HR Interviews Playlist (Evergreen Podcasts)

On this special episode, The Chad & Cheese team up with our pal and fellow podcaster Matt Alder, who, in true Scooby-Doo fashion, rented a camper van for our East Coast tour. First stop? Glenkinchie Distillery in the Scottish Lowlands. Because, of course, in Scotland the best way to start the day is with some whiskey. After the tour we whip out the mics and dive into a Tru Glasgow briefing, topics like whether resumes are finally six feet under, upskilling, kids deciding their careers (because they totally know what they want), and whether the US and Europe are finally sharing the same recruiting woes. Big shoutout to Matt, our Scottish pals, and the sponsors of both Tru Glasgow and Tru Edinburgh: DAXTRA TECHNOLOGIES ASHBY SOLUTIONS DRIVEN GIGGED.AI WILLO and POETRY Slàinte Mhath! PODCAST TRANSCRIPTION COMETH 

Earlier in the summer, I collaborated with the SmartRecruiters team to interview four fantastic practitioners who spoke on The Hiring Without Boundaries stage at RecFest in London. We recorded the conversations backstage at the event, and this is the first of three podcast episodes where I will be sharing them. Hiring for frontline retail positions has always been a challenge, but since the pandemic, it is a challenge that has increased exponentially. So how does an expanding retail group fill 30,000 roles a year at pace while ensuring a high-quality candidate experience that reflects the fact that their candidates are literally their customers? My first RecFest guest is Adam Reynolds, Head of Talent at Frasers Group. Frasers Group is a multi-brand international retail chain, and Adam and his team have used technology to transform their TA strategy to meet the needs of the business in a very tough talent market. In the interview, we discuss: Recruiting challenges Growing hiring exponentially Urgency, pace, and velocity Getting stakeholder buy-in Quality communication at scale Automation without being robotic Storytelling The fundamental role of technology Ratios and data Talent pooling silver medallists How will the role of the recruiter evolve in an AI-driven future? Listen to this podcast on Apple Podcasts.

In this episode, Katee and Jackye talk with Dr. Kerry Mitchell Brown. She is a highly sought-after equity strategist and cultural architect. Dr. Mitchell Brown's expertise in holistic cultural change and sustainable transformation has positively impacted the organizational culture of Fortune 500 companies such as Prudential Financial and Walt Disney Company. Recently appointed as the Senior Vice President of Finance and Operations for Race Forward, a leading racial justice nonprofit organization, Dr. Mitchell Brown's passion for social justice influenced the second largest labor union and, in 2020, inspired the co-creation and co-leadership of Black Citizenship in Action (BCiA) for the Black Progressive Action Coalition. Dr. Mitchell Brown continually advocates for the importance of implementing strategic initiatives that make global diversity awareness a daily mantra. With over 30 years of progressive, social justice, non-profit, higher education and Fortune 50 experiences, she’s equipped with the talent and knowledge to help individuals, organizations and corporations overcome challenges in their quest to exemplify equal human rights for all races and genders. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

Colin Yasukochi from CBRE Tech Insights Centre joins us to discuss the state of Tech hiring. Let’s unpack all 140 pages of the 2022 Tech Talent Report. Colin gives us some of the key findings in an easy to understand and logical style. Prepare to be impressed. Colin shares valuable insights that all TA professionals can leverage.  https://www.cbre.com/press-releases/cbre-annual-scoring-tech-talent-report-2022 Highlights of our conversation: The impact of remote work in US and Canada How remote work will, over time, boost DEI in the technology sector. Office space is still needed, it’s just different configurations on how people work Tech company layoffs? 80% were non technical role Dallas, Miami & Toronto are heating up as great tech hubs. Find out the top 5 reasons why.

With organizations now having to navigate the rapid changes brought about by geopolitical instability, economic uncertainty, the ongoing climate emergency, and the surge in technology, it is clear that different ways of thinking about talent are needed.  So, how can organizations adapt to this complexity and prepare for a future where the old rules no longer apply? What should they consider when redefining their talent strategies in such a dynamic context? My guest this is week is Graham Abbey, Professor in Practice at The University of Bristol Business School and CEO of Farleigh Performance. From the importance of understanding the difference between complicated and complex systems to the potential of AI in reconnecting us to our humanity, Graham provides deep insights into creating the conditions for engagement, leadership, and performance and building an antifragile organization.  In the interview, we discuss: Challenges and forces driving change Thinking differently about talent Changing to the organization metaphor The difference between a complicated and complex system How well are employers responding to change and uncertainty? Skills based organizations Discovery connectivity with AI Talent Acquisition and hiring Higher purpose, agency, relationships, and disruptive learning Building an antifragile organization How will we be talking about talent in five years time Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

It's becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work. So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value? My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view. In the interview, we discuss: Current talent acquisition challenges Selling work as a product The shortening lifespan of skills Providing easy access to learning Total talent thinking Learning agility, curiosity, and other skills for the future Failing education systems and disappearing entry-level jobs Individual responsibility for learning Neuroinclusion in the recruiting process and the danger of homogenization How does talent acquisition need to re-invent itself for the future? Follow this podcast on Apple Podcasts. A full transcript will appear here shortly.

Most reunions suck. You have to pretend to look younger, more successful, and skinnier than you really are. And then there are those stupid name tags with your senior picture on them. Don't even get me started. Anyway, other reunions - like Firing Squad reunions - are awesome! That's why we invited Firing Squad alum Honeit, and their CEO Nick Livingston back on the show after 4 years to see how things are going. Spoiler alert: They're going pretty well. How well? Gotta listen.

After many years of being seen as tactical, TA has the unique opportunity to reposition itself as a strategic function with insights to shape business strategy. However, this will only happen with a significant degree of transformation, and those TA teams that stick to doing what they have always done are at risk of further downsizing or being automated away altogether.  So, what do TA Leaders need to do to harness the current forces of change and reinvent their function My guest this week is Lyndsey Taylor, head of Global Talent Attraction at Brooks Automation. Lyndsey has a wealth of experience in TA transformation, strategic workforce planning, and driving change. She shares her perspectives on the future of TA, the rise of strategic workforce planning, and breaking down traditional HR silos. In the Interview, we discuss: How the work of TA is changing and the forces driving that change How can TA influence business outcomes? Aligning metrics to business goals Internal mobility and reskilling  What role can TA play in Strategic Workforce Planning How to be more strategic What does AI make possible Enhancing the candidate experience Reducing bias Breaking the silos in HR What should TA look like in 3 years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Live from UNLEASH America in Las Vegas, James Appleton, director of talent acquisition at Harri, joins Chad & Cheese for a conversation about the other side of the coin … ya' know, life through the eyes of a practitioner dealing with an onslaught of solutions looking to make recruiting more tolerable. That’s because prior to Harri, James was head of recruitment for a variety of companies, which means he knows what he’s talking about. And now he’s on the other side, pitching to employers where he used to toss opportunities to job seekers. I know, it’s confusing, but it’ll make sense after you listen. MORE Harri: www.harri.com James Appleton: www.linkedin.com/in/james-appleton1/ UNLEASH America: www.unleash.ai Chad & Cheese: www.chadcheese.com

At first glance, I didn't think this report would be very eye-opening. I. WAS. WRONG. The report stirs discussion around hard questions many HR and TA leaders have been asking themselves like. What happens when HR leaders are severely disconnected from front-line recruiters? What happens when it's harder to find recruiters than developers? What happens when recruiters turn down working for your company due to a shitty tech stack? Well, that day has arrived, and Aptitude Research's new report entitled: Talent Acquisition Technology and the Modern Recruiter only starts the discussions necessary in fixing a broken TA team, company, and industry. Chad and Aptitude founder, Madeline Laurano cover three of the seven key findings in the report.

