Afleveringen
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Anessa Fike, author of The Revolution of Work, F!ck the Patriarchy, discusses her book and the need to dismantle the current systems in the workplace. She shares her journey into fractional HR and explains that fractional work allows organizations to have experts on a part-time basis at a fraction of the cost. Anessa talks about her decision to write the book and her choice of title, emphasizing the need for an uprising and the dismantling of patriarchal elements in society. She hopes that the book will empower those who already think this way and encourage conversations about change. The conversation explores the need for a revolution in the workplace, addressing issues such as obliviousness of leaders, the need for self-reflection, the rise of fractional work, the role of AI, the challenges with founder CEOs, the lack of diversity in funding, and the importance of pay equity. The conversation emphasizes the need for change and the role of allies in creating a more inclusive and equitable work environment.
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The hype around the arrival of Gen AI was off-the-scale crazy. Now that things have calmed down and the use of LLMs is starting to normalize, it can be easy to think that the hype was overblown. However, we are about to see some developments in technology that will change our mindsets entirely and start to bridge the gap between the initial hype and our current reality.
My guest this week is Jack Houghton, Co-Founder of Mindset AI. Mindset AI uses cutting-edge AI technology in the HR and Learning space. Jack talks us through the potential of Autonomous AI Agents to change how we work forever and help some of the initial hype around AI become reality.
In the interview, we discuss:
The huge developments coming in the next 12 months
How will removing the current friction in accessing Gen AI accelerate adoption?
How Autonomous AI Agents will bridge where we are and where we are going.
Tools, APIs, and logical reasoning
How do AI Agents communicate in Swarms to build workflows and intelligently manage tasks?
Ask use cases and Do use cases.
What are the limitations and the implications for jobs?
The importance of taking a strategic approach
Where might we be in 3-5 years?
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Zijn er afleveringen die ontbreken?
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Much of the conversation about the future of talent acquisition focuses on absolutes. The questions debated revolve around whether there will actually be a need for talent acquisition in the future, whether robots will do all the recruiting, and whether most jobs will even still exist.
While these discussions are essential, they tend to polarize opinion and don't do much to move the industry forward. We need to have nuanced conversations about the practicalities of this transformation process and focus on the skills and roles that will drive the change we need.
My guest this week is Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo. Andreea strongly advocates for strategic talent acquisition and the importance of TA shaping its own destiny. She has done some significant work around the future roles talent acquisition will need and has some highly valuable insights to share
In the interview, we discuss:
Elevating the role of TA and making it strategic
The importance of understanding rapidly changing business priorities
How are employers responding to AI?
The enthusiasm vs. implementation gap
What are AI skills?
Removing silos in the talent function
Disrupting the traditional career framework in TA
What TA roles might we see in the future?
What skills do TA professionals need to develop
What is going to happen over the next 18 months
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This week we interview Recruitics CEO Adam Stafford in front of live audience at TATech. We cover a lot!
Adam Stafford shares his diverse background, including roles as a product manager, restaurateur, and DOD supply chain specialist.
Recruitics is known for pioneering programmatic job advertising.
Launch of AI-powered conversational analytics tool Brion.
Recruitics Brion helps non-technical users access recruitment data insights quickly.
Discussion on the future of recruitment tech involving more AI and predictive analytics.
The industry current challenges include fraud and the volume of AI-generated applicants.
Emphasis on meeting candidates where they are and improving matching processes. -
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When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas.
The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months.
So, what practical and immediate steps can employers take to be more inclusive with their recruiting?
My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication.
In the interview, we discuss:
The importance of inclusive communication
Being a comms rebel
How can the recruiting process be more inclusive?
Job descriptions and degrees
Recognizing bias
Taking micro-steps
The impact of poor communication on candidates
What can employers and individual recruiters do to improve the candidate experience?
The dangers of overly generic AI-generated language
Candidates calling out employers in public
Changing expectations of work and the importance of belonging
Will AI make things better or worse?
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It's been clear for a long time that the way we traditionally think about skills and expertise is out of step with our fast-changing and volatile world. This issue runs through the education system in many countries and also influences how employers attract and upskill talent.
So, what are the innovative approaches that could solve this problem?
My guest this week is Ed Fidoe, co-founder and CEO of the London Interdisciplinary School (LIS). LIS has been described as the most radical new university to open in decades. It offers degrees that use an interdisciplinary approach to solving some of the complex problems that business and society face. There are interesting lessons for employers here around the concept of interactional expertise.
In the interview, we discuss:
What is LIS, and why was it founded?
Building networks of knowledge
Connecting academic learning to the workplace
Enhancing employability by addressing the current mismatch of expertise between college and the workplace
Intellectual curiosity and problem-solving
Cultivating diversity of thought through diversity of background
The power of interactional expertise in the knowledge economy
What future skills will be needed in an AI-driven world?
