This is part two of my mini-series on personalization. So to recap, I feel very strongly that personalization is the new Megatrend in Talent Acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers. So what is possible, and how are employers dealing with the practicalities of personalization in talent acquisition? A few weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was very insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen. In this second set of interviews from the event (check out Episode 435 if you want to hear the others), you'll hear from Derek Braun, Staffing and Recruiting Manager at GoWireless and Steffanie Chaviano, VP of Talent and Patient Access at Autism Learning Partners. Derek and Steffanie talk us through their experiences of using conversational AI to transform the effectiveness of their recruiting strategies. First up, though, is Adam Godson, Chief Product Officer at Paradox, talking about some of the psychology behind conversational interfaces. These are some of the topics you'll find discussed in this episode: Personalisation at scale The psychological elements of conversation design Using conversation to drive processes Connect with people, not software How technology is affecting recruiter career choices Handling high volumes of applicant flow is an engaging way. The importance of being user friendly for hiring managers What does the future of talent acquisition look like Listen to this podcast on Apple Podcasts

We talk about how recruiting’s changed in recent years, and look at some dynamics of the workforce. .

How the talent market’s changed over the last few years, how companies approach diversity, and the joys of product integration.

Jackye and Katee welcome Elena Joy Thurston back to the show to discuss some new tools she is developing for companies as they navigate non-binary workplaces. As usual, Elena Joy brings her experiences and knowledge to the table to make us all think about how we work with others and create inclusive spaces. Thanks for listening! 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

There are a lot of surveys out there. But very few of them have a track record going back 13 years. That's why we invited Employ, the new parent company of Jobvite, JazzHR, and NXTThing RPO and their CMO Allie Kelly to the show to dive into their 2022 Job Seeker Nation Report. The three big themes discussed: The Great Resignation, Automation, and Remote Work (and yes, ghosting came up too). You've got questions? Here are your answers.

We talk about making use of tens of millions of records, and whether analytics in HR deserves all the attention it gets.

Those of you who have read my book Digital Talent (available wherever you get your books!) will know that I feel very strongly that personalization is the new megatrend in talent acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers. Two weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was really insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen. I'll be sharing these interviews over two episodes of the show. Later in this episode, you'll get to hear from Adam Chen, Chief Marketing & Experience Officer at The Amenity Collective, Rachel O'Connell, VP of HR at Great Wolf Lodge and the return to the show of Victor Gains SVP of Talent Acquisition at Aveanna Healthcare. But first of all, I sat down with the amazing Madeline Laurano, Founder of Aptitude Research, to get her views on the drive towards greater personalization. These are some of the topics you'll find discussed in this episode: How technology is driving personalization Creating experiences through conversation High volume recruiting challenges Significantly reducing time to hire Change management Building a consumer grand candidate experience Using personas to differentiate the employee value proposition The role of technology in personalization Implementing technology The future of talent acquisition Listen to this podcast on Apple Podcasts.

Employer branding has always been important, but it is now absolutely critical to employers if they want to connect, engage and influence in demand talent. Employer branding isn't easy and for larger organisations building a global employer brand is a significant undertaking. So how do you make the business case for employer branding, and how does employer brand activation work amid all of the challenges 2022 poses for employers? My guest this week is Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com. Marije is highly experienced at building successful employer brands across multiple countries and has a massive amount of valuable insight to share. In the interview, we discuss: Challenges of becoming one company with one story Evolving recruiting challenges How strong consumer brands create challenges for employer brands The importance of culture in candidate choice Why invest in a global employer brand? How employer brand strategy enables the business strategy Storytelling and linking authentic people centric stories to EVP pillars Strategically positioning podcasting as long form content. The role of data and technology Segmentation Advice to other employers on developing a global employer brand What does the future look like? Listen to this podcast on Apple Podcasts.

We talk about the Great Resignation and its impact, how employers are reacting, and more.

In this episode, Jackye and Katee chat with Zach Nunn about his podcast, the work he is passionate about and how to be better. Zach is a respected DEI expert, with a deep understanding of the challenges employees experience and the intersecting factors that lead to disengagement, attrition, and PR crises. And he is a "table shaker". Enjoy! 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

How to Increase the Quality of Your Applicants Leah Daniels, Chief Commercial Officer at JobSync shares how complicated problems, like getting your ATS to play nice with job boards can be solved. So don't kick your ATS to the curb until you check out JobSync. Myth buster - Quick apply does not automatically equal low quality applicants.  Getting on the same page with your Hiring Manager, follow Leah’s no-nonsense approach, guaranteed to work every time. The legacy of ‘If they really want to work here’, although not everyone can be saved from that sinking ship, if we can get Hiring Managers to actively participate in their own rescue, there’s hope we can fill that vacant role.  Find out the truth behind who invented Register to Apply and why. Mic drop moment.

We talk about the movement of analytics into HR, the notion of providing access to end users, and some recent moves the company’s made,

We discuss the challenges of incorporating data into hiring , how that impacts recruiters and what’s doing with Talview’s roadmap.