We talk about making use of tens of millions of records, and whether analytics in HR deserves all the attention it gets.

Gen Senior Customer Advisor Leigh Miller dives into the company's latest benchmarking results.

HR data’s been a topic of discussion for some time, and Berkowitz spends a lot of time working with the practitioners and managers who use it.

Welcome to the “HAPPY REBELS,” episode a no-holds-barred journey through the chaotic, snark-filled corridors of human resources with the fearless Rika Coppens at the helm. As CEO of House of HR, Rika tears down conventional walls, sometimes literally, all while her company pulls in cool billions. Want to learn how to balance being a Happy Rebel and a powerhouse CEO? Or maybe just figure out whether chatbots are killing your vibe more than your operational inefficiencies? Dive into the depths of European HR like never before, from the comfort of your own headphones. Forget the bland and the boring—here, it’s all about shocking stats, bold strategies, and a sprinkle of HR snark, because who says employment strategies have to be dry? Not us, and certainly not Rika. Buckle up; it’s going to be a rebelliously enlightening ride!

In this episode, Jackye and Katee chat with Lia Valencia Key about her life, her mom, and how to live your life to the fullest and share joy! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

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 of my co-authors on the whitepaper Sam Whiteman, Head of Solutions at SHL. Enjoy the conversation, and please download the whitepaper once you've had a listen. In the interview, we discuss:    •   The current state of candidate experience    •   The employer brand opportunity    •   Translating lessons from consumer experience into candidate experience    •   Automation and asynchronous empowerment    •   Realistic job previews    •   Real-time candidate experience optimisation    •   Offering personalised feedback at scale    •   Authenticity    •   Demonstrating Diversity, Equity and Inclusion    •   The role of technology    •   Realistic and practical advice for talent acquisition leaders Download the whitepaper Listen to this podcast in Apple Podcasts.

Remember seeing and hearing your first Deep Fake? Synthesized voices that sound like your favorite movie star. Not a great impressionist, on the contrary, algorithmically cloned voices where even the subtlest of nuances of a voice can be captured and recreated. Cringy, yet incredibly cool that tech could accomplish such a feat. Yes, technology is advancing quickly and unfortunately many of the advances are seen as negative. Luckily, Ryan Steelberg, president, and founder of Veritone guides us through a more advanced cloned voice discussion. On this episode we cover: The difference between a deep fake and a "cloned" voices Practical applications for using cloned voices Where are chatbots headed? Will this tech help candidate and employee engagement? How do Pandologic and Wade and Wendy fit into the ecosystem? Well kids, welcome to the Matrix.

In this episode, Joel and Chad interview Jim Durbin, the Indeed Whisperer, about the challenges and future of job boards and recruitment marketing. They discuss the decline in traffic and revenue for Indeed, the potential expansion into temporary staffing, the importance of social media presence for job boards, and the CareerBuilder-Monster merger. Jim shares his insights on the industry and predicts that a tech company may acquire CareerBuilder and that ZipRecruiter may face challenges. Chapters 00:00 - Introduction of The Indeed Whisperer 02:30 - Indeed's Challenges and Potential Expansion 10:10 - Indeed's Delcine and the Importance of Social Media 13:28 - X as a LinkedIn Killer 19:19 - CareerBuilder-Monster Merger 28:04 - Acquiring CareerBuilder and Challenges for ZipRecruiter Keywords job boards, recruitment marketing, Indeed, temporary staffing, social media, CareerBuilder, Monster, predictions, ZipRecruiter, Job.com, Apollo, Randstad, Talent.com

Another top-notch interview from our time at iCIMS Inspire in the spring. This one features Vanessa Burnaby, VP of Global TA at Avalara, a cloud-based tax compliance solution to handle every transaction in the world. Previously, Vanessa also served at Workday and SAP as a talent acquisition leader. She has been efficiently scaling and building strong teams, most recently, through recruitment automation, the ability to streamline processes and scale, primarily through focusing on strong analytics strategies. We don’t spend a lot of time interviewing TA pros with such a deep competency of the job and the industry, so this one is a must-listen.

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 syndrome "Owning it" Empowering people to be more confident The snakes and ladders of work in 2023 The five-second rule Does social media make things more complicated? The myth of perfection and the importance of being vulnerable Curiosity Showing up and leading by example AI & TA Internal mobility Using creators and influences to target specific pools of talent Listen to this podcast on Apple Podcasts.

We've featured several employers on the show with recruiting strategies focusing on hiring people with criminal histories. All of these employers have spoken about the benefits for the people they hire, the benefits they get from reaching new talent pools, and the benefits for society as a whole.  Despite this growing list of case studies, several misconceptions about hiring people who have been involved with the criminal justice system are holding many employers back. My guest this week is Shawn Bushway, a professor at the University at Albany and a researcher at RAND Corporation. Shawn has built a body of research on the impact of criminal background checks on employment, and his work informed the current standards of the EEOC. He now helps employers revise their background check policies to better reflect the science about re-offending and become compliant with EEOC guidance. In the interview, we discuss: How background checks have evolved Ban the box How the tightness of the labor market dictates employers' attitudes Common misconceptions The myth around recidivism Overestimating the level of risk Why crime type is irrelevant Making factually informed decisions Avoiding false positives Age, time, and number The role of government in creating practical, useable incentives to hire people with criminal histories Listen to this podcast on Apple Podcasts

The future path of remote work, and how AI fits in.

This week we welcome Laura Darrell, author of The Great Resignation: How coaching and leadership can help you win war for talent. Bringing the credibility of real life experience and impressive credentials, Laura’s new book explores the underlying drivers of the great resignation. She bring us the insights from global research that is undeniable.  Laura shares what millennials and GenZ are demanding from their leadership. It’s so simple yet so overlooked On this episode you will get this: the number 1 reason The Great Resignation happened (is still happening) is ….  People have options like never before in the history of work The fall out of working from home Job seekers want quality work

Film Room is a podcast series, part of the *Talent Chasing* show, hosted by Brian Johnson, Jasper Spanjaart, and Chad Sowash. The premise of *Film Room* is to break down important moments from interviews with notable figures, similar to how athletes analyze game footage after a match. In this particular episode, the hosts focus on an interview with Rodney Gilmore, a college football analyst for ESPN and ABC. Gilmore reflects on his experiences playing baseball alongside future Major League Baseball stars, emphasizing the importance of confidence in both sports and professional life. The discussion evolves into broader themes, such as the role of confidence in achieving success, the balance between confidence and competence, and the significance of staying focused on the present task. The hosts also delve into lessons about leadership, mentorship, and resilience, using sports analogies to connect these themes to the corporate world. Additionally, the episode touches on the societal pressures surrounding diversity, equity, and inclusion (DEI), especially in corporate settings, and the backlash against these efforts. Gilmore's personal insights provide a deeper understanding of the challenges faced by minorities in leadership, and the hosts argue for the importance of DEI in fostering healthier and more productive work environments. The episode emphasizes that whether in sports or the corporate world, success requires a combination of confidence, accountability, and a commitment to teamwork and equity. Chapters 00:00 Introduction 01:26 The Power of Confidence and Being in the Moment 06:04 The Importance of Diversity, Equity, and Inclusion 12:30 Strategies for Effective Diversity Initiatives 19:42 Treating People Equitably and Creating a Positive Work Environment 30:16 Conclusion

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 EVP and employer brand for specific talent cohorts Talent intelligence Geographical targeting and segmentation The role of technology The long term demand for digital talent The future of personalization in talent acquisition Listen to this podcast in Apple Podcast.

