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

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Recruiting Future Round-Up is a new monthly show on The Recruiting Future Podcast channel.

Now that I'm publishing two podcasts a week, I'm aware that not everyone has time to listen to every show. Moving forward I'll be recording a short monthly round-up episode highlighting episodes you may have missed and giving you my take on some of the key talking points.

Thanks to 4MAT for sponsoring, if you are thinking of replacing or refreshing your careers website in 2020, I would strongly recommend downloading their new eBook.

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Social mobility is a critical issue in a lot of countries. What should employers be doing to increase social mobility and how effective can their efforts be in terms of tangible results?

My guest this week is Lisa Scales, Head of Resourcing, Executive and New Talent at Severn Trent, a large UK based utilities company. Severn Trent has recently moved up to 3rd place in The Social Mobility Employer Index as a result of their innovative work in this area and is seeing huge benefits as an organisation from their initiatives.

In the interview, we discuss:

• The definition of social mobility and what it means to Severn Trent as an organisation

• Recruiting on equal terms to show opportunities to a massive pool of untapped talent

• Schools engagement

• Work experience focused on employability.

• Thinking different about the recruitment process

• The Social Mobility Pledge

Lisa also talks about the results Severn Trent as seeing from their initiatives and the considerable benefits to the business.

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To fully understand the impact of technology on what we do, it 's essential to look outside of talent acquisition occasionally and see how other areas of the talent ecosystem are being disrupted.

My guest this week is Ozlem Sarioglu, an award-winning coach and co-founder of digital coaching platform SparkUs. As well as providing a fascinating overview of how technology is changing coaching. Ozlem also shares some insights and advice into the coaching mindset. Something that will help anyone who is leading and developing a team.

In the interview, we discuss:

• How Ozlem became a coach

• The benefits of and common misconceptions about coaching

• How technology is making coaching more accessible

• The balance between human and machine

• Measuring results

Ozlem also gives her thoughts on developing a coaching mindset and shares advice on how people can get the most out of coaching

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Despite an influx of technology over the last 20 years, the fundamentals of recruiting haven't really been disrupted. So how should we be challenging recruiting norms which no longer deliver what employers need and are process and mindset more important than technology?

To help me answer these questions, and more besides, my guest this week is Matt Buckland making a welcome return to the show. Matt is currently Founder and Head Of Talent at Rainmaking Venture Studio and has been experimenting with some new approaches to make hiring fairer and more effective.

In the interview, we discuss:

• The importance of challenging assumptions

• Using data to uncover bias and why bias is a loaded word

• Anonymous testing

• Why process is critical

• Making culture and mindset shifts rather than relying on techniques and technologies

• Matt also talks about the recruiter networking group DBR and shares his thoughts on the future of recruiting.

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We live in a highly connected world but also a very noisy one. Standing out from the crowd can be very difficult for recruiters, especially on Linkedin where an unprecedented amount of content is being posted, much of it, unfortunately, is not very good.

My guest this week is Hishem Azzouz, founder of Azzouz Branding and host of The Recruitment Rollercoaster Podcast. Hishem works with recruiters to help them build authentic personal brands and develop content that cuts through the noise to resonate with their target audiences.

In the interview, we discuss:

• Hishem's career journey so far and his experience of getting started in recruiting

• Being more personable, more human and standing out from the crowd

• What does personal branding mean in 2019?

• Techniques to stand out and engage

• The importance of knowing your target audience

• What are the real measures of success?

Hishem also gives some examples of people and companies doing this well and shares more details about The Recruitment Rollercoaster Podcast.

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Hiring ex-armed forces personnel is a topic that doesn't get as much bandwidth as it deserves. So how should employers be behaving and communicating to tap into this incredible pool of talent effectively?

My guest this week is Tim Redfern, Managing Director, Defence at Amey.

In the interview, we discuss:

• Tim's own experience of transitioning his career on leaving The Royal Navy

• The broader transition challenges facing armed forces personnel

• Translating the language of transferable skills

• Common employer misconceptions

• Changing the recruiting mindset on skills

• Messaging that resonates

• Salary and marketing value

Tim also shares details on what Amey does to attract and retain forces leavers.

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Implementing and then working with recruitment technology on a day to day basis can have some challenges. So how can you make sure you are getting the most from your system in terms of driving the efficiency and end-user satisfaction needed to achieve key recruiting objectives?

To share the benefits of their experience my guests this week are Megan Deville, an HRIS Analyst and Allison Thomas, Talent Acquisition Recruiter both of whom work for Laitram.

In the interview, we discuss:

• Laitram's recruiting challenges

• Using tech to create more recruiter time

• Finding quality in quantity

• Driving process and tool adoption

• The power of diversity of thought

• Keeping pace with growth

• The importance of the personal touch

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This is a podcast about the future of recruiting, and perhaps the one topic we've neglected to cover very often is the future of recruiters.

To redress the balance my guest this week is Amy Schultz, Director of Talent Acquisition at LinkedIn. LinkedIn has recently published a research report titled "The future of recruiting, the 7 ways your role will change" and it's great to be able to get Amy's practitioner perspective on the findings.

In the interview, we discuss:

• What is the current state of the talent market and how is this affecting recruiting as a profession

• How the role of a recruiter going to change

• The three skills that will redefine recruiting

• What recruitment teams should be doing to keep up with rapidly changing business needs

• The essential metrics recruiters should be tracking and why

• The role of technology

Amy also shares her key advice to recruiting professionals on how they can be ready for the future.

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We talk a lot on this show about the future of work and its implications. However, it is critically important not to overlook the here and now. Work is already changing dramatically with huge consequences for everyone.

So what should employers be doing to make sure they are fit for purpose in these changing times?

My guest this week is Brynne Kennedy, founder of Topia and a congressional candidate for California. Brynne has recently written a book called "Flat, Fluid and Fast", designed to help employers understand and adapt to the age of talent mobility.

In the interview, we discuss:

• What is talent mobility?

• The implications of a geographically mobile workforce

• Redesigning the contract for work

• New career paths and skills first recruiting.

• Importance of embracing flexible work

• Impact of office footprints, benefits and the structure of HR

• Tech stack best practices

Brynne always talks through examples of companies doing this well and shares her thoughts on what work will look like in 10 years.

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Building a culture that attracts and retains the right talent is not an easy task. There is a lot of theory and discussion around this, but translating theory and discussion into practical reality can be very difficult. Accurately reflecting the culture in the employer brand and recruitment process is an additional challenge.

My guest this week is Matt Jung co-founder of Comfort Research, the company behind the "Big Joe" range of products. Matt shares an incredibly honest account of his company's journey to build a culture and establish a set of core values that guide everything they do and help them attract and retain the people they need to grow their business.

In the interview, we discuss:

• Identifying core values and how Comfort Research got it wrong the first time

• Rewarding behaviour that champions core values

• Using core values in the recruiting process

• Why leaders should always be recruiting

• Recruiters as "culture concierges."

Matt also talks about what has surprised him most about building his business and what the future holds for Comfort Research.

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