enabled decisions around pay, people, and DEI efforts. She leads the company’s efforts to deliver actionable strategies to close wage gaps, advance fair pay and respond in real time to changes in workforce data.
Previously, she was a manager at the Bloomberg Gender-Equality Index, where she oversaw the development and implementation of the Bloomberg Gender Reporting Framework, an internationally recognized system for measuring progress across key themes of DEI in corporations. She has also supported corporate strategy, government relations, media, and communications initiatives across Bloomberg LP and Bloomberg Philanthropies. She earned both a BBA and MA from Baruch College.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
The challenges of creating effective experiences with technology, and new approaches to experience design
Everyone is talkin' internal talent mobility and workforce agility these days ... and for good reason. Empowering your current talent pool to fill the opportunities of the future is an incredibly powerful tool for blowing up the bottom line. That's why we had Jo Mills, Chief Experience Officer at Fuel50, to help us make sense of the topic and explore ways companies can take better advantage of this exceptional opportunity. If you're looking to make the most out of your current workforce - and who isn't? - this interview from UNLEASH in Paris is a must-listen.
I published three interviews in October to mark National Disability Employment Awareness month. What particularly struck me was the amount of work going into neurodiversity hiring, and I want to dive deeper by finding out how specific employers are developing their programs.
My guest this week is Neil Barnett, Director, Inclusive Hiring and Accessibility at Microsoft. Neil helped to develop Microsoft’s Neurodiversity Hiring Program, which has been in place since 2015. He has excellent insights and valuable advice for employers looking to establish similar programs.
In the interview, we discuss:
Are employers getting any better at disability inclusion?
The story behind Microsoft's Neurodiversity Hiring Program
Screening in rather than screening out
Changing the hiring process to set people up for success
Providing tangible feedback
How the success of the program has changed aspects of Microsoft's other hiring programs
Building an inclusive workplace
Non-apparent disability and self-disclosure
ERGs and growing internal communities
Building the business case to get started
How Microsoft collaborates with other employers
Advice for parents on the future of neurodiversity in the workforce
Listen to this podcast on Apple Podcasts
A full transcript will appear here shortly
Live at the HR Tech 2022 conference, our guest Tim Sackett, President of HRU Technical Resources and creator of the Tim Sackett Project, speaks with Mark Feffer about building an inventory of skills, enhancing learning environments, and being data rich yet information poor.
On the topic of skills, it's easy to not fully grasp the abilities of your workforce. If you don't successfully get an inventory of skills for your team, you might let a really amazing worker transition into a different company. Building talent isn't the only step, however. You need to cultivate a positive work environment so that these employees have the inclination to stay. Building skills doesn't always foster loyalty, that's a whole separate ballgame.
We've built a culture around YouTube centric learning environments, where the younger generation understands that learning can happen in short and efficient segments. Gone are the days of hour long classroom marathons. We in the industry have started to make multi channel engaging content that delivers the information while actually engaging the viewers.
We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.
Hiring globally is all the rage, thanks to a pandemic that supported the growth of an anywhere workforce. To compliment this growth, many organizations are looking to grow their footprint of products and services all over the world. That's why we brought Oana Iordachescu, Head of Talent Acquisition, Technology and Analytics at Wayfair (you've got just what I need!) on the pod while hangin' out at UNLEASH in Paris this past Oct. Turns out, creating large technology teams when no consumer or employer brand exists in new markets is no easy task. But don't worry, we got you. Well, technically, Oana's got you, but you know what we mean.
Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource?
My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence.
In the interview, we discuss:
What is Talent Intelligence, and how is it developing
The business outcomes and value of TI
What areas of TA is data intelligence being applied to?
Where should TI sit within the organization?
Maturity model
When TI isn't TI
What skills does a TI function need to be successful?
Building capability
What will be possible in the future?
Listen to this podcast on Apple Podcasts.
Hourly hiring remains challenging for many employers, and despite the worsening economic outlook, it will likely remain a huge challenge for several years to come.
So what innovations are we seeing in how employers approach hourly hiring and in the technology they are using? What does good look like now, and how will automation define the future?
My guest this week is Sean Behr, CEO of Fountain. Over the last few years, Fountain has helped companies hire over 13 million hourly paid workers in more than 75 countries, meaning Sean has a lot of insight to share.
In the interview, we discuss:
The current talent marketing in hourly hiring
The challenges of the last few years
Fundamental changes in the workforce that will see hourly hiring continue to be challenging for years to come.
What makes employers successful in this market
The vital importance of speed in hiring
Recruiting automation
Using technology to provide a quality candidate, hiring manager, and recruiter experience at scale
Really human hiring
Personalization
Quality versus quantity
Why hourly hiring is the most innovative place to be in talent acquisition
Listen to this podcast in Apple Podcasts
It’s been a year since Textkernel acquired Sovren, creating a Wonder Twin-style deal that brought the two most well-known resume parsing solutions together. So what better time to catch-up with Textkernel CEO Gerard Mulder to see how things are going while we were in-person at UNLEASH in Paris in October. Lots going on, a lot of growth globally, and maybe even a scoop or two. Enjoy this frank conversation with a Chad & Cheese longtime sponsor.
With high-profile layoffs in some large technology companies, it is perhaps easy to forget that digital transformation is still driving a massive need for tech talent in employers all over the world.
Despite the current economic headwinds, long-term trends are in play that require specific operating and employer brand strategies, particularly in companies that are not traditionally seen as being digital.
My guest this week is Blair Bennett, Senior Vice President Global Talent Acquisition at PepsiCo. Digital transformation is creating a significant need for tech talent in their business. In our conversation, Blair talks about the strategy they are putting in place to hire the people they need.
In the interview, we discuss:
The size and scale of talent acquisition at PepsiCo
Market trends and challenges
Digital transformation and bringing in new capabilities
Repositioning talent acquisition strategy
Personalizing candidate experience in competitive talent markets
Automation in the TA operating model
EVP and employer brand for specific talent cohorts
Talent intelligence
Geographical targeting and segmentation
The role of technology
The long term demand for digital talent
The future of personalization in talent acquisition
Listen to this podcast in Apple Podcast.
Skills based hiring continues to be a growing trend as employers rethink how they attract and assess talent. So how do you define what good looks like and identify the right hires for your organisation?
My guest this week is Leadership Strategist and Talent Consultant Ginny Clarke, who formerly ran executive hiring programmes at Google. Ginny is a strong advocate of competency-based recruiting and has some invaluable advice to share.
In the interview, we discuss:
Spotting competencies and demonstrated behaviours
Talent reviews and performance evaluations
How do you define and identify talent?
Looking more broader to increase diversity
Psychological safety and equity
The relationship between leadership and culture
Competencies as skills plus knowledge plus ability
Deconstructing job roles
Looking past employment history and education
What does the future of work look like, and how should employers be preparing
Listen to this podcast in Apple Podcasts.
In this episode, Katee and Jackye chat with Brandolon Barnett. Brandolon is the author of Dreams Deferred: Recession, Struggle, And The Quest For A Better World. An agent of change in the social impact area, speaker and philanthropist, Barnett was recently elected as @ANC1A commissioner for District 1A06 in Washington, D.C. He was formerly head of corporate social responsibility industry solutions in Salesforce.org’s philanthropy cloud and is the founder of the Democratize Ventures investing and advisory institute. Barnett has promoted development and volunteerism on three continents, led the Bill and Melinda Gates-funded Growfund donor-advised fund effort, and participated in research and consulting engagements at the Council on Foundations and Global Impact.
If you like what you hear, we would like to encourage you to subscribe to our channel!
We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Live at the HR Tech 2022 conference, our guest Sarah White, CEO of Aspect 43, speaks with Mark Feffer about what skills are and looks at the bigger picture of the whole movement.
We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.
Turn down the lights and turn up the Marvin Gaye, because we're talking about VR in recruiting on this episode. Turns out, there's a really cool organization called VisionThree that's raising $80 million to advance virtual reality in schools and partnering with corporations and local governments to increase the level of talent in the workforce. Heather Jackson, chief revenue officer at VisionThree breaks it all down for us. Spoiler alert: It's all Mark Zuckerberg's fault.
With the news cycle currently dominated by significant layoffs in large tech companies, it is essential to take a step back and consider the longer-term picture. Many employers are still struggling to find the right tech talent. Recent research has shown that skill shortages will continue for years as education systems are not setting students up with the right skills for our AI-dominated future.
So what should employers be doing right now to recruit and develop tech professionals, and what is the impact of remote and hybrid working on early careers talent?
My guest this week is Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. Atli advises start-ups across Redpoint's portfolio on talent acquisition and development. He has some important insights to share on the current state of the market and the strategies employers need to adopt to deal with the longer terms challenges.
In the interview, we discuss:
The current state of the tech hiring market
Long term challenges
Development of early career talent
The role of the Chief People Officer
Building the right foundations for talent development
How do remote-first organizations support mentoring and development?
What are the biggest hiring mistakes start-ups make?
What can corporate TA functions learn from start-up hiring practices?
How will recruiting technology develop in the future?
Listen to this podcast on Apple Podcasts.
DE&I remains a major priority for employers, but progress is slow and sometimes completely stuck. So how should companies be thinking about diversity, and what practical actions can they take to build and benefit from teams of difference?
My guest this week is writer, broadcaster and consultant Simon Fanshawe. Simon is a well known figure in the UK and has recently published an excellent book, "The Power of Difference". He advocates that progress comes when employers move away from the jargon around DE&I and genuinely understand how building a diverse workforce will drive their specific business objectives.
In the interview, we discuss:
The human question of diversity and what does it actually mean.
The power of combining difference
The dangers of conformity and the imposition of rules
Building teams of difference
Using data to understand what is happening and why
Understanding specific diversity business cases
The virtuous circle of selection
Is unconscious bias training actually helpful?
Redesigning the recruiting process to challenge assumptions
The most accurate predictor of future success
Making employee resource groups more effective
Listen to this podcast on Apple Podcasts.
A full transcription will appear here shortly.
Live at the HR tech 2022 conference, our guest Robin Schooling (VP of Growth and Innovation at Cielo) speaks with Mark Feffer about rethinking compensation for up-skilled employees, and how to transition your organization into a learning oriented environment. We're bringing everything back to our roots at this HR Tech conference. Companies are reenforcing their core offerings, and it seems sticking to what they're good at is the best way to shine. Products and organizations are trying to stay their course and make sure they're the best product for a specific goal, instead of trying to be the "all in one" solution that does everything in mediocre fashion. Buy, Build, or Borrow...the age old question. Borrowing skills will never go away, because it's always going to be the most efficient and quick way to solve a unique problem you'll only encounter a few times. Buying skills is difficult, as talent is scarce nowadays. Growing skills might just be the best solution in today's market. Who would have thought that growth platforms and LMS's have become a reasonable alternative to hiring platforms? The only issue is having to rethink titling and compensation for these up-skilled workers. Most companies want to grow their employees from within, but that comes with the added challenge of letting these blossoming employees shine in the manner that they deserve. Internal growth comes with more financial overhead than just the training process; you need to be comfortable with compensating these individuals more for their newly acquired skillset. Getting to a point where learning is acknowledged as an important organizational goal takes a lot of restructuring. Business leaders, upper management, and the company culture all need to be on the same page so that identifying internal growth opportunities is seamless enough to even attempt it. Propping up your employees is no easy task if you never have done it before, but with the right effort and mindset any organization that puts in the effort can get there.
We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast!
A volatile talent acquisition market and the immense disruption we are seeing to traditional ways of working our driving significant changes in employer branding strategies. Culture, EVP, and employer brand marketing are going through a period of intense evolution, and it is essential to understand what's happening in this space.
My guest this week is Charu Malhotra, Global Head of Talent Branding and Recruitment Marketing at PA Consulting. In our wide ranging conversation recorded at UNLEASH World in Paris, we discussed some of the current issues in employer branding, culture, and retention.
In the interview, we discuss:
The impact of external forces on talent acquisition
Building inclusive workplaces when workforces are increasingly remote
Proximity bias in hybrid working
How do you create, manage and flex a culture
Embedding values in high-performance cultures
How does employer branding work on an international scale
Focused segmentation and a constant heartbeat of content
Employer brand and retention
The importance of assessment technology
Changing the balance between internal mobility and external attraction
Reimagining EVP projects as nimble and responsive instead of one size fits all.
Listen to this podcast in Apple Podcasts.
A full transcription will appear here shortly.
Recorded at HRTech we welcomed Dave Deitering, GM HR & Immigration from Mitratech.
Mitratech is waiting with their hand stretched out towards us in recruitment.
If you’re with an organization who is recruiting internationally, you may already know the I9 is a tricky process, one wrong field checked off can turn into penalties and fines.
Dave takes us through the history of Mitratech and how they take the I9 compliance off your hands and maneuver their way through the maze of governmental requirements.
The last 2 years, they have added to their HR services lines with TalentReef and AssureHire. Listen to where the exciting world of legal compliance is headed.
To say Indeed has made changes this year would be a gross understatement. Here's a roundup: 1) changes to bid optimizer, 2) changes to their resume reward system 3) alterations to Geo and Title expansions And to say some people are unhappy with the changes is also an understatement. That's why we invited Jim Durbin, the man Indeed calls "The Indeed Whisperer" to the podcast to get to the bottom of what's going on at the world's most popular job site.
With recruiting challenges so acute and talent acquisition technology developing at such a great pace, tech stack adoption and transformation strategies are critical for many employers.
So what are the key issues, and how are talent acquisition teams specializing and evolving to exploit new technologies and methodologies?
My guest this week is Samantha Ramsay, Head of Experienced Hire UK&I at EY. I caught up with her a couple of weeks ago at UNLEASH World in Paris, where she was delivering a presentation about Tech Transformation.
In the interview, we discuss:
Current challenges in talent acquisition
Driving change in recruiting
Asking five whys to get to the root cause of the problem
Building stakeholder consensus
What makes a great vendor/employer partnership
Talent intelligence
Using CRMs in the right way
Developing specialist skills within TA functions
Building long term engagement and affinity with talent pools
What does the future look like?
Listen to this podcast on Apple Podcasts.
If you attended UNLEASH in Paris earlier this month, you know what a must-attend event it is. If you didn’t attend, well, we’d better see you there next year. Marc Coleman, the man behind the conference, sat down with Chad & Cheese for a rundown of the highlights, as well as preview the show in Vegas next spring.
We joke about VONQ sounding like an STD our "roommate" caught in college, as well as saying their executive teams look like the bad guys from the Bruce Willis classic Die Hard, but truth be told, they're a company making waves in the employment space. That's why we recently sat down with CEO Arno Schäfer to dig into what's going on at the company. Turns out they're doing some really interesting things, like private labeling their tech so applicant tracking systems can make even more money. What a world, amirite!?!?! Enjoy this one, live from UNLEASHworld in Paris.
One of the most encouraging aspects of our changing world work has been the number of employers actively seeking to recruit neurodiverse talent. However, it is estimated that 15-20% of the world's population is neurodivergent, and there is still a vast amount of work to do to ensure that our workplaces are inclusive for all and that employers benefit from supporting everyone to work to their full potential.
My guest this week is Genie Love, an Executive Function Coach who works with neurodiverse professionals to help them achieve their personal and professional goals. In our conversation, she offers many practical insights into how employers can support their people at work.
In the interview, we discuss:
Understanding the unique strengths of neurodivergent people
Time, attention, decision making, and organization
Energy levels and strategies for deep work
How can employers be more inclusive?
Re-imagining job descriptions and interviews
The power of thinking differently
Subscribe to this podcast in Apple Podcasts
Anyone who has seen me speak this year knows that I consider personalization the next big trend in talent acquisition. If they get their strategies right, the rapid growth in automation technologies allows employers to offer a bespoke candidate experience at scale. So which employers are doing this well, and what can we learn from them?
My guest this week is Lisa Scales, Head of Talent Acquisition for the UK and Ireland at Nestle. In our wide-ranging conversation, recorded at UNLEASH World in Paris, Lisa talks us through Nestle's strategies around personalization and the results they're getting.
In the interview, we discuss:
The turbulent market and conflicting tensions for talent acquisition
Scarcity of skills
Removing repetitive transactional tasks
Using conversational AI to answer previously unanswered questions
The power of personalization
The time, place and wishlist for automation
Personalized onboarding
Why automated selection can amplify systemic bias
Moments that matter, interesting technologies, and the deskless workforce
What does the future look like
Subscribe to this podcast in Apple Podcasts
A full transcription will appear here shortly.
Mary Faulkner talks to Mark Feffer about the drive to learn: Many organizations seem to lose sight of the learning experience, and then they wonder why people quit.
How often do you hear an interview with a recruiter who’s done time at Cisco, Facebook, Docusign, eBay, Robinhood and now Gem? Well, today’s your lucky day. Chad & Cheese has a chat with Richard Cho, Chief Recruiting Officer at Gem to talk about a wide variety of challenges around being a CRO, like recognizing that the bottom-line rules all, navigating the Chief People Officer and managing a down economy. We even veer off course down Memory Lane once or twice. Enjoy.
Maya Huber, CoFounder and CEO of TaTiO.io joins The Recruitment Flex.
With a Phd in Occupational Therapy and 15 years in HR, Maya knows exactly where the problem is. Resumes are a one dimensional piece of paper with your work history and can not convey the work you are actually good at.
With HQ in TelAviv and a presence in the USA, these issues are a global problem
Enter TaTiO.io
First reverse engineer the hiring process
Get rid of the resumes
Create a tool to simulate the work to be performed & make it fun
Next build a 2 way marketplace for employers and job seekers
An American and a Finn meetup on Reddit and a startup is born. Finland-based Hireproof promises to make anyone a world-class interviewer just by clicking a link. Really? Yeah, really. Cofounder Nick Barth joins Chad & Cheese for a lively episode of Firing Squad, pitching his product that promises "delight," "happiness" and "less bias" in the hiring process. Is Hireproof primed to set the world on fire, or is it a wet blanket. Gotta listen.
Wow! Wow! Wow! In this episode, Katee and Jackye get to speak with Dr. Kimberly Young-McLear. She is a Black, queer, scholar, activist, strategist, engineer, cyber professional, and educator who is unreservedly committed to human resilience, human dignity, and human rights. She is an innovation and anti-oppression thought leader focused on results.
In 2019, she was one of few LGBTQ active duty service members invited as a State of the Union Guest of Honor. Kimberly represented Connecticut’s 2nd District for her tireless efforts to stand against systemic bullying and harassment in the Coast Guard. Following her public testimony at a joint Congressional hearing co-led by Chairman (late) Elijah Cummings and Chairman Bennie Thompson, she has been credited for the advancement of various work environment policy and legislation. As a whistleblower and survivor of workplace psychological bullying and other forms of violence, she leverages her own experiences to build coalitions centered on dignity, systemic change, justice, and liberation. Kimberly has numerous publications in peer-reviewed journals and has been invited to speak at national events on a wide range of justice topics. She has been featured in numerous outlets, including, The New York Times, Associated Press, Reuters, Forbes, and a cover issue of Glamour.
As you might already have figured out, this is only part 1!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
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Over 8 million workers in the U.S. identify as LGBT. Spoiler alert: That's a lot! Yet, corporate America isn't very hospitable to this influential demo when it comes to work. In fact, a recent UCLA survey found 50 percent of LGBT employees are not 'out' to their supervisors, and 34 percent of LGBT have left their job due to treatment by their employers. What's the problem? Never fear, we have answers. That's why we invited Sara Grossman, founder & CEO of CODE-MKTG, and Sabrina Kent, EVP of programs and external affairs for the National LGBT Chamber of Commerce (NGLCC) to come on the pod and set us straight. Did we learn a lot? You bet we did. And you will too.
Albert Einstein once said, "I have no special talent; I am only passionately curious". I like this quote so much that I use the phrase "Passionately Curious" as the tagline for my consulting business. So you can imagine my delight then when I came across a book on workplace curiosity written by Stefaan van Hooydonk, the founder of The Global Curiosity Institute, who is my guest this week.
A former Chief Learning Officer, Stefaan has done some pioneering work on the science behind curiosity and why improving the skill of curiosity is essential in the modern world of work, both at an individual and organizational level.
In the interview, we discuss:
The story behind the Global Curiosity Institute
Intentional curiosity
Why and how you can train curiosity
The importance of curiosity to organizations
Measuring curiosity on an individual and organizational basis
Creating a curious culture
Awareness, Intentionality and Measurement
The importance of learning something new
Listen to this podcast on Apple Podcasts.
In this episode, Katee and Jackye speak with Maya Huber, the CEO & co-founder of TaTiO. She holds a PhD in occupational therapy, with main expertise in the fields of job analysis and the future of work. Maya has 15 years of practical and research experience managing HR companies focusing on work inclusion of vulnerable population groups.
Maya worked in the HR industry for years and met thousands of job seekers and recruiters who struggled for a good match, making it clear that a change had to be made. Together with her partners Mor Panfil (COO) and Nir Familiar (CTO) and their extensive experience in building tech products, the team is designing a new mechanism of hiring.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
The winds of change isn’t just a killer Scorpions' tune from the ‘80s. It also defines recruitment marketing in 2022. Pay transparency is trending, TikTok is on the top of every employers’ lips and CEOs actually stand for something … both good and bad, depending on how you view the world. Jump on and enjoy the ride, as Julie Calli, President at RecruitmentMarketing.com President joins Chad & Cheese to dive into what’s hot.
Covid’s impact, how companies can use benefits to keep employees on board and how they evolve to meet the times.
As talent acquisition rapidly adapts to disruptive times, innovative ways of working and new technologies are being adopted at an unprecedented pace. So, where are the most successful TA teams focusing and what are the mindset shifts we are now seeing in the industry?
My guest this week is Will Staney, founder of Proactive Talent and co-founder of industry community The Talent Brand Alliance. Will has a long history of innovation in talent acquisition and shares his insight into the short-term and long-term strategies the most successful TA teams are currently building.
