HR Interviews Playlist

The unprecedented volatility in the Talent Acquisition jobs market in the last three years illustrates that many organizations still see TA as a transactional function turned on or off according to hiring demand.

This is a big problem. While the development of ever more sophisticated AI promises much for TA, it also represents an existential threat to the survival of any business function seen as transactional and easy to automate.

So, how can talent acquisition prove its value to the business and live up to its enormous strategic potential? Perhaps the first step would be to understand that value properly.

My guest this week is Toby Culshaw, Global Head Of Pipeline Strategy & Intelligence at Amazon Worldwide stores. Toby publishes a lot of thought-provoking content about the future of TA and has strong views on how TA should position its value within the enterprise.

In the interview, we discuss:

• Talent Acquisition's significant challenges

• What is holding change back and why TA is at risk

• What TA does versus its actual value to the business

• Evolution or revolution?

• Taking a tiered approach to TA operations

• Breaking down silos in HR

• Taking a consultative and advisory role

• Adopting new, more meaningful metrics and KPIs

• Advice for TA leaders on where to get standard

• "Talent Nexus" and a future outlook of even more significant change and disruption

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Richard Collins, serial entrepreneur and founder of C Squared Technology, discusses the art of the startup pivot and mastering the challenges and opportunities in the recruitment advertising industry. He shares his experience with building a platform that connects job boards and employers, focusing on delivering qualified applicants. Richard emphasizes the need for a shift from quantity-based metrics like cost per click to quality-based metrics like cost per qualified applicant. He also highlights the importance of community-building and reinvention in the job board industry. Richard also discusses the funding and growth plans for C Squared Technology.

Checkout his recent post on the move: https://www.cvwallet.com/post/our-journey-from-smart-cvs-for-jobseekers-to-solving-recruitment-advertising-for-the-ai-age

Chapters

00:00 - Introduction and Background

04:10 - From CV Wallet to C Squared Technology

08:59 - The Role of Blockchain in the Industry

10:36 - Pivoting and Adapting to the Changing Market

12:24 - Tips for Startups Facing a Pivot

13:39 - Shifting from CPC to Qualified and Interested Applicants

19:38 - The Disconnect Between Traffic and Quality

22:04 - The Role of C Squared Technology in the Job Board Ecosystem

26:36 - Building a Platform and the Future of C Squared Technology

33:00 - Reflections on the Changing Landscape of Tech Startups

36:40 - Funding and Growth Plans for C Squared Technology

Keywords

Richard Collins, Beverly Collins, C Squared Technology, ClickIQ, Indeed, IndeedIQ, recruitment advertising, job boards, qualified applicants, cost per click, cost per qualified applicant, platform, community-building, funding, growth plans, Appcast, CV Wallet

Job interviews have always been a source of anxiety for many people. The pressure of showcasing your achievements to a stranger in an unnaturally structured conversation is not easy, and for many neuro-diverse people, it is pretty much impossible. The use of Ansychromous video interviews has helped the situation in some ways but doesn't provide the opportunity for real-time conversation and exploration, which is critical in the later stages of the recruiting process.

Could a methodology initially designed to combat communication delays in space travel offer a solution that bridges the gap between synchronous and asynchronous interviewing in a way that is inclusive for everyone?

My guest week is Rob Brougham, Director & Co-Founder of Braided Communications. Rob worked with NASA to develop a unique way of helping astronauts have real-time conversations with people back on Earth on future missions to the moon and Mars. He is now using the same technology to make the recruiting process more inclusive and effective. So how does this all work? Just keep listening to find out more.

In the interview, we discuss:

• A simple way of defying the laws of physics in space travel

• How Braiding works

• Making the asynchronous synchronous.

• Co-presence and connection

• The importance of inclusive communication

• Applications in talent acquisition

• Making interviews real-time and inclusive

• What does the future of business communication look like?

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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 631: Science, AI & Assessment

Ep 632: Attracting, Retaining, and Empowering Gen Z Talent

Ep 633: The Strategic Importance Of Wellbeing

Ep 634: Work Before Talent

Ep 635: Transform Talent Acquisition

Ep 636: Hiring & Retaining Innovators

Ep 637: Reinventing The ATS For A New Era

Ep 638: Reskilling For AI

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Yehuda Beller, co-founder and CRO at Worklik joins the Chad and Cheese podcast for a session of Firing Squad. WorkLik is a video-based job platform that aims to improve the candidate experience and connect job seekers with employers. They focus on hourly workers and Gen Z job seekers who are tired of the traditional hiring process. They've raised $2.5 million in seed funding and are planning to raise a Series A round soon. They offer a pay-per-match model, where employers only pay when they match with a qualified candidate. Sounds familiar, but do they have something unique enough to make it out alive? Gotta listen.

