Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?

When industry commentators write and speak about talent acquisition, there is a tendency towards generalized truisms that seemingly apply to all employers. The actual truth is much more nuanced and there are distinct differences in the reality of talent acquisition both between industries and between SMEs and large enterprises.

My guest for this episode is David Mason. David has worked at a senior level driving talent acquisition innovation at a number of very large corporates in some progressive industry sectors.

In the interview we discuss:

    •    Three key things that have changed in Talent Acquisition over the last five years

    •    Which industries are driving innovation and why

    •    The problems large corporates have with embracing new technology

    •    Where Talent Acquisition leaders should focus in order to drive change

David also gives us his views on the future and the role he sees being played by “Applied Artificial Intelligence” in recruiting.

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Sometimes if you want to be innovative you need to challenge the status quo by taking the tried and tested ways of working and turning them on their head. Often you’ll find they are tried and tested for a reason but sometimes subverting the norm will bring results that make everyone think differently.

On the show last year I talked to Neil Morrison the Group HRD of Penguin Random House about an experimental entry level recruitment programme his team were running know as The Scheme. One year on The Scheme has been so successful Penguin Random House are running it again and I was keen to catch up with Neil to find out what they had learned.

In the interview we discuss:

    •    What it is like to run a recruitment process with no CVs or insight into the background of the candidates

    •    Why Penguin Random House have now dropped the requirement to have a degree from all of their roles

    •    Things they learned from the Scheme last year and what they are doing differently in 2016

    •    How they are using Snap Chat as a platform to promote this year’s programme.

Neil also gives us his thoughts on the future of graduate recruitment and some advice for any employers thinking of having their own version of The Scheme.

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Sometimes if you want to be innovative you need to challenge the status quo by taking the tried and tested ways of working and turning them on their head. Often you’ll find they are tried and tested for a reason but sometimes subverting the norm will bring results that make everyone think differently.

On the show last year I talked to Neil Morrison the Group HRD of Penguin Random House about an experimental entry level recruitment programme his team were running know as The Scheme. One year on The Scheme has been so successful Penguin Random House are running it again and I was keen to catch up with Neil to find out what they had learned.

In the interview we discuss:

    •    What it is like to run a recruitment process with no CVs or insight into the background of the candidates

    •    Why Penguin Random House have now dropped the requirement to have a degree from all of their roles

    •    Things they learned from the Scheme last year and what they are doing differently in 2016

    •    How they are using Snap Chat as a platform to promote this year’s programme.

Neil also gives us his thoughts on the future of graduate recruitment and some advice for any employers thinking of having their own version of The Scheme.

Subscribe to this podcast in iTunes

This week sees the return of one most popular guests I’ve had in the 47 episode history of The Recruiting Future Podcast.

Matt Buckland joined me for Episode 11 of the show last year when he was working for Forward Partners and shared his thoughts recruiting tech talent. It’s almost a year on and Matt is now Head of Talent and Fashion Tech company Lyst. He also recently appeared as the resident recruitment expert on  “Who’s The Boss” the BBC TV series which experimented with the concept of “collaborative hiring”

In the interview we discuss:

    •    The likely future of recruitment

    •    The advantages and pitfalls of collaborative hiring

    •    Why recruitment technology can be a bad thing

    •    Snapchat and its relevance to recruiting

    •    The role of LinkedIn and Job Boards

    •    Recruiters v Marketeers

Matt also shares what he considers to be the most important skills a good in house recruiter needs and tells us about the book he is currently reading….

Links to things we talk about:

Matt’s previous podcast interview

BBC2’s Here Comes the Boss

The Lyst recruiting analytics podcast episode

Subscribe to this podcast in iTunes

This week sees the return of one most popular guests I’ve had in the 47 episode history of The Recruiting Future Podcast.

Matt Buckland joined me for Episode 11 of the show last year when he was working for Forward Partners and shared his thoughts recruiting tech talent. It’s almost a year on and Matt is now Head of Talent and Fashion Tech company Lyst. He also recently appeared as the resident recruitment expert on  “Who’s The Boss” the BBC TV series which experimented with the concept of “collaborative hiring”

In the interview we discuss:

    •    The likely future of recruitment

    •    The advantages and pitfalls of collaborative hiring

    •    Why recruitment technology can be a bad thing

    •    Snapchat and its relevance to recruiting

    •    The role of LinkedIn and Job Boards

    •    Recruiters v Marketeers

Matt also shares what he considers to be the most important skills a good in house recruiter needs and tells us about the book he is currently reading….

Links to things we talk about:

Matt’s previous podcast interview

BBC2’s Here Comes the Boss

The Lyst recruiting analytics podcast episode

Subscribe to this podcast in iTunes

Data Analytics is something that has been growing in importance within Talent Acquisition for the last few years. Most companies are just starting out on their journey with data but there are some who are now sophisticated enough to benefit from a more predictive and data-driven talent acquisition mindset.

