The Recruiting Future Podcast - Innovation In Hr And Recruitment

There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution. Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function. So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change? My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on al

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 573: The Power Of Employee Value Propositions Ep 579: The Value Of Employer Branding Ep 582: Employer Branding With Gen AI Ep 576: Generative AI – A TA Progress Report Ep 578: The AI Hype Cycle Ep 574: Building A Successful TA Function Ep 575: RPO Evolution Ep 577: Hiring In Challenging Talent Markets Ep 581: An Inflection Point For Recruiting? Ep 580: A New Community For Women In TA Ep 583: Re-Inventing Your Career Listen to this podcast on Apple Podcasts A full transcript will appear here shortly.

It's been a brutal year for many in talent acquisition, with a lot of layoffs and a very tough job market, making it challenging to find other roles. This removal of certainty and stability has been mirrored in many different talent markets and looks like becoming the norm moving forward. Traditionally, switching careers and industries has been challenging, but will the rise of skills-based thinking change this moving forward? So, how do we think about careers moving forward, and what do employers need to do to ensure they are getting the right skills in their business? My guest this week is Ilana Golan, Founder and CEO of Leap Academy. Leap Academy is a coaching programme that helps professionals fast-track their careers by changing function or industry, by moving into leadership, or by making the jump to be an entrepreneur. In the interview, we discuss: How work and careers are changing Practical advice for job seekers Adapting, learning and re-inventing The challenging pace of change A mindset shif

Most of the conversation around generative AI in 2023 has focused on its potential and future long-term strategic impact. However, many talent acquisition teams have been doing some hands-on experimentation with the tools to see what is achievable right now. My guests this week are Bryan Peereboom, Head of Recruitment at Wortell, and Friso Visser, Lead Recruitment Marketeer at Wortell. Wortell has been using generative AI to create recruitment marketing content this year that makes them stand out in the market. In our conversation, Bryan and Frisso discuss their experiences using the tools and their plans for an AI-first future. In the interview, we discuss: Standing out in a crowded market Using Generative AI to develop content assets Midjourney, Chat GPT, Dalle3, Runway and Opus Staying up to date with rapidly advancing tech Engaging hard-to-find audiences Is AI saving time and resources? Analysing data faster Automating processes while improving the candidate experience What is the future of tal

Despite massive advances in technology and I/O psychology over the last 20 years, the recruiting process has stubbornly stuck with norms established nearly 100 years ago.  There is a massive body of scientific evidence that debunks the effectiveness of resume-based screening. At the same time, narrow definitions of talent and inflexible thinking make it impossible for many employers to recruit the skills they need for their business. But are we finally about to see things change? Two potential catalysts are mass access to Gen AI, which threatens to break recruitment systems as employers become overwhelmed by automated applications and the rise of skills-based hiring being used to solve talent challenges. My guest this week is Caitlin MacGregor, CEO of Plum. Caitlin is on a mission to make recruiting fairer and more effective and help companies discover the true potential of their employees. Recruiting is changing, and this is a must-listen interview for anyone wanting to understand the direction the change

One of the things that I love about our industry is the sense of community. Wherever talent acquisition professionals gather, whether online or face-to-face, at industry events, there is always a strong emphasis on peer-to-peer learning and support. My guest this week is Krista Tan. Krista is a TA leader and the founder of Talent Collective, a non-profit organization building a community to help support the careers of women working in talent acquisition. In our conversation, Krista discusses the motivations for starting Talent Collective and the benefits curated communities can bring. With so much disruption in the market, we also discuss the advantages of working fractionally and what the future looks like for talent acquisition. In the interview, we discuss: The story behind Talent Collective and its purpose Who the community is for Market expectations for 2024 The benefits of fractional working Advice for TA professionals looking to move to fractional What does the future of talent acquisition loo

Previously, In Episode 573, we explored the power of Employee Value Propositions; I want to follow up by having a similar conversation about employer branding. As companies re-invent their employee experience post-pandemic or look to rebuild their reputation post-layoffs, employer branding has never been more critical, particularly for employers recruiting in challenging talent markets.  Definitions are fundamental here because, in the same way that developing an EVP isn't employer branding, employer branding isn't recruitment marketing. My guest this week is John Tarrant, Managing Partner at DNA. DNA is a UK-based employer branding agency with an impressive client list and vast experience in helping employers develop employer brands that are compelling, distinctive, and drive tangible value for the organization. In the interview, we discuss: Recruiting challenges Increasing candidate expectations ESG, diversity, and values Problems caused by lack of metrics Emotion over logic Employer brand as a str

