The changing role of job simulations, and what candidates think about them.

We're still only at the start of 2023, but it's already clear that it will be another challenging and complex year for talent acquisition. With so much disruption, TA Leaders must be able to prove their value to their businesses. One area we are seeing this happen is internal mobility, where the line between talent acquisition and talent management is getting a bit blurry as employers look at talent more holistically. My guest this week is Manjuri Sinha, Global Director of Talent Acquisition at OLX. Manjuri recently helped launch a highly successful internal talent marketplace called OLX Explore. In our conversation, she shared some of the strategies used to deal with the significant challenges around internal mobility and has some advice to share with TA Leaders who want to prove the value of their teams. In the interview, we discuss: Recruiting challenges Tech layoffs and global talent pools How Talent Acquisition leaders can demonstrate the value of their teams Building internal talent marketplaces The challenges of internal mobility Building a business case from data The importance of C-Suite sponsorship Awareness, access and enablement Results and ROI The role of technology What does the TA team of the future look like Listen to this podcast in Apple Podcasts.

To say Bill Boorman has been around the recruitment block a time or two is like admitting fish and chips is a little heavy. Both are well-known facts. That’s why we had to grab Bill at UNLEASH World in Paris for his current views on the state of employment, as well as his current engagement with VONQ. 

We discuss skills, of course, and also people, data and decision-making.

In this episode, Jackye and Katee chat with Alison Rapping, CEO of the Arouet Foundation, an organization dedicated to supporting, mentoring and training women involved in the justice system. Arouet provides resources including an innovative reentry support which is conducted inside of AZDRR’s Perryville Prison, case management, employment services, financial coaching, leadership development and community education. A recognized leader in the nonprofit community, she brings more than 25 years nonprofit experience to her work. She specializes in criminal justice reform, women’s leadership, board development, fund development, workforce development, advocacy, nonprofit management and program design and implementation. Ms. Rapping served as CEO of the Alliance for Arizona Nonprofits and invested 13 years of her professional career with HandsOn Greater Phoenix, a nonprofit dedicated to mobilizing volunteers and developing and managing innovative community programs. While at HOGP, she served for 4 years on the National Board of Directors for HandsOn Network. On behalf of HandsOn Network, Alison traveled to Zimbabwe, South Africa, Korea, and the Gulf Coast to support & provide organizational development and fundraising training to organizations interested in creating HandsOn Network models of service. Ms. Rapping served as the Vice Chair for the City of Phoenix Commission on Housing and Neighborhoods, been a member of the City of Phoenix Bond Committee, Chair of the City of Phoenix CDGB review panel, and has served on the BODs for numerous community organizations. She was named to The Business Journal’s Inaugural ‘40 Under 40’ class of emerging leaders and is a graduate of Valley Leadership. She is currently an AEI Leadership Fellow and member of the City of Phoenix Business and Workforce Commission. Ms. Rapping received her MPA from the UMASS-Amherst.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

We welcome another great Canadian HRtech start up. Although we didn't get to meet Leah in person at HRTech last fall, we were finally able to align our schedules.  All the analysis and industry reports point to the skills gap as being our biggest concern. tilr.com bridges the gap for companies of 1,000 employees, give or take, to extract meaningful data from your HRIS and LMS and line it up with the skills you need and the skills your current employees have or skills they want to have.  Tilr tries to solves the problem of ineffective learning and development in the workplace by building a skills profile for each employee, including volunteer and life experience. Understanding the skills gap within your organization Distinguishing between low performers and junior team members is a mistake to avoid when doing layoffs. How do we make our employees happy? Plus as a CEO Leah prefers hybrid and explains why.

HR Acuity unveiled a new maturity model, the Employee Relations Quotient or ER/Q; Companies plan to increase hiring work tech budgets.

Why employer branding comes with faster cycle times, cost savings and engagement.