How can we get Recruiters to think more like sales & marketing without making them feel like the poor 3rd cousin? Especially when we start naming off all the great sales & marketing technology they get to do their jobs!  Thad brings 20 years of experience to Talroo as we talk a bit about what makes them unique, starting with leaving Silicon Valley and moving the office down the street from Indeed in Austin Texas. We converted sales metrics into recruitment terms and it fits really nicely Cost per applicant and the quality of applicants are the measure of success from recruitment marketing - but how do you get there? How do we move from screening out candidates to screening them in

Live at the HR tech 2022 conference, our guest Robin Schooling (VP of Growth and Innovation at Cielo) speaks with Mark Feffer about rethinking compensation for up-skilled employees, and how to transition your organization into a learning oriented environment. We're bringing everything back to our roots at this HR Tech conference. Companies are reenforcing their core offerings, and it seems sticking to what they're good at is the best way to shine. Products and organizations are trying to stay their course and make sure they're the best product for a specific goal, instead of trying to be the "all in one" solution that does everything in mediocre fashion. Buy, Build, or Borrow...the age old question. Borrowing skills will never go away, because it's always going to be the most efficient and quick way to solve a unique problem you'll only encounter a few times. Buying skills is difficult, as talent is scarce nowadays. Growing skills might just be the best solution in today's market. Who would have thought that growth platforms and LMS's have become a reasonable alternative to hiring platforms? The only issue is having to rethink titling and compensation for these up-skilled workers. Most companies want to grow their employees from within, but that comes with the added challenge of letting these blossoming employees shine in the manner that they deserve. Internal growth comes with more financial overhead than just the training process; you need to be comfortable with compensating these individuals more for their newly acquired skillset. Getting to a point where learning is acknowledged as an important organizational goal takes a lot of restructuring. Business leaders, upper management, and the company culture all need to be on the same page so that identifying internal growth opportunities is seamless enough to even attempt it. Propping up your employees is no easy task if you never have done it before, but with the right effort and mindset any organization that puts in the effort can get there. We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast!

The vast amount of hype, speculation, opinion, and hyperbole around generative AI can make it difficult to know how to start integrating it into the talent acquisition workflow. The long-term implications of AI for talent acquisition are profound, and it is essential for TA teams to get fully up to speed with current capabilities and use cases. So how can AI become talent acquisition's co-pilot, and where is the best place to start? My guest this week is Siadhal Magos, Co-Founder and CEO at Metaview. I'm getting tremendous insight into AI's potential by talking to super smart vendors who are baking generative AI into their product sets. Metaview is a perfect example of such a vendor. In our conversation, Siadhal shares his experiences on how AI can save vast amounts of time and resources in the interview process. In the interview, we discuss: Current market challenges How should employers react to the AI revolution? Turbocharging productivity The top-down drive for efficiency How will AI transform TA? Detection and pattern recognition Making sense of unstructured data in the hiring process How is the interview changing Building more transparency into the recruiting process The importance of specialist tools The future of AI Listen to this podcast on Apple Podcasts.

Recruiting grads or recent grads? This is a must listen episode as Steven Rothberg Founder and Chief Visionary at CollegeRecruiter.com joins Serge and Shelley. Steven is the only person in history that has ever moved to Minnesota for the weather (Not Really but it's a good story!) Do you need a degree to be in sales? Emphasizing GPA is not helping your DEI strategy. Employers should focus on building relationships with Career Services What is Handshake? Concerned about young employees job hopping? treat them well and pay them fairly Steven explains succinctly programmatic vs. performance based job advertising.

When we're talking about the future of talent acquisition, Generative AI has been taking all of the limelight this year. However, arguably, although it grabs fewer headlines, the steady evolution of skills-based hiring is potentially even more disruptive to traditional recruiting norms. There is an enormous amount of data, science and research going into understanding the relationship between skills and job performance, and the results are smashing some of our longest-held assumptions about hiring. My guest this week is Andy Nelesen, Global Head of Talent Acquisition Solutions at SHL. SHL has done an enormous amount of work to establish the link between skills and performance, and their research has revealed 12 skills that universally predict success. There is also a significant discrepancy between the skills employers ask for in job ads and the skills the science shows they actually need, so this is a must-list interview for everyone who wants to hire more effectively. In the interview, we discuss: Why understanding skills is so important The adoption rate of skills-based hiring What does potential mean? Overlaying soft skills against performance The 12 skills that universally predict success Why a growth mindset is more important than resilience and adaptability Moving away from academic credentials and previous experience Are skills the key to diverse hiring? Talent mobility What does the future of work look like? Listen to this podcast on Apple Podcasts.

The last few years have taught us that no one can predict the future. However, you can develop the insight necessary to make accurate forecasts with the right combination of trend analysis and strategic thinking. We are currently in a period of accelerated change in talent acquisition, and it is essential to understand the direction of travel even if we can't predict the final destination. We must anticipate the skills that will be required in the future, how we can recruit them, and how talent acquisition must change to be fit for this new purpose. My guest this week is Russell Beck, Director of Inspiration at ImagineThinkDo and author of a new book called "The World Of Work to 2030". The book looks at the megatrends shaping the future, and Russell's background and experience in RPO means he can provide some relatable insights into the likely future of talent acquisition. In the interview, we discuss: Six megatrends shaping the future Future skills and how we hire them AI is removing your uniqueness. From STEM to STEAM Artistic engineers The cost of bad hiring How does TA need to change How can we future-proof our careers? Follow this podcast on Apple Podcasts.

I've done a lot of research this year around the move to skills-based hiring and skills-based organizations. Having spoken to a large number of employers on this journey, it is very clear that success is predicated on looking at skills strategically, holistically, and in the context of both business and personal growth. Ultimately, employers need to think fundamentally differently about talent and reflect this new thinking in talent acquisition, talent mobility, and talent development. My guests this week have just published an excellent book encouraging CEOs to embrace this new mindset to build the adaptable, skilled workforce they need in a way that doesn't undermine personal growth and champions the employee experience. The book is called "The Talent-Fueled Enterprise," and it was great to be able to speak to all three of its authors, Mike Ohata, Larry Durham, and Eric Dingler, who between them have 85 years combined experience in leading talent at Fortune 15 companies. In the interview, we discuss: The current most common talent challenges The tension between people growth and business growth Shifting from tech skills to Skills, Attributes and Experience Skilling for human potential Building teams for growth, adaptability, and empathy Rethinking Talent Acquisition Becoming a skills-based organization The vital importance of talent mobility Employee experience The impact of AI What will work look like in 5 years time? You can get 30% off The Talent-Fueled Enterprise by following this link and using the code Recruiting24 Follow this podcast on Apple Podcasts.

