The Recruiting Future Podcast - Innovation In Hr And Recruitment

Job Boards still play a central role in talent attraction, but outside of the job board industry, there isn't much discussion or debate about their current state and future potential. So are they still fit for purpose, how are they evolving, and what can job board statistics tell us about the current talent market? My guest this week is Dave Jenkins, founder of Wave. Wave publishes Wave TrackR, a regular independent report that uses job board data to track recruiting trends, which means Dave has a wealth of insights to share. In the interview, we discuss: The current state of the job board market Pricing models and programmatic adoption Geographic market differences The importance of the active audience Are there still more jobs than candidates? How to get the best out of job boards Mindset change What's the future of job boards? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly.

I published three interviews in October to mark National Disability Employment Awareness month. What particularly struck me was the amount of work going into neurodiversity hiring, and I want to dive deeper by finding out how specific employers are developing their programs. My guest this week is Neil Barnett, Director, Inclusive Hiring and Accessibility at Microsoft. Neil helped to develop Microsoft’s Neurodiversity Hiring Program, which has been in place since 2015. He has excellent insights and valuable advice for employers looking to establish similar programs. In the interview, we discuss: Are employers getting any better at disability inclusion? The story behind Microsoft's Neurodiversity Hiring Program Screening in rather than screening out Changing the hiring process to set people up for success Providing tangible feedback How the success of the program has changed aspects of Microsoft's other hiring programs Building an inclusive workplace Non-apparent disability and self-disclosure ERGs a

Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource? My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence.  In the interview, we discuss: What is Talent Intelligence, and how is it developing The business outcomes and value of TI What areas of TA is data intelligence being applied to? Where should TI sit within the organization? Maturity model When TI isn't TI What skills does a TI func

Hourly hiring remains challenging for many employers, and despite the worsening economic outlook, it will likely remain a huge challenge for several years to come. So what innovations are we seeing in how employers approach hourly hiring and in the technology they are using? What does good look like now, and how will automation define the future? My guest this week is Sean Behr, CEO of Fountain. Over the last few years, Fountain has helped companies hire over 13 million hourly paid workers in more than 75 countries, meaning Sean has a lot of insight to share. In the interview, we discuss: The current talent marketing in hourly hiring The challenges of the last few years Fundamental changes in the workforce that will see hourly hiring continue to be challenging for years to come. What makes employers successful in this market The vital importance of speed in hiring Recruiting automation Using technology to provide a quality candidate, hiring manager, and recruiter experience at scale Really human hi

With high-profile layoffs in some large technology companies, it is perhaps easy to forget that digital transformation is still driving a massive need for tech talent in employers all over the world. Despite the current economic headwinds, long-term trends are in play that require specific operating and employer brand strategies, particularly in companies that are not traditionally seen as being digital. My guest this week is Blair Bennett, Senior Vice President Global Talent Acquisition at PepsiCo. Digital transformation is creating a significant need for tech talent in their business. In our conversation, Blair talks about the strategy they are putting in place to hire the people they need. In the interview, we discuss: The size and scale of talent acquisition at PepsiCo Market trends and challenges Digital transformation and bringing in new capabilities Repositioning talent acquisition strategy Personalizing candidate experience in competitive talent markets Automation in the TA operating model E

Skills based hiring continues to be a growing trend as employers rethink how they attract and assess talent. So how do you define what good looks like and identify the right hires for your organisation? My guest this week is Leadership Strategist and Talent Consultant Ginny Clarke, who formerly ran executive hiring programmes at Google. Ginny is a strong advocate of competency-based recruiting and has some invaluable advice to share.  In the interview, we discuss: Spotting competencies and demonstrated behaviours Talent reviews and performance evaluations How do you define and identify talent? Looking more broader to increase diversity Psychological safety and equity The relationship between leadership and culture Competencies as skills plus knowledge plus ability Deconstructing job roles Looking past employment history and education What does the future of work look like, and how should employers be preparing Listen to this podcast in Apple Podcasts.

