Recruiting Future with Matt Alder: Recent Episodes
Evergreen Podcasts
Innovation and futurology in Recruiting, Recruitment Marketing and HR Technology. Matt Alder interviews thought leaders who are influencing and changing an industry
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.
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.
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.
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 skills-based organization and skills-based hiring have been talked about for several years now. Despite this, many employers are yet to start a shift towards skills or are still at a very early stage of the process.
So why is being skilled-based so important, and what are the implications for companies that haven't yet started a transition towards skills-based hiring and talent management? Is this another HR fad or a critical re-imagining of how we think about talent in a world of continued disruptive change?
My guest this week is David Blake, CEO of Degreed, a skills-based learning and development technology platform. David is a passionate advocate for the advantages that skills-based organizations will have in our AI-driven future of work.
In the interview, we discuss:
Why is a skilled-based approach so important, and how does it translate into business success?
Job titles are not the same as skills.
Getting the best out of people
Jailbreaking the college degree.
Skills versus qualifications and experience
Evolving the recruiting process to hire for skills
Reskilling and upskilling
Why the skills gap will continue to get bigger and bigger
In demand skills
Thinking differently about talent
How will AI define the future of work?
Listen to this podcast on Apple Podcasts.
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.
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.
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 534: AI & Executive Search
Ep 535: Hiring Enablement
Ep 536: AI -Benefits, Risks, and Potential
Subscribe to this podcast in Apple Podcasts
I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around.
The final replay for July is a discussion about The Body Shop's open hiring program with Nykeba King, their Global Head of Inclusion and Belonging. Not only is this an important look at diversity and inclusion it also shows what happens when you challenge some of the established thinking organizations have about talent, assessment, and hiring.
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.
I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next four weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. One of the continuing themes on the show has been how many employers are starting to think differently about talent and potential. It's always good to get a perspective from outside the industry. This week's replay is my conversation with Mehdi Kordi, the Dutch national track cycling coach, on development, performance, and culture.
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.
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.
I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. With the debates about hybrid work continuing to rage and many companies forcibly ordering people to return to the office, this week's replay of my interview with author Julia Hobsbawm from last year takes the long-term perspective on the future work the debate badly needs. 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. A full transcript will appear here shortly. Listen to this podcast on Apple Podcasts.
I'm on holiday at the moment, but I want to make sure you've got plenty of Recruiting Future content to listen to until I'm back. So for the next two weeks, I'm going to supplement the new interviews being published in July by republishing some of my favourite episodes with conversations you may have missed the first time around. This week's replay is my conversation from earlier in the year with Jess Jones, now Head of People at Coolr. I know it's a difficult and confusing time for many people with so much change going on, so this seems like the perfect moment to revisit this discussion on confidence and resilience. In the interview, we discuss: • Confidence in the workplace • Tackling imposter syndrome • “Owning it” • Empowering people to be more confident • The snakes and ladders of work in 2023 • The five-second rule • Does social media make things more complicated? • The myth of perfection and the importance of being vulnerable • Curiosity • Showing up and leading by example • AI & TA • Internal mobility • Using creators and influences to target specific pools of talent Listen to this podcast on Apple Podcasts.
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.
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.
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.
Episode mentioned in this Round Up:
Ep 527: Culture As A Hiring Differentiator
Ep 528: Social Mobility Via Talent Engagement
Ep 529: Developing Digital Skills
Ep 530: Workforce Resilience
Ep 531: Kindness, Data & The Candidate Experience
Ep 532: Data-Driven Talent Acquisition
Ep 533: Engaging With Top Talent
Subscribe to this podcast in Apple Podcasts
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.
Employers have never had so much data to inform, innovate and optimize their talent strategies. However, understanding and extracting value from this data is something many organizations are still struggling with.
So how should employers be thinking about data, implementing data-driven talent strategies, and planning for a future of data-based decision-making?
My guest this week is Grant Telfer, Business Development Director at Textkernel. Textkernel has long specialized in bringing machine learning, AI, and data-driven intelligence to talent acquisition, and Grant has some great advice, use cases, and future insights to share.
In the interview, we discuss:
The current state of talent markets
Magnified skill shortages
Extracting value from data
What are the most important data sets employers have access to
Skills taxonomies and internal mobility
Upskilling and succession planning
Data & APIs
The dangers of not using data to its full potential
The role of AI
Example use cases and outcomes
What does the future look like, and how should we plan for it
This episode is supported by Textkernel:
Textkernel is a global leader in AI-powered recruitment solutions, delivering multilingual parsing, semantic search and match, and labor market intelligence solutions to over 2,500 corporate and staffing organizations worldwide. Our innovative technologies help companies better connect people and jobs.
See how you can connect people and jobs better, request a demo: https://hubs.ly/Q01VLGr40 Visit our website to learn more about our solutions: https://hubs.ly/Q01VLFnW0
Listen to this podcast in Apple Podcasts.
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.
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.
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.
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.
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
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 518: Talking About The Future
Ep 519: Recruiterless Recruiting
Ep 520: Human Storytelling
Ep 521: Rebuilding Employer Brands
Ep 522: Neuroinclusion
Ep 523: Overcoming Remote Challenges
Ep 524: Keeping The Needle Moving On DE&I
Ep 525: Using AI As A Co-Pilot
Ep 526: Building The Business Case For TA Technology
Listen to this podcast in Apple Podcasts
The last three years have seen unprecedented disruption to the world of work. The rise of remote and hybrid working indicates a workplace revolution, but how much have things actually changed?Presentism is still a big issue, with some employers using economically tough times as an excuse to get people back to the office. Meanwhile, many hybrid and remote employees struggle with legacy working methods not designed for the world we are now living inMy guests this week are Lizzie Penny and Alex Hirst, co-founders of Hoxby and authors of the best selling book Workstyle. Lizzie and Alex are campaigners for a more modern autonomous working style. They are using their own experiences of running a remote first business to start a movement to make work better for everyone. In the interview, we discuss:What is wrong with workAgeing populations, independence and technologyBreaking free from a 200 year old operating systemAutonomy, productivity and accountabilityDigital first, not physical first.Trust over presentismThe vital importance of asynchronous workingHow the Workstyle revolution works at HoxbyInclusive for structurally excluded workersHow to make a seismic changeMeeting in person to build deeper connections.Remote leadershipOld rules, new challengesThe relationship between autonomy, well-being, and productivityListen to this podcast in Apple Podcasts.
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 market
Pricing models and programmatic adoption
Geographic market differences
The importance of the active audience
Are there still more jobs than candidates?
How to get the best out of job boards
Mindset change
What's the future of job boards?
Listen to this podcast in Apple Podcasts.
A full transcript will appear here shortly.
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
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
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.
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.
As the move towards skills-based hiring intensifies, the role of assessment tools is becoming increasingly important. As employers focus on being more inclusive, it is critical to understand how the science behind assessment tools works to support this.
My guest this week is Kristin Allen, Senior Manager of Psychometrics at SHL. SHL has an applied research initiative, SHL Labs, driving talent technology innovation. One of the key research pillars is Diversity, Equity, and Inclusion, and SHL has recently published the first results from its neurodiversity research program.
In the interview, we discuss the following:
The role assessment plays in helping employers build diverse workforces.
Fully inclusive talent solutions
Using assessment to reduce bias
Job analysis and validation
Transparency
Disability inclusion
Using language that encourages candidates to ask for accommodations
Spiky profiles
Emerging best practices
What does the future look like?
Listen to this podcast on Apple Podcasts.
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.
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 465: Curiosity At Work
Ep 466: UNLEASH World
Ep 467: Automation & Personalization
Ep 468: Embracing Neurodiversity
Ep 469: TA Technology Transformation
Ep 470: Disability Inclusion
Listen to this podcast in Apple Podcasts
October is National Disability Employment Awareness Month, and with so much focus on DE&I in the workplace, this significant proportion of the population needs to be included and not overlooked.
My guest this week is Dr Jennifer Luebke, Chief Workforce Inclusion Officer at PRIDE Industries. PRIDE Industries is a social enterprise creating sustainable career opportunities and training for people with disabilities, and Jennifer has some hugely valuable insights to share.
In the interview, we discuss:
The story of PRIDE Industries
Projecting a welcoming attitude as an employer
Accommodations and adjustments
Misconceptions about hiring people with disabilities
How does disability inclusion fit into DE&I?
The Advantages of employing people with disabilities
Neurodiversity in the workforce
How to tap into new communities of talent
Making it safe to disclose non-apparent disabilities
Advice for employers
A full transcription will appear here shortly.
Listen to this podcast on Apple Podcasts.
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.
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.
One of the best things about 2022 is that face-to-face events are back. It's been a pleasure to connect with people in person again for the first time in a long time, and great to see such enthusiasm for face-to-face conferences and events after everything that has been happening in the last few years.
Last week I was at UNLEASH World in Paris, and as well as hosting some fantastic speakers on the Talent and Recruiting stage, I did a lot of podcast recording. Thank you to Kate Graham, Marc Coleman and Jon Kennard at UNLEASH for organising a dedicated podcasting booth, which Recruiting Future shared with The Chad & Cheese Show and the Tech Talks podcast.
I recorded long-form interviews with three speakers; Lisa Scales from Nestle, Charu Malhotra from PA Consulting and Samantha Ramsay from Ernst & Young. I'll be publishing these over the next couple of weeks, but in the meantime, I wanted to give you a taste of the event, so here are four short interviews to provide a flavour of the topics that are top of mind in the industry at the moment.
First up, you'll hear me sharing my thoughts on the event in a recording made for The Chad and Cheese Show. Next is a conversation with my co-author and collaborator, Mervyn Dinnen, followed by fellow podcaster David Savage from Tech Talks. Finally, as a bit of a bonus, I've got a quick-fire discussion with Bas van de Hatred about the recently published 2022 edition of his annual research into the state of corporate careers sites.
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.
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 458: Recruiting & Retention In The Current Market
Ep 459: Underrepresented Communities of Talent
Ep 460: Equity & Inclusion
Ep 461: Talent Acquisition Realities
Ep 462: What’s New In Candidate Experience
Ep 463: Fractional Hiring
Ep 464: Optimization, Automation and Augmentation
Listen to this podcast on Apple Podcasts
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.
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.
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.
Effectively attracting, selecting and hiring people from underrepresented and marginalised groups is something that many employers aspire to. Unfortunately, only very few have the right strategies and resources in place to be set up for success. Having the right partners to work with is critical if companies are to truly understand the needs of the communities they want to work with.
My guest this week is Roy Baladi, Founder of Jobs for Humanity. Jobs for Humanity works to connect historically underrepresented talent to welcoming employers via training and technology, and Roy has some extremely valuable insights to share.
In the interview, we discuss:
What is Jobs For Humanity?
Advantages of hiring diverse talent
Diversifying the TA funnel
Designing a fair hiring process
Challenging personal bias
Onboarding, inclusivity and safe spaces
Making simple accommodations
Recruiting refugees
Brain diversity
Why DE&I is still at the early adopter stage with employers
Intention and action
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 450: Attracting and Retaining AI Talent
Ep 451: Building Communities Of Talent
Ep 452: Assessment Innovation 2022
Ep 453: Onboarding Evolved
Ep 454: Effective Employer Branding Strategies
Ep 455: Talent Rediscovery
Ep 456: Soft Skills
Ep 457: Employability and Social Mobility
Listen to this podcast on Apple Podcasts
After almost three years of constant disruption, the talent market still shows no signs of normalization. Even with rising inflation and layoffs in some parts of the economy, US and UK job openings remain at record highs.
So what are the implications for employers recruiting in times of economic instability and a cost of living crisis? How do TA teams need to think, and what are the most successful employers doing to hire and retain the talent they need?
My guest this week is Jon Wilson, CEO of Totaljobs, which is part of the Stepstone Group, one of the largest online recruitment companies in the world. This means Jon has access to a vast amount of data and insights into the current hiring market and has some valuable advice to share.
In the interview, we discuss:
The current state of the market
High job openings and fewer job seekers
The impact of high inflation
How demographic factors are driving scarcity
Why the great resignation will to continue
Increasing mobility in the workforce
Flexbility and upskilling
What are the most successful employers doing?
Forecasts for the next six to twelve months
Listen to this podcast on Apple Podcasts.
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.
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.
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.
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.
I'm finally back in Scotland after a summer of much travelling, so normal service is now resumed, and the podcast is back into its regular rhythm of two new shows a week.
Assessment and selection continue to be an area of debate, investment and technological innovation. So what has been happening in the space over the last 12 months, and more importantly, what is working?
It is my great pleasure to welcome Netherlands-based consultant Bas van de Haterd back to the show as my guest this week. Bas has been on the podcast a few times discussing new thinking in assessment and runs an awards program for innovation in assessment. His 2022 awards have just been judged, and he joins us to update us on what is working and discuss the different approaches the shortlisted organisations have taken.
In the interview, we discuss:
The current state of the market
Innovation in assessment and selection
Increasing diversity by selecting on quality
Engagement, motivation and stress resilience
Cynicism and the importance of results and ROI
Open hiring - innovating by having no assessment
Neuroscience and brain-based assessment
Reducing attrition
Skills versus experience
The importance of using the right tools
How will assessment techniques and technologies develop in the future?
Listen to this podcast on Apple Podcasts.
Diversity and Inclusion strategies are often just about moving existing talent between organisations rather than growing talent pools and giving more opportunities to more people. So how should employers be thinking about diversity hiring, and what kind of organisations should they partner with to increase the spread of opportunity?
My guest this week is Linc Kroeger, President of Knight Moves. Knight Moves is a limiting profit company helping to create the next generation of technology professionals by offering training with an intentional focus on Native American, rural and urban underserved communities.
In the interview, we discuss:
What can change diversity outcomes in the technology space
Building physical communities of technology talent in rural areas
Inspiring teenagers
Teaching instantly usable skills
Longer-term transformational impacts
What value are employers getting?
The importance of remote working
Listen to this podcast on Apple Podcasts.
Despite some highly publicised layoffs in the tech sector, macro trends are still driving a high demand for highly skilled tech professionals. This is particularly true in data science and AI, where hiring the right talent can have a significant business impact.
So what do employers need to do in the current market to ensure they are getting the talent they need?
My guest this week is Kevin Dewalt, CEO of Prolego, a leading AI consultant for Fortune 500 companies. Prolego has recently published a report to help companies get better at hiring data science talent, and Kevin has some valuable insights to share.
In the interview, we discuss:
Why we are only at the beginning of a long-term trend in AI adoption and innovation
The current state of tech hiring
Why there is no new wave of talent in the market
Creating the right working environment to be an employer of choice.
Attention and attraction
Gathering talent intelligence to understand motivations
The critical importance of the hiring manager and why you should include them in the JD
Longer-term structural considerations
Prioritising learning and the importance of non-management career paths
How to compete for talent with big tech
The future of AI in recruiting technology
Listen to this podcast on Apple Podcasts.
I know that many of you who listen to this podcast are very aware of the quality of your employee experience and the importance of your employer brand reputation. However, as the balance in the workforce between permanent hires, contractors, and project-based workers evolves, do you still truly understand all the factors influencing your employer brand?
My guest this week is Tanya de Grunwald, journalist and founder of The Good And Fair Employers Club. Tanya is a long time campaigner for the rights of young people in the workplace and has been working tirelessly to expose the use of exit or training fees by some IT outsourcing companies. This interview is an absolute must listen for everyone working for an organization that contract in workers from external providers.
In the interview, we discuss:
What are exit fees, and what are their implications for young people?
The implications of denying people the right to move jobs
The legal position
Activism
Outsourcing and placement: who is and isn’t an employee?
Why have employers been so slow to act
Ethics in procurement and supplier management
Providing consistent values and experience for the entire workforce
Whistleblowing & PR disasters
Good and fair employers
Listen to this podcast on Apple Podcasts.
I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.
This week's replay is my conversation from earlier in the year with Maggie Spong, VP of Talent Acquisition at AstraZeneca. It is one of the best examples I've had on the show for a while of a company developing holistic, long-term strategic solutions to deal with ongoing skill shortages. It is well worth a listen, even if you have heard it the first time around. 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 on Apple Podcasts.
I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.
This week's replay is my interview with Rory Sutherland, Vice Chair of Ogilvy and one of the world's leading thinkers on behavioural science. I firmly believe that behavioural science will take a leading role in talent acquisition in the future, particularly when it comes to automation and personalisation, and that's why I wanted to give you all a second chance to listen to what Rory has to say.
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
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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 442: Lessons From Elite Cycling
Ep 443: The Nowhere Office
Ep 444: Workplace Culture
Ep 445: Happiness At Work
Ep 446: The Competitive Advantage Of Employee Experience
Ep 447: Dealing With Disruption
Ep 448: Proving The Business Value Of Talent Marketing
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
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Back in 2020, there was an acknowledgement that talent acquisition had changed forever but a sense that things would eventually stabilise into a new normal. Two and half years later, it is clear that the only new normal is continual long-term disruption, change and uncertainty.
So what should TA leaders focus on to give their organisations the best chance of maintaining a competitive talent advantage in these challenging times?
My guest this week is Hayli Thornhill, Head of Recruiting at Brighthire. Hayli is an experienced TA Leader with experience in both start-ups and large corporates. She has some insightful advice on dealing with disruption and preparing for an uncertain future.
In the interview, we discuss:
Long term disruption and uncertainty
Intelligent interview and evidence based hiring
What should TA Leaders be focusing on
Efficiency and quality
Auditing tech stacks
Modernising interviewer training
Improving the hiring process
Five non-negotiables to focus on
Providing a brilliant candidate experience
Looking to the future
Listen to this podcast on Apple Podcasts
A full transcript will appear here shortly
Many employers will claim to be people-centric organisations, but how many actually have the quality of employer experience to back this up? A high-quality employee experience dries value for businesses in many ways, including competitive advantage in talent acquisition, better retention, increased productivity and better service for clients and customers.
So how do you build a genuinely people-centric organisation with an employer experience that delivers on its promises? My guest this week is Mayra Chimienti, COO of Mister Carwash, the largest car wash operator in North America. Mister Car Wash is a certified Great Place to Work that has built a category-leading employee experience.
In the interview, we discuss:
What it means to be a people-first business
Employee experience and customer experience
Building competitive advantage in Talent Acquisition
Telling authentic stories and showing evidence in the recruiting process
Retention, professional development and benefits
The long term impact of the pandemic
Innovation
The future of people strategy at Mister Carwash
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With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over three podcast episodes. In the previous two episodes, I spoke to authors Julia Hobsbawm and Bruce Daisley about our physical relationship with the workplace; in this episode, I want to explore happiness at work.
The John Lewis Partnership is a unique UK-based retailer jointly owned by its employees and founded on the premise of ensuring worker happiness. My guest this week is Lord Mark Price, the former UK Trade Minister who was CEO of Waitrose and Deputy Chairman of The John Lewis Partnership. Mark now works via his business WorkL to help employers increase workplace happiness using some of the lessons he learned during his time at John Lewis.
In the interview, we discuss:
Lessons from The John Lewis Partnership
The six core elements of happiness at work
Why looking at averages is dangerous.
How can employers build a happier workplace?
Using happiness for competitive advantage in talent acquisition
The relationship between the individual and their line manager
Prospects for the future of the labour market
Listen to this podcast on Apple Podcasts.
With so much unhelpful noise around the topic of the future of work, I'm taking a deep dive into the practicalities of what is actually going on over a series of three podcast episodes. In the previous episode, I spoke to author Julia Hobsbawm about some of the challenges of this emerging new phase of work, and I want to continue this theme in this episode.
My guest this week is the perfect person to help me do this, and it is great to have him back on the show. Bruce Daisley is a speaker, author and workplace culture enthusiast. Previously a VP at Twitter, Bruce now hosts one of the world's most popular podcasts on making work better.
In the interview, we discuss:
Critical issues in workplace culture
Why flex is the new pay
The danger of uncoordinated hybrid
Productivity and worker satisfaction
The intentional curation of culture
Using the office as a tool
How management infrastructure is changing
The rise of the community manager
Rethinking knowledge transfer
Understanding the demands of top talent
Challenges for talent acquisition
Work from anywhere
The danger of nostalgia
What will work look like in five years?
Pre-order Bruce’s new book “Fortitude”
Listen to this podcast on Apple Podcasts.
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.
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.
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.
The current challenges talent acquisition teams face are well documented, and on this podcast, we explore the strategies and technologies that TA leaders are using to address them. The one thing we don't talk about enough collectively as an industry is the considerable effects two years of unprecedented pressure and disruption have had on everyone's mental health.
While wellness, in general, is a big industry topic, there hasn't been much direct conversation on the importance of self-care and strategies to build resilience for Talent Acquisition leaders and their teams.
My guest this week is Ben Gledhill, a Talent Acquisition leader who has done innovative work for several UK based organisations. Ben is one of the talent acquisition community's deep thinkers and, over the last two years, has done a lot of research into the importance of building individual resilience and the role it plays in the effectiveness of talent acquisition strategies.
In the interview, we discuss:
What it has been like to be a Head of Talent Acquisition during the pandemic
Why we need to talk more about mental health
Resilience as part of the TA stack
Five elements to build resilience
Adapting to sudden change
Self-compassion and self-care
Changing the narrative
Purpose and control
Forgiveness
Is technology a help or a hindrance
What does the future look like for talent acquisition?
Listen to this podcast on Apple Podcasts.
Last week I attended my first face to face HR and Recruiting Technology conference for two and half years. UNLEASH America took place in Las Vegas and was an incredible mix of great content and the opportunity to meet the really innovative technology vendors in our space.
One of the most interesting keynote sessions was a panel debate on the ethics and legal responsibility for using AI in recruiting. The panel was hosted by my fellow podcasters, Joel Cheesman and Chad Sowash of The Chad & Cheese Podcast, so I caught up with them afterwards on the expo floor to find out more and get their views on the future of the industry.
In the interview, we discuss:
The return of face to face conferences and events
AI and The Equal Employment Opportunity Commission
What the future might look like
A full transcript will appear here.
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Effective storytelling is a crucial part of hiring, flowing through recruitment marketing, employer branding, assessment and onboarding but does your organisation have a strategy that sits behind it? Knowing what kind of stories to tell and how and where to tell them is something that brings a considerable competitive advantage. So how can we all get better at telling our stories compellingly and effectively?
My go-to storytelling expert is journalist, writer and tech entrepreneur Shane Snow. I'm delighted to welcome him back to the show to do a deep dive into storytelling strategy. In a world of challenging talent markets and virtual hiring processes, this interview is a must listen for everyone.
In the interview, we discuss:
Why business storytelling is important and what it can achieve
The four elements of a great story
Storytelling in employer branding and recruiting
The three different types of business story
Why should people care?
How and where do you tell a story?
Weaving storytelling into every piece of communication •
A full transcript will appear here shortly.
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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
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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
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 Gaines 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.
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 425: Building A High Performing Talent Acquisition Team
Ep 426: AI Driven Talent Intelligence
Ep 427: The Job Board Market
Ep 428: Strategies For The Great Resignation
Ep 429: Open Hiring
Ep 430: Developing People Analytics
Ep 431: Talent Density
Ep 432: Long Term Trends
A full transcript will appear here shortly
Listen to this podcast on Apple Podcasts
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
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.
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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
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.
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.
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
Find out more about eightfold's Cultivate event here
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
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
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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 McFarlane, 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.
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.
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.
Perhaps the hottest topic of 2022 so far is how employers can speed up recruiting while simultaneously maintaining or improving the quality of process and quality of hire. It's something that I'll be getting a lot of different perspectives on in the coming weeks, as I know it is a crucial challenge for many of you.
My guest this week is Shannon Russo, CEO and Founder of RPO firm Kinetix. Shannon's organisation is working with many employers to help them speed up hiring, and she has a tremendous amount of expertise and experience to share.
In the interview, we discuss:
Challenges in the market
Why speed has never been more important
Speeding up hiring and improving quality
Same day offers
Finding talent
Reaching back out to existing candidate databases.
How are companies standing out
Recruiting Technology
The role of RPO in 2022
What does the future of recruiting look like
Listen to this podcast in Apple Podcasts.
For many people who take parental leave, returning to work can be a very challenging time where they are not getting the support they need from their employer. So what should employers be doing to support new parents, particularly when talent retention is such a big issue?
My guest this week is Lori Mihalich-Levin, founder of Mindful Return. Mindful Return is an organisation focused on helping parents and employers manage effective transitions back into the workplace, and Lori has some valuable insights to share.
In the interview, we discuss:
The common issues and difficulties for parents returning to work after parental leave
The dangers of managers making assumptions
What are employers getting wrong
The importance of dialogue
Making the transition an intentional and thoughtful process
A mindful mindset, logistics, leadership and community
Skills
Culture, belonging and retention
What are the best employers doing
What does the future of flexible working look like?
Listen to this podcast Apple Podcasts
With so many challenges in talent acquisition, process improvement and optimization are a constant theme as employers attempt to speed up their processes. But how do you speed up recruiting while protecting the integrity of quality of hire and DE&I?
My guest this week is Erin Crask, Director Solutions Architects at SHL. Erin and her team use science and data to help enhance people strategies, and she has a tremendous amount of experience helping companies to streamline their external and internal recruiting processes.
In the interview, we discuss:
Current challenges in recruiting
The danger of reactive decision making
The dangers of scaling back assessment to speed up recruiting
Making evidence based changes to processes
Protecting the quality of hire while also shortening the selection timeline
Using automation to provide feedback for all applicants
Defending the integrity of the process with internal stakeholders
Measuring the right things
The critical elements of a high quality candidate experience
Asynchronous processes to empower candidates
Automation trends
What does best in class internal mobility look like
Listen to this podcast in Apple Podcasts.
For many people, remote working now feels like business as usual; however, most employers still haven't evolved their working practices to embrace its advantages.
Adopting an asynchronous model or work has been something that remote-first companies have been doing for years, and there are proven benefits in terms of both productivity and wellbeing. So what are the strategic differences between synchronous and asynchronous, how does leadership work in an asynchronous model, and what steps should employers be taking to adapt to different ways of working in a remote world of work.
My guest this week is Liam Martin, founder of a remote-first company with people in 43 different countries and no office. He is a thought leader on asynchronous work and co-organizer of Running Remote, the world's largest conference on building and scaling remote teams.
In the interview, we discuss:
The difference in mindset between asynchronous and synchronous
Advantages and disadvantages of asynchronous management
Clarity and autonomy
How did the early remote-first companies develop this way of working
The rise of the introverted leader
Reprogramming teams to work in a different way.
Issues with hybrid and the problem of distance bias
First steps to take to become autonomous
Long term implications of remote working
Listen to this podcast on Apple Podcasts.
Episodes mentioned in this Round Up:
Ep 409: Inclusive Hiring
Ep 410: Recruiting Fundamentals
Ep 411: EVP In A Hyper Competitive Market
Ep 412: Scaling Recruiting
Ep 413: Into The Metaverse
Ep 414: Change & Complexity
Listen to this podcast in Apple Podcasts
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.
One thing that really annoys me is when commentators, consultants or vendors offer advice to talent acquisition teams that doesn't recognise just how complex organisational hiring dynamics can be. Change is constant, but driving effective change in a complex organisation that radically improves talent acquisition is incredibly challenging.
My guest this week is Jenny Cotie Kangas, Director, Digital Experience Talent Acquisition at Regis Corporation. Jenny has an incredible story to tell about the power of adopting a beginner's mindset to use technology to transform talent acquisition in a highly complex company.
In the interview, we discuss:
The talent acquisition challenges in a franchised organisation
A beginner's mindset
Calibrating talent acquisition as business critical
Delivering intentionality to the candidate
Identifying a recruiting technology partner
Designing the candidate experience
Offering consistency and flexibility in the recruiting process where one size fits all doesn't work
Modular technology
The results so far and the next stages
Advice to talent acquisition leaders
What does the future of recruiting look like?
Listen to this episode in Apple Podcasts.
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
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.
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.
As employers continue to struggle to find the talent they need, it is fascinating to see talent acquisition teams forensically picking their recruiting processes apart and reimagining them to reflect the reality of 2022. While talent intelligence, AI, and automation play a part, some human fundamentals sit at the heart of an effective TA strategy.
So what should recruiters be focusing on, and how different is the talent market of 2022 from those in the past. My guest this week is somewhat of a recruiting legend and has strong opinions based on his decades in the industry. Lou Adler, CEO of Performance-based Hiring Learning Systems, is a prolific author, speaker and trainer. Keep listening to hear his thoughts on how best to deal with the challenges employers are currently facing.
In the interview, we discuss:
Is the current market really unprecedented?
What should recruiters be focusing on?
Designing recruiting processes
Go to market positioning.
Results versus competencies and experience
Predictive indicators and confirming indicators
Hiring manager
The role of technology
The future
Listen to this podcast in Apple Podcast.
In the latter part of last year, I had two conversations on the show about hiring from marginalised groups. The first was with Eugène van den Hemel, who is doing pioneering work in The Netherlands to connect refugees with employment opportunities. The second was with Darren Burns, who runs the ex-offender hiring programme for UK retailer Timpson.
Both of these conversations were eye-opening for me. They highlighted that now more than ever, employers need to challenge traditional policies and beliefs to think differently about hiring if they want to be genuinely inclusive.
I wanted to know more, and a few weeks ago, I was introduced to James Fellowes and Chance Bleu-Montgomery from Prosper4, who run an inclusive hiring portal called the Bridge of Hope. Their organisation helps bridge the gap between being job-ready and getting a job in many marginalised and diverse talent pools.
Their knowledge and expertise come from incredibly challenging personal experiences, and it was a privilege to give them this platform to tell their story.
In the interview, we discuss:
Being in the business of changing lives
Inclusive recruitment and inclusive employment
Building a coalition of support services covering critical areas such as qualifications, finance and broader family support
What does the talent come from
Improving the odds both for job seekers and employers
The huge benefits to employers
Which employers are embracing inclusive recruiting
Future plans
Listen to this podcast in 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 403: The Skills Challenge
Ep 404: The Great Opportunity
Ep 405: Global Remote Teams
Ep 406: A CEO’s Perspective On Remote Work
Ep 407: Science Driven Talent Intelligence
Ep 408: Hiring Revolution
Listen to this podcast in Apple Podcasts
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.
Talent intelligence is something that has gathered significant momentum in the last three years, and data-driven decision making is a crucial part of every sophisticated talent acquisition function. But are we asking enough questions about the sources of the data that is used and truly understanding the risk of bias?
My guest this week is Markellos Diorinos, CEO at Bryq. Markellos is passionate about using objective science and unbiased data to inform hiring and internal mobility.
In the interview, we discuss:
Data supported decision making.
Challenging recruiting norms
The importance of human decision making
Biased data and reliable data
Understanding culture in an objective scientific way
Translating a cultural framework into specific behaviours
The role of technology
What does the future look like?
Listen to this podcast in Apple Podcasts.
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.
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.
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 AstraZeneca. AstraZeneca 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 AstraZeneca
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
AstraZeneca's focus for 2022
Listen to this podcast in Apple Podcast.
Skills shortages have always been an issue for employers and have certainly come into sharp focus in recent months. Skills mapping, predicting future skills requirements and opening up talent pools via hybrid and remote working are just some of the solutions employers will be looking at in 2022.
So what kind of strategies should talent acquisition and HR leaders be planning, and how can technology help?
My first guest of the year is Vanessa Tierney, CEO of Abodoo. Vanessa's organisation recently surveyed 100 HR Directors and C-Level Executives from the world's best companies to work for and asked their opinion about their firm's working strategy, talent, workforce, and social infrastructure. Unsurprisingly skills were the number one issue.
In the interview, we discuss:
Attrition and skills shortages
Opening up talent pools globally via remote and hybrid working
How do you make people feel connected?
Adapting working models
Presenteeism
How can employers better understand the skills in their workforce?
Hard and soft skills matching.
Predicting future skills requirements and understanding gaps
Spotting opportunities in geographical skills clusters
Driving inclusivity in talent identification
The Metaverse
Advice on selecting HR and Recruiting Technology
What should we expect in the medium and long term future?
Listen to this podcast in Apple Podcasts.
So that was the year that was 2021. As we move into 2022, the seismic changes of the last 12 months have certainly given us a lot to reflect on. The Great Resignation, the AI revolution in talent acquisition, the redefinition of the workplace, the continued depth of focus on DE&I, the list is as long as is it significant. It is impossible to make predictions, but I think it's fair to say that 2022 is potentially even more significant as employers find new ways of dealing with the considerable talent challenges they face.
So what should we expect, and how do we process what has happened? I'm delighted to welcome Lars Schmidt back to the podcast as my last guest of 2021. Lars runs Amplify Talent, a boutique agency, HR leader development platform, and community that sits at the centre of the redefinition of HR. Lars is a passionate curator and facilitator of insights from some of the world's most innovative CHROs and is the perfect person to help us reflect and prepare for 2022.
In the interview, we discuss:
What positives should we take from 2021
When emergency measures drive long term changes
The opportunity to redefine the nature of work
Moving from Synchronous to asynchronous in communication and collaboration
What are the most innovative employers doing, and which CHROs are leading from the front?
What is changing in talent acquisition
Compelling value propositions
Preboarding and onboarding
Increasing talent mobility and fluidity
The Metaverse and Web3
The future for hybrid working
Hopes for 2022
Listen to this podcast in Apple Podcasts.
As I referenced in the 400th episode, one of the standout trends for me in 2021 has been the adoption of AI in talent acquisition and its impact. As we move towards 2022, I wanted to take deeper dive into the practicalities of the revolution AI is driving in talent intelligence, recruiting process and talent management.
My guest this week is Jason Cerrato, Senior Director Product Marketing at Eightfold AI. Jason has a unique combination of experience, having been a talent acquisition practitioner and leader as well as an industry analyst before working on the vendor side. This combination of experience gives him a unique insight into the change AI is driving in talent acquisition, and he has valuable advice to share.
