Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?

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 377: Strategic AI Ep 378: Values Driven Retention and Recruiting Ep 379: The Right To Remain Human Ep 380: Transformational Hiring Ep 381: People First Automation Ep 382: HR’s Impact On Talent Brand Ep 383: Recruitonomics Ep 384: Diversity In Action Ep 385: Aligning Talent Acquisition & Talent Management Listen to this podcast in Apple Podcast

As external talent markets get ever more challenging, internal mobility is becoming a more significant issue. Unsurprisingly then, one of the major themes of the past year has been the ever closer relationship between talent acquisition and talent management. So how are the most innovative companies holistically looking at talent acquisition and talent management, and how is technology helping them. My guest this week is Lisa Niesen, Head of Talent Management Solutions at SHL. Lisa has been doing a lot of work at the intersection of talent acquisition and talent management and has some valuable insights to share. In the interview, we discuss: What effect are challenging external talent markets having on talent management? The growing importance of retention and mobility Career paths and development opportunities to keep people engaged Rethinking traditional career structures The role of assessment and technology Gathering insights on skills Being better with data Advice on bringing talent acquisition and talent management together within the organisation What does the future look like? Listen to this podcast on Apple Podcasts.

There is a lot of talk about Diversity, Equity and Inclusion in talent acquisition, but when you dig below the surface, the amount of practical action happening doesn't live up to the promises made. A few weeks ago long time friend of the podcast Bas Van De Haterd introduced me to one of the most inspiring recruiters I've spoken to for a long time. Eugène van den Hemel helps employers recruit talent from communities that are historically underrepresented in the job market. In the last few years, he has been doing some pioneering work helping to connect refugees with employment opportunities and, in so doing, opening employers' eyes to an incredible pool of talent. In the interview, we discuss: Recruiting to make matches that matter Dealing with inaccurate preconceptions The power of humans meetings humans The problem with current thinking on certifications Advice to employers looking to hire refugees Broader leaning for recruitment in a time of automation and technology Jobs For Humanity What is the future of recruiting? Listen to this podcast in Apple Podcasts.

Talent markets are crazy, recruiting is tough, and it can be challenging to get any sort of perspective on what is going on. So how can we make sense of everything and, in a world that feels out of control, what can talent acquisition professionals actually do that will make a difference. My guest this week is Andrew Flowers, Labor Economist at Appcast. Andrew is combining traditional labor market analysis with Appcast's unique proprietary data into Recruitnomics. Recruitnomics combines cutting edge insights with real-world business applications making Andrew overview of market trends in this interview a must listen for everyone. In the interview, we discuss: Job market trends Data sets and sources Key variable and levers Wage growth The impact of government support The continuing influence of the pandemic Rising recruiting costs Will things ever "normalize"? Skinny application flows Politics and policies Programmatic tools Advice to talent acquisition professionals Long term trends to keep an eye on Listen to this podcast in Apple Podcasts.

With everything that is going on in the market, it is more important than ever to understand the factors that make people feel positive enough to want to advocate for their employer or feel negative enough to want to leave their job. My guest this week is Marcus Buckingham, Head of Research, People and Performance at The ADP Research Institute. Marcus is well known in the industry for doing pioneering research work. He has just realised a report with a new model that measures the impact and performance of HR through the lens of employee experience. The results are fascinating and illustrate just how much influence the performance of HR can have on a company's talent brand. In the interview, we discuss: The current state of the market and the reassessment of work The HR XPerience Score Measuring the effectiveness of HR through employee experience Can HR drive positive employee behaviours? What are the levers to create a great experience? How HR experience drives talent brand How HR can drive attrition Characteristics of a high scoring HR function Results that run counter to current megatrends The importance to humans of being seen at work What does the future look like Listen to this podcast in Apple Podcasts.

Recruiting automation via conversational AI is proving to be an effective way to help solve some of the unique challenges in today's talent markets. But how are employers actually using it, what benefits are they getting, and how do they manage the balance between humans and machines. My guest this week is Victor Gaines, Senior Vice President, Talent Acquisition at Aveanna Healthcare. Aveanna has been using automation technology to vastly increase efficiencies in its recruiting process. Victor has some exceptional advice and insights to share on choosing and implementing technology, as well as some fascinating thoughts around the future of recruiting. In the interview, we discuss: Talent acquisition challenges in the home care market Working at scale when speed is a critical issue The role of technology in creating internal and external efficiencies Building an engaging candidate experience with automation Being people first Balancing technology and humans Advice to TA leaders on evaluating and buying technology What to look for in vendor partners Screening people in rather than ruling them out The future of recruiting Listen to this podcast in Apple Podcasts.

