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

The relationship between employees and employers is fundamentally changing. The integration of work and life has never been more in focus. Making work better for employees is no longer a wish list item; it is imperative for competitive advantage. So who is leading the way here, and are we seeing a short term trend or a permanent shift?

To help answer these questions, my guest this week is Scott Behson, a professor of management at Fairleigh Dickinson University. Scott has recently published a book called The Whole Person Workplace, which explores how employers are building better workplaces by focusing on Work-Life, Wellness and Employee Support.

In the interview, we discuss:

• What is the whole person workplace?

• Rethinking work

• What are leading employers doing

• Flexibility and trust

• Small companies versus large companies

• The growing power and influence of employees

• Workers whose roles are tied to time and place

• What could the future look like

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Talent markets continue to be challenging globally, and employers have to think differently to fill the talent gaps within their organisations. So what strategies are working, and what might the future look like?

My guest this week is Heather Moyer. Heather is the President, CEO and Founder of HNM Systems, which provides talent and consulting services to the Telecommunications, Utilities and IT sectors. Heather shares her experience and expertise of working in markets with severe skill shortages and discusses how employers are responding to the current situation.

In the interview, we discuss:

• Talent market challenges

• Focusing on retention and meeting the needs of employees

• Career development and mentoring

• Authentic employee engagement

• Predictive analytics for talent acquisition

• Identifying and persuading hard to find talent

• What could the future look like

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Employee experience, hybrid working, DE&I, workforce fluidity, and workplace technology. These are just a few of the challenges employers face as they shape their talent strategies for these disruptive times.

So how are the leading companies thinking and behaving, and what lessons are there for everyone else to learn.

My guest this week is Tammy Browning, President of KellyOCG. Kelly OCG has recently published their 2021 Global Workforce Agility report, and in our interview, Tammy talks through the findings and identifies what vanguard companies are doing to deal with the current challenges.

• The current state of global talent markets

• The main challenges employers are now facing.

• The relation between leading edge technology and productivity

• Deploying DE&I strategies across the total workforce

• Workforce fluidity; bridging talent gaps with contingent labour

• Why employee experience is critical to overall success

• The Great Resignation

• How technology is being deployed and adopted

• What long terms trends should we be monitoring?

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2021 has seen mindblowing levels of investment in HR and Talent Acquisition technology. Work Tech, as it is now becoming known, is strategically critical to talent acquisition, and it is essential that leaders keep themselves up to date with the market.

To help us all with this, I'm delighted to welcome George LaRocque back to the podcast. George is one of the leading analysts who track talent acquisition technology, and it was great to get a market update from him.

In the interview, we discuss:

Why HR Tech is morphing into Work Tech

The trends that the pandemic has accelerated

Automation

Merges, acquisitions and the implications for employers

Advice to employers on shaping Work Tech strategies

George's new community based Accelerator, Impact WorkTech

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A complete transcription of the episode will be posted shortly.

It is an absolute delight to be back after a slightly longer summer podcasting break than I was anticipating. I've nearly finished my book and, most importantly, have put a lot of time into planning the future of RecruitingFuture. The first thing to announce is that there will now be a full transcript of each episode in the show notes to make recruitingfuture.com more accessible and more searchable. The transcripts start from episode 369 onwards. I'll have more exciting news to share in the coming weeks, so keep listening and make sure you subscribe to the show whether you get your podcasts.

So on with Episode 370, earlier in the year, my long-time collaborator Mervyn Dinnen and I partnered with the team at SHL on a piece of research into the future of candidate experience. We identified six fundamental shifts in thinking which will help employers deliver an exceptional candidate experience and have published all the findings in a new whitepaper.

To talk through the six shifts, I'm delighted to welcome one of my co-authors on the whitepaper Sam Whiteman, Head of Solutions at SHL. Enjoy the conversation, and please download the whitepaper once you've had a listen.

In the interview, we discuss:

   •   The current state of candidate experience

   •   The employer brand opportunity

   •   Translating lessons from consumer experience into candidate experience

   •   Automation and asynchronous empowerment

   •   Realistic job previews

   •   Real-time candidate experience optimisation

   •   Offering personalised feedback at scale

   •   Authenticity

   •   Demonstrating Diversity, Equity and Inclusion

   •   The role of technology

   •   Realistic and practical advice for talent acquisition leaders

Download the whitepaper

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A quick public service announcement, I'm going to be taking a short podcasting break, and the next episode won't be live until the end of August. I'm in the final stages of finishing my latest book Digital Talent which I'm writing once again in collaboration with Mervyn Dinnen, and I need a couple of weeks to entirely focus on getting the final draft finished and over to the publisher. Obviously, this is an excellent chance for you to catch up with any recent episodes you might have missed, available as ever wherever you get your podcasts and also fully searchable on www.recruitingfuture.com.

