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

My guest this week is Matthew Syed. Matthew was formerly the British table tennis number one and is now a journalist the best selling author of books such as "Bounce" and "Black Box Thinking".

Matthew's new book, "Rebel Ideas" has just been published. In the book, he explores a topic that we've looked at a few times on the show, the importance of diverse thinking in teams and organisations.

In the interview, we discuss:

• When and why diversity matters and how it contributes to success

• Diversity of background, perspective and thinking

• Rebel ideas that challenge, cross pollenate, diverge and augment.

• An example of the CIA being individually perceptive but collectively blind

• The danger of assimilation to the dominant assumptions of a business.

Matthew also shares his advice for recruiters and suggest ways we can all have more rebel ideas

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Following on from my conversation with Megan Butler about the state of the market for AI in recruitment, for the second part of this mini-series explaining AI and Machine learning, we are taking a deep dive into the technology and terminology itself.

My guest is Jon Krohn, Chief Data Scientist at recruiting technology company Untapt. Jon is also a lecturer, researcher and author in the field of machine learning, deep learning and natural language processing. This interview goes into a huge amount of detail into the definitions and mechanics of AI (in an understandable way!) as well as exploring current and future applications for recruiting.

In the interview, we discuss:

• The role of a data scientist

• AI and sorting the mail

• Building predictive data models

• Machine learning versus deep learning and how Siri got clever

• Data engineering

• Adoption and bias

• Current and future applications of AI in recruiting

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The role of AI and machine learning in recruiting technology continues to provoke both debate and confusion. What benefits do these technologies current bring and how much of the current narrative is just marketing spin? What will they make possible in the future, and what are the risks and dangers we need to be aware of right now?

To help answer these questions, in the next two episodes of the show I'll be asking two genuine experts in AI for recruiting to share their knowledge.

First up is Megan Butler, a research analyst in AI for HR. Megan was part of my live panel back in episode 200, so it is brilliant to have the chance to talk to her in more depth.

In the interview, we discuss:

• Is AI in recruiting what it is hyped up to be?

• How to get the benefits and mitigate the risks

• The fine line between analytics and machine learning

• Matching and assessment

• The importance of process

• Bias

Megan also shares her thoughts on the future of AI in recruiting and the importance of taking controlled risks.

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One thing that I've noticed recently is the increasing traction behind the concept of talent experience. The reality is that employer brand, candidate experience and employee experience don't exist in silos when you are the employee experiencing them.

So what can employers do to ensure the kind of joined-up thinking that creates a seamless talent experience and, at the same time, develops workplaces that prioritise belonging and inclusion?

My guest this week is Charu Malhotra, a highly experienced global employer branding leader.

In the interview, we discuss:

• How employer branding is changing

• Why EVPs tend to get overshadowed by other employer branding outputs

• Joining up candidate experience, employee experience, employer brand and EVP

• Moving culture and values from talk into action

• Inclusion, belonging and psychological safety.

• The importance of listening and two-way communication

• The role of technology

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After about 15 years worth of articles and conference presentations about Millennials I'm sure I'm not alone in finding generational stereotyping a bit annoying. However, research-based insights into changing attitudes to technology, work and careers are incredibly useful.

My guest this week is Pranam Lipinski, Co-Founder and CEO of Door Of Clubs. Pranam has spent the last few years conducting research to uncover insights into the mindset of the newest generation in the workforce, Generation Z.

In the interview, we discuss:

• The validity of generational stereotypes

• Smartphones in 4th grade and growing up in the era of fake news

• Attitudes to work and careers

• Inclusion, Stability and Loyalty

• Providing unique employer experiences

• Becoming an input focused as an employer

• How to market to a generation that avoids commercial attempts on their attention.

Pranam also talks about the importance of personalization and shares details of how to get his one-page Generation Z research summary.

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Whenever I'm talking to companies about their recruitment challenges, one area that comes up time and time again is recruiting enterprise salespeople, particularly in the tech sector.

My guest this week is someone who can give us a hiring manager's perspective from one of the most competitive locations in the world for this type of talent.

Angie Jongejan is a Director of Sales for SurveyMonkey in San Mateo, California. It was great to hear her share some insights into SurveyMonkey's approach to recruiting and retention in their highly competitive talent market.

In the interview, we discuss:

• SurveyMonkey's three main recruiting challenges

• The importance of providing a fantastic candidate experience

• Ensuring alignment between the recruitment team and hiring managers

• Sourcing jams

• The role of surveys and acting on feedback

Angie also shares her thoughts on what is next for SurveyMonkey.

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Diversity and inclusion are a vital issue for many employers, but as an industry do we genuinely understand what they mean, their implications and the issues that need to be solved?

My guest this week is Jackie Glenn, Principal and Founder at Jackie Glenn Diversity Solutions and former Global Chief Diversity Officer at Dell EMC.

In the interview, we discuss:

• The amazing story of Jackie's career

• The challenges of a Chief Diversity Officer

• Diversity, Inclusion, Equity and Belonging

• Is D&I really as much a priority for employers as it should be?

• The importance of auditing and the power of diverse teams

• D&I issues in the technology sector.

• Letting your audio match your video

Jackie also shares her advice for employers and talks about her book "Lift As I Climb: An Immigrant Girl's Journey Through Corporate America."

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One of the biggest things I've learned in my career is the importance of effective influence.

Driving change, promoting technology adoption and establishing new ways of working is a challenge whatever employer you are working for. So what can talent acquisition leaders be doing to develop presence and be more influential?

My guest this week is an expert in these areas. Harrison Monarth is a New York Times best selling author and leading executive coach with a client list that includes Fortune 500 CEOs, start-up entrepreneurs and Members of Congress.

In the interview, we discuss:

• Harrison' coaching philosophy

• What is "executive presence", why is it so important and how anyone can develop it

• The critical importance of perception

• Managing emotions in high-stress situations

• Feedback

• Improving influence and getting buy-in

• Harrison also talks about managing the line between confidence and arrogance and the new edition of his book "Executive Presence."

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Contact - [email protected]

The relentless march of digital transformation means that many employers are having to find ways of reaching out to new pools of talent to attract different types of people into their businesses. No company is immune from this and even established technology companies are having to rethink their talent acquisition strategies.

My guest this week is Andreea Nicolescu Employer Branding and HR Communication Manager and at Temenos. Temenos is a market-leading Fintech business and has developed cutting edge strategies in both talent acquisition and talent management to facilitate digital transformation.

In the interview, we discuss:

• The recruiting challenges at TemenosAccessing New Pools Of Talent

• Attracting digital natives into roles that previously did not exist

• Moving from a transactional to a proactive model of talent acquisition

• Switching to new technologies to support the talent acquisition strategy

• The right candidates not the right number of candidates

• Engaging with new talent pools via targeted advertising

• Getting ROI by engaging, tracking and optimising

• Developing talent via academies and boot camps

Andreea also talks about diversity in the workforce and what is next for Temenos.

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