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

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.

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2016 will be remembered for many things but in our industry one of the most notable trends has been the reinvention and resurgence of recruitment marketing. I’ve been working in recruitment marketing since 1999 so its certainly not a new thing but it has been interesting that this year has seen so much discussion and debate around it.

To help me make sense of this my guest this week is HR Pro, Recruiter and industry commentator Tim Sackett. Tim recently hosted Smashfly’s Transform recruitment marketing conference and I was delighted to have him on the podcast to talk about the latest thinking in what is a critically important area for talent acquisition.

In the interview we discuss:

    •    Why Recruitment Marketing is back on the agenda and what has changed

    •    Marketing spin versus authentic employee experience

    •    The role of story telling

    •    How technology is supporting the reinvention of the discipline

    •    The advantages of corporate recruiting and marketing departments working closely together

Tim also talks us through which employers he thinks are doing this well and also shares his views on the likely impact of President Trump on recruiting and HR in 2017 and beyond.

This episode of the podcast is kindly supported by Hirevue

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2016 will be remembered for many things but in our industry one of the most notable trends has been the reinvention and resurgence of recruitment marketing. I’ve been working in recruitment marketing since 1999 so its certainly not a new thing but it has been interesting that this year has seen so much discussion and debate around it.

To help me make sense of this my guest this week is HR Pro, Recruiter and industry commentator Tim Sackett. Tim recently hosted Smashfly’s Transform recruitment marketing conference and I was delighted to have him on the podcast to talk about the latest thinking in what is a critically important area for talent acquisition.

In the interview we discuss:

    •    Why Recruitment Marketing is back on the agenda and what has changed

    •    Marketing spin versus authentic employee experience

    •    The role of story telling

    •    How technology is supporting the reinvention of the discipline

    •    The advantages of corporate recruiting and marketing departments working closely together

Tim also talks us through which employers he thinks are doing this well and also shares his views on the likely impact of President Trump on recruiting and HR in 2017 and beyond.

This episode of the podcast is kindly supported by Hirevue

Subscribe to this podcast in iTunes

This week we return to the popular topic of improving the Candidate Experience. There is a lot of talk at the moment about the importance of treating candidate’s as customers but what happens when your candidates actually are your customers!

My guest this week is Ben Gledhill, Talent Acquisition manager at retailer Sofology. Sofology is going through a digital transformation process at the moment to fulfill its aim of being an omnichannel retailer. They have been looking hard at their candidate experience and Ben offers some great practical insights into their learning and the improvements they have made.

In the interview we discuss:

    •    How a negative candidate experience can affect Sofology’s business

    •    Building an emotional link with candidates

    •    How to achieve total visibility on the candidate experience

    •    Mandatory hiring manager interview training

    •    The vital importance of a mobile optimized ATS

    •    Using NPS ratings for candidate experience measurement

    •    The value of explaining the recruitment process up front on the corporate career site

Ben also talks about what’s next for talent acquisition at Sofology and gives us his view on emerging recruitment technologies.

This episode of the podcast is kindly supported by HireVue

Subscribe to this podcast in iTunes

This week we return to the popular topic of improving the Candidate Experience. There is a lot of talk at the moment about the importance of treating candidate’s as customers but what happens when your candidates actually are your customers!

My guest this week is Ben Gledhill, Talent Acquisition manager at retailer Sofology. Sofology is going through a digital transformation process at the moment to fulfill its aim of being an omnichannel retailer. They have been looking hard at their candidate experience and Ben offers some great practical insights into their learning and the improvements they have made.

In the interview we discuss:

    •    How a negative candidate experience can affect Sofology’s business

    •    Building an emotional link with candidates

    •    How to achieve total visibility on the candidate experience

    •    Mandatory hiring manager interview training

    •    The vital importance of a mobile optimized ATS

    •    Using NPS ratings for candidate experience measurement

    •    The value of explaining the recruitment process up front on the corporate career site

Ben also talks about what’s next for talent acquisition at Sofology and gives us his view on emerging recruitment technologies.

This episode of the podcast is kindly supported by HireVue

Subscribe to this podcast in iTunes

The first digital project I ever worked on was building a career website for German engineering giant Siemens. Since then I’ve been fascinated by the evolution of corporate career sites and I am currently working with a number of my clients to help them optimize this area of their talent acquisition strategy.