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Think the time you've put in at your current employer is impressive? Well, let us introduce you to Matt Lavery, Global Director of Sourcing, Hiring and Onboarding at UPS ... since 1997. That's right, while you were listening to Radiohead's OK Computer, Matt was cutting his teeth in the competitive business of global package delivery. Needless to say, he's seen a lot, and he's droppin' all kinds of knowledge bombs on listeners of all ages on this episode. From changes in tech to the ebbs and flows of labor unions to what it's like hiring for 200 countries and territories, this has it all. Shoot, we even throw in some healthy banter on the upcoming NFL season and why Chicago Bears fans should be as optimistic as they were in 1985. Da Bears, indeed.
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If you listened to the TA Leader interviews in Episode 619, you'd know that Recruiting Future recently collaborated with The Chad & Cheese podcast to host two face-to-face unconference-style events in Edinburgh and Glasgow.
On the day between the two events, we decided to combine podcast recording with tourism. What better way to do this than to use a campervan as a mobile recording studio and drive around the southeast of Scotland, taking in some of its world-famous coastal views? Well, that was the plan anyway.
Our plans took an unexpected turn as the weather had other ideas. But this led to some exciting impromptu discussions on AI and the future of work, sparked by a tour of a two-hundred-year-old whisky distillery, a flying visit to a seven-hundred-year-old castle, and a trip to the beach.
In this episode, we discuss:
Is the resume dead?
What's going on with skills-based hiring
The differences and similarities between talent acquisition in Scotland and talent acquisition in the US
Attitudes to risk
The tricky balance between robots and humans
What does the long-term future look like
Do we have the right attitude towards the future as an industry?
AI is already taking TA jobs.
Why smaller employers may have an advantage
What happens when AI is just baked into everything?
What is going to change in the next three years
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The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle.
So how can this be done, and what advantages can it bring?
My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring.
In the interview, we discuss:
How the market is evolving
The changing balance between talent acquisition and talent management
TA's responsibility for retention
Combining hard skills and soft skills
Pace paradox versus business latency
Focusing on the skills you need rather than the skills you have
The evolution of the recruiting process
Building alignment between talent acquisition, talent management, and hiring managers
The importance of one universal dataset
The role of AI
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To say the ATS business is a challenging one these days would be an understatement. Between mergers and acquisitions, slumbering IPO ambitions and figuring out the whole AI Revolution, staying ahead of the game is complex. That's why we invited SmartRecruiters interim CEO and CPO Rebecca Carr to the show. She's an industry veteran with a good story to tell and as an industry product person to the bone, she can add nuance to the landscape. Covering everything from the hibernating IPO speculation to the botched acquisition with iCIMS to her time with - wait for it - Branchout, a high flying player from over a decade ago, who flamed out and die at the hand of Facebook before it really caught fire. It'a a walk down Memory Land, and a glimpse into the future that's a must-listen.
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This week we welcome the OG HR Famous Tim Sackett. Tim has come up with a great follow up book to the Talent Fix by releasing volume 2
After 5,000 blog posts, at what point do you just write a few books?
With his latest book, Tim brings the wit and humour we all need after a long day in TA.
Fun fact, he is one of the few people who can honestly say they were born to be in this profession.
Our favourite takes from his new book:
Money fixes everything
Hiring Managers are mad because they see us as HR
Laughable metrics in TA
Talent Streaming
Referral to Interview ratio - aim for 90-100%
The Talent Fix Volume 2 is out now! -
The world of venture capital is a mystery to most. Who gets funded and why? What's the math around valuations? And why is there so much "betting on the jockey"? So many questions with so few answers. That's why we invited Jason Corsello, founder and general partner at Acadian Ventures, on the podcast. He'll help us better understand the unicorn parade from a few years back, which resulted in a VC winter, which has led to the gradual thawing of capital into the world of work. What kind of companies are getting his attention, and wallet share, and what advice does he give to startups looking to raise that first seed round of capital. The veils are being lifted and the crystal balls are coming out on this one. Enjoy.
Chapters
00:00 Introduction and Background
03:14 The Unicorn Parade and VC Winter
07:16 Opportunities for Seed Investors
10:23 The Thaw and the Future of Venture Capital
16:23 Investment Themes: AI, Compliance, and Global Workforce
22:36 Advantages and Disadvantages of Incumbents in Leveraging Data
23:53 Challenges of Integrating HR Tech Systems
26:15 Evaluating Startup Pitches and the Importance of Referrals
29:55 Evaluating European Startups vs. US Startups
33:49 The Potential for Disruption in the ATS Market
35:23 Best Bets, Worst Mistakes, and Missed Opportunities in Venture Capital -
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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 611: Doing Hiring Differently
Ep 612: AI-Powered Job Seekers
Ep 613: Talent Automation
Ep 614: Reinventing The Recruiting Process
Ep 615: Building Inclusive Hiring Practices
Ep 616: AI And The Art Of The Possible
Ep 617: The Practicalities of Skills-Based Hiring
Ep 618: Breaking The Rainbow Ceiling
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A full transcript will appear here shortly -
Recorded LIVE from Transform earlier this year. This episode explores the dynamic changes in the modern workplace including in-depth conversations with Janine Yancey, the CEO and founder of Emtrain. With her rich background as an employment lawyer and her innovative work, Janine provides unique perspectives on transforming HR practices, compliance training, and workplace culture.