In the interview, we discuss:
The current state of the market
Staying lean and nimble while adopting best practices
What are the most successful TA teams focusing on
Retention, culture and brand
Working on short-term and long-term simultaneously
Optimization, automation and augmentation
Agile RPO
The rise of the gig economy in talent acquisition
Game-changing technology
The link between employer branding, DE&I and profit
Human-centric recruiting and the future of talent acquisition
Listen to this podcast on Apple Podcasts.
In this episode, Katee and Jackye chat with Maureen “Mo” Berkner Boyt. Mo is the Founder and CEO of The Moxie Exchange. She’s spent over 30 years helping organizations grow by creating inclusive workplaces where talented people can thrive. She has leveraged the power of technology to build scalable, actionable, measurable inclusion tools, including the first-of-its-kind comprehensive diversity and inclusion app, Everyday Inclusion. Everyday Inclusion was named a solution that infuses DEI into daily operations by Forrester Research and has been called, “the future of diversity and inclusion.” Mo hosts a weekly live cast with DEI practitioners to amplify work being done in organizations of all sizes and industries providing the DEI community an accessible, ongoing avenue to learn from one another.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
The boys recently held a private event at HR Tech for around 40 people with ThisWay founder and CEO Angela Hood. Luckily for you, the mics were on, so we caught the whole conversation, just for you. We discuss what happens when you become a Google accelerated startup, what unbiased recruiting really looks like, the dos and don'ts of crowdfunding, and much more. It's like you're a fly on the wall. Enjoy.
This week we welcome Laura Darrell, author of The Great Resignation: How coaching and leadership can help you win war for talent. Bringing the credibility of real life experience and impressive credentials, Laura’s new book explores the underlying drivers of the great resignation. She bring us the insights from global research that is undeniable.
Laura shares what millennials and GenZ are demanding from their leadership. It’s so simple yet so overlooked
On this episode you will get this: the number 1 reason The Great Resignation happened (is still happening) is ….
People have options like never before in the history of work
The fall out of working from home
Job seekers want quality work
With continuing skills shortages and massive disruption to how and where work is done, it is not surprising to see innovation as employers start to think differently about talent. Fractional hiring is rising and has some significant benefits to employers and employees. But what is it, how does it work, and how is it different from traditional interim and contract hiring?
My guest this week is Matt Widdoes, CEO of Mavan. Mavan is a globally dispersed network of specialized former growth leaders at iconic tech brands working fractionally, and Matt has some unique insights to share on this growing trend.
In the interview, we discuss:
What is fractional hiring?
Recruiting as the key to growth
The current state of the talent market
Specialist talent as a resource that can be turned on and off
Benefits for organizations and the implications for the career development of individuals
The mindset shift employers need to make to use fractional working successfully.
Decentralized talent pools
The kind of roles that can be fractional
How is fractional different from interim and contract?
What does the future of work look like
Listen to this podcast on Apple Podcasts.
This is a special cross-over episode with The Talent Savvy Podcast hosted by Bas van de Haterd and Marlies Farrill. It was a pleasure to join them for a conversation about the latest thinking in candidate experience, undoubtedly an evergreen topic in talent acquisition.
If you've not listened to the Talent Savvy podcast before, I would highly recommend subscribing for a great mix of informed opinion and practical advice.
In our conversation, we discuss:
Why candidate experience isn't an object to fix
An automated personalized experience at scale
Technology innovation and unchanging human nature
Differing attitudes to feedback in North America and Europe
Do we have the right tools to provide quality feedback?
Consistent and regular communication
Motivation and targeted marketing
Examples of employers who are getting things right
Listen to this podcast on Apple Podcasts.
DailyPay's global chief innovation and marketing officer looks at the business and its future.
Colin Yasukochi from CBRE Tech Insights Centre joins us to discuss the state of Tech hiring.
Let’s unpack all 140 pages of the 2022 Tech Talent Report. Colin gives us some of the key findings in an easy to understand and logical style. Prepare to be impressed. Colin shares valuable insights that all TA professionals can leverage.
https://www.cbre.com/press-releases/cbre-annual-scoring-tech-talent-report-2022
Highlights of our conversation:
The impact of remote work in US and Canada
How remote work will, over time, boost DEI in the technology sector.
Office space is still needed, it’s just different configurations on how people work
Tech company layoffs? 80% were non technical role
Dallas, Miami & Toronto are heating up as great tech hubs. Find out the top 5 reasons why.
Ever feel like your performance reviews are stuck in the 1940s? Well, you're not alone, but it's probably time to join the party and jump into the 21st Century. That's why we invited Confirm.com on Firing Squad. This company, led by CEO Josh Merrill, the former CPO at Carta, thinks they have the answer to give employee review software a big refresh. Blame the Millennials. And yeah, they have some well-funded competitors that might have something to say about their success. Don't worry, we'll get into that. Can they pull it off? Gotta listen to find out.
I've never known a more disruptive, uncertain and confusing time in talent acquisition. With so much complexity in the market, it can be challenging for TA talent to get a clear picture of what is happening outside of their own organisations.
My guest this week is Sven Elbert, Senior Analyst at Fosway Group. Fosway is Europes leading HR industry analyst and has recently published its Talent Acquisition Realities 2022 report, a piece of research that looks at the key challenges, trends and forces TA teams are currently dealing with. This is a must listen for anyone wanting an independent view of what is going on in the market.
In the interview, we discuss:
Stand out findings from the research.
The impacts of uncertainty on hiring
Quality of hire
What TA teams report they are most and least effective at
How is DE&I working in practice?
Current market changes
Availability of skills
The most in demand recruiting technologies
Are tech stacks currently fit for purpose?
Conducting the candidate experience orchestra
Upskilling recruiters
Listen to this podcast on Apple Podcasts.
Many employers are focusing hard on diversifying their talent pools at the moment. It has been encouraging to bring so many stories to the podcast about employers working to connect with historically marginalized groups and embracing more open approaches to hiring. However, diverse hiring is pointless without addressing equity and inclusion at a systemic level within organizations.
My guests this week are Dr Tina Opie and Dr Beth Livingston, authors of the soon to be published book "Shared Sisterhood". Share Sisterhood embodies a practical methodology that gives employees a starting point with diversity, equity, and inclusion. It inspires employees to explore their personal assumptions, build connections and take collective action.
In the interview, we discuss:
Shared Sisterhood as a radically optimistic philosophy
Power dominant and historically marginalized groups
Addressing equity at a systemic level
Building authentic connections with people who are different to you
Where to start with DE&I
Dig, Bridge and Collective Action
The difference between equality and equity
Metrics and accountability
Ally versus Accomplise versus Co-Conspirator
Listen to this podcast on Apple Podcast.
Europe is largely an aging, over-regulated, polarized economy with immigration challenges and a war on its doorstep. That's the bad news. Now to the good news, as told by Intelligence Group's CEO and founder Geert-Jan Waasdorp: The Old World is a more equitable, tech-driven, dynamic economy that's on solid footing and filled with interesting startups. But can he sell that rosy vision to Chad & Cheese? You need to listen to find out.
Security issues employers are concerned about, how HR should stay on top and, of course, data.
We talk with Harver CEO Scott Landers, who recently made a notable move with the acquisition of pymetrics..
The battle to be the Swiss Army Knife for all things hiring is real. While many vendors may serve as your pocket scissors, can opener or toothpick, few can promise every feature while also delivering the goods. Sense (www.sensehq.com) claims to be that Swiss Army Knife, providing all things from the top of the funnel to the bottom. Do they deliver on that promise? You'll just have to listen, now won't you?
Some of my favourite discussions on this show have been with employers driving diversity, equity, and inclusion, not just because it is the right thing to do but because they are using their DE&I strategies to solve specific business challenges.
My guest this week is Graham Briggs, Head of Apprenticeships & Employability Programmes at Greene King, the UK's largest pub retailer and brewer. The hospitality sector has had an extremely challenging few years. Greene King has been running some incredible programmes to reach diverse talent pools and deliver positive outcomes for their business and the communities they work with.
In the interview, we discuss:
The recruiting challenges in hospitality
Challenging perceptions about career development
Employability and social mobility
Communities and values
Untapping potential
The importance of C-Suite support
Partnering with external organisations to reach out to new pools of talent
Delivering positive outcomes for young people
Building confidence and focusing on wellbeing
Working with prison leavers
Support, development and retention
Business outcomes and results
Working with other employers to lobby government
Advice to TA leaders looking to build similar programmes
Plans for the future
Listen to this podcast on Apple Podcasts.
The importance of culture, the real need for cultural solutions, and how analytics contributes to it all.
In this episode, Katee and Jackye check in with T. Tara Turk-Haynes, the VP of DEI and Talent Management at Leaf Group where she oversees Leaf Group’s diversity, equity, and inclusion as well as hiring efforts. They discuss engagement surveys and other people processes- give it a listen.
T. Tara Turk- Haynes joined Leaf Group in 2016 as Director, People, where she led the company’s employee engagement, talent acquisition and learning and development programs. T. Tara has worked in Editorial at Variety Magazine, serving as a Project Lead for the Rizzoli book, "Variety: An Illustrated History of the World from The Most Important Magazine in Hollywood" by Tim Gray.
She has also worked at Metacloud (a Cisco company), Ticketmaster, NBC Universal, Sundance Channel, and Penguin Putnam. She is a first generation graduate from Eugene Lang College at The New School where she studied Social, Cultural and Urban Studies and Sarah Lawrence College where she studied theatre. Her work has appeared in Tamara Winfrey Harris’s “Dear Black Girl” - a letter to young Black girls from Black Women along with Tarana Burke and others. She has also been featured in Lars Schmidt’s “Redefining HR” book as well his podcast. She has been featured on several podcasts, panels, and workshops on equitable workplaces and hiring. She is also a playwright and most recently completed a Geffen Writer’s room fellowship.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
He’s seen the world of work from all its angles, and now he's going to help us put its changes in perspective.
Work and jobs are changing, and the way companies select and hire people needs to keep up with this pace of change. We've always talked a lot about soft skills in talent acquisition, but what are they in the context of modern work, why are they important, and how can they be assessed?
My guest this week is Dr Alan Redman, Head of Science and Technology at Clevry. Alan is an expert in the definition, assessment and impact of soft skills and has some very valuable insights to share.
In the interview, we discuss:
Perspectives on the market and changing world of work
Understanding what employees want from work
What are soft skills in the context of modern work, and why are they important?
Adapting to change
How soft skills hiring can solve recruiting challenges
Skills portability and job design
Being a soft skills focused organisation
How to assess and measure soft skills
The future impact of AI on skills and decision making
Listen to this podcast on Apple Podcasts.
Katrina Collier, author of "The Robot-Proof Recruiter" is one of our favorite guests to have on. Aside from being a proud Gen X’er and sharing a birthday with Chad (same year and everything), she is a well-loved global keynote speaker, and host of The Hiring Partner Perspective (Unedited) podcast. We chatted with her when the 1st Edition of the book came out, pre-pandemic, but the 2nd edition is just as appetizing. In it, Katrina teaches companies how to recruit without an existing online presence, and she covers the unexpected impact of the COVID-19 pandemic on recruiting in detail. Oh yeah, and there are plenty of new case studies to discuss. Enjoy.
The 2nd Edition of The Robot Proof Recruiter will be available in North America on August 30.
With relentless passion, Katrina has over 2 decades in the recruitment industry, spoken on 5 continents and now has version 2 of the must read book for everyone in TA.
Always generous with her recommendations, add to your must read list, Full Stack Recruiter by Jan Tegze and take your career to the next level.
Highlights
Lessons learned about interviewing since the pandemic
Biggest fail of companies in the last 2 years are those who use monitoring software
Essential characteristics for recruiter to be successful
Quiet Quitting - Should you just be grateful you have a job?
Let’s not scare ourselves INTO a recession, its a lot of hype.
The U.S. Marines have made a career out of recruiting based on letting 18-year-olds know how tough and challenging becoming a Marine actually is. It's a concept that can also work for businesses of all sizes. That's why we invited Charlotte Marshall, director, global employer brand & recruitment marketing expert & best selling author of “Give and Get Employer Branding Repel the Many and Compel the Few with Impact, Purpose and Belonging” on the podcast. In it, Charlotte reveals why the most effective employer brands don’t attract candidates; they repel them. This episode is part of our Cult Brand series, sponsored by RecruitmentMarketing.com and the boys are joined by Julie Calli.
Reaching out to past applicants about new roles has always been a challenge in talent acquisition. Poor technology, tight timescales and inflexible processes have often limited the effectiveness of talent rediscovery. However, AI is now starting to drive some change, and talent rediscovery is becoming an ever more effective strategy.
My guest this week is Mike Watson, Head of Customer Advocacy at Eightfold. Before he joined Eightfold, Mike was a long-time Head of Talent Acquisition, and, in our conversation, he shares his unique insights into the benefits and practical results of AI-driven talent rediscovery.
In the interview, we discuss:
The current state of the market and the effect on talent acquisition teams
The threat of losing recruiter intellectual property
Warm passive talent versus cold passive talent
What the ATS can't deliver
Driving ROI but reducing time to hire
Talent intelligence
Communication strategies and best practices
Which employers are doing talent rediscovery well
Where is the technology taking us next?
Listen to this podcast on Apple Podcasts.
To say that the talent acquisition market in the tech sector is complex and fast-changing at the moment would perhaps be a bit of an understatement. So how are big tech companies developing employer branding strategies that help them solve their shifting challenges, and what lessons can employers in other sectors learn from them?
My guest this week is Ashlee Gerow, Senior Manager, Employer Branding at Hubspot. I've always been a massive fan of Hubspot's sophisticated and innovative approach to talent acquisition and employer branding. Ashley is very open about their recruitment challenges and how a dynamic approach to employer branding is being used to address them.
In the interview, we discuss:
The current tech hiring market
How employer branding is being used to solve recruiting challenges at Hubspot
Developing a highly targeted strategy
Cutting through the noise
Advanced persona work
Is who you are externally authentic to who you are internally
Understanding where you are not converting and adapting accordingly
How the pandemic changed Hubspot's approach
Working with cross-functional teams and being deeply connected across the business
Making sure the EVP is consistent throughout the entire candidate journey
Using employee's stories to show, not tell
Employer Branding as a constant marketing machine
The role of data and technology
Moving quickly to adapt, sprint and change
The future of employer branding
Listen to this podcast on Apple Podcasts.
In this episode, we talk to Jackye's boss and co-founder of Textio, Kieran Snyder!
The Textio platform helps with inclusive and equitable communications. After earning her PhD in linguistics at Penn, Kieran spent a decade creating the world’s most impactful language products at Microsoft and Amazon. In addition to developing linguistic capabilities like spelling and grammar-checking for more than 100 languages, she led the large-scale effort to integrate the Bing search engine into Microsoft Windows. Kieran is a world-renowned expert on language and bias at work, and her writing has appeared in Fortune, The New York Times, Slate, and the Washington Post.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Fom helping determine where a company’s at to initiating new programs, data grows in importance to DEI efforts.
Steve Pemberton is Best Selling Author, Philanthropist, Acclaimed Speaker, and Senior Level Executive. He wasn't given a chance in the world; he proved them wrong. Steve's chance is now focused on change. In this interview we talk about the pace of change, the fluidity of change, scaling belief and purpose, the end state of remote work, the future of equity, who was responsible for getting companies through the pandemic, and more.
Steve was not given a chance in the world and now he's changing it. Enjoy!
If there was only one interview question you could ask, what would it be? As an industry legend and innovator, Lou has the best stories about recruitment. When he talks about Performance Based Hiring, it seems so logical; just ask intelligent questions.
For someone with a track record of quitting the same job 4 times and getting kicked out of industry events, Lou’s take on what’s wrong in the interviewing and hiring process is spot on.
Join us in the fight to end ill defined job ads that offer little more than a lateral transfer by mastering how to conduct a great intake with your hiring manager.
The damage is done, Lou blames the job board industry for cheapening how we land a job.
ADP's chief of product inclusion on how software can be inclusive and how the industry works to achieve make it happen. .
The pandemic changed many aspects of talent acquisition and perhaps none more so than onboarding. With many people spending less time in their employer's physical offices, how have TA and HR teams evolved their onboarding processes to forge a sense of belonging, develop relationships and ultimately increase productivity and retention?
My guest this week is Sharawn Tipton, Chief People Officer at LiveRamp. Over the last few years, LiveRamp has developed a strategic and very intentional approach to onboarding, and Sharawn has a lot of insight and advice to share.
In the interview, we discuss:
Shifting from a transactional approach to one that focuses on building relationships
Providing an immediate sense of belonging
The impact of the pandemic on onboarding and retention
Employee Resource Groups
Wellness and mental health
Starting onboarding before the hiring process even starts
Culture
Moments that matter
How important are the first 30 days
Personalization of experience
EVP & expectations
Lesson learned and having a growth mindset.
Listen to this podcast on Apple Podcasts.
In this episode, Jackye and Katee chat with Michelle Ngome about inclusive marketing. Michelle is the founder of Line 25 Consulting, an agency that helps organizations with inclusive marketing strategies. She is the recipient of the Houston Business Journal Diversity in Business awards for her efforts in creating the African American Marketing Association (AAMA). Her contributions have been featured in numerous publications including The Wall Street Journal, Entrepreneur, and Forbes. Michelle is a two-time author and podcaster. Currently, she hosts the Marketing for the Culture podcast powered by AAMA.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Your life really isn't complete until you've gotten a complete breakdown of the past, present, and future of recruiting chatbots. That's why we asked PandoLogic CTO Sumit Gupta on the podcast to get a breakdown. Turns out, that chatbot may not be the correct label, considering job seekers have interviews with virtual Brad Pitt and Darth Vader to look forward to. Yeah, really. You gotta listen to this episode if you want a real taste of the future of recruiting. Or at least one company's vision of it.
There is no labor shortage. At least that's the position taken by Sean Behr, CEO at Fountain, a solution for industries with high turnover. Nope. There's a SPEED shortage, instead. What the hell does that mean? The boys dig into his theses and tackle a wide variety of high frequency hiring issues plaguing so many companies these days in the process. A must-listen for employers having issues hiring truckers, nurses, restaurant staff, warehouse workers ... yeah, OK, pretty much all essential workers.
We talk about the dynamics of contingent work, the mindset of contingent workers and how their experience shapes up.
What Turn does, how it tries to rise above industry buzz, and the role AI plays in its product plans.
This is a reflective episode where Jackye and Katee discuss diversity in faith with Wendy Goldberg. Wendy is a founding board member and the Executive Director of Tri-Faith Initiative. For more than 15 years she has worked with clergy, lay leaders, social sector and nonprofit organizations, community leaders, and local educators to make interfaith cooperation a social norm. She leads Tri-Faith’s vision and strategy and is a thought leader and regional advisor on:
Bridging differences Shifting religious landscape Religious pluralism Cultivating inclusive environments. Wendy is chair of the Greater Omaha Chamber of Commerce’s Commitment to Opportunity, Diversity and Equity (CODE) Advisory Council, on the advisory board of The Journal of Inter-religious Studies, and a LeadDiversity and Racial Equity Institute’s Racial Equity Workshop alum.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Make yourself comfortable, boys and girls, because it's story time. On this episode, the boys bring Tim Dineen, co-founder, and chief innovation officer at Recruitics on the show. For those who don't know Tim, he was also the search engine optimization brains at Indeed back in the 00s. It's fair to say Indeed wouldn't be Indeed without Tim, which is why we rev-up the "way back machine" and pull back the covers on the early days of Indeed, as well as what the future may hold. For those who aren't students of history, don't worry, we spend plenty of time talking about the current state of recruitment tech and the future.
In this episode, we dig into the research that Ericka and her team have done! And it's good!! Can't wait for you to hear all about it! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Don't believe the headlines. Hiring competent developers is still really, really challenging. One start-up that's helping solve the quandary for companies is Turing, who - by the way - has already raised $153 million to cure what ails employers. Jonathan Siddharth, CEO and founder at Turing, joins the boys to discuss what makes Turing different, how Upwork gets it wrong, and why pay transparency and equality are still such a hurdle.
Global mobility is on everyone’s radar, but who is doing it well? VanHack
Ilya, CEO and co-founder was another happy accident of landing into the world of TA. Starting the company as online learning, he pivoted quickly to matching tech talent in Brazil to Canadian employers in 2014!!
VanHack defines the innovative thinking and problem solving that will have you wondering, “Why didn't I think of this?”
With 1600+ lives changed; VanHack is one of the fastest growing staffing firms in Canada and they offer so much more.
vanhack.com
Safeguard Global CTO Duri Chitayat explains how he helps companies do business on distant shores.
Most reunions suck. You have to pretend to look younger, more successful, and skinnier than you really are. And then there are those stupid name tags with your senior picture on them. Don't even get me started. Anyway, other reunions - like Firing Squad reunions - are awesome! That's why we invited Firing Squad alum Honeit, and their CEO Nick Livingston back on the show after 4 years to see how things are going. Spoiler alert: They're going pretty well. How well? Gotta listen.
In this episode, Katee and Jackye meet with Ericka Hines, who is the Principal of Every Level Leadership. Ericka is an advisor and strategist who works with organizations to align their commitment to inclusion and equity with their everyday actions and operations. She has worked with government agencies, nonprofits, and foundations across the country to help their staff and stakeholders learn how to create an inclusive culture. To date, Ericka has trained over 10,000 individuals in skills that will help them be more equitable leaders for their teams and organizations.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Women returning to work, the challenges they face and how they can continue to develop their careers.
Grant Messick, vice president of customer success at Akasa, looks at how staffing challenges get in the way of healthcare.
Video technology and where it’s going, redefining use cases to strengthen what users can get done, and more.
In this episode, Jackye and Katee speak to Ryanne Fox, a former colleague of Katee's. She shares her personal journey of transitioning at work. It is a story you don't want to miss and we hope you learn, like we did.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Prepare for a glass of cold water in your face! Dr Sullivan challenges our point of view on just about everything.
In this episode
A first for us, Dr Sullivan went to school for this, he has a degree in Personnel (1969) and worked in the tech sector ever since.
Let's unpack what you mean by: Recruitment & Retention must be data driven’. And it's not ‘time to hire’.