The only things certain about talent acquisition in 2023 are uncertainly and more disruption. As companies deal with these complex times, what can TA leaders do to ensure their teams give their businesses maximum value? My first guest of 2023 is Jane Curran, Global Head of Talent Acquisition at JLL. Jane leads a large TA team firmly focused on driving value by advocating for responsible recruiting throughout the business. In the interview, we discuss: The continuing challenge of standing out and finding top talent The market in 2023 The need for responsible recruiting Building a strong relationship between TA and Finance Working with HR Business Partners and Hiring Managers How should TA prioritize recruiting Improving internal talent mobility Building flexibility in the model to ensure you have the right sized TA team The role of technology in 2023 Zero waste in the ecosystem of talent How can TA do less with more in changing times Listen to this podcast on Apple Podcasts

In this episode, Katee and Jackye talk with Dr. Kerry Mitchell Brown. She is a highly sought-after equity strategist and cultural architect. Dr. Mitchell Brown's expertise in holistic cultural change and sustainable transformation has positively impacted the organizational culture of Fortune 500 companies such as Prudential Financial and Walt Disney Company. Recently appointed as the Senior Vice President of Finance and Operations for Race Forward, a leading racial justice nonprofit organization, Dr. Mitchell Brown's passion for social justice influenced the second largest labor union and, in 2020, inspired the co-creation and co-leadership of Black Citizenship in Action (BCiA) for the Black Progressive Action Coalition. Dr. Mitchell Brown continually advocates for the importance of implementing strategic initiatives that make global diversity awareness a daily mantra. With over 30 years of progressive, social justice, non-profit, higher education and Fortune 50 experiences, she’s equipped with the talent and knowledge to help individuals, organizations and corporations overcome challenges in their quest to exemplify equal human rights for all races and genders. 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

We talk with Taylor Liggett, the Head of Identity Services at Sterling.

We discuss contingent workers with Nancy Miller, director of talent technology solution design at the staffing firm Atrium.

We talk about how the platform works and the theory behind it, plus the impact it can have on performance and retention.

Author of the best book ever written on the subject of employer brand, Talent Chooses You and the creative genius behind EmployerBrandLabs and our favourite guest, James Ellis joins us for an update on the world of what people want to know if they are going to change jobs. Employment Brand is to Recruiting as Marketing is to Sales   Discount Tire delivers top marks for how to communicate Why Work Here Social media mis-steps; most companies still post vague, lifeless phrases - so its not too hard to look like a genius if you just put a little effort into it! EB’s role is NOT to selling the job 

Anyone who has listened to the show, read any of my writing, or seen me present this year will know that I firmly believe that technology-driven personalization is a forthcoming megatrend in talent acquisition. Earlier in the year, it was a pleasure to speak about personalization at the Association of Talent Acquisition Professionals Global TA Day conference. ATAP recorded the session, and I wanted to share it with you to wrap up Recruiting Future for 2022. So please listen on and learn more about how you can achieve Automated Human Centric Recruiting in 2023. This is what I cover in the presentation: Why personalization is a TA megatrend The current poor state of personalization in recruiting Why, how and when The shift to automation RPA and data Automation + Quality Experience = Personalization Why should TA professionals care? Turning data into personalized experiences Adjusting content to context What is currently being personalized in TA? The split between robots and humans Relationship building and empathetic communication at scale Leveraging behavioural science A framework for storytelling Using personalization for competitive talent advantage Podcast episodes mentioned in the presentation: Ep 375: The Magic of Behavioural Science Ep 438: The Power of Storytelling Ep 434: Personalization Case Studies (Part One) Ep 454: Personalization Case Studies (Part Two) Listen to this podcast on Apple Podcasts.

