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:
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Matt Alder (1m 43s):
Hi, everyone. This is Matt Alder. Welcome to the October Roundup Episode of the Recruiting Future Podcast. If you’ve not listened to Round Up before, it’s a short review of the episodes that I’ve published in the last month to make sure you don’t miss out on the valuable insights that my guests are sharing. This is actually the first Round up episode I’ve recorded for a few months as I had my head down finishing my second book. The final version is now with the publisher and digital talent will be published on the 3rd of March next year. With the book now finished, I’ve got more time to expand the content of the podcast with the return of Round up and more special bonus episodes, something that feels particularly important at the moment, The interviews I published in October cover a cross-section of the major issues we’re currently facing in talent acquisition in what are continuing to be incredibly disruptive times.
Matt Alder (2m 41s):
We started off the month in episode 377 by looking at the role AI can play in solving some of the challenges in the market. My guest was Rebecca Warren, part of the customer success team at Eightfold AI. As a former TA leader, Rebecca offered us some unique insights into using AI strategically in talent acquisition. Specific areas we covered in our conversation included skills adjacency, DE&I, some practical examples of AI in action, as well as some great advice for TA leaders. Keeping employees is as difficult as attracting employees at the moment.
Matt Alder (3m 22s):
As ever, it’s particularly tough in the tech sector. In episode 378, we explored the changing relationship between employees and employers and the role of shared values. My guest was Michael Visser, VP People Success and Enablement at software company, Unit4. Unit4 is taking a holistic values-driven approach to recruitment and retention and has a strategy based on innovation and experimentation. As our working lives become ever more focused on digital screens and devices, how can employers ensure that they support their employees’ mental wellness?
Matt Alder (4m 5s):
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 as machines? In episode 379, I spoke to 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. These are issues that affect all of us, and it was great to get an expert perspective from Anastasia. Having just finished writing a book about talent and digital transformation, it was brilliant to talk to an employer about that very topic in episode 380.
Matt Alder (4m 53s):
Harm Otten is Executive Vice President of 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. Digital transformation is currently one of the fundamental drivers of talent strategy in 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.
Matt Alder (5m 34s):
Recruiting automation via conversational AI is proving to be an effective way to help solve some of the unique challenges we’re seeing 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? In episode 381, I spoke to 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.
Matt Alder (6m 22s):
In episode 382, I spoke to Marcus Buckingham, Head of Research of People and Performance at The ADP Research Institute. Marcus is well known in the industry for doing pioneering research work. He’s just recently released 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. Talent markets are crazy. Recruiting is tough, and it can be challenging to get any sort of perspective on what is actually going on.
Matt Alder (7m 2s):
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 for episode 383 was 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’s overview of market trends in the interview a must listen for everyone. We covered everything from the current job market to the impact of government support and the long-term trends tele acquisition professionals need to keep an eye on.
Matt Alder (7m 50s):
There’s 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 being made. Eugène van den Hemel helps employers recruit talent from communities that are historically underrepresented in the job market, and he was my guest for episodes 384. 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, some really inspiring stuff here.
Matt Alder (8m 31s):
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. In episode 385, I spoke to 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. We talked about what the most innovative companies are doing in this area and how technology is helping them so onwards into November and December. As we close off the year, I’ll be asking all of my forthcoming guests about their predictions for 2022 and the trends we need to be watching.
Matt Alder (9m 20s):
Make sure you don’t miss out. If you haven’t already, you can subscribe to this podcast in Apple Podcasts, on Spotify, or via your podcasting app of choice. Please also follow the show on Instagram. You can find us by searching for Recruiting Future. You can search all the past episodes at recruitingfuture.com. On that site, you can also subscribe to the mailing list to get the inside track about everything that’s coming up on the show. Thanks so much for listening.
Matt Alder (10m 8s):
I’ll be back next time and I hope you’ll join me.