All the talk about inflation and recession, we need to ask, is the company you work for in a recession?
Our favourites from this episode:
Quality of hire is a smoke bomb
HR people are chicken
Candidate sourcing is so last year
Talent Acquisition should report to the COO
Most reunions suck. You have to pretend to look younger, more successful, and skinnier than you really are. And then there are those stupid name tags with your senior picture on them. Don't even get me started. Anyway, other reunions - like Firing Squad reunions - are awesome! That's why we invited Firing Squad alum Honeit, and their CEO Nick Livingston back on the show after 4 years to see how things are going. Spoiler alert: They're going pretty well. How well? Gotta listen.
We talk about Cornerstone OnDemand’s acquisitions of EdCast and SumTotal, it’s leveraging of content, and more
For as long as employee assessments have been around, they're still largely a mystery to most employers. Sort of like witchcraft or a pagan ritual from the Middle Ages, most companies enter the assessment game with a lot of confusion and fear. That's why we invited Plum's Caitlin MacGregor co-founder and CEO on the podcast to make sense of it all and relieve listeners from the pain assessment tests can sometimes bring. We're talkin' death of resumes, threats to employer branding, and being stuck in World War II technology. Don't worry. It'll all make sense, and you'll feel a lot better if you're in the market for assessment solutions. Plus, Caitlin is Canadian, which means her commentary goes down as smoothly as a cold Moosehead or a warm serving of maple syrup. You're welcome, eh.
Humans have been telling stories for as long as we've been around. So, it's no surprise employers who tell the best stories are typically the ones who get the best workers. It matters. That's why we invited Patrick Hodgdon, VP of marketing at hot startup FactoryFix on the Cult Brand Series with RecruitmentMarketing.com's Julie Calli to explore what companies are doing right, and most importantly wrong when it comes to storytelling.
Looking at the changing workforce, how employers addressed Covid and how HR has evolved.
Jim Buchanan talks about diversity, today’s labor market, and more, on this edition of PeopleTech,
Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value.
So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times?
My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement.
In the interview, we discuss:
The scale of recruiting at IBM
The current state of the global market for tech hiring
The shortcomings of existing talent marketing metrics
Speaking the same language as the rest of the business
Measuring where you have ownership and control
What is the time to apply metric, and how was it developed?
What insights does time to apply enable?
Mapping onto business value
The reaction
The levers that reduce time to apply
Removing the reasons why people don't click apply
The role of employer branding
Advice to TA leaders
Listen to this podcast on Apple Podcasts
. What’s it like to be a diversity officer? That’s what we talk about, on this edition of PeopleTech.
If you heard a B-list actor, but an A-list corporate spy was on The Chad & Cheese Podcast, would you listen? Well, today's your lucky day. The boys welcome Robert Kerbeck, author of "Ruse: Lying the American Dream from Hollywood to Wall Street," to the podcast. Through a career that started in the '80s, peaked during the Y2K scare and continues today through folklore, the podcast explores tips and tricks - not only for corporate espionage - but for recruiting / poaching, job searching, and even corporate security. Oh, and there are stories about O.J., Madonna, and Steve Jobs too. Enjoy.
Is the future of recruiting entirely automated? Is it more of the same? Some think it's a hybrid. That's why we invited Joss Leufrancois, CEO of Visage, to come on Firing Squad and tell us about their solution which helps combine the best of both worlds. But is A.I. and traditional sourcing a match made in heaven or are they on a collision course to the depths of hell? Ooooh, dramatic.
Gotta listen to find out.
Okay people, aren't we asking way too much of recruiters? Source, outreach, schedule, interview, provide a white glove experience and don't forget about creating, distributing, and engaging on original and genuine content. Wait, content? Well, on this week's Cult Brand podcast Chad and Julie bring employer brand veterans Chloe Rada and Allison Kruse to discuss practical recruiter enablement tips and tricks. From winning hearts with data to filling minds, equipping hands, and winning hearts. You're welcome!
Bringing performance management into technology’s modern world, and the role tech plays in today’s solutions.
Simply pays a lot of attention to things like the Great Resignation and the attitude of the workforce.
Life is getting pretty stressful for workers. Fear, uncertainty, and doubt have us all on edge. That's why the health and well-being of your employees have taken on new importance. Enter Amploi.ai, and its founder Trung Tran, who's busy building a company to make the health monitoring of workers a snap. Confused? Just think of your Apple Watch letting your employer know when you're stressed out, so they can give some support. Sound like an invasion of privacy? You might be on to something ... or not. Gotta listen to see what Chad & Cheese think.
Polly’s CEO Bilal Aijazi is our guest. He talks about why competing firms can be a market opportunity, engagement and how fluid software changes quickly with the times.
All around the world, debates about hybrid and remote working rumble on as employers and employees experiment to find mutually agreeable and effective ways of working. There is a lot of noise in the debate around the future of work, and I really want to cut through this. With that in mind, I'm going to focus the next three episodes of the podcast on the future of work, exploring the real issues, looking at the practical solutions that are being put in place and taking an informed look at what the future might look like.
My first guest in this mini-series is writer, speaker and consultant Julia Hobsbawm, author of the brilliant book "The Nowhere Office". In her book, Julia explores what is happening at the moment in the context of workplace changes over the last few decades and examines the current issues to help map the future.
In the interview, we discuss:
Reimagining and reframing how we work
The four phases of work since 1945
How the pandemic has accelerated trends that were already there
The complexity of hybrid
The real challenges with developing the next phase of work
Undoing assumptions and old norms
The challenge for talent acquisition
Autonomy, flexibility and networks
Thinking strategically to improve wellness and mental health.
Listen to this podcast on Apple Podcasts.
In this episode, Jackye and Katee are joined by the dynamic duo from the HR Social Hour- Wendy Dailey and Jon Thurmond. We get personal about fat-shaming, why we love HR (even when we don't somedays), and why everyone should be a part of the ice cream revolution going on right now!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
I'm a firm believer in looking outside the talent acquisition universe to see what lessons we can learn from other disciplines and areas. Elite sport is always an interesting parallel as selecting and developing talent is a critical aspect of building a winning team.
My guest this week is Mehdi Kordi, the coach of the Dutch national track cycling team. The team have had a massive amount of success in recent years, including winning three golds, a silver and a bronze at the last Olympics, despite having considerably fewer resources and less funding than some of their competitors. It was fantastic to hear first-hand from Mehdi how they have achieved this, and there are some very valuable lessons here from TA leaders everywhere.
In the interview, we discuss:
What makes a good coach
Managing riders, employees and partners
Getting the best out of people
How do you spot talent?
The importance of resilience
The mental versus the physical
The role of technology
Running a world-class team with limited resources.
Collaboration and partnerships
Using culture to drive performance
Clarity and transparency
What does the future look like for track cycling?
Listen to this podcast on Apple Podcasts.
Imagine being behind the scenes during brand crisis hiring situations at Uber and WeWork. Literally the basis for "We Crashed" or "Super Pumped" mini-series. This type of experience should come with a diploma. But seriously, Employment Brand veteran Andrew Levy joins the Cult Brand podcast crew and shares stories and tips on how to hire in a brand crisis. Plus, thoughts on unwinding and reengineering process and tech stacks, candidate rediscovery, and answering questions around global EVPs. Welcome to baptism in brand crisis with an episode worthy enough for We Work Jesus, enjoy!
Juno CEO Ally Fekaiki talks about keeping the company on track during the pandemic, and what the future looks like as move on
Everything is changing very quickly in talent acquisition, and many employers are struggling to keep up with the ever evolving best practices that are driving results. It's a critical moment to get a helicopter view of what talent acquisition strategies are working and the successful attributes of the highest performing recruiting functions.
My guest this week is Janet Mertens, VP of Research at The Josh Bersin Company. Her organisation has recently published an independent report on Human-Centered Talent Acquisition which looks at the strategies and tactics successful talent acquisition teams are deploying in these challenging times.
In the interview, we discuss:
The background and methodology of the research project
A perfect storm in talent acquisition
What business practices are having the most significant impact
The critical business issues talent acquisition is addressing
Being bold, creative and human-centered
Intentional experience design
What truly drives competitive advantage
Attracting and retaining top talent
The importance of authenticity and consistency in EVP and employer branding
The role of recruiters as talent advisors
Recruiting technology
Levels of talent acquisition maturity
Listen to this podcast on Apple Podcasts.
We talk about analytics and bias, AI (of course) their new book, called Decoding Talent.
In this episode, we start the conversation with a little bit of current events and the ongoing trauma. We share resources for this episode on our Instagram page.
Then we get to dig in with Savina Perez, who is the Chief Customer Officer and co-founder of Hone, the all-in-one talent development platform for modern teams delivering live learning at scale to enable behavior change, human connection, and continuous development.
Prior to founding Hone, Savina led growth marketing and operations at several venture-backed B2B tech companies based in New York City and San Francisco including Curalate, Incapsula, and Smartling, and has deep expertise in all aspects of B2B growth, sales and marketing. Most recently, Savina was VP of Marketing at CultureIQ (acq: ParkerGale Capital), a culture management platform for the enterprise market. Savina is passionate about amplifying the impact of the world’s next generation of leaders, DEIB initiatives, and supporting her team and customer base to bring it all together.
Savina’s areas of expertise include building high-growth organizations and equitable access to learning, entrepreneurship, and management development. She and her family live in Brooklyn, NY. Savina is a graduate of Boston University.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Oh, how we’ve missed in-person events. Being at Unleash in Vegas last week, rubbing elbows and sharing smiles after nearly 3 years was such a joy. That’s why we had to get the guy who made it all happen on the show. Unleash’s Marc Coleman joins the boys for a review of the conference, its brightest highlights and unexpected surprises. Then we dive into the Paris show, coming in October, and get a sneak peek into what to expect … other than wine, cheese, snails and all that other French stuff. Enjoy, and we’ll see you in October.
Coding bootcamps are gaining in popularity. The combination of rising in remote learning, a serious talent crunch for coders, and a lack of confidence in the current educational system have been like gas on a fire. That's why Chad & Cheese brought on Liliana Monge, co-founder and CEO of Sabio Coding Bootcamp out of Los Angeles (but quickly going national). We discuss the changing demographics of remote learning, how Monge's business differentiates itself from the competition and why the hell there aren't more corporations sponsoring this kind of education! Oh yeah, and how much does this stuff cost anyway?
We look at what employers are most concerned about, the consequences of employee burnout and the dynamics of PTO.
Hidden data may be critical to a business by giving people access to information they need to be more effective.
The one theme that has come over very clearly in the conversations I've had with talent acquisition professionals in the last 12 months is the relationship between speed and quality in the hiring process.
Speed is currently a competitive advantage which means many employers are focusing intensely on speeding up their hiring process. However, quality of experience and quality of hire are still critical, so how do you speed up talent acquisition and improve quality at the same time.
Earlier this year, Mervyn Dinnen and I joined forces with the team at Metaview to work on a piece of research to see if we could answer this question. We spoke to employers who are successfully improving both speed and the quality of the talent acquisition to distil the mindset, strategies and tactics they are using to solve this complex challenge.
We recently published the results in a whitepaper, and I'm delighted to welcome Germaine Yokoyama-Heiliger to the show to discuss the findings. Germaine is a People Experience and Operations consultant who was previously Chief People Officer at several high growth tech companies. She was one of the people we interviewed during the research, and she has some very valuable perspectives to share.
In the interview, we discuss:
The current state of the market and the background to the research
Can you increase speed and improve quality at the same time?
How difficult is it to overhaul the recruiting process?
Being ready to hire and running a great process
The importance of talent management
Talent intelligence and data
Being transparent and legitimate
Partnering with leadership
Human to human interaction
Using technology to understand what works, what doesn't work and what training is needed
What does the future look like
Download the full report here
Listen to this podcast on Apple Podcasts.
Empowering your team with flexibility and choice just got a whole lot easier. That's the promise of startup Philly-based Lluna, who offers flexibility and choice for employees ... whatever the hell that means. Can founder and CEO Jess Podgajny explain all that jibber-jabber and survive the Firing Squad? Gotta listen to find out.
Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools.
My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies.
In the interview, we discuss:
Recruiting challenges at The Open University
Operating with legacy systems
Developing a compelling employer brand
Anonymous recruiting and diverse interview panels
Making the candidate experience more engaging
Recruitment marketing automation
Online events
Talent pool segmentation
Future innovations
Listen to this podcast on Apple Podcasts.
A full transcript will appear here shortly.
This is part two of my mini-series on personalization. So to recap, I feel very strongly that personalization is the new Megatrend in Talent Acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers.
So what is possible, and how are employers dealing with the practicalities of personalization in talent acquisition?
A few weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was very insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen.
In this second set of interviews from the event (check out Episode 435 if you want to hear the others), you'll hear from Derek Braun, Staffing and Recruiting Manager at GoWireless and Steffanie Chaviano, VP of Talent and Patient Access at Autism Learning Partners. Derek and Steffanie talk us through their experiences of using conversational AI to transform the effectiveness of their recruiting strategies. First up, though, is Adam Godson, Chief Product Officer at Paradox, talking about some of the psychology behind conversational interfaces.
These are some of the topics you'll find discussed in this episode:
Personalisation at scale
The psychological elements of conversation design
Using conversation to drive processes
Connect with people, not software
How technology is affecting recruiter career choices
Handling high volumes of applicant flow is an engaging way.
The importance of being user friendly for hiring managers
What does the future of talent acquisition look like
Listen to this podcast on Apple Podcasts
We talk about how recruiting’s changed in recent years, and look at some dynamics of the workforce. .
How the talent market’s changed over the last few years, how companies approach diversity, and the joys of product integration.
Jackye and Katee welcome Elena Joy Thurston back to the show to discuss some new tools she is developing for companies as they navigate non-binary workplaces. As usual, Elena Joy brings her experiences and knowledge to the table to make us all think about how we work with others and create inclusive spaces. Thanks for listening!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
There are a lot of surveys out there. But very few of them have a track record going back 13 years. That's why we invited Employ, the new parent company of Jobvite, JazzHR, and NXTThing RPO and their CMO Allie Kelly to the show to dive into their 2022 Job Seeker Nation Report. The three big themes discussed: The Great Resignation, Automation, and Remote Work (and yes, ghosting came up too). You've got questions? Here are your answers.
We talk about making use of tens of millions of records, and whether analytics in HR deserves all the attention it gets.
Those of you who have read my book Digital Talent (available wherever you get your books!) will know that I feel very strongly that personalization is the new megatrend in talent acquisition.
Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers.
Two weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was really insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen.
I'll be sharing these interviews over two episodes of the show. Later in this episode, you'll get to hear from Adam Chen, Chief Marketing & Experience Officer at The Amenity Collective, Rachel O'Connell, VP of HR at Great Wolf Lodge and the return to the show of Victor Gains SVP of Talent Acquisition at Aveanna Healthcare.
But first of all, I sat down with the amazing Madeline Laurano, Founder of Aptitude Research, to get her views on the drive towards greater personalization.
These are some of the topics you'll find discussed in this episode:
How technology is driving personalization
Creating experiences through conversation
High volume recruiting challenges
Significantly reducing time to hire
Change management
Building a consumer grand candidate experience
Using personas to differentiate the employee value proposition
The role of technology in personalization
Implementing technology
The future of talent acquisition
Listen to this podcast on Apple Podcasts.
Employer branding has always been important, but it is now absolutely critical to employers if they want to connect, engage and influence in demand talent. Employer branding isn't easy and for larger organisations building a global employer brand is a significant undertaking.
So how do you make the business case for employer branding, and how does employer brand activation work amid all of the challenges 2022 poses for employers?
My guest this week is Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com. Marije is highly experienced at building successful employer brands across multiple countries and has a massive amount of valuable insight to share.
In the interview, we discuss:
Challenges of becoming one company with one story
Evolving recruiting challenges
How strong consumer brands create challenges for employer brands
The importance of culture in candidate choice
Why invest in a global employer brand?
How employer brand strategy enables the business strategy
Storytelling and linking authentic people centric stories to EVP pillars
Strategically positioning podcasting as long form content.
The role of data and technology
Segmentation
Advice to other employers on developing a global employer brand
What does the future look like?
Listen to this podcast on Apple Podcasts.
We talk about the Great Resignation and its impact, how employers are reacting, and more.
In this episode, Jackye and Katee chat with Zach Nunn about his podcast, the work he is passionate about and how to be better. Zach is a respected DEI expert, with a deep understanding of the challenges employees experience and the intersecting factors that lead to disengagement, attrition, and PR crises. And he is a "table shaker". Enjoy!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
How to Increase the Quality of Your Applicants
Leah Daniels, Chief Commercial Officer at JobSync shares how complicated problems, like getting your ATS to play nice with job boards can be solved. So don't kick your ATS to the curb until you check out JobSync.
Myth buster - Quick apply does not automatically equal low quality applicants.
Getting on the same page with your Hiring Manager, follow Leah’s no-nonsense approach, guaranteed to work every time.
The legacy of ‘If they really want to work here’, although not everyone can be saved from that sinking ship, if we can get Hiring Managers to actively participate in their own rescue, there’s hope we can fill that vacant role.
Find out the truth behind who invented Register to Apply and why. Mic drop moment.
We talk about the movement of analytics into HR, the notion of providing access to end users, and some recent moves the company’s made,
We discuss the challenges of incorporating data into hiring , how that impacts recruiters and what’s doing with Talview’s roadmap.
After over two years of unprecedented disruption, it has become evident that things have changed forever. However, many employers are still attempting to stick with the talent acquisition and employee experience strategies they had before the pandemic. So what are the dangers of behaving as if nothing has changed, and how should companies now set their strategies for the long term?
My guest this week is Amanda Black, Director of Inclusive Search at Good Works Consulting. Amanda has wide-ranging experience in talent acquisition and DE&I and has some expert insights to share on the long term impact of The Great Resignation.
In the interview, we discuss:
A disrupted talent market
Shifts in the employer/employee model
Revealing inequalities in the system
Permanently changed expectations
Long term solutions and The Great Opportunity
How successful employers are shifting their employee experience
Modelling and demonstrating values
Are companies taking DE&I seriously?
Listen to this podcast on Apple Podcasts
We talk with Shay David about the labor market, automation and the changes in store for business,
The challenges of 2022 are causing many organisations to think very differently about talent. The employers who are getting it right are looking holistically at talent acquisition, development, retention and attrition to create the opportunity to build a talent dense organisation. So what does this look like in practice, and how can your company get there?
My guest this week is Taylor Roa, Director of Talent at Wistia. Wistia is a growing technology company with an incredible culture and a big focus on talent density. They also use video as their superpower to showcase their unique employer brand.
In the interview, we discuss:
Recruiting challenges at Wistia
Meaningful work and culture versus cash and compromise
Using video to represent the company culture authentically.
Making a competitive advantage of putting people first
Becoming a talent dense organisation
Why retention is not about trapping people
Being a business that it is good to be from
How the pandemic has changed work
Advice on getting more from video in employer branding
A defining decade in the future of work
A full transcript will appear here shortly.
Listen to this podcast on Apple.
What's your favorite brick-related song? (She's a) "Brick House? "Another Brick in the Wall"? Maybe Ben Folds' simply titled "Brick"? Anyway, startup Bryq is hoping they'll be your new favorite "brick." Don't worry, we'll cover the name and URL - among lots of other things - on Firing Squad when CEO and co-founder Markellos Diorinos enters the pit to take on HR's most dangerous podcast. Diorinos says his company is "a unicorn-to-be." Oh, really? Well, we'll be the judge of that.
So what are Recruiters getting paid?
Greenwich.HR collects real-time data on jobs from 59 countries around the world. Their advanced analytics will inform supply and demand across any industry sector.
Cary Sparrow, CEO of Greenwich.HR surprised us with what is really happening in terms of demand for Recruiters and pay rates.
We hear so much about wage inflation, but it's not happening here in Canada.
Find out the truth vs what is just clickbait headlines for the top 20 highest demand jobs.
And of course, our favourite question on disruption in HR/Talent Acquisition, the answer may surprise you too!
Coming down from the high of the recent iCIMS acquisition of CandidateID, former CEO Adam Gordon of CandidateID and Mike Wilczak, chief product & development officer at iCIMS, join Chad & Cheese for the "morning-after" recap of the deal. Included are tips for startups who want to be acquired, whether it's better to buy or build your next feature set, and what the future looks like for iCIMS and CandidateID customers alike.
With a growing number of use cases, people analytics continues to develop both in sophistication and the amount of value it drives for employers. However, despite the quantum leap in recruiting technology we've seen in the last few years, I still feel that talent acquisition is significantly lagging behind where it should be in terms of data and analytics.
My guest this week is Vic Akosile, an HR Strategy Consultant at Humananalytics. Vic is a highly experienced people analytics specialist. He gives us an excellent overview of what is going on in the space and what talent acquisition leaders need to consider if they want to develop their data and analytics capability.
In the interview, we discuss:
The evolution of People Analytics
Cutting edge use cases
Increasing digital interactions mean increasing amounts of data.
People Analytics in talent acquisition
How to develop more sophistication in People Analytics
What trends is technology driving
Using sentiment and network analysis to help with retention
Where is People Analytics going in the future?
Listen to this podcast on Apple Podcasts
Skuid CEO Ryan Niemann talks about the impact of low-code development on HR and technology.
Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope.
In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results?
My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets.
In the interview, we discuss:
Recruiting challenges at The Body Shop
What is Open Hiring, and how does it work?
No background checks, no screening, no education requirements
How Open Hiring is helping The Body Shop in the current talent markets
Making recruiting more purposeful with "Targeted Recruitment."
Replacing scrutiny with trust
Removing barriers and removing bias
Implementation challenges
The danger of second-guessing someone's ability to do a job
Wrap-around support to build an inclusive workplace
Time to hire, performance and retention
What's next for Open Hiring
Listen to this podcast on Apple Podcasts.