As our working lives become ever more focused on digital screens and devices, how can employers ensure that they support their employees' mental wellness? Also, with the growth of digital tracking and surveillance in work technology, how can HR step up to defend cultures and long term productivity by ensuring people are treated as humans and not machines.  My guest this week is Dr Anastasia Dedyukhina, founder of Consciously Digital. Anastasia writes, speaks and coaches extensively around the impact of devices on wellbeing and the challenges around the use of technology at work.  In the interview, we discuss: Screens, devices and mental health Establishing boundaries and regaining balance How employers can help Productivity and deep work Digital presenteeism  Tracking and surveillance Why HR needs to step up What would an ideal world look like Listen to this podcast in Apple Podcasts.

As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly. The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it. My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to.  The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of change.  Brigette also highlights some excellent use cases, including how UI Path has automated onboarding to offer a quicker and more personalized experience. In the interview, we also discuss: How automation improves experience Why are HR and TA so hesitant about automation? How the employer/employee relationship has changed Automation driven personalization Thinking holistically and planning strategically  The impact of automation on jobs and careers Listen to this podcast on Apple Podcasts.

Steve Pemberton is Best Selling Author, Philanthropist, Acclaimed Speaker, and Senior Level Executive. He wasn't given a chance in the world; he proved them wrong. Steve's chance is now focused on change. In this interview we talk about the pace of change, the fluidity of change, scaling belief and purpose, the end state of remote work, the future of equity, who was responsible for getting companies through the pandemic, and more.  Steve was not given a chance in the world and now he's changing it. Enjoy!

Partnering with employers to identify and prepare employees for better-fitting roles.

Effective technology is a critical pillar of any TA strategy, and with the current unprecedented pace of innovation, regularly reviewing the tech stack is essential to success. However, securing a budget for new technologies can be difficult with the challenging economic backdrop. So what can TA Leaders do to ensure they make a compelling case for investment? My guest this week is Jeff Lackey, Founder of JKL Advisors, Former VP of Talent Acquisition at CVS Health, and former Global Head of Resourcing at Rolls-Royce. Jeff has unmatched experience in developing TA Tech Stacks and has some invaluable advice to share on building successful business cases for investment. In the interview, we discuss: Framework for bringing in TA technology Understanding how TA creates value for the organization Finding budget within the broader organization Creating an agile space to experiment Aligning tech stacks Avoiding long technology implementations How do you get leadership buy in? Developing business cases Leveraging EVPs Mapping talent challenges to specific business objectives Advice for TA leaders on dealing with the current market Quality candidate experience How will TA evolve over the next few years? Listen to this podcast in Apple Podcasts.

How software helps businesses reduce their risks, maximize opportunities and keep up with constantly changing regulatory requirements.

We discuss the challenges of incorporating data into hiring , how that impacts recruiters and what’s doing with Talview’s roadmap.

Video. All the kids are doin' it. But how about employers? Start-up JobPixel is pretty confident TikTok-style video is the future of recruiting. That's why Omar Khateeb CEO & founder at JobPixel decided to come on Firing Squad to pitch his company. Video may be the future, but is JobPixel the company that's going to bring it to the masses? Gotta listen to find out.

Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope. In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results? My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts.

Join us in wrapping up 2021 with CATK and Symphony Talent's Gina Alito. 

Welcome back to VOICES w/ Amy Butchko SAIC's Director of Talent Acquisition Solutions. This is the final episode of this 5 part binge-able series. We pick up the conversation around a debate in HR about augmentation vs. robots enjoy.  TOPICS: - Augmentation over Robots - Building Recruitment Teams - Wage inequity solutions - Moving Fast and Breaking Shit!

Amanda Young has just authorized an amazing children's book and she is here to share what drove her to write the book, "Jumo the Unicorn". Amanda is so transparent about her journey about how to drive inclusion and Jackye and Katee loved hearing about it all-including the animals! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

Live from the Shaker Recruitment Marketing Green Room at RecFest in Nashville! In the podcast, Chad Sowash and Joel Cheesman, dive into the evolving world of recruitment with Joel Lalgee, founder and lead recruiter at The Realist Recruiter. Lalgee, who transitioned from an agency recruiter to building his personal brand online during COVID, shares insights on the recruitment landscape. He emphasizes the importance of authenticity in recruitment, advocating for recruiters to be more human in their approach. The discussion highlights how companies are increasingly turning to social media for recruitment, stressing the creation of relatable content and the strategic use of social media influencers to align with company culture and target audience preferences. They explore the future of recruitment, predicting a rise in independent recruiters and Recruitment Process Outsourcing (RPO) models that leverage technology. Lalgee outlines his plans for 2025, focusing on content creation and establishing an RPO model, alongside discussing effective strategies for content distribution across various platforms to engage audiences more effectively.

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 effect support around information overload? Personal Knowledge Management Shifting from top down to individual The key elements of BASB Capture, Organize, Distill, Express The role of technology How I reactivated ten years of lost Kindle highlights Taking the first steps Listen to this podcast on Apple Podcasts.

What happens when you get HR's most dangerous podcast together with the industry's most popular TikTok celebrity? Yup, insanity! The boys bring on Leigh Henderson, A.K.A., HR Manifesto, to reveal the secrets of TikTok success for employers. We also dig-in to hear Leigh's story of how she went from Fortune 100 executive to social media darling. We'd write more, but you people apparently have no attention span whatsoever ... thanks, TikTok!

Corey’s leadership at employ Inc. (Owner of Jobvite, JazzHR, Lever etc..) makes us all envious; their executive and hiring manager’s commitment to the recruitment process sets the pace for all TA Leaders to follow.  For the love great research and reports, we go direct to the source with Jobvite | employ’s Q4 report and dig into the findings.  Jobvite | Employ Inc. report highlights: 46% of HR decision makers say their company’s hiring is being impacted by the economic uncertainty Eating their own dogfood, which ATS does employ use Quality of hire defined at Employ inc. Understanding how we ended up with 50% job offers being accepted by candidates

Allison King, VP of People Operations at Sound Physicians, shares her experience and insights on job searching and personal branding on LinkedIn. She emphasizes the importance of creating a strong LinkedIn profile and being active on the platform to build a professional network and showcase your skills and interests. Allison also discusses her approach to job applications, including reaching out to connections for support and leveraging LinkedIn Jobs. She highlights the value of being strategic in your outreach and making specific requests for assistance. Additionally, Alison shares her thoughts on job boards and the application process, recommending a focus on LinkedIn for professionals and entry level jobs, new grads alike. Chapters 00:00 - Introduction and Welcome 02:56 - Allison's Journey and Background 06:49 - Using ChatGPT for Resume and LinkedIn 09:57 - The Power of LinkedIn and Green Banner 12:41 - Content Creation and Networking on LinkedIn 15:36 - Navigating the Job Search Process 19:58 - ATS and Technology in Job Applications 24:10 - Job Boards and LinkedIn for Job Search 26:30 - Advice for New Grads and Early Career Professionals 28:21 - Conclusion and Contact Information Keywords job search, personal branding, LinkedIn, networking, job boards, application process, new grands, entry level jobs, job search tips, indeed jobs, ziprecruiter job search, LinkedIn tips, LinkedIn Green Banner, Open to Work

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 584: Talent-Centered Design Ep 585: Embracing Automation Ep 586: Removing Silos to Improve Hiring and Retention Ep 587: Getting The Basics Right Ep 588: AI, Background Checks and Quality of Hire Ep 589: Talent Acquisition As A Competitive Advantage Ep 590: The Road To 2030 Follow this podcast on Apple Podcasts.

