The Recruiting Future Podcast - Innovation In Hr And Recruitment

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 Modul

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 t

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

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

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 plat

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 N

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 thing

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 candida

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

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:

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 I

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 R

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

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 secr

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

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 re