HR Interviews Playlist

We've talked about generative AI a lot this year and its incredible potential to change and disrupt talent acquisition. A lot of our industry conversation has been about creating with Large Language Models to generate recruitment marketing content and automate interactions with candidates. However, the impact of AI goes much deeper than this, and its effect on the speed of vendor innovation is highly significant. AI is already changing the way candidates are found, and matches are made and has the potential to make boolean searching and keyword matching obsolete in a very short space of time. So what is the art of the possible here, and how can TA Leaders ask the right questions of vendors to ensure they are dealing with genuine products that are ethical and legally compliant? My guest this week is Mark Chaffey, CEO of Hackajob. Hackajob has integrated generative AI into its technology to vastly improve matching between candidates and roles. At the same time, they have a strong focus on using AI to improve diversity in tech hiring and are already getting some significant results. In the interview, we discuss: Every company is a tech company. Market differences between the USA and Europe The continuing skill shortage in tech The impact of generative AI on vendors Building technology that actually solves problems Moving beyond boolean and keywords with richer LLM-driven datasets The questions TA leaders need to ask vendors Improving diversity in tech hiring Opt-in self, disclosed diversity data. Will AI change the way we think about skills and hiring What does the future look like? Listen to this podcast on Apple Podcasts.

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.

Evolving VR production and solutions throughout the organization.

“Is recruiting dead?” On this episode, Chad Sowash goes straight for the jugular and doesn’t let up. Fortunately, Amy Butchko, VP of TA at Maximus, is light on her feet and takes everything the boys throw at her and counters like the true champ she is. This interview was part of ATAP’s recent online event and covers all things A.I. when it comes to hiring. From audits to legal minefields to messaging to budgeting and everything in between, this one’s got it all, including Q&A with the live audience of recruiting veterans.

We welcome Parker Pell from AbodeHR on this week's episode. HR Tech Founders who have never worked in HR, Park your bias at the door until you listen to this episode. 3 university students have the same experience. They begin to wonder if this is a chronic issue or isolated event. They reach out to hundreds of sources to find out, it's a classic problem that has plagued campus recruiting since the 1990s. Although GenZ gets lots of bad press, they are not the first generation to feel ghosted by employers who swoop onto campus in September then crickets until your internship or new grad role is supposed to start. AbodeHR solves the communication black hole. A simple and elegant solution to an age old problem. Remote work, work from home, in the office? What GenZ wants.

Effective LinkedIn outreach can be the difference between a recruiter on Skid Row and one on Easy St. One start-up that promises to put headhunters on the fast track to champagne ‘n' cocaine is HyperJob, a solution that says it”ll replace your plain-text job descriptions with interactive job microsites. The solution, founded by Janis Kreilis, CEO and co-founder, uses A.I. to evaluate LinkedIn profiles and craft individual messages with artificial intelligence from there. Hmmm, another start-up relying on LinkedIn for its success. What could possibly go wrong? Gotta listen to see if HyperJob survived the Firing Squad or not.

Regular listeners will know just how essential I believe it is for talent acquisition to learn the art and science of storytelling. Being able to craft stories that resonate isn't just part of effective recruitment marketing; it is vital to building internal stakeholder engagement and developing more influence to move TA up the corporate strategic value chain. So why is effective storytelling so powerful, and how can we all build our skills in this area? My guest this week is Karen Eber, CEO of the Eber Leadership Group and author of a new book called The Perfect Story: How to Tell Stories That Inform, Influence and Inspire. The book deals with the science and structure of good storytelling in business and is full of advice that can help everyone tell more powerful and engaging stories. In the interview, we discuss: What happens to your brain when you listen to stories? Being memorable and engaging Why business storytelling is so important Understanding your audience Conflict as fuel to drive the narrative Telling stories with data Context, Conflict, Outcome and Takeaway How do you know if your story is resonating? AI and storytelling Listen to this podcast in Apple Podcasts.