Whether it's the Great Resignation or the Great Reset, whatever you choose to call it, it is undeniable that employers are currently finding it extremely challenging to attract and retain talent. So which strategies should companies be exploring to improve their odds in such a difficult market?  My guest this week is Christine Wzorek, CEO and Founder of White Label Advisors. Christine is a highly experienced HR leader and has essential advice about building holistic human capital strategies to deal with these incredibly challenging times. In the interview, we discuss: What is driving the Great Resignation? Employer engagement, happiness and fulfilment Adapting to the new reality Why talent acquisition needs to mirror sales Treating candidates in a hospitality orientated way Transparency in reward strategies Scaling L&D with technology Levelling the playing field for diverse talent Gender equality The future of talent acquisition and HR Listen to this podcast on Apple Podcasts.

What do front-line and deskless workers need – and want – from their technology?

This episode is a masterclass in understanding Talent Acquisition and Talent Management business strategy through the eyes of Manjuri Sinha, Global Director of Talent Acquisition at OLX, and Quincy "Queen of Chatbots" Valencia, VP and Research Director over HCM Tech at Ventana Research.  In this episode:  2021's Unethical Scaling and the impact No track of productivity metrics for Expensive Staff  Always buying and not upskilling  Attrition versus Upskilling and more!  Get ready to take notes.

We talk about how learning is evolving, what works and what might not, and Virti’s approach to it all.

At first glance, I didn't think this report would be very eye-opening. I. WAS. WRONG. The report stirs discussion around hard questions many HR and TA leaders have been asking themselves like. What happens when HR leaders are severely disconnected from front-line recruiters? What happens when it's harder to find recruiters than developers? What happens when recruiters turn down working for your company due to a shitty tech stack? Well, that day has arrived, and Aptitude Research's new report entitled: Talent Acquisition Technology and the Modern Recruiter only starts the discussions necessary in fixing a broken TA team, company, and industry. Chad and Aptitude founder, Madeline Laurano cover three of the seven key findings in the report.

The challenges of creating effective experiences with technology, and new approaches to experience design

The world of venture capital is a mystery to most. Who gets funded and why? What's the math around valuations? And why is there so much "betting on the jockey"? So many questions with so few answers. That's why we invited Jason Corsello, founder and general partner at Acadian Ventures, on the podcast. He'll help us better understand the unicorn parade from a few years back, which resulted in a VC winter, which has led to the gradual thawing of capital into the world of work. What kind of companies are getting his attention, and wallet share, and what advice does he give to startups looking to raise that first seed round of capital. The veils are being lifted and the crystal balls are coming out on this one. Enjoy. Chapters 00:00 Introduction and Background 03:14 The Unicorn Parade and VC Winter 07:16 Opportunities for Seed Investors 10:23 The Thaw and the Future of Venture Capital 16:23 Investment Themes: AI, Compliance, and Global Workforce 22:36 Advantages and Disadvantages of Incumbents in Leveraging Data 23:53 Challenges of Integrating HR Tech Systems 26:15 Evaluating Startup Pitches and the Importance of Referrals 29:55 Evaluating European Startups vs. US Startups 33:49 The Potential for Disruption in the ATS Market 35:23 Best Bets, Worst Mistakes, and Missed Opportunities in Venture Capital

Social media is hotter than ever! Okay put your phone down it's not time to check Tiktok for pet videos and NBA highlights! You'll want to hear all the latest background check trends with social media with the president of Social Intelligence Social Screening Bianca Lager. Should screening social media be a standard hiring procedure? Is social screening even more important during the age of remote work? What about detecting bias and intolerance? You'll hear answers to those questions and much more in this Nexxt-powered podcast!

Today, we talk with Sherrie Fernandes, vIce president of product management and user experience at Globalization Partners. Their platform makes it easier for businesses to hire and manage international talent.

The “action” aspects of data, why data matters to engagement, what it does for managers and the importance of organization-wide knowledge.

In this episode, Scottish footballer Nicki Paterson shares his journey from playing professional football in Scotland to receiving a scholarship to play in the US. He discusses the differences between scouting systems in Europe and the US. Nicki also talks about the importance of his father's support and the impact of playing sports on his own children. Today, Nicki Paterson is Chief Growth Officer at Solutions Driven and shares his journey from playing soccer to transitioning into the corporate world. He discusses the challenges and opportunities he faced in his soccer career. Paterson also talks about the evolution of Major League Soccer (MLS) and the impact of players like David Beckham. In the corporate world, he emphasizes the importance of hard work, authenticity, and data-driven decision-making. Paterson also highlights the need for continuous learning and being a student of the game in both sports and business.

The SCOOP! Plum is launching Thrive & Flourish Knowing that 68% of hard skills wont exist in the next few years, TA and Talent Management need tools to ensure their people are in the right job. Jason reveals what PLUM scientists have been hard at work on  PLUM Flourish the free assessment for job seekers will now offer career mapping For the ELT with vision to lead their company, PLUM Thrive introduces Culture Mapping To address the culture gap, Talent Management now has the technology to align hard skills and soft skills in just over 8 minutes!   230% growth in 2 years - PLUM is the overnight success that took 12 years to build!

Modo Labs CEO Andrew Yu on how employers can put no-code development to use.

The pandemic created a moment of realization and momentum about the importance of wellness at work and employers' role in this. Four years on from the the first Covid lockdowns, it has become apparent that an effective wellbeing strategy plays a vital part in talent acquisition and retention. So, how should employers consider their employees' wellbeing? What support can they offer, and how do the employer and employees benefit? My guest this week is Luke Bullen, VP of Wellhub in the UK. Wellhub connects employees to the best options for fitness, mindfulness, therapy, nutrition, and sleep. Luke has some fascinating and valuable insights on the latest thinking about wellness and its strategic importance to all employers. In the interview, we discuss: The continuing momentum around wellbeing and why it is a board-level issue The relationship between wellbeing and work Talent Acquisition, Productivity, and Retention The significant ROI of corporate wellbeing investments Are employers harming their employees? Being a catalyst that reduces barriers Thinking about wellbeing holistically What are the small steps every employer can take What does the future look like? Follow this podcast on Apple Podcasts.

