The Recruiting Future Podcast - Innovation In Hr And Recruitment

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    ▪   

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 intelli

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

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

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 betwee

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    ▪   Sustainabili

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

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

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

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 an

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 coalit

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 Ac

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 sche

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

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 mo

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.