The Recruiting Future Podcast - Innovation In Hr And Recruitment

The current evolution of TA is not just an outward facing exercise. New thinking around internal mobility, skills, culture and experience means that the lines between Talent Acquisition, Talent Management and Learning & Development are starting to blur. So what can we learn from the employers proactively working to break down these silos? My guest this week is Debby Clement, VP of Talent at Pax8. Pax8 have a massive focus on a quality experience for both candidates and employees and has reinvented its TA strategy to reflect this. Debby has a lot of insight to share on the importance of removing internal silos and having a holistic approach to talent. In the interview, we discuss: The talent challenges of a fast growing organization The Big Tech layoffs in context and why it is still tough to recruit the right people Building a new recruiting model Heart and whole person values TA as the umbilical cord going through the whole business Job descriptions tell, and job adverts sell. Knitting together Tale

I always find it encouraging to see many employers focusing on social mobility to diversify their workforces. However, much more needs doing, and some seismic shifts are required to broaden the narrow definition of talent many industries use to recruit.  My guest this week is Phoebe Anderson, Executive Director at ATLAS Fellows. ATLAS is a not-for-profit organization with the goal of transforming the finance industry by opening doors for under-resourced young people to access life-changing careers. Phoebe advocates for changing entrenched recruiting practices and challenging the narrow definition of talent endemic in the finance industry.  In the interview, we discuss: Why a zip code shouldn't dictate a life trajectory Breaking down barriers The importance of engaging with High School students Scholarship, internship, mentorship, and membership What employers need to do to be more inclusive Changing the narrow definition of talent Skills and knowledge are teachable. ATLAS' advice to employers and th

Building more diverse, inclusive, and equitable workplaces is an ongoing challenge for many organizations. There is still a disconnect between the amount of noise generated around DE&I and the results achieved. So how can employers do better, and what lessons can be learned from other organizations? My guest this week is Bruce Jackson, Associate General Counsel & Managing Director, Strategic Partnerships at Microsoft. Bruce has just published a new book, "Never Far From Home", which documents his personal journey from a housing project in Manhattan to becoming a lawyer who represented Pete Rock and LL Cool J and ultimately worked for the President of Microsoft. In our conversation, he shares his insights into the developing DE&I strategies at Microsoft, and the role employers can play in improving social mobility. In the interview, we discuss: Bruce's journey and dealing with obstacles The overwhelming influence the environment you grew up in has on your prospects. What should employers do to improve div

Whatever part of the industry you are in, you will be facing uncertain times as we start to move through 2023. On top of the obvious economic factors, Talent Acquisition is heading into a period of dramatic reinvention right in the middle of a trend of TA layoffs, a conundrum at a time of continuing talent shortages and candidate-driven markets. Whether you are looking for a new role, reinventing your existing role, or getting promoted, confidence is critical. It's also something that we don't talk about enough, particularly when it comes to building more of it and dealing with imposter syndrome. My guest this week is Jess Jones, an influencer, content creator, and DE&I talent lead. Jess recently wrote a book about building confidence called "Own It". Her experience in TA gives her a unique perspective on how we talk (or rather don't talk) about confidence and resilience in our industry, and she has some great advice to share. In the interview, we discuss: Confidence in the workplace Tackling imposter sy

Talent Acquisition is continuing to grow in complexity. Technology is becoming more disruptive, recruiting methodologies are getting more sophisticated, and data and analytics are becoming more important. It's not surprising then that the skillset of TA teams is diversifying, and the role of TA Operations is becoming more developed. So how can TA leaders demonstrate the value of TA Ops, and how can it inform hiring strategies My guest this week is Mark Jenkins, Talent Acquisition Operations Manager at Product Madness. Mark's role involves improving recruiting and hiring efficiency through process improvements, streamlined funnels, and digital transformation. He has lots of insights and advice to share about the growing value of TA Ops. In the interview, we discuss: The bottom line impact of TA Ops Improving retention and diversity Unlocking the full potential of recruiting technology Automation and the importance of process reinvention How to drive value via continuous improvement Calculating the ROI

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 489: The Personalization Megatrend Ep 490: Responsible Recruiting Strategies Ep 491: Can TA Drive Internal Mobility? Ep 492: AI & Automation Strategies Listen to this podcast in Apple Podcasts

