The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever. However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge. So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce? My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout. In the interview, we discuss:  What is a catalyst, and what do they have in common Seeing risk differently Identifying the catalysts in your business The importance of organizational context Repurposing recruiting processes for diversity of thought New ways of thinking about Talent Management Breaking down silos and getting stuff done Work trauma Dealing with burnout What does the future of work look like? Follow this podcast on Apple Podcasts.

In this snark-filled episode of the Chad and Cheese Podcast, Joel, Chad, and Lieven serve up their usual blend of sharp wit and sharp analysis, dissecting everything from Ukraine's military maneuvers to the UK’s job market makeover. No European stereotype is safe, and no topic is too serious (or ridiculous) for the boys to tackle. Ukrainian Military Offensive UK's Move Towards Degree-less Hiring StepStone's New Ad Campaign: Buy or Sell with: Impact Pool, AlgoJob, and ViaCurrent. The "Lazy" Belgian Lie This snark-filled synopsis captures the irreverent tone of the podcast while summarizing the key points with a healthy dose of sarcasm. Chapters 00:00 - Introduction and Overview 01:30 - The Conflict in Ukraine and the Offensive Against Russia 11:35 - The Changing Job Market in the UK: Rise of Degree-Less Jobs 12:22 -The Importance of Certifications in the Tech Industry 15:23 - The Impact of Brexit on Immigration and Hiring 20:05 -Skills-Based Hiring and the Shift in Recruitment 23:50 -The Value of Blue-Collar Jobs and Skilled Workers 25:17 -Buy or Sell: Impact Pool 26:45 -Investing in Niche Businesses 33:39 -AlgoJob: AI-Driven Interview Tool 38:24 -Viacurrent: Early Wage Access App 47:11 -Working Hours in Europe Keywords Ukraine, job market, degree-less jobs, certifications, Brexit, immigration, skills-based hiring, inclusivity, diversity, HR, recruiting, buy or sell, companies, working hours, Europeans, jokes

We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent. TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition. So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation.  In the presentation, I cover: The macro and micro forces driving change in TA Autonomous AI Agent Swarms An amazing but disappearing opportunity Can we predict the future? Is AI a Co-pilot or a Frenemy The six elements of Futurecasting Common cognitive biases to be aware of when planning for the future The TA Team of the future Behavior science and automation Developing the right mindset. In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking.  You can get links to these episodes and a copy of my slides by going to mattalder.me/future.  Follow this podcast on Apple Podcasts.

Jim McCoy, CEO of Atlas, joins the Chad and Cheese podcast to discuss the rise of Employee of Record (EOR) platforms and the future of remote work. McCoy explains that EOR platforms help companies employ people in countries where they don't have a legal entity, supporting global mobility and recruitment. He also discusses the convergence of EOR and staffing, the challenges of safeguarding intellectual property in the gig economy, and the normalization of salaries based on cost of living. McCoy believes that the success of companies like Deel in the EOR space is beneficial for the entire industry, and he envisions an ecosystem that supports recruiters and helps them find the best candidates. Chapters 00:00 - Introduction and Background of Jim McCoy 08:50 - Convergence of EOR and Staffing 11:45 - Supporting Recruitment and Hiring Across Borders 14:00 - Safeguarding Intellectual Property in the Gig Economy 19:54 - Normalization of Salaries Based on Cost of Living 25:22 - The Success of Companies like Deal in the EOR Space 29:48 - Building an Ecosystem to Support Recruiters Keywords Jim McCoy, CEO, Atlas, Employee of Record, EOR, remote work, staffing, intellectual property, gig economy, salaries, normalization, global mobility, recruitment, ecosystem

Traditionally, hiring has been anchored around getting the right talent into the organization. However, in these highly disrupted times, is this still the right way of operating? In our fast-changing world of work, looking at the skills needed to do the work offers organizations the flexibility to expand internal and external pools and consider outsourcing, offshoring, gig work, process improvement, and AI-driven automation as alternative ways of getting work the done.  So how does this work in practice and what are the implications for the future of recruiting? My guest this week is Bruce Morton, Head of Strategy for Allegis Global Solutions. Bruce is a deep thinker about technology and the future of work and has some valuable insights into how some of the organizations Allegis works with are thinking differently about talent. Allegis has also implemented a large-scale automation program in its own business, which Bruce believes will facilitate a much more human-centric approach to recruiting. In the interview, we discuss: Reversing dehumanization in recruiting The evolving distribution of work Starting with the work rather than starting with the talent Using AI to identify skills at scale Assumed skills, self-reported skills, and certified skills. Outsourcing, offshoring, gig work and automation Developing automation strategies Augmenting rather than replacing people Process re-engineering Partnering or building Matching based on anticipating candidate needs What does the future of work look like Follow this podcast on Apple Podcasts.