One of the key lessons from 2022 is that implementing effective strategies for DE&I is always a long-term journey rather than a quick fix. Sharing insights to learn from the experiences of others is a critical part of the process; progress cannot happen in a vacuum. My guest this week is Eric Thomas, Chief Diversity, Equity and Inclusion Officer at Genesys. Genesys is on a journey to become a more diverse company, and a vital part of this is increased workforce representation to align with the markets they serve. Eric has some valuable insights to share on the lessons they are learning, particularly around talent acquisition and employee experience. In the interview, we discuss: Eric's journey to becoming a Chief Diversity Officer The lessons Genesys has learned during its ongoing evolution to being a more diverse company. Empathy and helping employees understand the why Inclusion and belonging The innovation required for effective DE&I work Determining priorities and experimentation Reimagining talent acquisition Redesigning the interview process Employee experience as a differentiator Advice to other employers on a similar journey Setting industry benchmarks and building an ecosystem. Listen to this podcast on Apple Podcasts.

We’re going to talk about no-code development and why you should care about it, how Creatio goes about its work and more.

As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. A couple of days ago, in Episode 486, we looked at managing information overload when I spoke to Tiago Forte, the inventor of the Building a Second Brain system of personal knowledge management.  In this episode, I want to focus on focus, and my guest is author and speaker Erik Qualman. In 2009 Erik wrote a hugely influential book predicting the rise of social media called Socianomics, and since then has written extensively on digital leadership. His most recent book is The Focus Project which highlights the problems humans have focusing in our hyper-connected world and explores some of the potential solutions that can help us. In the interview, we discuss: The Focus Project Focusing on the big, not the busy Focus is hard in an unfocused world. The importance of systems and process Progress not perfection Saying no a lot Having more time is not the solution. Attacking the one big thing before the day attacks you The power of sleep Spotting patterns, time fencing and the 20/20/20 rule How can employers support focus? What does the future of work now look like Listen to this podcast in Apple Podcasts.

As an end-of-year special, this week is productivity week on the podcast.  With so much going on and so many competing pressures, I know that everyone listening will, at least at some point in 2022, have had challenges with focus and information overload. Talent Acquisition is evolving quickly, and managing attention and processing information are vital skills that aren't highlighted as much as they should be. My first guest on productivity week is one of the world's leading personal knowledge management systems experts. Tiago Forte is the Founder of Forte Labs and the creator of the brilliant Building a Second Brain. BASB is a very effective knowledge and information management system I can personally vouch for as I used it to write my book "Digital Talent." Tiago has created a popular online course and a book on Building a Second Brain, and in our discussion, he gives us an excellent insight into the system.  In the interview, we discuss: The story behind BASB Are employers giving knowledge workers effect support around information overload? Personal Knowledge Management Shifting from top down to individual The key elements of BASB Capture, Organize, Distill, Express The role of technology How I reactivated ten years of lost Kindle highlights Taking the first steps Listen to this podcast on Apple Podcasts.

The death of the resume has long been predicted. It is widely acknowledged that they are ineffective and prone to promoting bias, but alternative approaches have yet to achieve universal adoption. However, with many employers moving towards skills and competency-based hiring and technology continuing to drive rapid change in recruiting, are the days of the resume finally numbered? My guest this week is Maya Huber, Co-Founder and CEO of the competencies-based sourcing platform TaTiO. Maya has a PHD in Job Analysis and some fascinating insights into practical ways of moving on from the resume and making hiring more efficient, inclusive and effective. In the interview, we discuss: The ineffectiveness of resumes The danger of assessing just on words and stories Skills-based hiring versus competency-based hiring Testing performance in its context Reducing the administrative burden for recruiters Job simulation Job analysis The hiring outcomes of competency-based assessment What should companies expect from the future of work? Listen to this podcast in Apple Podcasts.

Candidate’s model adds a human touch to talent acquisition by including personal referrals with each profile.