Digital transformation is currently one of the fundamental drivers of talent strategy for many organizations. Ensuring your company has the right balance of skills is a complex task involving talent acquisition, L&D, retention, internal mobility and an effective HR and Recruiting tech stack. So how are employers managing the complexity of all of this while prioritizing the employee experience? My guest this week is Harm Otten, Executive Vice President Human Resources at DHL Global Forwarding & Freight. Harm has spent the last few years focusing on the talent aspect of digital transformation within his organization, putting recruiting technology at the heart of the strategy. In the interview, we discuss: Digitizing the HR organization Improving the employee experience Creating a job architecture and an internal career marketplace Building an HR tech stack around a core systems The advantages of using end to end recruiting technology The impact of the pandemic on working practice How digital transformation is changing skill requirements in a competitive market The vital importance of EVP and being an attractive employer Being applicant centric Combing cultures after an acquisition The future of recruiting Listen to this podcast in 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.

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.

Talent Acquisition is uniquely challenging at the moment. Impossible talent markets, virtual recruiting, and evolving EVPs are just a small selection of TA leaders' current challenges. At the same time, we are seeing an unprecedented amount of investment and innovation in recruiting technology being driven by AI. So how does everything join up, and how can talent acquisition teams use AI in a strategic way to address the problems they face My guest this week is Rebecca Warren, part of the Customer Success team at Eightfold AI. Rebecca is a former TA leader, which gives her some unique insights and advice to share on using AI strategically. In the interview, we discuss: Talent Acquisition challenges The best way of connecting with candidates in the current environment Looking beyond the resume Using AI to find skill adjacency, talent and potential DE&I, what is happening in practice? Which new ways of working are long term trends How AI can make Talent Acquisition more strategic The evolution of the EVP Practical examples of AI in action Advice to talent acquisition leader on AI What does the future hold? Listen to this podcast in Apple Podcasts.

Recruiting is a challenge for pretty much everyone at the moment, but how do you continue to recruit effectively in a market with long term skill shortages in a country whose borders have been shut for more than 18 months and where applications rates are down by 75%? My guest this week is Lorraine Carr, Talent Acquisition Manager at Class, an Australia based FinTech. Lorraine is using a combination of strategies to recruit successfully in an incredibly challenging market and has some high-quality insights and experiences to share In the interview, we discuss: The current challenges in technology recruitment How talent acquisition at Class has evolved Creating a diverse pipeline The importance of optimizing job ads Candidate experience and the Circle Back initiative Hiring managers and executive stakeholders Preboarding The humanization of EVPs What does the future of talent acquisition look like Listen to this podcast in Apple Podcasts.

Over the last couple of years, I've developed an increasing interest in the use of behavioural science in advertising and marketing and its growing relevance in broader business disciplines. I'm absolutely convinced that it offers a route to incredible innovation in talent acquisition and therefore is something we should all be actively investigating. So what is behavioural science, and what implications does it have for recruiting, diversity and the future of work. There is no one better to explain all of this than Rory Sutherland, Vice Chairman of Ogilvy. Rory is one of marketing most original thinkers and influential speakers. He is a pioneer of behavioural science in business, and it's a huge privilege to have him on the show to share his thoughts about talent and talent acquisition. In the interview, we discuss: Why Behavioural Science is the science of knowing what economists are wrong about The dangers of defensive decision making Finding psychological truths and the importance of emotions Why Uber has a map Recruiting for diversity of thought How Ogilvy have redesigned the recruiting process to find people of exceptional non-standard ability While the average is not the optimal solution The difference between equality of opportunity and diversity of opportunity Why work is a relational relationship, not a transactional one Cost reduction versus lost opportunities Personalising the value exchange between employer and employee The future of work and why it has taken a pandemic to get us there Follow this podcast on Apple Podcasts.