Episode Chapters
0:00:00 - Podcast Intro
0:00:23 - Live from Transform Las Vegas
0:00:42 - Welcoming Janine Yancey
0:01:03 - Janine Yancey's Background
0:04:03 - Differentiating in a Competitive Market
0:06:10 - Partnerships with Industry Leaders
0:07:39 - Developing Management Skills
0:08:26 - Measuring Team Chemistry
0:09:49 - Building a Unified Team Culture
0:11:00 - Launching New People Analytics Tools
0:14:02 - The Impact of AI on Work
0:17:20 - Evolution of the Workforce -
To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going.
Chapters:
0:00:00 - Introduction and Welcome
0:00:35 - Gerry Crispin's Background
0:02:17 - Early Days and Formation of CareerXroads
0:03:09 - The Internet and Job Boards Revolution
0:05:49 - Writing and Publishing the First Book
0:14:45 - Transition to Building a Community
0:16:35 - Reflecting on the Evolution of Talent Acquisition
0:17:31 - AI and the Future of Recruiting
0:19:42 - Current State of Talent Acquisition Technology
0:25:11 - Improving Recruiting Efficiency and Integration
0:30:40 - DEI and the Supreme Court Decision Impact
0:36:01 - Corporate Responsibility and Community Engagement
0:37:01 - Insights from the UNLEASH Conference
0:38:16 - Conclusion and Gerry’s Contact Information -
During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow.
TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone.
This episode features eight industry leaders talking about the practicalities of the revolution ahead:
Danny Caines - HR Project Manager International Talent Acquisition at Babcock
George Dobbin - Global Head of Talent Acquisition and Development at Sabio
Susan McRoberts - Independent HR Consultant
Nicki Paterson - Chief Growth Officer at Solutions Driven
Euan Cameron - CEO at Willo
Nicolle Sinclair - Talent Engagement Leader at Diageo
Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon
Jo Grant - Employer Brand Manager UK and Ireland.
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The pendulum goes back-and-forth. In 2021, a survey was published that showed people had never been more afraid to speak their minds (a shocking 9 out of 10 people have felt emotionally or physically unsafe to speak their mind more than once in the past 18 months. Unsurprisingly, the conversation topics that have generated the most fear include political or social issues (74%) and COVID-19 issues (70%). It was the peak of MeToo and George Floyd cancel culture. Fast forward to today, and thought leaders from Professor Scott Galloway to James Carville are pushing back. It's a lot to digest. That's why we invited Justin Jones-Fosu, founder and CEO of Work. Meaningful. to the show. Author of the upcoming book "Respectfully Disagree," Justin and the boys cover a wide array of topics that many are afraid to bridge, but shouldn't be. If you've ever found yourself keeping quiet, instead of engaging, this is a must-listen. And if you speak your mind on every occasion to do so, it might just be for you too.
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Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles.
Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization.
My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed.
In the interview, we discuss:
Why she wrote the book
The barriers that prevent LGBTQ+ people from being hired or promoted into senior roles
Roles models and self-esteem
Conscious and unconscious bias
Managers reinforcing imposter syndrome.
Understanding different experiences
Allowing people to do their best work
Intersectionality
Equity in talent management
Advice to employers on inclusive hiring
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Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation?
Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers.
Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring.
In the interview, we discuss:
Why and how we did the research
Motivations for being skills-based
Some surprising findings
The problems with skills taxonomies
Talent Acquisition and Talent Management
Training Hiring Managers
The way forward for skills-based hiring
Download our report " Skills-Based Hiring, The Gap Between Theory and Practice”
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The SCOOP! Plum is launching Thrive & Flourish
Knowing that 68% of hard skills wont exist in the next few years, TA and Talent Management need tools to ensure their people are in the right job.
Jason reveals what PLUM scientists have been hard at work on
PLUM Flourish the free assessment for job seekers will now offer career mapping
For the ELT with vision to lead their company, PLUM Thrive introduces Culture Mapping
To address the culture gap, Talent Management now has the technology to align hard skills and soft skills in just over 8 minutes!
230% growth in 2 years - PLUM is the overnight success that took 12 years to build! - Laat meer zien
