Conversations about AI's impact on recruiting tend to focus entirely on the employer and recruiter viewpoint. However, it may well be that the most potent force of change for talent acquisition comes from AI-facilitated shifts in jobseeker behaviour.  Employers are already seeing a rise in applications they suspect are being driven by AI tools that facilitate bulk applying. The use of LLMs to create or edit resumes is undoubtedly widespread, and we are also seeing examples of AI being used to hack online interviews and assessments. There is still much debate about where these activities fall on the scale, from legitimate assistance to outright fraud. What is very clear, though, is that this is an unstoppable tide that will have severe implications for recruiting processes. What do employers do when they are inundated by applications perfectly tailored to the role that are impossible to assess using current tools and techniques? My guest this week is Richard Collins, Co-Founder of CV Wallet. Richard has decades of experience in recruitment marketing and talent acquisition. He has recently been diving deeply into the issues caused by jobseeker use of AI and how the solutions to the problems might make recruiting better for everyone. In the interview, we discuss: The current talent marketplace AI-driven changes in job seeker and applicant behaviour The potential impact on the recruiting process Challenges of dealing with an increasing volume of applications Unreliable applicant data Pre-qualifying and pre-verifying without creating friction in the process Will we see a revolution in assessment and selection? How do we define what is cheating or fraud? A shift to assessing soft skills How does recruitment marketing need to adapt A cost-per-qualified application model Proactive versus reactive change How much change will there be in 2024 What does the future of recruiting look like? Follow this podcast on Apple Podcasts.

What's on tap on this episode of The Chad & Cheese Podcast Does Europe? Munich-based company Personio has laid off 101 employees, constituting 5% of its workforce, to strengthen its market position and advance its product roadmap. The layoffs primarily affected the technology and product departments. The move follows Personio's valuation at $8.5 billion, and the boys discuss the trend of venture capital and private equity focusing on headcount growth, emphasizing the importance of revenue. They predict more layoffs from other unicorns that have received substantial funding. The discussion also touches on the IPO plans for Personio and the challenges faced by companies expanding to the US, citing the example of VONQ. The podcast later features a "Who'd You Rather" segment comparing two companies, HireAra and Poetry HR, and their recent funding rounds. The hosts share their preferences, highlighting the significance of the founders in their decision-making. The episode concludes with a discussion on Amazon's French arm being fined over 27 million pounds for implementing an intrusive surveillance system to monitor staff performance. The hosts express varying opinions on the impact of the fine and the ongoing global conversation about workplace monitoring and employee privacy. Looking to attend House of HR's E-recruitment Congress in March? Use CODE CP51000 and get 50% OFF when you register at https://www.erecruitment-congress.com/

In case you missed it, the nursing profession is going through a pretty challenging time. Whether it's COVID burnout, a severe lack of skilled workers or the Baby Boomers putting immense pressure on the health care system - just to mention a few - times are tough. It's certainly an issue Chad & Cheese aren't qualified to solve, let alone fully understand. That's why Dr. Beth A. Brooks, president of The Brooks Group, joined the boys to discuss a wide variety of topics, such as the current state of nursing, how the gig economy is impacting the profession, the power of pay transparency and if / when the robots will finally be the ones giving colonoscopies. It's a must listen for nurse recruiting professionals, healthcare networks around the country and, frankly, nurses themselves.

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 584: Talent-Centered Design Ep 585: Embracing Automation Ep 586: Removing Silos to Improve Hiring and Retention Ep 587: Getting The Basics Right Ep 588: AI, Background Checks and Quality of Hire Ep 589: Talent Acquisition As A Competitive Advantage Ep 590: The Road To 2030 Follow this podcast on Apple Podcasts.

The boys are live from TA Week in the Qualifi booth dropping more commentary from the world of work. First up, the boys cover recent updates on Google for Jobs killing off their pay-per-click (PPC) pilot with employers and agencies. Then, HireVue has a new CEO - Jeremy Friedman, bringing his tech growth expertise to the company. HireVue specializes in candidate evaluation through video interviews, boasting over 1,000 customers. In CEO updates, rumors suggest Arno Schafer is out at Vonq, the job advertising platform. Now, let's dive into tech news - ADP has launched ADP Assist, a cross-platform solution powered by generative AI, revolutionizing HR productivity. Moving on, Twitter Jobs introduces featured job ads, giving verified organizations benefits like priority posts and premium support. Now, from Japan, Indeed Plus is automating job matching by distributing postings on various job boards within Recruit Holdings. Lastly, UPS is cutting 12,000 jobs, saving approximately $1 billion after a 31.8% drop in quarterly profit. UPS CEO Carol Tomé announces the end of the hybrid work schedule, requiring employees to return to the office five days a week. Plus, over 10,000 autoworkers from non-union companies have signed union cards with the UAW.