The relationship between employees and employers is fundamentally changing. The integration of work and life has never been more in focus. Making work better for employees is no longer a wish list item; it is imperative for competitive advantage. So who is leading the way here, and are we seeing a short term trend or a permanent shift? To help answer these questions, my guest this week is Scott Behson, a professor of management at Fairleigh Dickinson University. Scott has recently published a book called The Whole Person Workplace, which explores how employers are building better workplaces by focusing on Work-Life, Wellness and Employee Support. In the interview, we discuss: What is the whole person workplace? Rethinking work What are leading employers doing Flexibility and trust Small companies versus large companies The growing power and influence of employees Workers whose roles are tied to time and place What could the future look like Listen to this podcast on Apple Podcasts.

Talent markets continue to be challenging globally, and employers have to think differently to fill the talent gaps within their organisations. So what strategies are working, and what might the future look like? My guest this week is Heather Moyer. Heather is the President, CEO and Founder of HNM Systems, which provides talent and consulting services to the Telecommunications, Utilities and IT sectors. Heather shares her experience and expertise of working in markets with severe skill shortages and discusses how employers are responding to the current situation. In the interview, we discuss: Talent market challenges Focusing on retention and meeting the needs of employees Career development and mentoring Authentic employee engagement Predictive analytics for talent acquisition Identifying and persuading hard to find talent What could the future look like Listen in Apple Podcasts

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

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

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

A quick public service announcement, I'm going to be taking a short podcasting break, and the next episode won't be live until the end of August. I'm in the final stages of finishing my latest book Digital Talent which I'm writing once again in collaboration with Mervyn Dinnen, and I need a couple of weeks to entirely focus on getting the final draft finished and over to the publisher. Obviously, this is an excellent chance for you to catch up with any recent episodes you might have missed, available as ever wherever you get your podcasts and also fully searchable on www.recruitingfuture.com. The podcast will return before August is out, and I have some really inspiring content lined up for the next few months and beyond. So on with the show. Talent markets are a challenge globally, and talent markets for high-quality digital talent are particularly challenging at the moment. At times like these, recruitment marketing becomes mission-critical, and content that genuinely engages with the target audience brings a competitive advantage. My guest this week is Keren Halperin, VP of People at Tel Aviv based startup Swimm. Keren has considerable experience scaling digital teams in the most challenging talent markets and some brilliant insights to share on using high-quality content to turbocharge recruitment marketing. In the interview, we discuss: • Dealing with a challenging talent market • What motivates developers to move jobs • Extending channels of connection • Types of content • Messaging that resonates • Respect and transparency • What makes a high-quality candidate experience • Advice to TA leaders • Predictions for the next 12-18 months Listen to this podcast in Apple Podcasts.

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.

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

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

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

One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In episode 363, we talked about the evolution of corporate executive recruiting; in this episode, I want to explore diversity at the executive level and how employers can do better. My guest is Elizabeth Wallace, Head of Portfolio Talent at HG, and she has some valuable insights and advice to share. In the interview, we discuss: ▪ How the pandemic is changing executive recruiting ▪ Opening up diverse talent pools with flexible working ▪ Diversity, Equity and Equality ▪ Assessment for development, not selection ▪ Social Mobility ▪ Challenging recruiting norms ▪ The value of talent to organisations and talent as a business function ▪ Transparent, human leadership ▪ Hopes for the next 12 to 18 months Listen to this podcast in Apple Podcasts.

One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting. In the first interview of the series, my guest is Simon Mullins, Chief Facilitator of ESIX. ESIX run a yearly membership, and in our discussion, Simon gives us an exclusive preview of the results of this year survey, highlighting the key trends the pandemic is driving in corporate executive recruiting. In the interview, we discuss: ▪ Background to ESIX ▪ The growth of the corporate executive recruiting function ▪ Pandemic driven trends ▪ Reducing time to hire ▪ The executive talent market ▪ Interview and assessement ▪ Location flexibility ▪ Diversity challenges ▪ How onboarding is changing ▪ Simon's hopes for the next 18 months Listen to this podcast on Apple Podcasts.

I'm publishing this episode the week of Women in Engineering Day. Skill shortages in STEM professions continue to be a big problem for many employers, and diversity is also a significant issue. However, research shows that there is a diverse and highly qualified workforce of STEM professionals who are currently struggling to return to work after a career break. So why is this the case, and what should talent acquisition professionals do to address the situation? My guest this week is Natalie Desty, Founder and Director of STEM Returners. STEM Returners is a programme to help employers recruit, develop and retain the best available talent, and to enable highly qualified and experienced candidates to re-start their careers. Natalie has some excellent insights and advice to share. In the interview, we discuss: ▪ Why Natalie started STEM Returners ▪ The underrepresentation of women in engineering ▪ The STEM Returners Index ▪ Insurmountable barriers facing returners ▪ Why the recruiting process isn't working ▪ Conscious and unconscious bias ▪ Job adverts versus job specs ▪ Advice to talent acquisition Listen to this podcast in Apple Podcasts