Why bad behavior hurts business

The talent acquisition landscape is changing rapidly. 2024 has been difficult for many people in the profession, with many layoffs and an incredibly tough job market for recruiters. At the same time, advances in AI and automation technologies are driving types of change that we couldn't have imagined a few years ago, and post-pandemic labour shortages are still a reality in many talent markets. All this disruption is forcing employers to think differently about jobs, work, skills and recruiting, creating an incredible opportunity for talent acquisition to illustrate its long-term value to the business. So what role does TA play in the future, and how can TA leaders prove its strategic value when many of their teams are being downsized? My guest this week is Jessica Zwaan, COO at Whereby. Jessica is a cutting-edge HR thinker and has written a book detailing how People Ops should be run using product management principles. In our conversation, we talk about the future role of TA, and Jessica offers practical advice on how TA leaders can prove their strategic value. In the interview, we discuss: Talent market challenges Building a people team like a product team Work as a subscription model Output metrics and funnel thinking Why businesses cutting TA teams are getting it wrong Building tools and products for the employee subscription lifecycle The shortcoming of working in silos Closing the gaps between TA and People Ops Can existing HR functions evolve towards this model? A COO's advice to TA Leaders on proving their strategic value What TA can learn from marketing The impact of AI and what the future might look like Listen to this podcast in Apple Podcasts.

The rush to create AI solutions, and how technology is changing the work of HR

In this episode, Katee chats with Becky Evan about her research around social identity theory (SIT) to examine how White diversity, equity, and inclusion (DEI) professionals perceive their role and contributions to advancing workplace DEI. people doing DEI work. Becky is an Associate Professor in a business school specializing in Diversity and Inclusion. Her research and experience is focused on enhancing an organization's diversity and inclusion programs. She is especially interested in breaking concrete and glass ceilings so women and people of color can flourish in leadership positions. You can get a copy of the research Becky recently co-authored here: https://www.emerald.com/insight/conte... 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

Text messaging, or SMS, first came into prominence two decades ago by voting on American Idol, but the technology is as hot as ever for employers. It’s starting to look like text recruiting is here to stay. That’s why we invited Rick Koerner, VP of unified communications at UPS on the podcast. Rick has been texting with job candidates for almost a decade, and he brings his best tips and takeaways to the podcast. Along the way, he throws in anecdotes on all things UPS, like how deliveries only happen one right turn at a time to increase efficiency, and his own story about why he doesn’t have a LinkedIn profile. Say what?!?!?

If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition. Over the next two episodes, I will dive deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future. My first guest is Stephane Rivard, CEO and Co-Founder of Hiring Branch. Several Hiring Branch's customers have used technology to move away from human interviews completely. Stephane talks us through the results they are getting and the implications for the future of talent acquisition. In the interview, we discuss: Is recruiting automation gaining traction? Predicting job performance via scenario-driven assessment Previewing the work and showcasing skills Removing bias Will this approach spread beyond high volume? Hiring within 24 hours Selling the role and organization Improving the quality of hire Resources, efficiencies, budgets, legislation and regulation Recruiter career prospects and advice to TA leaders Listen to this podcast in Apple Podcasts.

Attitudes to work are more complex and varied than ever, making identifying trends and patterns harder. There are currently critical questions around retention and productivity that employers need to understand. So, how can we make sense of our ever more complex motivational drivers and attitudes to work? ADP have access to massive human capital management datasets, and by combining this data with qualitative research, the ADP Research Institute is helping to shine a light on complex questions about work. ADP Research Institute has recently launched a new quarterly workforce report called Today At Work, and my guest this week is Ben Hanowell, their Director of People Analytics Research. As well as looking at patterns in worker sentiment, the report has revealed a surprising inverse relationship between promotion and retention. In the interview, we discuss: Using data to make sense of the labor market The vital importance of retention The Employee Motivation and Commitment Index The impact of promotion on retention Implications for talent acquisition Why having a good bench is important Individual contributors vs. manager Why career development doesn't end with promotion Motivation and commitment are a state, not a trait. Listen to this podcast on Apple Podcast.