This week, the boys discuss the Olympics, layoffs at Paramount and Cisco. Plus, they analyze the financial performance and strategies of companies like Indeed, Upwork, ZipRecruiter, and Seek. They also touch on the challenges faced by job boards and the impact of AI on the industry. Additionally, they discuss the potential breakup of Alphabet (Google) due to antitrust concerns and the use of OnlyFans by Olympic athletes to fund their dreams. Chapters 00:00 - Introduction and Olympics Recap 08:21 - Leadership Decisions at Paramount and Cisco 16:15 - Starbucks Goes Off the Deep End 18:09 - Earnings Reports: ZipRecruiter, Recruit Holdings, Upwork, and Seek 19:16 - Concerns about Layoffs and Adaptation 23:12 - The Impact of AI on Jobs 24:09 - Challenges Faced by Job Boards 27:45 - Sprockets: A Poor Man's Paradox 29:11 - The State of the Recruitment Industry 37:15 - Google's Potential Breakup and Remote Work 43:00 - Olympic Athletes on OnlyFans Keywords Chad and Cheese, podcast, Olympics, layoffs, Paramount, Cisco, earnings reports, ZipRecruiter, Recruit Holdings, Upwork, Seek, recruitment industry, financial performance, strategies, job boards, AI, Indeed, Upwork, ZipRecruiter, Seek, Alphabet, Google, antitrust, OnlyFans, Olympic athletes

In this episode of *Talent Chasing*, our intrepid hosts Jasper, Brian, and Chad sit down with none other than Dusty Baker—legendary baseball manager and expert in the fine art of not losing his cool while leading teams. They dig into Baker’s leadership style, the eternal struggle: analytics vs. gut instinct. making the right hiring decisions, plus, how communication is key—because if you can’t get the team to listen, good luck getting them to follow.  Leadership is about consistency, balance, and maybe a dash of wisdom from the past. Who knew that baseball and business had so much in common—aside from the uniforms and overpriced snacks? Enjoy!

In this episode of the Chad and Cheese Podcast Does Europe, Joel and Lieven discuss the Olympics, anti-tourism protests in Europe, and play the ultimate game of Buy or Sell with several European startups. They review and give their opinions on the startups Earlybird, doinstruct, WorkerHero, Moniti and Passionfruit. They also explore the reasons why Europeans have a dislike for tourists. Chapters 00:00 - Introduction and Overview 01:35 - Discussion on the Olympics 06:15 - Conversation on European Sports 08:45 - Review of Earlybird Startup 13:15 - Review of doinstruct Startup 15:46 - Review of WorkerHero Startup 20:19 - Review of Passionfruit Startup 27:09 - Discussion on Anti-Tourism Protests in Europe 30:18 - Reasons for Europeans' Dislike of Tourists 31:57 - Conclusion and Farewell Keywords Chad and Cheese Podcast, Europe, Olympics, anti-tourism protests, startups, Earlybird AI, doinstruct, Work Hero, PassionFruit, Moniti, Gojira, Yusuf Dikec,

In this episode, Chad, Brian, and Jasper are joined by probably one of the most interesting people you will ever meet, Dusty Baker. Dusty is a former MLB outfielder and manager. Dusty played 19 seasons earning two All-Star selections, numerous awards, and the first NLCS MVP. As a manager, he led the Giants, Cubs, Reds, Nationals, and Astros, winning the 2022 World Series with Houston and that's the shortened version.  Dusty discusses talent management as a player and manager, his mentors and the lessons he learned from them, the changes in the game of baseball over the years, and the challenges of talent identification management, scouting talent, managing egos, and his approach to business. He emphasizes the importance of combining analytics with the human element in decision-making and the value of trust and forgiveness. Dusty shares his experiences and lessons learned from his baseball career and how they apply to other aspects of life. Tune in for great stories, experiences, and advice from Dusty Baker. Chapters 00:00 Introduction and Background 04:17 Lessons Learned from Coaching and Managing 05:24 The Importance of Mentorship 08:43 The Challenges of Being a Player 09:12 The Evolution of Baseball 21:22 Changes in Talent Identification and Management 25:19 The Importance of Learning from Mistakes 30:04 The Role of Coaches and Managers in Talent Management 34:21 Scouting Talent in a Globalized Baseball Landscape 35:31 Combining Analytics with the Human Element in Decision-Making 38:32 Managing Egos and Building Trust in a Team 41:34 Lessons from Baseball Applied to the Business World

Hilla Hascalovici, the founder of Period Ally, joins the Chad and Cheese podcast to discuss how her company helps companies support their menstruating employees. Period Ally offers high-quality products, pain management, menstrual leave and rest policies, training, events, and more. Julie Sowash takes over for Chad, as it's smarter to have smarts over snark on this episode. Hascalovici plans to raise money in the future and expand globally. The podcast hosts commend her for addressing an important issue and see potential for success in the market. Chapters 00:00 - Introduction and Welcome 03:03 -Pitching Periodally 12:03 -Bathroom Products and Preferences 15:10 - Cutting Through the Clutter 21:37 - Product Fit in a Remote Work Environment 28:03 - Pricing and Margins 32:02 - Women's Success in the Workplace 35:31 - Future Growth and Conclusion Keywords Hila Hascalovici, Periodally, period ally, menstruating employees, high-quality products, pain management, menstrual leave, rest policies, training, events, productivity, raising money, global expansion

The pandemic created a moment of realization and momentum about the importance of wellness at work and employers' role in this. Four years on from the the first Covid lockdowns, it has become apparent that an effective wellbeing strategy plays a vital part in talent acquisition and retention. So, how should employers consider their employees' wellbeing? What support can they offer, and how do the employer and employees benefit? My guest this week is Luke Bullen, VP of Wellhub in the UK. Wellhub connects employees to the best options for fitness, mindfulness, therapy, nutrition, and sleep. Luke has some fascinating and valuable insights on the latest thinking about wellness and its strategic importance to all employers. In the interview, we discuss: The continuing momentum around wellbeing and why it is a board-level issue The relationship between wellbeing and work Talent Acquisition, Productivity, and Retention The significant ROI of corporate wellbeing investments Are employers harming their employees? Being a catalyst that reduces barriers Thinking about wellbeing holistically What are the small steps every employer can take What does the future look like? Follow this podcast on Apple Podcasts.

