The Recruiting Future Podcast - Innovation In Hr And Recruitment

Employee experience, hybrid working, DE&I, workforce fluidity, and workplace technology. These are just a few of the challenges employers face as they shape their talent strategies for these disruptive times. So how are the leading companies thinking and behaving, and what lessons are there for everyone else to learn. My guest this week is Tammy Browning, President of KellyOCG. Kelly OCG has recently published their 2021 Global Workforce Agility report, and in our interview, Tammy talks through the findings and identifies what vanguard companies are doing to deal with the current challenges. The current state of global talent markets The main challenges employers are now facing. The relation between leading edge technology and productivity Deploying DE&I strategies across the total workforce Workforce fluidity; bridging talent gaps with contingent labour Why employee experience is critical to overall success The Great Resignation How technology is being deployed and adopted What long terms trends sh

2021 has seen mindblowing levels of investment in HR and Talent Acquisition technology. Work Tech, as it is now becoming known, is strategically critical to talent acquisition, and it is essential that leaders keep themselves up to date with the market. To help us all with this, I'm delighted to welcome George LaRocque back to the podcast. George is one of the leading analysts who track talent acquisition technology, and it was great to get a market update from him. In the interview, we discuss: Why HR Tech is morphing into Work Tech The trends that the pandemic has accelerated Automation Merges, acquisitions and the implications for employers Advice to employers on shaping Work Tech strategies George's new community based Accelerator, Impact WorkTech Listen to this podcast in Apple Podcasts. A complete transcription of the episode will be posted shortly.

It is an absolute delight to be back after a slightly longer summer podcasting break than I was anticipating. I've nearly finished my book and, most importantly, have put a lot of time into planning the future of RecruitingFuture. The first thing to announce is that there will now be a full transcript of each episode in the show notes to make recruitingfuture.com more accessible and more searchable. The transcripts start from episode 369 onwards. I'll have more exciting news to share in the coming weeks, so keep listening and make sure you subscribe to the show whether you get your podcasts. So on with Episode 370, earlier in the year, my long-time collaborator Mervyn Dinnen and I partnered with the team at SHL on a piece of research into the future of candidate experience. We identified six fundamental shifts in thinking which will help employers deliver an exceptional candidate experience and have published all the findings in a new whitepaper. To talk through the six shifts, I'm delighted to welcome one

A quick public service announcement, I'm going to be taking a short podcasting break, and the next episode won't be live until the end of August. I'm in the final stages of finishing my latest book Digital Talent which I'm writing once again in collaboration with Mervyn Dinnen, and I need a couple of weeks to entirely focus on getting the final draft finished and over to the publisher. Obviously, this is an excellent chance for you to catch up with any recent episodes you might have missed, available as ever wherever you get your podcasts and also fully searchable on www.recruitingfuture.com. The podcast will return before August is out, and I have some really inspiring content lined up for the next few months and beyond. So on with the show. Talent markets are a challenge globally, and talent markets for high-quality digital talent are particularly challenging at the moment. At times like these, recruitment marketing becomes mission-critical, and content that genuinely engages with the target audience brin

People with disabilities represent 15% of the global population but are often left out of diversity initiatives, programs, surveys, and even basic conversations about workplace inclusion. Recent research from Global Disability inclusion and Mercer on the engagement gap of employees with disabilities shows a difference in some areas of up to 13% lower than non-disabled colleagues. So with many employers seeking to do better with equity, inclusion and belonging, what can they be doing to address this problem. To help us get some more insights into the issues, my guests this week are the research report authors Meg O’Connell, CEO & Founder of Global Disability Inclusion and Pete Rutigliano, Senior Principal at Mercer. In the interview, we discuss:    •   The State of Disability Employee Engagement Study    •   Employer attitudes to disabilities    •   Attitudinal barriers and dispelling myths    •   Research methodology and scope    •   Reasons for the engagement gap    •   The employee experience for

For many employers, the move to virtual recruitment processes was an unplanned one. Eighteen months from the initial shock, though, long-term benefits are emerging, and it is clear that the recruiting process is evolving permanently and irreversibly. It is essential that talent acquisition professionals understand this change and support it with technology that is fit for the new purpose. This week's guests are Tom Pugh-Jones, Partner at Pentire Group and Euan Cameron, CEO at Willo. Tom has used technology to evolve processes and transform his local recruitment business into an operation that leverages a global talent pool to serve an international client base. Euan is an entrepreneur building the technology that has helped Tom make such a quantum leap forward with his business. In the interview, we discuss:    •   The challenges of the traditional interview process    •   Accessing global talent pools    •   The candidate and hiring manager experience    •   Why specialist software is essential    • 

With external talent shortages set to become the long term trend, many employers have to evolve their talent strategies to ensure they have the skills to be competitive. Reskilling, focused redeployment, and talent marketplaces are vital parts of this, so what is it that employers should be doing to make sure they are set up for the future? My guest this week is John Morgan, President of Lee Hecht Harrison, global specialists in workforce transformation. John has some great insights and valuable advice to share for all employers as we navigate these continually disruptive times. In the interview, we discuss:    •   How the pandemic has affected talent markets and how employers are evolving their strategies    •   The right skills for digital transformation    •   Career pathing in the digital economy    •   Holistic approaches to talent management    •   Focused redeployment and open talent marketplaces    •   Doing talent mobility well.    •   How will things evolve over the next two years?     Li

