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

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Candidate experience seems to be an evergreen topic and certainly one that will be with us and continually evolve for some time to come. We often talk about the challenges of delivering a quality candidate experience at scale, but for companies who are scaling quickly very often, it is about delivering a custom candidate experience at speed.

My guest this week is Anna Chalon, Director of Recruiting and D&I at Frame.io. Whatever your candidate experiences are I guarantee you will get some valuable takeaways from this conversation.

In the interview, we discuss:

• The recruiting challenges at Frame.io

• Creative thinking and empathy in recruiting

• Speed, transparency and thoughtfulness

• The role of technology

• Avoiding unconscious bias

• Measuring success

• The future

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In light of events this week with the pandemic, here is a special short episode to help the talent acquisition community get access to relevant information. I'm joined by Lars Schmidt, who is curating an information resource that everyone needs to be aware of.

Here is the link to the Google Doc

The latest McKinsey Women in the Workforce report illustrates that there is still a very long way to go before we get to gender equality in the workforce. McKinsey identifies a "broken rung" in the career ladder with only 72 women promoted or hired to manager level for every 100 men promoted or hired to manager level.

So how do employers fix this situation, what support is required, and how do mindsets need to change? To help answer these questions my guest this week is Addie Swartz, CEO of reacHire. Addie has been on a three-decade-long mission to change the trajectory for women at work and has some extremely practical insights to share.

In the interview, we discuss:

• Addie's background and motivation for starting reacHire

• Fixing the broken rung

• The bottom-line impact of workforce equality

• Investing to support women in their early careers

• Why women leave the workforce and the challenges they can face when trying to return

• Changing employer mindsets

• Bias in recruiting

• Reverse mentoring and the benefits of a multi-generational workforce

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Most recruiters would agree that hiring manager relationships are critical to effective corporate talent acquisition. But how do you develop effective relationships and what does it take to become a strategic talent advisor to your organization.

I'm delighted to welcome the always brilliant John Vlastelica back to the show. John is the Founder and Managing Director of Recruiting Toolbox and helps companies raise the bar on recruiting effectiveness. He has some highly actionable insights to share on strategic hiring manager relationships, and I know you will find this interview really valuable.

In the interview, we discuss:

• The definition of a strategic talent advisor

• Engaging hiring managers in pre-funnel work

• Fluid workforces

• The advantages of batch processing

• False positives and false negatives in hiring

• Fat, skinny and constipated funnels

• The role of technology

• John's predictions for the future

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Recruiting technology, data analytics and employer branding are all regular topics on this podcast. However, we don't always talk about strategic thinking that is needed to make all three elements work together to solve recruiting challenges.

My guest this week is James Edwards Digital Attraction Manager at Mitchells and Butlers, one of the largest operators of restaurants, pubs and bars in the UK. Mitchells and Butlers have been working on several interrelated projects using technology, creativity and data to solve their recruiting challenges.

In the interview, we discuss:

• The challenges of hiring 30,000 people each year with multiple consumer brands

• ATS selection based on hiring manager experience

• The importance of not making assumptions about technology features

• Combing data sources to identify workforce trends

• How a candidate experience audit identified the need for the new careers site.

• Career site systems

• The importance of content and job adverts that actually sell the role to potential candidates

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Programmatic Advertising is something that seems to strike confusion into the heart of many employers around the world. However, there are a growing number of talent acquisition teams who are using already programmatic techniques to drive some excellent results. So what techniques and technologies are they using and how does programmatic advertising even work?

To get the definitive answers to these questions, I have not one, not two but three guests on the show this week. Jon Hull, Head of Resourcing Delivery at Nationwide Building Society and Ben Gledhill, Head of Talent Acquisition at Yodel will be sharing their experiences as practitioners. I'm also joined by Rob Prince from Talent Nexus who will be acting as our programmatic expert and helping to demystify what is fast becoming a significant area of talent attraction.