In this episode, the boys deliver snarky takes on current events in tech and recruitment. They discuss the appeal of a down-to-earth political figure, shout out Snoop Dogg for boosting Olympic viewership, and promote their presence at Recfest in Nashville. Theget ready for a critique of Intel's leadership amid layoffs, Tinder's failed live streaming, and question the hype around AI investments, particularly startups like Tezi and Ema. They also highlight ZipRecruiter's acquisition of Breakroom as a smart move, while expressing doubts about Skillfully's future in AI-powered hiring. It's time for sharp industry insights with a punch humor and punch.  Chapters 00:00 - Introduction and Reflections on the US Presidential Election 03:09 - The Olympics: Sportsmanship and Inspiration 06:00 -Layoffs at Major Companies: Leadership and Accountability 09:18 - Shout-outs: Snoop Dogg, Dolce & Gabbana, and Keeyora 10:56 -Upcoming Events: Recfest and Fantasy Football 21:14 -Layoffs, Funding, and Acquisitions in the HR and Recruiting Industry 28:41 -The Importance of Differentiation in the HR and Recruiting Industry 35:02 - Buy or Sell: Reviewing Recent Funding Rounds 45:54 - The Challenges Faced by the Restaurant Industry Keywords US presidential election, Olympics, layoffs, Snoop Dogg, Dolce & Gabbana, Kiora, politics, sports, fashion, technology, HR, recruiting, layoffs, funding, AI, HR tech, acquisitions, restaurant industry

A whole new generation is entering the workforce at a time when work is changing for everyone. Getting the right talent is hard enough, but there are also considerable challenges in retaining talent and providing the right skills development to deal with the current speed of change in business and technology. So, how can employers take a holistic approach to talent acquisition, talent management, and L&D that resonates with a Gen Z audience and engages the wider workforce? My guest this week is Dilek Çilingir, Global Assurance Talent Leader at EY. EY has intensely focused on changing outdated perceptions around auditing as a career to bring new talent into the business. This is part of an overarching talent strategy that also focuses on upskilling and retention. In the interview, we discuss: The talent market challenges facing the audit profession An increasingly complex work environment Busting stereotypes and marketing auditing as an attractive career Flexibility and Well-Being How attitudes to work are changing Job hopping versus role hopping The importance of ongoing skills development On-demand tech-driven learning How AI is changing things What will the future look like from a talent perspective? Follow this podcast on Apple Podcasts.

In this episode of *Talent Chasing*, Jasper, Brian, and Chad dissect their interview with former pro footballer Nicki Paterson to tackle the surprising overlaps between sports and business. Turns out, building relationships is just as crucial in scouting as it is in recruitment—whether you’re searching for the next Messi or someone who knows how to work a Zoom call. They guys break down how soft skills are the real MVPs in the corporate world, where every year feels like starting over. Leadership? It’s all about balancing tough love with empathy—yelling like a coach doesn’t fly in the office (HR might have something to say).  Enjoy!

In this episode, Scottish footballer Nicki Paterson shares his journey from playing professional football in Scotland to receiving a scholarship to play in the US. He discusses the differences between scouting systems in Europe and the US. Nicki also talks about the importance of his father's support and the impact of playing sports on his own children. Today, Nicki Paterson is Chief Growth Officer at Solutions Driven and shares his journey from playing soccer to transitioning into the corporate world. He discusses the challenges and opportunities he faced in his soccer career. Paterson also talks about the evolution of Major League Soccer (MLS) and the impact of players like David Beckham. In the corporate world, he emphasizes the importance of hard work, authenticity, and data-driven decision-making. Paterson also highlights the need for continuous learning and being a student of the game in both sports and business.

Recorded live from RecFest, this special episode of Chad and Cheese features Lord Wei, a member of the Science and Tech Committee in the House of Lords. It's not every day you hear from a political figure on the show! They dive into topics like AI regulation, workforce automation, and tech's role in recruitment. Don't miss it—follow Chad and Cheese for more unique insights. 00:00 Introduction and Welcome 0:55 Transition from Tech into Recruitment 2:30 Lord Wei’s Short Bio 3:23 Predicting the Era of AI 5:14 AI is a Superhuman in Recruitment 6:29 AI is about Skills 7:52 AI Discovers Talent  9:51 Flexibility is Key 13:45 Taking Advantage over Government 15:23 Redeploying People into New Jobs 18:33 AI Makes Hiring Fair 19:59 Talent Is What Counts 23:06 Gen Z                         24:38 Bringing Migrants into the Workforce 26:05 Integration into Hybrid Future

Assessment is the one area of talent acquisition practice where we have proper peer-reviewed science about what is and isn't effective. Unfortunately, the use of science in assessment has tended to only happen in larger organizations and then not necessarily consistently. AI has the potential to change everything, making assessment technology faster and more accessible to employers of all sizes. However, there are huge dangers here. Not only does AI bring with it the potential for more bias in the process, things are moving so quickly that it may well be that some tech solutions coming into the market are built without due consideration of the fundamental principles of science and psychology that should be applied to assessment.  So, what steps can TA Leaders take to ensure their technology is fit for purpose and embed a more strategic approach to assessment? My guest this week is Dr Charles Handler. Charles is the President & Founder of Rocket-Hire, an organization that designs, implements, and validates employee selection solutions. He is also a Futurist, working extensively to research and understand the impact of AI on the future of assessment. In the interview, we discuss: How assessment has evolved over the last five years Making the science more accessible and assessments more user-friendly The importance of properly evaluating assessment technology. The opportunities and threats of AI Finding a positive way to respond to the growing use of AI by jobseekers Skills-based hiring How to think more strategically about assessment What does the future look like Follow this podcast on Apple Podcasts.

