Devon Bandison talks on this episode about leadership roles at home and at work; particularly how being a leader at home can positively affect your mindset as a recruiter.

Devon Bandison is a leadership coach for Fortune 100 Companies, professional sports teams, CEOs, and fathers. He has also been a TEDX speaker and published in the Wall Street Journal. He uses his expertise to emphasize how actions do, in fact, speak louder than words. Listen in as he explains how to be a leader at home and in the office.

Topics:

• How Devon became a coach
• How he developed programs for first-time fathers
• His first Ted Talk
• Having your actions speak for themselves
• Living with experiences that have “rocked your world”
• Not being a victim of circumstance
• How to approach leadership with children
• Work/life balance with children
• Three tips for recruiters

Quotes:

“Everything you’ve done early on in your life can help you in the coaching industry.” -Devon Bandison

“The best way to influence people is through your actions.” -Devon Bandison

“I try to meet people where they are and try to understand that everybody’s pain is their pain.” -Devon Bandison

Resources:

Fatherhood is Leadership

Devon’s Website

Emotionally Intelligent Recruiter

Dr. Shawn Andrews share her thoughts about gender biases in the workforce and how it affects the ability for women to obtain leadership positions.

Dr. Andrews got her start working in the pharmaceutical industry. Studies of leadership and gender influenced her pursuit of a position in HR. She is now the CEO Of Andrews research international, an Adjunct Professor at Pepperdine University, and Author of the book Power of Perception: Leadership, Emotional Intelligence and the Gender Divide. Join our discussion about leadership and gender. This is definitely an interesting episode.

Topics:

• How studying leadership and gender lead her to HR
• The leadership gender gap
• Perceptions of women as leaders
• Barriers faced by potential female leaders
• What future organizations may look like
• Why some industries are struggling to diversify
• Why she is encouraged by current trends
• How to attract Millennial workers
• Leadership characteristics that skew traditionally male
• Perceptions of women’s capabilities as leaders
• Three tips for recruiters

Quotes:

“When you look at the statistics around leadership, men are leading every single industry worldwide.” -Dr. Andrews

“There are specific barriers that kept women from those upper levels of leadership.” -Dr. Andrews

“If you look at the tech industry in the U.S…they are roughly 70% Asian and Caucasian male.” -Dr. Andrews

Resources:

Dr. Andrews’ Website

Power of Perception: Leadership, Emotional Intelligence and the Gender Divide

Emotionally Intelligent Recruiter

Andrew McIlvaine, the Senior Editor of Human Resource Executive Magazine is my guest today. He has a lot to say about AI versus “old school” methods of recruiting, as well as how company culture can affect the hiring process.

If you want to see Andrew McIlvaine in person, you can meet him at the Recruiting Trends and Talent Tech Conference, of which he is a co-chair. With his thorough experience in the industry, can be considered an expert on the current state of the recruiting industry and the future that lies ahead. Listen in and learn from Andrew’s insightful commentary.

Topics:

• How AI is reshaping recruiting
• Going old-school and forming real connections
• How hiring various between small and large companies
• How leadership effects culture and hiring
• How to encourage recruiters to work from the bottom, up
• Things to expect at the Recruiting Trends and Talent Tech Conference

Quotes:

“So, there it’s important for the recruiter to demonstrate curiosity, detective skills and really being…very human in their approach.” -Caroline Stokes

“Many companies are trying to get better, but often it still seems to be the case that you’re sending your stuff off into a black hole.” -Andrew McIlvaine

 “I think it comes down to effective leadership. The people we profile in our magazine…they do a really good job of understanding the challenges that people in different parts of the organization are going through…” -Andrew McIlvaine

Resources:

Human Resource Executive Magazine Online

Emotionally Intelligent Recruiter

Frida Polli joins me today to talk about what AI can provide to the recruiting industry and why it will never replace human HR workers.

Frida is the CEO and Co-Founder of Pymetrics, AI technology that seeks to improve the hiring process on both sides of the experience. She is an award-winning Harvard and MIT Neuroscientist, who uses her knowledge to help improve interpersonal relations and hiring practices. Frida has such a unique background and thus offers great new insights into HR.

Topics:

• The mission and method of Pymetrics
• Using machine learning to predict outcomes
• Dynamic models vs. static models
• The benefits of multi-modal assessments
• Why AI won’t replace humans
• How Pymetrics helps deliver feedback to jobseekers
• Where Pymetrics is headed in the future
• One big tip for recruiters

Quotes:

“It’s really a collective technology that gets used by the cognitive neuroscience community and it has been developed over the last two decades.” –Frida Polli

“Ignoring either the cognitive or the emotional…it’s just limiting yourself…I think the data proves this out.” –Frida Polli

“…These tools are certainly not going to put recruiters out of business, they’re going to elevate their role to doing more high-value activities…” –Frida Polli

Resources:

Pymetrics

Emotionally Intelligent Recruiter

Ron Carucci, the Co-Founder and Managing Partner of Navalent talks on this episode about the weaknesses of the current hiring process, the importance of contextual intelligence, and how faulty hiring criteria can be detrimental to businesses.

Ron Carucci works with CEO’s and executives helping them pursue changes in order to hire and cultivate better leaders. He has authored eight bestselling books and writes for the Harvard Business Review and Forbes. Join the conversation as we discuss the future of recruitment.

Topics:

• The currently inadequate hiring process
• Contextual intelligence and its importance
• Isolating four recurring patterns of successful executives
• Problems with the “leadership development machinery”
• How faulty criteria can be damaging
• How to adapt for the future of business

Quotes:

“Between fifty and sixty percent of executives fail in the first eighteen months of their appointment.” -Ron Carucci

“They reached back for wisdom and they took that wisdom and contextualized it.” -Ron Carucci

“Don’t take people out of their worlds to develop them.” -Ron Carucci

Resources:

Ron Carucci on Twitter

Navalent

Emotionally Intelligent Recruiter

Bryan Falchuk, author and Inc.com contributor, joins me to discuss the similarities between the insurance and recruitment industries and how important it is to adapt in one’s career.