We discuss about PayActiv’s products, how it sees the market and where it hopes to go.

How the talent market’s changed over the last few years, how companies approach diversity, and the joys of product integration.

Recording from the media center at Ceasar’s Forum conference center, we talked to the man behind the vision of Unleash.ai CEO Marc Coleman 200 speakers 3,000 in total attendance 150 vendors with 62 start ups in HR Tech Starting in 2011 in Amsterdam with 400 CHROs at a roundtable, the evolution of a world wide conference bringing together people and HR tech began to bloom. I By 2017, the HR Tech World Congress had its first North American event and found its home in Las Vegas. With a sharp focus on improving the experience, Marc hints at bigger and better future events. AI is accelerating the need to adapt quickly in the HR World! If we're not careful it might stand for Hardly Relevant A huge thank you for inviting The Recruitment Flex and allowing us to share great learnings, trends and exciting technology with our audience.

Findem's Danny Wen talks about strategy, data and talent acquisition

Think the time you've put in at your current employer is impressive? Well, let us introduce you to Matt Lavery, Global Director of Sourcing, Hiring and Onboarding at UPS ... since 1997. That's right, while you were listening to Radiohead's OK Computer, Matt was cutting his teeth in the competitive business of global package delivery. Needless to say, he's seen a lot, and he's droppin' all kinds of knowledge bombs on listeners of all ages on this episode. From changes in tech to the ebbs and flows of labor unions to what it's like hiring for 200 countries and territories, this has it all. Shoot, we even throw in some healthy banter on the upcoming NFL season and why Chicago Bears fans should be as optimistic as they were in 1985. Da Bears, indeed.

We talk about the movement of analytics into HR, the notion of providing access to end users, and some recent moves the company’s made,

One of the key themes I've observed emerging over the last few years is the need for employers to think about talent holistically. To achieve this, progressive organizations are already breaking down the barriers between talent acquisition, talent management, and L&D. The central tenet is Strategic Workforce Planning (SWP). So what does effective SWP look like, how is AI changing thought processes, and what role does Talent Acquisition need to play? My guest this week is Sadhana Bhide, Strategic Workforce Planning Subject Matter Expert at Faethm by Pearson. Sadhana has expert insights to share on the current state and future development of SWP, and this is a must-listen for TA leaders everywhere. In the interview, we discuss: What is SWP, and why is it so important? Unique strategic advantages Engaged workforces The 6 Bs that underpin SWP The impact of AI on jobs What role should Talent Acquisition play in SWP? Common roadblocks and challenges Best practices to measure success Establishing a learning mindset and a culture of change readiness What does the future of HR look like? Subscribe to this podcast in Apple Podcasts.

One of the biggest challenges of remote and hybrid working is the lack of face-to-face connection that humans need to be fully engaged and productive. This is always one of the main arguments for employers attempting to return their workers to the office. However, the advantages of remote and hybrid working are considerable, and forcing people to work five days a week back in an office isn't necessarily the best way of dealing with the challenges. So what can employers do to foster a sense of connection, belonging, and engagement and provide the scaffolding for high-performing teams? My guest this week is Sophie Bailey, Co-Founder and CEO of Worktripp. Worktripp is an Airbnb for business offsites, and Sophie has some hugely valuable insights to share on supercharging connection, creativity, and culture. In the interview, we discuss: The importance of face-to-face connection The consequences and cost of disengagement Why returning to the office isn't the answer Bringing people together in a memorable way Offsites to increase retention and drive creative ideation Which companies do this well, and how do they do it The importance of environment Designing an effective offsite and why you shouldn't start with logistics Long term planning to develop connection What does the future of work look like? Subscribe to this podcast in Apple Podcasts

This week on TRF we cover: Wayfair CEO says uses his outside voice - again. He thinks he’s Elon Musk and can get away with saying whatever pops into his head. Its cringe worthy. Flockity, friend of the show Tracy Parsons creates the first Influencer platform for jobs. Hiring Branch study shows some surprising data on language skills connection to success on the job. In the News Canada pumps the brakes on the number of International students, for all the right reasons. WebMD parent company Internet brands return to office video is so bad, we don't think their employer brand will ever recover. Tip of the Week The top 15 jobs people want to quit. This list is a recruitment marketer's dream. Leverage this for the skills that will easily transfer to your organization.  Recruiting Insights The weirdness of the US labour market continues. Job seeker behaviour is changing, more discerning than ever before.  Job postings in November took a nose dive and the rate of hiring dropped like a rock too, something we’ve not seen since the 2008 crash. Adriano Herdman strikes again. This week is the 21 Talent Acquisition Tatics comparison chart. Just brilliant.

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 people with disabilities    •   Building the right level of trust to allow people to be themselves    •   Hidden disabilities    •   The benefits of inclusion    •   Lessons from the pandemic    •   Hopes and predictions for the coming years Listen to this podcast in Apple Podcasts.

We talk about recruiting, recruiting in this economy, the Great Resignation and more.

*Film Room* is a podcast series, part of the *Talent Chasing* show, hosted by Brian Johnson, Jasper Spanjaart, and Chad Sowash. In this episode, the hosts break down an interview with bestselling author Jeff Perlman, discussing themes such as mentorship, personal growth, and the value of humility. The conversation focuses on how Perlman's journey as a writer shaped his career, emphasizing the importance of fundamentals in any profession. The hosts discuss how leaders and mentors play a crucial role in helping individuals grow by pointing out areas of improvement, while maintaining a focus on humility and continuous learning. The episode also touches on the value of character versus individual performance, using examples from sports and business. The discussion explores the idea that even high-performing individuals can be detrimental to a team if their character is flawed, highlighting the importance of building strong teams over relying on individual talent. Throughout the episode, the hosts reflect on how these lessons from Perlman's career apply not only to sports but to leadership and corporate environments, making connections between success, mentorship, and the long-term health of a team.

Allyn & Tracey have a fascinating conversation with Coby Schneider from Intel. Coby has a an intriguing career path from TA operations and recruitment marketing focus to embedding within the business to drive workforce strategy and workplace of the future programs.

What employee experience is made of, the importance of communications and what employers think of it all.

The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle. So how can this be done, and what advantages can it bring? My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring. In the interview, we discuss: How the market is evolving The changing balance between talent acquisition and talent management TA's responsibility for retention Combining hard skills and soft skills Pace paradox versus business latency Focusing on the skills you need rather than the skills you have The evolution of the recruiting process Building alignment between talent acquisition, talent management, and hiring managers The importance of one universal dataset The role of AI Follow this podcast on Apple Podcasts.

welcome back to VOICES w/ Amy Butchko SAIC's Director of Talent Acquisition Solutions. This is episode 4 or a 5 part binge-able series. You're gonna love this episode!   TOPICS: - The Great Resignation - Talent Pipelines are not instant - Where are the robots?!? - AI is a puppy

Matching is hot, but no one has cracked the SMB market. Enter The Sieve. Yeah, we know, horrible name, but how's the tech, strategy, and team? COO and co-founder Michael Yinger, an industry veteran who's done time at PeopleScout and Randstad, thinks he's got some good answers. But listeners know Chad & Cheese will have the final word on this startup that's looking to face the Firing Squad unscathed. Does he come out alive? Gotta listen to find out. Firing Squad is brought to you by those crazy programmatic geniuses over at Pandologic. Get better results with a more targeted approach to attracting candidates? Check out Pandologic.com!