We talk about how AI helps manage deskless workers, the dynamics of usability and other concerns of the front line.

During this episode, Jackye and Katee chat with their friend, Sarah Morgan about conferences overall and a wonderful summit she is hosting in October. The HROI (Human Return on Investment) Summit is going to be an amazing event with practical advice from HR practitioners who don't just know the ideas, they show you how to implement it in your own organization. For tickets to the HROI Summit, click on the link below and use "inclusive AF" at check out to get a major discount! https://events.humareso.com/hroi/2023 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

Changes in learning, the role of AI and how advanced technology could make it all more dynamic.

The way we describe work and jobs is mostly by long-standing assumptions that have been in place since the Industrial Revolution. The world is now a very different place, and the employers breaking free of our ingrained mindsets around jobs and recruiting are giving themselves considerable talent market advantage. My guest this week is one of my favourite thinkers around the reinvention of work. Dart Lindsley is Strategic Advisor for People Experience at Google. Dart believes that rather than being seen as resources or units of production, employees are actually customers of a product we call work. There are some vast implications for talent acquisition here, and this is a must-listen for anyone developing a strategic plan for the future. In the interview, we discuss: How we should be looking at work The legacies of the industrial age A multi-sided business Business architecture Employees as customers, not as units of production The implications for HR Bringing marketing thinking to HR Market research, product market fit and route to market Work as a subscription model A land and expand sales motion Job to be done theory How do recruitment marketing and employer branding need to evolve A different data model for describing work The implications of AI What does the future look like? Listen to this podcast on Apple Podcasts.

What a start-up calls itself usually says a lot about it. It can also say a lot about its prospects for future success. Enter Skillit, a company that connects the supply of skilled workers with contractor demand in the $1.6 trillion annually construction industry through its platform for sourcing, skills assessment, hiring, and training. And you thought a name like Skillit would be serving Grand Slam breakfasts at your favorite brunch spot, didn’t you? Nope, and Fraser Patterson, founder, and CEO of the company is on Firing Squad to tell you why he’s the next big thing? Hey, we’ll be the judge of that, pal. Listen and reveal Skillit’s fate.

Europe has been a leader when it comes to passing laws that protect individual privacy and support pay equity for years, and a new law taking hold will require a large number of companies to publish salary ranges just a few short years from now. It’s all pretty detailed - and probably pretty confusing to a lot of Americans - which is why we invited Maria Colacurcio, CEO at Syndio and Anita Lettink, future or work speaker & HR tech advisor, to the podcast. We have so many questions, and it’s a good thing they have all the answers. If you’re doing business in Europe, it’s a must-listen. And if you’re in North America, it could be a crystal ball into the future. https://synd.io/blog/eu-pay-transparency-cheat-sheet/

This week while we're enjoying Recfest in Nashville we decided to release a recent webinar that we did with the crew at Nurse Recruitment Experts https://nurserecruitmentx.com/ Here are some of the questions we try to answer How do you cut through the noise of so many different type of solutions? Why partnering with your vendors are so critical? What to do when implementation does not go the way you expected? Why buying recruitment marketing partners is different than software? What questions you should be asking vendors? And much more helpful info for anyone that is looking to enhance their tech stack in the HR/TA space

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

There's a lot about promotions you haven't thought of

Balancing AI’s hype and AI’s reality, the impact on HR and how long can this buzz last?

Newbies in recruiting have a hard time understanding the time when newspapers ruled the world of work and finding talent. Gannett was one of those world rulers. Maybe you know USA Today, for example? Anyway, technology has forced them to evolve to survive, and they sometimes play an invaluable role for employers looking to attract Human Resources. That’s why we had to get Anna Brekka, Director Recruitment Strategy at Gannett | USA TODAY NETWORK, on the pod. Anna is an industry veteran with a robust understanding of the business, so you’d be wise to put on your thinking cap while you listen. Yeah, she brings data to the party too. (By the way, this one isn’t just for the kids; it’s an awesome trip down memory lane for the gray hairs too.)