The corporate focus on Talent Acquisition is significant at the moment as companies across the world deal with the challenges of getting the right talent into their organisations. But what strategies do talent acquisition leaders need to successfully scale their recruiting operations at a time of such significant transformation? My guest this week is someone who has been scaling recruiting teams in Silicon Valley for a long time. Richard Cho is Head of Recruiting at Robinhood, having previously been with Facebook, Dropbox, Machine Zone and The Chan Zuckerberg Initiative. Robinhood recently made headlines in the industry by acquiring recruiting firm Binc; I am delighted that Richard agreed to come on the show to talk about Robinhood's strategy and share some hugely valuable insights into the way ahead for talent acquisition. In the interview, we discuss: ▪ The recruiting challenges at Robinhood ▪ Building the business case ▪ Don't normalise the extraordinary, have the right foundation of resources in place. ▪ The three levels of talent acquisition technology ▪ Sophisticated data modelling to build capability models ▪ Building specialist interviewing capacity and gathering interview intelligence data ▪ Why diversity is a selection issue, not a pipeline issue ▪ The Binc acquisition and combining two recruiting cultures ▪ What will the future of talent acquisition look like Listen to this podcast in Apple Podcasts

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to be able to bring you the content to you as a series of podcasts. I've released these every Friday for the last few weeks and really hope you have been enjoying them. The last episode in this series looks at the future of AI & the candidate experience. This is a wide-ranging topic, and I was delighted to have two guests who come at it from different angles, Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax. You'll also hear briefly from Peter Weddle from TA Tech at the end as we bring the event to a close In the conversation, we discuss: ▪ How the pandemic is changing candidate expectations ▪ Being flexible and responsive ▪ The advantages of Career Site Systems ▪ Human moments of impact in the balance between AI and recruiters ▪ Data & intelligence ▪ Innovation in automation ▪ Strategic segmentation ▪ What will the recruiting process look like in two years? ▪ Advice to employers on designing the candidate experience of the future Listen to this podcast on Apple Podcasts.

The impact of the pandemic means that in 18 months, we've moved from discussing theories around the future of work to debating the practicalities. Fully remote, fully back in the office, hybrid working, the discussion and the publicity around the decisions companies make will dominate the HR news cycle for months if not years to come. One of the key advantages of remote working is the ability to broaden talent pools across borders. However, this does come with complications. To discuss the challenges and advantages, my guests this week are Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, a tax partner with Deloitte in Ireland. In the interview, we discuss: ▪ The work of IDA Ireland ▪ Productivity improvements from remote work ▪ Enhancing skills and retraining ▪ Tax implications of employers working remotely across borders ▪ When is remote too remote? ▪ From theory to practicalities ▪ Regulatory and compliance issues ▪ What will the next 12 - 18 months look like Listen to this podcast in Apple Podcasts.

There is currently much debate and discussion about the talent shortages a number of markets across the world are currently experiencing. There is a lot of focus on the issues caused by the pandemic, but it is important to remember that a lot of the challenges talent acquisition teams are facing are part of existing long term trends that the pandemic has just accelerated. My guest this week, returning to the show to share his unique perspective on the current state of talent markets and talent acquisition, is Tim Sackett, co-host of the HR Famous podcast and President of HRU Technical Resources. It's always great to have Tim on the podcast, and he didn't disappoint this time around. In the interview, we discuss: ▪ Adding nuance to the remote working debate ▪ Long term talent market issues ▪ How is TA changing? ▪ Improvements in automation and recruiting technology ▪ Mitigating bias ▪ What should TA leaders be focusing on ▪ What is on Tim's radar for the next 12 to 18 months Listen to this podcast on Apple Podcasts.

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing, Recruitment Advertising, and DE&I sessions I've already published, this week's episode looks at Recruiting Automation. This is a big topic, and I was delighted to have two guests who come at it from very different angles, Trent Cotton, VP Talent Acquisition at Bureau Veritas Group and Roberto Angulo, CEO Recruitology. In the conversation, we discuss: ▪ The possibilities of recruiting automation ▪ Speed of adoption ▪ Organization size ▪ Key strategic elements ▪ The future of Natural Language Processing ▪ The future of AI ▪ A balance between humans and machines ▪ How do the candidates feel about automation? ▪ Where are we heading in the future? Listen to this podcast in Apple Podcasts.