In this episode, Joel and Chad interview Jason Putnam, Chief Revenue Officer at Plum, about the flaws of skills-based hiring and the future of work. They discuss the challenges of becoming a skills-based organization, the importance of soft skills in hiring and promotion decisions, and the need for clean and comprehensive data to drive talent management. They also touch on the role of credentialing and the potential demise of the traditional resume. Overall, the conversation explores the evolving landscape of talent acquisition and management in the face of rapid technological advancements. Chapters 00:00 - Introduction and Welcome 02:13 - The Flaws of Skills-Based Hiring 06:10 - The Challenges of Creating a Foundational Base for Skills-Based Hiring 09:24 - The Integration of Talent Acquisition and Talent Management 13:00 - The Importance of Transparency and Internal Mobility 15:09 - The Role of Credentialing and Ongoing Learning 24:28 - Optimism and Pessimism about the Future of Work Keywords skills-based hiring, future of work, soft skills, data, credentialing, resume, talent acquisition, talent management, AI, upskilling

One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees. My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization.  In the interview, we discuss: What do skills mean at McKinsey? How McKinsey's talent acquisition process is evolving Broadening talent sources The advantages of gamifying assessment Onboarding and "Day One Readiness" assessments to help people become productive as quickly as possible Using Gen AI to Personalize Assessments Building individual skills profiles and mapping up skills development Reducing bias and using "Fairness Observers" when making people decisions What are the most essential skills for the future? Follow this podcast on Apple Podcasts.

Justin Henshaw, founder and CEO of Gage, joins the Chad and Cheese podcast to pitch his company. Gage is the first and only universal employment recognition system and engagement community built for shift and hourly workers. It allows employees to own and transfer their employment data, providing a complete and portable employment record. Gage also fosters community and connection among employees, allowing them to connect with peers, coworkers, and managers. The platform emphasizes engagement and rewards, with the goal of motivating and retaining shift and hourly workers. Gage is an employee engagement platform that aims to recognize and celebrate the hard work of every person in the workforce. The platform provides a gauge score to employees based on their reliability, trustworthiness, and performance. Gage's go-to-market strategy includes both a sales approach targeting mid to large enterprises and an organic approach with end users. The platform is primarily focused on the hourly workforce and younger generations who are not active on LinkedIn. Gage aims to become an industry standard and a language within businesses, where employees' gauge scores determine their pay and opportunities. Chapters 00:00 - Introduction and Background of Justin Henshaw 05:26 - Pitching Gage: The Universal Employment Recognition System 08:03 - The Name and Relevance of Gage 08:55 - Justin Henshaw's Entrepreneurial Background 09:55 - Funding and Future Plans for Gage 11:07 - Ownership and Privacy of Employment Data on Gage 13:30 - Engagement and Communication on Gage 14:58 - Building Community and Connection on Gage 15:55- Interface and User Experience on Gage 16:36 - Joining a New Company on Gage 19:02 - The Gauge Score: A Measure of Reliability and Trustworthiness 20:34 - Go-to-Market Strategy: Sales Approach and Organic Growth 22:41 - Targeting the Hourly Workforce and Younger Generations 27:07 - Becoming an Industry Standard for Employee Recognition Keywords Gage, employment recognition system, engagement community, shift workers, hourly workers, employment data, portable employment record, community, connection, engagement, rewards, motivation, retention, employee engagement, gauge score, go-to-market strategy, competition, integrations, pricing model, ultimate goal

Companies are hearing all of the efficiencies they can enjoy by using large language models (LLM) but have no clue where to start. Luckily, Adam Gordon, cofounder at Poetry, can answer some of those questions for TA leaders and recruiters while Chad & Cheese can attest to LLMs integrated into podcasting platforms. If you're new to LLMs, and using solutions like ChatGPT, or you're a seasoned pro, this episode is for you.

In this episode, the boys interview Angela Cheng-Cimini, the CHRO at Harvard Business Publishing, about hyper-individualization in the workplace. They discuss the importance of meeting employees where they are and providing a personalized employee experience. They also explore the impact of COVID-19 on workplace flexibility and the shift towards remote work. The conversation covers topics such as pay transparency, career progression, and the role of managers in shaping the employee experience. Angela emphasizes the need for organizations to adapt to the changing expectations of employees and create a culture of belonging and growth. Chapters 00:00 - Introduction and Welcome 03:00 - Hyper Individualization: Meeting Employees Where They Are 05:12 - Pay Transparency and Pay Equity 08:35 - Career Progression: Making It Visible and Accessible 13:07 - The Changing Attitudes Towards Becoming a Manager 21:30 - Navigating Politics in the Workplace 23:37 - The Challenges and Importance of Midline Leaders Keywords hyper-individualization, workplace flexibility, remote work, pay transparency, career progression, managers, employee experience, culture

Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind. However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking? My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future. In the interview, we discuss: Toyota's customer-centric approach to candidate experience Automating the process Busting myths about video interviewing Giving candidates control and flexibility Reducing bias in Recruitment Marketing Wellbing the interview process Sentiment analysis What does the future look like? Download Willo’s “Hiring Humans” eBook Follow this podcast on Apple Podcasts.