In the interview, we discuss:
Why not all AI is the same
How AI is changing Talent Intelligence
The importance of adjacent skills
Unlocking more diverse talent pools
Being dynamic, real-time and agile in recruiting
Identifying learning capabilities
How AI is changing Talent Management
Internal talent marketplaces
Free Agent skills
Advice to TA leaders on AI strategy
What we can expect in 2022
Listen to this podcast in Apple Podcasts.
When I launched this podcast almost seven 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.
Perhaps the only thing that is clear about the future is that it will involve a lot of uncertainty, disruption and change. As we've heard from all of my recent guests on the show, talent acquisition transformation is now happening in ways we could not have predicted 18 months ago.
So what can Talent Acquisition leaders do in 2022 to help their teams navigate an ever more volatile business landscape?
My guest this week is Ira Wolf. Ira is President of Success Performance Solutions and a well-known author, speaker and commentator on the changing world of work. In our conversation, Ira shares some valuable perspectives on what employers can do to support their employees to make the behavioural changes needed to be effective in our new never normal.
In the interview, we discuss:
The perfect storm that has been brewing for years
Why we are living on an exponential curve of change
Complexity with no predictability
Resistance to behavioural changes
How can employers accelerate change to match the exponential landscape?
Being comfortable being uncomfortable
Abilities, character and environment
The importance of company culture
Grit and resilience
Teaching people to unlearn
How does talent acquisition need to change
What increases the effectiveness of technology?
What can we expect in 2022
Listen to this podcast in Apple Podcasts.
One of the things I have been doing on the show this year is investigating new technologies in the assessment market. As the speed of adoption increases, it's essential to understand the actual science behind what is being developed.
I've always been fascinated by language and what we might be able to learn from the words that people use. With that in mind, I was very keen to talk to this week's guest. Mike Durland is CEO of Receptiviti. Receptiviti has a robust scientific methodology that uses language data to uncover emotions, personality, and psychology.
This is essentially an interview in two parts. In the first half of our conversation, Mike talks about what we can learn from applying science to language. In the second half of the conversation, he shares some important insights that Receptivit has uncovered about the effect of remote and hybrid working on different parts of the workforce. It's fascinating stuff.
In the interview, we discuss:
The relationship between psychology and language
The secret life of pronouns
Applications for recruiting
What are people saying about work?
How happy are people working from home?
Has the pandemic driven an increase in empathy at work?
The different effects of the pandemic on senior and junior employees
How to be a great place to work
What can we expect in the future?
Listen to this podcast in Apple Podcasts.
Digital transformation remains a crucial issue for most organisations. The pandemic has exponentially accelerated the pace of change, with companies scrambling to supply products and services to meet the demands of our increasingly digital economy.
The need for digital skills and continuing issues of gender diversity are two of the implications for talent acquisition. TA leaders must have a strong understanding of the evolving digital landscape.
My guest this week is Bev White, CEO of Harvey Nash. Harvey Nash have a long starting reputation for providing market intelligence via their annual CIO survey. This year the research has been refocused as the Digital Leadership Report. Bev has important insights to share around the role of talent in the future development of the digital economy.
In the interview, we discuss:
The background to the Digital Leadership Report
Key findings
Who are the digital leaders within organisations?
The unacceptably slow growth in the increase of females in digital leadership positions
The rise of flexible and hybrid working and why this is cause for optimism
What can employers do to improve gender diversity?
Creating systemic, sustainable change
Are digital skill shortages holding back growth?
Investing in apprenticeships
The vital importance of reskilling
Opening up new talent pools via remote working
How is recruiting evolving, and what role is technology playing
What can we expect in 2022
Listen to this podcast in Apple Podcasts.
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.
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 386: Future Talent Acquisition Trends
Ep 387: Assessment Innovation
Ep 388: Candidates In Control
Ep 389: Automated Sourcing
Ep 390: Strategic AI
Ep 391: Scaling Hiring At Speed
Ep 392: Leveraging Recruiting Technology
Ep 393: Hiring From Marginalised Groups
Ep 394: Lessons From Startups
Ep 395: The Challenges Of Recruiting Recruiters
Listen to this podcast in Apple Podcast
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.
Talent Acquisition is having to evolve at speeds we have never seen before, and recruiting technology is playing a central role in enabling this transformation. However, the recruiting technology ecosystem has never been more complicated and confusing. Building an effective tech stack can be challenging.
My guest this week has a considerable amount of advice to share on the best ways to leverage recruiting technology in the dynamic environment employers are currently operating in. Ryan Dull is the Founder and CEO of Sagemark HR and an expert in pairing best fit technology, innovative process and industry best practices.
In the interview, we discuss:
Talent Acquisition challenges
Technology adoption
Building Tech Stacks to improve efficiency and increase conversion
How much of recruiting will be automated
How do TA leaders make sense of the market?
Stakeholder buy-in and support
The impact of vendor acquisition and investment on customers
Broader technology trends to keep an eye on for the future
Listen to this podcast in Apple Podcasts.
In today's talent markets, speed is critical when it comes to securing talent. Maintaining speed and quality when hiring is being scaled up is a challenge and is also a position many employers are now in.
My guest this week is Katie Morrow, VP of People Operations at Podium. Podium is a rapidly growing business, and Katie has some great insight to share on scaling up hiring without losing speed or damaging the candidate experience.
In the interview, we discuss:
Scaling up talent acquisition
High touch candidate experience
The mind shift from relocation to remote
Demonstrating company culture in virtual hiring
Connecting people to the mission of the business
Childcare
The role of technology
What do the next 12 - 18 months look like
Listen to this podcast in Apple Podcasts.
As I mentioned in the previous episode, with recruiting evolving so quickly, I will be dedicating a lot of time on the podcast to providing deep dives into how AI and Automation are being deployed to solve real life recruiting challenges.
Conversational AI is a big topic at the moment, with a shift taking place from simple chatbots to sophisticated tools that can radically improve the candidate experience, speed up hiring and allow TA leaders to redeploy their human team members to higher-value tasks.
So what are the thoughts processes, decision journies and implications of putting AI at the heart of your TA strategy? My guest this week is Shannon Hughes Swayney, SVP of Human Resource US at Prosegur. Prosegur uses conversational AI strategically throughout their employee lifecycle and has done an enormous amount of work to ensure that it reflects their employer brand values in an authentic and helpful way.
In the interview, we discuss:
Talent Acquisition challenges
Putting AI at the heart of strategy
Building a talent lifecycle solution and supporting candidate success
The decision journey
Basing a chatbot on a real person and embedding brand values
Scripting and tone of voice
Engagement, retention and compliance
The balance between AI and humans
ROI and results
Advice to TA leaders
The future of Talent Acquisition
Listen to this podcast in Apple Podcasts.
Recruiting Automation is finally moving from a theoretical concept to pragmatic reality. A combination of the unique pressures talent acquisition is currently under and some quantum leaps forward in technology means automation is becoming a smart solution for an increasing number of employers. However, I know that this currently throws up more questions than answers for many TA leaders, so over the coming weeks and months, I'll be doing some deep dives into the practicalities of automation with practitioners who have hands-on experience. We've recently had a couple of episodes looking at screening via conversational ai, and in this episode, I wanted to explore the growing trend towards automated sourcing.
My guest this week is Mike Smart, a hands-on recruiter and Global Talent Leader at Devo. Devo is having a lot of success using automated sourcing to deal with some tough recruiting challenges, and Mike has some valuable insights and advice to share.
In the interview, we discuss:
Dealing with the mismatch in supply and demand of talent
Helping hiring managers understand the reality of current hiring dynamics
How employers can stand out on LinkedIn
Automating manual processes
Augmenting recruiters with intelligent technology
Finding undiscovered candidates
Can you effectively automate candidate outreach in a way that resonates?
The power of being persistent
Advice to Talent Acquisition leaders on the reality of automation
What does the future look like?
Listen to this podcast on Apple Podcasts.
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.
As I say in pretty much every interview on the podcast, predicting the future accurately is impossible. However, identifying and tracking the trends that will shape the future is not just possible; it is essential for any kind of strategic approach to talent acquisition. It's very clear that we are at the start of a new phase in the evolution of recruiting, and understanding where we are heading has never been more critical.
My guest this week is Kevin Wheeler, Founder of The Future of Talent Institute. I've known Kevin for over a decade now, which is long enough to understand just how skilled he is at identifying the trends that matter.
In the interview, we discuss:
What is the purpose of talent acquisition, and is it structured in the right way?
Why is internal mobility so hard
How does talent acquisition need to evolve
Workforce flexibility
Recruiting automation and the future of recruiters
Investment levels in recruiting technology
Exponential Growth
Upskilling and reskilling
What has surprised Kevin the most in the last two years
What can we expect to see in 2022
Listen to this podcast in 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 377: Strategic AI
Ep 378: Values Driven Retention and Recruiting
Ep 379: The Right To Remain Human
Ep 380: Transformational Hiring
Ep 381: People First Automation
Ep 382: HR’s Impact On Talent Brand
Ep 383: Recruitonomics
Ep 384: Diversity In Action
Ep 385: Aligning Talent Acquisition & Talent Management
Listen to this podcast in Apple Podcast
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.
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 Haterd 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.
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.
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.
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
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.
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 find 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.
Recruiting is a challenge for pretty much everyone at the moment, but how do you continue to recruit effectively in a market with long term skill shortages in a country whose borders have been shut for more than 18 months and where applications rates are down by 75%?
My guest this week is Lorraine Carr, Talent Acquisition Manager at Class, an Australia based FinTech. Lorraine is using a combination of strategies to recruit successfully in an incredibly challenging market and has some high-quality insights and experiences to share
In the interview, we discuss:
The current challenges in technology recruitment
How talent acquisition at Class has evolved
Creating a diverse pipeline
The importance of optimizing job ads
Candidate experience and the Circle Back initiative
Hiring managers and executive stakeholders
Preboarding
The humanization of EVPs
What does the future of talent acquisition look like
Listen to this podcast in Apple Podcasts.
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.
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
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.
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.
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.
A quick public service announcement, I'm going to be taking a short podcasting break, and the next episode won't be live until the end of August. I'm in the final stages of finishing my latest book Digital Talent which I'm writing once again in collaboration with Mervyn Dinnen, and I need a couple of weeks to entirely focus on getting the final draft finished and over to the publisher. Obviously, this is an excellent chance for you to catch up with any recent episodes you might have missed, available as ever wherever you get your podcasts and also fully searchable on www.recruitingfuture.com.
The podcast will return before August is out, and I have some really inspiring content lined up for the next few months and beyond.
So on with the show. Talent markets are a challenge globally, and talent markets for high-quality digital talent are particularly challenging at the moment. At times like these, recruitment marketing becomes mission-critical, and content that genuinely engages with the target audience brings a competitive advantage.
My guest this week is Keren Halperin, VP of People at Tel Aviv based startup Swimm. Keren has considerable experience scaling digital teams in the most challenging talent markets and some brilliant insights to share on using high-quality content to turbocharge recruitment marketing.
In the interview, we discuss:
• Dealing with a challenging talent market
• What motivates developers to move jobs
• Extending channels of connection
• Types of content
• Messaging that resonates
• Respect and transparency
• What makes a high-quality candidate experience
• Advice to TA leaders
• Predictions for the next 12-18 months
Listen to this podcast in Apple Podcasts.
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.
For many employers, the move to virtual recruitment processes was an unplanned one. Eighteen months from the initial shock, though, long-term benefits are emerging, and it is clear that the recruiting process is evolving permanently and irreversibly. It is essential that talent acquisition professionals understand this change and support it with technology that is fit for the new purpose.
This week's guests are Tom Pugh-Jones, Partner at Pentire Group and Euan Cameron, CEO at Willo. Tom has used technology to evolve processes and transform his local recruitment business into an operation that leverages a global talent pool to serve an international client base. Euan is an entrepreneur building the technology that has helped Tom make such a quantum leap forward with his business.
In the interview, we discuss:
• The challenges of the traditional interview process
• Accessing global talent pools
• The candidate and hiring manager experience
• Why specialist software is essential
• The power of asynchronous working
• The current state of talent markets
• Prediction for the future of recruiting
Listen to this podcast in Apple Podcasts.
With external talent shortages set to become the long term trend, many employers have to evolve their talent strategies to ensure they have the skills to be competitive.
Reskilling, focused redeployment, and talent marketplaces are vital parts of this, so what is it that employers should be doing to make sure they are set up for the future?
My guest this week is John Morgan, President of Lee Hecht Harrison, global specialists in workforce transformation. John has some great insights and valuable advice to share for all employers as we navigate these continually disruptive times.
In the interview, we discuss:
• How the pandemic has affected talent markets and how employers are evolving their strategies
• The right skills for digital transformation
• Career pathing in the digital economy
• Holistic approaches to talent management
• Focused redeployment and open talent marketplaces
• Doing talent mobility well.
• How will things evolve over the next two years?
Listen to this podcast in Apple Podcasts
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.
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.
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 first interview of the series, my guest is Simon Mullins, Chief Facilitator of ESIX. ESIX run a yearly membership, and in our discussion, Simon gives us an exclusive preview of the results of this year survey, highlighting the key trends the pandemic is driving in corporate executive recruiting.
In the interview, we discuss:
▪ Background to ESIX
▪ The growth of the corporate executive recruiting function
▪ Pandemic driven trends
▪ Reducing time to hire
▪ The executive talent market
▪ Interview and assessement
▪ Location flexibility
▪ Diversity challenges
▪ How onboarding is changing
▪ Simon's hopes for the next 18 months
Listen to this podcast on Apple Podcasts.
I'm publishing this episode the week of Women in Engineering Day. Skill shortages in STEM professions continue to be a big problem for many employers, and diversity is also a significant issue. However, research shows that there is a diverse and highly qualified workforce of STEM professionals who are currently struggling to return to work after a career break. So why is this the case, and what should talent acquisition professionals do to address the situation?
My guest this week is Natalie Desty, Founder and Director of STEM Returners. STEM Returners is a programme to help employers recruit, develop and retain the best available talent, and to enable highly qualified and experienced candidates to re-start their careers. Natalie has some excellent insights and advice to share.
In the interview, we discuss:
▪ Why Natalie started STEM Returners
▪ The underrepresentation of women in engineering
▪ The STEM Returners Index
▪ Insurmountable barriers facing returners
▪ Why the recruiting process isn't working
▪ Conscious and unconscious bias
▪ Job adverts versus job specs
▪ Advice to talent acquisition
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
Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to be able to bring you the content to you as a series of podcasts. I've released these every Friday for the last few weeks and really hope you have been enjoying them.
The last episode in this series looks at the future of AI & the candidate experience. This is a wide-ranging topic, and I was delighted to have two guests who come at it from different angles, Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax. You'll also hear briefly from Peter Weddle from TA Tech at the end as we bring the event to a close
In the conversation, we discuss:
▪ How the pandemic is changing candidate expectations
▪ Being flexible and responsive
▪ The advantages of Career Site Systems
▪ Human moments of impact in the balance between AI and recruiters
▪ Data & intelligence
▪ Innovation in automation
▪ Strategic segmentation
▪ What will the recruiting process look like in two years?
▪ Advice to employers on designing the candidate experience of the future
Listen to this podcast on Apple Podcasts.
The impact of the pandemic means that in 18 months, we've moved from discussing theories around the future of work to debating the practicalities. Fully remote, fully back in the office, hybrid working, the discussion and the publicity around the decisions companies make will dominate the HR news cycle for months if not years to come.
One of the key advantages of remote working is the ability to broaden talent pools across borders. However, this does come with complications. To discuss the challenges and advantages, my guests this week are Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, a tax partner with Deloitte in Ireland.
In the interview, we discuss:
▪ The work of IDA Ireland
▪ Productivity improvements from remote work
▪ Enhancing skills and retraining
▪ Tax implications of employers working remotely across borders
▪ When is remote too remote?
▪ From theory to practicalities
▪ Regulatory and compliance issues
▪ What will the next 12 - 18 months look like
Listen to this podcast in Apple Podcasts.
There is currently much debate and discussion about the talent shortages a number of markets across the world are currently experiencing. There is a lot of focus on the issues caused by the pandemic, but it is important to remember that a lot of the challenges talent acquisition teams are facing are part of existing long term trends that the pandemic has just accelerated.
My guest this week, returning to the show to share his unique perspective on the current state of talent markets and talent acquisition, is Tim Sackett, co-host of the HR Famous podcast and President of HRU Technical Resources. It's always great to have Tim on the podcast, and he didn't disappoint this time around.
In the interview, we discuss:
▪ Adding nuance to the remote working debate
▪ Long term talent market issues
▪ How is TA changing?
▪ Improvements in automation and recruiting technology
▪ Mitigating bias
▪ What should TA leaders be focusing on
▪ What is on Tim's radar for the next 12 to 18 months
Listen to this podcast on Apple Podcasts.
Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.
Following on from the Recruitment Marketing, Recruitment Advertising, and DE&I sessions I've already published, this week's episode looks at Recruiting Automation. This is a big topic, and I was delighted to have two guests who come at it from very different angles, Trent Cotton, VP Talent Acquisition at Bureau Veritas Group and Roberto Angulo, CEO Recruitology.
In the conversation, we discuss:
▪ The possibilities of recruiting automation
▪ Speed of adoption
▪ Organization size
▪ Key strategic elements
▪ The future of Natural Language Processing
▪ The future of AI
▪ A balance between humans and machines
▪ How do the candidates feel about automation?
▪ Where are we heading in the future?
Listen to this podcast in Apple Podcasts.
As digital transformation accelerates even faster, the market for data analysts, data scientists and data engineers continues to grow exponentially. So how do employers make sense of this talent market to hire the right skills for their business, and can data science be applied to the process itself to drive better outcomes?
My guest this week is Tim Freestone from Alooba, a company that is helping to answer these questions and change the way data and analytics skills are assessed. Our discussion is extensive, and Tim shares some valuable insights relevant not just to recruiting data professionals but also broader talent acquisition strategies.
In the interview, we discuss:
▪ Job definitions in data science and the current state of the talent market
▪ Issues with traditional recruiting processes
▪ Why the CV is a poor quality data set
▪ Generating structured data around skills
▪ Removing unconscious bias
▪ Pragmatic analytics, automating repeatable tasks and human intelligence
▪ How will recruiting evolve in the next 3 to 5 years?
Listen to this podcast in Apple Podcasts.
Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.
Following on from the Recruitment Marketing and Recruitment Advertising sessions I've already published, this week's episode looks at the role of technology in the future of diversity, equity and inclusion. I was joined in the discussion by two brilliant guests, Trina Hymes, Global VP of Sales at Diversity Sourcing Platform Talenya and Global Communications and Branding Leader Charu Malhotra.
In our conversation, we discussed:
▪ Is the increased focus on DE&I actually making a difference
▪ Common recruiting biases
▪ Starting with inclusion
▪ Sourcing diverse talent
▪ The role of leadership
▪ Agility through technology
▪ How technology can help and how it can't
▪ Visions for the future
Listen to this podcast in Apple Podcasts.
The idea of a TA Tech stack has gone mainstream very quickly. It makes perfect sense as employers look to have fit for purpose technology to support all elements of their talent acquisition strategy. While integration is a lot easier than it was a few years ago, there are still significant challenges that TA leaders need to understand and prepare for. So what are the key issues?
My guest this week is the perfect person to talk us through the current market situation and provide some practical advice. Peter Gold has been working in the ATS market since day one and has a vast amount of knowledge and experience to share.
In the interview, we discuss:
▪ The current state of the ATS market
▪ The key integration issues
▪ Asking for evidence of integrations
▪ Marketplaces
▪ Marketing spin versus implementation reality
▪ Challenges in volume
▪ AI, humans and automation
▪ Advice for TA Leaders
Listen to this podcast in Apple Podcasts.
Building and engaging with talent pipelines has been something we have been discussing for years, but it has always surprised that there are so few employers who do it well and even fewer that do it over extended periods. Technology, recruiting and communication have evolved significantly over the last two years, opening up opportunities for companies to devise very sophisticated pipelining and engagement strategies to help address resourcing challenges such as diversity hiring and skill shortages.
So who is doing this well, and how are they doing it?
My guest this week is Jason Boone, Diversity & Military Outreach Leader at Lockheed Martin. Lockheed Martin has a long-term talent pipeline strategy that sees them engage some communities of talent for 3 to 8 years before hiring.
In the interview, we discuss:
▪ The recruiting challenges at Lockheed Martin
▪ Investing in the emerging workforce
▪ Long term engagement strategies to increase diversity
▪ The role of time and touchpoints in building the brand, creating relationships, driving efficiency and improving offer acceptance
▪ Content strategies
▪ Time focused candidate-centric resources.
▪ The most surprising hiring success
▪ The role of technology
▪ Pushing talent across the enterprise
▪ Mashing up strategies and technologies
Listen to this podcast in Apple Podcasts.
Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.
Following on from the Recruitment Marketing session last week, this week's release is the panel debate on Recruitment Advertising. My highly knowledgeable guests were Ellie Harte, Recruitment Partner Talent Attraction from Atkins and KJ, CEO of Joveo.
We are at a real inflection point with recruitment advertising now, and this discussion will give you some clear insights into the strategies and technologies that will shape the future.
In the conversation, we discuss:
▪ The current state of the market
▪ Shortening attention spans and changing media consumption habits
▪ The imbalance between supply and demand
▪ How can employers stand out
▪ Outcome-based advertising
▪ Data and predictive analytics
▪ Understanding target audience and segmentation
▪ Testing messaging
▪ The power of authentic content
▪ Automation
▪ What future shifts can we expect to see?
Listen to this podcast on Apple Podcasts.
There is currently daily speculation about what the future of work will now look like and how employees might be feeling about it. Rather than trading in speculation and assumptions, I wanted to bring you some proper data to help us find out what is actually happening.
With that in mind, my guest this week is Jon Wilson, CEO of Totaljobs. Every year Totaljobs work with their international partners in The Network in conjunction with Boston Consulting to produce the largest survey of employees and job seekers in the world. The latest research is built on data gathered from over 200,000 respondents across 190 countries and looks at the pandemic's impact on employment preferences and global talent mobility trends.
In the interview, we discuss:
▪ The methodology behind the research
▪ Remote work and whether employees expect it to continue
▪ The advantages and implications of remote work across borders
▪ Employee experience, what is important to people now
▪ DE&I
▪ Sustainability and environmental issues
▪ Reskilling and career changes
▪ What happens next
Listen to this podcast in Apple Podcasts.
The last 12 months have been transformational for recruiting technology, with both employers and vendors having to adapt very quickly to the new market realities. So what does the technology landscape now look like in talent acquisition, what are the key trends and what do we need to keep an eye for the future.
My guest this week is David Wilson, CEO of industry analysts Fosway Group. Fosway. as ever, have been watching the market closely and have just released an updated version of their influential 9 Box Grid on TA technology. Keep listening to hear David's insights on how technology has evolved in the last 12 months and where it is going.
In the interview, we discuss:
▪ The 9 Box Grid methodology and the type of vendors included
▪ How vendors have responded to the pandemic
▪ The pandemic as a catalyst for change in TA technology
▪ The ATS, CRM, TRM evolution
▪ Talent mobility and talent marketplaces
▪ Room for improvement in data analytics
▪ What will the next 12 months look like
Listen to this podcast in Apple Podcasts
Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring the content to you as a series of podcasts. I'll be releasing these every Friday for the next five weeks, so if you don't want to miss them, make sure you have subscribed to the show.
First up is our session on the future recruitment marketing featuring Allyn Bailey from Intel and Chris Forman from Appcast. This was a really lively debate with a big focus on the current inversion we are seeing in the talent market and the transformative effect it is likely to have on recruitment marketing.
In the conversation, we discuss:
▪ The inverted job market and the change it might drive in recruitment marketing.
▪ What is driving the change in job seeker behaviour?
▪ A critical need to think differently
▪ Precision targeting and segmentation
▪ Recruitment marketers need to be technology wizards.
▪ The rise of the dedicated recruitment marketing function
▪ Autonomous matching
▪ What recruitment marketing will look like in two years
Listen to this podcast on Apple Podcasts.
Virtual communication has been the mainstay for all of us for nearly 18 months now. As employers consider how they will work post-pandemic, the debate about what stays virtual in the future is going to dominate the next few months. There is always lots of discussion about the negative aspects of endless Zoom or Teams calls, but what would we lose if we return to our old ways of working?
To help provide some perspective on this, I have a very special guest. Jackie Weaver became an instant celebrity after a Zoom recording of a chaotic meeting of Handforth Parish Council went viral. As well as cheering us all up during a very long miserable locked down winter, Jackie has used her platform to champion the work of town and parish councils and increase the diversity of their membership. There are some interesting parallels for employers here, and Jackie most definitely does have the authority.
In the interview, we discuss:
▪ That Zoom meeting and instant global internet fame
▪ The positives of virtual communication
▪ Engaging with diverse audiences through virtual platforms
▪ Inclusivity and accessibility
▪ Virtual, face to face and hybrid
▪ What can employers learn from what is now happening to parish and town council meetings?
▪ What Jackie Weaver is doing next
Listen to this podcast in Apple Podcasts.
The challenges for recruiting in hospitality at the moment are unprecedented both in the US and the UK. The jobs market has inverted, and there are currently many more roles than there are people searching for jobs. The extent of this imbalance has taken the industry by surprise and put many companies on the back foot and struggling to reopen fully. So what can employers do to get the talent they need, not just in the hospitality industry but also in other sectors where talent is in short supply.
My guest this week is Brandon Batt, Director of People at Savory Restaurant Fund. Savory has several restaurant brands and is being very successful at staffing them despite the current talent market crisis.
In the interview, we discuss:
▪ The current challenges in the hospitality industry
▪ An unprecedented imbalance in supply and demand
▪ The importance of thinking creatively
▪ Focusing on the fundamentals of culture
▪ What is important to employees
▪ Telling employee stories and reflecting the EVP
▪ Equipping employees with the right tools for referrals
▪ Using recruiting technology to its full extent
▪ Thinking outside of the ATS
▪ Communicating with candidates in their chosen channels.
▪ What does the future look like for recruiting?
Listen to this podcast in Apple Podcasts. `
Health and wellbeing are now front and centre of the employee experience and fast becoming a critical factor in talent acquisition and retention.
This is especially true in the retail industry, whose employees have had to face massive amounts of uncertainty during the pandemic and genuine concerns about their personal safety.
Next week retail industry charity retailTRUST is holding an online event to champion the health and wellbeing of the retail workforce following the reopening of non-essential shops across the UK. As part of the build-up to the event, I spoke to Chris Brook-Carter, CEO of retailTRUST and Louise Stonier, Chief People Officer at Pets at Home, about the renewed focus on health and wellbeing in the employee experience.
In the interview, we discuss:
▪ The work of retailTRUST and how it has been supporting the industry during the pandemic
▪ What is essential to retail employees right now
▪ The vital importance of transparent and clear communication
▪ Building a coalition of employers to champion health within the sector
▪ Retail as a post-pandemic force for good
▪ How health and wellbeing are now critical for talent acquisition and retention
Listen to this podcast in Apple Podcasts.
It's becoming increasingly clear to me from the conversations I'm having with talent acquisition professionals worldwide that what happens in the coming months will set a course for a wholesale transformation of our industry. Talent markets are changing, technology is changing, employers are changing, and the very nature of work itself is changing.
So how do we navigate these disruptive times? My guest this week is Joe Mullings, Chairman and CEO of the Mullings Groups of Companies. Joe has some very strong and very well informed opinions on what the future looks like for talent acquisition. Take a listen to our conversation, and I would love to know whether you agree or disagree with him.
In the interview, we discuss:
▪ What happens next?
▪ The challenges of the hybrid workforce
▪ Disruptive forces in the talent market
▪ Building a hiring brand
▪ The golden age of recruiting
▪ The difference between HR and Talent Acquisition
▪ Who has the leverage?
▪ Talent Acquisition versus Talent Access
▪ Advice for Talent Acquisition and HR professionals
Follow this podcast in 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 342: Trust & Accountability
Ep 343: Scaling Up
Ep 344: The Future Of Talent Acquisition
Ep 345: How To Work Alone
Ep 346: Emotional Wellness
Ep 347: Change Management & Adoption
Ep 348: Diversity and Disability
Ep 349: Automation & Candidate Experience
Listen to this podcast on Apple Podcasts
As the adoption and sophistication of recruiting automation gather pace, it's essential to understand its constituent parts and the advantages and disadvantages of automating specific recruiting processes.
One area of the recruiting experience that doesn't get much attention is interview scheduling. A recently published research report from Cronofy has shed new light on the impact interview scheduling has on the candidate experience. I wanted to explore this in more detail.
With that in mind, this episode has a bit of a different format. My first guest is Adam Bird, CEO Cronofy, to talk us through the report's findings. I then expand out the conversation and bring in talent acquisition leaders Izzy Hung, Global Executive Hiring Lead at Forgerock and Ben Gledhill, Head of Resourcing at Thames Water, to get their thoughts on interview scheduling and recruiting automation in general.
In the conversation, we discuss:
▪ The report's methodology and key findings
▪ The impact of a poor interview scheduling experience on candidate decision making
▪ Does automation work for all levels of recruiting?
▪ The impact of the pandemic
▪ Candidate feedback
▪ Using technology to facilitate workflows
▪ Technical integration
▪ Driving differentiation through tech stacks
▪ The future for recruiting automation
Download the report
Listen to this podcast in Apple Podcasts
Back in Episode 335, I published an interview where we talked about Neurodiversity in the workplace. The episode generated a lot of interest, and many organisations got in touch with me to share their stories. One that really stood out was a non-profit called Creative Spirit, which helps create integrated employment opportunities for individuals with intellectual and developmental disabilities.
Creative Spirit is doing some vital work, and I'm delighted that their Co-Founder Laurel Rossi joins me as my guest this week.
In the interview, we discuss:
▪ Creative Spirit's backstory and purpose
▪ Being a genuinely inclusive employer and how the pandemic is changing everything
▪ Busting the myths about employment for people with intellectual and developmental disabilities
▪ Success stories and shout outs
▪ Advice to Talent Acquisition Leaders
▪ How to get involved with Creative Spirit
Listen to this podcast in Apple Podcasts
The growth in adoption of Recruiting Technology is continuing to speed up exponentially. There is always a lot of focus on the types of software companies should be buying but often not as much focus on the amount of internal change management involved to make the technology work within the organization. So what how should companies be thinking about this, and what kind of strategies should they be building?
My guest this week is someone who helps to design change management and adoption strategies on a daily basis. Jen Wilks is VP of Professional Services at Eightfold Ai and has a tremendous amount of knowledge and experience to share on what makes technology implementations successful.
In the interview, we discuss:
▪ Why change management is so important in software implementation
▪ Achieving executive buy-in
▪ Pilots and early wins
▪ Common pitfalls and mistakes
▪ Communication strategies
▪ Adoption Planning
▪ Gamification
▪ Outcomes and success criteria
Listen to this podcast in Apple Podcasts.
After the events of the past twelve months, employees' emotional well-being should be right at the top of the agenda for all businesses. So what can employers do to help, and how does the support they give sit right at the heart of their employer brand and values?
My guest this week is Dan Anastas, VP of Total Rewards and HR Operations at UI Path. UI Path has made their employees' emotional health a business imperative and uses several different tools and approaches to help them.
In the interview, we discuss:
▪ How the pandemic has affected employee experience
▪ Emotional health as a crucial part of well being
▪ How UI Path is supporting its employees
▪ Thinking about the whole person
▪ The role of digital tools
▪ The importance of feedback mechanisms
▪ Reducing the load
▪ Emotional health and Employer brand
▪ The future of work and what is next for UI path
Subscribe to this podcast in Apple Podcasts
Working at home and working alone has always been a challenge at the best of times. When you add in a global pandemic that forces millions of people to become solo home workers with no guidance or planning, it's no wonder things are tough for many people.
So what are the secrets to successful solo working, and what is the future of work and the workplace going to look like?
My guest this week is broadcaster and journalist Rebecca Seal. Earlier in the year, Rebecca published one of the most useful and timely books I've ever read. It's called " Solo: How to Work Alone (and not lose your mind)" and I'm delighted to able to talk to her about it.
So whether you are just trying to get through to the end of the pandemic, trying to work out whether home working is what you want to do in the long term or considering starting up in business on your own, then I guarantee you'll get a lot of value from Rebecca's insights.
In the interview, we discuss:
▪ The challenges of working alone
▪ Why the last 12 months are not representative of working from home
▪ The opportunity to take a human-centred approach to business operations ▪ ▪ Why do we still work in a way designed for the industrial age of the 19th Century?
▪ The importance of measuring broader outputs than time worked.
▪ Practical advice for people who are struggling and what can leaders do to help
▪ The scientific basis of Zoom fatigue
▪ Virtual worlds
▪ Why it's too early to make decisions on the future of work.
Listen to this podcast on Apple Podcasts.
It's April 2021, and we really are standing at a crossroads in terms of the future of talent acquisition. Labour markets are changing, there is a rapid adoption of new technologies, and there is a reinvention in the way we work.
So how best to strategically navigate through these changing times. Well, who better to help point the way than my guest this week. As the preeminent analyst in talent technology, Josh Bersin doesn't need much of an introduction.
In the interview, we discuss:
▪ How the pandemic is affecting talent markets
▪ Job automation
▪ The need for constant reskilling
▪ Talent mobility
▪ Internal talent marketplaces
▪ Gig work, deconstructing jobs and the evolution of employment
▪ Medium and long term trends to be prepared for
Listen to this podcast in Apple Podcasts.
I've always found it fascinating to study high growth companies and start-ups that are seriously scaling up. Things move at a million miles an hour, and some serious lessons can be learned about culture, skills development, talent management and talent acquisition.
My guest this week is Sandy Scholes, Chief People Officer at Flipp, a fast-growth retail technology company based out of Toronto. Toronto is a highly competitive talent market, and Sandy has some very valuable insights to share on acquiring and retaining the right talent for a scale-up business.
In the interview, we discuss:
▪ The people challenges at Flipp
▪ How do you build a culture?
▪ How the pandemic has changed Flipp's approach to employee experience
▪ Ensuring the right skills are in the business.
▪ How to stand out and attract talent in a tough market
▪ Raising the bar on recruiting.
