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

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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Digital Transformation is a key issue that all businesses will need to address in the next few years. It is likely to have a fundamental effect on HR and Recruiting and I really surprised that there are still such low levels of awareness round the concept among HR and Recruiting professionals.

My guest for this episode is Douglas Shirlaw Chief Digital Officer of The Convention of Scottish Local Authorities or (COSLA). Douglas has many years of front line experience in digital transformation and leads COSLA’s initiatives to digitise public sector recruitment in Scotland.

COSLA’s award winning jobs platform myjobscotland is hugely successful and continues to develop to keep pace with evolving technologies and increasing user expectations.

    •    In the interview we discuss:

    •    The challenges involved in developing myjobscotland

    •    The implications of having over 50% of the site’s audience accessing from mobiles and tablets

    •    The rise and importance of “customer experience first” thinking

    •    The ongoing clash between user expectations and current recruitment process realities

    •    The benefits of digital transformation and a workable model to implement it

Douglas also talks about changing attitudes to privacy and gives us his vision for the future of recruitment platforms

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Digital Transformation is a key issue that all businesses will need to address in the next few years. It is likely to have a fundamental effect on HR and Recruiting and I really surprised that there are still such low levels of awareness round the concept among HR and Recruiting professionals.

My guest for this episode is Douglas Shirlaw Chief Digital Officer of The Convention of Scottish Local Authorities or (COSLA). Douglas has many years of front line experience in digital transformation and leads COSLA’s initiatives to digitise public sector recruitment in Scotland.

COSLA’s award winning jobs platform myjobscotland is hugely successful and continues to develop to keep pace with evolving technologies and increasing user expectations.

    •    In the interview we discuss:

    •    The challenges involved in developing myjobscotland

    •    The implications of having over 50% of the site’s audience accessing from mobiles and tablets

    •    The rise and importance of “customer experience first” thinking

    •    The ongoing clash between user expectations and current recruitment process realities

    •    The benefits of digital transformation and a workable model to implement it

Douglas also talks about changing attitudes to privacy and gives us his vision for the future of recruitment platforms

Subscribe to this podcast in iTunes

We live in changing times and change is certainly being felt in the recruitment industry at the moment. Technology is changing, communication is changing, candidate expectations are changing and for many employers the talent landscape is growing ever more competitive. Strategically driving the systems and organisational change needed to keep up is big challenge for in house recruitment leaders.

My guest this week is Barry Flack . Barry has worked in senior HR and recruiting leadership positions within a number of fast changing industries.

In the interview we discuss:

    •    How organisations need to get on the front foot with their recruiting strategies and stop being reactive

    •    The reason why many employers are stuck with legacy “record keeping” recruitment technology.

    •    The importance of embracing technology that improves user experience, candidate experience and enables proactive sourcing

    •    Ways in which recruitment leaders can drive the strategic change needed within their organisations.

Barry also gives us his view on the key trends to watch in the future

Subscribe to this podcast in iTunes

Find out more about Matt Alder

We live in changing times and change is certainly being felt in the recruitment industry at the moment. Technology is changing, communication is changing, candidate expectations are changing and for many employers the talent landscape is growing ever more competitive. Strategically driving the systems and organisational change needed to keep up is big challenge for in house recruitment leaders.

My guest this week is Barry Flack . Barry has worked in senior HR and recruiting leadership positions within a number of fast changing industries.

In the interview we discuss:

    •    How organisations need to get on the front foot with their recruiting strategies and stop being reactive

    •    The reason why many employers are stuck with legacy “record keeping” recruitment technology.

    •    The importance of embracing technology that improves user experience, candidate experience and enables proactive sourcing

    •    Ways in which recruitment leaders can drive the strategic change needed within their organisations.

Barry also gives us his view on the key trends to watch in the future

Subscribe to this podcast in iTunes

Find out more about Matt Alder

Matt Alder talks to Kevin Wheeler

Speculating about the future of work is a very popular past time at the moment. This should be no surprise considering the disruptive times we are living through. However I find it very frustrating that there is a distinct lack of sensible debate and discussion about the actual implications of these changes.