TA Leaders are under tremendous pressure as we move through 2023. Many are dealing with acute talent shortages, others have to downsize their team, and everyone is attempting to make sense of the implications of rapidly advancing AI technology. Whilst the immediate pressure can drive a focus on short term thinking, there is a massive opportunity for the TA Leaders who take a longer term view to reposition Talent Acquisition within their organization strategically. So what is the opportunity here, which other business functions can we model from, and what practical steps do TA Leaders need to take? My guest this week is Graeme Paxton, Founder and CEO of Caraffi. Carraffi is on a mission to make talent the engine room of everyone's organization, and Graeme has a vast amount of experience in helping TA Leaders think strategically. In the interview, we discuss: The current state of the market The strategic opportunity in challenging times Changing where TA sits in the organization Breaking the cycle When hiring volume decreases, the importance of hiring increases Shortage in critical skillsets What TA can learn from the strategic evolution of Marketing The three questions that keep CEOs up at night Aligning metrics with the business balance sheet How to measure the business impact of TA From transactional service to business driver Understanding the vision of your business to identify future critical skillsets How far in the future should TA Leaders be planning? Can TA Leaders be the CEOs of the future? Listen to this podcast in Apple Podcasts.

One of the key themes from my conversations with TA practitioners on the podcast this year has been the importance of flexibility and agility. This isn't surprising, as we seem to be bouncing between panic mass hiring and panic mass layoffs faster than ever when it comes to in-house recruiting teams. This situation can't be sustainable! However, opportunity always comes out of chaos, and outsourcing to achieve the flexibility needed in these disruptive times is certainly something on the radar of many employers. So how are RPOs evolving to meet the current market conditions, and what might the future of TA function look like? My guest this week is Don Farr, Managing Director North America at Talent Works. Don is a highly experienced previous Head of Talent Acquisition and is the perfect person to talk to about the future relationship between TA and RPO. In the interview, we discuss: Talent Acquisition challenges for 2024 The evolution of RPO since the pandemic Hybrid, customized and project-based. RPOs versus Agencies Implementation and Onboarding Innovating with technology What will the TA Team of the future look like? Listen to this podcast on Apple Podcasts.

🎙️ In this engaging episode of The Inclusive AF Podcast, hosts Jackye Clayton and Katee Van Horn sit down with Dr. Carol Parker Walsh to delve into the power of authenticity, emotional intelligence, and inclusive leadership in the modern workplace. 🌟 Dr. Walsh, an executive leadership consultant and advocate for women and women of color in organizations, brings her expertise to the table, sharing insights on reframing executive presence, creating psychological safety, and integrating technology without losing human connection. 🌍 Join the conversation about embracing authenticity at work, challenging traditional molds of behavior, and promoting inclusivity in hiring and leadership practices. Hear personal experiences, expert advice, and discussions on the importance of grace, empathy, and creating spaces for individuals to be their true selves. #InclusiveLeadership #AuthenticityAtWork #EmotionalIntelligence #GraceInLeadership #CulturalChange #InclusiveWorkplaces #DiversityAndInclusion #PsychologicalSafety #TechAndHumanConnection #EmpowerWomen Don't miss out on this thought-provoking discussion – tune in now! 🎧

Evolving VR production and solutions throughout the organization.

Jim McCoy, CEO of Atlas, joins the Chad and Cheese podcast to discuss the rise of Employee of Record (EOR) platforms and the future of remote work. McCoy explains that EOR platforms help companies employ people in countries where they don't have a legal entity, supporting global mobility and recruitment. He also discusses the convergence of EOR and staffing, the challenges of safeguarding intellectual property in the gig economy, and the normalization of salaries based on cost of living. McCoy believes that the success of companies like Deel in the EOR space is beneficial for the entire industry, and he envisions an ecosystem that supports recruiters and helps them find the best candidates. Chapters 00:00 - Introduction and Background of Jim McCoy 08:50 - Convergence of EOR and Staffing 11:45 - Supporting Recruitment and Hiring Across Borders 14:00 - Safeguarding Intellectual Property in the Gig Economy 19:54 - Normalization of Salaries Based on Cost of Living 25:22 - The Success of Companies like Deal in the EOR Space 29:48 - Building an Ecosystem to Support Recruiters Keywords Jim McCoy, CEO, Atlas, Employee of Record, EOR, remote work, staffing, intellectual property, gig economy, salaries, normalization, global mobility, recruitment, ecosystem

In this episode, Katee and Jackye chat with Brandolon Barnett. Brandolon is the author of Dreams Deferred: Recession, Struggle, And The Quest For A Better World. An agent of change in the social impact area, speaker and philanthropist, Barnett was recently elected as @ANC1A commissioner for District 1A06 in Washington, D.C. He was formerly head of corporate social responsibility industry solutions in Salesforce.org’s philanthropy cloud and is the founder of the Democratize Ventures investing and advisory institute. Barnett has promoted development and volunteerism on three continents, led the Bill and Melinda Gates-funded Growfund donor-advised fund effort, and participated in research and consulting engagements at the Council on Foundations and Global Impact. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

As we move through the third anniversary of the first lockdowns, it is a good time to reflect on how the pandemic has changed our attitudes and expectations towards work. Employers now have to think very differently about culture, employee experience, and recruiting. The new generation joining the workforce is also driving some very different thinking around career progression. My guest this week is Abby Hamilton, Chief People Officer at LiveIntent. Abby has valuable insights about the importance of creating a human-centric approach to work where employees feel seen, heard, and recognized. In the interview, we discuss: Current talent market challenges How tech layoffs are creating opportunities The legacy of the pandemic Culture, Employee Experience, and Recruiting Wellbeing Changing career expectations from changing generations Video gaming and careers progression The role of technology Asynchronous communication The future of employee experience Listen to this podcast on Apple Podcasts.

We talk with Shay David about the labor market, automation and the changes in store for business,

Keeping employees is as difficult as attracting employees at the moment, and, as ever, it is particularly tough in the tech sector. The relationship between employees and employers is changing, and shared values are a vital part of this. My guest this week is Michel Visser, VP People Success & Enablement at software company Unit4. Unit4 are taking a holistic values driven approach to recruitment and retention. It is also a strategy based on innovation and experimentation, and Michel has some extremely valuable perspectives to share. In the interview, we discuss: Recruiting challenges in tech Talent on the move Making work more than transactional Taking a holistic view of employee success Being innovative with compensation and benefits Meaning versus tokenism Using core values as a compass Demonstrating values through candidate experience What is the future of work? Listen to this podcast in Apple Podcasts.

We talk about the impact AI might have on HR, legislation that touches AI, the realities of bias and, of course, ChatGPT.