We discuss the craziness of today’s labor market, as well the adaptive employee experience and the company’s approach to people analytics,
What happens when you get HR's most dangerous podcast together with the industry's most popular TikTok celebrity? Yup, insanity! The boys bring on Leigh Henderson, A.K.A., HR Manifesto, to reveal the secrets of TikTok success for employers. We also dig-in to hear Leigh's story of how she went from Fortune 100 executive to social media darling. We'd write more, but you people apparently have no attention span whatsoever ... thanks, TikTok!
Whether it's the Great Resignation or the Great Reset, whatever you choose to call it, it is undeniable that employers are currently finding it extremely challenging to attract and retain talent. So which strategies should companies be exploring to improve their odds in such a difficult market?
My guest this week is Christine Wzorek, CEO and Founder of White Label Advisors. Christine is a highly experienced HR leader and has essential advice about building holistic human capital strategies to deal with these incredibly challenging times.
In the interview, we discuss:
What is driving the Great Resignation?
Employer engagement, happiness and fulfilment
Adapting to the new reality
Why talent acquisition needs to mirror sales
Treating candidates in a hospitality orientated way
Transparency in reward strategies
Scaling L&D with technology
Levelling the playing field for diverse talent
Gender equality
The future of talent acquisition and HR
Listen to this podcast on Apple Podcasts.
I've been a keen follower of the Job Board market for several decades. It's been a market that has often been very slow to evolve, but the pace of innovation has increased considerably over the last few years. So what effect has the pandemic had on the job board industry, and what is its likely future direction?
My guest this week is Steven Rothberg, Founder and Chief Visionary Officer of College Recruiter. Steven has been in the job board industry since it started, and I could think of no better person to give us an update on the current state of the market.
How have job boards evolved over time
The programmatic revolution
Recruiting marketing budget consolidation
How has the pandemic changed things for job boards
Why do job boards need to reduce the friction they are causing in the candidate journey.
Market consolidation
What is the future of job boards?
Listen to this podcast on Apple Podcasts.
A full transcript will appear here shortly.
In this episode, Jackye and Katee get to talk to Julien LeFort. Julien has a passion for developing people and for empowering them to learn, grow and discover their inner selves. His journey has taken him through the implementation of people development programs around topics such as culture and values, employee engagement, mentoring, training, leadership development, and building competency-based frameworks. We talk about this and about how to become more resilient.
If Ironman’s Jarvis has a baby, is what the newest announcement from This Way Global has coming down.
Their partnership with IBM’s Watson is about to take a bite out of the mundane work, that no one in HR likes to do.
Crazy times in the VC world where taking too much money (yes, there is such as thing).
Angela gave us just a little hint about how incredible their time as a Google Accelerator was and how it opened doors.
Check out the news wire from Bloomberg!
https://landingpage.thiswayglobal.com/ibm-0
Diversity, equity and inclusion are still on the tip of many employers' tongues. However, things like a global pandemic and a world on the edge of World War III have stolen a lot of the spotlight in recent years. So, do employers still care as much as they did just two years ago? It's something to consider, and that's why Chad & Cheese have brought back Barb Hyman, founder and CEO of Predictive Hire. And that's just one topic. If DEI is important to your organization - and you know it should be - then this is a must-listen.
Expanding candidate pools, speeding up the recruiting process and diversity hiring are all key talent acquisition challenges in 2022. While technology is never a magic fix everything solution, it is becoming evident that as AI becomes more sophisticated, it can offer employers some of the tools needed to meet these challenges.
So what are the latest use cases for AI in talent acquisition, and how is it driving skills based decision making?
My guest this week is Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold. Andrea was formerly Global Head of Talent Acquisition at American Express and has some unique insights into the development of AI in recruiting.
In the interview, we discuss:
What it takes to be successful in the current recruiting landscape
Modernising talent acquisition
Speeding up recruiting using skills intelligence and automation
The danger of leaving the strongest candidates on the table
Using adjacent skills to broaden candidate pools
DE&I and skills based decision making
Listen to this podcast on Apple Podcasts.
I know that many TA Leaders who listen to the podcast are currently scaling or rebuilding their talent acquisition teams. Market challenges and rapid advancements in the sophistication and availability of technology have changed the game for talent acquisition in the last 24 months. So how do you structure and scale a high performing talent acquisition team to meet the needs of 2022?
My guest this week is Alison Kaizer, Head of Talent at Lunchbox. Alison is currently scaling a talent acquisition team in a highly challenging market sector and has some practical insights on tech stacks, team structure, metrics and competitive advantage.
In the interview, we discuss:
The difference between a good TA team and a world-class TA team
The current market for tech talent
Communicating culture in a remote process
Putting technology at the centre and building a scaleable tech stack
How to find, assess and structure a TA team
What are the metrics that matter?
Using mission and culture to drive competitive advantage
What's next for talent acquisition?
Listen to this podcast on Apple Podcasts.
Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.
Episodes mentioned in this Round Up:
Ep 415: LinkedIn & Career Breaks
Ep 416: Asynchronous Working
Ep 417: Optimizing The Recruiting Process
Ep 418: A Mindful Return
Ep 419: Speeding Up Hiring
Ep 420: The Project Economy
Ep 421: The Purpose Gap
Ep 422: Digital Talent
Ep 423: Perfecting The Candidate Experience
Listen to this podcast in Apple Podcasts
Since the pandemic began, Grayscale CEO Ty Abernethy's seen some interesting shifts in the way candidates and employers approach hiring, and getting hired.
Resumes are dead. Sourcing is pointless. Applicant tracking systems have failed us. At least that's the opinion of Maya Huber, co-founder, and CEO of Skillset, an Israeli-based job skills test platform. Is she right? Well, Chad & Cheese have some questions ... let's leave it at that. Have a listen and make up your own mind.
It's now an obvious thing to say that the pandemic has created an inflection point in the future of work. However, understanding which of the current trends we are seeing will become the long term trends that shape this future is a challenge, particularly when demographics and technology also have a big part to play.
To help me make sense of all of this and give us a professional opinion on how things might develop, my guest this week is Katy Tynan, Principal Analyst at Forrester. Katy specialises in both the employee experience and the future of work and has a vast amount of expert insight to share.
In the interview, we discuss:
The current state of talent markets
Demographic shifts
The working from anywhere trend
Breaking down generational stereotypes
Designing culture and working practices around employees and customers
The importance of listening
Values
What does the career of the future look like
The technology ecosystem
The importance of collaboration
Managing uncertainty
What can we expect in the near term future?
Follow this podcast on Apple Podcasts.
Delivering a high-quality candidate experience isn't easy, but it has arguably never been more critical with the recruiting challenges employers are now experiencing. Over all the years that candidate experience has been an industry talking point, what has become clear to me is that it is fundamentally a strategic rather than a tactical issue.
My guest this week is Carlos Fernandez, Director of Talent Acquisition at Houston Methodist. Houston Methodist puts innovation at the heart of its corporate strategy, and its approach to candidate experience reflects this.
In the interview, we discuss:
Recruiting challenges in the healthcare sector
The quality of candidate care mirroring the quality of patient care
Standing out as an employer.
Candidate experience strategy
The "Know Me Experience" and voice of the customer research
The role of technology
Virtual chat, candidate capture and auto-scheduling
Using technology to connect candidates with humans quickly
Change management
The future of talent acquisition
Follow this podcast on Apple Podcasts.
We talk with Josh Cohen, digital marketing director for the SMB services platform Upnetic.
We talk about how learning is evolving, what works and what might not, and Virti’s approach to it all.
In this episode, Jackye and Katee have a conversation with Maia Ervin, Chief People Officer for JUV Consulting. Maia leads social impact, human resources, and company culture. She uses her experience as a Queer Black womxn speaking out against systematic oppression and inequities to foster work policies and culture that minoritizes folks can thrive in and be proud of. Her dream is to continue to provide platforms for young Black womxn to express themselves authentically without judgment. Fostering comfortable spaces where Black folks can express and create comfortably will always be top of the mind for Maia. Maia is a college graduate hailing from Queens, New York and she shares all the good stuff!
If you like what you hear, we would like to encourage you to subscribe to our channel!
We would also appreciate it if you would rate this podcast by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Quit rates have reached record levels and employees are making their voices heard. But how can a company change the narrative and retain employees through empowering their people? The lived experience of an employee working for Trianual is how founder and CEO Chris Ronzio defines culture and he's ready to bet $5,000 cash money that any aligned candidate will buy into his company and culture. Wait a minute, is this really power to the people or a cheap publicity stunt? The numbers do not lie and the mantra of "Hold Us Accountable" can help hiring companies as they peer into the organizational mirror seeking answers. Will this type of strategy help your company thrive? Trianual is thriving, listen to why.
So today is the international publication date for Digital Talent, the book I've spent the last couple of years writing with Mervyn Dinnen. We're incredibly excited that everyone can finally get to read it and wanted to record a special show to discuss the themes and some of the significant learnings from our research. In a disrupted and technology-enabled world of work, the ability to attract, recruit and retain people with digital skills can be the difference between business success and business failure. Our book explores how employers can do this successfully.
I am absolutely delighted that Trish Macfarlane, host of the legendary HR Happy Hour podcast, has agreed to be our guest host and interview Mervyn and me for this episode. Enjoy the conversation!
In the interview, we discuss:
Why we wrote Digital Talent
How digital skills are critical to a company's success
Speed, quality and humanity in Talent Acquisition
Personalizing talent experience
Aspiration vs Reality
Hybrid, remote and talent intelligence
Work Tech trends
What are cutting edge employers doing to attract digital talent
Total talent thinking
Listen to this podcast in Apple Podcasts.
With a bank account bursting at the seams, how do you wisely spend $120 million? Talent.com is a job aggregator, much like Indeed. Can they really take on the giants like Indeed and Zip?
We talked with Rob about how they will spend the money. Talent.com is a Canadian firm whos’ about to expand their offerings and venture into other countries.
We talked about how remote work has unlocked how candidates look for work outside traditional borders and Talent.com
The struggle is real for employers of all sizes. More Jobs, fewer applicants. For those in the services sectors, like healthcare and blue collar, the CPC and CPA is up 50%, will it continue to climb?
Automation in the interview space is smokin' hot, and Indianapolis-based Qualifi is hoping the profit off the trend by providing automated phone pre-screening for healthcare pros, truckers, and more ... with the actual deep-dive interview done by humans. It's either a home run or a total face-plant, offering too little, too late in an ever-automating world. (What do you mean no video!?!?!) You be the judge. Actually, just let Chad & Cheese be the judge ... that's what they're here for anyway.
As we all know, recruiting and retention are tough at the moment, and employers need to work harder than ever to acquire and keep the talent they need. Purpose is often talked about as a critical differentiator in employer branding, but what does that actually mean in practical terms?
New research from Cognizant has revealed just how important purpose is at work and has also highlighted a growing disconnect between employers and younger workers.
So what does purpose mean for Gen Z employees, and what should employers be doing to close the purpose gap. I'm joined this week by Eduardo Plastino, Director of The Cognizant Center for the Future of Work, to talk through the research and explore its implications.
In the interview, we discuss:
Defining the purpose gap
The increasing leverage of employees
Understanding what is important to the Gen Z workforce
Scepticism around employers' messaging on critical issues such as climate change and DE&I
Shared values
Implications for employers
How to fix the purpose gap
Aligning external employer brand communication with internal reality
Advice to talent acquisition teams on how brand, marketing and recruiting process can demonstrate an employer is a great place to work.
Listen to this podcast in Apple Podcasts.
Technology and Covid-19, how the pandemic’s changed candidate and employee behavior, and the challenges employers face in today’s labor market.
The world of work has changed in many ways, and one fascinating area is the adoption of a more agile approach to talent. Project-based contracting is on the rise employers work to ensure they have the right skills at the right time in rapidly changing business environments.
So what mindset do employers need to adopt to be successful in the project economy, and what are the implications on the career paths of knowledge workers.
My guest this week is Kate Duchene, CEO at RGP, a human capital company redefining how professionals work in more flexible and collaborative ways. Kate is at the cutting edge of the project economy and has some very valuable insights and experiences to share.
In the interview, we discuss:
What is the Project Economy?
The drive towards agility and mobility
Renting or borrowing talent
Run this place vs change this place
Thinking differently about careers
The importance of choice
Skills development in portfolio careers
From command and control to learning, listening and empathy
Culture, productivity and performance
The role of technology
A future of increased flexibility
Listen to this podcast in Apple Podcasts.
We discuss the dynamics of their market, the competitive landscape and their vision of the future,
In 2017 Ira released a book called Recruiting in the age of Googlisation and was pretty bang on what was going to happen to the world of work and recruiting. We took a deep dive:
The incoming mismatch of skillsets and lack of population to be able to fill roles in most industries
Economist predict the US will be 32 million short in the workforce by 2030
Companies that force people back into the office will be in trouble
Can more Immigration solve some of our challenges in recruitment
How can we the upcoming workforce back into skill trades
We lost a million women in the workforce, will they come back?
Reducing "mobility friction" at a time went simplifying internal movement is a key to retention.
We talk with Dan Bartfield about about early-stage recruiting, DEI and technology’s role in it all, What's Covid done, and how are recruiters lining up for the future?
The charming podcaster from Edinborough has just published his 2nd book, Digital Talent and we got an exclusive scoop. Or at least it felt like an exclusive! Digital Talent is available on this side of the pond March 29, 2022
From his first book in 2017 to now; the speed at which we work and the use of AI will be challenging to get it right. The companies who will struggle with this are large and small.
Looking at the future of recruiting, Matt shares why personalisation is the clear winner.
From whitepapers to consulting to 417 podcast episodes, Matt is at the forefront of what’s happening around the world.
BONUS MATERIAL Top 4 favorite recruiting tech solutions
Tired of hearing about "ghosting" yet? Too bad! It's a serious issue, and employers who engage in the practice are really screwing things up in a wide variety of ways for the company. That's why we brought Jeff Shapiro, Sr. Director of Talent Acquisition at Radnet, to talk about his take on this growing epidemic. Listen up, Casper, there are no friendly ghosts.
We talk about consolidating three businesses into one, the impact on product development and customers, and what it all means.
Improving diversity seems like a very human exercise. But our guest today brings data and technology to the task.
We weren't able to record an interview last week so we're replaying one of our favourites! Shelley fly's solo this weeks and welcomes a recruitment industry powerhouse! Katrina Kibben, CEO of Three Ears Media We found the cure for Recruiters who have writer's block! Let’s get back to our roots on why we love this industry. Katrina is the pace setter on how to extract the information you need to write compelling honest job advertisements. - Writing to attract Tech talent made easy - Hold up the mirror and see yourself as the ideal candidate - The final answer on why the staffing industry will never pick up their game on writing good quality job ads. - Do take the time to visit Katrina's site and download a practical guide on intake meetings. You can also find some really useful information and a great workbook on writing job ads. https://www.threeearsmedia.com/rewrite.html
Software promising to screen and test the world's best tech talent tend to fall into two camps: Those who can actually do it and those who are totally full of shit. Enter Intervue.io a startup that provides live tech testing to go with its video interviewing solution. Cofounder Rahul Arora enters the Firing Squad firmly convinced that his company falls in the category of vendors who can actually do the job and aren't full of doo-doo. Does he come out smelling like a rose or not? Gotta listen.
vArmour CEO Tim Eades looks at the 2021 ransomware attack on Kronos, and the lessons we can draw from it.
Employer: See Me, Protect Me, Respect Me! Reading Jess Von Bank's post, “Stop filling reqs and start providing safety. Address the toll of fear and create a culture of hope and health. Do nothing but obsess over the care and nurturing of your own people, and you will stop the bleeding. Just a bet.”, left me wanting to know more! Jess is Lepagen's storyteller and Community Leader for the Now Of Work, and all around awesome human. In our conversation we covered plenty, including:
employees wanting, 'see me, protect me, respect me, keep me safe'
why your business will thrive if you help people thrive
why we shouldn't be going externally to 'acquire' talent before we have looked internally
Jess's love of WORQDRIVE and internal mobility
how recruiters are ready to cherry-pick employees from the companies who will set mandatory returns to the office! :o
trusting people to work like adults
stopping being slaves to the screen and slaves to work with solid boundaries
and the Now Of Work community.
Grab a cuppa, pen and paper and settle in! ✍🏻
Destigmatizing career breaks is something that I feel very strongly about and something that talent acquisition needs to take very seriously. With so much lip service paid to diversity and inclusion and the current difficulties of finding talent, it makes zero sense to still view career breaks negatively.
This week LinkedIn have announced Career Breaks on the LinkedIn Profile to better reflect the realities of career journeys and, in turn, begin to normalize career breaks in the recruiting process.
My guest this week is Jennifer Shappley, Global Head of Talent Acquisition at Linkedin. As well as talking us through the new career breaks feature, Jennifer discusses the key findings on LinkedIn's latest Global Talent Trends report and shares her thoughts on the future of talent acquisition.
In the interview, we discuss:
Global Talent Trends
Wellbeing and flexibility
Trust
LinkedIn's new Career Break profile section
How can talent acquisition support people who have taken a career break
How is talent acquisition changing, and where is it going?
Making interviews equitable in a hybrid world
What are the biggest challenges talent acquisition teams are facing
Listen to this podcast in Apple Podcasts.
This week we welcome the CEO of GoodSeekers Eric Ayers Even in a WFH setup, most everyone can think of a great story about something at work. The truth is, there are tons of really good moments you wish you could share, internally and externally. Every TA professional will tell you how valuable employee driven content is for an authentic employer brand. But how do you even start when marketing and legal are freaked out about an employee spilling the beans on a trade secret or exposing our dirty laundry?
Imagine a platform designed to tap into the greatest resource we have, our fellow employee stories.
Inflation is on everyone's mind right now. How will it impact wages? Are bloated margins to blame? How about immigration? How will it impact the cost of doing business? What's going to happen with energy prices? Interestingly, history can tell us a lot about what the future holds. That's why the boys have brought back Columbia professor Suresh Naidu to make sense of the current state of inflation.
On this edition we talk with Cadient CEO Jim Buchanan about how high-volume hiring has changed over the last two years, and the challenges employers face now,
In this episode, we talk to a friend of the podcast, George LaRocque about all things technology. George is the Founder of WorkTech. The source of truth for industry data on emerging HR tech innovation. He is also a Founding Partner Impact WorkTech Accelerator - Market Analyst, HR & Tech Advisor, HR leader, and HR tech industry executive. And wow- he comes with some great knowledge!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
For over a decade now, I've been flagging up the development of virtual reality as something talent acquisition should have on their radar. It's taken a while, but with tech giants like Meta and Apple making multi-billion dollar investments in technology and infrastructure is now finally the time for our industry to fully embrace the Metaverse.
So how does would this work, and what talent acquisition and HR activities are already in play in virtual reality. My guests this week are Misha Krymov and Jennifer Regan, the CEO and Head of Experiences at Morpheus XR. Morpheus XR is already designing recruiting, onboarding and leadership development experiences in the Metaverse and have a massive amount of knowledge to share with us.
In the interview, we discuss:
What is the Metaverse, and who is building it?
Creating space for meaning and meaningful moments
How environment shapes human behaviour
How VR gives agency to users that Zoom / Teams calls don't
Unbiased recruitment using VR
Onboarding
What should talent acquisition teams be doing to learn about the Metaverse
Inclusion and alternatives to headsets
Untangling science fiction from science fact
Extending reality
What's the potential for VR, and how will it be used in the future
Listen to this podcast in Apple Podcasts
Today, we talk with Sherrie Fernandes, vIce president of product management and user experience at Globalization Partners. Their platform makes it easier for businesses to hire and manage international talent.
Strike while the iron is hot! Lisa Zone, managing director at Dix & Eaton joins us to talk about how recruiting, hiring, engagement, and talent management is at the center of every board room conversation. But who is equipped and positioned to formulate the story and business case in building a strong employer brand? Another great show complete with Cult Employer Brand master Julie Calli. Seriously, you wanted the ear of your CEO and board. Now what are you going to do with the opportunity?
The dreaded application form process. Do you remember a time in which you applied for a job? Do you remember how much time it took to fill out a paper application or electronic one? I do, it mentally time consuming it is also a waste. Problems with application forms
Time, depending on the job position it can take up to 2hrs to complete application form when your resume has all the information on it.
Highest level of education posted first then scroll to the bottom of the page to find another question. Did you graduate from High School/GED?
Upload resume then type up all the information in a 10 font box or type on a line that does not lineup.
GPA & Transcripts -Why?
What college did you attend? Did you get a degree?
Federal Gov. applications can take up to 2 to 4 hrs. to fill out. (I mean don't they already have information on people)
These are just a few problems there are more. Why are we still living in the past? Did you know that newspapers still advertised for jobs; people still read those. Candidates don’t get the recruiting process at all. Why is it taking so long for this company to email me for the next step? It’s been 2 hours with no word. I’ll tell you why I am reading your life’s story that’s why? By the way it's the companies fault on this one. Hey companies the law enforcement are too busy to address the issue of the application form! You will not get arrested or go to jail. Problems recruiters run into
Application forms too tiny to read.
Reading through unrelated information such as college, degree, and reviewing transcripts that don't align with the job position.
Aligning resume with application form
Horrible non negotiable hiring managers (this should be #1) (Compliance)
TIME
Application forms are from the past
No personality quiz questions ( this is not a dating site)
Ideas in place of the application form
Resume
Candidates video with four questions RELATED to the position, and of course a bonus question about hobbies, etc.
Remove the paper application process from companies and mom & pop shops save the trees, the forest critters will be quite happy and so will recruiters. P.S. Fix the problems and people could do small things and these things can get done.
There seems to be a new $1B unicorn born every day in the employment industry, but only one has the distinction of being a Chad & Cheese 'Death Match' winner. Enter SeekOut and its CEO and cofounder Anoop Gupta, who recently closed a Series C to the tune of $115M and a $1.2B valuation, who joins the boys for a friendly chat. About what? How about international growth plans, diversity offerings, competing with Eightfold and Phenom (and just about everyone else), and much, much more.