It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like? My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic. In the interview, we discuss: The background to the research project and how it was carried out How things have changed in the last three years DE&I as a focus for employer branding Key metrics to get senior stakeholder buy-in and future investment Is employer branding still considered important by organizations? How happy are employers with the current state of their EVP? Building agility and flexibility into the brand research process to ensure relevancy Changing employee attitudes to work The evolution of employee stories The importance of belonging Differentiation and competitive benchmarking What does the future look like? Follow this podcast on Apple Podcasts

On this special episode, The Chad & Cheese team up with our pal and fellow podcaster Matt Alder, who, in true Scooby-Doo fashion, rented a camper van for our East Coast tour. First stop? Glenkinchie Distillery in the Scottish Lowlands. Because, of course, in Scotland the best way to start the day is with some whiskey. After the tour we whip out the mics and dive into a Tru Glasgow briefing, topics like whether resumes are finally six feet under, upskilling, kids deciding their careers (because they totally know what they want), and whether the US and Europe are finally sharing the same recruiting woes. Big shoutout to Matt, our Scottish pals, and the sponsors of both Tru Glasgow and Tru Edinburgh: DAXTRA TECHNOLOGIES ASHBY SOLUTIONS DRIVEN GIGGED.AI WILLO and POETRY Slàinte Mhath! PODCAST TRANSCRIPTION COMETH 

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally. So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market? My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential. In the interview, we discuss: How will global workforce demographics change over the next few years? Reskilling for the future for jobs where there is demand for talent Making interventions around the right skills, democratic access to opportunities, and job creation. How does upskilling work at scale? Delivering courses on WhatsApp to deal with data availability issues Opportunities for global employers to access African talent The potential impact of AI What will things look like by 2050 Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now  Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It is becoming clear that company CEOs are taking AI very seriously, and it is starting to inform the strategic direction of many businesses. For example, 44% of CEOs responding to PwC's 2024 Annual Global CEOs survey believed that Gen AI will drive efficiency and boost profits in the next 12 months.  It is now critical that Talent Acquisition leaders take AI seriously and build strategies that closely align with their business's strategic direction. Unfortunately, in most cases, this isn't happening with the urgency that the situation requires. So, what are the barriers here? Do we fully understand the challenges, and what can TA leaders do to ensure they stay in step with the rest of their business? My guest this week is Paul Maxin. Paul is a highly experienced Global TA Leader who has worked at a diverse range of major public and private organizations. Paul firmly believes in the importance of approaching AI strategically with a sense of urgency and shares some pragmatic advice on how best to achieve this.  In the interview, we discuss: Why TA is out of step with the rest of the enterprise The challenges that stop TA from being strategic The importance of scenario planning Calls to action What questions should TA leaders be asking themselves? Data, measurement, and transparency Proving the strategic value of TA Auditing and the danger of AI being bias on steroids The continuing importance of the candidate experience An increasing risk of burnout What might the future hold? Follow this podcast on Apple Podcasts.

They boys are talkin' CareerBuilder and Monster merging this week. The deal is expected to close in Q3 and is subject to regulatory approvals. This merger comes as both companies have faced challenges in recent years, with CareerBuilder being sold off in pieces by Apollo and Monster struggling to revive its brand under Randstad's guidance. It remains to be seen how this merger will impact the job board industry and the competition with Indeed, LinkedIn and others. They also talk about Phenom's acquisition of Tidy and its implications for the applicant tracking system space. The conversation then shifts to LinkedIn's new AI features and the controversy surrounding them, as well as the emergence of Unikon.ai as a potential competitor to LinkedIn in India. Finally, they discuss a lawsuit in Florida challenging a new law that raises the age requirement for strippers, er, adult entertainment workers. Chapters 00:00 - CareerBuilder and Monster Merger 17:09 - Challenges and Timing 18:03 - Impact on the Job Board Industry 19:50 - Competition with Indeed and LinkedIn 20:02 - Apollo's Strategy 20:52 - Monster's Struggle 27:55 - Phenom's Expansion into the ATS Space 34:42 - LinkedIn's AI Features 40:07- -Unikon: A Competitor to LinkedIn 45:23 - Challenging Florida's Law on Adult Entertainment Workers Keywords CareerBuilder, Monster, merger, Apollo Global Management, job board, acquisition, staffing, competition, Indeed, LinkedIn, Monster, StepStone, acquisition, Phenom, Tidy, applicant tracking system, LinkedIn, AI features, Unikon, professional networking, Florida, strip clubs, adult entertainment workers

This week on TRF: Tidal wave of flight cancellations when WestJet mechanics strike for 1 day, exposing our tender underbelly of having only 2 airlines to choose from in Canada.  Mardi-Gras with horses and cowboys, also known as the Calgary Stampede. The whole city dressed up in costume for 10 days leads to a spike in divorce rates and a baby boom.  IN THE NEWS CareerBuilder & Monster mashed up into one. The once mighty rivals have now joined forces to what some call the Brangelina marriage of job boards.  UKG took a sword to their middle management and laid off over 2,000 people, the day before America’s favorite holiday, the 4th of July! Patagonia didn't seem like themselves when they asked 90 remote customer service employees to move closer to the office or leave.  TIP OF THE WEEK Recruiting the right type of Leader for your organization means focusing on their future potential. Pro Tip: watch if their eyes light up when they talk about the success of someone else RECRUITING INSIGHTS Ghost Jobs CBS news reports 40% of companies admit to posting fake jobs in 2023. Their logic is this somehow tricks current employees into thinking the business is growing. Sounds like a half-baked idea to us.  Interview tech like Pillar means the theory about gender difference during the interview process are no longer theory. What should be done with the information remains hotly debated between us.  Who’s winning in the AI boom? Its the same companies who cashed in on the .com boom and Y2K.