The last few years have taught us that no one can predict the future. However, you can develop the insight necessary to make accurate forecasts with the right combination of trend analysis and strategic thinking. We are currently in a period of accelerated change in talent acquisition, and it is essential to understand the direction of travel even if we can't predict the final destination. We must anticipate the skills that will be required in the future, how we can recruit them, and how talent acquisition must change to be fit for this new purpose. My guest this week is Russell Beck, Director of Inspiration at ImagineThinkDo and author of a new book called "The World Of Work to 2030". The book looks at the megatrends shaping the future, and Russell's background and experience in RPO means he can provide some relatable insights into the likely future of talent acquisition. In the interview, we discuss: Six megatrends shaping the future Future skills and how we hire them AI is removing your uniqueness. From STEM to STEAM Artistic engineers The cost of bad hiring How does TA need to change How can we future-proof our careers? Follow this podcast on Apple Podcasts.

This week on TRF we cover: Riots in the streets of Calgary! The little bylaw was not very well thought out. In the News Remote workers face the cold facts, they are 35% higher risk of being laid off. Salesforce joins the flood of tech industry lay offs UPS cuts management and contractors in a bid to save $1BB in costs, that is out of the $100BB in sales in 2022 In happier news, the global online recruitment market is set to reach $49.2 BB by 2030 Tip of the Week 3 simple things to improve your job ads.  Shorten your sentences 3 bullet points max! Pay attention to the words you use. “Demonstrated ability” means different things to older workers than it does to younger workers Recruiting Insights  Linked In XRay search options, including key fields like job title will have an impact on sourcing tools. SeekOut and hireEZ have a work around. More on skills based hiring. When 46% of workers say their formal qualifications are not relevant to what they are doing in their current job. You need to ask yourself why the fixation on that bachelor’s degree. Bigger isn't better. 85% of mid-sized companies reported ZERO layoffs last year. 

🌟 Check out the latest episode of The Inclusive AF Podcast, where hosts Katee Van Horn and Jackye Clayton catch up on the current DEI landscape in 2024! 🌍 In this episode, they dive deep into the importance of genuine action in DEI efforts, the significance of providing career opportunities, the impact of clear, actionable feedback, and the need for directness and kindness in communication. They also discuss the significance of impactful conferences and the ongoing commitment to DEI work, sharing personal insights and experiences along the way. Join the conversation as they highlight the importance of supporting each other, the excitement for new voices and conferences, and the need for diversity in the DEI space. 🔗 Make sure to subscribe to The Inclusive AF Podcast for thought-provoking discussions on diversity, equity, and inclusion! #DEI #Diversity #Inclusion #Equality #WorkplaceCulture #Podcast #Conferences #DiversityInTech #NewVoices

The future of recruiting is a popular topic these days. With AI and automation tools that are on a whole other level to tech of the past, many wonder how the future will play out for the profession that has for so long been a staple of corporate strategy. Fortunately, we have wise ol' veterans who know the past, but can also see around corners better than most. Age and vision are in short supply. That's why we had Kevin Wheeler, author, speaker and founder of Global Learning Resources, to the podcast. Kevin has a new book coming out in February entitled, “Talent Acquisition Excellence: Using Digital Capabilities and Analytics to Improve Recruitment,” that will prove helpful to those hoping the navigate the future like an ancient oracle. We're talkin' predictions for 2024, the pandemic impact, labor uprisings, how the kids are alright, and much more. Listen, subscribe, like and share.

As the debates about the future of talent acquisition rumble on, it's important to focus intensely on the critical value effective hiring brings to the organization. Talent remains a key differentiator that drives competitive advantage for a company, and this will be even more true in the future. My guest this week is Simon Taylor, Head of Organization Effectiveness at Gap Inc., who has authored a forthcoming book called "Build Smart: A Blueprint for Building a High-Performing Organization." Simon has a TA background and, in the book, outlines just how critical hiring is for companies. In our conversation, he shares his insights into what makes great hiring and its role in high-performing organizations. In the interview, we discuss: Common talent issues companies are facing. How important is recruiting in 2024? Competitive advantage from high-quality talent acquisition The long-term impact of bad hiring What makes a great hire The importance of potential Upskilling hiring managers and changing their mindset How to get buy-in across the organization Leveraging data to illustrate opportunities Why AI will be huge for talent acquisition Listen to this podcast on Apple Podcasts.