Chats with Smart People Featuring Jeanne Achille. Tremendous amounts of talent are being lost to our society just because that talent wears a skirt. Shirley Chisholm (New York State Representative, educator, and author) Have you ever met someone and was like wow! You’re amazing! Can we be friends! Well, this is the energy that Jeanne brings. Jeanne is the Guru of the Women HR Tech conference. She is an original OG in the battle to raise the voices of women in HR technology.
28 years ago, in 1994, Jeanne created The Devon Group which is a PR (Public Relations) agency.
She has supported thousands of new products, services, and companies throughout her career.
She is the FIRST woman chair of the HR Technology Conference. (Virtual & In person)
Superhero powers: PR, marketing, public relations, social networking, social media, speaker bureau, analyst relations, writing, case studies, and content marketing.
Today’s episode includes the following
Jeanne shares her experiences of being a CEO. Pros & Cons
Proud moments
SEXISM
Women in HR Tech Asia, Is there a different vibe?
Internal Equity for women driving start-ups and why they don’t move up the ladder.
Value of Diversity
Belonging to an organization
What women feel and think when working or going anywhere in public. Does the underlying alertness, make for better visionaries?
The Pandemic and showing up for you.
The impact of women in HR Tech supporting each other.
Expand your HR Tech network and insights by joining the HR Tech Conference. March 1-4,2022. https://www.hrtechnologyconference.com/ Reservations are FREE, so you have no excuse Find Jeanne on: Linkedin.com/Jeanneachille Website: devonpr.com Twitter: jeanneachille and devongroup
This year, scale and speed are an essential focus for many talent acquisition teams. But how do you scale recruiting and speed up hiring in an environment where recruiting recruiters is as tough as it is right now?
My guest this week is David Spencer-Percival, CEO of Life Science People and formerly the founder of high growth recruitment businesses Huntress and Spencer Ogden. David has decades of experience scaling up and recruiting recruiters in various markets. He has developed a tried and tested methodology that many talent acquisition teams can learn from
In the interview, we discuss:
Recruiting, training and nurturing fantastic recruiters
The academy model
Selection
Building the right culture of success and incentive
The relentless pace of change
Recruiting processes for a candidate driven market
What are the most successful employers getting right?
The role of technology
Advice to TA leaders on building effective working partnerships with agencies
Listen to this podcast in Apple Podcasts.
André is the Founder and CEO of Onboard Health, a specialized executive search and advisory firm focused on creating a more inclusive future of health. A pioneering strategist with deep ties across the healthcare innovation, startup and digital strategy landscapes — André is dedicated to building the future of health through an equity lens. His work and insights have been featured in outlets such as Business Insider, Fortune, Forbes, NPR, CIO, Newsweek, U.S. News and World Report. He was recently named a Fortune Magazine 2020 40 Under 40 in Healthcare. Learn more: Onboard Health Follow André and Onboard Health: LinkedIn Instagram Twitter
We explore the importance of connection, communication and how businesses succeed in the age of Covid, with Laura Lee Gentry, Enboarder's chief people officer.
In this episode, Katee and Jackye speak to Laura Close. And she brought the heat! As a twenty-year veteran of the DEI space, Laura Close started at a time before the term DEI was coined and has spent a career both locking in new structural opportunities and access for historically excluded communities as well as coaching executive leaders within the enterprise on designing and deploying KPIs for DEI at scale. Now, as co-founder of Included.AI Laura and her team have created the first technology of its kind to use AI to identify specific areas where businesses can take further action to remove any potential roadblock from accomplishing the goal of becoming as people-first as possible. She is on a mission to prove that DEI isn’t a tax, PR issue, or feel-good checkbox, but an opportunity to build more competitive businesses.
If you like what you hear, we would like to encourage you to subscribe to our channel!
We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
You have questions.... What is RM automation? What does candidate nurture really mean? What is a true talent pipeline? Are you and your company committing crimes against talent pipelines? All great questions for any organization, and the boys, partnered with RecruitmentMarketing.com's Julie Calli, bring on CandidateID's Adam Gordon to the podcast to cover a broad range of recruitment marketing questions and challenges. It's a must-listen for any employer looking to take their game to the next level.
Molly Johnson-Jones shared a post on LinkedIn that stated '“By removing the need to have a ‘reason’ to request flexibility and giving everyone the freedom to choose how to work, we can make true progress on gender equality.” but how do we get that out of our hiring leaders? While Molly, CEO & Co-founder of Flexa, enjoyed London's winter sun, and I only had the heat of the topic to keep me warm, we covered loads including:
the motivation behind creating Flexa, a platform where employers can be verified as offering true flexibility to their people
surprising survey results that show both men and women want flexibility
the two paths to getting your leaders to see that offering flexible & hybrid working is inevitable
the challenges that some leaders face when trusting employees and measuring output instead of presenteeism
Molly's own lessons-learned running a truly flexible business
What is and most definitely isn't a 4 day week!
Grab a cuppa, pen and paper and settle in! ✍🏻
Huge 💚 to episode sponsor WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind.
If you're a new recruiter or an experienced recruiter there's really one great book to read and use as a daily reference and that is the Full Stack Recruiter book by Jan Tegze. Jan drops his extensive recruitment knowledge on The Recruitment Flex
What exactly is a Full Stack Recruiter?
It's easy to find people, it's just hard to convince them to join your company
Is your company looking for A players but offering them C players salaries and benefits
Recruiting is everyone's job in the organization not only the recruitment team
Limitations of Chatbots
Every recruiter should buy the Full Stack Recruiter right now!
Screening tech talent is smokin' hot right now. You know the names: HackerRank, Byteboard, Woven, Triplebyte and others. But do you know Tech Screen? If the answer is NO, then you owe it to yourself to checkout this episode of Firing Squad. Chad & Cheese put CEO and founder Mark Knowlton on the hot seat to answer some tough questions. Does he make it out alive? Gotta listen.
mpathic AI's technology analyzes text and voice communication to strengthen a company’s culture and improve performance.
Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent.
My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet.
In the interview, we discuss:
The Indian tech talent market
Why EVP is critical for differentiation
Gen Z's expectations from work
Constant engagement throughout the client lifecycle
The importance of campus recruiting
The rapidly changing landscape of skills and why this makes internal mobility critical
The impact of remote
The role of technology
Data and analytics
What TA innovations can we expect to see in the future
Listen to this podcast in Apple Podcasts.
How can we get Recruiters to think more like sales & marketing without making them feel like the poor 3rd cousin? Especially when we start naming off all the great sales & marketing technology they get to do their jobs!
Thad brings 20 years of experience to Talroo as we talk a bit about what makes them unique, starting with leaving Silicon Valley and moving the office down the street from Indeed in Austin Texas.
We converted sales metrics into recruitment terms and it fits really nicely
Cost per applicant and the quality of applicants are the measure of success from recruitment marketing - but how do you get there?
How do we move from screening out candidates to screening them in
Remember seeing and hearing your first Deep Fake? Synthesized voices that sound like your favorite movie star. Not a great impressionist, on the contrary, algorithmically cloned voices where even the subtlest of nuances of a voice can be captured and recreated. Cringy, yet incredibly cool that tech could accomplish such a feat. Yes, technology is advancing quickly and unfortunately many of the advances are seen as negative. Luckily, Ryan Steelberg, president, and founder of Veritone guides us through a more advanced cloned voice discussion. On this episode we cover:
The difference between a deep fake and a "cloned" voices
Practical applications for using cloned voices
Where are chatbots headed?
Will this tech help candidate and employee engagement?
How do Pandologic and Wade and Wendy fit into the ecosystem?
Well kids, welcome to the Matrix.
We talk about how recruiters can operate successfully in today’s market, the impact technology’s had on recruiting’s evolution and movement toward DEIB.
Hybrid work and its impact on how work gets done, on people and on managing a workforce under strange circumstances.
After seeing Mark Gilroy’s fabulous YouTube video about change, (not the one where he’s singing that song ;) ), I wanted to know more and how recruiters can influence change. A self-confessed professional psychology geek, Mark & I had a fascinating conversation that will help recruiters & hiring leaders partner better! We talked about:
let’s stop pathologising change and reframe change in the right language
the pandemic showing us that change isn’t hard!
change accompanies by loss is the real issue
rational thinking vs. primal more emotional responses
winning hiring manager conversations by talking about loss aversion
sunk cost fallacy and the Ikea effect, and how this impact recruitment remorse
choosing your language around change with care
measuring optimism, energy, and level of fault-finding at the start
Grab a cuppa, pen and paper and settle in! ✍🏻
Huge 💚 to episode sponsor WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind.
The world has changed and so has the employment branding game. That's why Chad & Cheese have relaunched the Cult Brand series with the help of RecruitmentMarketing.com's Julie Calli. And what better guest to bring on the show than marketing magic man Chris Kneeland of Cult Collective? The group discusses issues around holistic brand, HR's newly minted seat at the table, branding in a post-pandemic and WFH world, and much, much more.
We are counting ourselves as part of some exclusive club to have James Ellis, author of Talent Chooses You, joining us for the show.
Prepare to be entertained
A HUGE surprise on who James says is slaying the EB game
If you are ever asked for the ROI on employer brand, James gives you the best way to answer
The single thing in your control for improving your employer brand?
AND find out why you should never shop for backpacks at the mall!
To say we were giddy about interviewing someone connected to the movie "Wolf of Wall Street" would be the understatement of the year. Yet, here we are. And why is Richard Bronson, a former partner at the "Wolf of Wall Street" firm talking to Chad & Cheese? Turns out he runs a site dedicated to finding employment for former felons called 70MillionJobs.com. It's important work that turns out to be one helluva podcast. Most interestingly, the impact on The Great Resignation as it pertains to job seekers with a criminal record isn't going as anyone expected. This one's a must-listen. Enjoy!
DE&I continues, thankfully, to be an extremely high profile issue for employers. However, the needle is still not moving quickly enough, and some of the data is shocking. For example, it would still take 200 hundred years to close the race and gender pay gaps at the current rate of progress.
So what can employers do to accelerate the pace of change, and how much can individual recruiters influence diversity in hiring. This week, my guests are Trina Olson and Alfonso Wenker, co-founders of Team Dynamics. Trina and Alfonso work with some well-known organisations to improve their diversity and hiring practices. They have recently authored a book called Hiring Revolution that offers some extremely practical advice on how recruiters can inject DE&I into their organisation's hiring.
In the interview, we discuss:
Aligning cultural behaviour to values
Why inequities in hiring and promotion are not a foregone conclusion
Resume racism
Recruiters taking individual responsibility to make change
Notice, Name and Navigate
RPDR
What to do more of, what to do less of and what to stop.
Onboarding
How will things develop over the next two years?
Listen to this podcast in Apple Podcasts.
In this episode, Jackye and Katee speak to Nancy Murphy. Nancy’s spent her career saying what others are afraid to – and learning to say it in ways that others will listen. She’s the founder and president of CSR Communications and creator of Intrapreneurs Influence Lab. Her passion is teaching leaders how to make organizational change stick. From challenging stereotypes of girls in her Catholic school more than 40 years ago, to her first job after college convincing nonprofits to engage youth volunteers or her role as board chair of a global nonprofit transforming the way we do international development...And she’s willing to share all the mistakes she made – and all the solutions she discovered – so that you don’t have to learn them the hard way. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
We talk with Eric Sydell, EVP of innovation at Modern Hire, a science-based platform with tools that touch multiple steps in the hiring process.
Coming from some good Canadian heritage, we loved talking to an industry legend and the Founder of WorkTech, George Larocque. He brings an optimistic outlook for the next year of work tech investment.
2021 was a banner year in Work Tech investment with over 18 billion invested
“Unless something breaks, there could be more money than last year”
George walks us back to the fact that most technology take 5 years to mature and although some seem to spring up suddenly it’s rarely the case.
it's not really a prediction if you study the industry, George gives us where work tech investment will follow in the near term.
Work from home is a thing. Maybe you've heard. This means vendors hoping to support employers with a remote workforce have a lot of tailwinds going in the right direction. However, like most things, there are going to be big winners and some big losers, and everything in between. That brings us to BeRemote, a startup hoping to take advantage of this red hot trend. Do they have what it takes to survive Firing Squad? Gotta listen to find out.
Whatever form it eventually takes, remote working is here to stay. In the previous episode of the show, we explored the challenges and opportunities of building a global remote team; in this episode, I wanted to get the hands-on perspective of someone who has built a highly successful remote-first company.
Everett Harper is the CEO of Truss, a software engineering business that has been fully remote for ten years. In our conversation, Everett shares myriad insights on hiring, communication, retention, culture and diversity, which will be of enormous value to everyone who's listening.
In the interview, we discuss:
Building a 100% remote company
Culture
Maintaining and measuring productivity.
Focusing on human connection and building systems to support that
The danger of expanding work hours
Exposing the fallacy of presenteeism
Putting diversity at the heart of the workforce
How to ensure you have the skills and talent you need
Salary transparency and consistency
Thinking differently about the things we are seeing
Do we understand the real implications of global mobility?
What does the future look like?
Everett's book - "Move to the Edge, Declare it Center."
Listen to this podcast on Apple Podcasts.
We talk about the pymetrics platform and the science behind it with founder and CEO Frida Polli.
One of the early discussion points in the pandemic was the access to global talent pools that the move to remote working could open up. Two years on, it is pretty clear that remote working is now a permanent fixture in the working life of many people. So how far are employers tapping into global talent pools, and what are the challenges and opportunities.
My guest this week is Nicole Sahin, CEO and Founder of Globalization Partners. Nicole and her company work with many employers who are building global remote teams, and she has some valuable insights and experiences to share.
In the interview, we discuss:
The long term trends that are coming out of the pandemic
Everyone everywhere
The benefits of building global remote teams
Diversity of ideas
Engagement & productivity
Building community
Common challenges
What mindset shifts are employers making
Understanding cultural norms
Building a global employer brand
Nicole's book " Global Talent Unleashed."
Listen to this podcast in Apple Podcasts.
In this episode, Katee and Jackye speak with Vivian Acquah, an inclusive Workplace Wellness Advocate. Vivian advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. Vivian Acquah is making topics related to workplace wellness & DEI accessible to everyone. She provides people with the right tools, at the right time, to embrace inclusive changes. Vivian motivates people to think consciously and inspires them to take action. As a multicultural and multi-passionate human being, Vivian inspires and empowers people to be their best selves. Becoming a mother inspired her to shift from being a Finance/ IT consultant to becoming a workplace wellness & Amplify DEI advocate. Vivian made a promise to her son Orlando (2013) to help make the world a better place by creating thriving workplaces for EVERYONE. This is a promise not only to him and his generation but also for future generations. www.vivalavive.com + www.amplifydei.com If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
What does someone do for an encore after winning the Global Executive of the Year award?
Politely decline several offers
Soul search
Meet impressive CEO and Founder
Define your 2 greatest strengths
Accept an offer that shares your values and leverages your natural talents
We welcome back Jason Putnam the new CRO of Plum.io to get his take on hiring in 2022.
Has Plum officially solved campus/new grad recruitment? Imagine hiring new grads whose soft skills match the job you are looking to fill.
This is exactly what every recruiting and hiring manager has ever dreamt of.
Matching education and experience is easy.
Matching soft skills? Impossible
Stay tuned as we will dig deeper on a future episode to see if this works….
At first glance, I didn't think this report would be very eye-opening. I. WAS. WRONG. The report stirs discussion around hard questions many HR and TA leaders have been asking themselves like.
What happens when HR leaders are severely disconnected from front-line recruiters?
What happens when it's harder to find recruiters than developers?
What happens when recruiters turn down working for your company due to a shitty tech stack?
Well, that day has arrived, and Aptitude Research's new report entitled: Talent Acquisition Technology and the Modern Recruiter only starts the discussions necessary in fixing a broken TA team, company, and industry. Chad and Aptitude founder, Madeline Laurano cover three of the seven key findings in the report.
At first glance, I didn't think this report would be very eye-opening. I. WAS. WRONG. The report stirs discussion around hard questions many HR and TA leaders have been asking themselves like.
What happens when HR leaders are severely disconnected from front-line recruiters?
What happens when it's harder to find recruiters than developers?
What happens when recruiters turn down working for your company due to a shitty tech stack?
Well, that day has arrived, and Aptitude Research's new report entitled: Talent Acquisition Technology and the Modern Recruiter only starts the discussions necessary in fixing a broken TA team, company, and industry. Chad and Aptitude founder, Madeline Laurano cover three of the seven key findings in the report.
The moment I saw Lee Andrese, write, "Dear Hiring Managers & Leaders - YOU are the candidates. Ghosting candidates after they've spent SIX HOURS with you? Shame on you." I knew I had to know more. Lee was sharing a job seeker's post and she was encouraging job seeker's to choose wisely! With years of experience in the recruiting profession, Lee is now a Learning & Development Leader, creating best in class recruiters at Onward Search. Tune into our fabulous conversation and you'll hear:
How rejected candidates hear ‘no’ matters! And it’s costing you.
Why recruiters need to be selective over the brands they represent
Ensuring you work for a company that you can support wholeheartedly
How changing an outbound message, can change the entire experience.
What it costs you when you let your company or client ghost a C-suite candidate
Making feedback of benefit to the person delivering it!
How to tackle those dreadful no feedback policies.
Grab a cuppa, pen and paper and settle in! ✍🏻
Huge 💚 to episode sponsor WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind.
Recruiting veterans to adapt their skills and take on jobs across a variety of industries.
It's only January, and it's already clear that the Great resignation will continue to be a huge talking point in 2022 as companies fight for the talent and skills they need. However, some employers are already reframing this challenge as a fantastic opportunity to attract talented people they might not have previously persuaded to move roles.
This isn't easy, and obviously, employer brand and employee experience are huge factors. However, there is a lot that talent acquisition teams can be doing to stand out from the crowd by focusing on the areas within their control that make a real difference.
My guest this week is Maggie Spong, VP of Talent Acquisition at Astra Zeneca. Astra Zeneca has certainly been thrust into the spotlight by the pandemic, but they have also spent the last few years developing several initiatives to differentiate themselves in their talent markets. In our conversation, Maggie shares a number of these, including their talent scout programme, building a personalised and inclusive candidate experience, and focusing on training and development for their talent acquisition team.
In the interview, we discuss:
How Talent Acquisition is evolving at Astra Zeneca
Using Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planning
Building a personalised and inclusive candidate experience.
Giving feedback to all interviewed candidates
The challenges of the pandemic
Encouraging candidate self-selection by showcasing the authentic employee experience
Turning The Great Resignation into The Great Opportunity
The role of technology
Employer brand advocacy
Investing in development and the Talent Acquisition Academy
Astra Zeneca's focus for 2022
Listen to this podcast in Apple Podcast.
We talk with CodeSignal CEO Tigran Sloyan about raising venture money, then putting it to work.
The Job Board Geeks Steven Rothberg and Jeff Dickey-Chasins join Serge and Shelley to give us their lowdown on what will be happening in Recruitment Tech and Job Board world in 2022.
We recep what happened in 2021 in the Job Board Space
Facebook jobs shutting down everywhere except Canada and US
Google for jobs impact since changes in October
Advice for TA Practitioners for budget allocation between the big boards and niche sites
Check out the guys on their podcast The Job Board Geeks available on all major podcast players.
What's better than three middle-aged white guys yelling at kids to get off the lawn? How about three middle-aged white guys talking about colonoscopies, Betty White, the state of COVID in America, and video games from the '80s? That - and much more - are what Chad, Cheese, and Tim "Sackadomus" Sackett did in the green room before their prediction show. And we recorded all of it. You're welcome!
We discuss the challenges of serving deskless workers, as well as the impact of Covid on front-line technology solutions.
How software helps businesses reduce their risks, maximize opportunities and keep up with constantly changing regulatory requirements.
You're probably texting right now, aren't you? And if you're not texting now, you will be soon. That's why text recruiting remains such a hot solution. And that's why industry veteran Ty Abernathy launched Grayscale. But there's a lot of competition out there - hello Canvas, TextRecruit, Emissary, Rectxt, and the rest - so escaping the Firing Squad with his pride intact is no guarantee. Did Ty survive, and what about that name, the one that sounds more like an investment firm or a bad '80s Tarzan movie? Gotta listen to find out.
When Suzanne Lucas‘s post, If You Think The Great Resignation Is Bad, Just Wait Until January, popped up in my feed, I knew I had to invite her onto the podcast. You may know Suzanne as The Evil HR Lady but she’s not at all! And we had a fabulous conversation that included:
the myriad of things Suzanne does, thanks to remote working
how the world of work has changed from ‘being a work giver’ to being ‘be grateful you have employees’
persuading your hiring managers that closing the door on remote, flexible and hybrid work will be the company’s downfall
salary shopping and bonuses, and what you can do if you simply cannot pay your people more
boundaries, vulnerability and honesty!!
Grab a cuppa, pen and paper and settle in! ✍🏻
What are the best companies to work for if you're a woman in 2021? Female-focused employee review site Fairygodboss is a good place to start. Co-founder and president Romy Newman join the boys and dives into the survey, which outlines companies from tech to finance to consulting and more. And if you didn't make it onto a Best of list this year, Romy tells you how you might get on the list in 2022.
Join Torin and Julie in welcoming LGBTQ+ leaders, Joann and Jennings as our end of year interview series wraps us up with some of the brightest and most influential voices in our space.