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 619: TA On The Brink Of Revolution Ep 620: Hard Skills & Soft Skills Ep 621: Rain, Whisky and Robots Ep 622: Redefining Expertise Ep 623: An Inclusive Candidate Experience Ep 624: The TA Team Of The Future Ep 625: What’s Next For Generative AI? Follow this podcast on Apple Podcasts

Anessa Fike, author of The Revolution of Work, F!ck the Patriarchy, discusses her book and the need to dismantle the current systems in the workplace. She shares her journey into fractional HR and explains that fractional work allows organizations to have experts on a part-time basis at a fraction of the cost. Anessa talks about her decision to write the book and her choice of title, emphasizing the need for an uprising and the dismantling of patriarchal elements in society. She hopes that the book will empower those who already think this way and encourage conversations about change. The conversation explores the need for a revolution in the workplace, addressing issues such as obliviousness of leaders, the need for self-reflection, the rise of fractional work, the role of AI, the challenges with founder CEOs, the lack of diversity in funding, and the importance of pay equity. The conversation emphasizes the need for change and the role of allies in creating a more inclusive and equitable work environment.

The hype around the arrival of Gen AI was off-the-scale crazy. Now that things have calmed down and the use of LLMs is starting to normalize, it can be easy to think that the hype was overblown. However, we are about to see some developments in technology that will change our mindsets entirely and start to bridge the gap between the initial hype and our current reality. My guest this week is Jack Houghton, Co-Founder of Mindset AI. Mindset AI uses cutting-edge AI technology in the HR and Learning space. Jack talks us through the potential of Autonomous AI Agents to change how we work forever and help some of the initial hype around AI become reality. In the interview, we discuss: The huge developments coming in the next 12 months How will removing the current friction in accessing Gen AI accelerate adoption? How Autonomous AI Agents will bridge where we are and where we are going. Tools, APIs, and logical reasoning How do AI Agents communicate in Swarms to build workflows and intelligently manage tasks? Ask use cases and Do use cases. What are the limitations and the implications for jobs? The importance of taking a strategic approach Where might we be in 3-5 years? Follow this podcast in Apple Podcasts.

This week on TRF we cover: Summer in Calgary was on June 26. Driving with the windows down & the music loud! Stupid stuff we have to suffer through.  Labour tensions continue for Canada’s 2nd largest airline, mechanics reject the 23% wage increase offer, strike and lockout by Westjet is throwing cold water on Canada Day long weekend travelers. IN THE NEWS Which job types are taking a hit as we see Canada’s job vacancies drop. Along with better news is the job with the biggest wage gains.  US jobless claims from a 10 month highs as unemployment remains low at 4% Canada levels the playing field by axing an unfair practice for work permit renewals TIP OF THE WEEK Just say no. Then explain why we don't leave jobs posted to see what’s out there or ‘test the waters’.  RECRUITING INSIGHTS GenZ’s golden ticket to the world of work with employers who use skills-based hiring, they could hit a brick wall as HR just isnt ready for it.  Ex-Nvidia recruiter Stefanie Fackrell shares her pet peeves about candidates who show up for interviews unprepared.  LinkedIn’s new AI tool answers the call to what recruiters just don't have the time to do - write a tailored message to each candidate.

Much of the conversation about the future of talent acquisition focuses on absolutes. The questions debated revolve around whether there will actually be a need for talent acquisition in the future, whether robots will do all the recruiting, and whether most jobs will even still exist.  While these discussions are essential, they tend to polarize opinion and don't do much to move the industry forward. We need to have nuanced conversations about the practicalities of this transformation process and focus on the skills and roles that will drive the change we need. My guest this week is Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo. Andreea strongly advocates for strategic talent acquisition and the importance of TA shaping its own destiny. She has done some significant work around the future roles talent acquisition will need and has some highly valuable insights to share In the interview, we discuss: Elevating the role of TA and making it strategic The importance of understanding rapidly changing business priorities How are employers responding to AI? The enthusiasm vs. implementation gap What are AI skills? Removing silos in the talent function Disrupting the traditional career framework in TA What TA roles might we see in the future? What skills do TA professionals need to develop What is going to happen over the next 18 months Follow this podcast on Apple Podcasts.

Join Chad and Lieven in this week’s episode as they dive into Europe’s hottest tech news. With Joel savoring Singaporean street food, the duo tackles LinkedIn’s new AI career coaches and the impact of Bullhorn acquiring Text Kernel on the recruitment industry. They explore Revolut’s surprising move into HR tech with Revolut People, discussing potential privacy concerns and market implications. Lieven passionately defends traditional brewing against AI enhancements in Belgian beer, while Chad shares his excitement. They also critique StepStone’s recent rebranding efforts and their potential impact on the company's future. Tune in for a lively discussion on AI, recruitment tech, and European innovations, all with a side of humor and a dash of Belgian beer.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas. The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months. So, what practical and immediate steps can employers take to be more inclusive with their recruiting? My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication. In the interview, we discuss: The importance of inclusive communication Being a comms rebel How can the recruiting process be more inclusive? Job descriptions and degrees Recognizing bias Taking micro-steps  The impact of poor communication on candidates What can employers and individual recruiters do to improve the candidate experience? The dangers of overly generic AI-generated language Candidates calling out employers in public Changing expectations of work and the importance of belonging Will AI make things better or worse? Follow this podcast on Apple Podcasts.