The podcast will return before August is out, and I have some really inspiring content lined up for the next few months and beyond.

So on with the show. Talent markets are a challenge globally, and talent markets for high-quality digital talent are particularly challenging at the moment. At times like these, recruitment marketing becomes mission-critical, and content that genuinely engages with the target audience brings a competitive advantage.

My guest this week is Keren Halperin, VP of People at Tel Aviv based startup Swimm. Keren has considerable experience scaling digital teams in the most challenging talent markets and some brilliant insights to share on using high-quality content to turbocharge recruitment marketing.

In the interview, we discuss:

   •   Dealing with a challenging talent market

   •   What motivates developers to move jobs

   •   Extending channels of connection

   •   Types of content

   •   Messaging that resonates

   •   Respect and transparency

   •   What makes a high-quality candidate experience

   •   Advice to TA leaders

   •   Predictions for the next 12-18 months

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People with disabilities represent 15% of the global population but are often left out of diversity initiatives, programs, surveys, and even basic conversations about workplace inclusion. Recent research from Global Disability inclusion and Mercer on the engagement gap of employees with disabilities shows a difference in some areas of up to 13% lower than non-disabled colleagues.

So with many employers seeking to do better with equity, inclusion and belonging, what can they be doing to address this problem.

To help us get some more insights into the issues, my guests this week are the research report authors Meg O’Connell, CEO & Founder of Global Disability Inclusion and Pete Rutigliano, Senior Principal at Mercer.

In the interview, we discuss:

   •   The State of Disability Employee Engagement Study

   •   Employer attitudes to disabilities

   •   Attitudinal barriers and dispelling myths

   •   Research methodology and scope

   •   Reasons for the engagement gap

   •   The employee experience for people with disabilities

   •   Building the right level of trust to allow people to be themselves

   •   Hidden disabilities

   •   The benefits of inclusion

   •   Lessons from the pandemic

   •   Hopes and predictions for the coming years

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For many employers, the move to virtual recruitment processes was an unplanned one. Eighteen months from the initial shock, though, long-term benefits are emerging, and it is clear that the recruiting process is evolving permanently and irreversibly. It is essential that talent acquisition professionals understand this change and support it with technology that is fit for the new purpose.

This week's guests are Tom Pugh-Jones, Partner at Pentire Group and Euan Cameron, CEO at Willo. Tom has used technology to evolve processes and transform his local recruitment business into an operation that leverages a global talent pool to serve an international client base. Euan is an entrepreneur building the technology that has helped Tom make such a quantum leap forward with his business.

In the interview, we discuss:

   •   The challenges of the traditional interview process

   •   Accessing global talent pools

   •   The candidate and hiring manager experience

   •   Why specialist software is essential

   •   The power of asynchronous working

   •   The current state of talent markets

   •   Prediction for the future of recruiting

Listen to this podcast in Apple Podcasts.

With external talent shortages set to become the long term trend, many employers have to evolve their talent strategies to ensure they have the skills to be competitive.

Reskilling, focused redeployment, and talent marketplaces are vital parts of this, so what is it that employers should be doing to make sure they are set up for the future?

My guest this week is John Morgan, President of Lee Hecht Harrison, global specialists in workforce transformation. John has some great insights and valuable advice to share for all employers as we navigate these continually disruptive times.

In the interview, we discuss:

   •   How the pandemic has affected talent markets and how employers are evolving their strategies

   •   The right skills for digital transformation

   •   Career pathing in the digital economy

   •   Holistic approaches to talent management

   •   Focused redeployment and open talent marketplaces

   •   Doing talent mobility well.

   •   How will things evolve over the next two years?

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One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.

In the previous two episodes, we looked at the evolution of corporate executive recruiting and what employers should be doing to improve the diversity of their executive teams. For the final interview in this short series, I'm talking to Eric Goldstein, Global Head of Executive Talent Attraction at SAP. We discuss how long term talent engagement is starting to play a more significant role in executive recruiting, the growth of data-driven decision making and what the future might look like.

   ▪   Topics covered in the interview:

   ▪   Hyper competitive talent markets

   ▪   Proactive executive talent engagement

   ▪   Engaging at scale and offboarding conversations quickly.

   ▪   Involving hiring managers effectively

   ▪   Unbiasing assessment

   ▪   Measuring quality of hire

   ▪   Onboarding, integration and accountability

   ▪   Lessons learned around improving diversity.

   ▪   What is the future of corporate executive recruiting

Listen to this podcast in Apple Podcasts.