We say a lot of things on the podcast that people disagree with. Most people stop short of writing a blog post about how wrong they think one, or both, of us are. However, Jeff Dickey-Chasins, affectionately known as Job Board Doctor, decided to put the virtual pen-to-paper and express how wrong Joel was in his analysis of how job boards are facing a Four Horsemen of the Apocalypse in the form of Google / LinkedIn, AI, automation and the gig economy. Just when you think the debate will get too nasty to take, Chad swoops in as peacemaker ... or is it instigator? A must listen for every job board employee and customer alike. The Doctor is IN.

Hold onto your resumes, wage slaves, because The Weekly Show's about to launch. This week's itinerary? Corporate drama as spicy as sriracha lattes: LinkedIn's Labyrinth: Remember stalking profiles like paparazzi? Now it's paywalled, like a Kardashian's closet. Moneybags Mania: Buckle up for a cash explosion! Huler's McDucking it, Ceridian's playing Monopoly with learning platforms, and DailyPay's got a billion-dollar piggy bank. Your salary? A rounding error. Job Board Jeopardy: Hold onto your FlexJobs! Bold.com snatched it like a free croissant at a networking event. Meanwhile, Sports Illustrated might be taking a dirt nap thanks to The Arena Group's fumble. Are robots writing your news now? Google's Global Games: Across the globe, Google's playing musical chairs with its Korean employees. But guess what? They're not having it. So there you have it, work world circus in a nutshell. Laugh, cry, maybe fart a little – that's what we're here for. Tune in next week for more corporate clowning and your weekly dose of The Weekly Show. Because in this game, we're all just juggling deadlines and dodging banana peels. Keep calm and carry on… with your trusty air freshener. P.S. Spread the word, wage slaves! We're all in this crazy ride together.

Background checking is an area we've never really covered on the podcast. In the past, it has just felt like a necessary but very functional part of the hiring process. However, with the explosion in our digital footprints and the power of AI, that has now changed. So, how can background checks now help prevent workplace misconduct and improve the quality of hire? Where does AI fit in, and how can we ensure everything is legal and ethical? My guest this week is Ben Mones, CEO and Founder at Fama, an online screening technology company working with employers worldwide. If you haven't looked at what is happening in background screening for a while, this conversation with Ben will help you get up to date with what is possible. In the interview, we discuss: The impact of workplace misconduct Talent screening How background checks have evolved in the last 10. years The "Cambrian explosion" of digital information Using AI to unlock the signal from the noise The importance of applying human expertise and judgment  The dangers of hiring managers doing their own checking How does AI-driven screening work Legislation, Compliance, Ethics and Bias Improving the quality of hire What does the future look like Listen to this podcast on Apple Podcasts.

With so much focus on potentially AI-driven disruptive change and debate about the future, it is sometimes easy to forget that many employers are still struggling to develop and leverage their culture, and some still lack basic standardized processes for talent acquisition and other aspects of the people function.  Looking at what is happening in start-up and scale-up businesses is always interesting. They build business functions from a blank sheet of paper and often develop interesting new ways of thinking and working. My guest this week is Roza Szafranek, Founder and CEO at HR Hints. HR Hints acts as the external HR team to over 70 scaling companies. Roza has used this experience to develop the Culturivy method of building organizational cultures and processes, which she has shared in a recent book called Culturivy: The Power of Changing a Workplace. Roza believes employers should address some long-standing issues in TA, such as candidate experience and biased hiring processes. She also has a counterpoint view on the current efficacy of AI in hiring. In the interview, we discuss: Building and scaling organizational culture Managing a burnt-out workforce Leveraging culture to power engagement Practices, behaviours, and values How should companies think about talent? Strengthening the candidate experience Building a non-biased recruitment process Verifying candidates as a good match Will AI and Automation have the impact we think they will Listen to this podcast on Apple Podcasts

We had employee referral software solution Real Links, and their CEO and co-founder Sam Davies, on Firing Squad four years ago. Chad gave them a rousing applause, while Cheese was a bit more tempered, giving them a gold clap. Needless to say, a lot has happened in the world since January 2020, so we thought a reunion would be apropos. When we last talked to Davies, they had just raised a little over a million bucks, employed nine people and were considering changing their domain from dot-io to a dot-com. So what's new? Ya' gotta listen to find out. Spoiler alert: LinkedIn has been as integral to their business as they thought it'd be. Visit www.reallinks.io for more.