In this episode of the Chad and Cheese podcast, Chad and guest Joel Lalgee tackle everything from Euro 2024 and upcoming events to the staffing world being rocked by Indeed. Nvidia is now king of the public companies, and Bullhorn just gobbled up TextKernel. They jabber about AI in recruiting and retail, including McDonald's drive-through robots and retail's eternal misery with low pay and turnover. Buckle up for a snarky dive into the future of work! 00:01:00 - Special Guest Introduction 00:03:30 - Euro 2024 Soccer Talk 00:06:30 - Shoutouts and Upcoming Events 00:11:00 - RecFest Insights 00:14:30 - Indeed Launches into Staffing 00:20:00 - Staffing Industry Disruption 00:25:00 - Bullhorn Acquires TextKernel 00:30:00 - AI in Recruitment and Staffing 00:38:00 - Skills-Based Hiring 00:44:00 - Retail Job Challenges 00:49:00 - McDonald's AI Experiment 00:54:00 - Closing Remarks

It's been clear for a long time that the way we traditionally think about skills and expertise is out of step with our fast-changing and volatile world. This issue runs through the education system in many countries and also influences how employers attract and upskill talent. So, what are the innovative approaches that could solve this problem? My guest this week is Ed Fidoe, co-founder and CEO of the London Interdisciplinary School (LIS). LIS has been described as the most radical new university to open in decades. It offers degrees that use an interdisciplinary approach to solving some of the complex problems that business and society face. There are interesting lessons for employers here around the concept of interactional expertise. In the interview, we discuss: What is LIS, and why was it founded? Building networks of knowledge Connecting academic learning to the workplace Enhancing employability by addressing the current mismatch of expertise between college and the workplace Intellectual curiosity and problem-solving Cultivating diversity of thought through diversity of background The power of interactional expertise in the knowledge economy  What future skills will be needed in an AI-driven world? Follow this podcast on Apple Podcasts.

Think the time you've put in at your current employer is impressive? Well, let us introduce you to Matt Lavery, Global Director of Sourcing, Hiring and Onboarding at UPS ... since 1997. That's right, while you were listening to Radiohead's OK Computer, Matt was cutting his teeth in the competitive business of global package delivery. Needless to say, he's seen a lot, and he's droppin' all kinds of knowledge bombs on listeners of all ages on this episode. From changes in tech to the ebbs and flows of labor unions to what it's like hiring for 200 countries and territories, this has it all. Shoot, we even throw in some healthy banter on the upcoming NFL season and why Chicago Bears fans should be as optimistic as they were in 1985. Da Bears, indeed.

If you listened to the TA Leader interviews in Episode 619, you'd know that Recruiting Future recently collaborated with The Chad & Cheese podcast to host two face-to-face unconference-style events in Edinburgh and Glasgow. On the day between the two events, we decided to combine podcast recording with tourism. What better way to do this than to use a campervan as a mobile recording studio and drive around the southeast of Scotland, taking in some of its world-famous coastal views? Well, that was the plan anyway. Our plans took an unexpected turn as the weather had other ideas. But this led to some exciting impromptu discussions on AI and the future of work, sparked by a tour of a two-hundred-year-old whisky distillery, a flying visit to a seven-hundred-year-old castle, and a trip to the beach. In this episode, we discuss: Is the resume dead? What's going on with skills-based hiring The differences and similarities between talent acquisition in Scotland and talent acquisition in the US Attitudes to risk The tricky balance between robots and humans What does the long-term future look like Do we have the right attitude towards the future as an industry? AI is already taking TA jobs. Why smaller employers may have an advantage What happens when AI is just baked into everything? What is going to change in the next three years Follow this podcast on Apple Podcasts.

In this episode, Chad and Lieven dive into the world of tech startups, recruitment platforms, and AI in the workplace, while Joel is busy perfecting his tan in Vietnam. Lieven plays tech guru as he explains the mind-numbingly simple three steps of Carve's AI platform and contemplates shoehorning it into their already cluttered software. Chad and Lieven then take a joyride through the chaos that is Indeed's expansion into the staffing industry, lamenting how it's going to screw over staffing companies. They toy with the naive idea of staffing companies uniting to create their own job platform, as if herding cats wasn't hard enough. The conversation wraps up with a desperate plea for the staffing industry to wake up and deal with the mess that Indeed is making.

In this episode, Chad and guest host Maureen (Mo) Clough dive into the murky waters of AI scandals and industry dynamics, starting with Joonko’s founder facing SEC charges for defrauding investors, highlighting the persistent problem of AI washing. We question ZipRecruiter’s claim of being a “great place to work” amid listener skepticism about their treatment of employees. Mistral AI’s significant funding round signals continued enthusiasm for AI technologies, while McKinsey’s research reveals accelerating adoption and notable benefits of generative AI. We also tackle ageism in tech, discuss AI's transformative potential in hiring and content creation, explore the controversy over age restrictions in restaurants, and scrutinize the issue of excessive CEO compensation, proposing that executive pay be tied to the wages of their lowest-paid workers. Join us as we unpack these hot topics with a blend of insight and snark.