As digital transformation accelerates even faster, the market for data analysts, data scientists and data engineers continues to grow exponentially. So how do employers make sense of this talent market to hire the right skills for their business, and can data science be applied to the process itself to drive better outcomes? My guest this week is Tim Freestone from Alooba, a company that is helping to answer these questions and change the way data and analytics skills are assessed. Our discussion is extensive, and Tim shares some valuable insights relevant not just to recruiting data professionals but also broader talent acquisition strategies. In the interview, we discuss: ▪ Job definitions in data science and the current state of the talent market ▪ Issues with traditional recruiting processes ▪ Why the CV is a poor quality data set ▪ Generating structured data around skills ▪ Removing unconscious bias ▪ Pragmatic analytics, automating repeatable tasks and human intelligence ▪ How will recruiting evolve in the next 3 to 5 years? Listen to this podcast in Apple Podcasts.

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing and Recruitment Advertising sessions I've already published, this week's episode looks at the role of technology in the future of diversity, equity and inclusion. I was joined in the discussion by two brilliant guests, Trina Hymes, Global VP of Sales at Diversity Sourcing Platform Talenya and Global Communications and Branding Leader Charu Malhotra. In our conversation, we discussed: ▪ Is the increased focus on DE&I actually making a difference ▪ Common recruiting biases ▪ Starting with inclusion ▪ Sourcing diverse talent ▪ The role of leadership ▪ Agility through technology ▪ How technology can help and how it can't ▪ Visions for the future Listen to this podcast in Apple Podcasts.

The idea of a TA Tech stack has gone mainstream very quickly. It makes perfect sense as employers look to have fit for purpose technology to support all elements of their talent acquisition strategy. While integration is a lot easier than it was a few years ago, there are still significant challenges that TA leaders need to understand and prepare for. So what are the key issues? My guest this week is the perfect person to talk us through the current market situation and provide some practical advice. Peter Gold has been working in the ATS market since day one and has a vast amount of knowledge and experience to share. In the interview, we discuss: ▪ The current state of the ATS market ▪ The key integration issues ▪ Asking for evidence of integrations ▪ Marketplaces ▪ Marketing spin versus implementation reality ▪ Challenges in volume ▪ AI, humans and automation ▪ Advice for TA Leaders Listen to this podcast in Apple Podcasts.

Building and engaging with talent pipelines has been something we have been discussing for years, but it has always surprised that there are so few employers who do it well and even fewer that do it over extended periods. Technology, recruiting and communication have evolved significantly over the last two years, opening up opportunities for companies to devise very sophisticated pipelining and engagement strategies to help address resourcing challenges such as diversity hiring and skill shortages. So who is doing this well, and how are they doing it? My guest this week is Jason Boone, Diversity & Military Outreach Leader at Lockheed Martin. Lockheed Martin has a long-term talent pipeline strategy that sees them engage some communities of talent for 3 to 8 years before hiring. In the interview, we discuss: ▪ The recruiting challenges at Lockheed Martin ▪ Investing in the emerging workforce ▪ Long term engagement strategies to increase diversity ▪ The role of time and touchpoints in building the brand, creating relationships, driving efficiency and improving offer acceptance ▪ Content strategies ▪ Time focused candidate-centric resources. ▪ The most surprising hiring success ▪ The role of technology ▪ Pushing talent across the enterprise ▪ Mashing up strategies and technologies Listen to this podcast in Apple Podcasts.

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show. Following on from the Recruitment Marketing session last week, this week's release is the panel debate on Recruitment Advertising. My highly knowledgeable guests were Ellie Harte, Recruitment Partner Talent Attraction from Atkins and KJ, CEO of Joveo. We are at a real inflection point with recruitment advertising now, and this discussion will give you some clear insights into the strategies and technologies that will shape the future. In the conversation, we discuss: ▪ The current state of the market ▪ Shortening attention spans and changing media consumption habits ▪ The imbalance between supply and demand ▪ How can employers stand out ▪ Outcome-based advertising ▪ Data and predictive analytics ▪ Understanding target audience and segmentation ▪ Testing messaging ▪ The power of authentic content ▪ Automation ▪ What future shifts can we expect to see? Listen to this podcast on Apple Podcasts.

