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:
Paradox (Ad) (0s):
Support for this podcast is provided by Paradox, the conversational AI company, helping global talent acquisition teams at Unilever, McDonald’s, and CVS Health get recruiting work done faster. Let’s face it, talent acquisition is full of boring administrative tasks that drag the hiring process down and create frustrating experiences for everyone. Paradox’s AI assistant Olivia is shaking up that paradigm, automating things like applicant screening, interview scheduling, and candidate Q&A so recruiters can spend more time with people, not software.
Paradox (Ad) (40s):
Curious how Olivia can work for your team? Then visit paradox.ai to learn more.
Matt Alder (1m 5s):
Hi there, this is Matt older. Welcome to the April RoundUp episode Of The Recruiting Future Podcast. If you’ve not listened to roundup 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 my guests are sharing. So, April was the month that I got to travel again, after two and a half years of lockdowns and restrictions. I very much enjoyed being the guest speaker at Meltwaters Leadership Conference in Portugal. And it was amazing to get to do some face to face podcasting again at Paradoxes excellent client board event in Scottsdale last week. It’s great that video can link us up to people all over the world in an instant, but there’s something really special about meeting face to face.
Matt Alder (1m 53s):
So, let’s review the eight fascinating interviews I published in the last four weeks.
Episode 425 (1m 59s):
I know that many TAA leaders who are listening are currently scaling or rebuilding their talent acquisition teams. Market challenges and rapid advancements in the sophistication and availability of technology have changed the game for talent acquisition in the last 24 months. So how do you structure and scale a high performing talent acquisition team to meet the needs of 2022? My first guest in April for episode 425 was Alison Kaizer, head of talent at Lunchbox. Alison is currently scaling a talent acquisition team in a highly challenging market sector and has some practical insights on tech stacks, team structure, metrics and competitive advantage.
Episode 426 (2m 45s):
Expanding candidate pools speeding up the recruiting process and diversity hiring are all current talent acquisition challenges. While technology is never a magic fix everything solution it is becoming evident that as AI becomes more sophisticated, it can offer employers some of the tools needed to meet these challenges. So, what are the latest use cases for AI and talent acquisition? And how is it driving skills-based decision making? My guest on episode 426 was Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold. Andrea was formerly Global Head of Talent Acquisition at American Express and has some unique insights into the development of AI in recruiting.
Episode 427 (3m 34s):
I’ve been a keen follower of the job board market for several decades. It’s been a market that’s often been very slow to evolve, but the pace of innovation has increased considerably in the last few years. So what effect has the pandemic had on the job board industry and what is its likely future direction? I’ve not had a job board focused interview on the podcast for a while. So, it was brilliant to get to speak to Steven Rothberg, Founder and Chief Visionary Officer of College Recruiter on episode 427. Steven has been in the job board industry since it started. I could think of no better person to give us an update on the current state of the market.
Episode 428 (4m 16s):
Whether it’s the Great Resignation or the Great Reset whatever you choose to call it, it’s undeniable that employers are currently finding it extremely challenging to attract and retain talent. So which strategies should companies be exploring to improve their odds in such a difficult market? To help answer this question, I spoke to Christine Wzorek, CEO and Founder of White Label Advisors in Episode 428. Christine is a highly experienced HR leader and has essential advice about building holistic human capital strategies to deal with these incredibly challenging times.
Episode 429 (4m 58s):
Some of my favorite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalized groups into the workforce. And I’ve learned a lot from talking to employers like Timpson and organizations like The Bridge of Hope. In Episode 429, we explored what happens when the employer removes all screening, all background checks, and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges and the results? My guest this week is Nykeba King, Global Head of Inclusion and Belonging at The Body Shop.
Episode 429 (5m 41s):
A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It’s a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today’s challenging talent markets.
Episode 430 (5m 58s):
With a growing number of use cases, people analytics continues to develop both in sophistication, and the amount of value it drives for employers. However, despite the quantum leap in recruiting technology that we’ve seen in the last few years, I still feel that talent acquisition is significantly lagging behind where it should be in terms of data and analytics. Vic Akosile, an HR Strategy Consultant at Humananalytics. And in Episode 430, Vic gave us an excellent overview of what’s going on in the people analytics space.
Episode 431 (6m 35s):
The challenges of 2022 are causing many organizations to think very differently about talent. The employers who are getting it right are looking holistically at talent acquisition, development, retention and attrition to create the opportunity to build a talent dense organization. So, what does this look like in practice, and how can your company get there? On Episode 431, I spoke to Taylor Roa, Director of Talent at Wistia. Wistia is a growing technology company with an incredible culture and a big focus on talent density.
Episode 431 (7m 15s):
They also use video as their superpower to showcase their unique employer brand. And I’m a massive fan of their content.
Episode 432 (7m 22s):
After over two years of unprecedented disruption, it has become evident that things have changed forever. However, many employers are still attempting to stick with the talent acquisition and employee experience strategies they had before the pandemic. So, what are the dangers of behaving as if nothing has changed, and how should companies now set their strategies for the long term? On Episode 432, I spoke to Amanda Black, Director of Inclusive Search at Good Works Consulting. Amanda has wide-ranging experience in talent acquisition and DE&I and has some expert insights to share on the long-term impact of The Great Resignation.
Matt Alder (8m 8s):
So onwards into May, and I’m getting to travel again. The last industry conference I went to before the pandemic was The Excellent Unleash in Paris at the end of 2019. So, I’m delighted to be going to Unleash America in Vegas in a couple of weeks, we’ll be cohosting the tire acquisition stage. If you’re going to be there, please come and say hello. Finally, I want to say a special thank you to the team at Paradox. Paradox are one of my main sponsors for the first part of 2022. And they’re sponsoring these roundup episodes. You can check out all the great things they do by going to paradox.ai.
Matt Alder (8m 49s):
If you haven’t already, you can subscribe to this podcast in Apple podcasts on Spotify, or via your podcasting app of choice. You can also search all the past episodes at recruiting future.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 very much for listening. I’ll be back next time and I hope you’ll join me.