▪ Career Journeys
Listen to this podcast in Apple Podcasts.
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Trust at work has been in the news a lot recently. Whether it's Zoom fatigue caused by too many pointless meetings, employers using software to spy on employees in their own homes or forced returns to the office, it is clear that our new world of work still doesn't sit comfortably with some employers.
So how should we be thinking about trust at work now, and does rethinking our whole approach to accountability hold some of the answers on how we move forward?
My guest this week is Carolyn Taylor, a global thought leader on corporate culture change. Carolyn has written a brilliant new book called Accountability@Work, which offers some very practical advice on building a scalable system of accountability that will help everyone who leads a team.
In the interview, we discuss:
▪ Why culture really matters during the pandemic
▪ Types of trust: reliability, motivation and capability ▪ Empowerment and equality
▪ What is accountability
▪ Being counted on
▪ Mitigating risk
▪ Outcomes and learning experiences
▪ Inclusion and hybrid working
▪ Our relationship with technology
▪ Predictions on the future of work
Listen to this podcast in 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 335 Neurodiversity
Ep 336: Jobs At Risk
Ep 337 – Interview Intelligence
Ep 338: Future Brainfood
Ep 339: Diversity Hiring
Ep 340: Changing Candidate Experience
Ep 341: Culture Fit Doesn’t Exist
Listen to this podcast on Apple Podcasts
An area that has been of genuine interest to me recently has been company culture and how some of the core ways we used to think about it are being disrupted. Remote working has meant companies are having to think much harder about how they work and showcasing their culture during the recruiting process has become a real challenge. Another significant area of debate has been the use of culture fit as an assessment criteria and whether culture fit even exists.
My guest this week is Bret Putter, CEO of Culture Gene and author of several books on company culture. Brett spends a significant amount of his time researching corporate cultures with a strong recent focus on companies that were already working remotely before the pandemic. He has some very valuable insights to share on what company culture now means in our much disrupted times.
In the interview, we discuss:
▪ The definition of culture
▪ The culture challenges of remote working
▪ Best practices of remote-first organisations
▪ Asynchronous communication
▪ Why there is no such thing as culture fit
▪ How can employers leverage culture in a virtual recruitment process?
▪ What long time changes are we likely to see post-pandemic
Listen to this podcast in Apple Podcasts.
Candidate Experience has been a regular topic on this podcast as long as this podcast has existed. People often get frustrated that we keep having to talk about it as poor candidate experiences still persist for many. However, improving the candidate experience isn't a single time-limited problem; it is an ongoing process that evolves in line with expectations and technology. With that in mind, talent acquisition teams must treat candidate experience strategically as a science rather than as a one-off project.
My guest this week is Kevin Grossman, President of The Talent Board, the organisers of the Candidate Experience Awards. The Candidate Experience Awards have been running for ten years now, and Kevin has a massive amount of valuable data-based insights to share on how the candidate experience challenge has been evolving.
In the interview, we discuss:
▪ The methodology and data behind The Candidate Experience Awards
▪ Candidate Experience as an ongoing challenge, not a single problem
▪ Transparency and feedback
▪ The challenge of sustaining a high-quality experience
▪ How the pandemic has increased transparency
▪ The rise of recruiting automation and how it is improving the candidate experience
▪ Taking a more scientific approach
▪ How chatbots are filling the communication gap
▪ Technology doesn't fix flawed processes.
▪ What might the future look like
Listen to this podcast on Apple Podcasts.
Diversity, Equity and Inclusion are critically important. However, despite much discussion and debate, many employers are still failing to improve their hiring diversity. Those employers that are moving the needle are those that have actionable strategies and leadership accountability.
My guest this week is Rachel Hirsch, who is a Recruiter at Frame.io. Frame.io have a genuine focus on diversity equity and inclusion and have tangible results to show for it. In our conversation, Rachel shares the strategy and identifies the key elements that have driven their success.
In the interview, we discuss:
▪ The key recruiting challenges at Frame.io
▪ How unconscious bias affects diversity in sales leadership
▪ Narrowing requirements to the things that matter most
▪ The complications of the pandemic
▪ Building trust with candidates
▪ The critical importance of allyship and leadership accountability
▪ The results have Frame.io seen from its strategy
▪ What does the future look like
Listen to this podcast in Apple Podcasts.
It's fair to say that trends in recruiting technology are moving quickly. The events of the last 12 months have turbo boasted some aspects of the market and radically disrupted others. So what's changed, what's accelerating and what does the future look like?
My guest this week is the perfect person to ask and was the most requested guest in the audience survey that I ran earlier in the year. Hung Lee is the Editor of the leading industry newsletter Recruiting Brainfood and a keen observer of recruiting technology.
In the interview, we discuss:
▪ Changing trends
▪ The rise of assessment tech
▪ Interview analytics
▪ The future of automation
▪ Ethics
▪ What happens after the pandemic
▪ How the way the industry educates itself on technology has changed
Listen to this podcast on Apple Podcasts.
Interviews have always been the central tenant of the hiring process and the one area where it has been most challenging to collect meaningful data. The mass move to video interviewing in the last 12 months has potentially changed everything. So, what data can we now gather, and how can it be analysed to drive actionable improvement in the interview process.
My guest this week is Siadhal Magos, the Co-Founder and CEO of Metaview. Metaview is a technology start-up that is helping some well know employers gather data and act on interview intelligence in new and innovative ways.
In the interview, we discuss:
▪ Using data to make sense of interviews at scale
▪ Two techniques to improve interviews
▪ Will technology replace traditional interviews?
▪ What are the critical interview data points?
▪ The correlation between hiring funnel efficiency and interview rigour
▪ Bias and inclusivity
▪ Addressing privacy concerns
Listen to this podcast in Apple Podcasts.
The future of jobs in an age of AI and automation has been a popular topic on this show. We've tended to talk in quite theoretical terms and never truly considered what practical solutions there might be to the inevitable job displacement. Millions of jobs have already been lost in the pandemic, and the World Economic Forum predicts that an additional 85 million jobs with be lost to automation by 2025. So what type of jobs will disappear, and how do we upskill and transition the large proportion of the workforce who will be affected?
My guests this week are Madeleine Gabriel and Karlis Kanders from Nesta, the UK's innovation agency for social good. Nesta has just completed a significant piece of research called Mapping Careers Causeways, which is intended to support job transitions and inform skills policy in a labour market that AI and Automation will forever change.
In the interview, we discuss:
▪ The uncertain future of work
▪ Which jobs are at risk of automation
▪ Identifying pathways from high-risk occupations to safer ones
▪ Why women are twice as likely to be displaced than men
▪ The three types of core skills that will help people transition
▪ The critical importance of training
▪ The role of talent acquisition
▪ Thinking differently about hiring
▪ Why the best way to predict the future is to create it
Listen to this podcast in Apple Podcasts.
Back in 2019, I interviewed Theo Smith about Neurodiversity at work. At the time, I didn't have much of an understanding of Neurodiversity, and it was great to learn from Theo about the challenges neurodivergent people face in the workplace, what employers can do to support them and the enormous benefits this support would bring to everyone.
Theo has since teamed up with Professor Amanda Kirby, and they are about to publish a book on Neurodiversity at Work. A couple of weeks ago, I caught up with them to find out more about the book and what talent acquisition professionals can be doing to be more inclusive in recruiting and assessment.
In the interview, we discuss:
▪ What is Neurodiversity
▪ How do we get the best out of everyone at work?
▪ Cognitive strengths and cognitive struggles
▪ Spiky profiles
▪ Unrealistic job descriptions
▪ Focusing on what people can do rather than what they can't do
▪ Making interviews and assessment more inclusive
▪ How will work change post-pandemic
Subscribe to this podcast in Apple Podcast
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 328: Authentic Hiring
Ep 331: Transforming Recruitment Marketing
Ep 333: Automation, Simplicity and Experience
Ep 332: Careers Site Systems
Ep 329: Assessment Lessons From Elite Sport
Ep 334: Fair AI
Subscribe to this podcast in Apple Podcasts
The number of talent acquisition technology solutions offering AI continues to grow exponentially. However, we must look at AI's role in recruiting through a critical lens to ensure transparency and that technologies are fair and ethical. If AI is being used to improve the candidate experience and remove bias, how do we make sure it isn't actually making things worse.
My guest this week is Barb Hyman, CEO of Predictive Hire, an AI based interviewing solution. Predictive Hire has recently published a paper on Fair AI in recruiting intended to provoke debate and help Talent Acquisition leaders ask the right questions when they are buying a solution. Barb has an HR leadership background which gives her a unique perspective on the dangers and opportunities of the AI revolution.
In the interview, we discuss:
▪ Fair AI in Recruiting
▪ The importance of vendor self regulation
▪ Why AI should be unbiased, inclusive, valid and explainable
▪ Building trust with talent acquisition leaders and candidates
▪ When AI isn't AI
▪ Why a human candidate experience is critical
Download “Fair AI In Recruitment”
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As regular listeners will know, I often collaborate with HR Technology Analyst Mervyn Dinnen to produce research reports on various aspects of talent technology.
Our latest report was published a few weeks ago with support from the learning and performance management platform Bridge. I wanted to bring some of the highlights of our findings to the podcast, so keep listening to hear what we discovered about how the landscape for learning and performance management has been changing during the pandemic.
In the episode, we discuss:
▪ Critical skills gaps
▪ The challenges of talent mobility
▪ The importance of specialist and fit for purpose technology
▪ Training to support remote management
▪ The employees perspective
▪ Peer to peer interaction
Download the Learning and Performance Management report
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The events of 2020 / 2021 will shape how talent acquisition operates for years, especially when it comes to recruiting automation. In the past automation in recruiting has often been dismissed as impersonal and ineffective. However, as technology has developed and strategies have changed the immense value and inevitability of automation is becoming clear.
My guest this week is Jeff Uden, Head of Talent for UK supermarket, Iceland. Like all frontline food retailers, Iceland has faced some unprecedented talent acquisition challenges during the pandemic. Jeff gives us an insight into the innovations these challenges have driven, and Iceland's successful use of automation to radical enhance both the candidate and hiring manager experience.
In the interview, we discuss:
▪ The challenge of hiring 5,500 people in 8 weeks
▪ Maximising simplicity and efficiency in the recruiting process
▪ The critical importance of candidate experience
▪ Automation with a human touch
▪ Keeping hiring managers empowered
▪ Return on investment from technology
▪ Change management and stakeholder engagement
▪ The future of talent acquisition at Iceland
Subscribe to this podcast in Apple Podcasts
As I said at the start of the last episode reinventing recruitment marketing is a big topic for talent acquisition this year. Long term listeners to the podcast will also know about my deep-held belief that careers sites are the critical element of recruitment marketing that remains very much underutilised.
Many forward-thinking employers are now turning to careers site systems to maximise the recruitment marketing benefits of careers site and minimise their development pain points.
So what happens when we start thinking about careers sites as sophisticated software solutions rather than one-off creative projects?
My guest this week is James Saunders, CEO of Attrax. Over the last few years, James has been one of the pioneers of careers site systems and has a massive amount of knowledge and experience to share.
In the interview, we discuss:
▪ What is a careers site system?
▪ The focal point of employer branding
▪ Strategic positioning
▪ Why employers should invest in their own asset
▪ The dreaded "log in to apply."
▪ The core elements of sophisticated careers sites
▪ Optimising the candidate experience
▪ Personalisation and AI
▪ Unique stats and analytics
▪ Learning from eCommerce
▪ Future innovations
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It's still early in the year, but the reimagining of Recruitment Marketing is already a big topic for 2021. This has been clear in several conversations I've had with talent acquisition leaders and in the results of the audience survey I currently have running.
Many employers are looking to transform their recruitment marketing to meet the new challenges they have and leverage emerging techniques and technologies.
So what is cutting-edge thinking in recruitment marketing and what steps do talent acquisition teams need to take to unlock the power of what is possible?
To give us some insights to answer these questions, I'm delighted to welcome Allyn Bailey, Global Recruitment Marketing Leader at Intel, back to the podcast. Allyn is one of the most progressive thinkers in our industry, and this is genuinely a must-listen interview.
In the interview, we discuss:
▪ Why and how recruitment marketing is transforming
▪ Data decision mapping
▪ Collecting target audience data via automation
▪ Segmenting audiences by behaviour and motivation
▪ Candidate data infrastructure
▪ Predictive modelling in recruitment marketing
▪ Building purposeful engagement plans
▪ Providing genuine value with content
▪ Advice to talent acquisition leaders on how to start their transformation
▪ What does the longer term future look like for recruitment marketing
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We are living through a time of immense disruption the full scale of which we don't yet fully understand. The pandemic has caused millions to lose their jobs and changed the business models of entire industries. Understanding the skills now needed in the labour market and the level of reskilling required is further complicated by the rise of artificial intelligence and automation.
So what does the future of work now look like and how can companies and individuals navigate the next few years?
My guest this week is Dr Michelle Weise, Senior Advisor at Imaginable Futures and author of the book, Long Life Learning - Preparing for jobs that don't even exist yet. Michelle specialises in the future of work and the future of learning and has some incredibly valuable insights to share
In the interview, we discuss:
▪ A more positive vision for the future of work
▪ The lack of a common skills taxonomy
▪ Data infrastructure for talent mobility
▪ Why employers are struggling to articulate the skills they have and recognise the gaps
▪ The role of technology
▪ Restructuring the working day to enable reskilling
▪ Developing an "Education GPS"
▪ What does the future look like and how can we solve these problems
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Understanding and assessing talent is something I don't think we talk about in enough detail in our industry. Advances in both technology and neuroscience are challenging traditional thinking in recruiting if this will be another key topic for me this year.
To get the conversation started my guests this week have a simple fascinating story to share. Eric Castien and Andries Van der Leij are the founder and CTO of Brainsfirst. Brainsfirst is a Dutch company that uses cognitive psychology and machine learning to help elite football teams identify future talent. They have brought their learnings into the business world and have some incredible insights to share.
In the interview, we discuss:
▪ Talent identification in elite football
▪ Studying the link between specific brain function and performance
▪ Learnability over capability
▪ How understanding brain skills can drive talent redistribution
▪ Only assessing skills you can actually quantify
▪ Seeing a role as a set of desired behaviours
▪ Focusing on future fit
▪ Eliminating bias
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Over the last six months, we have talked a lot about transformation in talent acquisition with a large number of employers working hard to reinvent their strategies to meet the new challenges they face.
So what does great talent acquisition now look like in 2021? Well, that's a question I'll be focusing on a lot in the coming weeks and months.
My guests this week are Rona Anhalt, and Ed Nathanson, the Chief People Officer and VP of Talent and Talent Branding at disruptive pharmaceutical startup EQRx. Since their launch early last year, EQRx has done fantastic work in talent branding and talent acquisition and really is a benchmark for what hiring strategies should now look like.
In the interview, we discuss:
▪ How EQRx is disrupting the pharmaceutical industry
▪ The challenges of scaling up talent acquisition in a pandemic
▪ Building a purpose driven culture
▪ Diversity, Equality, Fairness and Inclusion
▪ Culture add over culture fit.
▪ Superpowers
▪ Being bold with talent branding
▪ The power of people stories and authentic interviews
▪ Candidate experience as the ultimate differentiator
▪ What they will be focusing on in the next 12 months
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It's only the end of January, and I think we can all clearly see that 2021 will be another challenging year. So what can talent acquisition leaders do to motivate and build resilience in their teams during these incredibly stressful times?
My guest this week is Jen Thornton, a former Global Director of HR Operations who is now founder and CEO of 304 Coaching. Jen is an expert in conversational intelligence, something that can help everyone improve the quality and outcomes of their communication.
In the interview, we discuss:
▪ What is Conversational Intelligence
▪ Applying neuroscience to workplace communication
▪ Having better conversations
▪ Motivating Talent Acquisition teams in tough times
▪ The importance of resilience and coping with change
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Recruiting Automation will be a topic we explore in a lot of detail over this coming year. The key to any automation strategy is removing friction in a way that saves time and resource but at the same time enhances the experience for candidates, recruiters and hiring managers. I wanted to bring this to life by looking at a very specific recruiting process area, interview scheduling.
As we all know, talent acquisition has many nuances, and generic scheduling automation tools can often create more work than they save and damage the candidate experience. So how should we automate and what are the real benefits of doing it properly
To help answer this question my guests this week are Adam Bird CEO and Co-Founder of scheduling platform Cronofy and Jon Eyers founder of tech recruitment company Harvey Thomas.
In the interview, we discuss:
▪ Automating interview scheduling in a smart way
▪ Improving the candidate, recruiters and hiring manager experience
▪ Factoring recruiting nuances into automation
▪ Reducing friction to save time and increase value
▪ Remembering what humans are good at and recognising what computers are good at
▪ The future of recruiting automation
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In this short episode, Matt reflects on the past 12 months and looks forward into 2021.
Episodes Mentioned in this Round Up:
Ep 321: The End Of Jobs
Ep 32: Better Recruitment marketing
Please help make the podcast better, fill in the audience survey.
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Recruiting at the C-Level presents some unique challenges, perhaps the most prominent being the long-standing inequality of the number of women hired at board level. The sudden move to remote recruiting has also significantly disrupted executive search's traditional high touch candidate experience.
My guest this week is Venesa Klein, a partner at international search firm Calibre One. Venessa worked as an in house recruiter earlier in her career and has some valuable knowledge and insights to share on the current challenges in executive recruiting and the drive for more equality in the C-Suite.
In the interview, we discuss:
▪ Building an effective in house executive recruiting team
▪ How high touch candidate experience has adapted to remote
▪ Is female representation in the C-Suite improving and what are the key issues
▪ Why internal career pathing is critical to equity at the top
▪ Being inclusive
▪ How has 2020 changed the market
▪ The value of the CHRO
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I've been involved in recruitment marketing and employer brand for a couple of decades now. I've consistently felt that although there is some outstanding work in this space, the overall quality of output is not as good as it could be. So how can we fix this and who can we learn from to make things better?
My guest this week is Nick Thompson, Global Talent Marketing Team Manager at IBM. Nick and the teams that he has worked with have done some brilliant work in recruitment marketing and employer branding in the last few years and have developed ways of working that everyone can learn from
In the interview, we discuss:
▪ How can talent acquisition step up the quality of recruitment marketing and employer branding
▪ Judging recruitment marketing against other types of marketing.
▪ Effective methodologies and processes
▪ Failing fast and iterating
▪ Understanding your audience
▪ Giving employees a voice
▪ The role of technology
▪ Thoughts and predictions for the future
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The past nine months have thrown up multiple challenges for talent acquisition leaders. While technology isn't ever the whole answer, it has been interesting to see how employers have been using emerging recruiting technologies to help address the unique problems 2020 has created.
My guest this week is Michael Watson, Senior Director of Talent Transformation Advisory at Eightfold.ai. Michael has previously been a TA Leader and some great insights to share in terms of driving practical value from AI technology.
In the interview, we discuss:
▪ The current challenges for talent acquisition
▪ Using technology to separate the signal from the noise
▪ What value does AI bring to talent acquisition?
▪ Using technology to reduce bias
▪ Enhancing human interaction by automating repeatable tasks
▪ Mobility and retention
▪ Building meaningful engagement
▪ What's next for recruiting technology
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Careers Sites continue to be a much-neglected aspect of recruitment marketing. The fact that they receive so little attention has always been a pet hate of mine. Careers Sites are critical. They are also being required to do more heavy lifting than ever before, with the ever-increasing levels of interest employers are getting in their open jobs, ongoing talent shortages in specific markets and the need to showcase effective, authentic employer brands.
So what can employers do to make their careers sites fit for purpose? My guest this week is Bas Van de Haterd, a consultant and leading global expert on careers site. Bas publishes some annual research in this area and has some hugely valuable insights to share.
In the interview, we discuss:
▪ How the market has developed
▪ What makes a good careers site
▪ The importance of total experience
▪ Why you shouldn't let your ATS dictate your application experience
▪ Careers Site Systems and middleware
▪ Who is doing this well?
▪ What to focus on first
▪ The future of careers sites
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The Future Of Work has always been a popular topic on this podcast; however, it is also a topic that needs some serious recalibration in light of the events of 2020. Remote working, flexible working and automation are just three of many areas that have seen an utterly unpredicted acceleration in the last few months. So what does the future of work now look like and how should talent acquisition leaders be preparing for it?
My guest this week is Jeff Wald, serial entrepreneur and co-founder of WorkMarket. Jeff has recently published a brilliant book on the future of work which is based on historical analysis and robust data. I have to say that this is one of my favourite ever conservations that I had on this topic. It's a must-listen.
In the interview, we discuss:
▪ Why Jeff wrote his book
▪ How to learn from past historical shifts in work and jobs
▪ Fluid always-on work from anywhere jobs and the pressures that come with them.
▪ Remote work versus flexible work
▪ What is an agile corporation?
▪ Technology, automation and the future of jobs
▪ What do talent acquisition leaders need to be doing right now?
▪ The Future Of Work Prize
▪ What does the near term future of work look like
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With work stress levels at all-time highs and remote working set to continue at scale for the foreseeable future, one of the essentials things that 2020 has given us focus on is the necessity to build and scale cultures for both productivity and wellbeing.
My guest this week is Ruth Penfold, People Practice Lead at Launchpad, a start-up accelerator focused on clean energy. Ruth has helped codify culture in several high growth companies and has a personal mission to improve wellness and wellbeing at work.
In the interview, we discuss:
▪ Bringing your whole self to work
▪ Building, codifying and scaling culture
▪ Honesty
▪ How cultures evolve
▪ Co-creating the culture story with employees
▪ Wellbeing and productivity
▪ How leaders need to show up for themselves
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As employers increase their efforts to improve diversity in their hiring, there is a growing debate about the role technology can play in solving diversity challenges. It is evident that tech isn't a silver bullet here with something that is very much a human problem; however, there are certainly ways that technologies such as AI can help to identify the scale of the problem.
My guest this week is Mahe Bayireddi, CEO and Co-Founder of Phenom. Mahe is a thought leader in the AI space and has some valuable insights to share on the role it can play in diversity, equity and inclusion.
In the interview, we discuss:
▪ Bias in recruiting
▪ Why D&I issues can't be solved with AI
▪ When AI makes things worse
▪ How AI can create an awareness of bias that can be used to change human thought processes
▪ Leadership, accountability and the importance of C Suite goals
▪ Redesigning talent and reimagining work for the future
Register for Phenom's IAMHR event here
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Back in May, I spoke to author Scott Berkun about Design Thinking, and we touched on some of the ways it can be used in talent acquisition. I now wanted to dig a bit deeper into some of the practicalities of this and explore the value that design thinking can bring to recruiting.
My guest this week is Jodi Brandstetter, talent strategy consultant and author of the book Hire By Design. Jodi has previously worked as a Director of Talent Acquisition and has some great experience of applying design thinking to recruiting challenges.
In the interview, we discuss:
▪ The current state of the market
▪ What is design thinking?
▪ How can design thinking be applied to talent acquisition?
▪ The importance of empathy
▪ Improving the candidate experience
▪ Journey mapping
▪ The role of technology
▪ What should talent acquisition leaders be doing now to prepare for the future
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To say that 2020 has been a tough year would be somewhat of an understatement. The health and economic challenges have put massive pressure on everyone and changed working life dramatically. Unsurprisingly some recent research from employee engagement specialists Glint reports a 33% rise in employees reporting burnout.
So what can employers do to deal with this burnout crisis and what support are employees asking for? To answer these questions and talk about their research, my guest this week is Steven Buck, Head of People Science at Glint.
In the interview, we discuss:
▪ What is employee burnout?
▪ The decline in connectedness and belonging
▪ What can employers do to help?
▪ No one size fits all solutions.
▪ Wellbeing and work/life balance
▪ Building habits around conversations fed by good data.
▪ What is the role of HR Technology?
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Recruiting transformations are currently underway in many companies to solve both the problems of the present and create a vision of the future. Change is tough, and it's always good to hear from talent acquisitions leaders who have been successful in innovating their company's approach to recruiting.
My guest this week is Trent Cotton, Director of Talent Acquisition at BBVA. Trent has successful transformed BBVA's approach to talent acquisition with the heavy influence of agile methodology and design thinking. He is now seeking Recruiting Utopia and has the vision to get there. This is a must-listen interview for everyone.
In the interview, we discuss:
▪ Adopting Agile and Design Thinking in talent acquisition
▪ The development of Sprint Recruiting
▪ Priorities and feedback loops
▪ The four principles of Sprint Recruiting
▪ WIP limits on candidate submissions
▪ Managing the change
▪ The role of recruiting technology
▪ What is Recruiting Utopia and how might we get there
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Employer Branding, it's a been a topic we've mentioned in passing a lot on the show this year, but unusually we haven't done a deep dive into it for a quite a while. So what are the current trends in employer branding, how are the events of this dystopian year shaping what employers are doing and what should employer brand strategies for the future look like?
My guest this week is the perfect person to answer all of these questions. David Thompson is a highly experienced employer brand consultant and the founder of Employer Branding Made Easy. Keep listening to hear his thoughts on the present state and future direction of employer branding.
In the interview, we discuss:
▪ Employer brand trends that are being accelerated by the pandemic
▪ Three key areas where employer brand is now having an impact
▪ The importance of great stories and how to tell them
▪ Keeping employees engaged by strengthening emotional ties
▪ Managing reputation
▪ Where should employer brand sit within organisations?
▪ Do we overcomplicate employer brand?
▪ How should employers be shaping their employer brand strategies for the future?
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The changing relationship between talent acquisition and talent management is something we've been talking about a lot in 2020. With accelerated digital transformation causing a skill crisis for many employers, the role of learning across the talent acquisition journey is increasingly important. Upskilling recruiters and hiring managers is an obvious part of this, but what about the potential for employers to use digital learning systems to upskill talent pools of potential hires.
To explore this in more detail, my guest this week is Peter Gold, Manager of Recruiting Solutions EMEA for Cornerstone On Demand. Cornerstone is doing some pioneering work in this area, and with over 30 years of experience in recruiting, Peter has a lot of insights to share.
In the interview, we discuss:
▪ Recruiting resilience
▪ The changing relationship between skills and talent acquisition
▪ Skills matching and gap analysis via machine learning
▪ Upskilling talent pools
▪ Moving to a buy and build model of talent acquisition
▪ Providing learning content on a limited budget
▪ Hiring Heroes
▪ Predictions for the future of talent acquisition
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The world of work has changed more this year than any of us could have ever imagined back in January. However in the all the discussion around working from home the future of flexible working we are often not taking into account the radical changes that technology and Artificial Intelligence will bring to jobs and the workplace over the next few years.
The implications for talent acquisition and talent management are enormous as companies will need to continuously find and develop new skills as well as managing the evolving relationship between humans and ever more intelligent machines.
My guest this week is Amanda Fajak, Executive Director at Walking The Talk. Walking the Talk have recently published some research on employers cultural readiness for the transformations AI will drive, and Amanda has some interesting insights, and actionable advice to share
In the interview, we discuss:
▪ What changes is AI driving for companies and workplaces?
▪ Digitization versus Digital Transformation
▪ The dangers of compartmentalization
▪ Relationship between humans and AI
▪ What role should an employer play in someone's career?
▪ Transforming and shaping skills
▪ Why talent acquisition needs to play catch up
▪ The importance of caring and the implications for leadership
Download the report - “Is your culture Digital & AI-ready?”
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In my opinion, one of the most significant changes we are likely to see in Talent Acquisition next year is a rethinking of recruitment marketing. Programmatic advertising, career site systems and a sophisticated foundation of data and analytics are all going to part of this change.
So what should talent acquisition leaders be considering in their recruitment marketing strategies and what changes in talent markets are marketing data currently showing us?
My guest this week is Chris Forman, CEO of Appcast. Appcast has access to a vast dataset that gives them a unique view of global recruitment marketing efficacy, and Chris has some incredibly valuable insights to share.
In our conversation, we discuss:
• Definitions of programmatic advertising
• What is the data telling us about current labour market trends?
• The new focus of the war for talent
• What does effective recruitment marketing look like
• The number one signal of recruitment marketing success
• How employers can increase their application conversion rates
• Short-form and native apply assisted applications.
• Evolving content strategies
• Language, diversity and inclusion
• Authentic, impactful video
• What do the next 18 months have in store for talent acquisition?
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2020 has seen more focus than ever before on diversity, equity and inclusion. Despite this though many employers are still struggling to make tangible progress in these areas. So why are diversity strategies failing and how should companies be changing their thinking.
To help answer this question based on her considerable experience and expertise in organisational diversity, my guest this week is Michelle Silverthorn, CEO of Inclusion Nation and author of the book "Authentic Diversity".
In the interview, we discuss:
• Michelle's backstory and the reasons she wrote her book
• Why the old rules of diversity don't work
• The problems with "just making the business case."
• Talking about race
• Being comprehensive with diversity data
• The importance of prioritising, establishing goals and taking bold actions
• Vital accountability
• Inclusivity and allowing differences to shine
• Michelle's very powerful personal story about empathy and community
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Over the last few weeks, the show has been focusing on the long term strategic changes talent acquisition leaders are making to ensure their teams are fit for purpose in 2021, and this will continue to be the theme of the podcast moving forward. However, I wanted to take a quick break from it in this episode and focus on some very practical advice.
Lockdowns and remote working mean that video communications are now playing a hugely increased role in all of our lives. So how can you make sure you are presenting yourself in the best light (quite literally) and what elements of personal video production could you adopt to make sure you are effect when presenting to colleagues, candidates or customers.
My guest this week is the king of professional do it yourself video production, Stephen O’Donnell. Many of you will know Stephen from the video content he creates and the excellent advice he shares. Whether you are looking to stand out on a Zoom call, use video to promote your vacancies or deliver a memorable presentation at a virtual conference, there are insights here for everyone.
In the interview, we discuss:
• Why invest time and money in personal video production?
• The basics: cameras, sound and lighting
• The difference in skills between presenting on stage and presenting on video
• Using graphics and multi-camera setups
• Standing out and having presence.
• Harnessing video to improve quality of hire
• Benefits and opportunities from live streaming
• The future of face to face events
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Remote working, flexible working and distributed working were all big topics last year in a debate that has jumped forward ten years during 2020. So what does the future of work now look like? How will remote working develop as we move forward and how can employers build culture and a sense of belonging with a distributed workforce.
My guest this week is Tami Rosen a Senior HR Executive with leadership expertise at startups and Fortune 100 companies, including Atlassian, Apple, and Goldman Sachs. Tami recently took an instrumental role in developing a framework for the future of work called "TEAM Anywhere" and has a vast amount of knowledge to share on remote and distributed working.
In the interview, we discuss:
• Why a company's people strategy is its business strategy
• Being people-centric, not office-centric
• The continuum of distributed working
• Balance work and life remotely
• Opening up global talent pools
• The importance of collaborative moment for connection and belonging
• Building culture in a distributed workforce
• Asynchronous working
• The need for better tools
• Hopes for the future
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Talent Acquisition has changed dramatically this year, and many employers are now finding that their TA tech stacks are not fit for purpose moving forward. However, in such an economically uncertain environment, unlocking the investment required to update technologies is a real challenge.
So what can talent acquisition leaders do to build compelling business cases for investment to develop their technology strategies for the future?
My guest this week is Tony de Graaf, Hiring Success Director EMEA at SmartRecruiters. As well as working on the technology vendor side of the industry, Tony has himself been a Talent acquisition leader and has some very valuable insights to share on building internal business cases for recruiting technology investment.
In the interview, we discuss:
• The current state of the market
• What are talent acquisition leaders focusing on for 2021
• The need for investment when the willingness to invest is low
• Building business cases around transformation
• Savings and business outcomes
• Technology, sourcing, people and efficiency
• Identifying hidden costs and making savings via tech stack consolidation
• Converting process optimisation in cost savings
• Why time to hire and cost per hire are not appropriate metrics to track
• What with talent acquisition look like in 2 years
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In previous episodes of the show, we've talked about the reinvention of talent acquisition and what it takes to be world-class. Behind any significant reinvention lies a transformation process of people, practices and purpose. So how are employers approaching recruiting transformation and what is the best way to ensure success.
My guest this week is Diane Circo, Head of Talent Acquisition at Siemens US. Siemens has been executing a significant transformation in talent acquisition, and Diane has valuable insights to share about co-creation, innovation and technology.
In the interview, we discuss:
• The drivers behind recruiting transformation at Siemens
• Automating repetitive and transactional work
• Design thinking in delivery excellence
• Opportunity and urgency in 2020
• Using technology to reimagine the hiring manager process
• The importance of a robust well-segmented tech stack
• Why candidate experience is now critical
• Innovations and the future
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As we move towards 2021, it's increasingly evident that a paradigm shift is taking place in talent acquisition. Forced remote hiring has added rocket fuel to technology adoption, and the deep recession is driving new strategic thinking around purpose, people and process. So what does world class talent acquisition now look like and what kind of competitive advantages does it bring.
My guest this week is Harry Osle, Principal and CHRO at The Hackett Group. The Hackett Group is a strategic consultancy which benchmarks best practice within enterprises, and Harry has some unique research-driven insights to share on talent acquisition and the future of work.
In the interview, we discuss:
• How the pandemic has put HR front and centre
• Workplace, Workspace and Workmates
• Productivity in the new world of work
• The impact on Talent Acquisition
• Increased digitalisation and digital transformation
• Why world class companies are able to spend less on a per hire basis
• Driving value by keeping hires longer
• Practical advice on how to be world class at talent acquisition
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Skills are very much on the agenda at the moment as many employers review their talent strategies to ensure they are adequately preparing for the future. Having the right skills is also vital for talent acquisition professionals with the profound changes we have seen in recruiting approaches and processes likely to become permanent.
My guest this week is Catalina Schveninger, Chief People Officer at Futurelearn. Catalina has a dual background in talent acquisition and learning and development, so is very well placed to talk about the skills talent acquisition teams will need in the future and how talent acquisition professionals can acquire them.
In the interview, we discuss:
• The increasing demands of learners around the world
• Has the pandemic changed the way employers think about skills?
• Total talent thinking, what is the role for Talent Acquisition?
