HR Interviews Playlist

I've done a lot of research this year around the move to skills-based hiring and skills-based organizations. Having spoken to a large number of employers on this journey, it is very clear that success is predicated on looking at skills strategically, holistically, and in the context of both business and personal growth.

Ultimately, employers need to think fundamentally differently about talent and reflect this new thinking in talent acquisition, talent mobility, and talent development.

My guests this week have just published an excellent book encouraging CEOs to embrace this new mindset to build the adaptable, skilled workforce they need in a way that doesn't undermine personal growth and champions the employee experience.

The book is called "The Talent-Fueled Enterprise," and it was great to be able to speak to all three of its authors, Mike Ohata, Larry Durham, and Eric Dingler, who between them have 85 years combined experience in leading talent at Fortune 15 companies.

In the interview, we discuss:

• The current most common talent challenges

• The tension between people growth and business growth

• Shifting from tech skills to Skills, Attributes and Experience

• Skilling for human potential

• Building teams for growth, adaptability, and empathy

• Rethinking Talent Acquisition

• Becoming a skills-based organization

• The vital importance of talent mobility

• Employee experience

• The impact of AI

• What will work look like in 5 years time?

You can get 30% off The Talent-Fueled Enterprise by following this link and using the code Recruiting24

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Improving the candidate experience has been a perpetual goal in recruiting. Despite the best intentions, the improvement process's effectiveness still ebbs and flows with the changes in supply and demand in the labor market. However, are things finally about to change?

Ever since the exponential acceleration in the development of AI, I've been excited about the possibility of technology delivering a genuinely personalized candidate experience at scale.

So, what does this vision look like? Which elements are already possible, and what do TA leaders need to do to make it a reality?

My guest this week is Don Tomlinson, CTO at Daxtra. In our conversation, Don gives us a refreshingly pragmatic view of the AI use cases that can combine to build a personalized candidate experience and highlights pitfalls and dangers to be aware of.

In the interview, we discuss:

• Using AI to diversify talent pools

• Taking out the background noise

• Personalizing the candidate's experience in real-time

• Bespoke communication at scale

• Automatically tailoring the hiring process to individual circumstances.

• Transparency

• The dangers of losing the human touch

• Efficiencies, investment, and ROI

• Build vs Buy, Core Vs Complementary

• AI self-auditing to improve strategy and process

• What will the future look like?

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In this lively episode, Chad Sowash and Joel Cheesman sit down with Quincy Valencia, SVP of Innovation at Harri, at the HR Tech conference. Known for her no-nonsense approach, Quincy offers her candid insights on the overhyped AI trend, emphasizing that companies should focus on the outcomes AI can deliver rather than getting lost in technical jargon. She highlights how AI has evolved since ChatGPT’s launch, moving beyond basic functionalities to transformative real-time data applications in industries like hospitality. As she discusses the future of HR technology, Quincy predicts continued shifts toward integrated ecosystems and strategic partnerships, suggesting that adaptability and innovation are critical for survival. The conversation wraps up with her advice for cautious companies exploring AI: prioritize business results over the technology’s novelty.

Chapter Timecodes

1. 0:00 - Podcast Intro

2. 2:31 - Meet Quincy Valencia

3. 5:46 - AI in HR

4. 10:31 - Real-World AI Applications

5. 4:56 - Adapting in a Changing Market

6. 20:11 - Advice for Newcomers

7. 23:31 - Future of HR Tech

8. 27:16 - Quincy’s HR Tech Wishlist

9. 30:46 - Wrap-Up

In the last few weeks, many established software vendors have launched AI-augmented products, helping us move past the hype and get a much more hands-on view of what AI means for Talent Acquisition.

There are still a massive amount of unknowns, but it is evident that AI is a chief catalyst in what is now an unstoppable transformation of TA and the broader talent function. AI and automation fundamentally alter the speed and scale at which TA can operate, constantly pushing the boundaries of what is possible.

So, what does this mean for TA leaders and practitioners right now? How prepared are organizations for this level of transformation, and how can TA raise its game to drive more value for the organization?

This week, my guests are Dr. Swathi Palasamudram, Enterprise Business Architect at Bosch, and Nazim Ünlü, Global People and Organization Lead at Novartis, in two interviews recorded at the Smartrecruiters Hiring Success event in Amsterdam in September. Swathi and Nazim shared insights that reveal why the transformation of talent acquisition is truly unstoppable—and how TA leaders can harness this momentum to not only keep pace but lead the way.

In the interviews, we discuss:

• Fear, Adaptability, and the critical importance of strategic thinking

• Current AI use cases.

• How AI can raise the value of TA to the business

• Regional variations in AI adoption

• Retaining the vital human element of TA and HR

• Data literacy

• Building a personalized candidate experience

• The difference between Automation (efficiency through technology) and AI (insights and decision-making)

• Advice for TA Leaders

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Live from the Shaker Recruitment Marketing Green Room at RecFest in Nashville! In the podcast, Chad Sowash and Joel Cheesman, dive into the evolving world of recruitment with Joel Lalgee, founder and lead recruiter at The Realist Recruiter. Lalgee, who transitioned from an agency recruiter to building his personal brand online during COVID, shares insights on the recruitment landscape. He emphasizes the importance of authenticity in recruitment, advocating for recruiters to be more human in their approach. The discussion highlights how companies are increasingly turning to social media for recruitment, stressing the creation of relatable content and the strategic use of social media influencers to align with company culture and target audience preferences. They explore the future of recruitment, predicting a rise in independent recruiters and Recruitment Process Outsourcing (RPO) models that leverage technology. Lalgee outlines his plans for 2025, focusing on content creation and establishing an RPO model, alongside discussing effective strategies for content distribution across various platforms to engage audiences more effectively.

