HR Interviews Playlist

Nothing strikes fear into the hearts of employers or the vendors that service them quite like the threat of a lawsuit. These days, legal challenges and the opportunity to take a business to court are aplenty ... compliments of artificial intelligence. Whether it's an entire block of countries like the EU, or individual states like California and New York, the risk of new laws and regulations putting an organization at risk are higher than they've ever been. That's why we had to get Guru Sethupathy, co-founder and CEO at FairNow, a company that helps ensure your AI solutions are compliant and well-governed, on the show for a quick check-in not the current State of AI. Whether it's the UK adopting it’s own alternative approach to regulating AI, California's Safe and Secure Innovation for Frontier Artificial Intelligence Systems Act, NYC Local Law 144 or even India's latest regulations on hiring, we need a guru - yep, pun intended - to help us better understand what's going on. It's a must-listen if your hiring practices leverage AI or if your company provides such services to employers.

Skills shortages, shortening skills lifespans, digital transformation, the AI revolution, hiring freezes and layoffs. These are just some of the factors currently reshaping how companies think about talent. It's clear that this level of disruption is now the new normal rather than a short-term trend.

So, how do TA teams respond, and what role do they have in helping employers redefine their thinking about talent, skills, and hiring?

My guest this week is Rich Wilson, CEO and Co-Founder of Gigged.Ai. Before he became a founder, Rich had a successful career as a recruiter and spent time as a Gartner analyst specialising in digital transformation and the future of work. In our conversation, we discuss skills-focused strategies to reinvent hiring and the part TA teams have to play in this critical transformation.

In the interview, we discuss:

• Skill shortages and layoffs

• The shortening lifespan of skills

• Switching from cap-ex to op-ex

• Future of work trends

• How AI is creating new workforce opportunities

• Internal mobility, upskilling, reskilling and contingent hiring

• New ways of getting skills into the business

• Talent sharing and open innovation

• How does TA need to think differently about talent?

• What will the talent space look like in five years?

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Join us on "The Chad and Cheese Podcast" for a lively and enlightening conversation with Natalie Stones, the founder of Talent Collective. In this episode, titled "Unleashing Talent: The Natalie Stones Interview," we delve into Natalie's passion for talent acquisition, her journey from corporate recruiting to building a thriving community for women in recruiting, and her adventures in fractional recruiting. Natalie shares her insights on AI in recruiting, the challenges of unbiased hiring, and the current trends in talent acquisition. We also discuss the changing landscape of diversity, equity, and inclusion initiatives, the rise of fractional work and its impact on women, and the evolving dynamics of the workforce post-pandemic. Don't miss Natalie's candid thoughts on LinkedIn and the role of recruiting technology in shaping the future of talent acquisition. Tune in for an episode packed with humor, snark, and thought-provoking discussions that redefine the world of recruiting. 

I launched Recruiting Future nine years ago to attempt to understand the future of talent acquisition. Back then, social media was the biggest driver of change, and we were starting to realize how much new technologies would change the world.

Predicting the future is always risky; however, if you approach things correctly, you can spot the trends that will stick and get a sense of what is likely to happen.

I'm actually launching a short digital course next month to teach you some tools and techniques to do this. You can join the VIP waitlist for early access and a discount by going to mattalder.me/course

 Back to the 600th episode. To celebrate this landmark, I invited my long-time collaborator and co-author, Mervyn Dinnen, to a studio in London to explore just how accurate some of the predictions we made in a whitepaper back in 2006 about the future of work were and to discuss what we think will happen over the next decade. There is also a video version of this podcast that you can find by following the link in the show notes.

In the interview, we discuss:

• When I first told Mervyn I was launching Recruiting future

• Tasks, not jobs, in a skills-based future

• How the pandemic accelerated trends that were already there

• Is "return to the office" HR's version of the culture wars

• Why we thought recruiting would be "Tinderized."

• The long-predicted demise of the resume

• Talent Marketplaces

• What does the next ten years look like

• Total Talent Thinking

• Where is the humanity in the AI-driven future of work?

• What is going to happen over the next 12 months

Watch the video version of this episode on YouTube

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This week we welcome Peter Weddle CEO at TATech

• From North Virginia, arguably the most beautiful part of the USA.

• With 26 books written and a columnist for the Wall Street Journal Peter’s insight into the world of work, he shares sage advice to those considering what AI will do for the Recruiter.