• Futurelearn's Course on Online Recruitment and Onboarding
• The skills Talent Acquisition teams need right now.
• What does the future of Talent look like?
Futurelearn’s course on Virtual Recruiting and Onboarding
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With many countries facing a second wave of COVID 19, taking a long term view on the outlook for work and employment is difficult. However, several months into this global crisis, crucial labour market trends are emerging, which will shape the future of talent acquisition. My guest this week is Neil Carberry, CEO of The Recruitment & Employment Confederation. The REC is doing a vast amount of work to understand the changes in the labour market and advise talent acquisition leaders and recruiting firms on the likely future. In our conversation, Neil shares some valuable perspectives on the challenges that lie ahead.
In the interview, we discuss:
• The current state of global labour markets
• Hiring hotspots where the jobs market is recovering
• The long term impact of the pandemic on the shape of employment
• Creating career pathways into in-demand jobs
• The recruiting implications of a mixed model of remote working
• The role of recruiters in rebuilding economies
• How has the increase in tech adoption affected talent acquisition in the long term
• Similarities and differences in global markets
• What should talent acquisition be focusing on for the next six months
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Personal branding is something we've been talking about for at least a decade now, and it sometimes feels that much of advice that is shared is unrealistic and somewhat divorced from most people's reality.
With the global economic crisis causing many people to rethink their long-held career plans, arguably personal branding has never been more critical, and some fresh thinking and new ideas are desperately needed.
My guest this week is consultant, author and speaker Jeff Gothelf. Jeff's new book "Forever Employable" is fantastic and offers advice and insights on personal branding that are relevant, realistic and achievable. This interview is a must-listen for everyone in the difficult times we are currently going through.
In the interview, we discuss:
• The story behind "Forever Employable"
• Personal branding in 2020
• The end of corporate loyalty
• Creating a safety net of opportunity
• Planting your flag and building a personal platform
• Standing out from the noise via humility and vulnerability
• Are preconceived ideas about talent making employers miss out on valuable skills
• What does the future of work look like and what tools do we need
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I've been advocating for broader adoption of established digital marketing practices in recruitment marketing for a long time now. With many talent acquisition teams now having to deliver results with reduced resources, understanding targeting and measurement in marketing has arguably never been more important.
My guest this week is David Larsen, Global Talent & Employer Brand Lead at Knauf. David has a really interesting background, having worked at Google and also spent time as an entrepreneur starting up and successfully exiting from a tech company. David has some great thoughts and insights to share on the role digital marketing should be playing in talent acquisition moving, forward particular in terms of how employers define and understand their target audiences.
In the interview, we discuss:
• The lessons David has learned about talent acquisition during his career to date.
• The talent acquisition challenges at Knauf
• Applying digital marketing practices to recruitment marketing
• Defining and understanding target audiences
• Truly understanding an EVP
• Gaining competitive advantage
• Adapting processes and communication for different audiences
• Technology as a lever of cost and efficiency
• Quantitive analysis of candidate journeys
• The future of recruitment marketing
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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 300: On the Frontline
Ep 294: Global Recruiting
Ep 296: Engagement and Mobility
Ep 297: Introvert Friendly Workplaces
Ep 298: The Productivity Puzzle
Ep 299: Talent Acquisition Has Changed
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Over the past few months, I've spoken to numerous talent acquisition leaders about their experiences during the pandemic and their strategies for a changed future. In this episode, I wanted to bring in the views of two strategic technology and service providers to give us their perspectives on the future based on what they are seeing and hearing across the portfolio of employers they work with.
My guests this week are Nicola Sullivan Solutions Director at Meet & Engage and Pag Miles Global Head Of Alliances at Alexander Mann Solutions. Both of them have some fantastic insights to share, and this really is a must-listen interview for anyone who is trying to understand the current state of the market or who is working on their future talent acquisition strategy.
In the interview, we discuss:
• What support have employers needed in the last six months?
• Panic, Protect, Prepare, Progress
• Automation to support applicant volumes
• Employers priorities for 2021
• Improving experiences with technology
• Virtualised Onboarding and Re-Boarding
• Panic buying and tech stack reviews
• Virtual internships
• 2020's legacy in terms of talent acquisition and HR technology
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A few months ago, the podcast passed 1 million downloads, and it feels fantastic to get to this next milestone of 300 episodes. A big thank you to everyone for all the support you give me, whether that's through listening, sponsoring or appearing on the show. This podcast would not exist without you, and I'm incredibly grateful.
Unlike the 100th episode where I published a whitepaper or the 200th episode which I recorded live at RecFest, I'm no doing anything special to mark this triple century. Instead, I'm focusing on continuing to create valuable content as well as shaping my plans to take the show to 400 episodes and beyond. I'll be sharing more details on those in the coming weeks.
With the pandemic shaping the content of the last 52 episodes, it seems very appropriate in this episode to talk to Nicola McQueen, the CEO of NHS Professionals. NHS Professionals is owned by The Department of Health in the UK and is responsible for providing the NHS with a flexible workforce of Doctors and Nurses. This really is the frontline of recruiting during the pandemic, and I'm grateful to Nicola for sharing the story as well as some lessons learnt around rapid change and agile workforce deployment that all employers can learn from.
In the interview, we discuss:
• The role of NHS Professionals
• Stand Up, Step Forward & Save Lives
• The unprecedented challenges of recruiting during a pandemic
• Reducing onboarding from 4 weeks to 24 hours
• Change and motivation
• Long term talent pipeline engagement
• The importance of being bold
• Agile workforce deployment
• What comes next
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Talent acquisition has been forced to change more during 2020 than at any other time in its history as a function. It's now several months since the pandemic turned everything upside down, and I think it is an important time to reflect on the impact of the changes that have been made and their sustainability into the future.
My guest this week is Himanshu Aggarwal, Chief Growth Officer at SHL. Himanshu works with talent acquisition leaders all over the world and has vast insights into the challenges they are facing and the changes they are making.
In the interview, we discuss:
• How the pandemic has changed talent acquisition
• The rapid acceleration of adoption recruiting technology
• How candidate experience is changing
• Is the kind of talent employers are looking for changing?
• Identifying the behaviours needed for effective remote working
• How is virtual recruiting impacting quality of hires?
• The importance of using technology that has been built for hiring
• Science and data
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The accelerated digital transformation of 2020 is driving significant additional adoption of recruiting and HR technology. But is technology making us more productive and how might things develop as we move in 2021?
My guest this week is Tim Ringo, a highly experienced HR and technology consultant and author of the new book The Productivity Puzzle. In our conversation, Tim shares some highly knowledgeable insights into the relationship between humans, technology and productivity.
In the interview, we discuss:
• The evolution of the productivity paradox
• Investing and aligning people with technology
• How is the pandemic changing productivity?
• Turbocharging humans with smart technology
• Changing the slow speed of adoption in recruiting and HR tech
• Making technology human-centric
• Advice to Talent Acquisition and HR leaders on what to focus on
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All over the world employers have had remote recruiting and remote onboarding imposed on them. Recruiting has gone through a forced accelerated digital transformation, and it's now becoming clear that things will never completely go back to the way they were before.
So what should talent acquisition leaders be doing to make this shift a sophisticated strategic revolution to make recruiting better for everyone? Well, some of the answers can found by learning lessons from digital disruption in other industries.
My guest this week is Arjan Spies, Arjan is taking lessons from e-commerce and applying them to recruiting in innovative ways.
In the interview, we discuss:
• Solving the challenges of remote recruiting
• Automated assessment instead of resumes
• Putting hiring managers through assessments and sharing the results with candidates
• Selling the opportunity remotely.
• Removing human error with technology
• Labour market intelligence and marketing automation
• The challenges of getting culture across in remote onboarding
• The future of work and talent acquisition
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Building inclusive workplaces that make everyone feel that they belong is something all employers should be focusing on. One topic that I don't hear talked about very often in our industry though is the difference in working styles between introverts and extraverts. So how can employers make sure their working practices, communication and talent acquisition strategies are working for everyone
My guest this week is Jennifer Kahnweiler, an author speaker and consultant who is hailed as a "champion for introverts" Her latest book explores how employers can unlock the potential of all of their talent by making workplaces more introvert-friendly.
In the interview, we discuss:
• The difference between introverts and extroverts in the context of work
• Differing communication styles
• Working from home and working alone
• Being visible and being heard
• What are employers doing to be more inclusive for introverts?
• The impact of the pandemic on communication
• Avoiding bias in interviewing and hiring
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A crisis is always a catalyst for change, and the events of 2020 have the potential to drive some of the fastest and most significant change we have ever seen in talent acquisition. Long term effects and implications are still difficult to judge, particularly with such a mixed market picture and many employers still dealing with the initial fall out of a forced digital transformation in recruiting.
It is clear though that engagement and mobility are two powerful themes for the future as talent acquisition leaders reset and develop strategies for 2021
My guest this week is Gareth Flynn, Managing Director of TQ Solutions. Gareth is working at the cutting edge of change in talent acquisition and helping some of Australia’s biggest employers develop talent strategies and operating models for the changed future.
In the interview, we discuss:
• How talent acquisition has evolved in the past and where it is heading now
• Refocusing on talent engagement and mobility
• Total talent
• The role of technology
• Transitioning the talent acquisition service model
• The vital importance of organisational mindset and accountability
• Talent maturity model
• The future and the importance of taking a long term view
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One of the interesting debates in recent weeks has been whether the explosive growth in remote working will open up global pools of talent to employers in ways we've not seen before. Recruiting across borders can present many challenges, so what should employers be taking into account and planning for?
My guest this week is Lucy Williams, the former Head of Talent Acquisition at Visa for Central Europe, The Middle East and Africa. Lucy has extensive experience of recruiting across several continents and has some very insightful learnings and advice to share.
In the interview, we discuss:
• The challenges of recruiting in a different geography
• International internal mobility
• Managing hiring manager expectations
• Different hiring practices and recruiting challenges
• Building an employer brand strategy in multiple countries
• Job boards and recruitment marketing
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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 288: Talent Engagement Ep 289: Values, Brand & Culture Ep 290: Employer Branding in 2020 Ep 291: The Extended Workforce Ep 292 The Human Cloud Ep 293: Recruiting Future Live
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Last month we recorded a live version of the show as part of The Recruiting Automation Conference organised by recruiting tech vendor Wade and Wendy. The theme of this virtual conference was diversity and inclusion, and I was delighted to get to do another interview with recent podcast guest Anna Chalon Director or Recruiting and Diversity and Inclusion at Frame.io.
In the interview, we discuss:
• Understanding stereotypes and challenging preconceived ideas
• Four steps to improving D&I within your organisation
• Building an inclusive culture
• Dealing with unconscious bias
• Recruitment marketing for diverse hiring
• Increasing diversity in referrals
• Diverse interview panels
• Culture add versus culture fit.
• Measuring and reporting
• What improvements have Frame.io seen happen as a result of their focus on D&I
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Unsurprisingly, the changing labour market is a hot topic at the moment. In the last episode of the show, we discussed a shifting emphasis towards developing an extended workforce that is task-focused rather than focusing on headcount. In this episode, I wanted to explore this a bit further by digging into the broader implications for talent acquisition and staffing as well as looking at talent market places and likely future innovations.
My guest this week is the perfect person to guide us through the complexity of our changing times. I'm delighted to welcome Tim Pröhm Vice President Digital Product Development at Kelly OCG back to the show.
In the interview, we discuss:
• The current state of recruiting automation
• The shift from sourcing to screening
• What is the Human Cloud?
• How the pandemic is opening up global talent pools
• Task and skills-based hiring
• On-demand talent markets
• Real-time hiring and its broader implications for talent acquisition and staffing.
• What technology strategy decisions should employers be making in 2020
• What does the future of recruiting technology look like
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We have been talking about the rise of the gig economy for several years now but perhaps not properly considering its full implications. The labour market is now reshaping itself rapidly, and there are clear signs that many employers are looking at developing an extended workforce that is task-focused rather than focusing on headcount. The impacts for talent acquisition, talent management and employer branding are significant, and the role of technology will be crucial.
My guest this week is Jens Audenaert Division Vice President / General Manager for WorkMarket at ADP. ADP has been doing a considerable amount of research into the nuances of the extended workforce, and Jens has some valuable insights to share
In the interview, we discuss:
• The challenges employers are facing in 2020
• Leveraging and extended flexible workforce
• How employers can future proof themselves
• How do employer branding strategy need to adapt in the face of a changing labour market
• Total Talent Management, Total Talent Acquisition and Total Talent Brand
• The logistics of managing an extended workforce
• The role of technology
• Ways the workforce will evolve in the coming years.
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One of the topics we were talking about back in March was what effect the pandemic would have on the way employers have to think about employer brand.
It's now the middle August and employer brand is something many employers having to consider carefully against a backdrop of mass layoffs and industries that may be changed forever by what is happening.
My guest this week is Kristen Weirick who, until very recently, was Global Head of Talent Acquisition and Chief Diversity Officer at United Airlines. The global airline industry has taken a hammering in the last few months, and Kristen shares her valuable insights into what employers should be doing during these challenging times.
In the interview, we discuss:
• The impact of COVID on the airline industry
• Re-imagining processes and capability building
• Why the way companies behave now will have employer brand implications for years to come.
• Making difficult decisions in a transparent way
• What should employers be doing to ensure their employer brand is in the best possible place
• Diversity and Inclusion at an inflection point
• What are the likely long term changes for talent acquisition and how will these affect the TA teams of the future
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In challenging times, it is essential that talent acquisition leaders fully understand the interrelation of employer brand, culture, values and how an organisation services its customers. This is a crucial way that talent acquisition and employer branding functions can illustrate how they create value and help achieve the business objectives of their organisation.
My guest this week is Diana George, an expert in helping employers understand the relationship between talent, values, company culture and customer service.
In the interview, we discuss:
• Recruiting to match talent to values
• What is culture
• The Importance of listening
• Relationship between values, culture and customer service
• How COVID-19 is driving change
• Building a culture that is inclusive and diverse
• Areas of focus for the future
How Do You Create A Company Culture that Transforms?
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Finding and persuading people with highly specialised skills to make the move and join your organisation is something that remains a big challenge. So how do you build and engage long term pipelines of talent and how is technology changing the way talent engagement works?
My guest this week is Marvin Smith, Enterprise Talent Sourcing Lead at Lockheed Martin. Marvin was one the very first people I saw talk about talent communities and talent engagement and is a genuine expert practitioner in this aspect of talent acquisition.
In the interview, we discuss:
• The recruiting challenges at Lockheed Martin
• Engaging over career lifetimes
• Identifying highly specialised talent pools and building long term segmented pipelines
• What do effective talent communities look like in 2020
• Providing relevant, valuable and extremely personalised content
• The role of technology in talent engagement
• What does the future look like and what tools do we need to develop
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A global pandemic, economic dislocation and Black Lives Matter: three signs of how life is undergoing rapid change in 2020, and all of them are having a significant impact on what people are looking for in an employer.
One of the key aspects of navigating these changes successfully is helping people to feel part of their organisations. But not everyone feels like they belong. For example, the nonprofit Center for Talent Innovation has found that White men have the highest median belonging scores of any gender or racial group, but Black and Asian women score the lowest.
My guest this week is Ritu Mohanka, Head of Strategy & Business Development EMEA at Glint. Glint has just released results from 900,000 of its customers' employees, showing the sense of 'belonging' in a company is more closely linked to employee happiness than ever before. In our conversation, we talk about the challenges around belonging and identify practical ways employers can create a proper platform for genuine inclusivity.
In the interview, we discuss:
Ritu's story and her recent inclusion on the 2020 EMpower 100 Ethnic Minority Executives list
The effect the pandemic is having on employee's sense of belonging.
The relationship between belonging, performance and productivity
Why culture is more important than ever
Inclusivity and being heard
Creating a safe space for uncomfortable conversations
Active listening and being heard
Empowering managers with high quality and timely data
What does the future look like in terms of belonging and inclusion
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The events of 2020 are accelerating recruiting automation at a pace none of us could have previously predicted. One of the problems with the current approaches to automation in talent acquisition is that things tend to be vendor lead, and finding a vendor who fully aligned to all of your needs can be a challenge.
In Episode 283, I discussed the importance of building a strategy for automation and having a helicopter view of all of the elements. However, it is only possible for TA Leaders to take that helicopter view if they have an understanding of the critical building blocks of automation.
My guest this week is Leigh Pullen, Co-Founder and CEO at CiGen a Robotic Process Automation services company based in Melbourne Australia. Robotic Process Automation or RPA as it is better known is something everyone in talent acquisition needs to understand.
In the interview, we discuss:
• What is Robotic Process Automation?
• Current HR use cases for RPA
• Combining RPA with Machine Learning, Natural Language Processing and Artificial Intelligence
• Humans vs Robots
• What will RPA make possible in the future
• The impact on jobs
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Executive recruiting has always been seen as somewhat separate to the rest of talent acquisition. Search firms have traditionally dominated the market, and digital transformation in this area has historically been very slow. However, a growing number of employers now have their own in house executive recruiting functions and the COVID 19 pandemic is changing everything.
My guest this week is Adriana Quevedo, Director of Executive Search and On-Boarding at Intel. Adriana has spent the last eight years helping to develop in house executive recruiting at Intel and has some great insights and advice to share.
In the interview with discuss:
• The challenges of executive recruiting
• How Intel's in house function has evolved, and the lessons learnt
• Advice on setting up an in house function
• The importance of benchmarking and networking with industry peers
• Dramatically reducing reliance on search firms.
• Combining science and art to secure the right hires
• How COVID 19 is effecting executive recruiting and onboarding
• Providing a white glove experience virtually
• Diversity and Inclusion
• What's next for executive recruiting at Intel
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Since the start of the pandemic unemployment is rising all over the world at an unprecedented rate. Even if the labour market does bounce back quickly, things are likely to look very different with many industries currently going through an accelerated digital transformation. So what can be done to address the increasingly urgent issue of employability, how should employers be thinking about talent and are there any lessons that we can learn from the previous economic crisis? My guest this week is Colin Donnery, Director at Turas Nua, Ireland's leading provider of employability services which has helped over 40,000 people back into the workforce in the last four years.
In the interview, we discuss: :
• How the current crisis is different for jobs than previous recessions
• The impact of AI and automation on labour markets
• The disproportionate effect on young people
• Tools and techniques to get people back to work
• Skills for the new economy
• Digitising advocacy and guidance and the importance of human interventions
• How employers need to change their thinking to access valuable pools of talent
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Contact: matt@metashift.co.uk We're at the halfway point of 2020, and it's clear we are at the starting point of a period of significant change in talent acquisition the speed of which none of us would have predicted six months ago. It's also evident that Recruiting Automation is one of the critical pillars of this change. I've always felt that as an industry we've had a very head in the sand attitude to automation and debate has been overly focused on specific tools and minor details. That has to change, and we have to look at automation from a strategic perspective. At the recent TA Global Gathering digital conference, I delivered a presentation on recruiting automation strategy, and I'm really pleased to able to publish the audio from that presentation as this episode of the podcast. Key points I cover: • The rise of intelligent recruiting • Why automation is so important right now • What can, should and actually is being automated • The potential for Robotic Process Automation (RPA) in talent acquisition • The importance of strategic thinking from TA leaders • Five fundamental questions to address Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Content marketing and its critical role in recruitment marketing and employer branding is a topic very close to my heart and something we have covered many times on the podcast. One of the most challenging aspects for any talent acquisition content strategy is often generating the content itself. So how can employers be effective at content marketing in a time of shrinking budgets and smaller teams? My guest this week is Anthony Jones, Global Head of Talent Brand at Rockwell Automation. Over the last two years, Anthony has built in house content creation and digital marketing capability to address Rockwell Automation's recruiting challenges. He has some excellent insights and advice to share. In the interview, we discuss: • The recruiting challenges at Rockwell Automation • The approach to Talent Branding • Standing out in the places that matter by using content to get attention. • Building capability to produce unique content • The importance of specialists in talent acquisition and the key skills required • Types of content and the importance of doing things differently • Why authenticity is critical • The role of technology
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We are currently living through a period of time where assessment that's based on skills and potential has never been more critical. As the economic crisis plays out, employers need to understand the skills base within their workforces to drive mobility and enable redeployment. At the same time, correctly understanding the transferable skills of available talent will help companies make some fantastic hires. Unfortunately, though recruiting is still dominated by a reliance on resumes and other outdated practices. So how might this be changed and how can technology help to drive our industry forward. My guest this week is Todd Raphael from Eightfold. Todd has been studying and writing about the talent acquisition for over 20 years and has some great insights to share about skills-based recruiting. In the interview, we discuss: • The most significant developments in talent acquisition in the last ten years • Outdated recruiting methods • The benefits of skilled, focused hiring • Transferable skills in an economic crisis • Redeployment to prevent layoffs • The role of AI • Innovating to improve internal mobility • Mitigating bias • The future potential of intelligent automation
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Contact: matt@metashift.co.uk Over the past ten years, I've been on judging panels for many different industry awards. This is something that has really helped me appreciate the role business awards play in driving our industry forward by showcasing and celebrating great work. That's the reason I'm working with the Stevies to promote their awards for Great Employers. To tell us more about the categories and the judging my guest this week is Michael Gallagher, Executive Chairman and Founder of The Stevie Awards. Michael also talks about the reason he set up the Stevie Awards for Great Employers, discusses some of the previous winners and shares details about the special awards they have introduced to recognise HR's response to the COVID-19 pandemic. Subscribe to this podcast in 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 271: Finding and Nurturing Culture Ep 272: Momentum Ep 273: Reimagining Talent Acquisition Ep 274: Motivation and Resilience Ep 275: Accelerating Digital Transformation Ep 276: The Future of Recruiting Technology Ep 277: 2020 And Beyond Ep 278: Early Careers Disrupted Ep 279: The Future Of The Workplace Subscribe to this podcast in Apple Podcasts
With such a large proportion of the global workforce currently working from home, it's now clear that the offices and workspaces that people eventually return to are going to be very different. So what does the future of the workplace look like and what part will it play in attracting and retaining top talent? My guest this week is Ash Hanson, SVP of Human Resources at Aramark. Aramark provides facilities, food and uniforms to employers across 19 countries and is at the cutting edge of the changes we are currently seeing in workplaces all around the world. In the interview, we discuss: • The changes Covid-19 is driving for Aramark • How hospitality companies are becoming safety companies with a hospitality focus • The importance of effective employee communication • How Aramark recruit and retain top talent • The importance of workspace to employer brand • What's next for Aramark Subscribe to this podcast in Apple Podcasts
In the last few months, college recruiting and internship programs have been refocused, scaled back and in many cases cancelled. Internships have become digital internships, and on-campus, hiring has gone virtual. So what are the long term implications for early careers and how are companies reimagining their future talent strategies? My guest this week is Dawn Carter, Director of Global University Recruiting at Uber. In our conversation, Dawn talks about the effect of the pandemic on Uber's internship programs and campus recruiting activity and also share her thoughts on what the future of early careers recruiting might look like. In the interview, we discuss: • Uber's approach to university recruiting and how it is changing • Moving to digital internships • Changing student attitudes to university study • Market realities • Reimagining on-campus events • Differentiating employer brand • Can high tech also be high touch? • Moving from talent acquisition to talent marketplaces and long term talent engagement.
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Contact: matt@metashift.co.uk A few weeks ago, I hosted a webinar organised by Attrax exploring both the short and long term future of Talent Acquisition. My guests were Ellie Harte, Recruitment Partner at Atkins (SNC-Lavalin Group) and Ben Gledhill, Interim Head of Resourcing Transformation at Thames Water. We discussed how talent acquisition in their two organisations has been affected by the pandemic, how they are replanning the future and the likely long terms impacts. We had some great feedback, so I'm delighted to be able to bring you the live audio recording we made of the webinar as this latest episode of the podcast In the conversation we cover: • The immediate talent acquisition challenges caused by Covid-19 • Re-thinking strategies • The importance of empathetic communications • Adapting recruitment marketing activity • What does employer brand look like moving forward • What types of recruiting technology have been most valuable. • Careers Sites as the core of talent attraction • What does candidate experience look like in 2020 • How is talent acquisition going to change in the next 12 months
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Contact: matt@metashift.co.uk The last few years have been a boomtime for recruiting technology with record levels of investment and interest as the digital transformation of talent acquisition progresses. So how has the pandemic affected things in the short term and what is the changed future of the recruiting technology market going to look like? My guest this week is Jonathan Kestenbaum, Co-Founder of Talent Tech Labs. Talent Tech Labs is continuously monitoring the recruiting technology marketplace, and Jonathan has some very valuable insights to share. In the interview, we discuss: • The impact of COVID on the recruiting technology market • Short term challenges and opportunities • The Talent Tech Ecosystem • The acceleration in market consolidation • New categories of technology • The growth of automation in recruiting • AI, RPA and Analytics Subscribe to this podcast in Apple Podcasts
Contact - matt@metashift.co.uk Finding any type of certainty in our current times is difficult. However, what is undeniably certain is that the COVID-19 pandemic has radically accelerated digital transformation in talent acquisition. Employers are relying on the capability of their tech stacks to maintain productivity, and many of them are looking at strategically expanding those capabilities to solve the new challenges they face. My guests this week are Karl Porter and Charlie Hooper from the talent acquisition team at Metro Bank. In our conversation, we talk about how Metro Bank is adapting its talent acquisition strategy, the technology they are using and why candidate experience remains critically important. In the interview, we discuss: • How COVID-19 is accelerating digital transformation at Metro Bank • Evolving recruiting challenges • Using technology to enhance candidate contact strategy • Remote onboarding • Automation • Leveraging employer brand to reduce marketing spend • Providing an optimal candidate experience
• The long term focus for talent acquisition Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk The situation we are all living through is undoubtedly testing everyone's motivation and resilience in many different ways. Planning for an uncertain future is tough, but there are mental models that can help. My guest this week is Sue Stockdale. As well as being an inspirational speaker and an executive coach Sue is a former polar explorer and athlete. She has some great advice to share on motivation, inspiration and building mental resilience. In the interview, we discuss: • Developing mental resilience in extreme conditions • Diminishing interferences • Planning for an unexpected future • The importance of the known • What holds people back • Inspiration from an astronaut • Leading versus managing
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Contact: matt@metashift.co.uk The seismic shocks of 2020 continue to come hard and fast and are undoubtedly driving a dramatic change in focus for talent acquisition teams all over the world. So how are talent acquisition leaders dealing with this and what are their key points of focus as we move forward? My guest this week is Annie Rihn, VP of Recruiting at Zillow. In our conversation, Annie talks about the pivoting and prioritising Zillow is currently undertaking in talent acquisition and gives her thoughts on what the future might look like In the interview, we discuss: • Pivoting and prioritising • Listening, learning and taking action against racism • Developing approaches to internal mobility • The importance of candidate experience • The scale and sustainability of virtual hiring and onboarding • Building a virtual culture • Optimising the recruiting technology tech stack • Employer Brand • Measuring the metrics that matter Subscribe to this podcast in Apple Podcasts
Having effective hiring managers is crucial for businesses looking to hire and develop the talent they need. For nearly 90% of job seekers, it is the impression they get of the person they will be working for that most influences their decision on whether to join. At the same time, one of the critical factors causing early employee attrition is a lack of faith in their manager. Talent Watch is an ongoing series of research-based reports created my myself and Mervyn Dinnen that analyse and reflect the way the talent lifecycle is evolving, from attention to retention and beyond. In this special bonus episode of the podcast, we discuss some of the key findings from our recently published Talent Watch report on Hiring Manager Relations. You can download your free copy of the report here. A huge thank you to Attrax for sponsoring this edition of Talent Watch. Subscribe to this podcast in Apple Podcasts
I know that many of you listening will be resetting your talent acquisition strategies for a changed future. Whatever that future looks like for your business; I want this podcast to be a valuable resource for you. So In the coming weeks, I will be bringing you stories, advice and inspiration from both inside and outside of the industry. My guest on this episode is Mike Berland the founder & CEO of research, data, and analytics firm Decode M. Mike's work with well-known organisations and politicians has helped him become an expert on brand and personal momentum. Something that I think all talent acquisition teams are going to need in the weeks and months ahead. In the interview, we discuss: • What is momentum? • Quantifying momentum from the perspective of communications • The five drivers of momentum • The importance of continuous transformation and reinvention • Why momentum is different from fads and trends • Why personal momentum is critical during this time of mass disruption • Avoiding stagnation • Examples of brands and people who are masters of momentum Subscribe to this podcast on Apple Podcasts
Every organisation has a culture; it is impossible to exist without one. Understanding, nurturing and amplifying the most effective parts of that culture is a critical activity, but very often one organisations fail at because they asked the wrong questions. So, as an employer, how do you make sure that your culture is enabling you to get the best from your people and helping you to attract exceptional talent to your business? My guest this week is Andrew Missingham, the co-founder of B&A, which describes itself as the fastest, most creative management consultancy in the world. B&A works with companies to help them understand and nurture their cultures and Andrew has some fantastic insights to share In the interview, we discuss: • What are businesses doing to cope with the impact of Covid-19 • The Difference between Culture, Creativity and Heritage • How do you build a productive culture • Auditing and optimising • The importance of behaviours • What might change in the podcast Covid world • The increased future value of face to face contact
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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 263: Content Marketing Ep 264: Design Thinking Ep 265: The Future Of Tech Hiring Ep 266: Recruiting Future Ep 267: The Dangerous Resume Ep 268: Recruiters Recruiting Recruiters Ep 269: Find Your Voice Ep 270: Talent Sustainability Index Subscribe to this podcast in Apple Podcasts
Covid-19 has changed the way we work; in many ways, it may well have changed the way we work forever. One really interesting question is how we might be able to use this momentum of change to help solve the more protracted crisis we face from the global climate emergency? My guest this week is global talent acquisition leader Paul Maxin. A few weeks ago Paul wrote an article Recruiter magazine in the UK about the concept of a talent sustainability index which would allow talent acquisition leaders to be more proactive in helping business respond to the threat of climate change. In the interview, we discuss: • The acceleration of digital transformation • That increased importance of recruitment marketing and employer branding • The concept of a Talent Sustainability Index • What will the index measure? • The lasting impact of the pandemic on business outcomes • The opportunity for Talent Acquisition to be proactive and drive the agenda • Will, the process and technology changes, driven in talent acquisition by the pandemic last in the long term? • What should Talent Acquisition leaders be doing right now
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I'm sure many of you, like me, are currently spending much of your working and indeed some of our social lives on video calls. I've seen a lot of content out there to help people with the technical and visual aspects for video but not much on what is perhaps the most essential ingredient of all, effective use of the voice.
So how do you generate the same presence on a Zoom call that you could get in a face to face meeting or on a conference stage? Well, my guest this week is the perfect person to help. Caroline Goyder is an internationally renowned voice coach who works actors, broadcasters and business professionals. She is the author two books and her TED talk on speaking with confidence as been view over 7 million times.
In the interview, we discuss:
• The voice as an instrument and the importance of presence • The difference between talking face to face and via a Zoom call • Being confident without being self-conscious • The importance of voice in leadership • Lessons to learn from professional performers
Caroline's book is available here, and if you send your receipt to info@gravitasmethod.com you can receive the audio course she mentioned free of charge. Subscribe to this podcast in Apple Podcasts
As regular listeners will know I'm currently mixing podcast content to provide information and insights that are valuable for right now, during the pandemic and insights which will help everyone as we plan for the future. This episode is a right now episode. My guest this week is Gerry Crispin. As many of you will already now Gerry is the co-founder of Career Crossroads, a long-established community for talent acquisition leaders. In the interview, we discuss: • What talent acquisition leaders are thinking, planning and doing right now. • How remote hiring is changing the game • The pivot from goal-directed behaviour to community-directed behaviour • Will candidates be making different choices in the future? • Moving furloughed workers frictionlessly between employers • The Recruiters Recruiting Recruiters initiative; its aims and code of conduct.