One of these pioneers in this area is Cisco and my guest this week is Ian Bailie their Global Head of Talent Acquisition Operations.

In the interview we discuss:

    •    How Cisco and built and scaled an in house talent trends division

    •    The key performance metrics they measure and how this is evolving

    •    What they have learnt from the data and what has surprised them

    •    The move towards to predictive analytics and how Talent Acquisition is able to influence higher level decisions in the wider business

Ian also talks about the plans for the future and gives his tips on how to get started with talent analytics

Thanks to HR Tech World for helping to organize the interview

Subscribe to this podcast on iTunes

Data Analytics is something that has been growing in importance within Talent Acquisition for the last few years. Most companies are just starting out on their journey with data but there are some who are now sophisticated enough to benefit from a more predictive and data-driven talent acquisition mindset.

One of these pioneers in this area is Cisco and my guest this week is Ian Bailie their Global Head of Talent Acquisition Operations.

In the interview we discuss:

    •    How Cisco and built and scaled an in house talent trends division

    •    The key performance metrics they measure and how this is evolving

    •    What they have learnt from the data and what has surprised them

    •    The move towards to predictive analytics and how Talent Acquisition is able to influence higher level decisions in the wider business

Ian also talks about the plans for the future and gives his tips on how to get started with talent analytics

Thanks to HR Tech World for helping to organize the interview

Subscribe to this podcast on iTunes

Based on what I see during my work as a consultant it is fair to say that most employers are still struggling to use social media effectively for recruiting. Even the concept of using it as a key platform for Employer Branding and Employee Engagement seems like an impossible dream to many. However as Facebook, Instagram, Twitter and LinkedIn embed themselves further into everyone’s lives all companies will have to think differently about the methods they use to attract, recruit and retain talent.

My guest this week is someone who is a genuine pioneer round social engagement in the talent space. Chris Ebbeler is Director of Workplace Community for Chili’s, a company who are embracing social media in a way that is just brilliant.

In the interview we discuss:

    •    How Chris got both his job and buy in from his leadership team to do what he does

    •    How Chili’s have used social media to shift deeply held brand perceptions and are now considered a great place to work

    •    Why their employees are at the heart of what they do on social and the great ways they have driven authentic user generated content from their global work force of 80,000 people

    •    A completely different way of thinking about the role of corporate Careers Sites

    •    The importance of Instagram in their social strategy

Chris also talks about the way they measure results, the importance of a selfie with the COO and how he sees their approach to social media developing over the next 18 months

Subscribe to this podcast in iTunes

Based on what I see during my work as a consultant it is fair to say that most employers are still struggling to use social media effectively for recruiting. Even the concept of using it as a key platform for Employer Branding and Employee Engagement seems like an impossible dream to many. However as Facebook, Instagram, Twitter and LinkedIn embed themselves further into everyone’s lives all companies will have to think differently about the methods they use to attract, recruit and retain talent.

My guest this week is someone who is a genuine pioneer round social engagement in the talent space. Chris Ebbeler is Director of Workplace Community for Chili’s, a company who are embracing social media in a way that is just brilliant.

In the interview we discuss:

    •    How Chris got both his job and buy in from his leadership team to do what he does

    •    How Chili’s have used social media to shift deeply held brand perceptions and are now considered a great place to work

    •    Why their employees are at the heart of what they do on social and the great ways they have driven authentic user generated content from their global work force of 80,000 people

    •    A completely different way of thinking about the role of corporate Careers Sites

    •    The importance of Instagram in their social strategy

Chris also talks about the way they measure results, the importance of a selfie with the COO and how he sees their approach to social media developing over the next 18 months

Subscribe to this podcast in iTunes

When it comes to innovation in recruitment marketing and the candidate experience it is very important to never believe the hype. Once you cut through the buzzwords and considerable self-interest promoting spin it becomes clear that driving change and embracing new technologies is something a lot employers find very difficult.

My research has shown me that one of keys to success when it comes to innovation lies in experimentation, testing and iteration. My guest for this episode of the podcast is someone who successful uses this approach to drive change. Heather Tinguely is Senior Program Manager of Innovation Incubation and Candidate Experience at Microsoft.

In the interview we discuss:

    •    How beta testing ideas can engage stakeholders and win budgets

    •    Why the candidate experience is so important to Microsoft

    •    Innovations for the “day of interview”

    •    The evolution of the careers site and the relationship between content and candidate experience

    •    The critical importance of being mobile first to avoid the big problem with responsive design

    •    Personalisation based on candidate profiles

Heather also tells us what she has her eye on in terms of future trends and technologies

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