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

We live in interesting times. Technology is evolving constantly around us and unsurprisingly everyone’s attention is often focused on what will be the next disruptive game changer for the recruitment industry. What we don’t pay enough attention to though is the experiences and frustrations of candidate who have to try and stand out in a noisy world using the tools that are completely outmoded in other aspects of life but jealously held onto by the recruitment industry.

A shiny new CRM or a brilliant assessment algorithm may make recruiters’ lives easier but they don’t really make the experience of recruitment very different for the candidate when everything still hangs round them having to use a word document CV or static LinkedIn profile to get the recruiter’s attention in the first place.

The situation is untenable in the long term and it shouldn’t come as a shock that eventually the jobseekers were going to take things into their own hands.

My guest on this week’s episode is Esther Crawford creator of a “Resumebot” which took her from frustrated jobseeker to funded entrepreneur. I want you to imagine a world where artificially intelligent chatbots match candidates and recruiters in a completely authentic and bespoke way. In the interview you will hear Esther’s story and find out how she might have taken us on the first step of the journey to a new way of recruiting

This week’s podcast is kindly supported by Lever, where ATS meets CRM

Subscribe to this podcast in iTunes

Ep 58: How To Nurture Passive Talent

One of the biggest issues I’m seeing Resourcing leaders face this year is the challenge of introducing digital marketing methodologies and behaviours into their strategies. There are some great tech tools out there if they are not utilized in the right way then failure is assured, especially when working with passive talent.

There are a number of organizations who are adapting brilliantly to the new recruiting reality and using digital marketing tools extremely effectively to help them achieve their resourcing objectives. One such company is Salesforce and my guest this week is Jennifer Johnston who is their Head of Global Employer Branding and Recruitment Marketing.

In the interview we discuss:

    •    The challenges of recruiting 7000 people a year in the toughest geographies and talent segments

    •    The importance of reputation and how to actively manage it

    •    How to qualify talent pipelines to avoid wasting people’s time

    •    Nurturing passive candidates using pre-tested, optimized content

    •    Using data to quantify addressable markets of talent
    
Jennifer also shares her strategy for educating line managers to improve the candidate experience and gives us an insight into her vision for the future of recruitment marketing.

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

Subscribe to this podcast in iTunes

Ep 58: How To Nurture Passive Talent

One of the biggest issues I’m seeing Resourcing leaders face this year is the challenge of introducing digital marketing methodologies and behaviours into their strategies. There are some great tech tools out there if they are not utilized in the right way then failure is assured, especially when working with passive talent.

There are a number of organizations who are adapting brilliantly to the new recruiting reality and using digital marketing tools extremely effectively to help them achieve their resourcing objectives. One such company is Salesforce and my guest this week is Jennifer Johnston who is their Head of Global Employer Branding and Recruitment Marketing.

In the interview we discuss:

    •    The challenges of recruiting 7000 people a year in the toughest geographies and talent segments

    •    The importance of reputation and how to actively manage it

    •    How to qualify talent pipelines to avoid wasting people’s time

    •    Nurturing passive candidates using pre-tested, optimized content

    •    Using data to quantify addressable markets of talent
    
Jennifer also shares her strategy for educating line managers to improve the candidate experience and gives us an insight into her vision for the future of recruitment marketing.

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

Subscribe to this podcast in iTunes

We live in an age of digital noise and distraction. How can you be sure you are getting the attention necessary to persuade the right people to join your company? Over the last few weeks I’ve been doing a number of presentations and webinars on the concept of “Talent Attention” as I’m finding it is becoming more and more of an issue for employers all over the world.

This week’s episode is a recording of a webinar I did last week and in the presentation I talk about:

    •    The Talent Attention problem and why it is getting worse

    •    Why it is easy to blame the tools but actually we need to think about Talent Acquisition in a different way

    •    A metaphor to illustrate what recruiters often get wrong when attempting to get the attention of potential hires

    •    The complexity problem

    •    A simple model that can help you radically improve your strategy and ensure you get the attention of the right talent

I hope you enjoy this departure from the normal podcast style, next week’s episode will revert back to the normal interview format.

Please follow this link to contact me

Subscribe to this podcast in iTunes

We live in an age of digital noise and distraction. How can you be sure you are getting the attention necessary to persuade the right people to join your company? Over the last few weeks I’ve been doing a number of presentations and webinars on the concept of “Talent Attention” as I’m finding it is becoming more and more of an issue for employers all over the world.

This week’s episode is a recording of a webinar I did last week and in the presentation I talk about:

    •    The Talent Attention problem and why it is getting worse

    •    Why it is easy to blame the tools but actually we need to think about Talent Acquisition in a different way

    •    A metaphor to illustrate what recruiters often get wrong when attempting to get the attention of potential hires

    •    The complexity problem

    •    A simple model that can help you radically improve your strategy and ensure you get the attention of the right talent

I hope you enjoy this departure from the normal podcast style, next week’s episode will revert back to the normal interview format.