The pace of business change is continuing to accelerate. According to a recent McKinsey Global Survey, business leaders expect that by 2026, half of their companies' revenues will come from products, services, or businesses that haven't been invented yet. Innovation is critical for companies to survive and thrive. So how can employers ensure they have talent strategies in place to have the right skills to create and drive new ideas forward, and could innovation be the catalyst that accelerates skills-based hiring? My guest this week is Mauro Porcini, PepsiCo's first ever Chief Design Officer and author of a new book on people-centric innovation. In the book, Mauro does a deep dive into the skills, culture, and philosophy companies need to innovate. It was brilliant to hear his views on what employers need to do to attract, retain and develop people with the diverse skills required for effective innovation. In the interview, we discuss: The role of Chief Design Officer at Pepsico How business cultures have changed Designing the future with human-centric design The 24 skills needed for innovation and the importance of identifying and developing them in leaders Building a culture of innovation Process versus people The power of kindness, optimism, and curiosity The relationship between kindness and productivity Recognizing and recruiting innovators Redesigning the recruiting process What does the future look like? Mauro's book - The Human Side of Innovation: The Power of People in Love with People Listen to this podcast on Apple Podcasts.

In this episode, Katee and Jackye chat with Amy Spurling. Amy is the Founder and CEO of Compt, HR software that enables companies to offer truly personalized employee perks that adapt to remote and hybrid employee needs, while being fully tax compliant and inclusive for global teams. Amy's experience as CFO and COO managing HR and Finance at early and growth stage companies prior to Compt drives her belief that companies and employees can achieve so much more together when employees are fully supported. Named Boston’s “CFO of the Year” by the Boston Business Journal in 2016, she is a seasoned executive with nearly 20 years experience in leadership roles at venture-backed companies ranging from early start-up phase through high growth and ultimately exit. Over her career, she has closed over ten rounds of financing totaling more than $200M, and managed two acquisitions to close. Amy received her Master of Business Administration from the Simmons School of Management and a Bachelor of Arts from the University of Rochester. 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

Corey’s leadership at employ Inc. (Owner of Jobvite, JazzHR, Lever etc..) makes us all envious; their executive and hiring manager’s commitment to the recruitment process sets the pace for all TA Leaders to follow.  For the love great research and reports, we go direct to the source with Jobvite | employ’s Q4 report and dig into the findings.  Jobvite | Employ Inc. report highlights: 46% of HR decision makers say their company’s hiring is being impacted by the economic uncertainty Eating their own dogfood, which ATS does employ use Quality of hire defined at Employ inc. Understanding how we ended up with 50% job offers being accepted by candidates

Share, share, share! Everyone's sharing everything on social media. Employers and recruiters who are sharing, however, aren't really doing it right most of the time. That's why Cliquify was founded. Think of them as "Canva for Recruiting." Amit Parmar, CEO at Cliquify joins the boys to pitch his company, and its concept, on Firing Squad. Are employers ready to embrace The Share? Does he make it out alive? Gotta listen to find out.

The debate around the office versus remote versus hybrid looks set to run and run as employers continue to experiment with different strategies. Despite the enormous advantages of remote working, there are many challenges and gaps with some current approaches that need addressing as we move forward. So what are the key issues, how do employers address them, and what role should HR technology play? My guest this week is Saad Siddiqui, General Partner at Telstra Ventures, a VC firm with several HR technology investments. Saad has written extensively about the future of work and the advantages of a fluid workforce strategy. In the interview, we discuss: The current state of the hiring market and the longer term outlook Identifying gaps and challenges in new ways of working The fluid workforce Generational divides Building connections and mentoring Culture and the role of leadership Employee motivations and retention Finding the best talent on a global basis Key trends in HR Tech Consolidation and platform business extension How should employers think about technology? What does the future look like Listen to this podcast in Apple Podcasts.