My guest this week is Kevin Wheeler. Kevin is a Silicon Valley based futurist with a global outlook who specializes in the future of work and talent. We were both contributors to the same book on the Future of Business last year and I have a lot of respect for Kevin’s work and views.

In the interview we discuss what the future of work is likely to look like in the short, medium and long term. Topics we cover include:

    •    The debate round the rise of the contingent workforce

    •    The growth of generalists

    •    Jobs we currently take for granted which will disappear or shrink in volume with the growth of automation.  

    •    The future role of humans at work

    •    The importance of creativity in the future workforce

Kevin also shares his opinion on the future of HR and identifies what he sees as the most importantly technology trend for the future of recruitment.

Subscribe to this podcast on iTunes

Matt Alder talks to Kevin Wheeler

Speculating about the future of work is a very popular past time at the moment. This should be no surprise considering the disruptive times we are living through. However I find it very frustrating that there is a distinct lack of sensible debate and discussion about the actual implications of these changes.

My guest this week is Kevin Wheeler. Kevin is a Silicon Valley based futurist with a global outlook who specializes in the future of work and talent. We were both contributors to the same book on the Future of Business last year and I have a lot of respect for Kevin’s work and views.

In the interview we discuss what the future of work is likely to look like in the short, medium and long term. Topics we cover include:

    •    The debate round the rise of the contingent workforce

    •    The growth of generalists

    •    Jobs we currently take for granted which will disappear or shrink in volume with the growth of automation.  

    •    The future role of humans at work

    •    The importance of creativity in the future workforce

Kevin also shares his opinion on the future of HR and identifies what he sees as the most importantly technology trend for the future of recruitment.

Subscribe to this podcast on iTunes

The mantra that in house recruiters need to behave more like marketeers is an often-repeated one. Like many recruitment truism it is easy to say but more difficult to justify and even more difficult to describe how it should actually work.

My guest this week is Ted Elliott CEO of Jobscience. Ted has spend the last 16 years building tools that help recruiters adopt key disciplines from sales and marketing to help them operate in competitive talent markets

In the interview we discuss:

    •    The concept of Blue Ocean strategy

    •    Increasing competition in global talent markets

    •    The importance of micro marketing instead of mass marketing

    •    Why just in time recruiting is vital in meeting hiring manager expectations

    •    Why corporate recruiters have an impossible task in 2016 and need to think differently.

Ted also and highlights the employers he feels are successfully implementing sales and marketing best practices for recruiting and explains why Jobscience is built on the Salesforce platform.

Subscribe to this podcast in iTunes

The mantra that in house recruiters need to behave more like marketeers is an often-repeated one. Like many recruitment truism it is easy to say but more difficult to justify and even more difficult to describe how it should actually work.

My guest this week is Ted Elliott CEO of Jobscience. Ted has spend the last 16 years building tools that help recruiters adopt key disciplines from sales and marketing to help them operate in competitive talent markets

In the interview we discuss:

    •    The concept of Blue Ocean strategy

    •    Increasing competition in global talent markets

    •    The importance of micro marketing instead of mass marketing

    •    Why just in time recruiting is vital in meeting hiring manager expectations

    •    Why corporate recruiters have an impossible task in 2016 and need to think differently.

Ted also and highlights the employers he feels are successfully implementing sales and marketing best practices for recruiting and explains why Jobscience is built on the Salesforce platform.

Subscribe to this podcast in iTunes

For the podcast this year I’m committed to searching far and wide for the most interesting stories and ideas in recruiting and HR.  Change is now a constant in our world and the people who are prepared to strike out from the norm and experiment are the ones driving innovation. My guest this week is a brilliant example of what is possible when you think about things differently.

Larry Hernandez is currently a Talent Scout for ThoughtWorks having formerly worked for both Rackspace and Zappos. By working while driving round America in an “RV” he is bringing a whole new meaning to mobile recruiting.

In the interview we discuss:

    •    Why Larry choose his unique approach to work life balance

    •    What it is like to source and recruit on the road

    •    How his alternative lifestyle is helping build connections with candidates

    •    His experiences of working in the unique culture at Zappos where his team were the beta test for the much talked about move to holocracy.

Larry also talks about recruiting innovation and his predictions for where things are going (including him and his RV!) in 2016

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Work with Matt Alder