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

Over the last few years there has been a massive proliferation in the number of talent acquisition tools and technologies on the market. The pace of change shows no sign of slowing down and it is increasingly difficult for talent acquisition leaders to know just where they should be focusing.

My guest this week is Lance Haun, Practice Leader at The Starr Conspiracy Intelligence Unit. The Starr Conspiracy have recently published their 2017 Talent Acquisition Brandscape Report. A piece of research designed to help make sense of a confusing and fast moving market.

In the interview we discuss:

    •    How do you categorize and segment such a “nebulous” market sector

    •    The current biggest area for innovation in talent acquisition

    •    Dealing with the potential implications of Microsoft’s purchase of LinkedIn

    •    The two key future trends everyone should be aware of

Lance also gives us his view on the future pace of change in the sector and the likely impact of any potential global economic slow down

Subscribe to this podcast in iTunes

It is always important to step back and see the world through a different lens. With that in mind, I’ll be talking to several people on the show this year who have a vested interest in recruiting but aren’t viewing it from inside the industry bubble.

My guest on this week’s show is Charlie O’Donnell founder and partner at Brooklyn Bridge Ventures in New York. Charlie is an early stage investor in a number of fast growing start-up companies and has first-hand experience of seeing which recruiting strategies are working in these dynamic business environments.

In the interview we discuss:

    •    The importance of effective team building

    •    The challenges of defining and hiring to cultural fit

    •    An “A Player” culture versus a learning based culture

    •    Where the real skill shortages are in start-up recruitment

    •    The effectiveness of having an iterative approach to developing job descriptions

Charlie also shares his advice on how recruiters and start up founders can work better together

Subscribe to this podcast in iTunes

It is always important to step back and see the world through a different lens. With that in mind, I’ll be talking to several people on the show this year who have a vested interest in recruiting but aren’t viewing it from inside the industry bubble.

My guest on this week’s show is Charlie O’Donnell founder and partner at Brooklyn Bridge Ventures in New York. Charlie is an early stage investor in a number of fast growing start-up companies and has first-hand experience of seeing which recruiting strategies are working in these dynamic business environments.

In the interview we discuss:

    •    The importance of effective team building

    •    The challenges of defining and hiring to cultural fit

    •    An “A Player” culture versus a learning based culture

    •    Where the real skill shortages are in start-up recruitment

    •    The effectiveness of having an iterative approach to developing job descriptions

Charlie also shares his advice on how recruiters and start up founders can work better together

Subscribe to this podcast in iTunes

Talent Attraction in areas of extreme skill shortage is something that is consistently difficult. I’m always interested in any creative ways that employers are using to tackle the problem, particularly when they don’t have a massive budget or unlimited resources to use to solve it.

My guest this week is Ruth Penfold, Director of Talent Acqusition at Shazam, a company who are regularly having to use innovative talent attraction approaches to bring on the board the talent they need.

In the interview we discuss:


    •    Why Shazam’s existing employees are their most importance Talent Attraction tool and why recruitment is everyone’s responsibility

    •    The benefits of a transparent culture

    •    The importance of candidate communication and an authentic candidate experience

    •    Why being seen in the right communities is critical to success

    •    Generational mindset and purpose

We also discuss Shazam’s priorities for 2017 and Ruth gives us an insight into the unique musical experiences on offer to Shazam’s employees!

Subscribe to this podcast in iTunes

Talent Attraction in areas of extreme skill shortage is something that is consistently difficult. I’m always interested in any creative ways that employers are using to tackle the problem, particularly when they don’t have a massive budget or unlimited resources to use to solve it.

My guest this week is Ruth Penfold, Director of Talent Acqusition at Shazam, a company who are regularly having to use innovative talent attraction approaches to bring on the board the talent they need.

In the interview we discuss:


    •    Why Shazam’s existing employees are their most importance Talent Attraction tool and why recruitment is everyone’s responsibility

    •    The benefits of a transparent culture

    •    The importance of candidate communication and an authentic candidate experience

    •    Why being seen in the right communities is critical to success

    •    Generational mindset and purpose

We also discuss Shazam’s priorities for 2017 and Ruth gives us an insight into the unique musical experiences on offer to Shazam’s employees!