The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle. So how can this be done, and what advantages can it bring? My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring. In the interview, we discuss: How the market is evolving The changing balance between talent acquisition and talent management TA's responsibility for retention Combining hard skills and soft skills Pace paradox versus business latency Focusing on the skills you need rather than the skills you have The evolution of the recruiting process Building alignment between talent acquisition, talent management, and hiring managers The importance of one universal dataset The role of AI Follow this podcast on Apple Podcasts.

To say the ATS business is a challenging one these days would be an understatement. Between mergers and acquisitions, slumbering IPO ambitions and figuring out the whole AI Revolution, staying ahead of the game is complex. That's why we invited SmartRecruiters interim CEO and CPO Rebecca Carr to the show. She's an industry veteran with a good story to tell and as an industry product person to the bone, she can add nuance to the landscape. Covering everything from the hibernating IPO speculation to the botched acquisition with iCIMS to her time with - wait for it - Branchout, a high flying player from over a decade ago, who flamed out and die at the hand of Facebook before it really caught fire. It'a a walk down Memory Land, and a glimpse into the future that's a must-listen.

The world of venture capital is a mystery to most. Who gets funded and why? What's the math around valuations? And why is there so much "betting on the jockey"? So many questions with so few answers. That's why we invited Jason Corsello, founder and general partner at Acadian Ventures, on the podcast. He'll help us better understand the unicorn parade from a few years back, which resulted in a VC winter, which has led to the gradual thawing of capital into the world of work. What kind of companies are getting his attention, and wallet share, and what advice does he give to startups looking to raise that first seed round of capital. The veils are being lifted and the crystal balls are coming out on this one. Enjoy. Chapters 00:00 Introduction and Background 03:14 The Unicorn Parade and VC Winter 07:16 Opportunities for Seed Investors 10:23 The Thaw and the Future of Venture Capital 16:23 Investment Themes: AI, Compliance, and Global Workforce 22:36 Advantages and Disadvantages of Incumbents in Leveraging Data 23:53 Challenges of Integrating HR Tech Systems 26:15 Evaluating Startup Pitches and the Importance of Referrals 29:55 Evaluating European Startups vs. US Startups 33:49 The Potential for Disruption in the ATS Market 35:23 Best Bets, Worst Mistakes, and Missed Opportunities in Venture Capital

In this episode of Talent Chasing, the hosts discuss the evolution of pit crews in NASCAR with Andy Papathanassiou, emphasizing the importance of process, practice, and finding one's true calling. They explore leadership simplicity, the significance of diversity of thought, and the challenges of building a dynasty in a world focused on instant gratification. The conversation also touches on the myth of overnight success and the mindset required for startup founders, concluding with the dangers of hiring like-minded individuals instead of embracing diverse perspectives. Chapters 00:00 Introduction 01:10 The Evolution of Pit Crews in NASCAR 03:49 The Importance of Process and Practice 05:15 Finding Your True Calling 07:00 Simplicity in Leadership and Management 12:31 Diversity of Thought in Teams 14:20 Building a Dynasty vs. Instant Gratification 16:54 The Myth of Overnight Success 20:01 Following Your Passion 21:56 The Mindset of a Startup Founder 22:37 The Danger of Hiring Copies of Yourself

Get ready for another wild ride with the Chad & Cheese Podcast! Joel Cheesman and Chad Sowash kick things off by gushing over Ronaldo and reminiscing about D-Day, because why not mix soccer and history? Shoutouts abound, from Dennis "Tepperdamis" Tupper's eerie predictions to Sweet Green's robot salad makers.  Next up, they dive into Ashby's latest funding round, wondering if this ATS can stay the "hot chick" in a fickle market. Seek pulls out of Latin America, and Chad has some colorful memories of OCC Mexico. The guys then shred Rubio's Coastal Grill for blaming California's $20 minimum wage for their bankruptcy and eviscerating Walmart's "generous" employee bonuses. Flight attendants are fed up, and Chad channels his inner union boss, while Joel fears the future of paid service for basic flight amenities. Finally, in the most important segment of all, an Edmonton Oilers fan's flashing antics spark a debate on the year of the boobs. Because, really, what's a podcast without some hockey Hooters? Tune in for laughs, rants, and the inevitable dad joke to cap it all off. Chapters with Timestamps 00:00 - Opening Banter 02:21 - D-Day 05:53 - Tupper Indeed Prediction 08:10 - Recfest, Singapore, & Guest Hosts 15:01 - Ashby more like Cashby 22:53 - Seek Pulls Out 28:48 - Walmart & American Airlines BS 42:24 - Hockey Hooters

Download My Free Whitepaper - “10 Ways AI Will Transform Talent Acquisition”  https://recruitingfuturefeast.com/transform Check out my new course on planning strategically for the future - Trend Spotting https://matt-alder-s-school.teachable.com/p/trendspotting Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 611: Doing Hiring Differently Ep 612: AI-Powered Job Seekers Ep 613: Talent Automation Ep 614: Reinventing The Recruiting Process Ep 615: Building Inclusive Hiring Practices Ep 616: AI And The Art Of The Possible Ep 617: The Practicalities of Skills-Based Hiring Ep 618: Breaking The Rainbow Ceiling Follow this podcast on Apple Podcasts A full transcript will appear here shortly