News has been slow since the holidays, but things are getting back to normal. Most notably, Indeed and LinkedIn are still doing stupid stuff, and we're happy to oblige with some razor-sharp commentary. They're the gift that keeps on giving. Additionally, DJ Sol at Goldman Sachs has finally figured out and fixed racism ... hallelujah! OK, not really, but you decide. Plus, it's a Who'd Ya' Rather, pitting PerformYard against Mercor (call it the 2 a.m. edition, because neither choice is all that appealing). How can it get even better, you ask? Can we interest you in Pornhub's annual report on global porn consumption? Spoiler alert: It's a lot to swallow. Talking about the data! There are some real sickos out there. Wait, did I mention our bulging Spotify metrics? Like, Share, Subscribe and Review!

This week on TRF we cover: Shelley is on the list of the Top 24 HR Influencers to Watch in 2024 and gives credit where it’s due! Our LinkedIn feeds are full of our friends and followers getting new gigs! Lots of movement and it's only the 3rd week in January.  In the News Tech darlings Meta, HubSpot and Google loose their top spots on Glassdoors’s list of Best Places to work Watch the TikTok video of Brittany Pietsch getting let go and weigh in. Is she someone you’d want on your sales team? Tip of the Week Get your copy of the Interviewers Cheat Sheet for 2024. Recruiting Insights Appcast 2024 Top Recruiting Trends Revoking a job offer, lying during the interview process is reason enough?  Our first disagreement of the year, please comment!

The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come. It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions. So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization? My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention. In the interview, we discuss: The TA challenges in scaling different types of business The importance of understanding your target audience Automation and AI Using technology and a shared vision to connect the silos in HR Different ways of thinking about talent Building a people-centric talent function Looking at employee experience holistically to drive retention Personalization How can TA use data and insights to contribute strategically inside the business? What does the future of TA look like? Listen to this podcast on Apple Podcasts.

Artificial intelligence and the world of work are strange bedfellows, especially when it comes to recruiting. It's OK if you're a bit confused, but trust us, you're not alone. We're pretty lost too, particularly when you start imagining where things could go as AI develops at lightning speeds. That's why we invited Hilke Schellmann, NYU Professor, Emmy Award-Winning Technology Journalist, and author of How AI Decides Who Gets Hired, Monitored, Promoted, and Fired and Why We Need to Fight Back Now to the podcast. Together, we cover a broad range of topics from her take on HR Tech, to bias on steroids to rampant sexism to vocal biomarkers (say what?). It's a must-listen for navigating the ever-evolving minefield that is AI in recruiting.

As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly. The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it. My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to.  The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of change.  Brigette also highlights some excellent use cases, including how UI Path has automated onboarding to offer a quicker and more personalized experience. In the interview, we also discuss: How automation improves experience Why are HR and TA so hesitant about automation? How the employer/employee relationship has changed Automation driven personalization Thinking holistically and planning strategically  The impact of automation on jobs and careers Listen to this podcast on Apple Podcasts.

Like a good fight? Well, you're in luck. This episode is for you. This week, the boys are covering fights between OpenAI and The New York Times, Elon Musk and Mark Cuban, and Miller Lite and Bud Light. Good thing Chad is back from Europe and in a fighting mood. We take on challenges to DEI and the rise of minimum wages in New York and California, while beer mints are hoping to be a thing. (It's not.) What's more snarky TikTok'ers, Big Macs, and Bird scooters ... Oh, my. Grab a cold one and enjoy. Again, what the hell is Dry January?