Subscribe to this podcast in iTunes

For this first episode of 2017 I wanted to offer you something a bit different. Last year I was fortunate enough to deliver the opening keynote at HR Tech Fest in Johannesburg. My topic was the dual role I feel HR needs to play in the digital transformation of business. It was quite a personal presentation for me as I shared some of the lessons that I’ve learned from the 20 years of my career I have spent being digital disruptive in several different industries.

The conference organizers, The Eventful Group, made an audio recording of the presentation which I’m delighted to share with you as this week’s podcast episode.

In the presentation, you’ll hear me talk about five key lessons I’ve learnt about digital transformation:

1)    Change is Exponential
2)    There is a Revolution at Work
3)    Exceptional Talent Wins
4)    Perfect is not Best
5)    Think the Unthinkable

In case you are wondering you don’t actual need to see the slides to understand the presentation but if you want to have a look you can find them here on SlideShare

Subscribe to this podcast in iTunes

For this first episode of 2017 I wanted to offer you something a bit different. Last year I was fortunate enough to deliver the opening keynote at HR Tech Fest in Johannesburg. My topic was the dual role I feel HR needs to play in the digital transformation of business. It was quite a personal presentation for me as I shared some of the lessons that I’ve learned from the 20 years of my career I have spent being digital disruptive in several different industries.

The conference organizers, The Eventful Group, made an audio recording of the presentation which I’m delighted to share with you as this week’s podcast episode.

In the presentation, you’ll hear me talk about five key lessons I’ve learnt about digital transformation:

1)    Change is Exponential
2)    There is a Revolution at Work
3)    Exceptional Talent Wins
4)    Perfect is not Best
5)    Think the Unthinkable

In case you are wondering you don’t actual need to see the slides to understand the presentation but if you want to have a look you can find them here on SlideShare

Subscribe to this podcast in iTunes

It’s always great to welcome a previous guest back to the show. I’m particularly pleased this week to be able to welcome back William Uranga, Director or Technical and Corporate Recruiting at GoDaddy.

Last time he was on the show William shared the tactics GoDaddy were using to recruit in some highly competitive markets. In this week’s episode William gives us an insight into the journey his talent acquisition are on to move from being reactionary to operational and ultimately to be genuine strategic partner for their business.

In the interview we discuss:

    •    How GoDaddy’s recruiting challenges have changed

    •    Finding new ways of being proactive and partnering with the business

    •    Making talent acquisition predictable in its delivery

    •    The benefits of providing analytics to hiring managers

    •    An incredibly smart way of improving the candidate experience

If you are an in house recruiting leader looking for a model for change then this interview really is a must listen.

Subscribe to this podcast in iTunes

It’s always great to welcome a previous guest back to the show. I’m particularly pleased this week to be able to welcome back William Uranga, Director or Technical and Corporate Recruiting at GoDaddy.

Last time he was on the show William shared the tactics GoDaddy were using to recruit in some highly competitive markets. In this week’s episode William gives us an insight into the journey his talent acquisition are on to move from being reactionary to operational and ultimately to be genuine strategic partner for their business.

In the interview we discuss:

    •    How GoDaddy’s recruiting challenges have changed

    •    Finding new ways of being proactive and partnering with the business

    •    Making talent acquisition predictable in its delivery

    •    The benefits of providing analytics to hiring managers

    •    An incredibly smart way of improving the candidate experience

If you are an in house recruiting leader looking for a model for change then this interview really is a must listen.

Subscribe to this podcast in iTunes

Some of the most interesting and effective technological innovation I have seen this year has been in the area of assessment. Whilst many of the new approaches aren’t yet widespread, I think they point towards a coming fundamental shift in the way we think about this part of the recruiting process.

My guest this week is Dr Nathan Mondragon, Chief IO Psychologist at Hirevue. Hirevue have been doing some fascinating work within the science of assessment and its ability, via data and technology, to accurately predict performance.

In the interview we discuss:

    •    How technology and science are challenging the established norms of assessment

    •    The hidden data in words, inflection, pauses and facial micro expressions

    •    How video analytics can be combined with subsequent job performance data to develop predictive hiring models.

    •    Using science to understand the art of recruiting and the changing role of humans within the recruitment process

Nathan talks about the types of tangible ROI that employers in a number of different industries have gained from using this approach and he also shares his thoughts on what we can expect to happen in the future.

Subscribe to this podcast in iTunes