In this episode, Jackye and Katee speak with Dr. Nika White. She is a national authority and fearless advocate for diversity, equity, and inclusion. As an award-winning management and leadership consultant, keynote speaker, published author, and executive practitioner for DEI efforts across business, government, non-profit, and education, Dr. White helps organizations break barriers and integrate DEI into their business frameworks. Her work has led to her designation by Forbes as a Top 10 D&I Trailblazer. She is the founder of Nika White Consulting (NWC) where her firm works with organizations to identify and implement opportunities to embed DEI throughout its operations and culture. NWC is a diversity, equity, and inclusion boutique consulting firm with recognized authority on strategic diversity, intentional inclusion, and organizational effectiveness. Dr. White believes that “Diversity, Equity, and Inclusion is not just a checkmark for good business, it’s a way to transform the world.” Over her 20+ years of leadership, Dr. White has worked with over 200 corporate, educational, government, and non-profit brands, managed over $200 million in business assets for her clients, and written two books on diversity, equity, and inclusion including, “The Intentional Inclusionist,®” and “Next Level Inclusionist: Transforming Your Work and Yourself for Diversity, Equity, and Inclusion Success.” Dr. White’s third book, “Inclusion Uncomplicated: A Transformative Guide to Simplify DEI,” in partnership with Forbes Books is scheduled to release in January 2023. The heart of Dr. White’s work addresses the ability to create transformative environments with intentionality around inclusion. She helps create professional spaces where people can collaborate through a lens of compassion, empathy, and understanding.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

The world famous author of Full Stack Recruiter Jan Tegze has a new book out!   Job Search Guide: Be your own Career Coach  A great gift idea for the job seekers on your Christmas list. Written from the Recruiter’s perspective on how hiring actually works, Jan covers the 4 things we want every job seeker to know.  Jan busts the myths around how ATS and AI work (or don't work) in the hiring process.  Networking and how to build your personal brand And if that was not enough, Jan has a newsletter, written from the heart, as a job search guide.  Check out some of the great resources and article here: https://jantegze.com/blog/the-best-job-search-guide-for-job-seekers/

What ServiceNow does for HR, how businesses navigated the turn toward remote work and what they’ve learned from the experience.

Job Boards still play a central role in talent attraction, but outside of the job board industry, there isn't much discussion or debate about their current state and future potential. So are they still fit for purpose, how are they evolving, and what can job board statistics tell us about the current talent market? My guest this week is Dave Jenkins, founder of Wave. Wave publishes Wave TrackR, a regular independent report that uses job board data to track recruiting trends, which means Dave has a wealth of insights to share. In the interview, we discuss: The current state of the job board market Pricing models and programmatic adoption Geographic market differences The importance of the active audience Are there still more jobs than candidates? How to get the best out of job boards Mindset change What's the future of job boards? Listen to this podcast in Apple Podcasts. A full transcript will appear here shortly.

In this episode, Katee and Jackye speak with Sabina Mehmood. Sabina is the Pay Equity Leader for Gapsquare, helping companies make data-enabled decisions around pay, people, and DEI efforts. She leads the company’s efforts to deliver actionable strategies to close wage gaps, advance fair pay and respond in real time to changes in workforce data. Previously, she was a manager at the Bloomberg Gender-Equality Index, where she oversaw the development and implementation of the Bloomberg Gender Reporting Framework, an internationally recognized system for measuring progress across key themes of DEI in corporations. She has also supported corporate strategy, government relations, media, and communications initiatives across Bloomberg LP and Bloomberg Philanthropies. She earned both a BBA and MA from Baruch College. 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

The challenges of creating effective experiences with technology, and new approaches to experience design

Everyone is talkin' internal talent mobility and workforce agility these days ... and for good reason. Empowering your current talent pool to fill the opportunities of the future is an incredibly powerful tool for blowing up the bottom line. That's why we had Jo Mills, Chief Experience Officer at Fuel50, to help us make sense of the topic and explore ways companies can take better advantage of this exceptional opportunity. If you're looking to make the most out of your current workforce - and who isn't? - this interview from UNLEASH in Paris is a must-listen.