This week on TRF we cover: Big thanks for our listeners who participated in our little survey. Some great suggestions that we will incorporate into the show! In The News: The US labour market is still chugging along with a 3.7% unemployment rate and 216,000 new jobs added in December.  217% increase in the number of Canadian employers using apprenticeships to fill the labour and skills shortage, all in the SMB sized companies. Tip of the Week Volunteer. Never loose sight of what it feels like to be a job seeker. Supporting a job seeker with tips and advice is looks good on you! Recruiting Insights Explaining pay policy to employees and to job seekers is art and science, well its math actually. Only 38% of HR pros surveyed felt they could effectively explain it to their managers.  Hiring the wrong person is expensive and deflating is not news to any of us. Mastering the intake to get the job description right is key. Gartner research predicts 50% of consumers will limit their interactions on social media by 2025 We see this as an early warning sign in recruitment advertising

There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution. Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function. So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change? My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on all of this experience to explain why talent-centered design is a critical foundation of the future of talent acquisition.  In the interview, we discuss: The main talent challenges in 2024 What is talent-centred design? Building around talent rather than around jobs The accelerating shelf life of skills Real-time data and intelligence The role of technology Prioritising skills over job titles and previous experience Redefining talent management The future role of recruiters How much change will happen in 2024? Listen to this podcast on Apple Podcasts.

What's going to happen to all those remote-work unicorns who raised hundreds of millions during the pandemic, now that RTO is back and WFH is out? What's the current state of M&A in HR Tech in 2023, heading into 2024? And when will the IPO dam finally break and throw companies like iCIMS, Greenhouse, Personio and others to the public markets? All great questions, but ones Chad & Cheese aren't exactly proficient in answering. That's why we asked Jim Holzer, managing partner at Drake Star Partners, on the pod. Jim manages M&A and capital raising in the HR tech vertical for Drake Star. A must listen for anyone raising, selling or just surviving this turbulent market. Don't go into 2024 without checking this one out.

In this episode of The Inclusive AF Podcast, host Jackye Clayton is joined by special guest Donald Knight, Chief People Officer at Greenhouse, as they engage in a dynamic, thought-provoking conversation about diversity, equity, and inclusion (DEI) in the workplace. Donald Knight shares his journey from his initial aspiration to pursue a legal career to his current role as Chief People Officer at Greenhouse, and the pivotal role his CHRL, Katee Kennedy, played in shaping his career path. His extensive experience working at multiple companies, including his current position, adds depth and insight to the conversation. Donald also reflects on his role as a father and emphasizes the importance of raising his children with a deep appreciation for different cultures and perspectives. The episode concludes with Donald Knight's emphasis on the importance of influencing narratives around the future of work and his refusal to relinquish this responsibility to those who may not have the same standards or experiences. Jackye Clayton adds her insights, underlining the crucial distinction between genuine practitioners and individuals who only provide knowledge without true engagement in the work. Links: 1. Greenhouse - https://www.greenhouse.io/ 2. Black Women on Boards - https://www.blackwomenonboards.org/ 3. Textio 2023 DEIB Report - https://textio.com/deib-report-2023 4. Donald Knight's LinkedIn Profile - https://www.linkedin.com/in/proximityknight 5. Inclusive AF Podcast Website - https://www.inclusiveafpodcast.com/

This week in HR technology: Ceipal expands integration with ADP, Bullhorn acquires Mployee to extend enterprise solution, and more.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese sit down with Taylor Weiss, a Technology Investor at PeakSpan Capital. Taylor discusses her role, preferences for startups, emphasizing the importance of honest, succinct pitches. The conversation explores tech founders' ages, backing the right founder, excitement for innovative solutions in HR Tech, and leveraging AI for career advancement. Taylor stresses honesty's significance in career progression, proposing early education on self-awareness. She advises startups to align with investors' ethos and highlights PeakSpan's focus on alignment with entrepreneurs. To learn more about Fuel50, visit https://fuel50.com.

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 573: The Power Of Employee Value Propositions Ep 579: The Value Of Employer Branding Ep 582: Employer Branding With Gen AI Ep 576: Generative AI – A TA Progress Report Ep 578: The AI Hype Cycle Ep 574: Building A Successful TA Function Ep 575: RPO Evolution Ep 577: Hiring In Challenging Talent Markets Ep 581: An Inflection Point For Recruiting? Ep 580: A New Community For Women In TA Ep 583: Re-Inventing Your Career Listen to this podcast on Apple Podcasts A full transcript will appear here shortly.

Another year, another podcast full of predictions that (mostly) won't come true. Yup, it's finally 2024 and the boys have sobered up enough to give their best guesses for what will happen over the next 12 mos. And if you already long for 2023, never fear, we also review last year's hits and (mostly, again) misses. Plus, we reflect on 2023's podcast takeaways, our fantasy football champion is crowned, and travel heats up again. And what the hell is Dry January?