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Contact: matt@metashift.co.uk In 2006 I wrote a blog about the imminent demise of the resume, arguing that they were on longer relevant in the new digital world. Fast forward 14 years and resumes, or CVs if you live in the UK, are still the most common anchor point for the recruiting process. The problem with resumes is not just one about digital relevance; now it's about the effectiveness and integrity of recruiting itself. So what are the alternatives and how can the industry move forward. My guest this week is Sterling Grey from The Chemistry Group, an organization that has been pioneering new approaches for employers to assess and hire talent. In the interview, we discuss: • The dangerous implications of recruiting via resumes • Conscious and unconscious bias • What are the alternatives and are they working in practice • Increasing data points to improve selection • The cost of a mis-hire • Humans and technology • Will recruiting be done differently in the future
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Over the last five and half year's, I've published nearly 120 hours of podcast content, and I've always been very frustrated that there hasn't been a more effective way to search the archive for specific topics. Well as of now that's all changed with the launch of the new recruitingfuture.com website. I know that the vast majority of you subscribe to the show in your podcasting app of choice or via Spotify and that is still the best way to make sure you're up to date with all the latest content. However, if you want to search the back catalogue for interviews on specific topics including recruiting automation, employer branding, recruitment marketing, recruiting technology and talent acquisition strategy, then it is now super easy to do that on the website at www.recruitingfuture.com. So on with the show and something a bit different this week. I'm delighted to welcome back the brilliant John Vlastelica from Recruiting Toolbox, but this time rather than me interviewing him he is interviewing me. In the interview, we discuss: • Recruiting automation • A new model for recruitment marketing • The evolution of talent acquisition • Talent acquisition leadership • The importance of specialisation • The role of the recruiter in the future • Candidate experience Here are the podcast episodes I reference in the conversation:
Accelerated Change The Realities of Recruiting Automation Programmatic Advertising Explained Solving Challenges with Technology Inbound Recruiting Responding to a Changing Talent Market Is Assessment Technology Working The Digital Transformation of Assessment Rebel Talent Rebel Ideas Talent for Digital Transformation CEOs and Talent Acquisition Design Thinking Data-Driven Candidate Experience Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Over the past 25 years, tech hiring has been the consistent area where the demand for talent outstrips the supply. While the precise skills that are in shortage change as the technology landscape evolves, it has always been a candidate-driven market. So is the pandemic crisis changing the balance in tech hiring and how should companies be looking to attract and assess tech talent in our changed future? My guest this week is Natalia Panowicz, CEO of Codility. Codility works with some of the biggest technology employers on the planet, and Natalia has some unique and data-driven insights to share. In the interview, we discuss: • How is the pandemic affecting the tech hiring market? • Will demand continue to outstrip supply in the future? • How remote hiring is opening up the global market for software engineers • The impact of evidence-based hiring • Avoiding bias and increasing diversity • Assessment design
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Contact: matt@metashift.co.uk Despite years of discussion and many excellent initiatives to attempt to fix the issue, recruiting still has an experience problem. As talent acquisition leaders around the world re-evaluate their strategies moving forward, incorporating design principles into the reimagining of experiences, services and processes is something that will bring considerable competitive advantage. My guest this week is best selling author and speaker, Scott Berkun. I've been a fan of Scott’s work for a really long time and his new book "How Design Makes The World" is a fantastic introduction to design principles and thinking. It was great to hear Scott talk about the book and also share his thoughts on fixing the recruiting experience problem. In the interview, we discuss: • What makes something well designed and why it is essential not to take things at face value • Thinking the actual problem you want to solve • Design thinking versus design doing • Design principles in organisational and service design • The mismatch between candidate wants, and recruiter wants • Applying design knowledge to solve recruiting's service design issues • Scott’s favourite story from the book and how it illustrates the hidden forces that often sit behind design choices Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Content marketing is becoming ever more critical in talent acquisition, and this is a trend I can only see continuing as employers reevaluate how they tell their employer brand stories moving forward. But what makes good content marketing and how do you do it effectively? My guest this week is Fraser Allen, an award-winning content marketing professional with a vast amount of experience and some brilliant insights to share. In the interview, we discuss: • What is content marketing • How can you get your content noticed by your target audiences • The power of emotions • Practical examples • Formats • Cost & resources • Marketing your content • Tips for effective content marketing Subscribe to this podcast in Apple Podcasts
Contact:matt@metashift.co.uk My strategy over the last few weeks has been to bring you content that focuses on the current crisis as well as content that looks ahead to the future. This episode is a hybrid of both. My guest this week is Matt Jones, Senior Vice President Operations at Cielo. In our wide-ranging conversation, we talk about the impact Cielo is seeing the global pandemic have on the market and how employers are adapting their talent acquisition strategies in these difficult times. We also discuss the long term adoption and implications of AI and recruiting automation. Here are some of the topics we discuss: • What Cielo is currently seeing in the market • How employers are using technology to adapt • What distress technology purchases are always the best decisions • Does technology fix or amplify bias? • What lessons can we learn from employers who are currently using AI and Automation effectively • Bringing point solutions into a working ecosystem • Why do we still rely on resumes / CVs and will this ever change • The impact of the pandemic crisis on the gig economy • The future role of the recruiter • The importance of putting experience first. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Building diverse workforces via inclusive hiring is still a massive issue for many employers. But are organisations doing enough to fix the problem and what role should technology play in this? My guest this week is Gareth Jones, CEO of Headstart. Gareth and his team are using data science to help employers change the way they think about people and talent in order to enable more inclusive recruiting processes. In the interview, we discuss: • Do employers really care about diversity? • Why technology doesn't fix broken recruitment processes • Unconscious and conscious bias • Why anonymised applications don't solve the problem • The importance of changing behaviours and attitudes • Can technology be used in a smarter way, and what does the future hold?
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Contact: matt@metashift.co.uk One of the best business books I've read in the last few years is Dream Teams by Shane Snow. In the book, he analyses how the best teams become more than the sum of their parts, illustrating this with evidence from history, neuroscience, psychology and business. I interviewed Shane on the podcast in 2018, and I'm delighted to have him back again. In our conversation, we talk about the concepts of Dream Teams (many of which he has researched further since the book was published) and how they can be applied to building and leading teams in our current challenging times, particularly when people are working remotely. Here are some of the topics we discuss: • Why everything we do is teamwork • What makes a team more than the sum of its parts • Intellectual humility and its importance in teamwork • Cognitive friction from a diversity of thinking • Hidden dysfunctions in teams • The importance of boundaries • Building trust in teams • Ensuring inclusion • What will work look like in the future Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk In talent acquisition we talk a lot about what technology can do, the problems it can solve and the benefits it can bring; however, we don't talk as much about the challenges of implementing technology, particularly at the enterprise level. My guest this week is the one and only Alan Whitford. Alan is an expert at managing the logistics of large scale HR and Recruiting technology implementations and some incredibly valuable insights and advice to share. In the interview, we discuss: • How to approach a major software implementation • How long should the planning process take and who should do it? • Why RFPs don't work • What are the most common planning mistakes • Managing the relationship between talent acquisition, HR and IT • The importance of involving users early • Considerations for resource allocation • Expecting the unexpected • Will the current crisis change the way recruitment technology is implemented? Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Crisis situations tend to be significant drivers of long term change. The scale of the crisis we are all currently living through simultaneously across the globe will drive substantial long term change to the way companies think about HR and talent acquisition. Before I introduce my guest this week, I wanted to point you in the direction of an excellent whitepaper that my good friends at Calgary Communications have produced. While it is challenging to predict the future, the whitepaper looks at the potential long term impact of the pandemic on employer branding in the context of change that has been driven by previous global crises. Continuing this theme of long term change my guest this week is Martin Glover, HR Director of Scottish legal firm Morton Fraser. In our conversation, we talk about the impact the pandemic is having on the legal industry and what the long term implications are likely to be for communication, HR and talent acquisition. In the interview, we discuss: • The challenges of moving from 3 office locations to nearly 300 • Communication, Connection and Culture • The importance of a strategic approach to wellbeing • How the legal industry is having to change the way it operates • How the previously impossible becomes the new normal • The future for recruiting technology Calgary Communications Whitepaper Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk From the conversations I've been having recently, it seems that the level of adoption for recruiting automation is going to dramatically increase as we come out of the current pandemic crisis. The problem though it that recruiting automation is often thrown around as a trend without any insight into the strategic and tactical practicalities of implementing it effectively. To help give us an insight into what recruiting automation looks like in practice my guest this week is a highly experienced recruiter and talent acquisition leader Izzey Hung. Izzey has implemented automation and chatbot programmes at several employers and has some excellent insights to share. In the interview, we discuss: • Dealing with recruiting challenges • A strategic process for recruiting automation • The importance of understanding the market • Getting your organization engaged • How to decide what to automate • A chatbot centric approach • The benefits of recruiting automation • Insight from new data points • The future of recruiting automation Subscribe to this podcast in Apple Podcasts
A significant issue that I see time and time again is the disconnect between what CEOs say they want from talent acquisition and what is delivered. Why does this disconnect happen, and what can talent acquisition leaders do to fix it? To help answer this vitally important question I'm delighted to welcome Jerome Ternynck, CEO of SmartRecruiters back to the show. Jerome has recently written a book on Hiring Success which is aimed at CEOs and illustrates what they need do to compete effectively for the best talent. In the interview, we discuss: • What is currently happening in the market and how SmartRecruiters are responding as a company • The disconnect between what CEOs want from hiring and how talent acquisition is measured • What does an enterprise need to do to acquire top talent on demand • What should the main focus be for talent acquisition to drive change • Rethinking hiring budgets • AI bias versus human bias • The future of talent acquisition Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk 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 250: Recruiting In Extraordinary Times Ep 254: Market Update Ep 253: Remote Working - A CEO's Perspective Ep 252: Happiness Ep 245: Programmatic Advertising Explained Ep 246: Solving Challenges With Technology Ep 247: Working Strategically With Hiring Managers Ep 249: Delivering A Custom Experience Subscribe to this podcast in Apple Podcasts
To recap, I'm currently mixing content between topics that are relevant to the right now and topics that are important in the medium to long term. This episode is a right now episode. Previously, in episode 250, I spoke to Johnny Campbell from SocialTalent about the state of the talent acquisition market. What feels like an infinitely long two weeks later, my guest in this episode is Holly Fawcett from SocialTalent to give us an update on what they are seeing in the market right now. In the interview, we discuss: • What is going on in the hiring market right now • The supply of talent • Adaption to virtual hiring • Dealing with change-resistant hiring managers • Talent acquisition as a leadership enablement function • Building an engaging digital candidate experience • The longer-term implications for talent acquisition • How Social Talent is supporting recruiters Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk With everything that has happened in the last few weeks (just to timestamp this I'm recording on March 31st 2020) there is understandably already a massive amount of content being released and discussion going on about remote working. I wanted to add some value rather than some noise to all of this, so I've invited back one of my former guests to give us a CEO's perspective on remote working. Wiktor Schmidt is Executive Chairman & Co-founder of Netguru, a company that has always had a remote-first operating model for its employees. Wiktor has a tremendous amount of experience leading remote teams and has some valuable insights to share. In the interview, we discuss: • What is a remote-first organisation? • The difference between choosing to work from home and being forced to work from home and the implications for leadership • Maintaining culture remotely • The vital importance of trust • Keeping a remote team motivated and productive • Digital leadership • Future equality of opportunity for remote workers Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk As we continue to move through extremely troubled and confusing times, I decided it would be good to have an episode about happiness. My guest this week is Nic Marks, a statistician who specialises in happiness and well being. In our conversation, we talk about the importance of happiness at work and how you can measure it. Nic also shares a lot of practical advice on how leaders can help improve the happiness of their teams in our current challenging times. In the interview, we discuss: • What does happiness actual mean • The benefits of happiness at work • Applying statistical thinking to measure happiness • What can leaders be doing in the current crisis to improve the happiness of their teams • The five main drivers of happiness at work • Happiness in the recruiting process • The future of happiness Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk The changing nature of assessment is something we have covered from several different angles on this show before with contributions from both practitioners and consultants. However, to date, we haven't actually heard the vendor point of view in all of this. So with that in mind, my guest this week is Sam Whiteman, Head of Product Strategy at SHL. In the interview, we discuss: • How technology has evolved assessment over time • Using AI as a capability to drive specific outcomes • How AI can be used to find hidden gems in the candidate pool • The evolution of video interviewing • Giving candidates more value by building an interactive assessment experience • The importance of people and machines working together to be better • The problem of algorithmic bias and how to avoid it • The future of assessment Subscribe to this podcast in Apple Podcasts
As I said in my introduction to the last episode, the focus of the podcast is going to alternate between content to help you with your long term strategy and content to help you right now. This episode falls into the right now category and was recorded on Thursday 18th March 2020. My guest is Johnny Campbell, CEO at SocialTalent and in the interview we discuss: • Current market activity among global employers • Moving to a virtual recruiting process • Some important considerations for video interviews • Onboarding new hires when people are working from home • Motivating a remote talent acquisition team in a time of high anxiety • What help is there for recruiters who are being laid off or who are worried about their jobs Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Candidate experience seems to be an evergreen topic and certainly one that will be with us and continually evolve for some time to come. We often talk about the challenges of delivering a quality candidate experience at scale, but for companies who are scaling quickly very often, it is about delivering a custom candidate experience at speed. My guest this week is Anna Chalon, Director of Recruiting and D&I at Frame.io. Whatever your candidate experiences are I guarantee you will get some valuable takeaways from this conversation. In the interview, we discuss: • The recruiting challenges at Frame.io • Creative thinking and empathy in recruiting • Speed, transparency and thoughtfulness • The role of technology • Avoiding unconscious bias • Measuring success • The future Subscribe to this podcast in Apple Podcasts
In light of events this week with the pandemic, here is a special short episode to help the talent acquisition community get access to relevant information. I'm joined by Lars Schmidt, who is curating an information resource that everyone needs to be aware of. Here is the link to the Google Doc
The latest McKinsey Women in the Workforce report illustrates that there is still a very long way to go before we get to gender equality in the workforce. McKinsey identifies a "broken rung" in the career ladder with only 72 women promoted or hired to manager level for every 100 men promoted or hired to manager level. So how do employers fix this situation, what support is required, and how do mindsets need to change? To help answer these questions my guest this week is Addie Swartz, CEO of reacHire. Addie has been on a three-decade-long mission to change the trajectory for women at work and has some extremely practical insights to share. In the interview, we discuss: • Addie's background and motivation for starting reacHire • Fixing the broken rung • The bottom-line impact of workforce equality • Investing to support women in their early careers • Why women leave the workforce and the challenges they can face when trying to return • Changing employer mindsets • Bias in recruiting • Reverse mentoring and the benefits of a multi-generational workforce Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Most recruiters would agree that hiring manager relationships are critical to effective corporate talent acquisition. But how do you develop effective relationships and what does it take to become a strategic talent advisor to your organization. I'm delighted to welcome the always brilliant John Vlastelica back to the show. John is the Founder and Managing Director of Recruiting Toolbox and helps companies raise the bar on recruiting effectiveness. He has some highly actionable insights to share on strategic hiring manager relationships, and I know you will find this interview really valuable. In the interview, we discuss: • The definition of a strategic talent advisor • Engaging hiring managers in pre-funnel work • Fluid workforces • The advantages of batch processing • False positives and false negatives in hiring • Fat, skinny and constipated funnels • The role of technology • John's predictions for the future Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Recruiting technology, data analytics and employer branding are all regular topics on this podcast. However, we don't always talk about strategic thinking that is needed to make all three elements work together to solve recruiting challenges. My guest this week is James Edwards Digital Attraction Manager at Mitchells and Butlers, one of the largest operators of restaurants, pubs and bars in the UK. Mitchells and Butlers have been working on several interrelated projects using technology, creativity and data to solve their recruiting challenges. In the interview, we discuss: • The challenges of hiring 30,000 people each year with multiple consumer brands • ATS selection based on hiring manager experience • The importance of not making assumptions about technology features • Combing data sources to identify workforce trends • How a candidate experience audit identified the need for the new careers site. • Career site systems • The importance of content and job adverts that actually sell the role to potential candidates Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Programmatic Advertising is something that seems to strike confusion into the heart of many employers around the world. However, there are a growing number of talent acquisition teams who are using already programmatic techniques to drive some excellent results. So what techniques and technologies are they using and how does programmatic advertising even work? To get the definitive answers to these questions, I have not one, not two but three guests on the show this week. Jon Hull, Head of Resourcing Delivery at Nationwide Building Society and Ben Gledhill, Head of Talent Acquisition at Yodel will be sharing their experiences as practitioners. I'm also joined by Rob Prince from Talent Nexus who will be acting as our programmatic expert and helping to demystify what is fast becoming a significant area of talent attraction. In the interviews, we discuss: • Two different types of programmatic advertising and their benefits • The unique nature of programmatic job board advertising • Technology and platforms • Data, results and expectations • Advice for getting started • Selling programmatic to internal stakeholders • The future of programmatic advertising for talent acquisition Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Recruiting Future Round-Up is the monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests. As I wasn't able to do a round up in January, this episode features interviews from both January and February. Here are the shows featured: Ep 237: Analysing The Recruiting Technology Market Ep 238: The Rise Of Talent Intelligence Ep 239: The Human Touch Ep 240: Global Talent Trends In 2020 Ep 241: Grit & Resilience In Talent Acquisition Ep 242: Purpose Ep 243: Attracting and Assessing Future Talent Subscribe to the podcast on Apple Podcast
Contact: matt@metashift.co.uk Over the last few years, there has been a global shakeup in the way companies recruit future talent to their organisations. Many employers are now extending their search beyond university and college graduates to explore more diverse talent pools. But what is the best way to attract and assess future talent in 2020? My guest this week is Cameron Sorsby, CEO of Praxis, a six-month start-up boot camp aimed at skilling entry-level talent. Cameron has some brilliant insights to share on how companies should be attracting and assessing their future talent. In the interview, we discuss: • The evolving challenges of entry-level hiring • Framing opportunities in the right way to engage with the target audience • Taking a long term approach to recruiting • How assessment is changing • Candidate attitudes to recruiting technology • The rise of boot camps • The Future of entry-level hiring Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk I've been producing this podcast for five years, and I have to say that my guest in this episode is one of the most insightful people I've ever had on the show. Digital disruption is affecting everyone in ways we couldn't have even of imagined a few years ago. The companies who are thriving are the organisations that are taking bold strategic decisions and thinking several steps ahead of their competition. My guest this week is Balaji Ganapathy. Balaji is Global Head of Corporate Social Responsibility and Head of Workforce Effectiveness at Tata Consultancy Services, a company with 450,000 employees. TCS has responded to our changing digital world by radically upskilling a vast percentage of their workforce and completely reinventing the way they do talent acquisition to make it more inclusive. They are also proactively nurturing communities of future talent as well as supporting education systems all over the world. All of this has been built on their understanding of the vital importance of purpose. In the interview, we discuss: • The skills modern business need to survive and thrive • How TCS reskilled their existing teams by creating the right culture, tools and systems • Why technology is legacy, but people aren't and why AI still needs human intelligence • Why every organisation needs to be a purpose-driven organisation • Content, Context and Connection • Changing the talent acquisition model to be more open and inclusive • Working with education systems to give students relevant skills • The importance of building bridges between technology and people Subscribe to this podcast in Apple Podcasts
Well, that wasn't quite the start to the year I was expecting as I've been in and out of hospital for the last two weeks. I'm pleased to say though that I'm now well on the way to making a full recovery and regular podcasting service is now resumed. A huge thank you to Nick Price for helping me out and introducing last week's episode, and I would strongly recommend you check out Career Life Stories to find out more about the great work he does. So on with this week's show. After my recent hospital experience, it seems very fitting that the main focus for this week's guest is recruiting healthcare professionals. Blake Thiess is Director Of Talent Acquisition at Prestige Care. Recruiting healthcare professionals and nurses, in particular, is a real challenge in many countries, and Blake talks about the techniques his team use, as well as the importance of grit and resilience. In the interview, we discuss: • Recruiting in a hyper-competitive environment • Pipelining with a CRM • Highly targeted recruitment marketing • Generating brand content • What do grit and resilience mean in practice • The skills recruiters need in 2020 • The importance of leveraging video • Personal brand or employer brand Blake also discusses the role of technology and shares his thoughts on the future of talent acquisition. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk A couple of weeks ago, LinkedIn published its annual Global Talent Trends research which explored some of the key themes they are seeing developing in talent acquisition for 2020. My guest this week is, Amy Schultz, Director of Talent Acquisition at LinkedIn. Amy is returning to the show for the second time to share her insights as a talent acquisition professional on the key findings in the research and also to tell us more about what we can expect to see from Linkedin in 2020 The key trends we discuss in the interview are: • Employee Experience • People Analytics • Internal Recruiting • Multi-Generational Workforce Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk With so much focus on technology, it's essential not to forget the human nature of recruiting. Engagement, empathy, influence and persuasion are not currently hard wired into chatbots or algorithms and are vital elements of effective recruiting. My guest this week is Jodi Cohen, Director Talent Acquisition at The Tombras Group. With many of Tombras's hires having to relocate Jodi using empathy and the questioning skills, she learned as an agency recruiter to build high levels of trust with her target talent. In the interview, we discuss: • The recruiting challenges at Tombras • Persuasion based on building trust • Personalization • Hiring manager relationships • Building an excellent candidate experience • The differences between agency recruiting and internal recruiting Subscribe to this podcast in Apple Podcast
Contact: matt@metashift.co.uk Data based intelligence is a critical part of the modern world, but historically talent acquisition has tended to be based on gut feel and lived experience, making it very slow to wake up to the new realities of data-based decision making. Thankfully things are now changing, and one aspect of this change is the rise of talent intelligence as a talent acquisition business function. My guest this week is Marlieke Pols, Talent Intelligence analyst at Philips. Marklieke recently authored a whitepaper that Phillips has published aimed at helping employers better appreciate the immense value of talent intelligence as a critical part of any talent acquisition strategy. In the interview, we discuss: • What is talent intelligence? • Why instinct is not good enough • Difference between talent intelligence and people analytics • The key benefits, KPIs and ROI of talent intelligence • Data sources • How many employers are using talent intelligence • Building the business case • The skills needed in a talent intelligence team. Download the Philips Talent Intelligence Whitepaper Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk The recruiting technology marketplace is getting extremely complex, and it can be challenging for talent acquisition leaders to develop fully effective technology strategies. My guest this week is David Wilson, CEO of industry analysts The Fosway Group. In our interview, David talks about the kind of approach and insights Fosway used to analyse talent technology markets. We also talk in some depth about the HCM suite versus specialist solution debate. A debate I can see raging for some time yet and one that will continue to shape the patterns of investment and acquisition in the recruiting technology marketplace. In the interview we discuss: • The role of an industry analyst • Headline findings from Fosway’s 9 Grid report into Talent Acquisition • Why the talent acquisition technology market is currently in flux • HCM suite vendors versus specialists • The evolution of the ATS / CRM debate • Ecosystems over systems • Current shortcomings in data and analytics Download the Fosway 9 Grid report here Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Recruiting Future Round-Up is the new monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests. As this is my last show of the year, rather than offer you a round-up specifically for the December interviews, I thought I'd round up the whole of 2019 and at the same time take a little bit of a look forward to 2020. Links to interviews mentions in the show: Bruce Daisley Tom Goodwin Francesa Gino Matthew Syed Anna Whitehouse Podcast audience survey, I need your feedback. Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk It seems like we have been talking about the candidate experience forever, and while some employers have made progress in improving things, there is still a long way to go. One of the issues has always been the lack of a recognised model to explain and then consequently strategically address the candidate experience. I was therefore delighted to hear that Exaqueo, Career Crossroads and The Talent Board have been working in partnership with several Fortune 500 employers to develop a new employee lifecycle and candidate experience model. To tell us all about this, my guest this week is Susan LaMotte, Founder and CEO of Exaqueo. In the interview, we discuss: • Process versus experience • Phases of the candidate experience • The unification of candidate experience and employee experience • Why so few employers are fixing their candidate experience • Measurement • Source of influencer versus source of hire • Talking points and messaging for employee referrals • Employer Brand Susan also talks about the role of technology and the importance of the Candidate Experience Awards. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Many organizations are currently finding talent acquisition very challenging and need to increase the sophistication of their recruitment marketing to connect with and influence their target audiences of talent. My guest this week is Celinda Appleby, Global Talent Attraction Director at Visa. Visa is using a strategy of data-driven recruitment marketing supported by sophisticated storytelling and technology to meet their recruiting challenges and Celinda has some great practical insights to share. In the interview, we discuss: • Visa's recruiting challenges • How recruitment marketing is changing • Dealing with multiple personas and target audiences • Using data for audience insight • The importance of market analysis • Working in close partnership with vendors • Building business cases and consensus internally • The role of technology • Redefining what storytelling means Celinda also shares her thoughts on where the industry is going over the next two to three years. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Buying and implementing a new ATS can be a long, complicated and frustrating process, not to mention the additional work required to drive adoption once the system is actually in place. So what can employers do to set themselves up for success and make sure the process achieves its ultimate objectives? My guest this week is Shanu Varghese, Director, Global HR Technology at Apollo Global Management. During his career, Shanu has been responsible for over 50 HR technology implementations and has some great insights and advice to share. In the interview, we discuss: • The importance of keeping up to date with the market and having an open mind • How to approach the RFP process • Achieving stakeholder buy-in • Strategies for successful implementation • Tailoring your strategy to reflect geographical and role differences • How to encourage usage and adoption • The importance of understanding the vendor's product roadmap. Shanu also talks about recruiting automation and what's next for Apollo. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Back in September 2018, I interviewed industry consultant Bas Van De Haterd about his research work exploring emerging assessment technologies. The assessment market is moving exceptionally quickly, and I wanted to invite Bas back, a year later, to update us on what has changed. In the interview, we discuss: • The problems with traditional methods of assessment • Making sense of evolving technologies • The issue with black box algorithms • Are micro-expressions useful? • The power of game-based assessments • Using technology to broaden pools of talent Bas also shares several case studies from employers achieving considerable success with new assessment technology and give us his view on the future. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk One of the ongoing themes of the podcast in 2019 has been my quest to cut through the hype and find out to what extent employers are automating aspects of their recruiting process. I've spoken to several practitioners and look at the automation debate for a few different angles. So I thought it was high time that I talked to a recruiting technology vendor about the art of the possible in recruiting automation and the benefits they are seeing their clients get from it. My guest this week is Aida Fazylova, founder and CEO of XOR, an automated communication platform for recruiting. Aida started her career as a recruiter and has some great insights to share into both the current and future capabilities of recruiting automation. In the interview, we discuss: • The amount of time wasted on repetitive tasks in recruiting • The evolving sophistication of chatbots • Natural language recognition and intent analysis • Do candidates like interacting with chatbots? • What areas of the recruiting can be automated now and how much could be automated in the future • Humans versus machines Aida also talks about the results and benefits employers are getting from recruiting automation as well her predictions for the marketing int he next 12 months. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Recruiting Future Round-Up is a new monthly show on The Recruiting Future Podcast channel. Now that I'm publishing two podcasts a week, I'm aware that not everyone has time to listen to every show. Moving forward I'll be recording a short monthly round-up episode highlighting episodes you may have missed and giving you my take on some of the key talking points. Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Social mobility is a critical issue in a lot of countries. What should employers be doing to increase social mobility and how effective can their efforts be in terms of tangible results? My guest this week is Lisa Scales, Head of Resourcing, Executive and New Talent at Severn Trent, a large UK based utilities company. Severn Trent has recently moved up to 3rd place in The Social Mobility Employer Index as a result of their innovative work in this area and is seeing huge benefits as an organisation from their initiatives. In the interview, we discuss: • The definition of social mobility and what it means to Severn Trent as an organisation • Recruiting on equal terms to show opportunities to a massive pool of untapped talent • Schools engagement • Work experience focused on employability. • Thinking different about the recruitment process • The Social Mobility Pledge Lisa also talks about the results Severn Trent as seeing from their initiatives and the considerable benefits to the business. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk To fully understand the impact of technology on what we do, it 's essential to look outside of talent acquisition occasionally and see how other areas of the talent ecosystem are being disrupted. My guest this week is Ozlem Sarioglu, an award-winning coach and co-founder of digital coaching platform SparkUs. As well as providing a fascinating overview of how technology is changing coaching. Ozlem also shares some insights and advice into the coaching mindset. Something that will help anyone who is leading and developing a team. In the interview, we discuss: • How Ozlem became a coach • The benefits of and common misconceptions about coaching • How technology is making coaching more accessible • The balance between human and machine • Measuring results Ozlem also gives her thoughts on developing a coaching mindset and shares advice on how people can get the most out of coaching Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Despite an influx of technology over the last 20 years, the fundamentals of recruiting haven't really been disrupted. So how should we be challenging recruiting norms which no longer deliver what employers need and are process and mindset more important than technology? To help me answer these questions, and more besides, my guest this week is Matt Buckland making a welcome return to the show. Matt is currently Founder and Head Of Talent at Rainmaking Venture Studio and has been experimenting with some new approaches to make hiring fairer and more effective. In the interview, we discuss: • The importance of challenging assumptions • Using data to uncover bias and why bias is a loaded word • Anonymous testing • Why process is critical • Making culture and mindset shifts rather than relying on techniques and technologies • Matt also talks about the recruiter networking group DBR and shares his thoughts on the future of recruiting. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk We live in a highly connected world but also a very noisy one. Standing out from the crowd can be very difficult for recruiters, especially on Linkedin where an unprecedented amount of content is being posted, much of it, unfortunately, is not very good. My guest this week is Hishem Azzouz, founder of Azzouz Branding and host of The Recruitment Rollercoaster Podcast. Hishem works with recruiters to help them build authentic personal brands and develop content that cuts through the noise to resonate with their target audiences. In the interview, we discuss: • Hishem's career journey so far and his experience of getting started in recruiting • Being more personable, more human and standing out from the crowd • What does personal branding mean in 2019? • Techniques to stand out and engage • The importance of knowing your target audience • What are the real measures of success? Hishem also gives some examples of people and companies doing this well and shares more details about The Recruitment Rollercoaster Podcast. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Hiring ex-armed forces personnel is a topic that doesn't get as much bandwidth as it deserves. So how should employers be behaving and communicating to tap into this incredible pool of talent effectively? My guest this week is Tim Redfern, Managing Director, Defence at Amey. In the interview, we discuss: • Tim's own experience of transitioning his career on leaving The Royal Navy • The broader transition challenges facing armed forces personnel • Translating the language of transferable skills • Common employer misconceptions • Changing the recruiting mindset on skills • Messaging that resonates • Salary and marketing value Tim also shares details on what Amey does to attract and retain forces leavers. Subscribe to this podcast in Apple Podcast
Contact: matt@metashift.co.uk Implementing and then working with recruitment technology on a day to day basis can have some challenges. So how can you make sure you are getting the most from your system in terms of driving the efficiency and end-user satisfaction needed to achieve key recruiting objectives? To share the benefits of their experience my guests this week are Megan Deville, an HRIS Analyst and Allison Thomas, Talent Acquisition Recruiter both of whom work for Laitram. In the interview, we discuss: • Laitram's recruiting challenges • Using tech to create more recruiter time • Finding quality in quantity • Driving process and tool adoption • The power of diversity of thought • Keeping pace with growth • The importance of the personal touch Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk This is a podcast about the future of recruiting, and perhaps the one topic we've neglected to cover very often is the future of recruiters. To redress the balance my guest this week is Amy Schultz, Director of Talent Acquisition at LinkedIn. LinkedIn has recently published a research report titled "The future of recruiting, the 7 ways your role will change" and it's great to be able to get Amy's practitioner perspective on the findings. In the interview, we discuss: • What is the current state of the talent market and how is this affecting recruiting as a profession • How the role of a recruiter going to change • The three skills that will redefine recruiting • What recruitment teams should be doing to keep up with rapidly changing business needs • The essential metrics recruiters should be tracking and why • The role of technology Amy also shares her key advice to recruiting professionals on how they can be ready for the future. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk We talk a lot on this show about the future of work and its implications. However, it is critically important not to overlook the here and now. Work is already changing dramatically with huge consequences for everyone. So what should employers be doing to make sure they are fit for purpose in these changing times? My guest this week is Brynne Kennedy, founder of Topia and a congressional candidate for California. Brynne has recently written a book called "Flat, Fluid and Fast", designed to help employers understand and adapt to the age of talent mobility. In the interview, we discuss: • What is talent mobility? • The implications of a geographically mobile workforce • Redesigning the contract for work • New career paths and skills first recruiting. • Importance of embracing flexible work • Impact of office footprints, benefits and the structure of HR • Tech stack best practices Brynne always talks through examples of companies doing this well and shares her thoughts on what work will look like in 10 years. Subscribe to this podcast in Apple Podcasts
Building a culture that attracts and retains the right talent is not an easy task. There is a lot of theory and discussion around this, but translating theory and discussion into practical reality can be very difficult. Accurately reflecting the culture in the employer brand and recruitment process is an additional challenge. My guest this week is Matt Jung co-founder of Comfort Research, the company behind the "Big Joe" range of products. Matt shares an incredibly honest account of his company's journey to build a culture and establish a set of core values that guide everything they do and help them attract and retain the people they need to grow their business. In the interview, we discuss: • Identifying core values and how Comfort Research got it wrong the first time • Rewarding behaviour that champions core values • Using core values in the recruiting process • Why leaders should always be recruiting • Recruiters as "culture concierges." Matt also talks about what has surprised him most about building his business and what the future holds for Comfort Research. Subscribe to this podcast in Apple Podcasts
Over the last few years, there have been parallel conversations about candidate experience and talent experience. As thinking has developed, it has become obvious that these two things aren't mutually exclusive and are in fact elements of an overall talent experience. I recently undertook a research project in collaboration with Mervyn Dinnen and with the support of Saba Software, to explore the implications of a joined-up talent experience on talent acquisition. We spoke to several employers who are doing some exciting work in this area and have recently published our findings in a free whitepaper. My guest in this episode is Duncan Miller from Saba Software. Duncan has some great insights to share on talent experience and how it might develop in the future. In the interview, we discuss: • What is talent experience and why is it so important • How closely should candidate experience and employee experience be aligned • What are employers doing to create world-class talent experiences • The role of technology and its limitations • Early onboarding • Understanding the moments that matter most and the practicalities of personalization Download our whitepaper Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Employer branding has been the hot topic for the last several years as companies vie for competitive advantage in tight talent markets. But, despite all the focus, is employer branding actually getting worse and what do companies have to do to get noticed and connect with their talent audiences? My guest this week is Ed Nathanson from Red Pill Talent, Ed has a vast amount of experience in helping build employer brands that stand out from the crowd and has some great practical tips to share. In the interview, we discuss: • How employer brand is changing • Creating something meaning and memorable • The danger of being vanilla • Engagement as the ultimate measurement • Message and marketing Ed also talks about making brands stand out and share some examples of what great looks like Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk We talk a lot about the poor quality of job postings with many just being a cut and paste version of the internal job description. However, we should also be talking about the poor quality of job descriptions themselves, many of which are put together in haste with little thought round impact and outcome. To give us a different perspective, my guest this week is Kate Leto, a well-known product management and transformation consultant. As well as sharing her thoughts on job descriptions, Kate also offers insights on how thinking like a product manager could help improve the talent acquisition process. In the interview, we discuss: • What is product management and what lessons might it have for talent acquisition • The importance of recruiting for emotional intelligence • Person organisational fit • Using four simple questions to create effective job descriptions Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Job Boards and their likely future is a topic that we've not really covered in-depth on the podcast. Despite the decade long predictions of their demise, Job Boards still play a crucial role in many talent acquisition strategies. They are evolving quickly, and some of the new generation talent marketplaces are attracting enormous venture capital investment. My guest this week is Martin Lenz. Martin is CEO of innovative job board software provider Jobiqo and is therefore ideally placed to get us up to speed on the current state and future potential of job boards. In the interview, we discuss: • What role are job boards currently playing in talent acquisition and how could they be better at it • Creating value in niches • Leveraging increasing amounts of data • Improving the candidate experience • What factors are driving change in the job board market and who are going to be the winners and losers. • What functionality should talent acquisition professionals be demanding from job boards both not and in the future Subscribe to this podcast in Apple Podcasts Follow the show on Instagram