Bryan Falchuk is the author of Do a Day and a leader in the insurance industry when it comes to helping businesses adapt to AI. His main focus is getting people and businesses to adapt to change quickly. Join us as we uncover the source of his motivation and personal philosophy.

Topics:

• The inspiration for his article
• How to not only survive, but thrive
• Embracing humanness
• The potential for reinvention
• Bryan’s philosophy and how it developed
• Not punishing yourself for missteps
• Being adaptable in your life and career

Quotes:

“They’re actually looking at their humanness as their weakness…” -Bryan Falchuk

“One of our core values is to be human.” -Bryan Falchuk

“The grass is not greener anywhere: Everyone struggles.” -Bryan Falchuk

Resources:

Do a Day Book

Do a Day Book Discount

Emotionally Intelligent Recruiter

Nicole Leighton, a talent and leadership program coach for tech and creative leaders, is on today's episode to discuss how to establish solid working relationships, evolving in order to produce better results, and how to work in a partnership.

Nicole Leighton is a talent ecosystem consultant who has worked in a variety of fields for a number of different companies. Though she started out in finance, she made the shift to working in both tech and creative fields. She uses her experiences working at the Australian Stock Exchange, Disney, and Sony Pictures to give us some perspective on recruiting for creative fields.

Topics:

• How Nicole’s career in recruitment began
• Establishing credibility to create a good working relationship
• Working in a partnership
• Adapting your methods to get better results
• Making the jump from EA Games to Disney
• Recruiting in the gaming/tech industry
• The importance of trust
• Three tips for recruiters

Quotes:

“You have to function in partnership…you have to feel like you have enough of an understanding and a continuous dialogue in order to…try to hire the best people.” -Nicole Leighton

“A really successful headhunter is going to nurture the relationship, so that they understand the needs of a particular search that comes their way, but also understand what isn’t said.” -Nicole Leighton

“In every coaching relationship…you want to design the relationship to maximize trust as quickly as possible…” -Nicole Leighton

Resources:

Nicole Leighton on LinkedIn

Emotionally Intelligent Recruiter

Dr. Ron Friedman shares his experiences working in HR and expands upon ideas from his book regarding healthy and productive workplaces on today's episode. 

Dr. Ron Friedman is the founder of Ignite80 and author of the book The Best Place to Work. He shares his experiences working in HR and expands upon ideas from his book regarding healthy and productive workplaces. 

Topics:

• Discovering how the corporate world works
• The most important lessons from his book
• Turning the theoretical into the practical
• What makes video and mobile games addictive
• Gamification and growth
• How rewards backfire
• How to get better results when interviewing candidates
• Giving and getting feedback
• The future of the workplace
• Three tips for recruiters

Quotes:

“What people want from their workplace is ultimately the same thing they want from every other domain in life, and that’s to have their basic human psychological needs fulfilled.” -Dr. Friedman

“What happens when a job becomes predictable is that you get bored...what we need is the opposite trajectory.” -Dr. Friedman

“It’s important for recruiters to realize…that the skills that make someone good at interviewing are not necessarily the skills that make someone good at their job.” -Dr. Friedman

Resources:

Peak Performance Quiz

The Best Place to Work book

Emotionally Intelligent Recruiter

James Grant, founder of Weavee, discusses the new technology that drives Weavee, the current state of recruiting, and what is on the horizon for HR.

James Grant created Weavee, which uses “people analytics” that helps companies more accurately determine what type of talent best fits their organization. James and I chat about this new technology and how it will improve the future of recruiting.

Topics:

• Explaining the idea behind Weavee
• Why larger orgs with more data are easier to work with
• Gamifying recruiting
• Why hiring off of a CV can be problematic
• What psychometrics help to determine
• The big five methodology
• Weavee’s successes
• The future of recruiting
• Three tips for recruiters

Quotes:

“The companies with more data, we can provide more concrete evidence.” -James Grant

“One of the traits that we measure…is anger. It’s a good way of understanding what a person’s…reaction would be…” -James Grant

“The average time to hire anyone these days is around three months and I find that a painstaking process. “ -James Grant

Resources:

Weavee

James Grant’s Undercover Recruiter article

Emotionally Intelligent Recruiter

Nick Cromydas, the founder and CEO of Hunt Club as well as New Coast Ventures innovation firm is on today's episode to discuss AI and building your company for the future.

Hunt Club is both proprietary technology and a network for internal recruiters; Nick Cromydas founded this company in order to take recruiting into the future by building a “better delivery model”. Hunt Club uses what he calls, “white glove treatment” in order to better match candidates with jobs. Listen in as we discuss exactly what this means for the future of recruiting.

Topics:

• How Nick is disrupting the recruiting industry
• How Hunt Club automates communication using social capital
• Planning your company’s long term future
• Nick’s inspiration for starting Hunt Club
• Building a better delivery model
• The importance of treating others how you would like to be treated
• How Nick coaches his team to give feedback and bad news
• How the internet has helped with transparency
• Three tips for recruiters

Quotes:

“We built the ability to contact and reach out to people in an automated fashion...” -Nick Cromydas

“I thought to myself there could be a great opportunity to build a whole new sourcing model…” -Nick Cromydas

“If people are empowered to have that…to be able to self-adjust, they don’t need to have those crisis come-to-papa moments.” -Caroline Stokes

Resources:

Nick’s Twitter

Hunt Club

Emotionally Intelligent Recruiter