It's becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work.
So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value?
My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view.
In the interview, we discuss:

Current talent acquisition challenges

Selling work as a product

The shortening lifespan of skills

Providing easy access to learning

Total talent thinking

Learning agility, curiosity, and other skills for the future

Failing education systems and disappearing entry-level jobs

Individual responsibility for learning

Neuroinclusion in the recruiting process and the danger of homogenization

How does talent acquisition need to re-invent itself for the future?


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Ep 610: Future Skills

Innovation and futurology in Recruiting, Recruitment Marketing and HR Technology. Matt Alder interviews thought leaders who are influencing and changing an industry

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Management

Inclusive hiring is vital to building inclusive organizations, and the benefits of getting it right are considerable, both at a human and a business level. Recognizing bias, standardizing hiring manager behavior, and analyzing data are just some of the things employers need to consider to be more inclusive in their hiring.

My guest this week is Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software. In our conversation, Sarah talks us through the steps that Greenhouse has taken to build an inclusive culture through inclusive hiring practices.

In the interview, we discuss:

What does it take to build a diverse workforce?

Understanding your employee's experience

Hiring as a starting point for building an inclusive culture

ERGs as a vehicle to empower people

Dealing with systemic bias

Inclusive hiring manager behaviors

Structured hiring processes

Connecting DE&I strategy to corporate strategy

The implications of AI on inclusive hiring

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Ep 615: Building Inclusive Hiring Practices

The pace of change in recruiting technology continues to accelerate, and with it come opportunities to improve hiring outcomes, streamline operational efficiency, and make much-needed improvements to the candidate experience. When you add in increasing volumes of applications driven by candidate use of AI and the differing wants and needs of a new generation entering the workforce, it becomes evident that we are on the brink of a profound transformation in recruiting processes.

So, what are the most forward-thinking companies already doing? My guest this week is Hollie Powell, Recruitment Business Partner at EDF. EDF is reinventing its recruiting process for early careers and improving the candidate experience by carefully balancing technology and automation with high-quality human interaction.

In the interview, we discuss:

The early careers strategy at EDF

Increasing volumes of applications through candidate use of AI

How EDF is evolving its recruiting process

The enormous benefits of effective video interviewing

Speeding up the process to improve the candidate experience

Ensuring high quality human interaction during the process

Using an organization wide strengths-based framework

Keeping up with changing candidate wants and needs

Planning for the skills shortages of the future

Consumer brand versus employer brand

How will early careers evolve in the coming years?

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Ep 614: Reinventing The Recruiting Process

As I've said many times before, automation in recruiting and HR is inevitable. This means that every TA and HR leader should be thinking strategically about automation, its implications, and, most importantly, the value that it will add right now.

So what are the benefits of automation, and where and how should talent functions be automated?

My guest this week is Brandon Sammut, Chief People Officer at Zapier. Automation is in Zapiers corporate DNA, and they are successfully using it to drive their talent density strategy through automation in recruiting, onboarding, and skills development.

In the interview, we discuss:

What Talent Density means at Zapier and how they built it

Focusing on what is uniquely human

Being transparent about a remote-only employee experience

T shaped talent

Automated Onboarding

Using automation to solve hard problems and make things more personal at scale.

Experience design and empathy

Understand where to apply automation and where not to apply it.

Developing AI skills across the business

What will the future look like?

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Ep 613: Talent Automation

It is becoming clear that job seekers' use of AI tools in the application process has profound implications for talent acquisition. Many employers report a significant increase in application volume, and there is a potential technology arms race as employers and job boards attempt to use AI to identify AI.
While this may help in the short term, it won't work in the long term, and is job seeker AI use even a bad thing?
My guest this week is expert job board consultant Alexander Chukovski. Alexander has been doing a deep dive into how job seekers use AI and its implications for recruiting. He has valuable insights about job seeker verification and its potential to create win-win situations for candidates, job boards, and employers.
In the interview, we discuss:

The implications of a new generation of AI-savvy job seekers

The different ways job seekers are using AI include

ATS integration

The drawbacks and risks for candidates using AI tools

A pointless tech "arms race."

Why is it difficult to spot the use of AI in CVs and applications?

How should the industry respond?

The rise of verification technology

What can be verified now and what might be possible in the future

The importance of job seekers owning their data

What does the future look like?

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Ep 612: AI-Powered Job Seekers

Many aspects of how companies hire talent have been set in stone and unquestioned for decades. Even if Talent Acquisition wants to drive change, the power of accepted wisdom among hiring managers and the C-Suite is difficult to challenge. So what happens when the CEO of a business champions a completely different way of doing things?

My guest this week is Jeff Dewing, Group CEO at Cloudfm. Jeff's story is amazing, and his approach to business is encapsulated in the title of his book, "Doing The Opposite." When it comes to hiring, Jeff has challenged conventional wisdom around interviews and skills head-on with some spectacular results. I loved this conversation, and it is an absolute must-listen for everyone.

In the interview, we discuss:

Jeff's rollercoaster journey to get where he is today

Where everyone needs autonomy, mastery, and purpose

Why Cloudfm no longer use interviews in their hiring process and what they do instead of 

Removing the risk in hiring

Achieving a 95% recruitment retention rate

Individual career plans and ups killing

Giving people autonomy about how and where they work.

The office as a creative, problem-solving collaboration space

The impact AI will have on the future.

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Ep 610: Future Skills

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