Join Torin and Julie in welcoming HBCU grad, author, and employer brand guru, John Graham to the show in part one of a two part interview you will not want to miss. John Graham’s professional passion is helping global companies uncover who they are at their core. Through award winning employer brand and employee value proposition development, Graham has discovered innovative ways to bring the humanity of employee stories to life. As a Diversity, Equity, and Inclusion (DEI) practitioner and culture transformation consultant, his work centers on improving the lived experiences of marginalized employee populations through bleeding-edge approaches that disrupt the status quo and create equitable and inclusive environments. Graham earned a bachelor’s degree in African Studies and a Master's degree in Education from Lincoln University. He also holds an executive certificate in Fostering Diversity and Inclusion from the Yale School of Management. Accolades include: - Double alumnus of Lincoln University - 1854 (Oldest degree-granting HBCU in the U.S.) - Fostering Diversity & Inclusion certification from Yale School of Management - Published author of Plantation Theory: The Black Professional’s Struggle Between Freedom & Security - Named to the 2020 Comparably List of Inspiring Employer Brand Leaders - Launched global employer brands for Fortune 50 Pharma & Biotech companies - Award-Winning culture marketing and talent attraction strategist
Join Torin and Julie in welcoming HBCU grad, author, and employer brand guru, John Graham to the show in part one of a two part interview you will not want to miss. John Graham’s professional passion is helping global companies uncover who they are at their core. Through award winning employer brand and employee value proposition development, Graham has discovered innovative ways to bring the humanity of employee stories to life. As a Diversity, Equity, and Inclusion (DEI) practitioner and culture transformation consultant, his work centers on improving the lived experiences of marginalized employee populations through bleeding-edge approaches that disrupt the status quo and create equitable and inclusive environments. Graham earned a bachelor’s degree in African Studies and a Master's degree in Education from Lincoln University. He also holds an executive certificate in Fostering Diversity and Inclusion from the Yale School of Management. Accolades include: - Double alumnus of Lincoln University - 1854 (Oldest degree-granting HBCU in the U.S.) - Fostering Diversity & Inclusion certification from Yale School of Management - Published author of Plantation Theory: The Black Professional’s Struggle Between Freedom & Security - Named to the 2020 Comparably List of Inspiring Employer Brand Leaders - Launched global employer brands for Fortune 50 Pharma & Biotech companies - Award-Winning culture marketing and talent attraction strategist
Joann S. Lublin was management news editor for The Wall Street Journal, working with reporters in the U.S. and abroad, until she retired in April 2018. She remains a regular Journal contributor. She speaks about issues such as leadership and executive women. She created the Journal’s career advice column in 1993 and kept writing its “Your Executive Career” column until May 2020. She shared its Pulitzer Prize in 2003 for stories about corporate scandals. She is the author of the popular 2016 book, Earning It: Hard-Won Lessons from Trailblazing Women at the Top of the Business World. She won the 2018 Lifetime Achievement from the Loeb Awards, the highest accolade in business journalism. She joins us today to discuss her newest book, Power Moms: How Executie Mothers Navigate Work and Life
Join Torin and Julie in welcoming creator of Being White, Redlining, and The Inheritance on a must listen interview. Kim Rice creates large-scale works using common materials. Her installations are a meditation on institutional racism and the policies that continue to affect American society today. Kim earned her BFA in Sculpture and MFA in Printmaking from the University of Oklahoma. Her work has been shown throughout the country including the Alexandria Museum of Art, the Fred Jones Museum of Art, the Northern Illinois Art Museum, the Delaware Museum of Art, the Peale Museum, and Prospect.4 Satellite. She has received multiple awards, including the McNeese Grant for Socially Engaged Practice.
Born in Kentucky, raised in California, educated in Oklahoma, loved in New Orleans and now home in Baltimore, Kim’s work is influenced by her two children and the pile of books by her bed.
This week, Torin and Julie discuss United Airlines ableism and the death of Engracia Figueroa and joined by special guests CEO, Michele Irwin, and Founding Board Member, Tinamarie Duff, of All Wheels Up. What is your take on this week's stories? Tell us on Twitter, FB and LinkedIn. Thank you to our sponsors and to the team at Evergreen! Interested in sponsoring Crazy and the King? Contact us today! Email us at CATK@CrazyandtheKing.com JobVite: Learn more at www.jobvite.com/catk Prepare yourself for Crazy and the King! Follow us on Facebook: https://www.facebook.com/CrazyAndTheKing Follow us on Instagram: https://www.instagram.com/crazyandtheking/ More on Torin and Julie: Julie: https://www.linkedin.com/in/juliesowashdisabilitysolutions Torin: https://www.linkedin.com/in/torinellis Cred: Production and Music: DJ Cellz Intern: Elizabeth Duff Image by Hand in Hand: Engracia Figueroa
This week: Paradox raises $200 million in Series C funding, Korn Ferry launches intelligence platform and more.
When I launched this podcast almost six years ago, I had an expectation that I was in it for the long haul, but I couldn't have imagined that 400 episodes later, I would be publishing two episodes a week, and the audience would still be growing. Thank you for listening and for your support; it means so much to me.
In keeping with the show's theme for this 400th episode, I want to look forward and not backwards. 2021 has been a year for talent acquisition like no other, and I believe we are seeing trends emerge that will shape recruiting for the next decade or more.
I've had some fantastic guests on the show this year, and I wanted to showcase highlights from five interviews that shine a light on some of the innovations and trends that have made 2021 so important, and that will, in turn, have a significant impact in 2022.
Interviews featured in this episode:
Ep 333: Automation, Simplicity and Experience
Ep 331: Transforming Recruitment Marketing
Future Live: DE&I
Ep 395: The Challenges Of Recruiting Recruiters
Ep 375: The Magic Of Behavioural Science
Listen to this podcast in Apple Podcasts.
A full transcript will appear here shortly.
During this episode, Jackye and Katee talk to Joshua Gilbert. Joshua Gilbert, CEO, and Founder, Circle Search, LLC. He has championed over 19 years in the tech space, all within Talent Acquisition, and consulting. Joshua avails 14 years' experience in team building for national and international tech startups. Joshua is a father of three amazing children and a husband to one. An overall superhero and genius, ex-Elite Athlete, former Homeless snob, Life Coach, Head Varsity Boys High School Basketball Coach PODCast host of Circle Search, and one hell of a recruiter.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Yves Boudreau, CEO of AlongSide and All On Board has some huge news to share. And he’s excited!
When the CEO of ZipRecruiters says your ATS is one of the best he’s seen, you’d better take that to the bank.
The complete set of tools is about to be unleashed in Canada. Where others fall short, this ATS has personality.
Career Beacon went 17 years without an upgrade and is now positioned to go coast to coast. It's got a new owner and purpose.
You heard it here first!
The pandemic, labor shortages, and a supply chain debacle have opened our eyes to many subjects like immigration, wages, retirement, remote work, working conditions, and many other factors that impact our everyday lives. These major events have provided clarity around many of these issues and on this episode Andrew Flowers, Labor Economist with Appcast sits down with The Chad and Cheese to start digging into a wide variety of these issues.
Because at the center of all the economic banter is, TALENT!
Cornerstone’s acquisition by Clearlake Capital, the pandemic’s impact on the company’s approach and its commitment to content.
We're thinking that entire employee experience encompasses so much more, and the pressure is that much higher on all of us.
In this episode, Jackye and Katee speak with Dr. Olomara Uwedimo. Dr. Omolara Thomas Uwemedimo is an empowerment coach, business development & growth strategist and CEO of Melanin & Medicine. In less than 12 months, she built Melanin & Medicine into a successful, multi-six-figure company that provides support, strategy & skills to help Black women physicians pivot into purpose-led careers & businesses & live more fulfilled & integrated lives. As a career transition strategist, she provides women with culturally-informed strategies and systems to reduce burnout, achieve personal and professional fulfillment, rediscover their purpose and ultimately, achieve their vision for life, without struggle or sacrifice. Prior to founding Melanin, & Medicine, Dr. Uwemedimo worked as a board-certified pediatrician for over 15 years and professor for over a decade, mentoring women in medicine to live more fulfilled lives. Her career has been defined by a passion for social justice, an advocate and researcher committed to health equity for both patients and providers. She has worked as a global physician across sub-Saharan Africa, Asia, and the Caribbean. She also is CEO and founder of Strong Children Wellness, an innovative family practice that addresses both unmet health and social needs for families in New York City. Dr. Uwemedimo is an expert in purpose-led entrepreneurship, career transition, navigating workplace racism and health equity for Black women in healthcare,. Her work has been featured in several media outlets including People.com, NBC News, Medscape, Essence.com, Newsweek, Crain’s, Politico, Reuters, and NPR. Enjoy!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Have you read SmartRecruiters' "Diversity Hiring Report"? aka The path to Hell is paved with good intentions... Ya' should, even if it is a little depressing. Chief Customer Officer Rachel Orston joins the podcast and discusses the results of surveying over 400 employers about diversity recruiting. Needless to say, we have a long way to go. Fifty percent of organizations have NO PLAN on diversity. Maybe we could start there. The good news: Lots of room for improvement.
We often talk about evolution in talent acquisition. That has always seemed appropriate in an area where the pace of change has been relatively slow compared to other areas of the corporation. However, what we are seeing now is much more like a revolution as talent shortages, changing business priorities, and rapid technological advancement send shock waves through the industry.
So what does talent acquisition transformation now look like, and how are employers moving at pace to keep up with the changing landscape.
My guest this week is Yasar Ahmad, Global VP of Talent at HelloFresh. Yasar is only six months into his role but has quickly embarked on an ambitious recruiting transformation strategy that is already showing tangible results.
In the interview, we discuss:
Talent acquisition challenges at Hello Fresh
Recruiting maturity
From 1.0 to 4.0 and beyond
Investment from senior leadership
Driving a vision based on candidate experience
Putting talent intelligence at the core
Hiring and retaining recruiters by communicating a long strategy and building a sense of purpose
The transformation roadmap
The role of technology
Automation
Turning candidates into customers
Hiring in 24 hours
Sustainability in recruiting
Listen to this podcast in Apple Podcasts.
Video remains one of the hottest technologies around when it comes to recruiting, and one company, Turazo, approaches it in a whole new way, bringing brand ambassadors and "culture-carrying employees" into the mix. Sound complicated? It kinda is. See if founder and CEO Pete Cipollone can survive the Firing Squad.
We've been talking continuously about challenging talent markets on this podcast since March. However, we've not so far mentioned the one specific skill shortage which is affecting everyone. The pressure on many employers to scale up their talent acquisition functions is immense, but hiring experienced recruiters has arguably never been tougher.
So what can companies do to attract and retain experienced recruiter talent while also building capacity and capability?
My guest this week is Amy Schultz, Global Head of Talent Acquisition at Canva. Canva has been scaling up at speed over the last few years, and Amy has some very valuable perspectives and experiences to share.
In the interview, we discuss:
The recruiting landscape at Canva
The current challenges recruiting recruiters when talent supply is even tighter than it is for software engineers
Perceptions of talent acquisition within organisations
Attracting and retaining experienced recruiters
Investing in developing skills to build rather than just buy-in
New sources of recruiting talent
Raising up and celebrating the profession.
Work, craft and impact
Building peeks rather than fixing potholes
Humans and technology
The broadening scope of talent acquisition teams
What should TA leaders be focusing on in 2022
Listen to this podcast on Apple Podcasts.
Although I've tended to work with very large enterprise businesses as a consultant, I've always been fascinated by startups and the lessons larger, more established companies can learn from them. Although the actual execution will always be different, I think there are some real insights around how smaller, more agile companies think about talent, candidate experience, and recruiting technology.
My guest this week is is Ben Butler, Head of People at Dublin based tech startup Evervault. Ben has worked for startup and scale-up companies on both sides of the Atlantic. He has a really fresh approach to talent and some great insights to share.
In the interview, we discuss:
Recruiting challenges in technology
The power of a strong value proposition
Cutting through the noise
Building effective outreach and automating follow up
How do you keep great people?
Building culture while scaling
Democratising information
Build speed into a tech stack for competitive advantage
The future of recruiting
Listen to this podcast on Apple Podcasts.
For many years I've been reading about the work UK retailer Timpson does to hire ex-offenders and other marginalised groups. What they do is a win win win situation. It's a win for the ex-offenders who get a job, it's a win for society as employment is a crucial part of breaking the re-offending cycle, and it's a win for Timpson as they get access to a large talent pool.
Now more than ever, employers need to be challenging traditional policies and beliefs to think differently about hiring. With that in mind, I'm absolutely delighted to welcome Darren Burns, Timpson's National Recruitment Manager and Head of The Timpson foundation, to the show. As well as running Timpson's own ex-offender hiring initiatives, Darren also advisors other companies looking to do the same, and he has some unique experience and advice to share
In the interview, we discuss:
The work of The Timpson Foundation
Timpson's motivations behind recruiting ex-offenders
Breaking the re-offending cycle
Working with prisons in the recruiting process
The benefits of employing ex-offenders
Advice to other employers
Accelerator prisons and prison reform
What's next for Timpson
Listen to this podcast in Apple Podcasts.
Angela Hood, CEO and founder of This Way Global who is in the Google Accelerator program. No half hearted efforts allowed. We talked about what it takes to be brought along in this program and it's nothing short of incredible.
Are gaps in employment a good reason to pass over a candidate or is that bias?
After reading the first 100 resumes can anyone really be expected to read another 100?
Its pretty bad when you think most candidates apply for the wrong job.
Fear not, TWG has created what we knew someone would eventually build and then took it a step further and made integration a snap.
Remember you heard it here first! The future has arrived
What exactly is High Volume Hiring? Is high volume different than a gig? Do I need a different system or will my ATS adapt? Why are applicants dropping out at such a high rate? ... and much much more... Cheese takes a nap and Madeline Laurano, Founder of Aptitude Research steps up to the mic to talk about her newest High Volume Hiring research. Quit rates are at an all-time high, 4.4m quit last month alone, and nearly a third of women have left or are contemplating leaving the workforce - reported by McKinsey. Let's face it the workforce, almost in its entirety, is just exhausted. What's Talent Acquisition supposed to do? Listen...
Patterns are changing, especially when so many workers feel empowered to jump from their current jobs.
Patterns are changing, especially when so many workers feel empowered to jump from their current jobs.
In this episode, Katee and Jackye speak to Jes and Jessica, co-founders of the Rise Journey, a DEI Consultancy. They share their thoughts on a number of DEI related topics.
Join Torin and Julie in welcoming creator of Being White, Redlining, and The Inheritance on a must listen interview. Kim Rice creates large-scale works using common materials. Her installations are a meditation on institutional racism and the policies that continue to affect American society today. Kim earned her BFA in Sculpture and MFA in Printmaking from the University of Oklahoma. Her work has been shown throughout the country including the Alexandria Museum of Art, the Fred Jones Museum of Art, the Northern Illinois Art Museum, the Delaware Museum of Art, the Peale Museum, and Prospect.4 Satellite. She has received multiple awards, including the McNeese Grant for Socially Engaged Practice.
Born in Kentucky, raised in California, educated in Oklahoma, loved in New Orleans and now home in Baltimore, Kim’s work is influenced by her two children and the pile of books by her bed.
The world knows Mr. Rogers. Mr. T. And even Mr. Mister if you're of a certain age. But Mr. ATS? Yes, industry veteran Peter Gold has taken up a moniker that a certain podcast cohost dubbed "Mr. VHS" because it seemed so outdated. Well, Gold is on the podcast after that remark and after writing a recent article titled, "Let Them Eat AI," where he decries the trend of artificial intelligence making its way into recruitment technology. If you're on the team that thinks AI is a bunch of malarkey, love a good chat about the past, present, and future of the ATS, and adore a British accent, then this episode is for you.
Bas Van de Haterd, Mr. Netherlands and host of Talent Savvy Podcast
Did you ever think we would see a good case for assessments in the hiring process?
Make it fun
Make it relative to the job
Now we know why the Europeans are 5 years ahead of Canada for technology and tools.
How did the Netherlands come out of the pandemic with a fresh coat of paint?
The Dutch are not experiencing the great resignation, in fact, just the opposite.
No one loves or hate a Vanilla Employment Brand
Check out Bas, read his book and listen to his new podcast Talent Savvy
He talks about talk about integrations, the impact of Covid and the Great Resignation, and the industry challenges he's keeping an eye on.
Jackye and Katee had more fun with Tara Robertson and she brought a friend! Alexandra Samuel and Tara recently published an article in the Harvard Business Review entitled "Don't Let Hybrid Work Set Back Your DEI Efforts". They share some of their findings in this episode and so much more! Tune in to hear all about it! Here is a link to the article: https://hbr.org/2021/10/dont-let-hybrid-work-set-back-your-dei-efforts
Every company is looking to discover rare breeds, whether they be in the company already, or roaming the pastures of commerce externally. But the HOW tends to be elusive. That's why Chad & Cheese brings Rare Breed author Sunny Bonnell on the podcast to dive into what companies can do post-pandemic to retain and attract the kind of talent that can take an organization to new heights.
Every company needs to have a great employment lawyer on speed dial! Rick brings over 30 years as an Employment Lawyer to this episode. We tackle a very controversial topic vaccines mandates, Bit of feelings, bit of opinions but mostly just facts.
Get schooled on what we forgot from grade 9 on The Canadian Charter, laws vs bylaws & what this means when we start talking about COVID mandates
The final word on including “Must be fully immunized” on our job ads.
https://inhauslegal.com/
The Great Resignation. Heard of it? Of course you have, and that's why you're hoping you can find a way to keep your best employees from jumping ship and going to your competition. Never fear, WorqDrive from industry veteran Tracey Parsons is here. But they have some stiff competition from the likes of Eightfold, Gloat and Fuel50. Can this little engine that could make it up that hill and survive the Firing Squad? Gotta listen.
Challenging talent markets and the increasing adoption of AI-driven technology are driving a revolution in recruiting. We now see recruiting automation happening in many ways, and it's becoming clear that talent acquisition is changing forever.
So how can employers use AI and automation technology to benefit recruiters and hiring managers and radically enhance the candidate experience?
To help answer these questions in a practical way, I have two brilliant guests: Rhonda Lloyd, Director of People Solutions & Recruiting at Webhelp and Barb Hyman, CEO at Predictive Hire.
In the interview, we discuss:
How Webhelp is addressing recruiting challenges across the globe
Putting candidates in control
Is this the most innovative time we've ever seen in talent acquisition?
Humans don't scale
Automation and Smart Technology
Finding undiscovered talent
The end of the resume?
Giving personalized feedback to every candidate
Increasing both speed and quality
Re-imagining the role of the recruiter
Ethics and transparency
Advice to talent acquisition leaders around AI vendors
Why the future is personalized
Listen to this podcast in Apple Podcasts.
Over the last couple of years, I've become fascinated by the innovation in the tools available to assess candidates in the recruiting process. While there are a growing number of impressive technologies and techniques, up to this point, it has actually been quite challenging to get solid case study evidence of effectiveness.
My guest this week has recently run a case study based award process for assessment innovation that provides the evidence of adoption and success that we have been looking for.
I'm delighted to welcome Netherlands based consultant Bas van de Haterd back to the show. Bas has been on the podcast a few times showcasing new thinking in assessment and, in this conversation, talks us through five very different case studies of assessment innovation in action.
In the interview, we discuss:
Assessment innovation and adoption
Using inclusive assessment techniques to broader talent pools and increase diversity
Improving recruiter efficiency and effectiveness
Mapping cognitive capabilities and ignoring resumes
Lessons in spotting long term potential from elite sport
Alleviating burn out
Measuring ROI over long periods of time
Mitigating bias
What can we expect to see in 2022
Listen to this podcast in Apple Podcast.
When the fabulous Ed Han suggests you interview two of his favourite hiring managers, you know it'll be a brilliant conversation! And it would seem I am not Ed's only fan. Do your hiring managers speak about you in such glowing terms? 🤩
In this episode you'll hear Cenlar's Girish Jain, VP of Enterprise QA & Architecture, and Josh Goldstien, VP of Operations Strategy talk about:
hiring when the company initially wasn't ready for remote working & when you want to use a whiteboard!
overcoming the hierarchy of communicating and the benefits of not flying people in for interviews.
the reasons Girish will help source people, gives the heads-up on future hiring, and the benefit of giving prompt feedback
the reasons Josh gets involved in the offer - super important in this market!
reeling in the people you want to work with - it's a partnership, a 2 way street.
...and recruiters are not a service!
Huge 💚 to episode sponsor WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind.
Modern Hire's executive vice president of innovation discusses tools and research in talent acquisition.
Allyn & Tracey have a fascinating conversation with Coby Schneider from Intel. Coby has a an intriguing career path from TA operations and recruitment marketing focus to embedding within the business to drive workforce strategy and workplace of the future programs.
As external talent markets get ever more challenging, internal mobility is becoming a more significant issue. Unsurprisingly then, one of the major themes of the past year has been the ever closer relationship between talent acquisition and talent management.
So how are the most innovative companies holistically looking at talent acquisition and talent management, and how is technology helping them.
My guest this week is Lisa Niesen, Head of Talent Management Solutions at SHL. Lisa has been doing a lot of work at the intersection of talent acquisition and talent management and has some valuable insights to share.
In the interview, we discuss:
What effect are challenging external talent markets having on talent management?
The growing importance of retention and mobility
Career paths and development opportunities to keep people engaged
Rethinking traditional career structures
The role of assessment and technology
Gathering insights on skills
Being better with data
Advice on bringing talent acquisition and talent management together within the organisation
What does the future look like?
Listen to this podcast on Apple Podcasts.
Not surprisingly, SAP Fieldglass's CTO spends a lot of time thinking about contingent workers and contractors.
There is a lot of talk about Diversity, Equity and Inclusion in talent acquisition, but when you dig below the surface, the amount of practical action happening doesn't live up to the promises made.
A few weeks ago long time friend of the podcast Bas Van De Hatred introduced me to one of the most inspiring recruiters I've spoken to for a long time.
Eugène van den Hemel helps employers recruit talent from communities that are historically underrepresented in the job market. In the last few years, he has been doing some pioneering work helping to connect refugees with employment opportunities and, in so doing, opening employers' eyes to an incredible pool of talent.
In the interview, we discuss:
Recruiting to make matches that matter
Dealing with inaccurate preconceptions
The power of humans meetings humans
The problem with current thinking on certifications
Advice to employers looking to hire refugees
Broader leaning for recruitment in a time of automation and technology
Jobs For Humanity
What is the future of recruiting?
Listen to this podcast in Apple Podcasts.
Exciting to bring one of the most influential leaders in the Talent Acquisition space Christian Forman - CEO of Appcast.
We find out how Appcast came to life.
How the joint partnership with Workopolis called Applify happened.
Was Indeed in the running to acquire Appcast before Stepstone stepped in?
The unique story of how a small city in New brunswick Canada became Appcast secret weapon.
Why is programmatic recruitment advertising growing faster in some countries then others?
