The Recruiting Future Podcast - Innovation In Hr And Recruitment

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 Podc

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

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 retenti

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 bac

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 m

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 advanta

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 exp

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 acqui

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 intelli

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 purpo

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

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 Po

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 experie

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

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 ac