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

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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One of the topics we’ve never really covered in much detail on the podcast is the role of sourcing in corporate recruiting. It is obviously something that is absolutely critical to many organizations particularly those who are recruiting in market segments that are suffering skill shortages.

My guest this week is Chris Shaw Director of Talent at Meteor. Chris has previously been part of the recruiting team at Google and was part of the team who recruited 300 hires in 11 months at Twitter. At Meteor he focuses on recruiting the top 1% of the top 1% of technology talent and I’m delighted he agreed to come on the show to share his thoughts and some of the practical techniques he uses.

In the interview we discuss:

    •    Why turning passive candidates into active ones is always better than post and pray

    •    How to identify your Hiring Bar

    •    The importance of a great ATS

    •    Automation and personalization

Chris also gives us a step by step walk through of the techniques he uses and share his thoughts on the future of sourcing

This episode the podcast is kindly sponsored by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

One of the topics we’ve never really covered in much detail on the podcast is the role of sourcing in corporate recruiting. It is obviously something that is absolutely critical to many organizations particularly those who are recruiting in market segments that are suffering skill shortages.

My guest this week is Chris Shaw Director of Talent at Meteor. Chris has previously been part of the recruiting team at Google and was part of the team who recruited 300 hires in 11 months at Twitter. At Meteor he focuses on recruiting the top 1% of the top 1% of technology talent and I’m delighted he agreed to come on the show to share his thoughts and some of the practical techniques he uses.

In the interview we discuss:

    •    Why turning passive candidates into active ones is always better than post and pray

    •    How to identify your Hiring Bar

    •    The importance of a great ATS

    •    Automation and personalization

Chris also gives us a step by step walk through of the techniques he uses and share his thoughts on the future of sourcing

This episode the podcast is kindly sponsored by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

The critical role employer branding plays in attracting top tech talent to companies is something we have covered a few times on the podcast. However, what happens when you need to create an employer brand for an entire country? The Irish government recently initiated a project to do just that in order to service the growing need to import top tech talent into the Irish digital economy.

My guest this week is Niall Dowling who is Strategic Director at Atomic, the marketing agency who are delivering the project and its resulting website www.techlifeireland.com

In the interview we discuss:

    •    The strategic thinking behind the employer brand

    •    Some surprising insights from the research that reveal the motivations that drive people to relocate

    •    Audience segmentation and personas

    •    The importance of quality of career and meaningful work

    •    How the brand has been activated and optimized for the target audience.

Niall also shares the results of the project so far and offers his advice to companies looking to attract senior talent from abroad.

This episode of the podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

The critical role employer branding plays in attracting top tech talent to companies is something we have covered a few times on the podcast. However, what happens when you need to create an employer brand for an entire country? The Irish government recently initiated a project to do just that in order to service the growing need to import top tech talent into the Irish digital economy.

My guest this week is Niall Dowling who is Strategic Director at Atomic, the marketing agency who are delivering the project and its resulting website www.techlifeireland.com

In the interview we discuss:

    •    The strategic thinking behind the employer brand

    •    Some surprising insights from the research that reveal the motivations that drive people to relocate

    •    Audience segmentation and personas

    •    The importance of quality of career and meaningful work

    •    How the brand has been activated and optimized for the target audience.

Niall also shares the results of the project so far and offers his advice to companies looking to attract senior talent from abroad.

This episode of the podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

The balance between global consistency and local nuance in recruitment marketing is a difficult issue that provokes a lot of debate. It has become clear to me from working with a number of employers in this area that there are no right answers and every company needs a bespoke approach to be successful.

My guest this week is John McCall who oversees Talent Branding for Groupon in the EMEA region. Groupon has grown via acquisition in EMEA, creating a number of challenges for brand and marketing consistency.

In the interview we discuss:

    •    Groupon’s definition of Talent Branding and how they are positioning themselves as an employer of choice.

    •    Creating a core central truth with local variations

    •    Marketing effectively in multiple languages

    •    The role of mobile video and social engagement

    •    The importance of messaging consistency throughout the business

John also talks about what is next for Groupon and gives us his thoughts on the future of Talent Branding

This episode of the podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

The balance between global consistency and local nuance in recruitment marketing is a difficult issue that provokes a lot of debate. It has become clear to me from working with a number of employers in this area that there are no right answers and every company needs a bespoke approach to be successful.

My guest this week is John McCall who oversees Talent Branding for Groupon in the EMEA region. Groupon has grown via acquisition in EMEA, creating a number of challenges for brand and marketing consistency.

In the interview we discuss:

    •    Groupon’s definition of Talent Branding and how they are positioning themselves as an employer of choice.

    •    Creating a core central truth with local variations

    •    Marketing effectively in multiple languages

    •    The role of mobile video and social engagement

    •    The importance of messaging consistency throughout the business

John also talks about what is next for Groupon and gives us his thoughts on the future of Talent Branding

This episode of the podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

Changing established ways of thinking is difficult. Changing established ways of thinking about recruiting within large organizations can seem impossible.

However, with economies fluctuating, technology improving and people’s communication preferences developing, driving effective change is a key part of the job for every in house recruiting leader.

My guest this week is Samantha Ramsay, Head of Resourcing and Employer Brand for House of Fraser. Over the last two years Samantha has been systematically challenging assumptions, moving mindsets and embracing new technology to order to drive change within her organization.

In the interview we discuss:

    •    The difference between recruiting and resourcing

    •    How fundamental change creates massive impact

    •    Questioning standard practice in recruiting

    •    Why House of Fraser prioritise behaviours and traits over past experience

    •    Success with bespoke online assessment and video interviewing

Samantha also shares her view on the relationship between resourcing and marketing and how resourcing should now be positioned in a very different way

The podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

Changing established ways of thinking is difficult. Changing established ways of thinking about recruiting within large organizations can seem impossible.

However, with economies fluctuating, technology improving and people’s communication preferences developing, driving effective change is a key part of the job for every in house recruiting leader.

My guest this week is Samantha Ramsay, Head of Resourcing and Employer Brand for House of Fraser. Over the last two years Samantha has been systematically challenging assumptions, moving mindsets and embracing new technology to order to drive change within her organization.

In the interview we discuss:

    •    The difference between recruiting and resourcing

    •    How fundamental change creates massive impact

    •    Questioning standard practice in recruiting

    •    Why House of Fraser prioritise behaviours and traits over past experience

    •    Success with bespoke online assessment and video interviewing

Samantha also shares her view on the relationship between resourcing and marketing and how resourcing should now be positioned in a very different way

The podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

Employer branding has never been a more popular discussion topic with a huge amount of content and conference time now dedicated to it. However, when you dig below the surface, there is very little that addresses the day to day concerns of employer brand practitioners, particularly those working within global organizations.

Working in partnership with my regular co-collaborator Mervyn Dinnen and in conjunction with employer brand solution provider Papirfly, this summer we did a piece of research design to restore the balance by uncovering the real issues in employer branding.

On the podcast this week I’m joined by Sara Naveda, Client Director at Papirfly, to discuss the research and its findings.

In our discussion we cover four key issues:

• How to align internal and external brand to greater effect

• Why employer brand becomes even more important in times of commercial turmoil

• How to adopt employee generated content to grow your employer brand at scale

• The importance of measuring effectiveness of your efforts, and best practice techniques for doing so

You can download the full insight report here for free

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