This week on TRF we cover: The holidays are best with little people. Seeing how excited and happy they are to unwrap gifts is precious.  Some omens of the year to come based on how NYE was celebrated.  In the News Know when to stop talking is our advice to Wayfair’s CEO  Elite athletes and CEO’s get paid top dollar - also known as pay for performance, we wont get on the bandwagon to envy their success  Prediction from 2023 came true. Unionized workers flexed their muscles and took job action in many sectors New employment related laws in Canada coming into effect in 2024 Tip of the Week Flakes or Catalysts - great recruiters can identify candidates who are intelligent, intuitive, move fast and burn out quick and ensure Leaders know how to get the best from them. Recruiting Insights The evolution of DEI and why it may be losing steam in 2024 Deloitte’s feature on how IKEA’s leverage AI to the benefit of 10,000 staff members KPMG’s Future Workplace survey confirms what we all were sensing, fully remote work drops to 1%

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese are joined by Keith Sonderling, EEOC Commissioner. We're talking the impact of AI and technology on HR and employment, including issues like remote work accommodations, discrimination claims, and the increasing use of generative AI. Sonderling breaks down the importance of considering the legal and ethical implications of AI in the workplace and urges HR pros to engage in the interactive process when addressing accommodation requests. He also discusses the rise in retaliation claims and shares details about the EEOC's first AI-specific case involving a hiring website. To learn more about the EEOC, visit www.eeoc.gov. Commissioner Sonderling can be found on LinkedIn at www.linkedin.com/in/keith-sonderling. To learn more about Fuel50, visit https://fuel50.com.

Hallelujah! Holy sh!t! Where’s the Tylenol? This week, we’re checking it once, we’re checking it twice, and we’re going to talk about who’s been naughty, and who’s been nice in 2023. It's a combination of eight companies and individuals, so pour yourself an egg nog and enjoy. Just don't shoot your eye out!

It's been a brutal year for many in talent acquisition, with a lot of layoffs and a very tough job market, making it challenging to find other roles. This removal of certainty and stability has been mirrored in many different talent markets and looks like becoming the norm moving forward. Traditionally, switching careers and industries has been challenging, but will the rise of skills-based thinking change this moving forward? So, how do we think about careers moving forward, and what do employers need to do to ensure they are getting the right skills in their business? My guest this week is Ilana Golan, Founder and CEO of Leap Academy. Leap Academy is a coaching programme that helps professionals fast-track their careers by changing function or industry, by moving into leadership, or by making the jump to be an entrepreneur. In the interview, we discuss: How work and careers are changing Practical advice for job seekers Adapting, learning and re-inventing The challenging pace of change A mindset shift for employers Dealing with Ageism Rising above the noise The impact of AI What will career paths look like in the future? Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese are joined by Heather Bussing, a legal expert in employment law. They discuss the topic of pay equity and how it impacts diversity and inclusion in the workplace. They explore how technology can help address pay equity issues and the importance of pay transparency. They also touch on the rise of unions and the impact of COVID-19 on changing perspectives in the workforce. Heather shares her insights on how employers can navigate these challenges and ensure fair compensation for their employees. To learn more about Fuel50, visit https://fuel50.com.

Most of the conversation around generative AI in 2023 has focused on its potential and future long-term strategic impact. However, many talent acquisition teams have been doing some hands-on experimentation with the tools to see what is achievable right now. My guests this week are Bryan Peereboom, Head of Recruitment at Wortell, and Friso Visser, Lead Recruitment Marketeer at Wortell. Wortell has been using generative AI to create recruitment marketing content this year that makes them stand out in the market. In our conversation, Bryan and Frisso discuss their experiences using the tools and their plans for an AI-first future. In the interview, we discuss: Standing out in a crowded market Using Generative AI to develop content assets Midjourney, Chat GPT, Dalle3, Runway and Opus Staying up to date with rapidly advancing tech Engaging hard-to-find audiences Is AI saving time and resources? Analysing data faster Automating processes while improving the candidate experience What is the future of talent acquisition? Listen to this podcast on Apple Podcasts.