With the relentless coverage, comment and discussion around ChatGPT, it finally feels that there is a mainstream realization of the capability and impact of AI and automation. However, while Twitter threads, conference presentations and webinars are great for building awareness, there is no discussion on the complexities of implementing AI and the strategic foundations needed to ensure success. My guest this week is Kyle Lagunas, Head of Strategy & Principal Analyst at Aptitude Research. Kyle has recently authored a whitepaper exploring automation's current state and future potential in talent acquisition. TA Leaders need to think very carefully about strategy and implementation, and Kyle shares some valuable insights into the automated future.  In the interview, we discuss: The outlook for talent acquisition in 2023 Automation as a catalyst to unlock high-functioning TA Creating richer, high-quality stakeholder experiences. The importance of understanding system capability Continuing optimization and

We're still only at the start of 2023, but it's already clear that it will be another challenging and complex year for talent acquisition. With so much disruption, TA Leaders must be able to prove their value to their businesses. One area we are seeing this happen is internal mobility, where the line between talent acquisition and talent management is getting a bit blurry as employers look at talent more holistically. My guest this week is Manjuri Sinha, Global Director of Talent Acquisition at OLX. Manjuri recently helped launch a highly successful internal talent marketplace called OLX Explore. In our conversation, she shared some of the strategies used to deal with the significant challenges around internal mobility and has some advice to share with TA Leaders who want to prove the value of their teams. In the interview, we discuss: Recruiting challenges Tech layoffs and global talent pools How Talent Acquisition leaders can demonstrate the value of their teams Building internal talent marketplaces

The only things certain about talent acquisition in 2023 are uncertainly and more disruption. As companies deal with these complex times, what can TA leaders do to ensure their teams give their businesses maximum value? My first guest of 2023 is Jane Curran, Global Head of Talent Acquisition at JLL. Jane leads a large TA team firmly focused on driving value by advocating for responsible recruiting throughout the business. In the interview, we discuss: The continuing challenge of standing out and finding top talent The market in 2023 The need for responsible recruiting Building a strong relationship between TA and Finance Working with HR Business Partners and Hiring Managers How should TA prioritize recruiting Improving internal talent mobility Building flexibility in the model to ensure you have the right sized TA team The role of technology in 2023 Zero waste in the ecosystem of talent How can TA do less with more in changing times 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 479: Neurodiversity Hiring At Microsoft Ep 480: Are Job Boards Evolving? Ep 481: Workstyle Ep 482: The Fluid Workforce Ep 483: The Power Of Talent Marketplaces Ep 484: Innovation and Skills-Based Hiring Ep 486: Building A Second Brain Ep 487: Focus Ep 488: The DE&I Journey Ep 489: The Personalization Megatrend Listen to this podcast in Apple Podcasts

Anyone who has listened to the show, read any of my writing, or seen me present this year will know that I firmly believe that technology-driven personalization is a forthcoming megatrend in talent acquisition. Earlier in the year, it was a pleasure to speak about personalization at the Association of Talent Acquisition Professionals Global TA Day conference. ATAP recorded the session, and I wanted to share it with you to wrap up Recruiting Future for 2022. So please listen on and learn more about how you can achieve Automated Human Centric Recruiting in 2023. This is what I cover in the presentation: Why personalization is a TA megatrend The current poor state of personalization in recruiting Why, how and when The shift to automation RPA and data Automation + Quality Experience = Personalization Why should TA professionals care? Turning data into personalized experiences Adjusting content to context What is currently being personalized in TA? The split between robots and humans Relationship bui

One of the key lessons from 2022 is that implementing effective strategies for DE&I is always a long-term journey rather than a quick fix. Sharing insights to learn from the experiences of others is a critical part of the process; progress cannot happen in a vacuum. My guest this week is Eric Thomas, Chief Diversity, Equity and Inclusion Officer at Genesys. Genesys is on a journey to become a more diverse company, and a vital part of this is increased workforce representation to align with the markets they serve. Eric has some valuable insights to share on the lessons they are learning, particularly around talent acquisition and employee experience. In the interview, we discuss: Eric's journey to becoming a Chief Diversity Officer The lessons Genesys has learned during its ongoing evolution to being a more diverse company. Empathy and helping employees understand the why Inclusion and belonging The innovation required for effective DE&I work Determining priorities and experimentation Reimagining tale

