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

A crisis is always a catalyst for change, and the events of 2020 have the potential to drive some of the fastest and most significant change we have ever seen in talent acquisition. Long term effects and implications are still difficult to judge, particularly with such a mixed market picture and many employers still dealing with the initial fall out of a forced digital transformation in recruiting.

It is clear though that engagement and mobility are two powerful themes for the future as talent acquisition leaders reset and develop strategies for 2021

My guest this week is Gareth Flynn, Managing Director of TQ Solutions. Gareth is working at the cutting edge of change in talent acquisition and helping some of Australia’s biggest employers develop talent strategies and operating models for the changed future.

In the interview, we discuss:

   •   How talent acquisition has evolved in the past and where it is heading now

   •   Refocusing on talent engagement and mobility

   •   Total talent

   •   The role of technology

   •   Transitioning the talent acquisition service model

   •   The vital importance of organisational mindset and accountability

   •   Talent maturity model

   •   The future and the importance of taking a long term view

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One of the interesting debates in recent weeks has been whether the explosive growth in remote working will open up global pools of talent to employers in ways we've not seen before. Recruiting across borders can present many challenges, so what should employers be taking into account and planning for?

My guest this week is Lucy Williams, the former Head of Talent Acquisition at Visa for Central Europe, The Middle East and Africa. Lucy has extensive experience of recruiting across several continents and has some very insightful learnings and advice to share.

In the interview, we discuss:

   •   The challenges of recruiting in a different geography

   •   International internal mobility

   •   Managing hiring manager expectations

   •   Different hiring practices and recruiting challenges

   •   Building an employer brand strategy in multiple countries

   •   Job boards and recruitment marketing

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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 288: Talent Engagement

Ep 289: Values, Brand & Culture

Ep 290: Employer Branding in 2020

Ep 291: The Extended Workforce

Ep 292 The Human Cloud

Ep 293: Recruiting Future Live

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Last month we recorded a live version of the show as part of The Recruiting Automation Conference organised by recruiting tech vendor Wade and Wendy. The theme of this virtual conference was diversity and inclusion, and I was delighted to get to do another interview with recent podcast guest Anna Chalon Director or Recruiting and Diversity and Inclusion at Frame.io.

In the interview, we discuss:

   •   Understanding stereotypes and challenging preconceived ideas

   •   Four steps to improving D&I within your organisation

   •   Building an inclusive culture

   •   Dealing with unconscious bias

   •   Recruitment marketing for diverse hiring

   •   Increasing diversity in referrals

   •   Diverse interview panels

   •   Culture add versus culture fit.

   •   Measuring and reporting

   •   What improvements have Frame.io seen happen as a result of their focus on D&I

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Unsurprisingly, the changing labour market is a hot topic at the moment. In the last episode of the show, we discussed a shifting emphasis towards developing an extended workforce that is task-focused rather than focusing on headcount. In this episode, I wanted to explore this a bit further by digging into the broader implications for talent acquisition and staffing as well as looking at talent market places and likely future innovations.

My guest this week is the perfect person to guide us through the complexity of our changing times. I'm delighted to welcome Tim Pröhm Vice President Digital Product Development at Kelly OCG back to the show.

In the interview, we discuss:

   •   The current state of recruiting automation

   •   The shift from sourcing to screening

   •   What is the Human Cloud?

   •   How the pandemic is opening up global talent pools

   •   Task and skills-based hiring

   •   On-demand talent markets

   •   Real-time hiring and its broader implications for talent acquisition and staffing.

   •   What technology strategy decisions should employers be making in 2020

   •   What does the future of recruiting technology look like

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We have been talking about the rise of the gig economy for several years now but perhaps not properly considering its full implications. The labour market is now reshaping itself rapidly, and there are clear signs that many employers are looking at developing an extended workforce that is task-focused rather than focusing on headcount. The impacts for talent acquisition, talent management and employer branding are significant, and the role of technology will be crucial.

My guest this week is Jens Audenaert Division Vice President / General Manager for WorkMarket at ADP. ADP has been doing a considerable amount of research into the nuances of the extended workforce, and Jens has some valuable insights to share

In the interview, we discuss:

   •   The challenges employers are facing in 2020

   •   Leveraging and extended flexible workforce

   •   How employers can future proof themselves

   •   How do employer branding strategy need to adapt in the face of a changing labour market

   •   Total Talent Management, Total Talent Acquisition and Total Talent Brand

   •   The logistics of managing an extended workforce

   •   The role of technology

   •   Ways the workforce will evolve in the coming years.

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One of the topics we were talking about back in March was what effect the pandemic would have on the way employers have to think about employer brand.

It's now the middle August and employer brand is something many employers having to consider carefully against a backdrop of mass layoffs and industries that may be changed forever by what is happening.

My guest this week is Kristen Weirick who, until very recently, was Global Head of Talent Acquisition and Chief Diversity Officer at United Airlines. The global airline industry has taken a hammering in the last few months, and Kristen shares her valuable insights into what employers should be doing during these challenging times.

In the interview, we discuss:

   •   The impact of COVID on the airline industry

   •   Re-imagining processes and capability building

   •   Why the way companies behave now will have employer brand implications for years to come.

   •   Making difficult decisions in a transparent way

   •   What should employers be doing to ensure their employer brand is in the best possible place

   •   Diversity and Inclusion at an inflection point

   •   What are the likely long term changes for talent acquisition and how will these affect the TA teams of the future

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In challenging times, it is essential that talent acquisition leaders fully understand the interrelation of employer brand, culture, values and how an organisation services its customers. This is a crucial way that talent acquisition and employer branding functions can illustrate how they create value and help achieve the business objectives of their organisation.

My guest this week is Diana George, an expert in helping employers understand the relationship between talent, values, company culture and customer service.

In the interview, we discuss:

   •   Recruiting to match talent to values

   •   What is culture

   •   The Importance of listening

   •   Relationship between values, culture and customer service

   •   How COVID-19 is driving change

   •   Building a culture that is inclusive and diverse

   •   Areas of focus for the future

How Do You Create A Company Culture that Transforms?

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Finding and persuading people with highly specialised skills to make the move and join your organisation is something that remains a big challenge. So how do you build and engage long term pipelines of talent and how is technology changing the way talent engagement works?

My guest this week is Marvin Smith, Enterprise Talent Sourcing Lead at Lockheed Martin. Marvin was one the very first people I saw talk about talent communities and talent engagement and is a genuine expert practitioner in this aspect of talent acquisition.

In the interview, we discuss:

   •   The recruiting challenges at Lockheed Martin

   •   Engaging over career lifetimes

   •   Identifying highly specialised talent pools and building long term segmented pipelines

   •   What do effective talent communities look like in 2020

   •   Providing relevant, valuable and extremely personalised content

   •   The role of technology in talent engagement

   •   What does the future look like and what tools do we need to develop

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A global pandemic, economic dislocation and Black Lives Matter: three signs of how life is undergoing rapid change in 2020, and all of them are having a significant impact on what people are looking for in an employer.

One of the key aspects of navigating these changes successfully is helping people to feel part of their organisations. But not everyone feels like they belong. For example, the nonprofit Center for Talent Innovation has found that White men have the highest median belonging scores of any gender or racial group, but Black and Asian women score the lowest.

My guest this week is Ritu Mohanka, Head of Strategy & Business Development EMEA at Glint. Glint has just released results from 900,000 of its customers' employees, showing the sense of 'belonging' in a company is more closely linked to employee happiness than ever before. In our conversation, we talk about the challenges around belonging and identify practical ways employers can create a proper platform for genuine inclusivity.

In the interview, we discuss:

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