There is currently daily speculation about what the future of work will now look like and how employees might be feeling about it. Rather than trading in speculation and assumptions, I wanted to bring you some proper data to help us find out what is actually happening. With that in mind, my guest this week is Jon Wilson, CEO of Totaljobs. Every year Totaljobs work with their international partners in The Network in conjunction with Boston Consulting to produce the largest survey of employees and job seekers in the world. The latest research is built on data gathered from over 200,000 respondents across 190 countries and looks at the pandemic's impact on employment preferences and global talent mobility trends. In the interview, we discuss: ▪ The methodology behind the research ▪ Remote work and whether employees expect it to continue ▪ The advantages and implications of remote work across borders ▪ Employee experience, what is important to people now ▪ DE&I ▪ Sustainability and environmental issues ▪ Reskilling and career changes ▪ What happens next Listen to this podcast in Apple Podcasts.

The last 12 months have been transformational for recruiting technology, with both employers and vendors having to adapt very quickly to the new market realities. So what does the technology landscape now look like in talent acquisition, what are the key trends and what do we need to keep an eye for the future. My guest this week is David Wilson, CEO of industry analysts Fosway Group. Fosway. as ever, have been watching the market closely and have just released an updated version of their influential 9 Box Grid on TA technology. Keep listening to hear David's insights on how technology has evolved in the last 12 months and where it is going. In the interview, we discuss: ▪ The 9 Box Grid methodology and the type of vendors included ▪ How vendors have responded to the pandemic ▪ The pandemic as a catalyst for change in TA technology ▪ The ATS, CRM, TRM evolution ▪ Talent mobility and talent marketplaces ▪ Room for improvement in data analytics ▪ What will the next 12 months look like Listen to this podcast in Apple Podcasts

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring the content to you as a series of podcasts. I'll be releasing these every Friday for the next five weeks, so if you don't want to miss them, make sure you have subscribed to the show. First up is our session on the future recruitment marketing featuring Allyn Bailey from Intel and Chris Forman from Appcast. This was a really lively debate with a big focus on the current inversion we are seeing in the talent market and the transformative effect it is likely to have on recruitment marketing. In the conversation, we discuss: ▪ The inverted job market and the change it might drive in recruitment marketing. ▪ What is driving the change in job seeker behaviour? ▪ A critical need to think differently ▪ Precision targeting and segmentation ▪ Recruitment marketers need to be technology wizards. ▪ The rise of the dedicated recruitment marketing function ▪ Autonomous matching ▪ What recruitment marketing will look like in two years Listen to this podcast on Apple Podcasts.

Virtual communication has been the mainstay for all of us for nearly 18 months now. As employers consider how they will work post-pandemic, the debate about what stays virtual in the future is going to dominate the next few months. There is always lots of discussion about the negative aspects of endless Zoom or Teams calls, but what would we lose if we return to our old ways of working? To help provide some perspective on this, I have a very special guest. Jackie Weaver became an instant celebrity after a Zoom recording of a chaotic meeting of Handforth Parish Council went viral. As well as cheering us all up during a very long miserable locked down winter, Jackie has used her platform to champion the work of town and parish councils and increase the diversity of their membership. There are some interesting parallels for employers here, and Jackie most definitely does have the authority. In the interview, we discuss: ▪ That Zoom meeting and instant global internet fame ▪ The positives of virtual communication ▪ Engaging with diverse audiences through virtual platforms ▪ Inclusivity and accessibility ▪ Virtual, face to face and hybrid ▪ What can employers learn from what is now happening to parish and town council meetings? ▪ What Jackie Weaver is doing next Listen to this podcast in Apple Podcasts.

The challenges for recruiting in hospitality at the moment are unprecedented both in the US and the UK. The jobs market has inverted, and there are currently many more roles than there are people searching for jobs. The extent of this imbalance has taken the industry by surprise and put many companies on the back foot and struggling to reopen fully. So what can employers do to get the talent they need, not just in the hospitality industry but also in other sectors where talent is in short supply. My guest this week is Brandon Batt, Director of People at Savory Restaurant Fund. Savory has several restaurant brands and is being very successful at staffing them despite the current talent market crisis. In the interview, we discuss: ▪ The current challenges in the hospitality industry ▪ An unprecedented imbalance in supply and demand ▪ The importance of thinking creatively ▪ Focusing on the fundamentals of culture ▪ What is important to employees ▪ Telling employee stories and reflecting the EVP ▪ Equipping employees with the right tools for referrals ▪ Using recruiting technology to its full extent ▪ Thinking outside of the ATS ▪ Communicating with candidates in their chosen channels. ▪ What does the future look like for recruiting? Listen to this podcast in Apple Podcasts. `