Mobile application have now reached 60% of overall job applications. What's the experience for your candidates applying from a mobile phone with your company?
Find out what keep Christian up at night.
Technology has been a great thing for recruiting, but there's a dark side. Namely, artificial intelligence. A.I. has made companies more efficient and effective, but it's also been a roadblock for job candidates and a hindrance for hidden workers to get ahead. EEOC commissioner Keith Sonderling joins the boys to give a high-level education on the current state of how the government is dealing with the questions around tech and employment.
We talk with Sean Behr, the CEO of high-volume recruiting firm Fountain, about Covid-19’s impact on hiring and the dynamics of the labor market in general.
Talent markets are crazy, recruiting is tough, and it can be challenging to get any sort of perspective on what is going on. So how can we make sense of everything and, in a world that feels out of control, what can talent acquisition professionals actually do that will make a difference.
My guest this week is Andrew Flowers, Labor Economist at Appcast. Andrew is combining traditional labor market analysis with Appcast's unique proprietary data into Recruitnomics. Recruitnomics combines cutting edge insights with real-world business applications making Andrew overview of market trends in this interview a must listen for everyone.
In the interview, we discuss:
Job market trends
Data sets and sources
Key variable and levers
Wage growth
The impact of government support
The continuing influence of the pandemic
Rising recruiting costs
Will things ever "normalize"?
Skinny application flows
Politics and policies
Programmatic tools
Advice to talent acquisition professionals
Long term trends to keep an eye on
Listen to this podcast in Apple Podcasts.
After The Chad, introduced me to the fabulous people at Evergreen Podcasts, who now host this very podcast, and we got chatting about hiring disasters, I just had to interview their Chief Creative Officer, David Allen Moss. Stop what you're doing, grab pen & paper, and hear Katrina & David laugh a lot and talk about:
Commodore 64s, digital signage, and the beginnings of Evergreen!
How Evergreen differentiate themselves through their collections - check out the HR interview playlist!
Adjusting to a hybrid world & going against the flow and buying a building 😮
Getting clear on hiring workflows, and the problem with out of sight, of mind.
Creatively sourcing applicants and working out who they need to hire.
Going beyond the CV and trusting your recruiter to get a good fit.
The book Creativity Inc and the power of collaboration in the future of podcasting.
Huge 💚 to episode sponsor WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind.
With everything that is going on in the market, it is more important than ever to understand the factors that make people feel positive enough to want to advocate for their employer or feel negative enough to want to leave their job.
My guest this week is Marcus Buckingham, Head of Research, People and Performance at The ADP Research Institute. Marcus is well known in the industry for doing pioneering research work. He has just realised a report with a new model that measures the impact and performance of HR through the lens of employee experience. The results are fascinating and illustrate just how much influence the performance of HR can have on a company's talent brand.
In the interview, we discuss:
The current state of the market and the reassessment of work
The HR XPerience Score
Measuring the effectiveness of HR through employee experience
Can HR drive positive employee behaviours?
What are the levers to create a great experience?
How HR experience drives talent brand
How HR can drive attrition
Characteristics of a high scoring HR function
Results that run counter to current megatrends
The importance to humans of being seen at work
What does the future look like
Listen to this podcast in Apple Podcasts.
Amanda Young has just authorized an amazing children's book and she is here to share what drove her to write the book, "Jumo the Unicorn". Amanda is so transparent about her journey about how to drive inclusion and Jackye and Katee loved hearing about it all-including the animals!
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Recruiting grads or recent grads? This is a must listen episode as Steven Rothberg Founder and Chief Visionary at CollegeRecruiter.com joins Serge and Shelley.
Steven is the only person in history that has ever moved to Minnesota for the weather (Not Really but it's a good story!)
Do you need a degree to be in sales?
Emphasizing GPA is not helping your DEI strategy.
Employers should focus on building relationships with Career Services
What is Handshake?
Concerned about young employees job hopping? treat them well and pay them fairly
Steven explains succinctly programmatic vs. performance based job advertising.
Believe it or not, a lot of ad agencies that don't target recruitment do recruiting marketing work. One such agency is Point to Point out of beautiful Cleveland, and we invited CEO Megan Kacvinsky on the show to talk about a recent campaign they did for Ferguson to help attract more young folks to a trade profession. The social media of choice to get in front of this audience? Gotta listen to find out!
In this episode, Jackye and Katee chat with Joseph Ifiegbu about futbol, dream jobs and the tool he co-founded that can help HR teams by analyzing their data, eqtble.
Prior to eqtble, he garnered extensive experience in the field of analytics. Most recently, as the head of HR Technology at Snap, he implemented best practices for systems architecture and built the foundation and strategy for HR analytics. While leading WeWork’s People Analytics team, he built out the team to support over 15,000 employees and help improve employee engagement and satisfaction.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Recruiting automation via conversational AI is proving to be an effective way to help solve some of the unique challenges in today's talent markets. But how are employers actually using it, what benefits are they getting, and how do they manage the balance between humans and machines.
My guest this week is Victor Gaines, Senior Vice President, Talent Acquisition at Aveanna Healthcare. Aveanna has been using automation technology to vastly increase efficiencies in its recruiting process. Victor has some exceptional advice and insights to share on choosing and implementing technology, as well as some fascinating thoughts around the future of recruiting.
In the interview, we discuss:
Talent acquisition challenges in the home care market
Working at scale when speed is a critical issue
The role of technology in creating internal and external efficiencies
Building an engaging candidate experience with automation
Being people first
Balancing technology and humans
Advice to TA leaders on evaluating and buying technology
What to look for in vendor partners
Screening people in rather than ruling them out
The future of recruiting
Listen to this podcast in Apple Podcasts.
Digital transformation is currently one of the fundamental drivers of talent strategy for many organizations. Ensuring your company has the right balance of skills is a complex task involving talent acquisition, L&D, retention, internal mobility and an effective HR and Recruiting tech stack.
So how are employers managing the complexity of all of this while prioritizing the employee experience?
My guest this week is Harm Otten, Executive Vice President Human Resources at DHL Global Forwarding & Freight. Harm has spent the last few years focusing on the talent aspect of digital transformation within his organization, putting recruiting technology at the heart of the strategy.
In the interview, we discuss:
Digitizing the HR organization
Improving the employee experience
Creating a job architecture and an internal career marketplace
Building an HR tech stack around a core systems
The advantages of using end to end recruiting technology
The impact of the pandemic on working practice
How digital transformation is changing skill requirements in a competitive market
The vital importance of EVP and being an attractive employer
Being applicant centric
Combing cultures after an acquisition
The future of recruiting
Listen to this podcast in Apple Podcasts
The boys welcome Namely CEO Larry Dunivan to the show to talk industry history, leadership, issues of diversity and inclusion, as well as a growth strategy and whether or not an IPO is in the offing.
It's rare to find a CEO who has worked from the bottom to the very top of the HR software industry ladder. It's even rarer for a CEO to have industry experience combined with the ability to understand software, systems, sales, marketing, and infrastructure since before the days of mainstream internet adoption.
Larry Dunivan is that rare CEO.
Corporate leaders, wannabe leaders, DEI proclaimers, and every HR and recruiting industry vendor should have this interview on a continuous loop. You're welcome!
Our favourite Scots! Adam Gordon joins The Recruitment Flex. Adam's knowledge and passion on recruitment marketing shines through in this episode.
Adam shares how CandidateID plans to spend to spend their latest round of funding.
Why is North America slower to adopt recruitment technology then UK and Europe?
How can organisations help recruiters come up for air.
Onboarding new employees, who should own it?
Is being a recruiter the most stressful job in the world? (Hint: it's not)
Plus we find out what a utility kilt is!
As our working lives become ever more focused on digital screens and devices, how can employers ensure that they support their employees' mental wellness? Also, with the growth of digital tracking and surveillance in work technology, how can HR step up to defend cultures and long term productivity by ensuring people are treated as humans and not machines.
My guest this week is Dr Anastasia Dedyukhina, founder of Consciously Digital. Anastasia writes, speaks and coaches extensively around the impact of devices on wellbeing and the challenges around the use of technology at work.
In the interview, we discuss:
Screens, devices and mental health
Establishing boundaries and regaining balance
How employers can help
Productivity and deep work
Digital presenteeism
Tracking and surveillance
Why HR needs to step up
What would an ideal world look like
Listen to this podcast in Apple Podcasts.
Keeping employees is as difficult as attracting employees at the moment, and, as ever, it is particularly tough in the tech sector. The relationship between employees and employers is changing, and shared values are a vital part of this.
My guest this week is Michel Visser, VP People Success & Enablement at software company Unit4. Unit4 are taking a holistic values driven approach to recruitment and retention. It is also a strategy based on innovation and experimentation, and Michel has some extremely valuable perspectives to share.
In the interview, we discuss:
Recruiting challenges in tech
Talent on the move
Making work more than transactional
Taking a holistic view of employee success
Being innovative with compensation and benefits
Meaning versus tokenism
Using core values as a compass
Demonstrating values through candidate experience
What is the future of work?
Listen to this podcast in Apple Podcasts.
The CATK Interview with Frantz M. Berthaud Administrative Director, Disease Center Operations of the Lowe Center for Thoracic Oncology and the Center for Cancer Therapeutic Innovation at Dana-Farber Cancer Institute. Frantz gives incredible insight into health equity, DEIB in healthcare, "surviving" & critical impact of clinicians who look like their patients. About Frantz: Frantz M. Berthaud is the Administrative Director, Disease Center Operations of the Lowe Center for Thoracic Oncology and the Center for Cancer Therapeutic Innovation at Dana-Farber Cancer Institute -- the largest National Cancer Institute designated Comprehensive Cancer Center in the nation. He’s accountable for the personnel, finance, and clinical operations for the hospital's lung cancer and phase 1 centers. At DFCI, he serves as co-chair for the employee resource group shaping and informing the Institute’s diversity, equity, and inclusion (DE&I) strategy and on the hospital’s ethics committee. His decade-plus experience in healthcare ranges from research, management, operations, to strategy. Frantz teaches healthcare strategy at the graduate school level at Boston University School of Public Health (BUSPH) where he also serves on an advisory board. Frantz is a member of the American College of Healthcare Executives (ACHE) serving as co-chair on the DE&I and as a member of the programs committees. In all of his roles, he applies a social justice lens informed by his commitment to health care equity. Frantz holds a Masters in Public Health from Boston University School of Public Health and a Bachelor of Arts in Biology and Philosophy from Boston College. He lives in Boston, MA with his wife and daughter. What is your take on this week's stories? Tell us on Twitter, FB and LinkedIn. Thank you to our sponsors and to the team at Evergreen! JobVite: Learn more at www.jobvite.com/catk Prepare yourself for Crazy and the King! Follow us on Facebook: https://www.facebook.com/CrazyAndTheKing Follow us on Instagram: https://www.instagram.com/crazyandtheking/ More on Torin and Julie: Julie: https://www.linkedin.com/in/juliesowashdisabilitysolutions Torin: https://www.linkedin.com/in/torinellis Cred: Production and Music by: Marcel "DjCellz" Boykin Image Frantz M. Berthaud Social Shorts: Elizabeth Duff
Gerard Charlot is passionate about helping the BIPOC community by addressing systemic challenges in the health care system by educating people of color about their health issues and connecting them with clinical trials. The Idhini Platform is a digital health marketplace, for and by the BIPOC community, that provides community members with the best and most relevant clinical trial options and health information. Gerard Charlot has over 20 years of experience in technology, finance, healthcare, as well as community outreach and development. He has also been involved in a number of civic initiatives. Thank you to our sponsors and to the team at Evergreen! Interested in sponsoring Crazy and the King? Contact us today! Email us at CATK@CrazyandtheKing.com JobVite: Learn more at www.jobvite.com/catk Prepare yourself for Crazy and the King! Follow us on Facebook: https://www.facebook.com/CrazyAndTheKing Follow us on Instagram: https://www.instagram.com/crazyandtheking/ More on Torin and Julie: Julie: https://www.linkedin.com/in/juliesowashdisabilitysolutions Torin: https://www.linkedin.com/in/torinellis Cred: Production by DJ Cellz Image Gerard Charlot
Talent Acquisition is uniquely challenging at the moment. Impossible talent markets, virtual recruiting, and evolving EVPs are just a small selection of TA leaders' current challenges. At the same time, we are seeing an unprecedented amount of investment and innovation in recruiting technology being driven by AI. So how does everything join up, and how can talent acquisition teams use AI in a strategic way to address the problems they face
My guest this week is Rebecca Warren, part of the Customer Success team at Eightfold AI. Rebecca is a former TA leader, which gives her some unique insights and advice to share on using AI strategically.
In the interview, we discuss:
Talent Acquisition challenges
The best way of connecting with candidates in the current environment
Looking beyond the resume
Using AI to fin skill adjacency, talent and potential
DE&I, what is happening in practice?
Which new ways of working are long term trends
How AI can make Talent Acquisition more strategic
The evolution of the EVP
Practical examples of AI in action
Advice to talent acquisition leader on AI
What does the future hold?
Listen to this podcast in Apple Podcasts.
Shelley fly's solo this weeks and welcomes a recruitment industry powerhouse! Katrina Kibben, CEO of Three Ears Media We found the cure for Recruiters who have writer's block! Let’s get back to our roots on why we love this industry. Katrina is the pace setter on how to extract the information you need to write compelling honest job advertisements. - Writing to attract Tech talent made easy - Hold up the mirror and see yourself as the ideal candidate - The final answer on why the staffing industry will never pick up their game on writing good quality job ads. - Do take the time to visit Katrina's site and download a practical guide on intake meetings. You can also find some really useful information and a great workbook on writing job ads. https://www.threeearsmedia.com/rewrite.html
With a solid track record as a CMO who introduces new concepts to consumers; she made the leap over to HR & Recruitment where Lori has been instrumental in building the Recruitment Marketing profession. Taking Rally members from 100 to 30,000 strong.
For recruiters who are sick and tired of chasing the next requisition with nothing but crayons & string maybe it's time for an upgrade.
Rally is your next stop to get your marketing skills up to speed and trade up for a better job in recruitment marketing.
Time to pull down all those cheesy stock photos on your career page and get serious about talent attraction for your company.
If you want to hear the simple truth about DE&I in the workplace - you have come to the right place. Dr. Leeno Karumamchery from Mesh/Diversity breaks it down it down for us. Let's begin with the simple facts of the human brain and neurons. OK, so there is nothing simple about the human brain yet Leeno explains this in a way we grasp. In this episode we hear: - Culture fit’ is a smoke bomb - Elephants look different to everyone - Employee surveys might not be the best way to approach DE&I When you hear; “We have an inclusive culture, but we promote based on merit” Just run away!
Think your pandemic policies and practices were a lot to deal with? Try cat-herding a 30,000-person company. That's just what Commscope faced and Head of Global TA Julia Levy is on the show to talk about just how they did it, and shares a lot of the questions still unanswered. It's a candid discussion on a challenge a lot of companies are facing, but are too afraid to talk about. Julia puts it all on the table and it's a discussion anyone in the world of HR and TA should not miss. Brought to you by those texting fanatics over at Nexxt. Do you need better engagement and deeper penetration into your talent pools? Call Nexxt!
Over the last couple of years, I've developed an increasing interest in the use of behavioural science in advertising and marketing and its growing relevance in broader business disciplines. I'm absolutely convinced that it offers a route to incredible innovation in talent acquisition and therefore is something we should all be actively investigating.
So what is behavioural science, and what implications does it have for recruiting, diversity and the future of work. There is no one better to explain all of this than Rory Sutherland, Vice Chairman of Ogilvy. Rory is one of marketing most original thinkers and influential speakers. He is a pioneer of behavioural science in business, and it's a huge privilege to have him on the show to share his thoughts about talent and talent acquisition.
In the interview, we discuss:
Why Behavioural Science is the science of knowing what economists are wrong about
The dangers of defensive decision making
Finding psychological truths and the importance of emotions
Why Uber has a map
Recruiting for diversity of thought
How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability
While the average is not the optimal solution
The difference between equality of opportunity and diversity of opportunity
Why work is a relational relationship, not a transactional one
Cost reduction versus lost opportunities
Personalising the value exchange between employer and employee
The future of work and why it has taken a pandemic to get us there
Follow this podcast on Apple Podcasts.
Matching is hot, but no one has cracked the SMB market. Enter The Sieve. Yeah, we know, horrible name, but how's the tech, strategy, and team? COO and co-founder Michael Yinger, an industry veteran who's done time at PeopleScout and Randstad, thinks he's got some good answers. But listeners know Chad & Cheese will have the final word on this startup that's looking to face the Firing Squad unscathed. Does he come out alive? Gotta listen to find out. Firing Squad is brought to you by those crazy programmatic geniuses over at Pandologic. Get better results with a more targeted approach to attracting candidates? Check out Pandologic.com!
The relationship between employees and employers is fundamentally changing. The integration of work and life has never been more in focus. Making work better for employees is no longer a wish list item; it is imperative for competitive advantage. So who is leading the way here, and are we seeing a short term trend or a permanent shift?
To help answer these questions, my guest this week is Scott Behson, a professor of management at Fairleigh Dickinson University. Scott has recently published a book called The Whole Person Workplace, which explores how employers are building better workplaces by focusing on Work-Life, Wellness and Employee Support.
In the interview, we discuss:
What is the whole person workplace?
Rethinking work
What are leading employers doing
Flexibility and trust
Small companies versus large companies
The growing power and influence of employees
Workers whose roles are tied to time and place
What could the future look like
Listen to this podcast on Apple Podcasts.
Talent markets continue to be challenging globally, and employers have to think differently to fill the talent gaps within their organisations. So what strategies are working, and what might the future look like?
My guest this week is Heather Moyer. Heather is the President, CEO and Founder of HNM Systems, which provides talent and consulting services to the Telecommunications, Utilities and IT sectors. Heather shares her experience and expertise of working in markets with severe skill shortages and discusses how employers are responding to the current situation.
In the interview, we discuss:
Talent market challenges
Focusing on retention and meeting the needs of employees
Career development and mentoring
Authentic employee engagement
Predictive analytics for talent acquisition
Identifying and persuading hard to find talent
What could the future look like
Listen in Apple Podcasts
In this episode, Katee and Jackye speak to Dr. Aysha Khoury, an esteemed professor who lost her job after being asked to talk about inequities in medical care for people of color. The story is tough to hear but we need to listen and learn what we can do to help bring change.
If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf
We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Who should own the employer brand? HR? Talent Acquisition? or maybe, oh I don't know... MARKETING!?!? Brandon Linn oversees employer brand marketing and social media while reporting to Marketing. It's a refreshing look at the past, present, and future of the EB profession, with a sobering perspective on how to sell marketing on recruiting, and vice versa. Enjoy this exclusive brought to you by the mad A.I. parsing and matching skills of Sovren.
Employee experience, hybrid working, DE&I, workforce fluidity, and workplace technology. These are just a few of the challenges employers face as they shape their talent strategies for these disruptive times. So how are the leading companies thinking and behaving, and what lessons are there for everyone else to learn.
My guest this week is Tammy Browning, President of KellyOCG. Kelly OCG has recently published their 2021 Global Workforce Agility report, and in our interview, Tammy talks through the findings and identifies what vanguard companies are doing to deal with the current challenges.
The current state of global talent markets
The main challenges employers are now facing.
The relation between leading edge technology and productivity
Deploying DE&I strategies across the total workforce
Workforce fluidity; bridging talent gaps with contingent labour
Why employee experience is critical to overall success
The Great Resignation
How technology is being deployed and adopted
What long terms trends should we be monitoring?
Listen to this podcast in Apple Podcasts.
In this episode, Jackye and Katee speak with Helvetikah Blak @helvetikahblak , an amazing drag queen! She shares a lot about her journey and how she has finally come into her identity as non-binary and the work she is doing to blend her education and life experiences. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
2021 has seen mindblowing levels of investment in HR and Talent Acquisition technology. Work Tech, as it is now becoming known, is strategically critical to talent acquisition, and it is essential that leaders keep themselves up to date with the market.
To help us all with this, I'm delighted to welcome George LaRocque back to the podcast. George is one of the leading analysts who track talent acquisition technology, and it was great to get a market update from him.
In the interview, we discuss:
Why HR Tech is morphing into Work Tech
The trends that the pandemic has accelerated
Automation
Merges, acquisitions and the implications for employers
Advice to employers on shaping Work Tech strategies
George's new community based Accelerator, Impact WorkTech
Listen to this podcast in Apple Podcasts.
A complete transcription of the episode will be posted shortly.
Hung Lee Chief Curator at the Recruiting Brainfood rejoins The Recruitment Flex to try to give some clarity with what's going on in this crazy recruitment world right now. We always get incredible insights from Hung and this episode is no different starting with why you should not drink coffee first thing in the morning.
Hung's strategy for Recruiting Brainfood - It's brilliant he doesn't have one! Strategy is sometimes the excuse to procrastinate!
We try to figure out when is the correct timing to bring recruitment into your organization
Is how we manage changing before our eyes
Hung drops so many points we couldn't keep up.
Welcome back to VOICES w/ Amy Butchko SAIC's Director of Talent Acquisition Solutions. This is the final episode of this 5 part binge-able series. We pick up the conversation around a debate in HR about augmentation vs. robots enjoy. TOPICS: - Augmentation over Robots - Building Recruitment Teams - Wage inequity solutions - Moving Fast and Breaking Shit!
welcome back to VOICES w/ Amy Butchko SAIC's Director of Talent Acquisition Solutions. This is episode 4 or a 5 part binge-able series. You're gonna love this episode! TOPICS: - The Great Resignation - Talent Pipelines are not instant - Where are the robots?!? - AI is a puppy
Welcome back to VOICES w/ Amy Butchko SAIC's Director of Talent Acquisition Solutions. This is episode 3 or a 5 part binge-able series. We pick up the conversation around building a Talent Solutions team from the ground up - enjoy! TOPICS: - Building Teams - Is AI sourcing the futrure? - Overbuilt job descriptions - Does social media drive hires?