Chats with Smart People Featuring Jeanne Achille. Tremendous amounts of talent are being lost to our society just because that talent wears a skirt. Shirley Chisholm (New York State Representative, educator, and author) Have you ever met someone and was like wow! You’re amazing! Can we be friends! Well, this is the energy that Jeanne brings. Jeanne is the Guru of the Women HR Tech conference. She is an original OG in the battle to raise the voices of women in HR technology. 28 years ago, in 1994, Jeanne created The Devon Group which is a PR (Public Relations) agency.  She has supported thousands of new products, services, and companies throughout her career.  She is the FIRST woman chair of the HR Technology Conference. (Virtual & In person) Superhero powers: PR, marketing, public relations, social networking, social media, speaker bureau, analyst relations, writing, case studies, and content marketing. Today’s episode includes the following Jeanne shares her experiences of being a CEO. Pros & Cons Proud moments  SEXISM Women in HR Tech Asia, Is there a different vibe? Internal Equity for women driving start-ups and why they don’t move up the ladder. Value of Diversity Belonging to an organization What women feel and think when working or going anywhere in public. Does the underlying alertness, make for better visionaries? The Pandemic and showing up for you.  The impact of women in HR Tech supporting each other. Expand your HR Tech network and insights by joining the HR Tech Conference. March 1-4,2022. https://www.hrtechnologyconference.com/    Reservations are FREE, so you have no excuse Find Jeanne on: Linkedin.com/Jeanneachille Website: devonpr.com Twitter: jeanneachille and devongroup

How employers work with vendors, why even small businesses need data and technology’s role in keeping everybody happy.

The amount of technology available to TA teams has exploded, and innovation is moving so rapidly that it is almost impossible to keep up. In a world driven by shiny objects syndrome taking a long-term strategic view when it comes to TA technologies is crucial. However, the challenges around this are considerable and are not just about the amount of choice. TA leaders need access to specialist skills to help them make the right decisions and, simultaneously, need to ensure their voice is heard within the business around tech procurement. My guest this week is Rob Cohen, TA Ecosystem Manager at Philip Morris International. Rob has the kind of role I can see becoming more common in TA Teams in the future. He is a genuine technology expert who sits outside the IT function and is responsible for all the technology that touches candidates and helps recruiters do their job. Rob has some fascinating insights on technology strategy, TA tech stacks, and the AI-driven future, making this an absolute must-listen interview. In the interview, we discuss: The importance of Talent Acquisition owning its own tech Skills and stakeholders Translating business needs into tech requirements. Being strategic with technology, not tactical Dealing knowledgeably with vendors Open AIs Using systems for what they are designed for Platforms versus point solutions The complexities of operating globally Is there such a thing as a perfect TA tech stack? The current and future role of AI Personalized recruiting automation The future role of the TA team Listen to this podcast on Apple Podcasts.

In this episode, Jackye and Katee get to talk to Julien LeFort. Julien has a passion for developing people and for empowering them to learn, grow and discover their inner selves. His journey has taken him through the implementation of people development programs around topics such as culture and values, employee engagement, mentoring, training, leadership development, and building competency-based frameworks. We talk about this and about how to become more resilient.

This time last year, most of us hadn't heard of generative AI, but it has dominated our industry discourse in 2024. The dramatic emergence of generative AI has illustrated how fast disruption is accelerating and has made us think deeply about the future of talent acquisition. Back in July at RecFest, Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, invited me to join him for a fireside chat about the potential impact of generative AI on TA. Even though three months is a long time in AI, this is still a very relevant discussion where we attempted to unpick what is happening and understand how AI is shaping the future of talent acquisition. In the interview, we discuss: The AI hype cycle Does AI take away tasks or jobs? The pressure for change that is coming from the top of organizations Strategic workforce planning and hiring for future skills Moving from being operational to being strategic The transformation of marketing Democratized access to technology Is this the end of recruiting norms that we take for granted? Being relentlessly open-minded and questioning everything The future workforce talent and skills crisis Listen to this podcast on Apple Podcasts.

It does feel like 2024 could be the inflection point where we can push away the hype and start to see what impact AI is really going to have on talent acquisition. Continuing my end-of-year theme of trying to find the signal in all the noise around generative AI, I wanted to get the perspective of a TA technology innovation practitioner to help us understand more about what 2024 might bring. My guest this week is Tom Chevalier, General Manager at Appcast Labs, a division of Appcast that focuses on innovation and creating the next generation of recruiting technology. Tom and his team are literally building part of the future, and unsurprisingly, he has some valuable insights and important advice to share. In the interview, we discuss: Where we are in the AI Hype Cycle The bundling of AI into established TA technologies Seeing through the marketing spin Where are the most interesting investments being made? What problems does AI solve, and what new issues does it create? Transforming the recruiting process Disruption in contingent staffing Use cases Implications for the careers of TA leaders and recruiters Download a copy of Appcast’s 2024 Recruiting Trends whitepaper Listen to this podcast in Apple Podcasts.

Expanding candidate pools, speeding up the recruiting process and diversity hiring are all key talent acquisition challenges in 2022. While technology is never a magic fix everything solution, it is becoming evident that as AI becomes more sophisticated, it can offer employers some of the tools needed to meet these challenges. So what are the latest use cases for AI in talent acquisition, and how is it driving skills based decision making? My guest this week is Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold. Andrea was formerly Global Head of Talent Acquisition at American Express and has some unique insights into the development of AI in recruiting. In the interview, we discuss: What it takes to be successful in the current recruiting landscape Modernising talent acquisition Speeding up recruiting using skills intelligence and automation The danger of leaving the strongest candidates on the table Using adjacent skills to broaden candidate pools DE&I and skills based decision making Listen to this podcast on Apple Podcasts.

In this episode, we talk to a friend of the podcast, George LaRocque about all things technology. George is the Founder of WorkTech. The source of truth for industry data on emerging HR tech innovation. He is also a Founding Partner Impact WorkTech Accelerator - Market Analyst, HR & Tech Advisor, HR leader, and HR tech industry executive. And wow- he comes with some great knowledge! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

In this compelling episode of Talent Chasing, hosts Brian Johnson and Jasper Spanjaart interview Andy Papathanassiou, whose extraordinary journey takes him from a Stanford football star to NASCAR's first-ever pit crew coach. Andy shares how a severe back injury ended his sports career but led him to revolutionize NASCAR pit crews. Listeners will hear about Andy’s innovative approach, bringing athletic discipline and consistency to the pits, and transforming pit stops into a well-coordinated team effort. His work with Hendrick Motorsports and driver Jeff Gordon resulted in groundbreaking success and numerous championships. Andy also discusses the parallels between sports and business, highlighting lessons in teamwork, practice, and perseverance. Now a keynote speaker, Andy uses pit crew simulations to teach high-performing team dynamics to business leaders. Chapters: Introduction and Guest Overview - 0:00:14 Andy Papathanassiou's Journey Begins - 0:01:04 First Ever Pit Crew Coach - 0:01:39 Discovering NASCAR and Breaking In - 0:03:10 Moving to Charlotte - 0:07:26 The Importance of Consistency - 0:24:16 Innovations in Pit Crew Dynamics - 0:28:42 Impact and Adoption of New Methods in NASCAR - 0:29:41 Pit Crew Training and Development Programs - 0:30:33 Keynote Speaking and Team Building - 0:31:03 Applying NASCAR Lessons to Business - 0:34:15