HR Interviews Playlist

The talent acquisition landscape is changing rapidly. 2024 has been difficult for many people in the profession, with many layoffs and an incredibly tough job market for recruiters. At the same time, advances in AI and automation technologies are driving types of change that we couldn't have imagined a few years ago, and post-pandemic labour shortages are still a reality in many talent markets.

All this disruption is forcing employers to think differently about jobs, work, skills and recruiting, creating an incredible opportunity for talent acquisition to illustrate its long-term value to the business. So what role does TA play in the future, and how can TA leaders prove its strategic value when many of their teams are being downsized?

My guest this week is Jessica Zwaan, COO at Whereby. Jessica is a cutting-edge HR thinker and has written a book detailing how People Ops should be run using product management principles. In our conversation, we talk about the future role of TA, and Jessica offers practical advice on how TA leaders can prove their strategic value.

In the interview, we discuss:

• Talent market challenges

• Building a people team like a product team

• Work as a subscription model

• Output metrics and funnel thinking

• Why businesses cutting TA teams are getting it wrong

• Building tools and products for the employee subscription lifecycle

• The shortcoming of working in silos

• Closing the gaps between TA and People Ops

• Can existing HR functions evolve towards this model?

• A COO's advice to TA Leaders on proving their strategic value

• What TA can learn from marketing

• The impact of AI and what the future might look like

Listen to this podcast in Apple Podcasts.

The rush to create AI solutions, and how technology is changing the work of HR

In this episode, Katee chats with Becky Evan about her research around social identity theory (SIT) to examine how White diversity, equity, and inclusion (DEI) professionals perceive their role and contributions to advancing workplace DEI. people doing DEI work. Becky is an Associate Professor in a business school specializing in Diversity and Inclusion. Her research and experience is focused on enhancing an organization's diversity and inclusion programs. She is especially interested in breaking concrete and glass ceilings so women and people of color can flourish in leadership positions.

You can get a copy of the research Becky recently co-authored here: https://www.emerald.com/insight/conte...

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We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

Text messaging, or SMS, first came into prominence two decades ago by voting on American Idol, but the technology is as hot as ever for employers. It’s starting to look like text recruiting is here to stay. That’s why we invited Rick Koerner, VP of unified communications at UPS on the podcast. Rick has been texting with job candidates for almost a decade, and he brings his best tips and takeaways to the podcast. Along the way, he throws in anecdotes on all things UPS, like how deliveries only happen one right turn at a time to increase efficiency, and his own story about why he doesn’t have a LinkedIn profile. Say what?!?!?

If you have been listening to the recent episodes of the show, you'll have noticed the considerable amount of innovation currently happening in high-volume hiring. Driven by skill shortages and automation technology, high volume is the area that has given us an insight into what the future might be like for talent acquisition.

Over the next two episodes, I will dive deeper into automation and AI in high-volume hiring by speaking to technology CEOs with products that are helping to shape the future. 

My first guest is Stephane Rivard, CEO and Co-Founder of Hiring Branch. Several Hiring Branch's customers have used technology to move away from human interviews completely. Stephane talks us through the results they are getting and the implications for the future of talent acquisition.

In the interview, we discuss:

• Is recruiting automation gaining traction?

• Predicting job performance via scenario-driven assessment

• Previewing the work and showcasing skills

• Removing bias

• Will this approach spread beyond high volume?

• Hiring within 24 hours

• Selling the role and organization

• Improving the quality of hire

• Resources, efficiencies, budgets, legislation and regulation

• Recruiter career prospects and advice to TA leaders

Listen to this podcast in Apple Podcasts.

Attitudes to work are more complex and varied than ever, making identifying trends and patterns harder. There are currently critical questions around retention and productivity that employers need to understand. So, how can we make sense of our ever more complex motivational drivers and attitudes to work?

ADP have access to massive human capital management datasets, and by combining this data with qualitative research, the ADP Research Institute is helping to shine a light on complex questions about work.

ADP Research Institute has recently launched a new quarterly workforce report called Today At Work, and my guest this week is Ben Hanowell, their Director of People Analytics Research. As well as looking at patterns in worker sentiment, the report has revealed a surprising inverse relationship between promotion and retention.

In the interview, we discuss:

• Using data to make sense of the labor market

• The vital importance of retention

• The Employee Motivation and Commitment Index

• The impact of promotion on retention

• Implications for talent acquisition

• Why having a good bench is important

• Individual contributors vs. manager

• Why career development doesn't end with promotion

• Motivation and commitment are a state, not a trait.

Listen to this podcast on Apple Podcast.

We talk about how AI helps manage deskless workers, the dynamics of usability and other concerns of the front line.

During this episode, Jackye and Katee chat with their friend, Sarah Morgan about conferences overall and a wonderful summit she is hosting in October. The HROI (Human Return on Investment) Summit is going to be an amazing event with practical advice from HR practitioners who don't just know the ideas, they show you how to implement it in your own organization.

For tickets to the HROI Summit, click on the link below and use "inclusive AF" at check out to get a major discount!

https://events.humareso.com/hroi/2023

If you like what you hear, we would like to encourage you to subscribe to our channel!

We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf

We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

Changes in learning, the role of AI and how advanced technology could make it all more dynamic.

The way we describe work and jobs is mostly by long-standing assumptions that have been in place since the Industrial Revolution. The world is now a very different place, and the employers breaking free of our ingrained mindsets around jobs and recruiting are giving themselves considerable talent market advantage.

My guest this week is one of my favourite thinkers around the reinvention of work. Dart Lindsley is Strategic Advisor for People Experience at Google. Dart believes that rather than being seen as resources or units of production, employees are actually customers of a product we call work. There are some vast implications for talent acquisition here, and this is a must-listen for anyone developing a strategic plan for the future.

In the interview, we discuss:

• How we should be looking at work

• The legacies of the industrial age

• A multi-sided business

• Business architecture

• Employees as customers, not as units of production

• The implications for HR

• Bringing marketing thinking to HR

• Market research, product market fit and route to market

• Work as a subscription model

• A land and expand sales motion

• Job to be done theory

• How do recruitment marketing and employer branding need to evolve

• A different data model for describing work

• The implications of AI

• What does the future look like?

Listen to this podcast on Apple Podcasts.