Health and wellbeing are now front and centre of the employee experience and fast becoming a critical factor in talent acquisition and retention. This is especially true in the retail industry, whose employees have had to face massive amounts of uncertainty during the pandemic and genuine concerns about their personal safety. Next week retail industry charity retailTRUST is holding an online event to champion the health and wellbeing of the retail workforce following the reopening of non-essential shops across the UK. As part of the build-up to the event, I spoke to Chris Brook-Carter, CEO of retailTRUST and Louise Stonier, Chief People Officer at Pets at Home, about the renewed focus on health and wellbeing in the employee experience. In the interview, we discuss: ▪ The work of retailTRUST and how it has been supporting the industry during the pandemic ▪ What is essential to retail employees right now ▪ The vital importance of transparent and clear communication ▪ Building a coalition of employers to champion health within the sector ▪ Retail as a post-pandemic force for good ▪ How health and wellbeing are now critical for talent acquisition and retention Listen to this podcast in Apple Podcasts.

It's becoming increasingly clear to me from the conversations I'm having with talent acquisition professionals worldwide that what happens in the coming months will set a course for a wholesale transformation of our industry. Talent markets are changing, technology is changing, employers are changing, and the very nature of work itself is changing. So how do we navigate these disruptive times? My guest this week is Joe Mullings, Chairman and CEO of the Mullings Groups of Companies. Joe has some very strong and very well informed opinions on what the future looks like for talent acquisition. Take a listen to our conversation, and I would love to know whether you agree or disagree with him. In the interview, we discuss: ▪ What happens next? ▪ The challenges of the hybrid workforce ▪ Disruptive forces in the talent market ▪ Building a hiring brand ▪ The golden age of recruiting ▪ The difference between HR and Talent Acquisition ▪ Who has the leverage? ▪ Talent Acquisition versus Talent Access ▪ Advice for Talent Acquisition and HR professionals Follow this podcast in Apple Podcasts.

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 342: Trust & Accountability Ep 343: Scaling Up Ep 344: The Future Of Talent Acquisition Ep 345: How To Work Alone Ep 346: Emotional Wellness Ep 347: Change Management & Adoption Ep 348: Diversity and Disability Ep 349: Automation & Candidate Experience Listen to this podcast on Apple Podcasts

As the adoption and sophistication of recruiting automation gather pace, it's essential to understand its constituent parts and the advantages and disadvantages of automating specific recruiting processes. One area of the recruiting experience that doesn't get much attention is interview scheduling. A recently published research report from Cronofy has shed new light on the impact interview scheduling has on the candidate experience. I wanted to explore this in more detail. With that in mind, this episode has a bit of a different format. My first guest is Adam Bird, CEO Cronofy, to talk us through the report's findings. I then expand out the conversation and bring in talent acquisition leaders Izzy Hung, Global Executive Hiring Lead at Forgerock and Ben Gledhill, Head of Resourcing at Thames Water, to get their thoughts on interview scheduling and recruiting automation in general. In the conversation, we discuss: ▪ The report's methodology and key findings ▪ The impact of a poor interview scheduling experience on candidate decision making ▪ Does automation work for all levels of recruiting? ▪ The impact of the pandemic ▪ Candidate feedback ▪ Using technology to facilitate workflows ▪ Technical integration ▪ Driving differentiation through tech stacks ▪ The future for recruiting automation Download the report Listen to this podcast in Apple Podcasts

Back in Episode 335, I published an interview where we talked about Neurodiversity in the workplace. The episode generated a lot of interest, and many organisations got in touch with me to share their stories. One that really stood out was a non-profit called Creative Spirit, which helps create integrated employment opportunities for individuals with intellectual and developmental disabilities. Creative Spirit is doing some vital work, and I'm delighted that their Co-Founder Laurel Rossi joins me as my guest this week. In the interview, we discuss: ▪ Creative Spirit's backstory and purpose ▪ Being a genuinely inclusive employer and how the pandemic is changing everything ▪ Busting the myths about employment for people with intellectual and developmental disabilities ▪ Success stories and shout outs ▪ Advice to Talent Acquisition Leaders ▪ How to get involved with Creative Spirit Listen to this podcast in Apple Podcasts