With the news cycle currently dominated by significant layoffs in large tech companies, it is essential to take a step back and consider the longer-term picture. Many employers are still struggling to find the right tech talent. Recent research has shown that skill shortages will continue for years as education systems are not setting students up with the right skills for our AI-dominated future. So what should employers be doing right now to recruit and develop tech professionals, and what is the impact of remote and hybrid working on early careers talent? My guest this week is Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. Atli advises start-ups across Redpoint's portfolio on talent acquisition and development. He has some important insights to share on the current state of the market and the strategies employers need to adopt to deal with the longer terms challenges. In the interview, we discuss: The current state of the tech hiring market Long term challenges Development of early caree

DE&I remains a major priority for employers, but progress is slow and sometimes completely stuck. So how should companies be thinking about diversity, and what practical actions can they take to build and benefit from teams of difference? My guest this week is writer, broadcaster and consultant Simon Fanshawe. Simon is a well known figure in the UK and has recently published an excellent book, "The Power of Difference". He advocates that progress comes when employers move away from the jargon around DE&I and genuinely understand how building a diverse workforce will drive their specific business objectives.  In the interview, we discuss: The human question of diversity and what does it actually mean. The power of combining difference The dangers of conformity and the imposition of rules Building teams of difference Using data to understand what is happening and why Understanding specific diversity business cases The virtuous circle of selection Is unconscious bias training actually helpful? Redesig

As the move towards skills-based hiring intensifies, the role of assessment tools is becoming increasingly important. As employers focus on being more inclusive, it is critical to understand how the science behind assessment tools works to support this. My guest this week is Kristin Allen, Senior Manager of Psychometrics at SHL. SHL has an applied research initiative, SHL Labs, driving talent technology innovation. One of the key research pillars is Diversity, Equity, and Inclusion, and SHL has recently published the first results from its neurodiversity research program. In the interview, we discuss the following: The role assessment plays in helping employers build diverse workforces. Fully inclusive talent solutions Using assessment to reduce bias Job analysis and validation Transparency Disability inclusion Using language that encourages candidates to ask for accommodations Spiky profiles Emerging best practices What does the future look like? Listen to this podcast on Apple Podcasts.

A volatile talent acquisition market and the immense disruption we are seeing to traditional ways of working our driving significant changes in employer branding strategies. Culture, EVP, and employer brand marketing are going through a period of intense evolution, and it is essential to understand what's happening in this space. My guest this week is Charu Malhotra, Global Head of Talent Branding and Recruitment Marketing at PA Consulting. In our wide ranging conversation recorded at UNLEASH World in Paris, we discussed some of the current issues in employer branding, culture, and retention. In the interview, we discuss: The impact of external forces on talent acquisition Building inclusive workplaces when workforces are increasingly remote Proximity bias in hybrid working How do you create, manage and flex a culture Embedding values in high-performance cultures How does employer branding work on an international scale Focused segmentation and a constant heartbeat of content Employer brand and rete

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 465: Curiosity At Work Ep 466: UNLEASH World Ep 467: Automation & Personalization Ep 468: Embracing Neurodiversity Ep 469: TA Technology Transformation Ep 470: Disability Inclusion Listen to this podcast in Apple Podcasts

October is National Disability Employment Awareness Month, and with so much focus on DE&I in the workplace, this significant proportion of the population needs to be included and not overlooked. My guest this week is Dr Jennifer Luebke, Chief Workforce Inclusion Officer at PRIDE Industries. PRIDE Industries is a social enterprise creating sustainable career opportunities and training for people with disabilities, and Jennifer has some hugely valuable insights to share. In the interview, we discuss: The story of PRIDE Industries Projecting a welcoming attitude as an employer Accommodations and adjustments Misconceptions about hiring people with disabilities How does disability inclusion fit into DE&I? The Advantages of employing people with disabilities Neurodiversity in the workforce How to tap into new communities of talent Making it safe to disclose non-apparent disabilities Advice for employers A full transcription will appear here shortly. Listen to this podcast on Apple Podcasts.

With recruiting challenges so acute and talent acquisition technology developing at such a great pace, tech stack adoption and transformation strategies are critical for many employers. So what are the key issues, and how are talent acquisition teams specializing and evolving to exploit new technologies and methodologies? My guest this week is Samantha Ramsay, Head of Experienced Hire UK&I at EY. I caught up with her a couple of weeks ago at UNLEASH World in Paris, where she was delivering a presentation about Tech Transformation. In the interview, we discuss: Current challenges in talent acquisition Driving change in recruiting Asking five whys to get to the root cause of the problem Building stakeholder consensus What makes a great vendor/employer partnership Talent intelligence Using CRMs in the right way Developing specialist skills within TA functions Building long term engagement and affinity with talent pools What does the future look like? Listen to this podcast on Apple Podcasts.