TRF The year in review and predictions for 2024 How good were last year’s predictions? Serge gets a standing ovation for his prediction from last December, ChatGPT and AI rocked the world. Although YouTube shorts did not clobber TikTok, we are seeing a drop in use among teenagers. Surprises in 2023 The swing from employee to employer market was quick. Pay transparency law in British Columbia was passed adn now in effect Joel Lalgee becomes a star! Predictions for 2024 Wager from Shelley Assessments will be all the rage! Skyrocketing in popularity will be the likes PLUM.io, Hiring Branch, HackerRank.  A Linked In developer will harness AI to enable meaningful data mining on the platform & solve job matching Wager from Serge  Quick Apply / Easy apply for jobs becomes obsolete Recruit Holdings buys ZipRecruiter One major employer will eliminate the old school recruiter role   

Despite massive advances in technology and I/O psychology over the last 20 years, the recruiting process has stubbornly stuck with norms established nearly 100 years ago.  There is a massive body of scientific evidence that debunks the effectiveness of resume-based screening. At the same time, narrow definitions of talent and inflexible thinking make it impossible for many employers to recruit the skills they need for their business. But are we finally about to see things change? Two potential catalysts are mass access to Gen AI, which threatens to break recruitment systems as employers become overwhelmed by automated applications and the rise of skills-based hiring being used to solve talent challenges. My guest this week is Caitlin MacGregor, CEO of Plum. Caitlin is on a mission to make recruiting fairer and more effective and help companies discover the true potential of their employees. Recruiting is changing, and this is a must-listen interview for anyone wanting to understand the direction the change is going in. In the interview, we discuss: Predicting long-term performance and retention How AI is amplifying the ineffectiveness of the recruiting process Mobility, retention and alternative pools of talent Challenging long-established norms Improving productivity by improving screening Connecting people to opportunities based on their strengths Democratising access to assessment Making data transparent and easy to understand How can employers accelerate their skills-based evolution? Understanding your bench The long-term future of recruiting How much change can happen in 2024? Listen to this podcast on Apple Podcasts.

Expanding talent pipelines with alternative strategies for more diverse, and more effective, teams

In this episode of The Inclusive AF Podcast, join host Katee Van Horn and Jackye Clayton as they engage in a candid and eye-opening conversation with special guest Jessica Miller-Merrell. They delve into the realms of mental health, authenticity, and HR industry challenges, offering valuable insights and actionable advice. From prioritizing self-care to navigating the impact of social media, the discussion is both thought-provoking and empowering, shedding light on the importance of setting boundaries, personal growth, and leveraging technology for a healthier work-life balance. Tune in for a dynamic dialogue that resonates with professionals and individuals alike, addressing the realities of today's landscape and advocating for inclusivity, well-being, and authenticity. #InclusiveAF #MentalHealth #HRChallenges #Authenticity #WorkLifeBalance #SelfCare #Empowerment #PodcastDiscussion #Inclusivity #Wellbeing #JessicaMillerMerrell

One of the things that I love about our industry is the sense of community. Wherever talent acquisition professionals gather, whether online or face-to-face, at industry events, there is always a strong emphasis on peer-to-peer learning and support. My guest this week is Krista Tan. Krista is a TA leader and the founder of Talent Collective, a non-profit organization building a community to help support the careers of women working in talent acquisition. In our conversation, Krista discusses the motivations for starting Talent Collective and the benefits curated communities can bring. With so much disruption in the market, we also discuss the advantages of working fractionally and what the future looks like for talent acquisition. In the interview, we discuss: The story behind Talent Collective and its purpose Who the community is for Market expectations for 2024 The benefits of fractional working Advice for TA professionals looking to move to fractional What does the future of talent acquisition look like? Listen to this podcast in Apple Podcasts.

Steve Rothberg looks at job boards dipping their toes into new pricing models.

Previously, In Episode 573, we explored the power of Employee Value Propositions; I want to follow up by having a similar conversation about employer branding. As companies re-invent their employee experience post-pandemic or look to rebuild their reputation post-layoffs, employer branding has never been more critical, particularly for employers recruiting in challenging talent markets.  Definitions are fundamental here because, in the same way that developing an EVP isn't employer branding, employer branding isn't recruitment marketing. My guest this week is John Tarrant, Managing Partner at DNA. DNA is a UK-based employer branding agency with an impressive client list and vast experience in helping employers develop employer brands that are compelling, distinctive, and drive tangible value for the organization. In the interview, we discuss: Recruiting challenges Increasing candidate expectations ESG, diversity, and values Problems caused by lack of metrics Emotion over logic Employer brand as a strategy to appeal to current and future talent Identity plus reputation Redefining talent How can employers rescue their employer brand? The impact of AI and technology What's next for employer branding Listen to this podcast on Apple Podcasts.

This week in HR tech: WorkLeap acquires Pingboard, hourly workers don't fear AI and more.