🎙️🌍 The Inclusive AF Podcast: Getting Inclusive AF with Dr. Roxy Manning 🌍🎙️ In this thought-provoking episode, we dive deep into the world of diversity, equity, inclusion, and belonging with the brilliant Dr. Roxy Manning, a renowned author and expert in the field. Join us as we explore important topics like racism, systems thinking, and effective communication to create a more inclusive world. 🌟 Stay tuned as we delve into the following engaging discussions: 1️⃣ Unveiling the experience of racism in unexpected places 2️⃣ . Empowering marginalized voices through storytelling 3️⃣ . Overcoming barriers to having authentic conversations about DEIB 4️⃣ . Understanding the magnetism of California for LGBTQ+ individuals and refugees 5️⃣ . Embracing systems thinking for a more inclusive society Ready to expand your knowledge and perspective? Don't miss out on this enlightening episode! 🎧 🔥 Join the conversation. Subscribe to The Inclusive AF Podcast now! 🔥 🔗 Have a topic you'd like us to explore or a question for Dr. Roxy Manning? Leave a comment below and let your voice be heard! 🔔 Make sure to hit that notification bell to never miss an episode and follow us on social media for updates and exclusive content. Link to her books can be found here: https://bookshop.org/p/books/how-to-have-antiracist-conversations-embracing-our-full-humanity-to-challenge-white-supremacy-roxy-manning/19287489?ean=9781523003730 https://bookshop.org/p/books/the-antiracist-heart-a-self-compassion-and-activism-workbook-sarah-peyton/19287492?ean=9781523003785 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 #InclusiveAf #DiversityAndInclusion #BelongingMatters #EffectiveCommunication #AntiRacism #DEIBWork #InclusionMatters #PodcastRecommendation #RoxyManningPhD #InclusiveConversations #Authenticity #SystemsThinking #LGBTQ+ #Refugees #CaliforniaDreaming #Empowerment #InclusiveSociety #SocialJustice #LetsTalkAboutDEIB #SubscribeNow

It has been an extraordinary year for technology. We can all broadly agree that the effect of generative AI will be transformational for talent acquisition, but how can we separate the hype from the reality to know where to focus in the short term and how to plan for a much-changed future? With so much noise and minimal signal in the discussion about AI, I thought the best way to get a grip on everything was to talk to a genuine AI thought leader. My guest this week is Jon Krohn, host of the SuperDataScience Podcast, Best Selling Author, and Chief Data Scientist at TA start-up Nebula. Jon was on the show back in 2019 and gave us a primer on AI that was so good people are still listening to now. This time, he is doing a deep dive into generative AI, giving us some history, explaining the current reality, and outlining the radical potential for the future. This conversation was eye-opening for me, and it is a compulsory listen for everyone working in Talent Acquisition. In the interview, we discuss: Developments in AI over the last three years Hype v Impact The development of the transformer architecture that facilitates ChatGPT Why the jump from ChatGPT 3.5 to ChatGPT 4 was incredibly significant Is artificial general intelligence possible in our lifetimes? Other notable examples of Large Language Models The immediate implications for Talent Acquisition How LLMs will supercharge vendor innovation The importance of TA Leaders embracing AI Are we heading towards a utopia or a dystopia? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly.

This week on TRF we welcome Adam Gordon Founder of Poetry. Internationally famous as the recurring co-host on Recruiting Brainfood Live with Hung Lee and a successful HR Tech founder with the sale of Candidate.ID to iCIMS, Adam joins us for a short yet action packed episode. Explain Recruiter Enablement Every HR Tech start up needs to take notes on the process Adam followed before they started developing the solution. The toggle tax for Recruiters Pronounced BAYTA or BEETA - either way, the chosen 42 companies will be part of the inner circle of Poetry HR Tech is not as far behind as some sources say it is. With all the investment in HR Tech, the best ideas are still hitting the trash bin, Adam explained how VCs work The last work on where TA Professionals need to focus for the next year