I published three interviews in October to mark National Disability Employment Awareness month. What particularly struck me was the amount of work going into neurodiversity hiring, and I want to dive deeper by finding out how specific employers are developing their programs. My guest this week is Neil Barnett, Director, Inclusive Hiring and Accessibility at Microsoft. Neil helped to develop Microsoft’s Neurodiversity Hiring Program, which has been in place since 2015. He has excellent insights and valuable advice for employers looking to establish similar programs. In the interview, we discuss: Are employers getting any better at disability inclusion? The story behind Microsoft's Neurodiversity Hiring Program Screening in rather than screening out Changing the hiring process to set people up for success Providing tangible feedback How the success of the program has changed aspects of Microsoft's other hiring programs Building an inclusive workplace Non-apparent disability and self-disclosure ERGs and growing internal communities Building the business case to get started How Microsoft collaborates with other employers Advice for parents on the future of neurodiversity in the workforce Listen to this podcast on Apple Podcasts A full transcript will appear here shortly

Live at the HR Tech 2022 conference, our guest Tim Sackett, President of HRU Technical Resources and creator of the Tim Sackett Project, speaks with Mark Feffer about building an inventory of skills, enhancing learning environments, and being data rich yet information poor. On the topic of skills, it's easy to not fully grasp the abilities of your workforce. If you don't successfully get an inventory of skills for your team, you might let a really amazing worker transition into a different company. Building talent isn't the only step, however. You need to cultivate a positive work environment so that these employees have the inclination to stay. Building skills doesn't always foster loyalty, that's a whole separate ballgame. We've built a culture around YouTube centric learning environments, where the younger generation understands that learning can happen in short and efficient segments. Gone are the days of hour long classroom marathons. We in the industry have started to make multi channel engaging content that delivers the information while actually engaging the viewers. We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

Hiring globally is all the rage, thanks to a pandemic that supported the growth of an anywhere workforce. To compliment this growth, many organizations are looking to grow their footprint of products and services all over the world. That's why we brought Oana Iordachescu, Head of Talent Acquisition, Technology and Analytics at Wayfair (you've got just what I need!) on the pod while hangin' out at UNLEASH in Paris this past Oct. Turns out, creating large technology teams when no consumer or employer brand exists in new markets is no easy task. But don't worry, we got you. Well, technically, Oana's got you, but you know what we mean.

Talent Intelligence is on the rise, with an increasing number of TA teams putting data at the core of their strategy. However, do employers genuinely understand the full potential of TI, how do you get started, and what is the business case for building a specialist resource? My guest this week is Toby Culshaw, Talent Intelligence Leader at Worldwide Amazon Stores. Toby is one of the global pioneers of talent intelligence, having built teams and Philips and Amazon. He has also recently released his first book, "Talent Intelligence - Use Business and People Data to Drive Organizational Performance" Suffice to say, this is a must-listen interview for anyone who wants to know more about the development of talent intelligence.  In the interview, we discuss: What is Talent Intelligence, and how is it developing The business outcomes and value of TI What areas of TA is data intelligence being applied to? Where should TI sit within the organization? Maturity model When TI isn't TI What skills does a TI function need to be successful? Building capability What will be possible in the future? Listen to this podcast on Apple Podcasts.

Hourly hiring remains challenging for many employers, and despite the worsening economic outlook, it will likely remain a huge challenge for several years to come. So what innovations are we seeing in how employers approach hourly hiring and in the technology they are using? What does good look like now, and how will automation define the future? My guest this week is Sean Behr, CEO of Fountain. Over the last few years, Fountain has helped companies hire over 13 million hourly paid workers in more than 75 countries, meaning Sean has a lot of insight to share. In the interview, we discuss: The current talent marketing in hourly hiring The challenges of the last few years Fundamental changes in the workforce that will see hourly hiring continue to be challenging for years to come. What makes employers successful in this market The vital importance of speed in hiring Recruiting automation Using technology to provide a quality candidate, hiring manager, and recruiter experience at scale Really human hiring Personalization Quality versus quantity Why hourly hiring is the most innovative place to be in talent acquisition Listen to this podcast in Apple Podcasts

It’s been a year since Textkernel acquired Sovren, creating a Wonder Twin-style deal that brought the two most well-known resume parsing solutions together. So what better time to catch-up with Textkernel CEO Gerard Mulder to see how things are going while we were in-person at UNLEASH in Paris in October. Lots going on, a lot of growth globally, and maybe even a scoop or two. Enjoy this frank conversation with a Chad & Cheese longtime sponsor. 