One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In the previous two episodes, we looked at the evolution of corporate executive recruiting and what employers should be doing to improve the diversity of their executive teams. For the final interview in this short series, I'm talking to Eric Goldstein, Global Head of Executive Talent Attraction at SAP. We discuss how long term talent engagement is starting to play a more significant role in executive recruiting, the growth of data-driven decision making and what the future might look like.    ▪   Topics covered in the interview:    ▪   Hyper competitive talent markets    ▪   Proactive executive talent engagement    ▪   Engaging at scale and offboarding conversations quickly.    ▪   Involving

One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In episode 363, we talked about the evolution of corporate executive recruiting; in this episode, I want to explore diversity at the executive level and how employers can do better. My guest is Elizabeth Wallace, Head of Portfolio Talent at HG, and she has some valuable insights and advice to share. In the interview, we discuss:    ▪   How the pandemic is changing executive recruiting    ▪   Opening up diverse talent pools with flexible working    ▪   Diversity, Equity and Equality    ▪   Assessment for development, not selection    ▪   Social Mobility    ▪   Challenging recruiting norms    ▪   The value of talent to organisations and talent as a business function    ▪   Transparent, human

One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In the first interview of the series, my guest is Simon Mullins, Chief Facilitator of ESIX. ESIX run a yearly membership, and in our discussion, Simon gives us an exclusive preview of the results of this year survey, highlighting the key trends the pandemic is driving in corporate executive recruiting. In the interview, we discuss:    ▪   Background to ESIX    ▪   The growth of the corporate executive recruiting function    ▪   Pandemic driven trends    ▪   Reducing time to hire    ▪   The executive talent market    ▪   Interview and assessement    ▪   Location flexibility    ▪   Diversity challenges    ▪   How onboarding is changing    ▪   Simon's hopes for the next 18 months Listen t

I'm publishing this episode the week of Women in Engineering Day. Skill shortages in STEM professions continue to be a big problem for many employers, and diversity is also a significant issue. However, research shows that there is a diverse and highly qualified workforce of STEM professionals who are currently struggling to return to work after a career break. So why is this the case, and what should talent acquisition professionals do to address the situation? My guest this week is Natalie Desty, Founder and Director of STEM Returners. STEM Returners is a programme to help employers recruit, develop and retain the best available talent, and to enable highly qualified and experienced candidates to re-start their careers. Natalie has some excellent insights and advice to share. In the interview, we discuss:    ▪   Why Natalie started STEM Returners    ▪   The underrepresentation of women in engineering    ▪   The STEM Returners Index    ▪   Insurmountable barriers facing returners    ▪   Why the recrui

The corporate focus on Talent Acquisition is significant at the moment as companies across the world deal with the challenges of getting the right talent into their organisations. But what strategies do talent acquisition leaders need to successfully scale their recruiting operations at a time of such significant transformation? My guest this week is someone who has been scaling recruiting teams in Silicon Valley for a long time. Richard Cho is Head of Recruiting at Robinhood, having previously been with Facebook, Dropbox, Machine Zone and The Chan Zuckerberg Initiative. Robinhood recently made headlines in the industry by acquiring recruiting firm Binc; I am delighted that Richard agreed to come on the show to talk about Robinhood's strategy and share some hugely valuable insights into the way ahead for talent acquisition. In the interview, we discuss:    ▪   The recruiting challenges at Robinhood    ▪   Building the business case    ▪   Don't normalise the extraordinary, have the right foundation of r

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 be able to bring you the content to you as a series of podcasts. I've released these every Friday for the last few weeks and really hope you have been enjoying them. The last episode in this series looks at the future of AI & the candidate experience. This is a wide-ranging topic, and I was delighted to have two guests who come at it from different angles, Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax. You'll also hear briefly from Peter Weddle from TA Tech at the end as we bring the event to a close In the conversation, we discuss:    ▪   How the pandemic is changing candidate expectations    ▪   Being flexible and responsive    ▪   The advantages of Career Site Systems    ▪   Human moments of impact in the balance between AI and recruiters    ▪   Data & intellig

The impact of the pandemic means that in 18 months, we've moved from discussing theories around the future of work to debating the practicalities. Fully remote, fully back in the office, hybrid working, the discussion and the publicity around the decisions companies make will dominate the HR news cycle for months if not years to come. One of the key advantages of remote working is the ability to broaden talent pools across borders. However, this does come with complications. To discuss the challenges and advantages, my guests this week are Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, a tax partner with Deloitte in Ireland. In the interview, we discuss:    ▪   The work of IDA Ireland    ▪   Productivity improvements from remote work    ▪   Enhancing skills and retraining    ▪   Tax implications of employers working remotely across borders    ▪   When is remote too remote?    ▪   From theory to practicalities    ▪   Regulatory and compliance issues    ▪   What

There is currently much debate and discussion about the talent shortages a number of markets across the world are currently experiencing. There is a lot of focus on the issues caused by the pandemic, but it is important to remember that a lot of the challenges talent acquisition teams are facing are part of existing long term trends that the pandemic has just accelerated. My guest this week, returning to the show to share his unique perspective on the current state of talent markets and talent acquisition, is Tim Sackett, co-host of the HR Famous podcast and President of HRU Technical Resources. It's always great to have Tim on the podcast, and he didn't disappoint this time around. In the interview, we discuss:    ▪   Adding nuance to the remote working debate    ▪   Long term talent market issues    ▪   How is TA changing?    ▪   Improvements in automation and recruiting technology    ▪   Mitigating bias    ▪   What should TA leaders be focusing on    ▪   What is on Tim's radar for the next 12 to 1

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