One of the most encouraging aspects of our changing world work has been the number of employers actively seeking to recruit neurodiverse talent. However, it is estimated that 15-20% of the world's population is neurodivergent, and there is still a vast amount of work to do to ensure that our workplaces are inclusive for all and that employers benefit from supporting everyone to work to their full potential.  My guest this week is Genie Love, an Executive Function Coach who works with neurodiverse professionals to help them achieve their personal and professional goals. In our conversation, she offers many practical insights into how employers can support their people at work. In the interview, we discuss: Understanding the unique strengths of neurodivergent people Time, attention, decision making, and organization Energy levels and strategies for deep work How can employers be more inclusive? Re-imagining job descriptions and interviews The power of thinking differently  Subscribe to this podcast in

Anyone who has seen me speak this year knows that I consider personalization the next big trend in talent acquisition. If they get their strategies right, the rapid growth in automation technologies allows employers to offer a bespoke candidate experience at scale. So which employers are doing this well, and what can we learn from them? My guest this week is Lisa Scales, Head of Talent Acquisition for the UK and Ireland at Nestle. In our wide-ranging conversation, recorded at UNLEASH World in Paris, Lisa talks us through Nestle's strategies around personalization and the results they're getting. In the interview, we discuss: The turbulent market and conflicting tensions for talent acquisition Scarcity of skills Removing repetitive transactional tasks Using conversational AI to answer previously unanswered questions The power of personalization The time, place and wishlist for automation Personalized onboarding Why automated selection can amplify systemic bias Moments that matter, interesting techno

One of the best things about 2022 is that face-to-face events are back. It's been a pleasure to connect with people in person again for the first time in a long time, and great to see such enthusiasm for face-to-face conferences and events after everything that has been happening in the last few years. Last week I was at UNLEASH World in Paris, and as well as hosting some fantastic speakers on the Talent and Recruiting stage, I did a lot of podcast recording. Thank you to Kate Graham, Marc Coleman and Jon Kennard at UNLEASH for organising a dedicated podcasting booth, which Recruiting Future shared with The Chad & Cheese Show and the Tech Talks podcast. I recorded long-form interviews with three speakers; Lisa Scales from Nestle, Charu Malhotra from PA Consulting and Samantha Ramsay from Ernst & Young. I'll be publishing these over the next couple of weeks, but in the meantime, I wanted to give you a taste of the event, so here are four short interviews to provide a flavour of the topics that are top of min

Albert Einstein once said, "I have no special talent; I am only passionately curious". I like this quote so much that I use the phrase "Passionately Curious" as the tagline for my consulting business. So you can imagine my delight then when I came across a book on workplace curiosity written by Stefaan van Hooydonk, the founder of The Global Curiosity Institute, who is my guest this week. A former Chief Learning Officer, Stefaan has done some pioneering work on the science behind curiosity and why improving the skill of curiosity is essential in the modern world of work, both at an individual and organizational level.  In the interview, we discuss: The story behind the Global Curiosity Institute Intentional curiosity Why and how you can train curiosity The importance of curiosity to organizations Measuring curiosity on an individual and organizational basis Creating a curious culture Awareness, Intentionality and Measurement The importance of learning something new Listen to this podcast on Apple P

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 458: Recruiting & Retention In The Current Market Ep 459: Underrepresented Communities of Talent Ep 460: Equity & Inclusion Ep 461: Talent Acquisition Realities Ep 462: What’s New In Candidate Experience Ep 463: Fractional Hiring Ep 464: Optimization, Automation and Augmentation Listen to this podcast on Apple Podcasts

As talent acquisition rapidly adapts to disruptive times, innovative ways of working and new technologies are being adopted at an unprecedented pace. So, where are the most successful TA teams focusing and what are the mindset shifts we are now seeing in the industry? My guest this week is Will Staney, founder of Proactive Talent and co-founder of industry community The Talent Brand Alliance. Will has a long history of innovation in talent acquisition and shares his insight into the short-term and long-term strategies the most successful TA teams are currently building. In the interview, we discuss: The current state of the market Staying lean and nimble while adopting best practices What are the most successful TA teams focusing on Retention, culture and brand Working on short-term and long-term simultaneously  Optimization, automation and augmentation Agile RPO The rise of the gig economy in talent acquisition Game-changing technology The link between employer branding, DE&I and profit Human-ce

With continuing skills shortages and massive disruption to how and where work is done, it is not surprising to see innovation as employers start to think differently about talent. Fractional hiring is rising and has some significant benefits to employers and employees. But what is it, how does it work, and how is it different from traditional interim and contract hiring? My guest this week is Matt Widdoes, CEO of Mavan. Mavan is a globally dispersed network of specialized former growth leaders at iconic tech brands working fractionally, and Matt has some unique insights to share on this growing trend. In the interview, we discuss: What is fractional hiring? Recruiting as the key to growth The current state of the talent market Specialist talent as a resource that can be turned on and off Benefits for organizations and the implications for the career development of individuals The mindset shift employers need to make to use fractional working successfully.  Decentralized talent pools The kind of role