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 third of three podcast episodes where I will be sharing them. Talk about generative AI is everywhere, but most of the conversation is either inflating the hype or dealing with highly tactical short-term techniques and use cases. So, how can TA Leaders think about AI strategically to embrace current opportunities and plan effectively for the future? My next RecFest guest is Ben Handyside, Director of Talent Acquisition EMEA at Colliers International. Colliers have recognized that ChatGPT was already being used by many people within their organization and are harnessing the advantages to boat innovation and make TA a key strategic driver of value. In the interview, we discuss: Challenging barriers and boundaries to access new talent The forces driving change in TA TA as a strategic enabler Acknowledging AI utilization, understanding the risk, and establishing guidelines The risk of doing versus the risk of not doing Use cases and experimentation. Creating more time for human interactions Managing adoption Planning for the AI-driven future Understanding the problem you are trying to solve. Speed as a strategic lever Advice to TA Leaders What will the role of the recruiter be like in ten years? Listen to this podcast on Apple Podcasts.

How businesses keep up with change, hiring for AI (it's not easy), and designing HR’s strategies to use advanced technology.

🎧 Tune in to the latest episode of The Inclusive AF Podcast, where we dive deep into the world of inclusive design and equity-centered practices with our special guest, Sheryl Cababa. 🌍💙 Join us as Sheryl, a former business analyst turned advocate for inclusive solutions, shares her unique insights and passion for taking things one step further to foster a more inclusive world. 🌟 From leveraging design thinking and human-centered design to integrating systems thinking into the design process, Sheryl offers invaluable knowledge on how to create impactful and sustainable solutions for complex issues. 🚀 Discover the power of broad stakeholder involvement and the importance of prioritizing user experience over cost and ease of implementation when designing software and learning management systems (LMSs). 📚 Prepare to be inspired as Sheryl sheds light on the benefits of inclusive online learning, elevating student voices, and serving historically underserved communities in education. 🎒👩‍🏫✨ With engaging anecdotes, thought-provoking insights, and a commitment to tackling equity challenges head-on, this episode will leave you motivated to design a better, more inclusive world for everyone. 🌈✊ Don't miss out on this inclusive conversation! Hit that play button now and join the movement 💪🎙️ #InclusiveAFPodcast #DesignForEquity #HumanCenteredDesign #SystemsThinking #EducationForAll #InclusiveOnlineLearning #StudentVoices #EquityMatters #InclusiveDesign #TacklingChallenges Her book can be found here: https://bookshop.org/p/books/closing-the-loop-systems-thinking-for-designers-sheryl-cababa/19583939?ean=9781959029885 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

If you ever wondered if TikTok is an effective communication channel for TA, Deanna is the creative & comic genius who cranked up LinkedIn outreach response rates from 45% to 85% with her video posts. As the Director of People and Talent with AltaML, an incredible start up focused on the most ethical use of machine learning (ML) and artificial intelligence (AI) with offices in 3 Canadian cities. Having fun is part of their EVP, Deanna is living proof. Going from 40 people to 140 during the most turbulent and competitive times, means getting creative, having good tools and really listening to what’s important to your target audience. Do tech assessments, take home assignments and live coding exams sound like job seeker bait or repellent? Danna shares her ‘do over’ list, team structure and the 3 super hero roles to have in a high function TA team.

In the past, we’ve been critical of SHRM investing money into startups. Seems like a big conflict of interest, but whatever. Since SHRM isn’t running to talk to Chad & Chelsea about it, how about the next best thing: The company SHRM gave money? That’s why we brought Jocelyn King, CEO of VirgilHR to the show. VirgilHR is an interactive technology that lets employees ask HR compliance questions in real-time. Seems like a company ripe for disruption from the likes of ChatGPT, but you’d be wrong (or at least that’s what Jocelyn says). The way that they chose their name is pretty cool too. Heck, it’s an all-around banger of an interview. Enjoy.