With high-profile layoffs in some large technology companies, it is perhaps easy to forget that digital transformation is still driving a massive need for tech talent in employers all over the world. Despite the current economic headwinds, long-term trends are in play that require specific operating and employer brand strategies, particularly in companies that are not traditionally seen as being digital. My guest this week is Blair Bennett, Senior Vice President Global Talent Acquisition at PepsiCo. Digital transformation is creating a significant need for tech talent in their business. In our conversation, Blair talks about the strategy they are putting in place to hire the people they need. In the interview, we discuss: The size and scale of talent acquisition at PepsiCo Market trends and challenges Digital transformation and bringing in new capabilities Repositioning talent acquisition strategy Personalizing candidate experience in competitive talent markets Automation in the TA operating model EVP and employer brand for specific talent cohorts Talent intelligence Geographical targeting and segmentation The role of technology The long term demand for digital talent The future of personalization in talent acquisition Listen to this podcast in Apple Podcast.

Skills based hiring continues to be a growing trend as employers rethink how they attract and assess talent. So how do you define what good looks like and identify the right hires for your organisation? My guest this week is Leadership Strategist and Talent Consultant Ginny Clarke, who formerly ran executive hiring programmes at Google. Ginny is a strong advocate of competency-based recruiting and has some invaluable advice to share.  In the interview, we discuss: Spotting competencies and demonstrated behaviours Talent reviews and performance evaluations How do you define and identify talent? Looking more broader to increase diversity Psychological safety and equity The relationship between leadership and culture Competencies as skills plus knowledge plus ability Deconstructing job roles Looking past employment history and education What does the future of work look like, and how should employers be preparing Listen to this podcast in Apple Podcasts.

In this episode, Katee and Jackye chat with Brandolon Barnett. Brandolon is the author of Dreams Deferred: Recession, Struggle, And The Quest For A Better World. An agent of change in the social impact area, speaker and philanthropist, Barnett was recently elected as @ANC1A commissioner for District 1A06 in Washington, D.C. He was formerly head of corporate social responsibility industry solutions in Salesforce.org’s philanthropy cloud and is the founder of the Democratize Ventures investing and advisory institute. Barnett has promoted development and volunteerism on three continents, led the Bill and Melinda Gates-funded Growfund donor-advised fund effort, and participated in research and consulting engagements at the Council on Foundations and Global Impact. 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

Live at the HR Tech 2022 conference, our guest Sarah White, CEO of Aspect 43, speaks with Mark Feffer about what skills *are* and looks at the bigger picture of the whole movement. We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

Turn down the lights and turn up the Marvin Gaye, because we're talking about VR in recruiting on this episode. Turns out, there's a really cool organization called VisionThree that's raising $80 million to advance virtual reality in schools and partnering with corporations and local governments to increase the level of talent in the workforce. Heather Jackson, chief revenue officer at VisionThree breaks it all down for us. Spoiler alert: It's all Mark Zuckerberg's fault. 