Contact: matt@metashift.co.uk Employer Brand storytelling is a crucial topic for me, and it has been great to see an increase in the number of employers using the power of stories over the last 18 months. However realising the true potential of storytelling is only possible by understanding the science behind it and having proper strategies in place for audience segmentation, messaging, medium, format and distribution. My guest this week is someone who will genuinely accelerate your understanding of how to get results using stories. Miki Johnson is the co-founder of Job Portraits, a San Francisco based employer branding studio focused on helping high growth startups hire more effectively through storytelling. In the interview, we discuss: • The evolution of employer branding • Deep dive storytelling • A strategic approach to content using UX research tools • Evidencing EVP through stories • Tailoring the message to different audience segments • Medium, Format and Distribution • When to use video and when not to Miki also discusses the role of employees as creators and distributors and highlights some great examples of companies producing great content. If you are interested in getting started with or improving your storytelling, Job Portraits have an Employer Value Proposition Worksheet that can help. Please email miki@jobportraits.com to get your copy. Subscribe to this podcast in Apple Podcasts
A couple of weeks back, I had the great pleasure of attending the TA Tech North America event in Austin, Texas. There were some great content and discussions which explored the current and future state of talent acquisition technology. In this week's show, I have four interviews to give you a flavour of the key topics at the event. Firstly I interview: • Terry Baker from Pandologic about the TA Tech Stack research and the disconnect between employers and vendors. • George Larocque from HRWins about the amount of investment in talent acquisition technology in 2019 • Jessica Miller-Merrell from Workology about recruitment marketing and the user implications of job boards buying and selling traffic. I then got the opportunity to get on the main stage and host a fireside chat with Shannon Offord, VP Strategic Partnerships and Alliance at DirectEmployers Association. In our interview, we discuss: • The aims and objectives of DirectEmployers Association • The biggest challenges employers are currently facing. • Flexible working and Diversity • Accessibility in recruitment technology • The future of the industry Subscribe to this podcast in Apple Podcasts
Contact - matt@metashift.co.uk Work is changing. Jobs are changing. Is recruiting changing quickly enough to keep up? The demand for new mixes of skills and ever-shortening tenure means that recruiting needs to be extremely flexible and work faster than it ever has before. My guest this week is Nikos Moraitakis, CEO of Workable. Workable work with 20,000 companies across 100 countries which means Nikos has some fascinating insights to share on the current and future state of recruiting. In the interview, we discuss: • How work and jobs are changing and the implications for talent acquisition • The broadening fit between skills and jobs and why this makes matching more difficult • Ever higher candidate expectations • Recruiting automation • The changing nature of screening and assessment • Providing hiring managers with tools they don't hate Nikos also talks about the role of recruiting technology and shares his thoughts on what recruiting will look like in 5 to 10 years. Subscribe to this podcast in Apple Podcasts
Building a workplace that is inclusive for neurodivergent people is something every employer should be doing. However, there is still widespread ignorance about neurodiversity and relatively little discussion about it in our industry. My guest this week is Theo Smith, recruitment manager at The National Institute for Healthcare Excellence. Theo draws on personal experience and some in-depth research to share his insights into how and why companies should attract, include and retain a more neurodivergent workforce. In the interview, we discuss: • What is neurodiversity and how is it misunderstood • The challenges neurodivergent people face in the workplace • Empowering superhuman abilities • The importance of sharing stories. Theo also talks about the companies who are getting this right and shares his advice on the steps companies can take to improve the employee experience for neurodivergent people. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk Talent acquisition transformation projects seem to be everywhere at the moment as employers look to adapt to changing markets, shifting business priorities and new technologies. I always tell my clients that transformation is impossible without evaluation and strategy, but how do you build and measure an effective strategy in talent acquisition. My guest this week is Rebecca Carr, SVP of Global Success, Consulting and Strategy for SmartRecruiters. Rebecca talks in detail about the Hiring Success methodology and how it can help employers understand where they are now and where they need to be in the future. In the interview, we discuss: • Why the Hiring Success model was developed • How do you measure talent acquisition effectiveness • Reinventing legacy metrics • Key pillars and the 4 level maturity model • Strategic steps for transformation and improvement Rebecca also shares her thoughts on who is doing this well and what's next for talent acquisition. SmartRecruiters Hiring Success Podcast Subscribe to this podcast in Apple Podcasts
In recent times there has been an explosion in the number of conferences, webinars and indeed podcasts aimed at the talent acquisition audience. The kind of peer to peer learning these platforms are driving is incredibly useful and therefore, extremely popular. However, this only all works if there a steady flow of practitioners who are prepared to step up and share their story and I know this is something that many people find challenging. My guests this week are Audra Knight, senior manager of employer branding at Foundation Medicine and Katrina Kibben the founder and CEO of Three Ears Media. Audra and Katrina are both fantastic speakers who have some brilliant advice to share with anyone who either wants to get started or be better at speaking. In the interview, we discuss: • Why a talent acquisition professional would want to get involved with speaking • How to get started • How to find speaking opportunities • How to pitch to speak • Should speakers be paid? • How to prepare • Dealing with nerves • Most common speaking mistakes • The importance of preparation Audra and Katrina also talk about the favourite presentations they have given. Subscribe in Apple Podcasts
My guest this week is Matthew Syed. Matthew was formerly the British table tennis number one and is now a journalist the best selling author of books such as "Bounce" and "Black Box Thinking". Matthew's new book, "Rebel Ideas" has just been published. In the book, he explores a topic that we've looked at a few times on the show, the importance of diverse thinking in teams and organisations. In the interview, we discuss: • When and why diversity matters and how it contributes to success • Diversity of background, perspective and thinking • Rebel ideas that challenge, cross pollenate, diverge and augment. • An example of the CIA being individually perceptive but collectively blind • The danger of assimilation to the dominant assumptions of a business. Matthew also shares his advice for recruiters and suggest ways we can all have more rebel ideas Subscribe to this podcast in Apple Podcasts
Following on from my conversation with Megan Butler about the state of the market for AI in recruitment, for the second part of this mini-series explaining AI and Machine learning, we are taking a deep dive into the technology and terminology itself. My guest is Jon Krohn, Chief Data Scientist at recruiting technology company Untapt. Jon is also a lecturer, researcher and author in the field of machine learning, deep learning and natural language processing. This interview goes into a huge amount of detail into the definitions and mechanics of AI (in an understandable way!) as well as exploring current and future applications for recruiting. In the interview, we discuss: • The role of a data scientist • AI and sorting the mail • Building predictive data models • Machine learning versus deep learning and how Siri got clever • Data engineering • Adoption and bias • Current and future applications of AI in recruiting Subscribe to this podcast in Apple Podcasts
The role of AI and machine learning in recruiting technology continues to provoke both debate and confusion. What benefits do these technologies current bring and how much of the current narrative is just marketing spin? What will they make possible in the future, and what are the risks and dangers we need to be aware of right now? To help answer these questions, in the next two episodes of the show I'll be asking two genuine experts in AI for recruiting to share their knowledge. First up is Megan Butler, a research analyst in AI for HR. Megan was part of my live panel back in episode 200, so it is brilliant to have the chance to talk to her in more depth. In the interview, we discuss: • Is AI in recruiting what it is hyped up to be? • How to get the benefits and mitigate the risks • The fine line between analytics and machine learning • Matching and assessment • The importance of process • Bias Megan also shares her thoughts on the future of AI in recruiting and the importance of taking controlled risks. Subscribe to this podcast in Apple Podcasts
One thing that I've noticed recently is the increasing traction behind the concept of talent experience. The reality is that employer brand, candidate experience and employee experience don't exist in silos when you are the employee experiencing them. So what can employers do to ensure the kind of joined-up thinking that creates a seamless talent experience and, at the same time, develops workplaces that prioritise belonging and inclusion? My guest this week is Charu Malhotra, a highly experienced global employer branding leader. In the interview, we discuss: • How employer branding is changing • Why EVPs tend to get overshadowed by other employer branding outputs • Joining up candidate experience, employee experience, employer brand and EVP • Moving culture and values from talk into action • Inclusion, belonging and psychological safety. • The importance of listening and two-way communication • The role of technology Subscribe to this podcast in Apple Podcasts
After about 15 years worth of articles and conference presentations about Millennials I'm sure I'm not alone in finding generational stereotyping a bit annoying. However, research-based insights into changing attitudes to technology, work and careers are incredibly useful. My guest this week is Pranam Lipinski, Co-Founder and CEO of Door Of Clubs. Pranam has spent the last few years conducting research to uncover insights into the mindset of the newest generation in the workforce, Generation Z. In the interview, we discuss: • The validity of generational stereotypes • Smartphones in 4th grade and growing up in the era of fake news • Attitudes to work and careers • Inclusion, Stability and Loyalty • Providing unique employer experiences • Becoming an input focused as an employer • How to market to a generation that avoids commercial attempts on their attention. Pranam also talks about the importance of personalization and shares details of how to get his one-page Generation Z research summary. Subscribe to this podcast in Apple Podcasts
Whenever I'm talking to companies about their recruitment challenges, one area that comes up time and time again is recruiting enterprise salespeople, particularly in the tech sector. My guest this week is someone who can give us a hiring manager's perspective from one of the most competitive locations in the world for this type of talent. Angie Jongejan is a Director of Sales for SurveyMonkey in San Mateo, California. It was great to hear her share some insights into SurveyMonkey's approach to recruiting and retention in their highly competitive talent market. In the interview, we discuss: • SurveyMonkey's three main recruiting challenges • The importance of providing a fantastic candidate experience • Ensuring alignment between the recruitment team and hiring managers • Sourcing jams • The role of surveys and acting on feedback Angie also shares her thoughts on what is next for SurveyMonkey. Subscribe to this podcast in Apple Podcasts
Contact - matt@metashift.co.uk Diversity and inclusion are a vital issue for many employers, but as an industry do we genuinely understand what they mean, their implications and the issues that need to be solved? My guest this week is Jackie Glenn, Principal and Founder at Jackie Glenn Diversity Solutions and former Global Chief Diversity Officer at Dell EMC. In the interview, we discuss: • The amazing story of Jackie's career • The challenges of a Chief Diversity Officer • Diversity, Inclusion, Equity and Belonging • Is D&I really as much a priority for employers as it should be? • The importance of auditing and the power of diverse teams • D&I issues in the technology sector. • Letting your audio match your video Jackie also shares her advice for employers and talks about her book "Lift As I Climb: An Immigrant Girl's Journey Through Corporate America." Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk One of the biggest things I've learned in my career is the importance of effective influence. Driving change, promoting technology adoption and establishing new ways of working is a challenge whatever employer you are working for. So what can talent acquisition leaders be doing to develop presence and be more influential? My guest this week is an expert in these areas. Harrison Monarth is a New York Times best selling author and leading executive coach with a client list that includes Fortune 500 CEOs, start-up entrepreneurs and Members of Congress. In the interview, we discuss: • Harrison' coaching philosophy • What is "executive presence", why is it so important and how anyone can develop it • The critical importance of perception • Managing emotions in high-stress situations • Feedback • Improving influence and getting buy-in • Harrison also talks about managing the line between confidence and arrogance and the new edition of his book "Executive Presence." Subscribe to this podcast in Apple Podcasts
Contact - matt@metashift.co.uk The relentless march of digital transformation means that many employers are having to find ways of reaching out to new pools of talent to attract different types of people into their businesses. No company is immune from this and even established technology companies are having to rethink their talent acquisition strategies. My guest this week is Andreea Nicolescu Employer Branding and HR Communication Manager and at Temenos. Temenos is a market-leading Fintech business and has developed cutting edge strategies in both talent acquisition and talent management to facilitate digital transformation. In the interview, we discuss: • The recruiting challenges at TemenosAccessing New Pools Of Talent • Attracting digital natives into roles that previously did not exist • Moving from a transactional to a proactive model of talent acquisition • Switching to new technologies to support the talent acquisition strategy • The right candidates not the right number of candidates • Engaging with new talent pools via targeted advertising • Getting ROI by engaging, tracking and optimising • Developing talent via academies and boot camps Andreea also talks about diversity in the workforce and what is next for Temenos. Subscribe to this podcast in Apple Podcasts
Contact: matt@metashift.co.uk When I first started this show as a fun side project, I had no real expectations of getting much of an audience. I could never have anticipated that four years and three-quarters of a million listens later I'd be publishing my 200th episode. I want to take this opportunity to say a huge thank you to everyone who has supported me and the show. My superb guests, my fabulous sponsors and most of all, everyone who has listened, subscribed, recommended, shared and given me feedback. The story doesn't end here, I've got some big plans for the future and as some fantastic guests lined up for the coming months. What better way to celebrate 200 episodes than with a live recording of the show. A few weeks back, I was on stage at the excellent RecFest event in London, and we recorded a live panel discussion on Recruiting Automation. My guests were: • Megan Butler from CognitionX • Ben Gledhill from Yodel • Andrew Soane from Accenture The discussion was wide-ranging with lots of insights and experiences shared Thanks to SurveyMonkey for supporting this episode, I highly recommend signing up for their online Curiosity Conference, more details here Subscribe to this podcast in Apple Podcasts
Candidate experience is a topic we've covered time and time again on this podcast, mainly by looking at employers who are innovating in this area. It is clear though that delivering even an acceptable level of candidate experience is still problematic for most companies. So what is the current state of the candidate experience and what can employers be doing to get a competitive advantage? My guests this week are Martin Dangerfield and Neil Harrison, both of whom are well known consultants in talent acquisition. They have recently collaborated on a piece of research that collected candidate experience insights from a variety of employers In the interview we discuss: • The importance of candidate experience in the current labour market • Where does candidate experience start and end • Who owns the candidate experience • Key moments of truth • The increasing importance of review sites • The relationship between talent acquisition and hiring managers • Data, measurement and the importance of optimisation • Getting competitive advantage. You can find the full report here. Subscribe to this podcast in Apple Podcasts
Contact - matt@metashift.co.uk With talent acquisition continuously changing and evolving, making sure your recruiters have the right skills is critical for employer hiring success. But what are the skills needed, what should recruiters be doing develop them, and how should their employers be supporting this process? My guest this week is Rachel Dalboth Strategy and Capability Director for the Forum For In House Recruitment Managers, otherwise known as The Firm. The Firm is a collaborative support community for in house recruiters and has recently done several very interesting research projects around recruiter capability. In the interview we discuss: • The FIRM and its work • The definition of recruiter capability • The critical skills in house recruiters need in 2019 and how they currently measure up against them. • When confidence is overconfidence • Typical areas for development • How the growth of technology is changing the type of skills which are needed Rachel also shares what she is seeing the best employers doing to build capability and gives more details on how companies can get involved with The Firm. Subscribe to this podcast in Apple Podcasts
In this episode, Matt Alder speaks to Matt Burns from The Global HR Collective about technology strategy in HR and Talent Acquisition
In this episode, Matt Alder talks to Sinead Bunting about The Tech Talent Charter and the initiatives to improve the gender balance in the tech workforce
In this episode, Matt Alder talks to Dakota Younger, Founder and CEO Boon about what employers should be doing to supercharge referral hiring
In this episode, Matt Alder talks to Brandon Batt, Director Of People Operations at Four Foods Group about recruiting automation and the line between humans and technology
In this episode The Recruiting Future Podcast and The Chad & Cheese show collide to talk recruiting technology adoption and the future of the industry
In this episode, Matt Alder talks to Tonille Miller, Global VP of Culture and People Engagement at Startek, about the importance of employee experience
Matt Alder talks to Bruce Ballantine from Articise about the current state of virtual reality and its potential in talent acquisition
In this episode, Matt Alder talks to author and analyst Charlene Li about the talent strategies and thinking required for digital transformation.
In this episode, Matt Alder talks to Allyn Bailey, talent acquisition transformation manager at Intel, about the end of transactional recruiting
In this episode, Matt Alder talks to Jim Stroud, VP Product Evangelist at ClickIQ about the future of recruiters
In this episode, Matt Alder talks to number of the speakers (including a robot) at TA Tech in Lisbon about current issues in recruiting technology
In this episode, Matt Alder talks to Hayke Tjemmes from Wehkamp about building data models to measure and improve the candidate experience
In this episode, Matt Alder talks to Bryan Chaney, Global Director of Employer Branding at Indeed, about Talent Branding and Talent Attraction
In this episode, Matt Alder talks to Mark Deubel, Global Technical Recruiter at Elastic Search about strategic recruiting
In this episode, Matt Alder talks to Harvard Business School Professor Francesca Gino about her book Rebel Talent
In this episode, Matt Alder talks to Peter Weddle, CEO of TA Tech, about the future of work and its implications for talent acquisition.
In this episode, Matt Alder talks to Daniel Chait, CEO at Greenhouse Software about what makes great onboarding
In this episode, Matt Alder talks to Wiktor Schmidt, CEO of Netguru about implementing a "remote first" culture.
In this episode, Matt Alder talks digital talent acquisition and retention with Sebastian Kolberg from Bayer and Angelika Inglsperger from Allianz
In this episode, Matt Alder and John Wallace investigate recruiting automation. Featuring interviews with Ben Gledhill, Head of Resourcing at Yodel, and talent futurist Kevin Wheeler.
In this episode, Matt Alder talks to Damon Klotz from Culture Amp about the space where culture, technology and analytics collide
In this episode, Matt Alder talks to Theo Smith, recruitment manager at NICE about the importance of evidence based recruitment marketing
In this episode, Matt Alder talks to Dorothee El Khoury from the Hackett Group about changes HR and Recruiting need to make to drive digital transformation
In this episode, Matt Alder talks to Jordon Meyer from Granular about the techniques they use to attract senior digital talent to their business
In this episode, Matt Alder talks to Craig Brown from Just In Time Recruiting about Lean Recruiting methodologies.
In this episode, Matt Alder talks to Tom Goodwin about Digital Darwinism and talent for digital transformation.
In this week's episode Matt Alder talks to Neil Harrison about the evolution of employer branding
In this episode, Matt Alder talks to Whitney Boyer, VP of Marketing at Celadon Trucking, about the power of using employee feedback to shape recruiting and retention strategies
In this episode Matt Alder talks to Richard Collins from ClickIQ about how technology and new players are changing the face of job advertising
In this episode, Matt Alder talks to Bruce Daisley VP EMEA at Twitter, host of the Eat Sleep Work Repeat Podcast and author of the best selling book The Joy Of Work
In this episode, Matt Alder talks to Mark Lobosco, VP Talent Solutions at LinkedIn about LinkedIn's Global Talent Trends Report
In this episode, Matt Alder talks to Andrew Seel, CEO of Qubist about the power of employee advocacy for talent acquisition and employer branding
Matt Alder talks to Matt Johnson of The Impossible Company about the power of storytelling for talent acquisition
In this episode, Matt Alder talks to Miranda Bogen from Upturn about algorithmic bias in the hiring process
In this episode, Matt Alder talks to Venkat Janapareddy from Jobiak about how employers can increase their success from Google For Jobs
In this episode, Matt Alder talks to Eric Owski from LinkedIn about the power of using data strategically in talent acquisition
In this episode, Matt Alder talks to Lauren Addy, Director of National Recruiting at Colonial Life about the challenges of implementing a new ATS
In this episode, Matt Alder talks to Joyce Maroney from The Kronos Workforce Institute, about productivity, employee burn out and four day weeks
In this episode, Matt Alder talks to futurist Steve Wells about the future for jobs, skills and technology.
In this episode Matt Alder talks to Toni Thompson, VP People & Talent at The Muse, about the impact of Employer Branding and its relationship to Employee Experience
In this episode, Matt Alder talks to Dominie Moss, founder of The Return Hub, about tapping into talent pools of people looking to return to the workforce
In this episode, Matt Alder talks to Becky Cantieri, Chief People Officer and SurveyMonkey, about building a culture based on employee feedback
In this episode, Matt Alder talks to David Thompson, founder of People Brand about the current state of Employer Branding
In this episode, Matt Alder talks to Suhail AH and Valley Mein about long-term student talent engagement and development at Google
In this episode Matt Alder talks to Sarah Wilson, Head of People at SmartRecruiters about using hiring success metrics to improve recruiting performance
In this week's episode, Matt Alder talks to Michel Gretcko about The Deloitte 2018 Global Human Capital Trends Report and the rise of The Social Enterprise
In this episode Matt Alder speaks to Nathalie McGrath, VP of People At Coinbase, about values based hiring
In the 150th episode of the podcast Matt Alder and John Wallace explore the topic of Recruiting Capability. Featuring interviews with Simon Rutter, Fiona Alder and Craig Donaldson
In this episode, Matt Alder talks to Richard Bradley about Kelly Services' new research into job seeker attitudes to the future of work
In this episode Matt Alder and Brian Hickey, European MD of Udacity, discuss the digital skills companies need to succeed in the era of digital transformation
In this episode, Matt Alder and Bas Van De Haterd discuss the evolution of assessment technologies and their effect on recruiting
In this episode, Matt Alder talks to Anastacia Flores, Director of Recruiting for Pandora about innovating for competitive talent acquisition advantage
Matt Alder talks to author and thought leader Howard Ross about recognising and addressing unconscious bias
In this episode Matt Alder speaks to Roonan Mooney, Chief of Staff and Head of HR for Web Summit, about recruiting in a hyper-growth company
In this week's episode Matt Alder catches up with James Mayes, CEO of Mind The Product, during Turing Fest in Edinburgh to discuss remote working
In this episode Matt Alder talks to Hessam Lavi, Director of Product at SmartRecruiters about the real trends in recruiting technology
In this episode Matt Alder talks to best selling author and content marketing expert Shane Snow about business storytelling and "Dream Teams"
In this episode Matt Alder talks to Alistair Shepherd from Saberr about the role technology can play in helping to recruit and develop highly effective teams
In this episode Matt Alder talks to Gerry Crispin about the rise of technology in the recruiting industry
Matt Alder talks to Richard Collins, Co-Founder of ClickIQ, about the future of job boards
In this episode, Matt Alder talks to Byron Reece, critically acclaimed author and publisher of Gigaom, about the future of the job market in an automated world.
In this episode Matt Alder talks to Tim Prohm from KellyOCG about Recruiting Automation
In this episode Matt Alder speaks to Seamus Cushley (Director, Blockchain, FinTech & Innovation at PwC) about the implications and use cases for Blockchain in HR and Recruiting.
In this episode, Matt Alder talks to Kevin Blair, Global VP of Talent Acquisition at IBM about their implementation of Cognitive Recruiting using Watson technology
In this episode Matt Alder talks to Lee Caraher, CEO of Double Forte, about the strategic advantages of boomerang hiring and proactive alumni relations
In this episode Matt Alder talks to Mike Brown, VP of Talent Acquisition for the Americas at Siemens about collaborative innovation and global ATS deployment
In this episode Matt Alder talks to Hannah Fleishman from HubSpot about Inbound Marketing for recruiting
In this episode Matt Alder talks to Kevin Green, former CEO of the REC and founder of What's Next Consultancy, about the future of jobs
In this episode Matt Alder speaks to Speaker, Author and Podcaster Laurie Ruettimann about everything that is wrong with Recruiting and HR Technology
In this weeks episode Matt Alder talks to Ben Gledhill, Head of Resourcing at Yodel, about the future of corporate Careers Sites
In this episode Matt speaks to Jon Jersin, Head of Product of LinkedIn Talent Solutions about the future of Talent Acquisition
In this week's episode Matt Alder talks to Catalina Schveninger about Vodfone's innovative approaches to talent acquisition
Matt Alder talks to Rob McCargow, AI Programme Leader at PwC about the business implications of Artificial Intelligence
In this episode Matt Alder talks to Alexa Merschel and Ashley Lasher about the evolution of campus recruiting at PwC
In a special episode to mark International Recruiters Day, Matt Alder speaks to recruitment innovators Steve Acho and Steve Lowisz.
In this episode Matt Alder talks to Alan Agnew, Global Head of Talent Analytics at Philips about Talent Intelligence and its role in Talent Acquisition
In this episode, Matt Alder talks to Matt Plummer, VP of Product at ZipRecruiter, about the power of data to drive insights and innovation
In this episode Matt Alder talks to Ongig CEO Rob Kelly about the 2018 Top 100 ATS Report
In this episode, Matt Alder talks to Anna Ott from UNLEASH about the booming HR Technology Startup market
In this episode Matt Alder talks to George LaRocque from HRWins to see if they can shed some light on the ever more complex Recruiting Technology marketplace
In this episode Matt Alder talks to Cody Royle, Managing Partner at NTSQ Sports Group and Head Coach of AFL Team Canada about talent innovation
In the episode, Matt Alder talks to Monica Adractas, Global Director of Workplace by Facebook about the changing nature of employee engagement and communication
In this special end of year episode of the podcast, Nick Price from Working Films interviews Matt Alder about his Career Life Story
In this episode, Matt Alder talks to John Wallace about resourcing strategy and his new book "Hire Power"
In this episode, Matt Alder talks to Nicolle Sinclair, Global Head of Talent at Brewdog about scaling up, company culture and employee advocacy
In this episode Matt Alder discusses People Centric Employer Branding with Julie Griggs, Head of Talent and Resourcing for Manchester Metropolitan University
In this episode Matt Alder speaks to Justin Anastasi, Talent Acquisition Manager at Evolution Gaming, about recruiting to support hyper growth
In this episode, Matt Alder talks to Audra Knight from Tenable Network Security about Content Led Recruitment Marketing
In this episode of The Recruiting Future Podcast, Matt Alder talks to Kathryn Minshew, founder and CEO of The Muse, about the new rules of work
In this episode, Matt Alder talks to Jerome Ternynck from SmartRecruiters about the transformation of the ATS market
In this episode, Matt Alder talks to Alan Walker from The Talent Finders about the quest for the perfect candidate experience
In this episode, Matt Alder speaks to industry consultant Elaine Orler about what it takes to get competitive advantage in Talent Acquisition
In this episode of the podcast, Matt Alder talks to Kerstin Wagner from Deutsche Bahn about innovation in talent acquisition
In this episode, Matt Alder talks to Jez Langhorn, Senior HR Director at MacDonald's about mobile recruiting innovation
In this episode Matt Alder talks to Tim Sackett about the complexity of the Talent Acquisition Technology market.
In this episode Matt Alder speaks to Bogomil Balkansky, VP at Google about Google entry into the recruiting market
In this episode Matt Alder speak to Mike Bailen, VP of People at Lever, about a modern approach to Recruitment Marketing
I launched The Recruiting Future Podcast in early 2015 as a way of making sense of what was going on in the Talent Acquisition space. The intention was to seek out stories and opinions from the people who are working on the front line of our changing industry and share them as widely as a possible. I’m absolutely delighted to have reached episode 100 and I’m hugely thankful to everyone who has helped to make the podcast so successful. It couldn’t happen without the brilliant guests, the supportive sponsors and the amazing listeners. There are over 45 hours of content across the recorded shows and to mark the 100th episode I wanted to do something to make it easier for people access some of the brilliant thinking and case studies that have been featured over the last two and half years. In this episode, you can hear extracts from 10 of my favourite interviews covering some of the key trends in talent acquisition including Recruitment Marketing, Recruiting Strategy, Data & Analytics, Recruiting Technology and The Future Of Work. Not only that you can find 40 interviews categorized by the key trends they cover in the free white paper I’ve written to accompany this show. Download the Trends In Talent Acquisition white paper here A special thanks to the wonderful people at Lever who are supporting the 100th episode and the white paper. Subscribe to this podcast in iTunes
Matt Alder talks to Louis Halton-Davies about the huge benefits of using Programmatic Advertising for Recruitment Marketing
Despite all the recent advances in recruitment technology focused on improving recruitment efficiency, speed of hiring remains a significant issue for the vast majority of organisations. In fact there is actually a growing body of evidence that suggests speed of hiring is slowing down. So what can employers do to improve this situation? My guest this week is author and consultant Scott Wintrip. Scott has developed a methodology to eliminate hiring delays which he sets out in his recently published book, “High Velocity Hiring” In the interview we discuss: • Why time to hire is such a problem • The concept of Candidate Gravity • How employers can enrich the flow of talent into their organizations • Why common interview techniques don’t work and what should be used to replace them • Maintaining an inventory of talent for on demand hiring Scott also shares his thoughts on recruitment technology and tells us the single most important question employers should be asking themselves before they make technology investments Subscribe to this podcast on iTunes
Employer Branding has changed significantly in the last few years. Challenges round talent availability and evolving communication trends are forcing companies to think more strategically about the way they get their message out to their markets. We often hear about Employer Brand innovation in technology companies but how are things now working in more traditional companies? My guest this week is Euan McNair, Talent Acquisition and Employer Brand Consultant at Standard Life who are based in Edinburgh. Standard Life have been doing some interesting employer branding work recently and I know you’ll find the insights that Euan shares fascinating. In the interview we discuss: • Why Euan is so passionate about Employer Branding and how he defines it • The end of job adverts and the rise of employee story telling • Who owns Employer Brand • Channels, data and formats • Having a candidate centric approach Euan also shares his view on the likely future of the Employer Brand space Subscribe to this podcast on iTunes
Ever since my earliest of days in this industry I’ve be fascinated by Corporate Career Sites. It’s also become very clear to me in recent years that career sites should absolutely be the focal point of the new approaches we are seeing in recruitment marketing. Unfortunately I don’t think many employers have realised just how critical their career site is to their recruiting success. One person who does understand this though is my guest this week. Adam Templeman is Head of Commercial Staffing at QuintilesIMS. He has recently helped launched a new careers site for the organization and has some great insights to share. In the interview we discuss: • How recruitment marketing challenges have stayed the same but the answers to them have changed • The vital importance of engaging with target audiences • Using rich, dynamic and targeted content on career sites • Getting ATS integration right to increase conversions and improve candidate experience • Matching employer brand to employee experience Adam also gives us his views on the importance of automation and talks about what is next for QuintilesIMS Subscribe to this podcast in iTunes
Data and analytics continue to be key topics in Talent Acquisition. But what should employers be measuring, what value can the data give them and how widely is a data driven approach to recruiting actually being adopted? To answer these questions as well as many others, I’m delighted to welcome Kyle Lagunas, Research Manager at IDC, as my guest for this week’s show. Kyle has been intensely studying the development of data driven recruiting for several years and has some very interesting insights to share. In the interview we discuss: • The gap between current technologies and adoption • The evolution of measurement practices in recruiting • Recruiting skills versus Recruitment Marketing skills • How data can be used to optimize a recruiting operation • What is possible with analytics and how to measure beyond the usual activity metrics • An example strategic framework for developing data driving recruiting Kyle also give us his view on the future of some other current trends in talent acquisition including AI, Recruitment Marketing Platform and Chatbots Subscribe to this podcast in iTunes Find out more about my new book “Exceptional Talent”
The trends in tech recruiting are something that every employer should be following with interest. Even if your company isn’t currently recruiting tech professionals, it is important to know what is happening in the sector as the methodologies and practices being used for tech recruiting today, are likely to be used by everyone tomorrow. Tech Recruiting is the bellwether sector of our industry. Who better to get us up to speed with developments in this area than my guest this week, Hung Lee the founder of Workshape.io. Hung always has some great insights to share and it was brilliant to have him on the show. In the interview we discuss: • The current challenges in tech recruiting and the strategic decisions companies need to make to deal with them • The importance of mind-set shift • Having an “Always On” attitude to recruiting • Myth busting • The re-invention of the recruitment process • Interoperability, modularisation and decoupling Hung also gives us his views on the future of the sector and shares some of the great content he has recently curated. Subscribe to this podcast in iTunes
This week we don’t just have one guest, we have eight guests! A couple of weeks ago the guys at TA Tech invited me to the Rec Tech conference in Barcelona. Rec Tech is one of the biggest global trade conferences for the Job Board and Recruitment Technology industry. In this episode of the podcast you’ll here from eight senior leaders from the industry talk about the future of their industry, the changing nature of candidate expectations, the threat from Google and the potential of programmatic advertising and artificial intelligence. Thanks to the following people for taking part • Dennis Alshuler - Zip Recruiter • Renato Profico - Job Cloud • Dominique Cerri - InfoJobs • Monis Rahman - Rozee.pk • Ben Sole - Reed.co.uk • Angela Hood - This Way Global • Josh Gamble - Recruitics • Sergio Gonzalez - Cornerjobs Subscribe to this podcast in iTunes
During the research process for my book, Exceptional Talent, it became clear that the importance of the concept of Employee Experience was growing rapidly. To talk us through the reasons behind this and to break down the key elements of the employee experience, I’m delighted to welcome eminent futurist and best selling author Jacob Morgan to the show. Jacob has recently written a new book called “The Employee Experience Advantage” which is based on detailed research into over 250 global employers. In the interview we discuss: • The three systems that make up Employee Experience • Corporate culture as the “side effects” of working for a particular organization • The four attributes of physical space • Tools to get the job done • The ROI of having a great Employee Experience • The future of HR Jacob also give us some examples of employers who are doing great work shaping their Employee Experience and the trends we can expect to see in the coming few years Subscribe to this podcast in iTunes
One of the most talked about areas of HR and Recruiting is People Analytics. But why is it such a popular trend and, in practical terms, what does People Analytics actually even mean? I can think of no one better qualified to answer these questions than David Green, Global Director of People Analytics Solutions at IBM and one of the world’s leading commentators on this topic. I’m delighted to have David as my guest on the show this week. In the interview we discuss: • David’s definition of People Analytics • The difference between analytics and reporting • Specific use cases of People Analytics across the talent lifecycle • Why recruiting is such a good fit for People Analytics • Predicting the future with Predictive Analytics • Internal and external data sources • AI and why we should believe some of the hype David also shares his views on using analytics to improve the employee experience and gives us his predictions for the future of this space P.S. My new book “Exceptional Talent” is available now. You can buy copies here directly from Kogan Page the publisher and if you use discount code FHRET20 you’ll get 20% off. If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io Subscribe to this podcast in iTunes
A bit of a special episode this week. As regular listeners will know, “Exceptional Talent” the book I’ve co-authored with Mervyn Dinnen has just been published. With so many of the themes covered in the book crossing over with those that get covered on the podcast I thought it would make sense to give you a deep dive into the book’s content. My guest this week to help me do this is, of course, my co-author Mervyn. Topics we discuss: • What is the book about and why did we write it • Our definition of Exceptional Talent and the Talent Journey • Getting Talent Attention • Recruitment and Marketing • Art vs Science in the reinvention of Assessment • Continuous Onboarding • HR as Talent Producers • Developing The Employee Experience • Engagement and Retention • The implications of more technology in the workplace You can buy the book here directly from Kogan Page and if you use discount code FHRET20 you’ll get 20% off. If you want to subscribe to the Exceptional Talent mailing list to be kept updated on addition content and workshops we will be developing you can do that here www.exceptionaltalent.io Subscribe to this podcast in iTunes
This week sees a first for the show, rather than me just interviewing one guest, in this episode I’m interviewing two. I recently headed down to Pepsico’s UK offices in Reading to have a conversation with Kevin Hough, their Head of Talent Acquisition for the UK and Ireland, and Dan Fitzpatrick, Talent Acquisition Lead for PepsiCo Global Concentrate Solutions. We covered a lot of ground in our discussion and it was great to hear Kevin and Dan talk about some of the everyday realities of in house recruitment within a large corporate. In the interview we discuss: • PepsiCo’s recruiting challenges • Anticipating STEM recruitment needs • How Talent Acquisition is changing as a discipline • Is recruiting the same as marketing? • The changing skill set of the in house recruiter • Rethinking relationships with recruitment agencies • The role of technology Kevin and Dan also give us their views on the likely future for talent acquisition. Subscribe to this podcast in iTunes
The future of job boards has been an ongoing debate in our industry for years. A debate that has been dominated by predictions of their demise. These predictions have so far proved to be erroneous. But what is their future? Who to better to ask than my guest this week Peter Weddle. Peter is the CEO of TA Tech, the trade association for the global talent acquisition technology industry. He has been a close observer of the job board market since its inception in the 1990s and has some great insights to share. In the interview we discuss: Peter’s history in the industry and some of the changes he has seen Why talent acquisition vendors are looking at solution stacking and building partnerships and alliances The potential of programmatic advertising and what recruiting can learn from mistakes made in e-commerce advertising The challenge of transitioning from duration based advertising to performance based advertising Other ways that Job Boards are changing. Peter also shares his views on the future and gives us details of several unique events being run by TA Tech during 2017 Subscribe to this podcast in iTunes
Time for something completely different. One of my favorite industry podcasts is Hiring On All Cylinders produced by the lovely people at Entelo. This week, in the interests of friendly podcast co-operation, I’m doing a podcast exchange with them. I’m interviewed in the latest episode of Hiring On All Cylinders, talking about my new book and everything I’ve learned from interviewing all my wonderful podcast guests. Meanwhile on this week’s Recruiting Future Podcast my guest is Jill Witty, VP of Talent and Operations at Entelo. Jill has helped the company scale up from 7 employees to a 120 employees and has some fascinating insights into the modern world of Talent Acquisition. In the interview we discuss: • Innovative recruiting approaches • Diversifying talent pools at the top of the funnel • Establishing a compelling and competitive employer brand • Values based recruiting that focuses on culture add rather than culture fit Jill also gives us her take on the future of talent acquisition technology and in particular the potential role of artificial intelligence in recruiting. Subscribe to this podcast in iTunes
Over the last few weeks a number of guests on the podcast have mentioned that they have been included in Glassdoor’s Best Places To Work list and I’m sure many of you are interested in finding out more about what this actually means. My guest this week is Lisa Holden , Employer Communications Manager at Glassdoor. I spoke to Lisa to find out how the Best Places To Work list is put together and also to understand more about the growing correlation between employee voice and employer brand. In the interview we discuss: • The origins of Best Places To Work • Debunking some common myths • What are the common traits that propel employers up the list • Why the relationship between employee voice and employer brand is so important • The vital importance of transparency Lisa also talks us through some of the more surprising inclusions in the list and gives us her thoughts on future trends Subscribe to this podcast on iTunes ANNOUNCEMENT: You can now download a dedicated Recruiting Future Podcast app for your smart phone or tablet. Just search for “Recruiting Future” in the Apple or Google Play app stores.