• The early days of TATech the foundation was to create a trade organization and Code of Ethics. Creating a trust source for buyer and TA Tech vendors. The one and only TATech Buyers guide was born.

• Peter and his team have created the incredible opportunity for TA Tech to come together with investors & analysts to make deals happen. 

• Mic drop, TA should manage HR, makes perfect sense.  

The last time Chad & Cheese welcomed Jeff "The Job Board Doctor" Chasey-Dickens to the podcast, chaos ensued as Cheese's Four Horsemen of the job board apocalypse rode wild in a healthy debate on the future of job boards. This time, the doc brings his own flavor of death and destruction he sees for the job board industry, dubbed Unholy Trinity. Three isn't as much as four, but the despair is no less frightening. If you're a job board owner or employee, it's a must listen.

The podcast episode features Darrian Mikell, co-founder and CEO of Qualifi, discussing the evolution of his company and its impact on the recruiting industry. Mikell shares insights on Qualifi's journey from a simple phone interview automation tool to an end-to-end screening solution, emphasizing the importance of capturing the voice of candidates beyond resumes. He also delves into the challenges of market education and the potential of using AI and automation in recruiting while maintaining a focus on diversity and inclusion. The conversation also touches on Mikell's personal journey, his experience working with family in business, and his competitive spirit, reflecting both in his athletic background and business ambitions.

We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly.

So, what can TA leaders do to make their data strategies more effective?

My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data.

In the interview, we discuss:

• Why data is so essential in TA

• Answering questions with data rather than with opinions or assumptions

• What organizations are missing out on if they only use summary statistics

• What are the innovative organizations doing?

• AI and automation

• What are the most critical data sources?

• Pivot table versus data visualization

• Human in the loop

• Using data to shift strategies

• How AI will empower decision-making based on smaller sets of data

• What will the future look like?

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In this episode of the podcast, the boys dive deep into the world of talent strategy and employee satisfaction with Dr. Jim Kanichirayil, VP of growth at EngageRocket, researcher, writer, podcaster, and a seasoned professional in the tech industry. Dr. Jim sheds light on the dissatisfaction brewing among workers within traditional employment structures, pointing towards the rise of freelance work and the gig economy as potential alternatives.

We explore the phenomenon known as the "Great Resignation" and its lasting impact on the workforce, uncovering underlying issues like stagnant wages, layoffs, and limited career growth opportunities. The financial toll of attrition on organizations is also brought to the forefront, highlighting the significant costs associated with replacing employees.

As Chad and Joel question why talent acquisition professionals aren't taking more proactive measures to address retention and productivity concerns, Dr. Jim suggests that short-term fixes often take precedence over long-term talent management strategies. He stresses the crucial role of effective leadership and managerial support in retaining employees.

Throughout the discussion, we delve into key aspects of employee retention and development, including brand integrity, onboarding processes, and the importance of clear communication. Dr. Jim draws parallels between corporate practices and military training, emphasizing the need for continuous learning and development.

We also explore shifting attitudes towards stability and career paths among different generations, advocating for a more flexible and entrepreneurial approach to career management. Ultimately, the conversation underscores the importance of organizational adaptation to meet the evolving expectations and aspirations of employees, fostering long-term engagement and loyalty.

Executive Search is often considered so specialized that it should always remain the preserve of Exec Search agencies. However, an ever-increasing number of large employers are now choosing to build in-house executive search functions. So what are the advantages of doing this, how do you do this, and what is the ongoing impact from tighter talent markets and innovations in technology

My guest this week is Katie Howard, Global Talent Acquisition Luxury and Lifestyle Lead at IHG. Katie made the switch from Search Agency to in-house just over a year ago and has been helping set IHG up for success in a highly competitive market for senior talent.

In the interview, we discuss:

• The difference between agency and in-house

• The current challenges in the senior talent market within luxury hospitality

• How IHG differentiates itself

• Approaching and engaging with global talent pools

• Non-linear careers and talent mobility 

• Managing stakeholders in large matrix organizations

• Making the candidate experience match the luxury guest experience

• DE&I

• Rethinking onboarding

• Advice for anyone setting up an in-house function

• The role of AI in executive hiring

• What does the future look like?

Follow this podcast on Apple Podcasts.