Please follow this link to contact me

Subscribe to this podcast in iTunes

Using Employee generated content for employer brand communication is a topic we’ve covered a couple of times on the podcast now. In this episode I want to take things to the next level and talk about using employees as brand ambassadors to strategically distribute and amplify brand content as a way of reaching targeted networks of talent.

I’ve always considered this to be the key to social recruiting success and my guest this week, Craig Fisher the Head of Employer Branding at CA Technologies, is certainly someone who shares this view. I’ve known Craig for a long time now and he has always been a practitioner who operates at the cutting edge of social media, experimenting with different tools and techniques to get tangible recruiting results.

In the interview we discuss:

    •    Why EVP should be “inside out” with the employees themselves communicating and carrying the brand

    •    Using employee advocacy platform technologies

    •    The 5-1 “give to ask” ratio and why it is vital to success

    •    How CA Technologies identified 80 internal brand champions and the results they have seen after the first five months of the advocacy program.

    •    The best tools for curating relevant job seeker content

Craig also gives some great practical advice on how to start a employee advocacy program and share his thoughts on emerging recruiting technologies

Subscribe to this podcast in iTunes

Using Employee generated content for employer brand communication is a topic we’ve covered a couple of times on the podcast now. In this episode I want to take things to the next level and talk about using employees as brand ambassadors to strategically distribute and amplify brand content as a way of reaching targeted networks of talent.

I’ve always considered this to be the key to social recruiting success and my guest this week, Craig Fisher the Head of Employer Branding at CA Technologies, is certainly someone who shares this view. I’ve known Craig for a long time now and he has always been a practitioner who operates at the cutting edge of social media, experimenting with different tools and techniques to get tangible recruiting results.

In the interview we discuss:

    •    Why EVP should be “inside out” with the employees themselves communicating and carrying the brand

    •    Using employee advocacy platform technologies

    •    The 5-1 “give to ask” ratio and why it is vital to success

    •    How CA Technologies identified 80 internal brand champions and the results they have seen after the first five months of the advocacy program.

    •    The best tools for curating relevant job seeker content

Craig also gives some great practical advice on how to start a employee advocacy program and share his thoughts on emerging recruiting technologies

Subscribe to this podcast in iTunes

In my work as a consultant, I’m constantly seeing examples of employers whose recruitment marketing and employer brand activity is ineffectual because they are lacking content from their employees that illustrates what working for them is really like.

Generating, managing and optimizing this kind of content is hard and can potentially take up huge amounts of resource. Unsurprisingly then we are now seeing a growing number technology companies providing products and services to help employer brand managers in this area.

My guest on this episode of the podcast is Phil Strazzulla the Founder and CEO of LifeGuides, a company that is helping employers capture and tell their employees stories. In the interview we discuss:

    •    The advantages of using “Employee Authored Content”

    •    Some of the reasons employers struggle in this area

    •    What makes great employee content and the vital importance of authenticity

    •    The problem with “Frankenstein” job descriptions

    •    How data insights can help

Phil also gives us examples of companies who are doing this well and offers his advice on how to get started.

Subscribe to this podcast in iTunes

In my work as a consultant, I’m constantly seeing examples of employers whose recruitment marketing and employer brand activity is ineffectual because they are lacking content from their employees that illustrates what working for them is really like.

Generating, managing and optimizing this kind of content is hard and can potentially take up huge amounts of resource. Unsurprisingly then we are now seeing a growing number technology companies providing products and services to help employer brand managers in this area.

My guest on this episode of the podcast is Phil Strazzulla the Founder and CEO of LifeGuides, a company that is helping employers capture and tell their employees stories. In the interview we discuss:

    •    The advantages of using “Employee Authored Content”

    •    Some of the reasons employers struggle in this area

    •    What makes great employee content and the vital importance of authenticity

    •    The problem with “Frankenstein” job descriptions

    •    How data insights can help

Phil also gives us examples of companies who are doing this well and offers his advice on how to get started.

Subscribe to this podcast in iTunes

Predicting the future of work is not an exact science, however one prediction that most people seem to agree with is that there will be a significant rise in freelance and contract working. This trend is already here; recent years have seen both a significant rise in the contingent workforce and the advert of talent marketplaces shaping the “gig economy”.

My guest this week is Connor Heaney, Managing Director of CXC Corporate Services. I first met Connor last year when I spoke at CXC’s future of work summit in Dublin. Since then Connor has been running future of work think tanks all over the world and has some important perspectives on how companies should be preparing themselves for the future of work.

In the interview with discuss:

    •    The positives and negatives of the rise of the gig economy

    •    The lack of government readiness to understand the changes and give the new workforce the support they need

    •    Predicted growth rates for the contingent workforce and its implications for traditional companies

    •    How ready companies are for the legal and tax implications of larger contingent workforces

    •    The evolution in Employer Branding that is needed make sure companies are attracting the right contingent talent.

    •    Recruiters versus algorithms

Connor also talks the most interesting technology innovations he is seeing in the space and gives us his view on the future

Subscribe to this podcast in iTunes