My guest this week is someone who shares my obsession with career sites. Bas Van De Haterd is an independent consultant and entrepreneur based in The Netherlands. For the last 10 years Bas has run a major piece of research which audits the career sites of the largest 500 Dutch employers and he has a huge amount of insight to share.

In the interview we discuss:

    •    How to audit a career site

    •    The single simple thing employers could do which would improve their response rates by 25%

    •    Three areas which can be improved to give a better candidate experience

    •    How to optimise a legacy ATS system to improve the application process

    •    The balance between jobs, conversion and employer branding

    •    Bas also talks about the development of mobile and shares his thoughts on innovation in this area.

This episode of the podcast is supported by Metashift

Subscribe to this podcast in iTunes

The first digital project I ever worked on was building a career website for German engineering giant Siemens. Since then I’ve been fascinated by the evolution of corporate career sites and I am currently working with a number of my clients to help them optimize this area of their talent acquisition strategy.

My guest this week is someone who shares my obsession with career sites. Bas Van De Haterd is an independent consultant and entrepreneur based in The Netherlands. For the last 10 years Bas has run a major piece of research which audits the career sites of the largest 500 Dutch employers and he has a huge amount of insight to share.

In the interview we discuss:

    •    How to audit a career site

    •    The single simple thing employers could do which would improve their response rates by 25%

    •    Three areas which can be improved to give a better candidate experience

    •    How to optimise a legacy ATS system to improve the application process

    •    The balance between jobs, conversion and employer branding

    •    Bas also talks about the development of mobile and shares his thoughts on innovation in this area.

This episode of the podcast is supported by Metashift

Subscribe to this podcast in iTunes

In last week’s episode I featured interviews with nine people who were searching for innovation at the HR Tech Conference in Chicago. This week I wanted to continue the same theme but with more of a focus on specific trends in recruiting.

My guest this week is Andy McIlvaine who is conference chair for The Talent Acquisition Technology Conference and The Recruiting Trends Conference both of which are organized by Human Resource Executive (the company behind HR Tech) and take place in Austin Texas in November.

In the interview we discuss:

    •    The changing role of video in the talent acquisition process

    •    Candidate Relationship Management and Candidate Experience

    •    The latest social media methods and Recruitment Marketing Platforms

    •    Whether talent shortages are genuine and what employers can do to solve the problem

    •    Unconscious bias in recruiting

    •    Predictive Analytics and Artificial Intelligence

Andy also gives us a taster of the case studies that will be presented at the conferences and shares what has surprised him the most as a journalist covering this sector.

Subscribe to this podcast in iTunes

In last week’s episode I featured interviews with nine people who were searching for innovation at the HR Tech Conference in Chicago. This week I wanted to continue the same theme but with more of a focus on specific trends in recruiting.

My guest this week is Andy McIlvaine who is conference chair for The Talent Acquisition Technology Conference and The Recruiting Trends Conference both of which are organized by Human Resource Executive (the company behind HR Tech) and take place in Austin Texas in November.

In the interview we discuss:

    •    The changing role of video in the talent acquisition process

    •    Candidate Relationship Management and Candidate Experience

    •    The latest social media methods and Recruitment Marketing Platforms

    •    Whether talent shortages are genuine and what employers can do to solve the problem

    •    Unconscious bias in recruiting

    •    Predictive Analytics and Artificial Intelligence

Andy also gives us a taster of the case studies that will be presented at the conferences and shares what has surprised him the most as a journalist covering this sector.

Subscribe to this podcast in iTunes

Innovation and disruption are words that are used so often these days it is sometimes difficult to spot technologies that are genuinely innovative and genuinely disruptive. This seems to be a particular problem in the HR and Recruiting space.

Last week I was one of the several thousand attendees at the HR Tech conference in Chicago trying to find clues about where our industry is heading. In this special HR Tech episode of the show you’ll hear from a number of people I met on my quest to discover HR innovation nirvana.

My guests are:

Gareth Jones from Chemistry Labs
Bill Boorman from Recruiting Daily
Kirstie Kelly from Launchpad
Robert Newry from Artic Shores
David Green from IBM
Al Ademsen from The Talent Strategy Institute
Chris Broderick from B .near Global
Manish Goel from Trustsphere
Neil Morrison from Penguin Random House

We discuss everything from People Analytics to fake Artificial Intelligence and attempt to make some sense of the diverse HR technology landscape.

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