Over the last few years, we have seen the development of a new type of recruiting technology, the recruitment marketing platform. Designed to make Talent Attraction more strategic and bring marketing technologies and techniques to recruiters, these platforms are certainly making an impact but I sense that there is still a lot of confusion surrounding them. My guest this week is Madeline Laurano, principal analyst and co-founder of Aptitude Research Partners. Madeline has recently authored a market report on recruitment marketing platforms which is designed to give potential buyers much needed insight into this emerging space. In the interview we discuss: • What recruitment marketing platforms are and what they are not • The changes in Talent Acquisition that are driving the market for this type of technology • The key features and capabilities of recruitment marketing platforms. • The value and results clients are seeing from using these platforms • What buyers should be looking for when selecting a recruitment marketing platform Madeline also gives us her view on the likely future of this market in terms of partnerships and consolidation. Subscribe to this podcast in iTunes
One of the things I’ve learned from interviewing people for the podcast is that very often the most effective recruiting innovations come from the recruiting teams at tech start-ups who have successfully scaled. This is normally as a result of the size of the recruiting challenges they tend to face and the speed at which they must overcome them. My guest this week is Anna Lambert, Director of Talent Acquisition at Shopify. Shopify is a great example of a tech company that has scaled massively and Anna has some great insights on recruiting innovation to share. In the interview we discus: • How to maintain quality of hire as you grow • The life story approach to recruiting • Interview shadowing • Effective strategies to overcome human unconscious bias • The critical importance of employer brand Anna also talks about the advantages of her non-recruiting background and gives her view on the outlook for the future. Shopify are currently looking for new recruiters to join their team, more details are available on their careers site Subscribe to this podcast in iTunes
I’ve noticed that there is an increasing amount of discussion about the use of personas as a tool for sourcing and recruitment marketing. However I also suspect that is still not a great deal of understanding about what personas actually are and just how useful they can be. I can think of no better person to shed some light on this top than John Vlastelica from Recruiting Toolbox. John returns for a second visit to the show after his incredibly popular interview last year on hiring managers In this interview we discuss: What are personas, how can they be used and what are their advantages The key components of a persona and how you go about creating them How personas can be used to build pipelines in a way that massively accelerate time to hire Using personas to help shape the recruiting sell by defining magnet people and magnet projects John also give his thoughts on the future role of technology in this area and explains why he wants to see more employers using these persona based methodologies. Subscribe to this podcast in iTunes
Employer Branding and Content Marketing are two phrases that are being used more and more frequently these days. But what do they actually mean? How do they work together and why should employers be investing time and money into them? My guest this week is someone who knows the answer to all of these questions, James Ellis from Bex Consultants. James is an Employer Brand and Content Marketing specialist who has some really interesting insights into these topics. In the interview we discuss: • The definition of an Employer Brand • How employers can use re-framing to influence the perception of their brand • How Content Marketing can be used for Employer Brand activation • Brand patterns and story telling • The evolution of content formats James also talks us through the employers who he thinks are doing this well and give his advice for companies who are just getting started on this journey Subscribe to this podcast in iTunes Click here to pre-order “Exceptional Talent”
As part of my continuing focus on getting a diverse range of opinions and voices on the show, this week I thought it would be interesting to get the views of a Global HR Director. My guest for this episode is Graeme Cook, Group HR Director at ground engineering specialist Keller, a company who employ 10,000 people across 40 different companies. Graeme’s career has itself been a global one and he has worked in several different countries for his past employers, giving him a genuinely global perspective. In the interview we discuss: • Some of the key considerations and challenges of operating HR at a global level • Skill shortages in the Oil, Gas and Engineering sectors • The three key parts of the HR Director’s role and HR’s position within the organization • Technology, automation and the future of HR Graeme also talks about his transition from working in finance to working in HR and gives his views on the challenges of managing a multi-generational workforce. Subscribe to this podcast in iTunes Click here to pre-order “Exceptional Talent”
It has become very clear from the conversations I’ve been having with employers this year that the problems posed by current and future skill shortages have never been higher on their agenda. The best companies are acting to solve these problems by thinking differently and tapping into some extremely valuable pools of talent that they may have previously overlooked. My guest this week is Jane Hatton Director of Evenbreak, a job board that matches talented disabled job seekers with inclusive employers. In the interview we discuss: • The strong business case for employing disabled people • Popular misconceptions round the implications of employing disabled people • How people with particular impairments (autism as one example) can bring particular skills to the workplace • How employers should go about attracting disabled people to their organization and how they should be adapting their recruitment processes to get the best talent • Which employers are doing this well Jane also shares her advice on the first steps employers should take to gain access to this valuable pool of talent Subscribe to this podcast in iTunes
Over the last few years there has been a massive proliferation in the number of talent acquisition tools and technologies on the market. The pace of change shows no sign of slowing down and it is increasingly difficult for talent acquisition leaders to know just where they should be focusing. My guest this week is Lance Haun, Practice Leader at The Starr Conspiracy Intelligence Unit. The Starr Conspiracy have recently published their 2017 Talent Acquisition Brandscape Report. A piece of research designed to help make sense of a confusing and fast moving market. In the interview we discuss: • How do you categorize and segment such a “nebulous” market sector • The current biggest area for innovation in talent acquisition • Dealing with the potential implications of Microsoft’s purchase of LinkedIn • The two key future trends everyone should be aware of Lance also gives us his view on the future pace of change in the sector and the likely impact of any potential global economic slow down Subscribe to this podcast in iTunes
It is always important to step back and see the world through a different lens. With that in mind, I’ll be talking to several people on the show this year who have a vested interest in recruiting but aren’t viewing it from inside the industry bubble. My guest on this week’s show is Charlie O’Donnell founder and partner at Brooklyn Bridge Ventures in New York. Charlie is an early stage investor in a number of fast growing start-up companies and has first-hand experience of seeing which recruiting strategies are working in these dynamic business environments. In the interview we discuss: • The importance of effective team building • The challenges of defining and hiring to cultural fit • An “A Player” culture versus a learning based culture • Where the real skill shortages are in start-up recruitment • The effectiveness of having an iterative approach to developing job descriptions Charlie also shares his advice on how recruiters and start up founders can work better together Subscribe to this podcast in iTunes
Talent Attraction in areas of extreme skill shortage is something that is consistently difficult. I’m always interested in any creative ways that employers are using to tackle the problem, particularly when they don’t have a massive budget or unlimited resources to use to solve it. My guest this week is Ruth Penfold, Director of Talent Acqusition at Shazam, a company who are regularly having to use innovative talent attraction approaches to bring on the board the talent they need. In the interview we discuss: • Why Shazam’s existing employees are their most importance Talent Attraction tool and why recruitment is everyone’s responsibility • The benefits of a transparent culture • The importance of candidate communication and an authentic candidate experience • Why being seen in the right communities is critical to success • Generational mindset and purpose We also discuss Shazam’s priorities for 2017 and Ruth gives us an insight into the unique musical experiences on offer to Shazam’s employees! Subscribe to this podcast in iTunes
For this first episode of 2017 I wanted to offer you something a bit different. Last year I was fortunate enough to deliver the opening keynote at HR Tech Fest in Johannesburg. My topic was the dual role I feel HR needs to play in the digital transformation of business. It was quite a personal presentation for me as I shared some of the lessons that I’ve learned from the 20 years of my career I have spent being digital disruptive in several different industries. The conference organizers, The Eventful Group, made an audio recording of the presentation which I’m delighted to share with you as this week’s podcast episode. In the presentation, you’ll hear me talk about five key lessons I’ve learnt about digital transformation: 1) Change is Exponential 2) There is a Revolution at Work 3) Exceptional Talent Wins 4) Perfect is not Best 5) Think the Unthinkable In case you are wondering you don’t actual need to see the slides to understand the presentation but if you want to have a look you can find them here on SlideShare Subscribe to this podcast in iTunes
It’s always great to welcome a previous guest back to the show. I’m particularly pleased this week to be able to welcome back William Uranga, Director or Technical and Corporate Recruiting at GoDaddy. Last time he was on the show William shared the tactics GoDaddy were using to recruit in some highly competitive markets. In this week’s episode William gives us an insight into the journey his talent acquisition are on to move from being reactionary to operational and ultimately to be genuine strategic partner for their business. In the interview we discuss: • How GoDaddy’s recruiting challenges have changed • Finding new ways of being proactive and partnering with the business • Making talent acquisition predictable in its delivery • The benefits of providing analytics to hiring managers • An incredibly smart way of improving the candidate experience If you are an in house recruiting leader looking for a model for change then this interview really is a must listen. Subscribe to this podcast in iTunes
Some of the most interesting and effective technological innovation I have seen this year has been in the area of assessment. Whilst many of the new approaches aren’t yet widespread, I think they point towards a coming fundamental shift in the way we think about this part of the recruiting process. My guest this week is Dr Nathan Mondragon, Chief IO Psychologist at Hirevue. Hirevue have been doing some fascinating work within the science of assessment and its ability, via data and technology, to accurately predict performance. In the interview we discuss: • How technology and science are challenging the established norms of assessment • The hidden data in words, inflection, pauses and facial micro expressions • How video analytics can be combined with subsequent job performance data to develop predictive hiring models. • Using science to understand the art of recruiting and the changing role of humans within the recruitment process Nathan talks about the types of tangible ROI that employers in a number of different industries have gained from using this approach and he also shares his thoughts on what we can expect to happen in the future. Subscribe to this podcast in iTunes
2016 will be remembered for many things but in our industry one of the most notable trends has been the reinvention and resurgence of recruitment marketing. I’ve been working in recruitment marketing since 1999 so its certainly not a new thing but it has been interesting that this year has seen so much discussion and debate around it. To help me make sense of this my guest this week is HR Pro, Recruiter and industry commentator Tim Sackett. Tim recently hosted Smashfly’s Transform recruitment marketing conference and I was delighted to have him on the podcast to talk about the latest thinking in what is a critically important area for talent acquisition. In the interview we discuss: • Why Recruitment Marketing is back on the agenda and what has changed • Marketing spin versus authentic employee experience • The role of story telling • How technology is supporting the reinvention of the discipline • The advantages of corporate recruiting and marketing departments working closely together Tim also talks us through which employers he thinks are doing this well and also shares his views on the likely impact of President Trump on recruiting and HR in 2017 and beyond. This episode of the podcast is kindly supported by Hirevue Subscribe to this podcast in iTunes
This week we return to the popular topic of improving the Candidate Experience. There is a lot of talk at the moment about the importance of treating candidate’s as customers but what happens when your candidates actually are your customers! My guest this week is Ben Gledhill, Talent Acquisition manager at retailer Sofology. Sofology is going through a digital transformation process at the moment to fulfill its aim of being an omnichannel retailer. They have been looking hard at their candidate experience and Ben offers some great practical insights into their learning and the improvements they have made. In the interview we discuss: • How a negative candidate experience can affect Sofology’s business • Building an emotional link with candidates • How to achieve total visibility on the candidate experience • Mandatory hiring manager interview training • The vital importance of a mobile optimized ATS • Using NPS ratings for candidate experience measurement • The value of explaining the recruitment process up front on the corporate career site Ben also talks about what’s next for talent acquisition at Sofology and gives us his view on emerging recruitment technologies. This episode of the podcast is kindly supported by HireVue Subscribe to this podcast in iTunes
The first digital project I ever worked on was building a career website for German engineering giant Siemens. Since then I’ve been fascinated by the evolution of corporate career sites and I am currently working with a number of my clients to help them optimize this area of their talent acquisition strategy. My guest this week is someone who shares my obsession with career sites. Bas Van De Haterd is an independent consultant and entrepreneur based in The Netherlands. For the last 10 years Bas has run a major piece of research which audits the career sites of the largest 500 Dutch employers and he has a huge amount of insight to share. In the interview we discuss: • How to audit a career site • The single simple thing employers could do which would improve their response rates by 25% • Three areas which can be improved to give a better candidate experience • How to optimise a legacy ATS system to improve the application process • The balance between jobs, conversion and employer branding • Bas also talks about the development of mobile and shares his thoughts on innovation in this area. This episode of the podcast is supported by Metashift Subscribe to this podcast in iTunes
In last week’s episode I featured interviews with nine people who were searching for innovation at the HR Tech Conference in Chicago. This week I wanted to continue the same theme but with more of a focus on specific trends in recruiting. My guest this week is Andy McIlvaine who is conference chair for The Talent Acquisition Technology Conference and The Recruiting Trends Conference both of which are organized by Human Resource Executive (the company behind HR Tech) and take place in Austin Texas in November. In the interview we discuss: • The changing role of video in the talent acquisition process • Candidate Relationship Management and Candidate Experience • The latest social media methods and Recruitment Marketing Platforms • Whether talent shortages are genuine and what employers can do to solve the problem • Unconscious bias in recruiting • Predictive Analytics and Artificial Intelligence Andy also gives us a taster of the case studies that will be presented at the conferences and shares what has surprised him the most as a journalist covering this sector. Subscribe to this podcast in iTunes
Innovation and disruption are words that are used so often these days it is sometimes difficult to spot technologies that are genuinely innovative and genuinely disruptive. This seems to be a particular problem in the HR and Recruiting space. Last week I was one of the several thousand attendees at the HR Tech conference in Chicago trying to find clues about where our industry is heading. In this special HR Tech episode of the show you’ll hear from a number of people I met on my quest to discover HR innovation nirvana. My guests are: Gareth Jones from Chemistry Labs Bill Boorman from Recruiting Daily Kirstie Kelly from Launchpad Robert Newry from Artic Shores David Green from IBM Al Ademsen from The Talent Strategy Institute Chris Broderick from B .near Global Manish Goel from Trustsphere Neil Morrison from Penguin Random House We discuss everything from People Analytics to fake Artificial Intelligence and attempt to make some sense of the diverse HR technology landscape. Subscribe to this podcast in iTunes
One of the topics we’ve never really covered in much detail on the podcast is the role of sourcing in corporate recruiting. It is obviously something that is absolutely critical to many organizations particularly those who are recruiting in market segments that are suffering skill shortages. My guest this week is Chris Shaw Director of Talent at Meteor. Chris has previously been part of the recruiting team at Google and was part of the team who recruited 300 hires in 11 months at Twitter. At Meteor he focuses on recruiting the top 1% of the top 1% of technology talent and I’m delighted he agreed to come on the show to share his thoughts and some of the practical techniques he uses. In the interview we discuss: • Why turning passive candidates into active ones is always better than post and pray • How to identify your Hiring Bar • The importance of a great ATS • Automation and personalization Chris also gives us a step by step walk through of the techniques he uses and share his thoughts on the future of sourcing This episode the podcast is kindly sponsored by Lever, where ATS meets CRM Subscribe to this podcast in iTunes
The critical role employer branding plays in attracting top tech talent to companies is something we have covered a few times on the podcast. However, what happens when you need to create an employer brand for an entire country? The Irish government recently initiated a project to do just that in order to service the growing need to import top tech talent into the Irish digital economy. My guest this week is Niall Dowling who is Strategic Director at Atomic, the marketing agency who are delivering the project and its resulting website www.techlifeireland.com In the interview we discuss: • The strategic thinking behind the employer brand • Some surprising insights from the research that reveal the motivations that drive people to relocate • Audience segmentation and personas • The importance of quality of career and meaningful work • How the brand has been activated and optimized for the target audience. Niall also shares the results of the project so far and offers his advice to companies looking to attract senior talent from abroad. This episode of the podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes
The balance between global consistency and local nuance in recruitment marketing is a difficult issue that provokes a lot of debate. It has become clear to me from working with a number of employers in this area that there are no right answers and every company needs a bespoke approach to be successful. My guest this week is John McCall who oversees Talent Branding for Groupon in the EMEA region. Groupon has grown via acquisition in EMEA, creating a number of challenges for brand and marketing consistency. In the interview we discuss: • Groupon’s definition of Talent Branding and how they are positioning themselves as an employer of choice. • Creating a core central truth with local variations • Marketing effectively in multiple languages • The role of mobile video and social engagement • The importance of messaging consistency throughout the business John also talks about what is next for Groupon and gives us his thoughts on the future of Talent Branding This episode of the podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes
Changing established ways of thinking is difficult. Changing established ways of thinking about recruiting within large organizations can seem impossible. However, with economies fluctuating, technology improving and people’s communication preferences developing, driving effective change is a key part of the job for every in house recruiting leader. My guest this week is Samantha Ramsay, Head of Resourcing and Employer Brand for House of Fraser. Over the last two years Samantha has been systematically challenging assumptions, moving mindsets and embracing new technology to order to drive change within her organization. In the interview we discuss: • The difference between recruiting and resourcing • How fundamental change creates massive impact • Questioning standard practice in recruiting • Why House of Fraser prioritise behaviours and traits over past experience • Success with bespoke online assessment and video interviewing Samantha also shares her view on the relationship between resourcing and marketing and how resourcing should now be positioned in a very different way The podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes
Employer branding has never been a more popular discussion topic with a huge amount of content and conference time now dedicated to it. However, when you dig below the surface, there is very little that addresses the day to day concerns of employer brand practitioners, particularly those working within global organizations. Working in partnership with my regular co-collaborator Mervyn Dinnen and in conjunction with employer brand solution provider Papirfly, this summer we did a piece of research design to restore the balance by uncovering the real issues in employer branding. On the podcast this week I’m joined by Sara Naveda, Client Director at Papirfly, to discuss the research and its findings. In our discussion we cover four key issues: • How to align internal and external brand to greater effect • Why employer brand becomes even more important in times of commercial turmoil • How to adopt employee generated content to grow your employer brand at scale • The importance of measuring effectiveness of your efforts, and best practice techniques for doing so You can download the full insight report here for free Subscribe to this podcast in iTunes
Planning and executing a social media strategy for recruiting and employer branding is never a straight forward undertaking. However, doing this within a global organization can be particularly problematic. Complex stakeholder relationships with PR, marketing and comms are a key issues as is getting the right segmentation of channels across geographies and audiences. Local versus Global is a debate I’m often asked my opinion on. My guest this week is Charu Malhotra. Charu has a wealth of experience working as an interim within a range of global organizations and has some unique expertise in building global social recruiting strategies. She is currently leading EVP and Employer Branding projects at Ferrero. In the interview we discuss: • The specific challenges social media presents for complex global organizations • Transparency and fishing where the fish are • Content types • Alignment, stakeholder relations and project management • Global versus Local • The power of social media as a research tool Charu also shares her thoughts on the future development of social media and tells us which emerging social channel she thinks has the most potential. Subscribe to this podcast in iTunes
Over the past five years there has been an investment boom in technology products aimed at the talent acquisition market. The industry is getting more complex by the day and making sense of it is a constant challenge for corporate recruiting leaders. My guest in this episode is Jon Kestenbaum Executive Director at New York based think tank and incubator Talent Tech Labs. Talent Tech Labs have done a huge amount of work to map out and understand this technology market and has developed a taxonomy that identifies 27 different categories of product in the sourcing to onboarding journey. In the interview we discuss: • How to make sense of the complex market by cutting through the marketing spin • Disruptive solutions versus point solutions • The importance of analytics • The Five key trends of 2106 • Levels of innovation and tech adoption being seen among corporate employers and staffing companies. Jon also tells us what has surprised him most during his two years at Talent Tech Labs and gives his view on the likely future of the talent technology space. Subscribe to this podcast in iTunes
I realized recently that in the previous 60 episodes of this podcast we’ve had hardly any discussion about Applicant Tracking Systems. I’m very keen to rectify this. ATS systems are crucial to so many employers as a key part of the recruiting process. Many people feel that they have not kept pace with the changing nature of recruiting and the expectations of their users. This is certainly true of some systems but there have been some recent innovations in the ATS space that I wanted to get some opinion on. My guest this week is Jess Hayes, Talent Manager and HR Lead for Lost My Name. Jess has worked with a number of different types of ATS during her career and I wanted to get her views on the changes in the space. In the interview we discuss: • How the purpose of an ATS has developed over the last few years • Expectations of the ATS and why software should adapt as user requirements develop • The responsibility of the recruiter • Limiting the administrative burden so recruiters can spend more face time with candidates • Why integrations are so important • The potential of nurturing workflows • Advice for anyone changing ATS or purchasing one for the first time Jess also tells us which of the new breed of ATS is her favourite and gives her thoughts on the features and functionality that will be needed in the future. Subscribe to this podcast in iTunes
Recognising and addressing unconscious bias in the recruitment process is one of the biggest issues HR and Recruiting professionals face. Dealing with it can be difficult, especially in large organisations, but it certainly not something that is impossible. My guest on the podcast this week is Jon Hull Group Head of Resourcing at Carillion. Carillion have been running diversity and inclusion initiatives that addresses issues with unconscious bias head on and they have had some seriously impressive results. In the interview we discuss: • How neuroscience helped Carillion make sense of their problem • Why bottom up is better than top down • Diversity and Inclusion as innovation • Unconscious bias in recruitment marketing and employer branding • How HR started to think differently about themselves Jon also talks through the results Carillion have seen from these initiatives and gives his advice to employers who are looking at how to deal with similar issues. This week’s podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes
We live in interesting times. Technology is evolving constantly around us and unsurprisingly everyone’s attention is often focused on what will be the next disruptive game changer for the recruitment industry. What we don’t pay enough attention to though is the experiences and frustrations of candidate who have to try and stand out in a noisy world using the tools that are completely outmoded in other aspects of life but jealously held onto by the recruitment industry. A shiny new CRM or a brilliant assessment algorithm may make recruiters’ lives easier but they don’t really make the experience of recruitment very different for the candidate when everything still hangs round them having to use a word document CV or static LinkedIn profile to get the recruiter’s attention in the first place. The situation is untenable in the long term and it shouldn’t come as a shock that eventually the jobseekers were going to take things into their own hands. My guest on this week’s episode is Esther Crawford creator of a “Resumebot” which took her from frustrated jobseeker to funded entrepreneur. I want you to imagine a world where artificially intelligent chatbots match candidates and recruiters in a completely authentic and bespoke way. In the interview you will hear Esther’s story and find out how she might have taken us on the first step of the journey to a new way of recruiting This week’s podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes
Ep 58: How To Nurture Passive Talent One of the biggest issues I’m seeing Resourcing leaders face this year is the challenge of introducing digital marketing methodologies and behaviours into their strategies. There are some great tech tools out there if they are not utilized in the right way then failure is assured, especially when working with passive talent. There are a number of organizations who are adapting brilliantly to the new recruiting reality and using digital marketing tools extremely effectively to help them achieve their resourcing objectives. One such company is Salesforce and my guest this week is Jennifer Johnston who is their Head of Global Employer Branding and Recruitment Marketing. In the interview we discuss: • The challenges of recruiting 7000 people a year in the toughest geographies and talent segments • The importance of reputation and how to actively manage it • How to qualify talent pipelines to avoid wasting people’s time • Nurturing passive candidates using pre-tested, optimized content • Using data to quantify addressable markets of talent Jennifer also shares her strategy for educating line managers to improve the candidate experience and gives us an insight into her vision for the future of recruitment marketing. This podcast is kindly supported by Lever, where ATS meets CRM Subscribe to this podcast in iTunes
We live in an age of digital noise and distraction. How can you be sure you are getting the attention necessary to persuade the right people to join your company? Over the last few weeks I’ve been doing a number of presentations and webinars on the concept of “Talent Attention” as I’m finding it is becoming more and more of an issue for employers all over the world. This week’s episode is a recording of a webinar I did last week and in the presentation I talk about: • The Talent Attention problem and why it is getting worse • Why it is easy to blame the tools but actually we need to think about Talent Acquisition in a different way • A metaphor to illustrate what recruiters often get wrong when attempting to get the attention of potential hires • The complexity problem • A simple model that can help you radically improve your strategy and ensure you get the attention of the right talent I hope you enjoy this departure from the normal podcast style, next week’s episode will revert back to the normal interview format. Please follow this link to contact me Subscribe to this podcast in iTunes
Using Employee generated content for employer brand communication is a topic we’ve covered a couple of times on the podcast now. In this episode I want to take things to the next level and talk about using employees as brand ambassadors to strategically distribute and amplify brand content as a way of reaching targeted networks of talent. I’ve always considered this to be the key to social recruiting success and my guest this week, Craig Fisher the Head of Employer Branding at CA Technologies, is certainly someone who shares this view. I’ve known Craig for a long time now and he has always been a practitioner who operates at the cutting edge of social media, experimenting with different tools and techniques to get tangible recruiting results. In the interview we discuss: • Why EVP should be “inside out” with the employees themselves communicating and carrying the brand • Using employee advocacy platform technologies • The 5-1 “give to ask” ratio and why it is vital to success • How CA Technologies identified 80 internal brand champions and the results they have seen after the first five months of the advocacy program. • The best tools for curating relevant job seeker content Craig also gives some great practical advice on how to start a employee advocacy program and share his thoughts on emerging recruiting technologies Subscribe to this podcast in iTunes
In my work as a consultant, I’m constantly seeing examples of employers whose recruitment marketing and employer brand activity is ineffectual because they are lacking content from their employees that illustrates what working for them is really like. Generating, managing and optimizing this kind of content is hard and can potentially take up huge amounts of resource. Unsurprisingly then we are now seeing a growing number technology companies providing products and services to help employer brand managers in this area. My guest on this episode of the podcast is Phil Strazzulla the Founder and CEO of LifeGuides, a company that is helping employers capture and tell their employees stories. In the interview we discuss: • The advantages of using “Employee Authored Content” • Some of the reasons employers struggle in this area • What makes great employee content and the vital importance of authenticity • The problem with “Frankenstein” job descriptions • How data insights can help Phil also gives us examples of companies who are doing this well and offers his advice on how to get started. Subscribe to this podcast in iTunes
Predicting the future of work is not an exact science, however one prediction that most people seem to agree with is that there will be a significant rise in freelance and contract working. This trend is already here; recent years have seen both a significant rise in the contingent workforce and the advert of talent marketplaces shaping the “gig economy”. My guest this week is Connor Heaney, Managing Director of CXC Corporate Services. I first met Connor last year when I spoke at CXC’s future of work summit in Dublin. Since then Connor has been running future of work think tanks all over the world and has some important perspectives on how companies should be preparing themselves for the future of work. In the interview with discuss: • The positives and negatives of the rise of the gig economy • The lack of government readiness to understand the changes and give the new workforce the support they need • Predicted growth rates for the contingent workforce and its implications for traditional companies • How ready companies are for the legal and tax implications of larger contingent workforces • The evolution in Employer Branding that is needed make sure companies are attracting the right contingent talent. • Recruiters versus algorithms Connor also talks the most interesting technology innovations he is seeing in the space and gives us his view on the future Subscribe to this podcast in iTunes
People Analytics is one of the hottest topics there is in HR at the moment. A data revolution is starting to make companies radically rethink their approaches to attracting, retaining and developing talent. Technology is transforming the kind of qualitative research that underpins employer branding and employee engagement strategies, providing the ability to generate instant insights that would have previously taken months of work to produce. My guest this week is Andrew Marritt from Organization View. Andrew is a pioneer in the field of text analytics for HR and has some fascinating insights into the potential for data in the talent space. • In the interview we discuss: • The relevance of Big Data for HR • The power of using technology to bring meaning to the free text data found in performance reviews and employee surveys on a massive scale • How free text analytics can help to develop subtle differences in employer brand messaging to give maximum appeal across multiple target audiences • The potential for real time analysis of job applications to generate automated smart follow up questions, particularly in the graduate recruitment space Andrew also share his thoughts on the application of text analytics to email and workplace collaborations systems to spot conversational trends within organizations Subscribe to this podcast in iTunes
The popularity of moving recruitment in house continues to grow and is now something that is happening across all types of businesses whether they are large corporates, SMEs or high growth start ups. Setting up a in house recruitment function can be a learning experience both for the company and for the recruiters involved as the reality is often much more complex than the theory. My guest this week is Nick Yockney Head of People for Property Partner, a property crowdfunding platform. Nick has set up two new in house recruiting functions since making the transition from agency recruiter to in house recruiter and is very open and honest about his experiences. In the interview we discuss: • The Difficulties for recruiters when moving from agency to in house • The motivations businesses might have for bringing recruitment in house • The importance of understand the rhythm of the business and the value an in house function can add if it does this • The dangers of over-promising • Thinking strategically while realistically assessing the tools you have • Function over fashion in recruitment technologies. Nick also tells us what has surprised him most about moving in house, the tools he finds most useful and his views on the future. Subscribe to this podcast in iTunes
Gartner Research predicts that by 2020 75% of business will be a digital business or preparing to become one. Digital Transformation is the number one priority for many CEOs and I think it is crucial that HR and Recruiting positions themselves to be key drivers in this business revolution. The companies who can attract and retain the right talent at the right time in the right way are going to be the ones who win the raceGovernments tend to have terrible track records when it comes to technology and the UK government is no exception. However in recent years The Government Digital Service has managed to break the mould and make some fantastic progress with the digital transformation of many core UK Government services. My guest this week is Zeshaan Shamsi who is now Head of Talent Acquisition at background check company Onfido. Previous to this he was Head of Recruitment for the Government Digital Service and his experience there is the main focus of our conversation.In the interview we discuss: • The background to the Government Digital Service, how it came about and what it is tasked with doing • The benefits of challenging the status quo and questioning everything especially entrenched recruiting processes • Honest open communication and why it is so important in driving change • The importance of data driven approaches to recruitment • Cool tools and silver bulletsZeshaan also tells us why he can’t predict the future and shares his frank opinions on “celebrity” recruitment gurus!Subscribe to this podcast in iTunes
Employer Branding continues to be as hot a topic as ever and we’ve covered it from a few angles different angles on previous podcasts. One aspect I’ve been doing a lot of research into this year is how large companies deal with the issue of EVP and employer brand consistency across different countries and different job types. My guest this week is John Wilson the CEO and Founder of RPO WilsonHCG. WilsonHCG have offices all over the world and work with many clients on a global basis.In the interview we discuss: • How companies can make their employer brands globally consistently but also make sure that they resonate locally • Which companies do this well • Dealing with social media in multiple languages • The difference between C-Suite perceptions and EVP reality • The role of employee generated content in employer brand engagement • The global impact of employee review sitesJohn also gives us his thoughts about the future and the commercial implications of a poor employer brandSubscribe to this podcast in iTunes
When industry commentators write and speak about talent acquisition, there is a tendency towards generalized truisms that seemingly apply to all employers. The actual truth is much more nuanced and there are distinct differences in the reality of talent acquisition both between industries and between SMEs and large enterprises.My guest for this episode is David Mason. David has worked at a senior level driving talent acquisition innovation at a number of very large corporates in some progressive industry sectors.In the interview we discuss: • Three key things that have changed in Talent Acquisition over the last five years • Which industries are driving innovation and why • The problems large corporates have with embracing new technology • Where Talent Acquisition leaders should focus in order to drive changeDavid also gives us his views on the future and the role he sees being played by “Applied Artificial Intelligence” in recruiting.Subscribe to the podcast in iTunes
Sometimes if you want to be innovative you need to challenge the status quo by taking the tried and tested ways of working and turning them on their head. Often you’ll find they are tried and tested for a reason but sometimes subverting the norm will bring results that make everyone think differently.On the show last year I talked to Neil Morrison the Group HRD of Penguin Random House about an experimental entry level recruitment programme his team were running know as The Scheme. One year on The Scheme has been so successful Penguin Random House are running it again and I was keen to catch up with Neil to find out what they had learned.In the interview we discuss: • What it is like to run a recruitment process with no CVs or insight into the background of the candidates • Why Penguin Random House have now dropped the requirement to have a degree from all of their roles • Things they learned from the Scheme last year and what they are doing differently in 2016 • How they are using Snap Chat as a platform to promote this year’s programme.Neil also gives us his thoughts on the future of graduate recruitment and some advice for any employers thinking of having their own version of The Scheme.Subscribe to this podcast in iTunes
This week sees the return of one most popular guests I’ve had in the 47 episode history of The Recruiting Future Podcast.Matt Buckland joined me for Episode 11 of the show last year when he was working for Forward Partners and shared his thoughts recruiting tech talent. It’s almost a year on and Matt is now Head of Talent and Fashion Tech company Lyst. He also recently appeared as the resident recruitment expert on “Who’s The Boss” the BBC TV series which experimented with the concept of “collaborative hiring”
In the interview we discuss: • The likely future of recruitment • The advantages and pitfalls of collaborative hiring • Why recruitment technology can be a bad thing • Snapchat and its relevance to recruiting • The role of LinkedIn and Job Boards • Recruiters v MarketeersMatt also shares what he considers to be the most important skills a good in house recruiter needs and tells us about the book he is currently reading….Links to things we talk about:Matt’s previous podcast interviewBBC2’s Here Comes the BossThe Lyst recruiting analytics podcast episode
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Data Analytics is something that has been growing in importance within Talent Acquisition for the last few years. Most companies are just starting out on their journey with data but there are some who are now sophisticated enough to benefit from a more predictive and data-driven talent acquisition mindset.One of these pioneers in this area is Cisco and my guest this week is Ian Bailie their Global Head of Talent Acquisition Operations.In the interview we discuss: • How Cisco and built and scaled an in house talent trends division • The key performance metrics they measure and how this is evolving • What they have learnt from the data and what has surprised them • The move towards to predictive analytics and how Talent Acquisition is able to influence higher level decisions in the wider businessIan also talks about the plans for the future and gives his tips on how to get started with talent analyticsThanks to HR Tech World for helping to organize the interviewSubscribe to this podcast on iTunes
Based on what I see during my work as a consultant it is fair to say that most employers are still struggling to use social media effectively for recruiting. Even the concept of using it as a key platform for Employer Branding and Employee Engagement seems like an impossible dream to many. However as Facebook, Instagram, Twitter and LinkedIn embed themselves further into everyone’s lives all companies will have to think differently about the methods they use to attract, recruit and retain talent.My guest this week is someone who is a genuine pioneer round social engagement in the talent space. Chris Ebbeler is Director of Workplace Community for Chili’s, a company who are embracing social media in a way that is just brilliant.In the interview we discuss: • How Chris got both his job and buy in from his leadership team to do what he does • How Chili’s have used social media to shift deeply held brand perceptions and are now considered a great place to work • Why their employees are at the heart of what they do on social and the great ways they have driven authentic user generated content from their global work force of 80,000 people • A completely different way of thinking about the role of corporate Careers Sites • The importance of Instagram in their social strategyChris also talks about the way they measure results, the importance of a selfie with the COO and how he sees their approach to social media developing over the next 18 monthsSubscribe to this podcast in iTunes
When it comes to innovation in recruitment marketing and the candidate experience it is very important to never believe the hype. Once you cut through the buzzwords and considerable self-interest promoting spin it becomes clear that driving change and embracing new technologies is something a lot employers find very difficult.My research has shown me that one of keys to success when it comes to innovation lies in experimentation, testing and iteration. My guest for this episode of the podcast is someone who successful uses this approach to drive change. Heather Tinguely is Senior Program Manager of Innovation Incubation and Candidate Experience at Microsoft.In the interview we discuss: • How beta testing ideas can engage stakeholders and win budgets • Why the candidate experience is so important to Microsoft • Innovations for the “day of interview” • The evolution of the careers site and the relationship between content and candidate experience • The critical importance of being mobile first to avoid the big problem with responsive design • Personalisation based on candidate profilesHeather also tells us what she has her eye on in terms of future trends and technologiesSubscribe to this podcast in iTunes
Digital Transformation is a key issue that all businesses will need to address in the next few years. It is likely to have a fundamental effect on HR and Recruiting and I really surprised that there are still such low levels of awareness round the concept among HR and Recruiting professionals.My guest for this episode is Douglas Shirlaw Chief Digital Officer of The Convention of Scottish Local Authorities or (COSLA). Douglas has many years of front line experience in digital transformation and leads COSLA’s initiatives to digitise public sector recruitment in Scotland.COSLA’s award winning jobs platform myjobscotland is hugely successful and continues to develop to keep pace with evolving technologies and increasing user expectations. • In the interview we discuss: • The challenges involved in developing myjobscotland • The implications of having over 50% of the site’s audience accessing from mobiles and tablets • The rise and importance of “customer experience first” thinking • The ongoing clash between user expectations and current recruitment process realities • The benefits of digital transformation and a workable model to implement itDouglas also talks about changing attitudes to privacy and gives us his vision for the future of recruitment platformsSubscribe to this podcast in iTunes
We live in changing times and change is certainly being felt in the recruitment industry at the moment. Technology is changing, communication is changing, candidate expectations are changing and for many employers the talent landscape is growing ever more competitive. Strategically driving the systems and organisational change needed to keep up is big challenge for in house recruitment leaders.My guest this week is Barry Flack . Barry has worked in senior HR and recruiting leadership positions within a number of fast changing industries.In the interview we discuss: • How organisations need to get on the front foot with their recruiting strategies and stop being reactive • The reason why many employers are stuck with legacy “record keeping” recruitment technology. • The importance of embracing technology that improves user experience, candidate experience and enables proactive sourcing • Ways in which recruitment leaders can drive the strategic change needed within their organisations.Barry also gives us his view on the key trends to watch in the futureSubscribe to this podcast in iTunes
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Matt Alder talks to Kevin Wheeler
Speculating about the future of work is a very popular past time at the moment. This should be no surprise considering the disruptive times we are living through. However I find it very frustrating that there is a distinct lack of sensible debate and discussion about the actual implications of these changes.My guest this week is Kevin Wheeler. Kevin is a Silicon Valley based futurist with a global outlook who specializes in the future of work and talent. We were both contributors to the same book on the Future of Business last year and I have a lot of respect for Kevin’s work and views.In the interview we discuss what the future of work is likely to look like in the short, medium and long term. Topics we cover include: • The debate round the rise of the contingent workforce • The growth of generalists • Jobs we currently take for granted which will disappear or shrink in volume with the growth of automation. • The future role of humans at work • The importance of creativity in the future workforce Kevin also shares his opinion on the future of HR and identifies what he sees as the most importantly technology trend for the future of recruitment.Subscribe to this podcast on iTunes
The mantra that in house recruiters need to behave more like marketeers is an often-repeated one. Like many recruitment truism it is easy to say but more difficult to justify and even more difficult to describe how it should actually work.My guest this week is Ted Elliott CEO of Jobscience. Ted has spend the last 16 years building tools that help recruiters adopt key disciplines from sales and marketing to help them operate in competitive talent marketsIn the interview we discuss: • The concept of Blue Ocean strategy • Increasing competition in global talent markets • The importance of micro marketing instead of mass marketing • Why just in time recruiting is vital in meeting hiring manager expectations • Why corporate recruiters have an impossible task in 2016 and need to think differently.Ted also and highlights the employers he feels are successfully implementing sales and marketing best practices for recruiting and explains why Jobscience is built on the Salesforce platform.