With the news cycle currently dominated by significant layoffs in large tech companies, it is essential to take a step back and consider the longer-term picture. Many employers are still struggling to find the right tech talent. Recent research has shown that skill shortages will continue for years as education systems are not setting students up with the right skills for our AI-dominated future. So what should employers be doing right now to recruit and develop tech professionals, and what is the impact of remote and hybrid working on early careers talent? My guest this week is Atli Thorkelsson, VP of Talent Network at Redpoint Ventures. Atli advises start-ups across Redpoint's portfolio on talent acquisition and development. He has some important insights to share on the current state of the market and the strategies employers need to adopt to deal with the longer terms challenges. In the interview, we discuss: The current state of the tech hiring market Long term challenges Development of early career talent The role of the Chief People Officer Building the right foundations for talent development How do remote-first organizations support mentoring and development? What are the biggest hiring mistakes start-ups make? What can corporate TA functions learn from start-up hiring practices? How will recruiting technology develop in the future? Listen to this podcast on Apple Podcasts.

DE&I remains a major priority for employers, but progress is slow and sometimes completely stuck. So how should companies be thinking about diversity, and what practical actions can they take to build and benefit from teams of difference? My guest this week is writer, broadcaster and consultant Simon Fanshawe. Simon is a well known figure in the UK and has recently published an excellent book, "The Power of Difference". He advocates that progress comes when employers move away from the jargon around DE&I and genuinely understand how building a diverse workforce will drive their specific business objectives.  In the interview, we discuss: The human question of diversity and what does it actually mean. The power of combining difference The dangers of conformity and the imposition of rules Building teams of difference Using data to understand what is happening and why Understanding specific diversity business cases The virtuous circle of selection Is unconscious bias training actually helpful? Redesigning the recruiting process to challenge assumptions The most accurate predictor of future success Making employee resource groups more effective Listen to this podcast on Apple Podcasts. A full transcription will appear here shortly.

Live at the HR tech 2022 conference, our guest Robin Schooling (VP of Growth and Innovation at Cielo) speaks with Mark Feffer about rethinking compensation for up-skilled employees, and how to transition your organization into a learning oriented environment. We're bringing everything back to our roots at this HR Tech conference. Companies are reenforcing their core offerings, and it seems sticking to what they're good at is the best way to shine. Products and organizations are trying to stay their course and make sure they're the best product for a specific goal, instead of trying to be the "all in one" solution that does everything in mediocre fashion. Buy, Build, or Borrow...the age old question. Borrowing skills will never go away, because it's always going to be the most efficient and quick way to solve a unique problem you'll only encounter a few times. Buying skills is difficult, as talent is scarce nowadays. Growing skills might just be the best solution in today's market. Who would have thought that growth platforms and LMS's have become a reasonable alternative to hiring platforms? The only issue is having to rethink titling and compensation for these up-skilled workers. Most companies want to grow their employees from within, but that comes with the added challenge of letting these blossoming employees shine in the manner that they deserve. Internal growth comes with more financial overhead than just the training process; you need to be comfortable with compensating these individuals more for their newly acquired skillset. Getting to a point where learning is acknowledged as an important organizational goal takes a lot of restructuring. Business leaders, upper management, and the company culture all need to be on the same page so that identifying internal growth opportunities is seamless enough to even attempt it. Propping up your employees is no easy task if you never have done it before, but with the right effort and mindset any organization that puts in the effort can get there. We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast!

A volatile talent acquisition market and the immense disruption we are seeing to traditional ways of working our driving significant changes in employer branding strategies. Culture, EVP, and employer brand marketing are going through a period of intense evolution, and it is essential to understand what's happening in this space. My guest this week is Charu Malhotra, Global Head of Talent Branding and Recruitment Marketing at PA Consulting. In our wide ranging conversation recorded at UNLEASH World in Paris, we discussed some of the current issues in employer branding, culture, and retention. In the interview, we discuss: The impact of external forces on talent acquisition Building inclusive workplaces when workforces are increasingly remote Proximity bias in hybrid working How do you create, manage and flex a culture Embedding values in high-performance cultures How does employer branding work on an international scale Focused segmentation and a constant heartbeat of content Employer brand and retention The importance of assessment technology Changing the balance between internal mobility and external attraction Reimagining EVP projects as nimble and responsive instead of one size fits all. Listen to this podcast in Apple Podcasts. A full transcription will appear here shortly.