HR Interviews Playlist

We explore insights that can help hire, retain and develop your workforce.

HR data’s been a topic of discussion for some time, and Berkowitz spends a lot of time working with the practitioners and managers who use it.

Hiring has changed. Over the last three years, candidate expectations have evolved dramatically, and many hiring teams are not keeping pace with this disruptive rate of change.

So what can employers do to ensure they properly engage with the talent they need, and how can technology support this process?

My guest this week is Gavin Speirs, CEO of Solutions Driven. Solutions Driven have done a huge amount of research to ensure they have the right strategies to help their clients thrive in the current hiring market. In our conversation, Gavin discusses their Hiring Enablement methodology and shares valuable advice to help TA leaders with their recruitment agency relationships.

In the interview, we discuss:

• The current state of the hiring market

• Changing candidate behaviour

• The three phases of candidate engagement

• Fit, Freedom, Fulfilment, Family, Fortune, and Future

• Educating hiring managers

• Hiring Insanity, Hiring Execution, and Hiring Inequality

• Are recruitment agencies evolving quickly enough?

• What questions should TA leaders be asking the agencies they work with?

• What is technology enabling?

• What will recruiting look like in the future?

Listen to this podcast in Apple Podcasts.

Another top-notch interview from our time at iCIMS Inspire in the spring. This one features Vanessa Burnaby, VP of Global TA at Avalara, a cloud-based tax compliance solution to handle every transaction in the world. Previously, Vanessa also served at Workday and SAP as a talent acquisition leader. She has been efficiently scaling and building strong teams, most recently, through recruitment automation, the ability to streamline processes and scale, primarily through focusing on strong analytics strategies. We don’t spend a lot of time interviewing TA pros with such a deep competency of the job and the industry, so this one is a must-listen.

This week Serge sans Shelley interviews one of our favourite person in the industry Caitlin MacGregor CEO of Plum.io

Try your own Plum profile: https://use.plum.io/profile-recruitmentflex 

We cover a lot!

• Plum's recognition as a leader in the industry, highlighted in an article in The New York Times, signifies the impact and importance of their work.

• Changing Recruitment Landscape: Employees are no longer compelled to stay in one job for years to show loyalty. The labor market has changed, and individuals are more willing to leave for better opportunities.

• The importance of change management in adopting new approaches to talent management and skill-based hiring was mentioned, as well as the need for leadership support in driving these changes.

• Bias in recruitment, highlighting the role of objective data in mitigating bias and making more informed decisions.

• The challenges of de-risking hiring decisions and the role of referrals in the process.

Live from UNLEASH America in the Workhuman booth, Sean Christian, senior employer brand & recruitment strategist at Discount Tire, and former Air Force recruiter, joins Chad & Cheese for a lively discussion … like, two military dudes talkin' sh!t kinda lively. Aside from the Air Force vs. Army talk, Sean drops knowledge bombs around quality vs. quantity of job boards, how metrics are the only thing that matters and how to earn a seat at the table.

More:

Sean Christian - https://www.linkedin.com/in/seanpchristian/

Workhuman - www.workhuman.com

UNLEASH America - www.unleash.ai

Joonko developed a hiring platform focused on DEI, employed dozens of people, and raised $38 million. Now it’s gone.

The potential impact of AI on Talent Acquisition is 2023's biggest talking point, but what impact will these new technologies have on relationship-driven hiring at the top of organizations? 

Will AI disrupt executive search or just provide a better toolset? At the same time, how are the next generation of leaders thinking about their careers as we move further into an AI-driven future?

My guest this week is Bill Hogenauer, a Partner at JM Search. Bill specializes in placing C-Level Technology executives, and it was great to get his insights into the current state and likely future direction of Executive Search.

In the interview, we discuss:

• The current market for tech talent

• How market conditions are fueling innovation

• How has Executive Search evolved since the pandemic?

• The importance of hyperspecialization

• Using technology to develop relationships

• Partnerships, not transactions

• The impact of AI

• Automating and streamlining

• How do you identify value creation and impact potential?

• How is the next generation of leaders approaching their careers

• What will the balance between humans and machines look like in recruiting

Listen to this podcast on Apple Podcasts.

In this episode, Katee and Jackye sit down with Beth Ridley. Beth is a corporate executive turned organizational transformation consultant, speaker, author and CEO of Ridley Consulting Group. Beth combines 25 years of global leadership and management consulting experience with expertise in diversity and inclusion and positive psychology to help organizations transform their workplace culture. Beth’s work is featured in national publications and she frequently delivers keynotes and workshops at events around the world.

Beth holds a BA in English Literature from the University of Virginia, an MA in International Relations from Tufts University and an MBA from Columbia University. Beth has lived in London, Tokyo, Johannesburg and Bangkok and now resides in Milwaukee, Wisconsin with her husband and three children.

To buy her online resources, click here: https://ridleyconsultants.com/products/

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We first met Steph and the Hiring Branch at the Unleash America in Las Vegas. They hosted a bunch of HR podcasters from every corner of the globe, right in the heart of the iconic High Roller!

• A pioneering force in the Canadian HR tech landscape, they took note of a simple yet significant truth: people don't like interviews. This realization sparked a desire to challenge the status quo and to reimagine the conventional hiring process.

• Tracing their roots back to training for soft skills in call centres, the evolution of Hiring Branch was organic. Their expertise naturally extended to evaluating these same soft skills in a hiring context, thus creating a unique niche in the industry.

• In a world where a single company can receive a staggering 300,000 applicants annually, one can't help but wonder: how do you sift through this multitude to identify who possesses the crucial soft skills, such as a knack for sales?

• Comparing the soft skills of applicants against those of model employees, enabling them to evaluate the presence of mirrored skills among job seekers. This novel approach has proved to be an efficient way to uncover potential talent in the vast sea of candidates.