It does feel like 2024 could be the inflection point where we can push away the hype and start to see what impact AI is really going to have on talent acquisition. Continuing my end-of-year theme of trying to find the signal in all the noise around generative AI, I wanted to get the perspective of a TA technology innovation practitioner to help us understand more about what 2024 might bring. My guest this week is Tom Chevalier, General Manager at Appcast Labs, a division of Appcast that focuses on innovation and creating the next generation of recruiting technology. Tom and his team are literally building part of the future, and unsurprisingly, he has some valuable insights and important advice to share. In the interview, we discuss: Where we are in the AI Hype Cycle The bundling of AI into established TA technologies Seeing through the marketing spin Where are the most interesting investments being made? What problems does AI solve, and what new issues does it create? Transforming the recruiting process Disruption in contingent staffing Use cases Implications for the careers of TA leaders and recruiters Download a copy of Appcast’s 2024 Recruiting Trends whitepaper Listen to this podcast in Apple Podcasts.

This week on TRF we cover: Shelley’s first born, Chandler defended his thesis and passed! Being a stand up comedian came in handy, the ability to handle hecklers or disruption when presenting, is a skill well earned on stage.  Global News Calgary anchor person Leslie Horton claps back at a rude email, making her internet famous for the 3rd time.  In the News Spotify’s third round of layoffs this year. Watching the giants start to fall this year as IBM, Google & Meta have all made significant reductions in staff this year.  Job Scams are up 250% compared to this time last year. Tip of the Week Dress for the job you want! Video interviews allow us to dress up the top half and not worry about the rest. Internal promotion or a new job, dress for success never goes out of style.  Recruiting insights AI training is in such high demand, employers can't find people with the skills they need. IBM and AWS have committed to providing over 4 million people with free AI education!  Skills based hiring is trending in popularity. The focus is shifting from things like formal education and a list of duties to the skills needed. In the US this year, 41.6% of US job postings dont list qualifications.  Got a beef with BDI? It's so outdated. Move to structured interviews. Ask interview questions to determine if someone has the skills needed to do the job. 

Despite the recent increases in applications that some sectors are experiencing, there are still many talent markets with acute skills shortages where hiring is a considerable challenge. So, what long-term strategies are employers using to ensure they are recruiting effectively when talent is in short supply? My guest this week is Ellie Harte, Head of Recruitment at AtkinsRéalis. AtkinsRéalis is focusing strongly on skills-based hiring as well as using employer branding and employee advocacy as attraction tools to compete in a highly competitive market for talent. They also think long-term, working to champion STEM education in schools and inspire a future generation of engineers.  In the interview, we discuss: Talent market challenges in the engineering sector From LVPs to a global EVP Aligning corporate brand, employer brand, and employee experience Managing attrition and growth Moving to skills-based hiring Working with schools to nurture STEM talent and challenge assumptions about engineering Using employees as brand advocates with authentic and genuine content Getting talent attention and showcasing culture rather than advertising jobs How skills-based hiring and AI will shape the future of talent acquisition. Listen to this podcast on Apple podcasts.

In this episode, Katee chats with Sarah Reynolds. Sarah is an award-winning B2B SaaS marketing expert and proud architect of high-performing teams. A committed advocate for inclusive, people-centric growth strategies, Sarah has over 10 years’ of experience shaping & leading global marketing programs that deliver transformative results for modern companies. Before joining HiBob, Sarah was Chief Marketing Officer at Udacity, where they led global brand, marketing and communications. Previously, they were Head of Commercial Marketing at PTC, where they focused on pipeline generation, value-driven messaging, and marketing operations excellence, and Vice President of Marketing at Salary.com, where they oversaw global marketing. Sarah is openly queer, trans, and non-binary and is keen to dispel hurtful stereotypes often associated with this group and the wider LGBTQIA+ community. Using their leadership position as a platform, Sarah is passionate about the use of inclusive language as a way to call out unconscious bias and dismantle the barriers impacting people’s sense of belonging and access to opportunities. Graduating Summa Cum Laude from Hamilton College, NY State, USA, Sarah lives just outside of Boston, Massachusetts with their husband and greyhound. In addition to their deep interest in the HR space and commitment to democratizing opportunities for all, Sarah is a big foodie, who enjoys cooking, and eating al fresco in the garden when the weather permits. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

More than half of U.S. employers plan to add new permanent positions during the first six months of 2024.