As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. A couple of days ago, in Episode 486, we looked at managing information overload when I spoke to Tiago Forte, the inventor of the Building a Second Brain system of personal knowledge management.  In this episode, I want to focus on focus, and my guest is author and speaker Erik Qualman. In 2009 Erik wrote a hugely influential book predicting the rise of social media called Socianomics, and since then has written extensively on digital leadership. His most recent book is The Focus Project which highlights the problems humans have focusing in our hyper-connected world and explores some of the potential

As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. My first guest on productivity week is one of the world's leading personal knowledge management systems experts. Tiago Forte is the Founder of Forte Labs and the creator of the brilliant Building a Second Brain. BASB is a very effective knowledge and information management system I can personally vouch for as I used it to write my book "Digital Talent." Tiago has created a popular online course and a book on Building a Second Brain, and in our discussion, he gives us an excellent insight into the system.  In the interview, we discuss: The story behind BASB Are employers giving knowledge workers ef

The death of the resume has long been predicted. It is widely acknowledged that they are ineffective and prone to promoting bias, but alternative approaches have yet to achieve universal adoption. However, with many employers moving towards skills and competency-based hiring and technology continuing to drive rapid change in recruiting, are the days of the resume finally numbered? My guest this week is Maya Huber, Co-Founder and CEO of the competencies-based sourcing platform TaTiO. Maya has a PHD in Job Analysis and some fascinating insights into practical ways of moving on from the resume and making hiring more efficient, inclusive and effective. In the interview, we discuss: The ineffectiveness of resumes The danger of assessing just on words and stories Skills-based hiring versus competency-based hiring Testing performance in its context Reducing the administrative burden for recruiters Job simulation Job analysis The hiring outcomes of competency-based assessment What should companies expect f

The pace of business change is continuing to accelerate. According to a recent McKinsey Global Survey, business leaders expect that by 2026, half of their companies' revenues will come from products, services, or businesses that haven't been invented yet. Innovation is critical for companies to survive and thrive. So how can employers ensure they have talent strategies in place to have the right skills to create and drive new ideas forward, and could innovation be the catalyst that accelerates skills-based hiring? My guest this week is Mauro Porcini, PepsiCo's first ever Chief Design Officer and author of a new book on people-centric innovation. In the book, Mauro does a deep dive into the skills, culture, and philosophy companies need to innovate. It was brilliant to hear his views on what employers need to do to attract, retain and develop people with the diverse skills required for effective innovation. In the interview, we discuss: The role of Chief Design Officer at Pepsico How business cultures have

One thing that has remained constant in our changing talent markets is the importance of targeting the right audience with the right message at the right time. In the noisy world of recruiting marketing, talent marketplaces are proving to be effective platforms for bringing employers and like-minded potential employees together. My guest this week is John Beard, Head of Corporate & Technical Talent Acquisition at One Medical. One Medical is competing for talent in some challenging markets. John has a lot of insights to share on finding, connecting, and persuading the right talent to join the organization in rapidly changing times. In the interview, we discuss: How recruiting challenges are evolving with the market. Recruiting missionaries, not mercenaries Candidate experience as a north star Offering feedback to all Cutting through the noise to connect with the right people Doing something important versus doing something with impact. Compelling storytelling The role of talent marketplaces and the a

The debate around the office versus remote versus hybrid looks set to run and run as employers continue to experiment with different strategies. Despite the enormous advantages of remote working, there are many challenges and gaps with some current approaches that need addressing as we move forward. So what are the key issues, how do employers address them, and what role should HR technology play? My guest this week is Saad Siddiqui, General Partner at Telstra Ventures, a VC firm with several HR technology investments. Saad has written extensively about the future of work and the advantages of a fluid workforce strategy. In the interview, we discuss: The current state of the hiring market and the longer term outlook Identifying gaps and challenges in new ways of working The fluid workforce Generational divides Building connections and mentoring Culture and the role of leadership Employee motivations and retention Finding the best talent on a global basis Key trends in HR Tech Consolidation and pl

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 471: Employer Brand Challenges Ep 472: Inclusive Assessment Ep 473: The Power Of Difference Ep 474: Talent In Tech Ep 475: Defining Talent Ep 476: Digital Talent At PepsiCo Ep 477: Innovation In Hourly Hiring Ep 478: Developing Talent Intelligence 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 in My 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 work Ageing populations, independence and technology Breaking free from a 200 year old operating system Autonomy, productivity and accountability Digital first, not physical first. Trust ov