It does feel like 2024 could be the inflection point where we can push away the hype and start to see what impact AI is really going to have on talent acquisition. Continuing my end-of-year theme of trying to find the signal in all the noise around generative AI, I wanted to get the perspective of a TA technology innovation practitioner to help us understand more about what 2024 might bring. My guest this week is Tom Chevalier, General Manager at Appcast Labs, a division of Appcast that focuses on innovation and creating the next generation of recruiting technology. Tom and his team are literally building part of the future, and unsurprisingly, he has some valuable insights and important advice to share. In the interview, we discuss: Where we are in the AI Hype Cycle The bundling of AI into established TA technologies Seeing through the marketing spin Where are the most interesting investments being made? What problems does AI solve, and what new issues does it create? Transforming the recruiting proc

Despite the recent increases in applications that some sectors are experiencing, there are still many talent markets with acute skills shortages where hiring is a considerable challenge. So, what long-term strategies are employers using to ensure they are recruiting effectively when talent is in short supply? My guest this week is Ellie Harte, Head of Recruitment at AtkinsRéalis. AtkinsRéalis is focusing strongly on skills-based hiring as well as using employer branding and employee advocacy as attraction tools to compete in a highly competitive market for talent. They also think long-term, working to champion STEM education in schools and inspire a future generation of engineers.  In the interview, we discuss: Talent market challenges in the engineering sector From LVPs to a global EVP Aligning corporate brand, employer brand, and employee experience Managing attrition and growth Moving to skills-based hiring Working with schools to nurture STEM talent and challenge assumptions about engineering Usi

It's been a year since Generative AI burst onto the scene and took over the entire TA conversation for 2023. Some of the predictions made back then about its immediate impact on the world of work were out there, even for something that clearly has so much disruptive potential. So, one year on, where have we got to? What are the genuine use cases, what is still hype, and how will AI actually transform talent acquisition over the next few years? My guests this week, Adam Godson, President and Chief Product Officer at Paradox and Yael Florenthal, VP of Product at Paradox, are the perfect people to answer these questions.  In the interview, we discuss: How AI has evolved in the last six months Slow gains but clearer potential Generative AI versus Conversational AI What AI can and can't do in the context of Talent Acquisition Where is adoption the quickest? TA process re-engineering What will things look like in two years and five years? Emotional work versus repeatable tasks Implications for recruiter

One of the key themes from my conversations with TA practitioners on the podcast this year has been the importance of flexibility and agility. This isn't surprising, as we seem to be bouncing between panic mass hiring and panic mass layoffs faster than ever when it comes to in-house recruiting teams. This situation can't be sustainable! However, opportunity always comes out of chaos, and outsourcing to achieve the flexibility needed in these disruptive times is certainly something on the radar of many employers. So how are RPOs evolving to meet the current market conditions, and what might the future of TA function look like? My guest this week is Don Farr, Managing Director North America at Talent Works. Don is a highly experienced previous Head of Talent Acquisition and is the perfect person to talk to about the future relationship between TA and RPO. In the interview, we discuss: Talent Acquisition challenges for 2024 The evolution of RPO since the pandemic Hybrid, customized and project-based. RPOs

The rapidly increasing speed of change in talent acquisition means the skills, strategy and types of thinking needed to build, retain and develop a successful TA function are also evolving quickly. So what does a high-performing TA function now look like, and what do TA leaders need to make sure they have in place? My guest this week is Melissa Grabiner, an award-winning former Global Head of TA who now works as a consultant for One Digital. Melissa has built talent acquisition teams from the ground up. She is now using her considerable insights and experience to help start-ups and scale-ups in the biotech industry build strategies to acquire the talent they need. In the interview, we discuss: Talent market challenges Global talent pool restrictions What makes a successful TA function? Building a culture of continuous learning Autonomy, accountability and adaptability Putting candidate experience at the forefront of TA strategy The role of technology Agility and flexibility Personalization Prepar

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 564: Recruiting In AI Ep 565: Building A Strategic TA Function Ep 566: Skills, AI And The Future Of Hiring Ep 567: The Strategic Future Of Talent Acquisition Ep 568: Reshaping Talent Strategies Ep 569: Culture and Connection In Distributed Teams Building In Public – Episode One Ep 570: Sustainable Hiring Ep 571 – The Road Ahead For Talent Acquisition Ep 572 – Generative AI: Capabilities and Limitations Listen to this podcast on Apple Podcasts A full transcript will appear here shortly

Employer Value Propositions are potent tools that attract talent, retain talent, and shape the future of organizations. However, we don't talk about EVPS enough, and they are regularly confused with Employer Brands when they are discussed. So, what are the benefits of an effective EVP, and do you define one? My guest this week is Vicki Saunders, Founder of The EVP Consultancy. Vicki is a highly experienced expert in this field and has worked on EVPs in-house at Currys, BAE Systems, and Boots. She has a vast amount of knowledge to share, and this is an absolutely must-listen episode. In the interview, we discuss: The difference between EVP, Employer Branding, and Recruitment Marketing The value to employers of an effective EVP Strategic workforce planning and building the future of the organization Supporting DE&I Where should the responsibility for EVP sit? Authentic, Differentiated, Resonating, and Future Focused Pillars are proof points. Measurement Internal Comms and Employee Experience The rol