The growth in adoption of Recruiting Technology is continuing to speed up exponentially. There is always a lot of focus on the types of software companies should be buying but often not as much focus on the amount of internal change management involved to make the technology work within the organization. So what how should companies be thinking about this, and what kind of strategies should they be building? My guest this week is someone who helps to design change management and adoption strategies on a daily basis. Jen Wilks is VP of Professional Services at Eightfold Ai and has a tremendous amount of knowledge and experience to share on what makes technology implementations successful. In the interview, we discuss: ▪ Why change management is so important in software implementation ▪ Achieving executive buy-in ▪ Pilots and early wins ▪ Common pitfalls and mistakes ▪ Communication strategies ▪ Adoption Planning ▪ Gamification ▪ Outcomes and success criteria Listen to this podcast in Apple Podcasts.

After the events of the past twelve months, employees' emotional well-being should be right at the top of the agenda for all businesses. So what can employers do to help, and how does the support they give sit right at the heart of their employer brand and values? My guest this week is Dan Anastas, VP of Total Rewards and HR Operations at UI Path. UI Path has made their employees' emotional health a business imperative and uses several different tools and approaches to help them. In the interview, we discuss: ▪ How the pandemic has affected employee experience ▪ Emotional health as a crucial part of well being ▪ How UI Path is supporting its employees ▪ Thinking about the whole person ▪ The role of digital tools ▪ The importance of feedback mechanisms ▪ Reducing the load ▪ Emotional health and Employer brand ▪ The future of work and what is next for UI path Subscribe to this podcast in Apple Podcasts

Working at home and working alone has always been a challenge at the best of times. When you add in a global pandemic that forces millions of people to become solo home workers with no guidance or planning, it's no wonder things are tough for many people. So what are the secrets to successful solo working, and what is the future of work and the workplace going to look like? My guest this week is broadcaster and journalist Rebecca Seal. Earlier in the year, Rebecca published one of the most useful and timely books I've ever read. It's called " Solo: How to Work Alone (and not lose your mind)" and I'm delighted to able to talk to her about it. So whether you are just trying to get through to the end of the pandemic, trying to work out whether home working is what you want to do in the long term or considering starting up in business on your own, then I guarantee you'll get a lot of value from Rebecca's insights. In the interview, we discuss: ▪ The challenges of working alone ▪ Why the last 12 months are not representative of working from home ▪ The opportunity to take a human-centred approach to business operations ▪ ▪ Why do we still work in a way designed for the industrial age of the 19th Century? ▪ The importance of measuring broader outputs than time worked. ▪ Practical advice for people who are struggling and what can leaders do to help ▪ The scientific basis of Zoom fatigue ▪ Virtual worlds ▪ Why it's too early to make decisions on the future of work. Listen to this podcast on Apple Podcasts.

It's April 2021, and we really are standing at a crossroads in terms of the future of talent acquisition. Labour markets are changing, there is a rapid adoption of new technologies, and there is a reinvention in the way we work. So how best to strategically navigate through these changing times. Well, who better to help point the way than my guest this week. As the preeminent analyst in talent technology, Josh Bersin doesn't need much of an introduction. In the interview, we discuss: ▪ How the pandemic is affecting talent markets ▪ Job automation ▪ The need for constant reskilling ▪ Talent mobility ▪ Internal talent marketplaces ▪ Gig work, deconstructing jobs and the evolution of employment ▪ Medium and long term trends to be prepared for Listen to this podcast in Apple Podcasts.

I've always found it fascinating to study high growth companies and start-ups that are seriously scaling up. Things move at a million miles an hour, and some serious lessons can be learned about culture, skills development, talent management and talent acquisition. My guest this week is Sandy Scholes, Chief People Officer at Flipp, a fast-growth retail technology company based out of Toronto. Toronto is a highly competitive talent market, and Sandy has some very valuable insights to share on acquiring and retaining the right talent for a scale-up business. In the interview, we discuss: ▪ The people challenges at Flipp ▪ How do you build a culture? ▪ How the pandemic has changed Flipp's approach to employee experience ▪ Ensuring the right skills are in the business. ▪ How to stand out and attract talent in a tough market ▪ Raising the bar on recruiting. ▪ Career Journeys Listen to this podcast in Apple Podcasts. Sign up for the live Recruiting Future event