Employees are asking more questions about the meaning and purpose of their work.

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 second of three podcast episodes where I will be sharing them. It's an unprecedented time of disruption in talent acquisition. Economics, demographics, and technology are driving seismic shifts in how companies think about hiring. With the pace of change continuing to increase, the most successful TA functions will be the ones that adapt the quickest. My second RecFest guests are Lindsey Stone, Group Head of Talent Attraction & Resourcing at Greene King, and Eric Houwen, Head of Talent Acquisition & Employer Branding at Deloitte in The Netherlands. Although they work for two very different types of business, there are a lot of interesting commonalities in Eric and Lindsey's approach to TA transformation. In the interview, we discuss: The forces driving change in TA Employability and Social Mobility Shifting workforces Evolving talent acquisition What skills does a TA team now need? Developing a consultative approach Positioning TA to drive value for the business The role of technology How do you take your people with you? What will the role of the recruiter be in 10 years? Listen to this podcast on Apple Podcasts.

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.

Employees love to be recognized. It’s not just promotions and big deals, however. We’re talkin' birthdays, anniversaries, adopting a cat, everything. OK, maybe not a cat adoption, but you know what we mean. That’s why we brought Aaron Rubens, cofounder and CEO at Kudoboard to the show. He runs the online workplace appreciation solution for special occasions, shout outs, and everything in between, helping to replace the card that’s passed around and signed on birthdays, holidays, and special occasions for generations. Crazy thing is, they’re crushing it. To find out why - and how - you gotta listen.

The Recruitment Flex Feat. The Brand Plan Podcast hosts Marcus Body & James Ellis The pairing of James and Marcus is the employer brand & TA’s version of Megan & Harry. James, being our most popular guest, has teamed up with Marcus to talk about employer brand, for an hour at a time and yes, they have a point of view! Measuring employer brand in its simplest form, “Did it solve the problem?” Ending the argument on what is an EVP Employer Brand in different countries, one size does not fit globally EB looks different based on the size of company you're in Advice for TA as they launch into EB

It’s a rare breed of professional that has worked on the vendor side of HR tech, as well as the TA practitioner side. So, when we got the opportunity to chat with Josh Rock, currently Talent Acquisition Manager at Nuss Truck, and former executive at JobDig, LinkUp and CollegeRecruiter, we jumped at the chance. Recorded at SHRM, it’s a candid conversation about the industry from both sides of the fence.

Being a Global Head of TA in 2023 is highly challenging. Dealing with disrupted talent markets and global hiring nuances while building a consistent approach to candidate experience and stakeholder relations and keeping on top of emerging technology trends is complex, to say the least. My guest this week is Chet Ritchie, VP of Global Talent Acquisition at Manulife. Chet is driving a TA strategy based on transparent relationship management and a core, common, and custom approach to the critical elements of recruiting and employer branding. In the interview, we discuss: Demographic shifts and talent market dynamics The importance of hiring manager and stakeholder relations A personalized and engaging candidate experience Providing feedback throughout the process Structuring a global team Core, Common, and Custom The role of technology Showing humanity through the recruiting process Leveraging data for talent intelligence and process optimization What does the future of TA look like Listen to this podcast on Apple Podcasts.

The work-from-home movement is under fire. Jamie Dimon says it’s a productivity issue. Elon Musk says it’s a moral issue. As a result, more and more employers are forcing people back to the office. Even Zoom is bringing people back. The future is uncertain, for sure. That’s why we brought Mary Elkordy, president & CEO at Elkordy Global Strategies to the show. Elkordy Global Strategies is a full-service PR firm, well-versed in influencer marketing, talent integration, social media strategy, strategic communications, and digital marketing. A great guest with a unique perspective on a complicated topic. Enjoy!