Welcome back to VOICES w/ Amy Butchko SAIC's Director of Talent Acquisition Solutions. This is episode 2 or a 5 part binge-able series. We pick up the conversation with me challenging Amy on hiring company "special self-inflicted needs" when it comes to technology and yes I just used air quotes - enjoy! TOPICS: - Imploding your hiring process - Engineering a new apply process - Marketing infused nurturing and hiring - CROs are people too... and they have budget :)
Hey it's Chad, it's been a minute since we've had a deep dive VOICES series and after speaking with Amy Butchko, SAIC's Director of Talent Solutions I knew a single 20-minute podcast wouldn't be enough and instead of dropping these one podcast at a time we're doing it Netflix style so you can easily discover and binge the entire series - enjoy! TOPICS: - Internet Recruitment 2000 - From Rolodex to automation - The rise of Jobs2Web? - Why don't employers fix their shitty UX?
It is an absolute delight to be back after a slightly longer summer podcasting break than I was anticipating. I've nearly finished my book and, most importantly, have put a lot of time into planning the future of RecruitingFuture. The first thing to announce is that there will now be a full transcript of each episode in the show notes to make recruitingfuture.com more accessible and more searchable. The transcripts start from episode 369 onwards. I'll have more exciting news to share in the coming weeks, so keep listening and make sure you subscribe to the show whether you get your podcasts.
So on with Episode 370, earlier in the year, my long-time collaborator Mervyn Dinnen and I partnered with the team at SHL on a piece of research into the future of candidate experience. We identified six fundamental shifts in thinking which will help employers deliver an exceptional candidate experience and have published all the findings in a new whitepaper.
To talk through the six shifts, I'm delighted to welcome one of my co-authors on the whitepaper Sam Whiteman, Head of Solutions at SHL. Enjoy the conversation, and please download the whitepaper once you've had a listen.
In the interview, we discuss:
• The current state of candidate experience
• The employer brand opportunity
• Translating lessons from consumer experience into candidate experience
• Automation and asynchronous empowerment
• Realistic job previews
• Real-time candidate experience optimisation
• Offering personalised feedback at scale
• Authenticity
• Demonstrating Diversity, Equity and Inclusion
• The role of technology
• Realistic and practical advice for talent acquisition leaders
Download the whitepaper
Listen to this podcast in Apple Podcasts.
When Indeed goes from $33-per to $300-per-applicant it's time to burn it down, build up something new, and then look to the future to rinse and repeat. Seriously, can imagine discovering your cost-per-applicant on Indeed has gone from $33-per to $300-per-applicant. Well, that's just what happened to Jenny Cotie Kangas, director of digital experience and TA at Regis Corp. The boys dig into Jenny's story, her interactions with Indeed, and what she's done since to right the ship going forward. It's a cautionary tale every employer should know, so listen up! After burning it to the ground you'll want to build your talent systems back with the best matching software in the industry. Sovren, AI so powerful it's scary. Scary good :)
Social media is hotter than ever! Okay put your phone down it's not time to check Tiktok for pet videos and NBA highlights! You'll want to hear all the latest background check trends with social media with the president of Social Intelligence Social Screening Bianca Lager. Should screening social media be a standard hiring procedure? Is social screening even more important during the age of remote work? What about detecting bias and intolerance? You'll hear answers to those questions and much more in this Nexxt-powered podcast!
In this episode, Katee flies solo to talk to Wil Shelton, author of "Silent Agreement" which relates the corporate experience for people of color to a boxing ring. The book and the stories from Wil shed some light on the silent agreements that are made at work and why they do not serve people of color. Have a listen! If you'd like to buy the book, go here: https://www.thesilentagreement.com/ Thanks for listening! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
People with disabilities represent 15% of the global population but are often left out of diversity initiatives, programs, surveys, and even basic conversations about workplace inclusion. Recent research from Global Disability inclusion and Mercer on the engagement gap of employees with disabilities shows a difference in some areas of up to 13% lower than non-disabled colleagues.
So with many employers seeking to do better with equity, inclusion and belonging, what can they be doing to address this problem.
To help us get some more insights into the issues, my guests this week are the research report authors Meg O’Connell, CEO & Founder of Global Disability Inclusion and Pete Rutigliano, Senior Principal at Mercer.
In the interview, we discuss:
• The State of Disability Employee Engagement Study
• Employer attitudes to disabilities
• Attitudinal barriers and dispelling myths
• Research methodology and scope
• Reasons for the engagement gap
• The employee experience for people with disabilities
• Building the right level of trust to allow people to be themselves
• Hidden disabilities
• The benefits of inclusion
• Lessons from the pandemic
• Hopes and predictions for the coming years
Listen to this podcast in Apple Podcasts.
Buckle up everyone you are in for a deep and thought provoking podcast. Allyn Bailey & Tracey Parsons explore the topics of what it takes to be an entrepreneur and especially a woman entrepreneur with Lauryn Sargent the founder and partner of Stories Incorporated the premier employer branding agency focused on leveraging stories to create impact. What is amazing about talking to Lauryn, is that immediately the dialogue began to center around each of the ladies personal stories. The result is an amazing, raw and real conversation. Enjoy!
It's hard to believe that this was Steve Norman's first ever podcast interview! The conversation flowed effortlessly and it was so interesting hearing how VIOOH's Head of Engineering went about hiring 13 Java Developers effortlessly and in partnership with the inspirational Liz Dowling. Stop what you're doing, grab pen & paper, and hear Katrina & Steve talk about:
lessons learned in his varied career & cultures
being hired remotely in a pandemic & the benefit of VIOOH adopting a hybrid model early
joining and managing a team remotely and the benefit of Connected Days
how you can hire 13 Java Developers even when there is such a shortage!
partnering with the People team for all the right reasons.
Giving feedback to every candidate swiftly... because developers talk!
Huge 💚 to episode sponsor WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind.
Welcome to our first episode of our new podcast series Chats with Smart People. This month we are joined by Tyler Weeks, Head of partnership and Strategy at Hiredscore. We talk about his move from a corporate role to HR technology company. That is just the start though, we talk about so many interesting things. Have listen but don't blame us is you start laughing and spray coffee out your nose.
One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.
In the previous two episodes, we looked at the evolution of corporate executive recruiting and what employers should be doing to improve the diversity of their executive teams. For the final interview in this short series, I'm talking to Eric Goldstein, Global Head of Executive Talent Attraction at SAP. We discuss how long term talent engagement is starting to play a more significant role in executive recruiting, the growth of data-driven decision making and what the future might look like.
▪ Topics covered in the interview:
▪ Hyper competitive talent markets
▪ Proactive executive talent engagement
▪ Engaging at scale and offboarding conversations quickly.
▪ Involving hiring managers effectively
▪ Unbiasing assessment
▪ Measuring quality of hire
▪ Onboarding, integration and accountability
▪ Lessons learned around improving diversity.
▪ What is the future of corporate executive recruiting
Listen to this podcast in Apple Podcasts.
Bennett Sung is one of my favourite HR tech marketers, who also happens to be a hiring manager. I have been lucky to know Bennett for around 8 years so you will also find him on page 71 of my book, The Robot-Proof Recruiter.
Through many laughs, you'll hear us talk about:
fax machines and many other things Gen Z may not understand 😉
the zero moment of truth & gathering 'social' evidence
hiring marketers who are not vanilla
Giving Bennett just 3 minutes to pitch Humanly (it is very cool)
Research the history of phrases before you use them 😮
Of course, his favourite interview question!
Grab a cuppa, pen & paper, and settle in! 🎧
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.
In episode 363, we talked about the evolution of corporate executive recruiting; in this episode, I want to explore diversity at the executive level and how employers can do better. My guest is Elizabeth Wallace, Head of Portfolio Talent at HG, and she has some valuable insights and advice to share.
In the interview, we discuss:
▪ How the pandemic is changing executive recruiting
▪ Opening up diverse talent pools with flexible working
▪ Diversity, Equity and Equality
▪ Assessment for development, not selection
▪ Social Mobility
▪ Challenging recruiting norms
▪ The value of talent to organisations and talent as a business function
▪ Transparent, human leadership
▪ Hopes for the next 12 to 18 months
Listen to this podcast in Apple Podcasts.
The corporate focus on Talent Acquisition is significant at the moment as companies across the world deal with the challenges of getting the right talent into their organisations. But what strategies do talent acquisition leaders need to successfully scale their recruiting operations at a time of such significant transformation?
My guest this week is someone who has been scaling recruiting teams in Silicon Valley for a long time. Richard Cho is Head of Recruiting at Robinhood, having previously been with Facebook, Dropbox, Machine Zone and The Chan Zuckerberg Initiative. Robinhood recently made headlines in the industry by acquiring recruiting firm Binc; I am delighted that Richard agreed to come on the show to talk about Robinhood's strategy and share some hugely valuable insights into the way ahead for talent acquisition.
In the interview, we discuss:
▪ The recruiting challenges at Robinhood
▪ Building the business case
▪ Don't normalise the extraordinary, have the right foundation of resources in place.
▪ The three levels of talent acquisition technology
▪ Sophisticated data modelling to build capability models
▪ Building specialist interviewing capacity and gathering interview intelligence data
▪ Why diversity is a selection issue, not a pipeline issue
▪ The Binc acquisition and combining two recruiting cultures
▪ What will the future of talent acquisition look like
Listen to this podcast in Apple Podcasts
Great to chat to Adam Gibson, global leader in Workforce Planning, People Analytics, & Orghanisational Design, and Author of Agile Workforce Planning, about the impact of the pandemic on workforce planning and more!
the difference between workforce planning & agile workforce planning
the pain of, but love of, writing a book!
where should workforce planning sit?
supporting hiring managers who don't hire often
his favourite interview question
human skills vs. culture and wooing better
Adam's Blue Arrow posts
Grab a cuppa, pen & paper, and settle in! 🎧
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
When I saw Sukhvinder Pabial's blog about the freedom he found recruiting without an applicant's CV, I had to know more. Sukh runs his own company, Challenging Frontiers, but in our conversation you'll hear us talk about hiring for his new passion project.
We also talk about:
the things you learn when running your own business
what prompted the idea to open a co-working space in Epping Forest
giving yourself permission to play!
hiring a Community Manager via Nextdoor app without advertising!
playing with the flexibility of the role
work history vs. answering 3 questions to apply
supporting the needs of your people for the good of the business
Grab a cuppa, pen & paper, and settle in! 🎧
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
Welcome to the second insights interview with Sara Burgess, Senior L&D Professional, Business Psychologist, Executive Coach and my friend, all about managing disappointment.
We talked and, to be honest, laughed a lot about:
embracing your inner nerd & being human
what does managing disappointment even mean?
understanding how our 'ideal person' may not be realistic
why disappointment is a feeling of sadness
checking-in, better communication & realistic timings
the ongoing partnership problem
Grab a cuppa, pen & paper, and settle in! 🎧
Huge 💚 to episode sponsor WORQDRIVE
Chatting to Tracey Parson is always a joy and her new company, WORQDRIVE, supports this very podcast but she's also a hiring manager. So I couldn't wait to hear her take on how recruiters and hiring leaders can partner better.
We covered a lot...
Launching a digital newspaper, recruitment banner ads in 1997, and career sites!
Will we ever improve those job posts! And let's stop adding more names into the funnel.
Making it easy for people to stay in your company!
The importance of talking through the intake - no forms!!
Never be the hiring manager who says 'show me more CVs'!
Elegant pushback is a must.
Be prepared for a lot of laughs & insights! ✍🏻
Huge 💚 to episode sponsor WORQDRIVE (as in Tracey!)
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
After seeing an empathetic post from Zuzanna Santos, assisting the people coming in to interview with her, I asked Lisa Scales to connect us. You'll soon get why Lisa was super excited that I chat to Zuzanna.
We chatted about her secret sauce when hiring for her team and:
recruiting her first team member just two years ago!
her growing team & helping people that suss out your social media profiles,
comparing interviews with first dates 🤨
hiring manager homework, helping the process
getting creative with their showreel
If your recruitment could do with some secret-sauce, grab a cuppa & tune-in. 🎧
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
In this episode, Katee and Jackye talk to Ashten Fizer about music, hair, Employee Resources Groups, and what companies can do to not just SAY they're inclusive but actually BE inclusive AF. Katee gets awkward and cries while Jackye and Ashten share some knowledge for our listeners. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF Also, check out the new cult Jackye joined the Nap Ministry: https://thenapministry.wordpress.com/ or on Twitter @TheNapMinistry
We should probably just call this part 1 of the Tara Robertson episode because we did not give enough time to talk about everything we wanted to discuss! We talk about data- all the data- and where DEI teams should sit in organizations, and, and, and . . . enjoy it! We absolutely loved this conversation and cannot wait for our next one with Tara! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
In this episode, we are joined by Jess Von Bank, Storyteller, President of Diverse Daisies, Head of Marketing for Leapgen, promoter of women, #GirlMom and all-around bada$$. We talk about ALL THE THINGS in this episode and learn that Jess is not an A$$hole! LOL! We encourage you to listen and learn and join Jackye and Katee in their fan girl-ing of Jess. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
It took only a few moments to understand why Heidi Wassini said that I must speak interview Ch'ien Chan. He's the Head of Design at Vivino, the world's largest online wine marketplace, and you'll soon hear their high level of mutual respect. Besides Ch'ien's natural extroversion and incredible background, working for household name companies on two continents, Ch'ien is the only hiring manager I know who has trawled through 387 CVs. Unsurprisingly, he realised this isn't the way to recruit effectively! It certainly gave him empathy for what recruiters go through and the willingness to let Heidi challenge the status quo, his personal mantra. You'll hear Ch'ien talk about relinquishing control as a self-appointed "anal-retentive Virgo", which is a control freak to you and me, and what working with Nicklas Pyrdol, of Innoflow, achieved. Innoflow is an anonymised case-based recruitment process to discover talent and potential in a way you haven't previously. They state it makes the process fair, unbiased and efficient. So did it help Ch'ien Chan? If your recruitment could do with a shake-up, grab your headset & have a listen. 🎧
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
It took only a few moments to understand why Heidi Wassini said that I must speak interview Ch'ien Chan. He's the Head of Design at Vivino, the world's largest online wine marketplace, and you'll soon hear their high level of mutual respect. Besides Ch'ien's natural extroversion and incredible background, working for household name companies on two continents, Ch'ien is the only hiring manager I know who has trawled through 387 CVs. Unsurprisingly, he realised this isn't the way to recruit effectively! It certainly gave him empathy for what recruiters go through and the willingness to let Heidi challenge the status quo, his personal mantra. You'll hear Ch'ien talk about relinquishing control as a self-appointed "anal-retentive Virgo", which is a control freak to you and me, and what working with Nicklas Pyrdol, of Innoflow, achieved. Innoflow is an anonymised case-based recruitment process to discover talent and potential in a way you haven't previously. They state it makes the process fair, unbiased and efficient. So did it help Ch'ien Chan? If your recruitment could do with a shake-up, grab your headset & have a listen. 🎧
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
This episode will make you smile! We were fortunate to have Goolie Alvarez come and share a bit about Goolie, fashion, Tejano culture and so much more. Goolie is a beautiful human and we cannot wait to share a bit of Goolie with you! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
Snooping around Anna Boyarkina's profile had me super curious to hear about her career to date; from studying economics & business to starting an events business and TEDxPerm to her current role as Head of Product Use Cases. In minutes, you'll be glad you listened in.
We chatted about Anna joining Miro when it was just 11 people and the opportunity that creates, building the company based on what people believe in and are doing, and their mission to empower teams to create the next big thing.
Referred by Alla Pavlova, I could soon see why! Anna believes great talent brings a lot to a company but how she does this, well it surprised me. Listen in to hear how she sources herself so she can find profiles and set the bar of what she's looking for, which is easier than asking recruiters to read her mind. 🔮
We also chatted about the importance of cadence and doing your homework, adding your recruiters to your favourites, and the honour it is to hire the people for your company! 🤩
Grab your headset, a cuppa, & settle in. 🎧
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
As soon as I was introduced to Iris Kroonstuiver, I knew it was going to be an amazing conversation and it sure is, grab pen and paper.
Of course, Iris is an exceptional hiring leader (referred by Alla Pavlova, thank you!) so you'll hear some great tips for partnering better with recruiters and lesson learned as she grew into the role of hiring leader and her new role at GameHouse.
But I also had to delve into what it's like working in the male-dominated gaming industry, even though 46% of gamers are womxn, which didn't quite lead where I expected it to.... so rather than me try and explain, grab your 🎧 and hear it first hand.
Consider it a 32-minute investment into your talent acquisition! 🧡
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
At the end of this conversation, you'll know why I was excited to speak to Operations Director, Kay Epps, after Michael Goldberg kindly made the introduction. Kay talks about 'loving the bricks', working in a white male-dominated industry, and the resilience it took to secure the career she loves - a great lesson for today's new grads! Plus why it's important to have a coach & support network. We went into depth about the impact of the social justice events of 2020 & why this time it is creating the difficult conversations & investment that is needed in DEI. And belonging! She recommended Motivation by Daniel Pink and praised Atlassian for 'getting' motivation and the impact of Aubrey Blanche. She shared what it was like to receive an apology from her Executive, and why he was initially inactive; totally inspiring! We also chatted about shared responsibility and that we must get comfortable with uncomfortable conversations. And as for Kay's tips for hiring leaders & recruiters, grab a pen! ✍🏻 Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
Without hesitation, Alla Pavlova said, "Joshua Hoffman!" when I asked for a fabulous hiring leader to interview and in 30 minutes you'll understand why! As a recruiter, she has seen how the engineers respect him and his effective hiring decisions.
I couldn't wait to ask Joshua about his love of startups, old hardware and, especially, what he means by integrity-based recruiting. We chatted about his want that candidates leave feeling great about the process and willing to recommend others, and the issue hiring leaders have delivering feedback, even though they should!
You'll also hear what he experienced working in an engineering team that was 40% female!! And some ways you can help improve your engineering teams gender balance.
Enough about what you'll hear, grab a cuppa & settle in...
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
Suzanne Wolko is a fabulous Financial Services Executive with experience in Finance, HR and Operations, and a slayer of "this is how we've always done it" mentality which I adore, of course.
She doesn't fit in a box. A recruiter's nightmare to understand instantly and overlooked because let's be honest, we don't really know what to do with, erm, hybrids. 😖 In fact, a recruiter called her weird!
Worse, she has a gap. Gasp. 🙄
You'd think in a global pandemic this would be less of an issue but it appears gap bias is rife so I couldn't wait to chat with Suzanne about her experiences when she recruited people with gaps and why leaders are missing a trick allowing their bias to remain unchecked.
We also talked about age bias, trusting your recruiters, "order taking" and more. 🧡
Huge 💚 to episode sponsor WORQDRIVE
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
You are seeing more people talk about how, there needs to be more mental health, resources, and communities. It starts from these small, one-on-one conversations to these larger like workplace conversations to these policy conversations. It all bridges out. That's why we can't stop talking about it. Tamara Raspberry talks to us about mental health and the importance of having transparent conversations If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF SHOW LESS
By the end of this interview with CIO & CTO, Peter Nichol, two of his books were in my shopping basket (but don't tell him I was multi-tasking!).
If you're busy hiring for IQ or EQ, you'll want to hear why you should be hiring for LQ! Lost? Don't worry, in 31 minutes you'll have heard why!
Plus Peter shares his tips for interviewing, how he's grown as a hiring manager, and of course why you'll benefit from partnering better with recruiters.
Huge 💚 to episode sponsor WORQDRIVE!
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
What a joy to interview Jennifer Zaborowski, PhD Associate Director, IT Business Operations about leadership, recruiting and mentoring.
Cartoon and playground references, the importance of building women up, the book Hardball for Women, the different perspective women, especially women leaders, bring to male-dominated industries, and, of course, sprinkled with many laughs.
Jennifer shared why she relies on recruiters to keep her up to date and hiring leaders will be inspired by her perspective on wide-angled versus laser-focused team members.
Grab a cuppa & settle in.
Huge 💚 to episode sponsor WORQDRIVE!
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
Jackye and Katee have a great conversation with Rowdy Duncan, as part of a cross-over from his podcast, Inclusive Activism. Rowdy is a Communications Professor and advocate for Inclusion. Rowdy has great insights on language, stories of Indigeneity and what family really means. Rowdy is such an insightful communicator, who shares the world with his students and teaches us in this episode. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
There was never going to be anyone else but Glenn Elliott as the first guest on The Hiring Partner Perspective (Unedited) and why will become very clear to you during the course of this episode.
Glenn & I met when I ran the very first DisruptHR London event and he invited me to his offices to discuss how Reward Gateway could support the event. Glenn was totally in support of my decision to use sponsors to raise funds for Hope for Justice charity and RG has supported ever since not only as a sponsor but through the RG Foundation & Catrin Lewis's personal contribution.
When you walk the floors of Reward Gateway you become awestruck by not only the kindness of their (now former) leader but how lovely all the staff are. It's something you want to bottle and take into every company!
Besides the opportunity to ask Glenn - a CEO!! - why he read The Robot-Proof Recruiter twice, we also talked about how he got so good at hiring great people both at RG and now at Tenzing. Context & vulnerability... and a whole load more!
Grab a pen & paper.
Huge 💚 to episode sponsor WORQDRIVE!
WORQDRIVE Shift: Your Talent Strategy! Imagine Internal Mobility your employees will actually rally behind. 💚
Elena is an expert in leveraging video stories in the workplace. With the motto “you cannot be what you cannot see” Elena started filming jobs as a way to get young people excited about the world of work. Since then, her team at Skill Scout has since built a world class media company. Their films have helped clients like Nike and American Airlines engage candidates and employees alike. She was recently named “HR Superhero of the Year” by DisruptHR Chicago. She is also the co-founder of Mezcla Media Collective. A non-profit that elevates women filmmakers of color. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF
What does fly-fishing have to do with gay conversion therapy? Elena Joy tells us that and so much more. Like, what it is like being an ex-Mormon, out lesbian, marathon runner, mom of 3 who runs her own foundation! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF