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

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

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Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episode mentioned in this Round Up:

Ep 527: Culture As A Hiring Differentiator

Ep 528: Social Mobility Via Talent Engagement

Ep 529: Developing Digital Skills

Ep 530: Workforce Resilience

Ep 531: Kindness, Data & The Candidate Experience

Ep 532: Data-Driven Talent Acquisition

Ep 533: Engaging With Top Talent

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Despite months of layoffs and challenging economic news, engaging with top talent is still very hard. It's even harder if you are hiring for an employer with very little profile or brand awareness in your target talent markets.

So what strategies are employers using to engage with top talent, and what lessons can large enterprises learn from small and agile start-ups when it comes to storytelling and the effective use of tech stacks?

My guest this week is George Morriss, Head of Talent Acquisition at Lindus Health. George has vast experience in building hiring strategies for high-growth start-ups and has practical advice to share on how TA Leaders should respond to the disruption we see in the market.

In the interview, we discuss:

• Market recalibration

• Why engaging with top talent is still so difficult

• Recruiting with no employer brand

• Consistency of storytelling

• The balance between resonance and hyperbole

• Transparency in the hiring process

• Candidate experience as a point of difference

• How to deal with an overwhelming choice of technology

• Building a tech stack with tools to solve specific challenges

• Interview training

• Minimizing the administrative burden on recruiters

• Lessons from start-ups

• How should TA leaders prepare themselves for the future?

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Employers have never had so much data to inform, innovate and optimize their talent strategies. However, understanding and extracting value from this data is something many organizations are still struggling with.

So how should employers be thinking about data, implementing data-driven talent strategies, and planning for a future of data-based decision-making?

My guest this week is Grant Telfer, Business Development Director at Textkernel. Textkernel has long specialized in bringing machine learning, AI, and data-driven intelligence to talent acquisition, and Grant has some great advice, use cases, and future insights to share.

In the interview, we discuss:

• The current state of talent markets

• Magnified skill shortages

• Extracting value from data

• What are the most important data sets employers have access to

• Skills taxonomies and internal mobility

• Upskilling and succession planning

• Data & APIs

• The dangers of not using data to its full potential

• The role of AI

• Example use cases and outcomes

• What does the future look like, and how should we plan for it

This episode is supported by Textkernel:

Textkernel is a global leader in AI-powered recruitment solutions, delivering multilingual parsing, semantic search and match, and labor market intelligence solutions to over 2,500 corporate and staffing organizations worldwide. Our innovative technologies help companies better connect people and jobs.

See how you can connect people and jobs better, request a demo: https://hubs.ly/Q01VLGr40 

Visit our website to learn more about our solutions: https://hubs.ly/Q01VLFnW0

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Many aspects of recruiting have changed significantly over the last two decades, with technology continuing to drive rapid leaps forward in innovation and efficiency. The candidate experience continues to be a conundrum, however, as it hasn't improved or developed at the same pace as other areas of talent acquisition.

So why is this, and how can new and compelling business cases be made to drive a better candidate experience?

My guest this week is Amy Oviedo, Founder and CEO of Recruiting Experiences. Recruiting Experiences provides fractional recruiting support to employers and training for talent acquisition professionals. Amy is a passionate advocate for the candidate experience and the importance of kindness in the recruiting process.

In the interview, we discuss:

• Candidate experience as the backbone of effective recruiting 

• Recruiting fundamentals and the importance of focusing on process

• Automation and simplification

• AI and the future of candidate experience

• Kindness in the context of recruiting

• Building business cases

• The perfect mix between people and technology

• Why a high volume of applications isn't an excuse for a poor candidate experience

• What skills with talent acquisition professionals need in the future

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Despite the current economic issues, many businesses face a talent crisis. Skill shortages are part of the picture, but perhaps most worrying for business leaders are low levels of engagement and retention as expectations of the employment experience continue to evolve rapidly.

So what can employers do to build workforce resilience and get the competitive talent advantage essential to drive long-term value?

My guest this week is Tammy Browning, President at KellyOCG. KellyOCG has recently published a comprehensive piece of research looking at workforce resilience. In our conversation, Tammy shares the findings and talks us through the three strategic pillars that are helping employers to build a resilient workforce.

In the interview, we discuss:

• The methodology behind the report

• Low levels of employee engagement and severe retention issues

• Have things gone backwards since the pandemic?

• A lack of action on DE&I

• Mental health, career pathways, and purpose

• Aligning talent acquisition, talent sustainability, and organizational resilience

• Do leaders understand the issues?

• The critical elements of workforce resilience 

• Purpose and capability

• The impact of AI

• What will the future look like?

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The tech sector has been going through an unprecedented period of layoffs in the last few months. However, the demand for digital skills in the wider market will continue for years.

So what strategies are employers putting in place to ensure they have the skills they need for their businesses in the future?

My guest this week is Alexia Pedersen, VP of EMEA at O'Reilly Media. O'Reilly has been helping businesses develop digital skills for over 40 years, and Lex has insights and advice for employers looking to gain a competitive advantage through skills acquisition and development.

In the interview, we discuss:

• The current state of the tech talent market

• Will digital skills shortages continue for the long term?

• The constant demand for new skills

• How employers are investing in their future

• Understanding the internal skills gap

• Reskilling and upskilling

• Creating a culture of learning that serves different learning styles

• Breaking down silos in HR to enable talent mobility

• Implications of generaive AI

• How will the most successful companies of the next ten years think about talent?

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It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage.

So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility?

My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable.

In the interview, we discuss:

• What is college undermatching, and why is it important to solve it

• The importance of networks

• What are the most significant barriers to top college entrance for low-income students?

• Economic connectedness and cross-class friendships

• What are the interventions that lift people out of poverty?

• Positive outcomes

• Trust and relationships

• The importance of long-term talent engagement and why transactional approaches don't work.

• Advice to employers on improving social mobility

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The employee/employer relationship is changing; employee engagement is at an all-time low, and countless research studies tell us that a significant proportion of the workforce is considering quitting their jobs. At the same time, despite the economic backdrop, many companies are struggling to get the talent they need due to significant skill shortages in some areas.

So how can employers differentiate themselves and secure and retain the talent they need? A positive work culture has never been more critical and is a strong differentiator for employers focusing on building one.

My guest this week is Lori Knowles, Chief Human Resources Officer at Memorial Hermann Health System. Memorial Hermann has had some spectacular hiring and retention outcomes in a highly challenging talent market by focusing on their culture. In our discussion, Lori talks us through the five levers they use to drive culture and the results they are getting.

In the interview, we discuss:

• The current talent challenges in the healthcare sector

• How does workforce flexibility work in healthcare

• Being strategic with just-in-time staffing

• The changing employer/employee relationship

• Employee experience and the moments that matter

• Culture, community and mission

• The five levers that drive culture

• Results and impact on hiring and retention

• The role of technology and AI

• The vision for the future.

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Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests.

Episodes mentioned in this Round Up:

Ep 518: Talking About The Future

Ep 519: Recruiterless Recruiting

Ep 520: Human Storytelling

Ep 521: Rebuilding Employer Brands

Ep 522: Neuroinclusion

Ep 523: Overcoming Remote Challenges

Ep 524: Keeping The Needle Moving On DE&I

Ep 525: Using AI As A Co-Pilot

Ep 526: Building The Business Case For TA Technology

Listen to this podcast in Apple Podcasts