We met Omar Khateeb CEO of JobPixel at Unleash and we were impressed with what he was building! Omar joins us with some practical advice and shares successful uses of video for mid to large to high volume hiring. Seeing is believing. The power of video is unequaled when marketing your jobs, your team and your company. Some great advice to TA leaders on how to get started with video: Pick your top 4-5 positions Define your culture, in simple terms, Why do we like working here? Define the job specifically and answer, Why do we like working No need for celebrity endorsement, you have your brand ambassadors in plain sight Remove the fear of creating video content. Bring your company to life using video by allowing your team’s stories come to life in their own words.

Ever wanted to hear an interview with a former recruiter at Facebook, Apple and Tesla? How about one that’s currently blazing a trail at EV maker Rivian? Well, it’s your lucky day, because Chad & Cheese sat down with Rameen Fattahi, director, recruiting operations & insights at Rivian while they were all at iCIMS Inspire to hear Rameen’s story. Don’t worry. Along the way, there are stories about Elon and Zuck.

The AI needs of small business and how vendors are trying to address them.

A few short months ago, many commentators predicted that AI would be a revolutionary force in recruitment marketing that would drive automation, efficiency, and engagement. So how does the hype live up to the reality, and what have we learned about how AI and humans need to work together to create effective recruitment marketing? My guest this week is Kat Kibben, CEO and Founder of Three Ears Media. Kat is a recruitment marketing expert with a focus on job postings. They have some valuable insights and informed opinions on the relationship between recruiters, AI and recruitment marketing. In the interview, we discuss: How has recruitment marketing evolved since the pandemic What is holding AI back Why marketing and recruitment marketing are not the same jobs What happens when everyone has access to the same tools Telling the truth, being unique, and standing out Training recruiters to be consultative. Driving a faster hiring process What makes a great job posting Are mandatory requirements really mandatory? Employer branding as an accelerator Advice for TA leaders on the future of recruitment marketing Listen to this podcast on Apple Podcasts.

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 thought-provoking episode of The Inclusive AF Podcast, join guest speaker Nani Vishwanath as she delves into the future of work and its impact on diversity, equity, and inclusion (DEI). From hybrid and remote work arrangements to the need for purposeful in-person interactions, Nani breaks down the importance of considering the unique needs of individuals with various identities. Discover the research-backed benefits of remote work for people of color and gain insights on creating a culture of belonging. Join hosts Katee Van Horn and Jackye Clayton in this engaging conversation and explore how DEI is not just a "nice to have," but a critical aspect of business success. Don't miss out on this eye-opening episode - tune in now! #InclusiveAF #FutureOfWork #DEI #DiversityandInclusion #EquityandInclusion

Live from UNLEASH America in the Workhuman booth, Shannon Pritchett, head of marketing and community at HireEZ, joins the boys for a conversation covering the state of sourcing, how HireEZ is embracing ChatGPT and other AI technologies around recruiting and how disruption is set to be business as usual throughout our industry. More: Shannon Pritchett - www.linkedin.com/in/sourcingshannon/ Workhuman - http://www.workhuman.com UNLEASH America - http://www.unleash.ai

This week we have the honour to have industry legend Stephen O'Donnell. TA Tech’s Chief Growth Officer and founder of NORA, the national online recruitment awards joins share his deep knowledge of the TA landscape. Starting in 1987, Stephen is the OG of aggregating jobs! Latest trends in HR tech and who looks to be a game changer. Fiverr and Upwork a paradigm shift for some businesses. Video in job ads and how it is changing the job board space. The best idea to solve recruiting challenges will never see the light of day; there’s no money to be made by doing it!

Tech hiring is in kind of a weird place right now. Newsworthy layoffs, artificial intelligence threats, and a down economy mean a lot of indecision and uncertainty. Many companies are just pushing pause as a result. All this makes for a tricky environment for any and all startups looking to place high-tech workers. InSquad, a one-click solution to source and hire top-quality vetted remote software developers, ain’t scared though. That’s why CEO Alex Svinov decided to face the Firing Squad. He thinks he has a better mousetrap than the likes of Upwork, Turing, Andela, and many others. Is he right? Gotta listen to find out.