In the interviews, we discuss:

• Two different types of programmatic advertising and their benefits

• The unique nature of programmatic job board advertising

• Technology and platforms

• Data, results and expectations

• Advice for getting started

• Selling programmatic to internal stakeholders

• The future of programmatic advertising for talent acquisition

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Recruiting Future Round-Up is the monthly show on The Recruiting Future Podcast channel. It's a short round-up that highlights episodes you may have missed and gives you my take on some of the key learnings from my guests.

As I wasn't able to do a round up in January, this episode features interviews from both January and February.

Here are the shows featured:

Ep 237: Analysing The Recruiting Technology Market

Ep 238: The Rise Of Talent Intelligence

Ep 239: The Human Touch

Ep 240: Global Talent Trends In 2020

Ep 241: Grit & Resilience In Talent Acquisition

Ep 242: Purpose

Ep 243: Attracting and Assessing Future Talent

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Over the last few years, there has been a global shakeup in the way companies recruit future talent to their organisations. Many employers are now extending their search beyond university and college graduates to explore more diverse talent pools. But what is the best way to attract and assess future talent in 2020?

My guest this week is Cameron Sorsby, CEO of Praxis, a six-month start-up boot camp aimed at skilling entry-level talent. Cameron has some brilliant insights to share on how companies should be attracting and assessing their future talent.

In the interview, we discuss:

• The evolving challenges of entry-level hiring

• Framing opportunities in the right way to engage with the target audience

• Taking a long term approach to recruiting

• How assessment is changing

• Candidate attitudes to recruiting technology

• The rise of boot camps

• The Future of entry-level hiring

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I've been producing this podcast for five years, and I have to say that my guest in this episode is one of the most insightful people I've ever had on the show.

Digital disruption is affecting everyone in ways we couldn't have even of imagined a few years ago. The companies who are thriving are the organisations that are taking bold strategic decisions and thinking several steps ahead of their competition.

My guest this week is Balaji Ganapathy. Balaji is Global Head of Corporate Social Responsibility and Head of Workforce Effectiveness at Tata Consultancy Services, a company with 450,000 employees. TCS has responded to our changing digital world by radically upskilling a vast percentage of their workforce and completely reinventing the way they do talent acquisition to make it more inclusive. They are also proactively nurturing communities of future talent as well as supporting education systems all over the world. All of this has been built on their understanding of the vital importance of purpose.

In the interview, we discuss:

• The skills modern business need to survive and thrive

• How TCS reskilled their existing teams by creating the right culture, tools and systems

• Why technology is legacy, but people aren't and why AI still needs human intelligence

• Why every organisation needs to be a purpose-driven organisation

• Content, Context and Connection

• Changing the talent acquisition model to be more open and inclusive

• Working with education systems to give students relevant skills

• The importance of building bridges between technology and people

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Well, that wasn't quite the start to the year I was expecting as I've been in and out of hospital for the last two weeks. I'm pleased to say though that I'm now well on the way to making a full recovery and regular podcasting service is now resumed. A huge thank you to Nick Price for helping me out and introducing last week's episode, and I would strongly recommend you check out Career Life Stories to find out more about the great work he does.

So on with this week's show. After my recent hospital experience, it seems very fitting that the main focus for this week's guest is recruiting healthcare professionals. Blake Thiess is Director Of Talent Acquisition at Prestige Care. Recruiting healthcare professionals and nurses, in particular, is a real challenge in many countries, and Blake talks about the techniques his team use, as well as the importance of grit and resilience.

In the interview, we discuss:

• Recruiting in a hyper-competitive environment

• Pipelining with a CRM

• Highly targeted recruitment marketing

• Generating brand content

• What do grit and resilience mean in practice

• The skills recruiters need in 2020

• The importance of leveraging video

• Personal brand or employer brand

Blake also discusses the role of technology and shares his thoughts on the future of talent acquisition.

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