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For the podcast this year I’m committed to searching far and wide for the most interesting stories and ideas in recruiting and HR. Change is now a constant in our world and the people who are prepared to strike out from the norm and experiment are the ones driving innovation. My guest this week is a brilliant example of what is possible when you think about things differently.Larry Hernandez is currently a Talent Scout for ThoughtWorks having formerly worked for both Rackspace and Zappos. By working while driving round America in an “RV” he is bringing a whole new meaning to mobile recruiting.In the interview we discuss: • Why Larry choose his unique approach to work life balance • What it is like to source and recruit on the road • How his alternative lifestyle is helping build connections with candidates • His experiences of working in the unique culture at Zappos where his team were the beta test for the much talked about move to holocracy.Larry also talks about recruiting innovation and his predictions for where things are going (including him and his RV!) in 2016Subscribe to this podcast in iTunes Work with Matt Alder
Matt Alder talks to Brad Cook of Informatica
One of the most common themes I hear in conversations with in house recruiters is their frustration at the failings of their recruitment technology. A decade and a half on from the online recruitment revolution many employers are finding that their technology is holding them back rather than being the enabler it should be.My guest this week is Brad Cook, Global VP of Talent Acquisition for Informatica. Over the last five years Informatica have harnessed their CRM and ATS to win the battle against the global skill shortages in the talent markets where they operate proving that recruitment technology can be used strategically rather than just reactively. In the interview we discuss: • Brad’s philosophy of capturing data once and using it many times • Why you need an SEO mindset to attract active candidates • The importance of analytics • How Informatica have reduced friction in their apply process to capture data from 45k applicants a year • Why candidate experience is critical • The one piece of data you must collect from each prospect • The current revolution in the ATS market that is driving a move away from legacy vendorsBrad also empathises the importance of humans at all stages of the recruitment process and makes it very clear that recruitment is not just a science it is also an art.Subscribe to this podcast in iTunes
In this episode Matt Alder speaks to John Vlastelica from Recruiting Toolbox
One of the most critical success factors for any in house recruitment team is the quality of relationship they have with their hiring managers. Despite being a key issue for pretty much every employer it is not something that gets written or spoken about in public very often.I’m delighted to have John Vlastelica from Recruiting Toolbox as my guest for this episode. Before founding Recruiting Toolbox John was Director of Recruiting at Amazon and Head of Global Recruiting at Expedia. He is passionate about helping recruiters to improve hiring manager engagement and now trains in house recruiting teams all over the world.In the interview we discuss: • Why hiring manager engagement is the secret sauce to recruiting success • How to influence hiring managers by speaking their language and pressing the pain button • The two most important things hiring managers care about • Common mistakes recruiters make when trying to influence hiring managers • The one key factor that drives the improvement of the candidate experienceJohn also share his thoughts on the differences in recruiting behaviour across different industries as well as the changes and innovations we can expect to see during 2016.Subscribe to this podcast in iTunes
In this episode Matt Alder talks to Dave Drury
I’ve recently returned from HR Tech Fest in Sydney and while I was in Australia I was planning on interviewing my good friend Dave Drury, a thought leader in Experience Design for HR. However Dave had other ideas and when I got to his office he decided that he wanted to interview me instead!Our conversation covers a lot of ground and some of the topics we discuss include: • The three revolutions we have seen during our careers in recruitment • The talent centric future of the industry • Key trends for the next five years • The biggest problem with HR TechnologiesI also talk about what I’ve learned from doing the podcast this year, who my favourite guests have been and give some hints about some exciting developments in 2016Link to the Tech Recruiting Whitepaper I mention in the interviewSubscribe to the podcast in iTunes
Matt Alder talks to Iain Wills from Powermeeter
Back in 2013 I researched and wrote a market report on video interviewing and I’ve been tracking the space every since. This year I’ve noticed video interviewing get some significant traction in a number of recruitment markets and I was keen to get an update from the front line.My guest this week is Iain Wills the MD of Powermeeter, an emerging provider of video interviewing products.In the interview we discuss: • Where video interviewing is currently fitting into the recruitment process • How the candidates are reacting • The market fit for video interviewing • Video interview as a potential solution to the technology problems in mobile recruitment • Video in recruitment at a more general levelIain also tells us about the most unexpected thing he has learned about video interviewing since joining Powermeeter and gives us his thoughts on the future of the spaceSubscribe to this podcast in iTunes
Matt Alder talks to William Uranga from GoDaddy
Over the last few weeks I’ve been deep in research mode looking in detail at how the best in house recruiters are finding tech talent in increasingly competitive marketplaces. The most competitive market of all for tech talent is Silicon Valley and it is always interesting to get an insight into the strategies its most successful tech business are using to keep ahead of the pack.My guest this week is William Uranga, Director of Technical and Corporate Recruiting at GoDaddy.In the interview we discuss: • Why Employer Brand should be every recruiting team’s secret weapon • The collaboration and creativity required to craft the compelling stories the recruiting team use to engage with top talent • What specifically motivates people to join GoDaddy • How his team use technology as a force multiplier and the tools that are working for them.William also gives us his future vision and discusses the pivotal role their employees social media presence is playing in GoDaddy’s success
Links from this episode:
How To Rech Tech Talent Whitepaper
Papirfly Website
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In this episode Matt Alder talks to Matt Bradburn Talent Acquisition Manager at Lyst
Talk of analytics and data has been everywhere this year with their importance empathised by numerous, blogs, whitepapers and conference presentations. Very often though getting started with analytics can be difficult and with a seemingly endless array of technologies on the market many Talent Acquisition professionals are confused about how to get started.My guest this week is Matt Bradburn, Talent Acquisition Manager at Lyst where he has spent the last few months implementing recruiting analytics.In the interview we discuss: • How data can’t predict the future but can help you to make incremental gains by understanding what has happened in the past • Why you should ignore some of generic advice on analytics and focus on what is useful for you • How Lyst have used metrics to reduce interviewing time while simultaneously raising quality • How his team measured the engagement of their sourcing outreach and now achieve a 60% response rate from the messages they send • Why you don’t necessarily need complex technology to be successful with analyticsMatt also gives us his views on the future and talks about the one metric which he would love to able to measure.You can subscribe to this podcast in iTunes
This week I’ve been at HR Tech World in Paris, where over 3000 HR and Recruiting professionals in European came together to listen to their peers, industry thought leaders and a line up of key note speakers which included Sir Richard Branson.In this episode you’ll hear from some of the attendees in addition to two interviews round the topic of digital transformation.Lisa Nelson is the Global VP of HR for Match.com and tells us how HR changed its focus to align with the technical transformation that was taking place in the business and talks about a surprising outcome from their Social Recruiting activity.Jane McConnell is an analyst and advisor on Digital Workplace strategies and she talks about the role HR needs to play in digital transformation.You’ll also hear Johnny Campbell, Bill Boorman and Chris Hoyt give their thoughts on the eventSubscribe to this podcast in iTunes
In this episode Matt Alder talks to Jennifer Boulanger Head of Global Recruitment at Booking.comIt has become very clear from the research I’ve been doing this year that Talent Acquisition is developing in complexity at the fastest pace we have ever experienced. To be truly successful at recruiting in today’s agile business environment employers needs the right mix of expertise, technology, process and data.My guest this week is Jennifer Boulanger who is Head of Global Recruitment at Booking.com. In the interview we discuss: • The challenges Booking.com have faced recruiting 5000 people in the past year • Global mobility in tech hiring and the tools and techniques that make it successful • Applying marketing thinking to Employer Branding • The journey Booking.com is taking towards data driven Talent AcquisitionJennifer also discusses the technology Booking.com use to manage recruiting and provide a great candidate experience and shares her thoughts on technology trends for the futureSubscribe to this podcast in iTunes
In this episode Matt Alder talks to Doug Shaw from What Goes AroundThe importance of creativity in business is well documented, particularly when it comes to transformation and innovation. However what has become clear during my on-going research into recruiting innovation is that many companies struggle to think creatively.My guest for this episode is Doug Shaw, an HR consultant with a particular focus on creativity and collaboration.In the interview we discuss: • Why you don’t have to be a creative business to think creatively • Why creatively should be a coactive exercise rather than a coercive one • The business outputs that creativity collaboration can driveDoug also describes how companies can literally sketch their future into existence and give us his three key principles which can help companies to be more creativeSubscribe to this podcast in iTunes
In this episode Matt Alder talks to Jason Seiden from Brand AmperSome of the most popular podcast episodes so far have been the ones that cover employer branding. We discussed how to measure the impact of employer brands as well as innovative ways of communicating them. Up to this point though we’ve not looked at the work involved in building them and the way in which some the traditional methods of employer brand research are being challenged by new approaches.My guest for this episode is Jason Seiden who is challenging established thinking about employer brand development via his company Brand Amper.In the interview we discuss: • Why traditional employer brand research takes too long • Turning employees stories into employer brand equity • The power of Social Proof in recruiting • Thinking about employer brand the same way as product placement • Why companies who are afraid of giving their employers a voice will failJason also talks about the fundamental changes happening in the way people in organizations relate to each other and the importance of company culture in this context.Subscribe to this podcast in iTunes
In this episode Matt Alder talks to Gareth Jones from ChemistryA few episodes back I spoke to Matthew Jeffery about an innovative global graduate recruitment campaign SAP had been running. On this week’s episode I dig a bit deeper into the story behind its success by talking to Gareth Jones from Chemistry who were the company who designed the recruitment process.We also talk about technology and assessment in general covering a number of areas including: • The biggest mistake most companies make when they are recruiting • Using personal data to predict future performance • The current and future role of algorithms in assessmentGareth also shares his thoughts on the future of work and some of the emerging technology he is seeing in the assessment space.
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In this episode Matt Alder talks to Guido Niewkamp from SocialReferral The concept of super charging employee referral schemes by plugging them into employee social networks has been hyped as the next big thing in recruitment for at least the last five years.It now seems that the tools and approaches that power this concept have matured and are bringing huge benefits to the early adopting employers who bought into them. Social referrals are now hitting the mainstream and in this week’s episode I talk to Guido Niewkamp the co-founder of SocialReferral to discuss what is working and why.In the interview we discuss: • How employees become brand ambassadors • Why 50% of employees won’t refer and how employers can motivate the other 50% to do it • Success stories including a retailer who recruited 200 people in a month from their social referral schemeGuido also gives his take on the future of the referral space and we discuss why referral schemes will need to be more about employer branding stories and less about just sharing jobs.Subscribe to this podcast on iTunes
In this episode Matt Alder talks to Ina Bourmer of Goodgame StudiosTech Recruiting is a hot topic at the moment for a vast majority of employers. I’ve been doing a lot of research recently into the similarities of the challenges in this area in different markets and geographies and very consistent themes are coming through.My guest for this episode is Ina Bourmer Head of HR and Talent Acquisition for Goodgame Studios in Germany. Goodgame Studios is currently the fastest growing employer in Europe in the games sector and they are recruiting talent from 21 countries into their Hamburg HQ with a 100% direct sourcing model.In the interview we discuss: • The techniques they use to get a 60% response rate and 40% interest rate from their proactive sourcing • How their onboarding team start working with candidates at first interview stage to help with the persuasion process • The benefits of candidate experience SLAsIna also talks about the importance of People Analytics and what she is looking forward to at HR Tech World Congress in October Subscribe to this podcast in iTunes
In this episode Matt Alder talks to Ken Ward of Winter Court ConsultingThere is a huge amount on content published on a weekly basis detailing tools and techniques that can help employers recruit software engineers and other digital professionals. It can be very difficult to separate what is sound advice from all the click bait and product spin.My guest for this episode is Ken Ward from Winter Court Consulting. Ken has two decades worth of practical experience in tech recruitment and is keen to bust a number of popular tech recruitment myths and truisms. In the interview we discuss: • Key motivations that make tech professionals move jobs • How to design a recruitment process that works • The often-disputed role of LinkedIn, Email and Job Boards in tech recruitment • The “Cult of The Engineer” • Why most new recruiting products designed to help with tech recruitment are focusing on the wrong thingKen also gives a number of practical tips for all employers who are recruiting in this areaSubscribe to this podcast in iTunes
In this episode Matt Alder talks to Melanie Hayes Head of Organisational Development at Compass
Over the last few years an increasing number of employers have been developing apprenticeship programmes to address long term skill shortages in their industries. One company who are doing this very successfully are Compass who have offered over 3000 Apprenticeships in the last five years and have achieved a Grade 2 Ofsted rating for their programme.My guest for this episode is Melanie Hayes Head of Organisational development at Compass and it was very interesting to hear more about the programme and the value it brings to her organisation.In the interview we discuss: • Why Compass have an apprentice strategy • The different types of value it brings to the business • How apprentices are recruited • Differing candidate expectations • The number one reason why every employer should invest in apprenticeshipsMel also talks about the changing landscape in experience hire recruitment and shares her thoughts on the futureSubscribe to this podcast in iTunes
In this episode Matt Alder talks to Kevin Hough Head of Resourcing at LV=Responding to changing markets by evolving new approaches to talent attraction is a big challenge for many large employers. Over the last few years I’ve been very impressed with a number of the employer branding and recruitment marketing initiatives I’ve seen coming out of financial services company LV=.It was great to get to talk to LV=’s Head of Resourcing Kevin Hough and get the inside track on some of their successful initiatives, as well as his thoughts on social media, data and employer branding.Topics we discuss include:
How LV= has used community engagement to implement a successful social recruiting strategy.
The importance of brand ambassadors and how they can come from surprising sources
The power of learning via mistakes and challenges
The economics of the candidate experience
Kevin also talks about why an EVP can be like owning a bidet and how LV= found out they were sponsoring the wrong station!Subscribe to this podcast in iTunes
In this interview Matt Alder speaks to Stephane Kasriel CEO of Upwork.A recent report published by McKinsey indicates that the digital talent marketplaces driving the “gig economy” could play a significant role in increasing global GDP by $2.7 Trillion by 2025. Upwork is currently the biggest talent marketplace place in the world and I was delighted to get the chance to speak to Stephane Kasriel their CEO for this week’s podcast.The topics we discuss include: • The merger of Elance and oDesk that created Upwork • How a talent marketplace actually works • The huge diversity of skills represented on the platform • Remote working and dynamic corporate talent pooling • Solving the global digital skills crisis • What the future of work will look likeStephane also talks about Upwork’s experience of having an employee base that is 70% freelance and distributed across the worldLinks from this episode:The Future of Work, published by Faster Future Publishing
McKinsey Report: Connecting Talent With Opportunity In The Digital Age
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In this interview Matt Alder talks to Matthew Jeffery VP Head of Global Sourcing & Employment Branding at SAPAs I do more and more podcast interviews it is becoming very clear that recruitment innovation is a complex subject. Every employer is in a different position and what is innovative for one company can just be normal recruitment practice at another.Matthew Jeffery has always been someone at the cutting edge of innovation in our sector and in this episode we talk about some of the work he has done at SAP as well as his wider views on what is happening in the industry.Topics discussed include:• How SAP have “democratized” graduate recruitment by using technology to reach a broader audience• How to give a good candidate experience at scale to 50,000 applicants• What algorithms can do that recruiters can’t but why they won’t be replacing humans any time soonMatthew also gives us his views on why he feels recruitment isn’t being properly discussed at government level. Subscribe to this podcast in iTunes
In this episode Matt Alder talks to Adrian Thomas Chair of The Recruitment SocietyThere is a tendency in the social media world in which we now live for content published about recruitment to focus on instant gratification via tactical quick fixes. In reality the issues many employers face can’t be solved that simply and resourcing can be very complex.In this interview Matt and Adrian discuss a number of resourcing related topics including the case for In house recruitment over RPO, which metrics organisations should measure to ensure great recruitment practice and how employers should align Talent Attraction with Talent Management. Adrian also shares his thoughts on the differences between working with the public sector and private sector and what the future might hold for resourcing strategies.
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In this episode Matt Alder talks to Andy Curlewis of Cielo Talent
Employer Brand is a very hot topic at moment and the number of episodes of this podcast which have been dedicated to it recently reflect the level of interest in the market. The one vital element that is often missing from the employer brand conversation though is how you measure effectiveness.
In this episode Matt and Andy discuss employer branding’s relationship to both talent attraction and talent management, the five core areas where the effectiveness of an employer brand can be measured and what this means in the social media age of truth and transparency. Andy also share his thoughts on the importance of content marketing and what the future of employer branding might look like.
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In this episode Matt Alder talks to Nick Price of CareerGift.The relationship between employer brand and candidate experience is a well documented one however despite this very few employers seem to consider the candidate experience to actually be part of their employer brand strategy.In this interview Matt and Nick discuss the unbreakable relationship between employer brand strategy and candidate experience. Nick share his thoughts on the practical things companies can do to align one with the other and also talks about CareerGift’s unique offering which is helping employers deal with rejected candidates in a brand appropriate way
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In this episode Matt Alder talks with Lars Schmidt of Amplify TalentEmployer branding is a much discussed and often much misunderstood topic. Over the last ten years the digital revolution has brought a significant shift in how companies are addressing the topicIn this interview Matt and Lars discuss what the modern definition of employer branding should be and how digital engagement and social media are driving thinking in this area. Lars also shares a case study about the work he has been doing with Hootsuite which embraces new technology to push the envelope on employer branding.
In this episode Matt Alder talks with Matt Charney Executive Editor at Recruiting DailyThere is so much social media and conference talk in the industry round new tools and approaches it would be easy to think that we are in a golden age of recruitment innovation. However when you dig below the hype, some would argue that a lot of the new products being launched are just slightly different versions of existing technologies that have already been around for the last ten years.In this interview Matt and Matt talk about the current state of innovation in the industry and what makes a genuinely innovative product. They also discuss why employers buy into new tools, the role of established vendors and an emerging trend that could see us looking at recruitment in very different way.Links from this episode:
http://www.recruitingdaily.comhttp://www.recruitingblogs.com
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In this episode Matt Alder talks to Sinead Bunting Marketing Director for Monster in the UK and Ireland.Women are currently massively unrepresented in the technology sector and dealing with this problem is of critical importance for the growth of every company trying to succeed in our digital world. On the back of their recent successful “Girls in Coding” event Monster has stepped up to help facilitate the debate round this issue in the recruitment sector. In the interview Sinead talks about the motivation behind doing this, highlights the seriousness of the problem and discusses some potential medium and long term solutions which are emerging from the conversation.
Links from the episode:Monster’s Girls In Coding event and video
Sinead's contact details - sinead.bunting@monster.co.uk
Martha Lane Fox’s Dimbleby Lecture
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In this episode Matt Alder talks to Laszlo Bock SVP of People Operations at Google.Google’s approach to HR and Recruiting has always been a much discussed topic and Matt was delighted to be able to find out directly how Google has built its incredible success on the back of an innovative approach to talent.In the interview Laszlo talks about his belief that hiring should the single most important people activity in any organisation and dispels some popular misconceptions about how Google recruits. He also share his thoughts on culture, the importance of data and why Google focuses on “People Operations” rather than Human ResourcesLink to Laszlo’s book:Work Rules! by Laszlo Bock
In this episode Matt Alder talks to HR Technology expert Peter Gold.Most recruitment markets are now candidate led and more and more employers are increasing their hiring activity. This is not necessarily being backed up with an increase in budgets or head count for recruitment and many in house recruitment teams are finding their resources are being stretched to the limit. In this interview Peter talks about “Recruitment Hacking” and how it can make technology an enabler for recruiting efficiency. Referrals, careers site conversions, job title optimisation and content targeting are some of the key areas discussed. Peter also shares a number productivity tools that he feels everyone can benefit from.Links to some of the tools discussed in the episode:Buzzsumo Hootsuite SaneboxSlack Gmail Meter Rescuetime
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In this episode Matt Alder talks to Adam Gordon MD of Social Media SearchTalent Communities have always been a controversial topic in Social Recruiting. There is always a lot of talk about them but case studies that prove whether they are actually effective can be hard to find. In this interview Matt and Adam discuss the three main reasons talent communities fail and how employers can optimise their community approach for success. Adam gives a number of examples of talent communities that have succeeded and outlines how he feels this area of recruiting can develop in the future.
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In this episode Matt Alder talks to Matt Buckland Head of Talent at Forward Partners.Tech recruitment is challenging and tech recruitment for start up companies is especially challenging. In this interview Matt and Matt discuss the approaches and techniques that are currently working in London’s Silicon Roundabout. Other topics covered include why you can’t replace a recruiter with an algorithm, Schrodinger’s (stuffed) cat and how to get 25k retweets on Twitter.
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Matt Alder talks to Kevin Green Chief Executive of the RECIn this interview Matt and Kevin discuss the REC’s Good Recruitment Charter and their recently published report on the future of the UK Jobs Market.The Good Recruitment Charter was created in conjunction with a cross section of UK employers and Kevin shares the insights that have come out of this process in terms of employer brand and candidate experience.The REC publication, “Building The Best Jobs Market in the World” is a collection of essays from an eclectic selection of thinkers and is intended to give politicians and other policy markers food for thought in this election year. Kevin talks through the thinking behind the report and gives the REC’s own view on the future of the labour market
Links:
The Good Recruitment Guide
Building the Best Jobs Market in the World
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In this Episode Matt Alder talks to Andy Headworth Consultant and author of the major new book on Social RecruitingSocial Recruiting has been around now for nearly ten years but many companies are still struggling to use social platforms for recruitment in a successful way. In this interview Matt and Andy discuss social recruiting, how it is changing and what it takes to be successful in social. Andy also shares some great case studies from round the world, which he found while researching his forthcoming book.Links: “Social Media Recruitment: How to successfully integrate social media into recriutment strategy” – Andy’s book“Social Recruiting 5 Things to Stop Doing” – Matt’s latest Social Recruiting blogSubscribe to this podcast in iTunes
n this episode Matt Alder talks to Neil Morrison Group HR Director for Penguin Random House UK.The space where people, work and technology meet is becoming ever more fascinating and is throwing up huge issues for HR departments round organisational flexibility and change management. In this interview Matt and Neil discuss how Penguin Random House has had to respond to the digital revolution and the technology driven change which is fast becoming the norm in HR. Neil share his thoughts on the evolving nature of HR technology and also gives an insight into a groundbreaking approach Penguin Random House is taking to recruit marketing talent for their businessSubcribe to the podcast in iTunes
In this episode Matt Alder talks to Mervyn Dinnen Content Marketing Expert for HR and RecruitingThe importance of content marketing has risen significantly in the last two years, however it is still under used in the Recruiting and HR space. In this interview Matt and Mervyn discuss just what content marketing is and how it can be used for recruiting, employer branding and customer engagement. Mervyn shares what is working and gives us his 7 tips for producing great content. They also discuss the current state of Social Recruiting as well as Poldark and Kittens……
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In this episode Matt Alder talks to Jamie Leonard Founder of ReconverseReconverse is a successful boutique networking and events company for in-house recruiters that is just about to celebrate 100 round table events. Chairing these round table discussions gives Jamie a unique perspective on the industry and in the interview he gives us his take on the in house resourcing market. Matt and Jamie discuss numerous topics in this area including recruiter skill shortages, what’s new in recruitment technology, categorisation in the ATS market and a potentially terrifying game changer for established job boards.
In this Episode Matt Alder talks to Joe Wiggins, Senior PR manager Europe at Glassdoor.
Glassdoor describes itself as the world’s most transparent career community that is changing the way people find jobs, and companies recruit top talent. Over the last few years it has expanded operations significantly from its original base in California and now has a presence in the UK, Germany and France with more country launches being planned.In the interview Matt and Joe discuss the reception Glassdoor has had in these countries and the types of companies whose employees are engaging with the site the most. They talk through how the transparency of Glassdoor is making companies think differently about their employer brand and Joe gives some great tips on what employers can do to ensure they are managing their reputation in the most impactful way.
In this episode Matt Alder talks to Clare Lewis the Head of Resourcing UK at Willis.
Willis is a leading global risk advisor, insurance and reinsurance broker and like many companies in their sector they are suffering from skill shortage problems when looking for specialist talent. In the interview Clare talks about the innovative approaches they are taking to solve this problem which involve both local outreach and key improvements to the candidate experience.
In this episode Matt Alder talks to Bethan Davies the Head of Recruitment Europe & Asia Pac for RMS.
RMS are a catastrophe modelling company and as such have to search the globe for unique talent. Bethan talks about some of the techniques they use to do this as well as their innovative approach to brand communications. RMS also have an award winning "treat others as you would expect to be treated" approach to candidate experience and Bethan gives an insight into how they execute on this.
In the launch episode of The Recruiting Future Podcast Matt Alder publishes two interviews from the archives that are still as relevant today as when they were recorded.
Peter Lovell from Jagex talks about the challenges of recruiting globally in a very difficult talent market and shares an old school approach which Jagex have found works brilliantly for them.
Chris Hoyt from Pepsico talks predictive data analytics and mobile in a interview that was recorded at the iRecruit Expo in Amsterdam
In this beta edition of the Recruiting Future Podcast I feature an interview that I recorded back in November 2014 with Fredrik Tukk of Maersk Drilling. We talk about Maersk Drilling’s approach to recruiting with Facebook and the fantastic level of success they have had using it fill very hard to fill roles