AI is a game changer for talent acquisition, and as we start to move from the hype phase to the doing phase, its potential capabilities and current limitations are becoming more apparent. So what can and can't AI do for talent acquisition right now, and how will things develop in the future? My guest this week is Mona Khalil, Senior Manager Data Science at Greenhouse. As well as building AI into their products, Greenhouse has done extensive research with both TA leaders and job seekers to understand the potential positive and negative impacts of generative AI on recruiting. In the interview, we discuss: Current talent market challenges Employer uptake of generative AI Reducing bias versus codifying bias Levels of nuance in decision-making Parsing and normalizing candidate data Are employers monitoring AI effectively? Asking vendors the right questions about their AI integrations How do candidates feel about AI? What does the future look like Listen to this podcast on Apple Podcasts.

As we come to the end of another interesting year, I know that many of you will be looking towards 2024 and planning for the new year ahead. One of the best things about 2023 for me has been the opportunity to get back on stage and start presenting again. I've spoken at prominent industry events, including The HR Technology Conference in the US and The CIPD Annual Conference in the UK, and delivered talks and workshops for several employers. Back in September, I spoke at the ATAP Global TA Day about the future of Talent Acquisition, and I'm delighted to be able to share the audio of my presentation as this week's podcast. If you're unfamiliar with ATAP, it is short for The Association of Talent Acquisition Professionals, and they do some great work around standards and training in the industry. Their website is here, and you can get a 50% membership discount using the code ATAP50 before the end of the year. In my presentation, I talk about: Why we can't predict the future but how we can have strategic fo

The overhiring in the technology sector at the end of the pandemic, the resulting layoffs, and the knock-on effects on talent acquisition have been well-documented this year. However, big tech isn't the only area where this has happened. Other talent markets have also been through a similar journey. So how can employers hire more sustainably, and what new talent strategies are companies adopting to build more flexibility? My guest this week is Carina Clingman, Founder and CEO of Recruitomics, a talent consultancy working with start-ups and scale-ups in the Biotech industry. The Biotech industry has had a big issue with overhiring in the last few years. Carina has some insights on sustainable hiring models, which are also relevant in many other sectors. In the interview, we discuss: The changing talent marketing in Biotech Challenging for scaling companies Aligning talent strategies with business goals Fractional hiring Understanding candidate motivations Balancing growth with sustainable hiring The

Whenever I ask people questions about the future on the podcast, I always caveat the question by saying that no one can predict the future. However, you can develop tools, knowledge and techniques to give you strategic foresight to plan for the future. Once you start properly planning for the future, you actually begin to influence and shape what the future will be. Now imagine what being able to shape the future would mean for your strategic planning and, more importantly, your career. I'm tapping into the body of knowledge Recruiting Future has built up over the last nine years to create an online course that will help you identify and understand the key trends that are driving talent acquisition, predict where they are likely to take us and develop the mindset you need to proactively develop your career in an industry where disruptive change is going to be the norm for years to come. I'm going to build the course in public, and I'm launching this podcast mini-series to document my journey from the initi

Three and a half years on from the first pandemic lockdowns, the debate about returning to the office still rages on. However, despite all the noise this year, as some large well-known companies tried yet again to force their employees back to the office, many employers have embraced the reality of remote and hybrid and are working hard to adjust and deal with the challenges of having a distributed workforce.  Culture and connection are often cited as reasons companies want to bring people back to their offices, particularly when supporting the new generation entering the workforce. So, what are remote and hybrid organizations doing to address these challenges without invoking a mandatory return to the office?  My guest this week is Dena Singleton, Chief People Officer at Kajabi. Kajabi strongly focuses on developing its culture and building connections within its organization, and Dina has some excellent advice to share. In the interview, we discuss: The unique market that Kajabi serves TA challenges J

The last 18 months have seen colossal talent market disruption in the tech industry, with large-scale layoffs continuing as the companies attempt to rebalance after a post-pandemic hiring frenzy. So how has this ongoing disruption affected start-up and scale-up businesses in the tech sector, and what lessons could the wider talent acquisition community learn from the way talent strategies are being reshaped My guest this week is Lorraine Buhannic, SVP & Head of Talent at VC firm Juxtapose. Lorraine advises Juxtapose's portfolio companies on the talent strategies they need to hire, develop and retain high-performing talent in these very volatile times.  In the interview, we discuss: Current market challenges Recruiting CEOs Developing a board-level community of talent Why talent is even more critical in a downturn The compression of middle management The long-term implications of losing experienced managers Why the most interesting jobs are often at early-stage companies Removing silos in the talent