In this episode of Talent Chasing, Brian Johnson and Chad Sowash dissect their interview with John Harris, owner of AthLife, and explore the complexities of athlete transitions into the real world, the implications of the NIL (Name, Image, Likeness) landscape, and the importance of unions in both sports and corporate environments. They discuss the challenges faced by collegiate athletes, the need for employee development in businesses, and the often-overlooked human element in analytics and corporate decision-making.

Takeaways

Chapters

00:00 Introduction to Challenge Chasing

04:54 Navigating the NIL Landscape

07:00 The Fantasy of Professional Sports

09:59 The Importance of Unions in Sports and Beyond

12:46 Employee Development in Corporate America

15:46 The Human Element in Business Analytics

In this episode of the Chad and Cheese podcast, Chad and Cheese chat with Maria Colacurcio, CEO at Syndio, Alim Dhanji, CHRO, TD SYNNEX, and Ana White, EVP and Chief People Officer at Lumen to discuss the critical issues surrounding workplace equity, the importance of data-driven approaches, and the impact of recent legal changes on DEI initiatives. The conversation highlights the need for transparency, the role of AI in reducing bias, and real stories of how pay equity adjustments have positively affected employees' lives. Achieving equity is an ongoing journey that requires commitment from leadership and a culture of inclusion.

ENJOY!

In this episode, Zeke Hernandez, a professor at the Wharton School, discusses the complexities of immigration in the U.S., addressing both legal and illegal immigration, the economic contributions of immigrants, and the need for reform in immigration policies.

The conversation also hits head-on the challenges faced by high-skilled immigrants and the implications of America's outdated immigration system. Prof Zeke discusses the multifaceted impact of immigration on the labor market, economy, culture, and job creation in the U.S.

Prof Zeke addresses the historical context of cultural assimilation and offers strategies for engaging in difficult conversations about immigration.

Chapters

00:00 - Introduction to Zeke Hernandez

03:02 - The Truth About Immigration

06:10 - Understanding Legal vs. Illegal Immigration

09:11 - Investment Contributions of Immigrants

12:01 - The Need for High-Skilled Immigration

14:52 - America's Brain and Muscle Drain

17:49 - The Impact of Immigrants on Job Markets

20:56 - The Impact of Immigration on the Labor Market

24:53 - Economic Growth and Immigrant Contributions

26:48 - Challenges of the Current Immigration System

28:53 - Cultural Assimilation and Historical Perspectives

31:00 - Navigating Difficult Conversations on Immigration

34:43 - The Economic Consequences of Mass Deportation

Keywords

immigration, economy, legal immigration, illegal immigration, investment, job creation, high-skilled workers, brain drain, muscle drain, Zeke Hernandez, immigration, labor market, economic growth, cultural assimilation, immigration system, difficult conversations, mass deportation, Donald Trump, Kamala Harris

Soft Skills, Hard Skills, Attributes, Traits, Competencies—these words sometimes get used interchangeably when we talk about assessment and team building. As the momentum around skills-based hiring increases, it is important to know what we really mean when we talk about skills generically and how exactly we are measuring someone's ability to do a particular role.

My guest this week is Rich Diviney, founder of The Attributes. Rich is a former Commanding Officer in the US Navy SEALs, where he was responsible for assessing and selecting the elite of the elite for the famous SEAL Team Six.

He now speaks and writes about the use of attributes in team building and hiring. We had a fantastic discussion about the difference between skills and attributes in the context of hiring and development. We also discuss my somewhat surprising results from taking Rich's attributes test. 

In the interview, we discuss:

• Identifying the elite of the elite for SEAL Team Six

• The difference between attributes and skills

• Understanding how people react in times of stress, challenge, and uncertainty

• How do you measure and assess attributes?

• Are soft skills and attributes the same thing?

• Can you develop attributes?

• The difference between perseverance, resilience, and tenacity

• What are companies getting wrong when it comes to skills and hiring?

• The "Dream Team Paradox"

• When AI takes over skills, attributes become even more critical.

• What does the future look like for hiring and managing talent?

You can get 15% of The Attributes Assessment by using the code RECRUITING15

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John Harris, the owner of AthLife, shares his journey of helping former professional athletes transition back into the real world. He explains how AthLife has assisted over a thousand athletes in pursuing education and finding new careers. The conversation also touches on the shift in college athletics with the introduction of name, image, and likeness (NIL) rights for student-athletes. The conversation covers various topics related to college athletes transitioning to professional careers and the challenges they face. The main themes include Name, Image, and Likeness (NIL) deals, the transfer portal, academic advising for transfer students, the financial implications of transferring, the importance of education and career planning, the benefits of hiring former athletes, and success stories of athletes transitioning to post-sports careers.

Chapters

00:00 Introduction to John Harris

02:28 The Genesis of AthLife and Supporting NFL Players

05:48 The Importance of Supporting Athletes' Education and Transition

08:29 Collective Bargaining and Transition Support in Different Leagues

12:57 Success Stories of AthLife's Program

15:29 Career Placement and Networking for Former Athletes

19:00 Challenges and Fears in Athlete Transition

20:00 Supporting Women Athletes in Transition

24:23 The Impact of Name, Image, and Likeness (NIL) Rights in College Athletics

26:16 The Reality of NIL Opportunities for Student-Athletes

27:22 Navigating the Name, Image, and Likeness (NIL) Landscape

28:13 The Challenges of the Transfer Portal

29:11 Academic Advising for Transfer Students

30:39 The Financial Implications of Transferring

35:10 The Importance of Education and Career Planning

38:25 The Benefits of Hiring Former Athletes

42:19 Success Stories of Athletes Transitioning to Post-Sports Careers