Chapters

00:00 - Introduction and Background

05:05 - The Name and Funding

06:15 - The Relevance of Video Resumes

07:51 - Funding and Advisory Board

09:13 - Background and Expertise of the Leadership Team

12:00 - Creating Video Intros and Work History

13:30 - Target Audience and User Experience

14:16 - Video Resumes and Risk Assessment

17:04 - Matching Candidates with Job Requirements

18:46 - Focus on Hourly Work and Part-Time Jobs

21:41 - Improving the Candidate Experience

24:43 - Emphasizing the Human Connection

26:13 - Engaging Candidates Through Chat Messaging

29:46 - Expanding Reach Through Social Media

35:16 - Pay-Per-Match: A Cost-Effective Model

It’s been a tough couple of years for Talent Acquisition. There was a time during the post-pandemic hiring wave when companies were struggling to recruit enough recruiters. Now, the situation is the polar opposite, with TA teams shrinking and many recruiters being laid off. In such economically uncertain times, it’s difficult to determine whether AI is starting to be a factor that impacts jobs in TA. However, based on current adoption rates, it’s probably fair to say that AI is still only a minor contributor to the overall situation.

But this is quickly going to change. As employers start to look at transforming TA over the longer term, AI and automation will inevitably play a significant role in shaping the TA teams of the future.

This raises important questions about job displacement and reskilling. These are not just questions that AI raises for TA; they are questions that span the entire organization, with a strong likelihood that all jobs will be impacted in some way.

So, how can employers prepare their workforce for these impending changes, and what is the likely split between job replacement, job enhancement, and job creation?

My guest this week is Kamal Ahluwalia, President of Ikigai Labs and former President of Eightfold AI. Kamal has extremely well-informed insights on AI’s impact on jobs and skills and valuable advice for employers and employees.

In the interview, we discuss:

• The impact of AI on work and jobs

• Jobs eliminated, jobs changed, jobs created

• Building scenarios for the future

• The critical importance of data

• How should employers be responding

• What is the role of HR and TA?

• Evolving processes to meet new objectives

• Reskilling and upskilling

• How do employers encourage people to learn new skills?

• What will work be like in five years?

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TA Transformation has been a recurring theme on this podcast in recent months. A unique combination of macro and micro forces is driving the need for substantial change, compelling TA leaders to respond swiftly and strategically. Technology, particularly AI and automation, is very much at the heart of this transformation.

But what does this mean for established ATS vendors? How are they adapting to the evolving market landscape, and how are their product strategies being shaped to anticipate the future?

My guest this week is Rebecca Carr, the newly appointed CEO of SmartRecruiters. Previously serving as SmartRecruiters’ Chief Product Officer, Rebecca offers insight into the importance of a product-led approach in these rapidly changing times. She also shares her perspectives on the urgency of accelerating the leap from traditional ATS to the next generation of hiring solutions.

In the interview, we discuss:

• The current state of the market

• Rethinking hiring

• The growing importance of hiring manager experience

• Why being product-focused is important in the current market.

• Accelerating the leap from second-generation ATS to third-generation hiring platform

• The impact of uncertainty around legislation and regulation

• AI education and adoption

• Adaptability and agility

• Advice to TA Leader on designing technology strategies

• What does the future look like

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Matt Fischer, President and COO of Bullhorn, joins the Chad and Cheese podcast to discuss the evolution of Bullhorn and the future of the recruiting industry. Fischer shares his background and how he got into the staffing and tech industry. He also talks about the importance of AI in recruiting and how it can optimize the human element of the job. The conversation covers Bullhorn's recent acquisition of Textkernel and the benefits it brings to the company. Fischer also discusses Bullhorn's marketplace and venture investments, as well as the state of the staffing industry.

Chapters

00:00 - Introduction and Background

02:58 - Bullhorn's Evolution and Acquisition of Textkernel

08:39 - The Importance of Bullhorn's Marketplace and Venture Investments

11:05 - The State of the Staffing Industry

16:08 - No Immediate Plans for an IPO: Focus on Private Equity Sponsors

Keywords

Matt Fischer, Bullhorn, recruiting industry, AI, Textkernel, marketplace, venture investments, staffing industry

The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever.

However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge.

So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce?

My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout.

In the interview, we discuss: 

• What is a catalyst, and what do they have in common

• Seeing risk differently

• Identifying the catalysts in your business

• The importance of organizational context

• Repurposing recruiting processes for diversity of thought

• New ways of thinking about Talent Management

• Breaking down silos and getting stuff done

• Work trauma

• Dealing with burnout

• What does the future of work look like?

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We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent.

TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition.

So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation. 

In the presentation, I cover:

• The macro and micro forces driving change in TA

• Autonomous AI Agent Swarms

• An amazing but disappearing opportunity

• Can we predict the future?

• Is AI a Co-pilot or a Frenemy

• The six elements of Futurecasting

• Common cognitive biases to be aware of when planning for the future

• The TA Team of the future

• Behavior science and automation

• Developing the right mindset.

In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking. 

You can get links to these episodes and a copy of my slides by going to mattalder.me/future. 

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