After over two years of unprecedented disruption, it has become evident that things have changed forever. However, many employers are still attempting to stick with the talent acquisition and employee experience strategies they had before the pandemic.  So what are the dangers of behaving as if nothing has changed, and how should companies now set their strategies for the long term? My guest this week is Amanda Black, Director of Inclusive Search at Good Works Consulting. Amanda has wide-ranging experience in talent acquisition and DE&I and has some expert insights to share on the long term impact of The Great Resignation. In the interview, we discuss: A disrupted talent market Shifts in the employer/employee model Revealing inequalities in the system Permanently changed expectations Long term solutions and The Great Opportunity How successful employers are shifting their employee experience Modelling and demonstrating values Are companies taking DE&I seriously? Listen to this podcast on Apple Podcasts

We talk with Shay David about the labor market, automation and the changes in store for business,

The challenges of 2022 are causing many organisations to think very differently about talent. The employers who are getting it right are looking holistically at talent acquisition, development, retention and attrition to create the opportunity to build a talent dense organisation. So what does this look like in practice, and how can your company get there? My guest this week is Taylor Roa, Director of Talent at Wistia. Wistia is a growing technology company with an incredible culture and a big focus on talent density. They also use video as their superpower to showcase their unique employer brand. In the interview, we discuss: Recruiting challenges at Wistia Meaningful work and culture versus cash and compromise Using video to represent the company culture authentically. Making a competitive advantage of putting people first Becoming a talent dense organisation Why retention is not about trapping people Being a business that it is good to be from How the pandemic has changed work Advice on getting more from video in employer branding A defining decade in the future of work A full transcript will appear here shortly. Listen to this podcast on Apple. 

We talk about the past and future of on-demand, virtual coaching.

What's your favorite brick-related song? (She's a) "Brick House? "Another Brick in the Wall"? Maybe Ben Folds' simply titled "Brick"? Anyway, startup Bryq is hoping they'll be your new favorite "brick." Don't worry, we'll cover the name and URL - among lots of other things - on Firing Squad when CEO and co-founder Markellos Diorinos enters the pit to take on HR's most dangerous podcast. Diorinos says his company is "a unicorn-to-be." Oh, really? Well, we'll be the judge of that.

So what are Recruiters getting paid? Greenwich.HR collects real-time data on jobs from 59 countries around the world. Their advanced analytics will inform supply and demand across any industry sector.  Cary Sparrow, CEO of Greenwich.HR surprised us with what is really happening in terms of demand for Recruiters and pay rates. We hear so much about wage inflation, but it's not happening here in Canada.  Find out the truth vs what is just clickbait headlines for the top 20 highest demand jobs.   And of course, our favourite question on disruption in HR/Talent Acquisition, the answer may surprise you too!

Coming down from the high of the recent iCIMS acquisition of CandidateID, former CEO Adam Gordon of CandidateID and Mike Wilczak, chief product & development officer at iCIMS, join Chad & Cheese for the "morning-after" recap of the deal. Included are tips for startups who want to be acquired, whether it's better to buy or build your next feature set, and what the future looks like for iCIMS and CandidateID customers alike.

With a growing number of use cases, people analytics continues to develop both in sophistication and the amount of value it drives for employers. However, despite the quantum leap in recruiting technology we've seen in the last few years, I still feel that talent acquisition is significantly lagging behind where it should be in terms of data and analytics.  My guest this week is Vic Akosile, an HR Strategy Consultant at Humananalytics. Vic is a highly experienced people analytics specialist. He gives us an excellent overview of what is going on in the space and what talent acquisition leaders need to consider if they want to develop their data and analytics capability. In the interview, we discuss: The evolution of People Analytics Cutting edge use cases Increasing digital interactions mean increasing amounts of data. People Analytics in talent acquisition How to develop more sophistication in People Analytics What trends is technology driving Using sentiment and network analysis to help with retention Where is People Analytics going in the future? Listen to this podcast on Apple Podcasts

Skuid CEO Ryan Niemann talks about the impact of low-code development on HR and technology.

Some of my favourite conversations in the last six months have been around inclusive hiring. Many people are doing brilliant work to support people from marginalised groups into the workforce, and I've learnt a lot from talking to employers like Timpson and organisations like The Bridge of Hope. In this episode, we're going to explore what happens when an employer removes all screening, all background checks and all education and experience requirements from their hiring to be more inclusive. What are the advantages, the challenges, and the results? My guest this week is Nykeba King, Global Head of Inclusion at The Body Shop. A few years ago, The Body Shop created an Open Hiring program to ensure they were being as inclusive as possible. It's a strategy that has produced some amazing results, and it is now giving them a unique competitive advantage in today's challenging talent markets. In the interview, we discuss: Recruiting challenges at The Body Shop What is Open Hiring, and how does it work? No background checks, no screening, no education requirements How Open Hiring is helping The Body Shop in the current talent markets Making recruiting more purposeful with "Targeted Recruitment." Replacing scrutiny with trust Removing barriers and removing bias Implementation challenges The danger of second-guessing someone's ability to do a job Wrap-around support to build an inclusive workplace Time to hire, performance and retention What's next for Open Hiring Listen to this podcast on Apple Podcasts.

We discuss the craziness of today’s labor market, as well the adaptive employee experience and the company’s approach to people analytics,

What happens when you get HR's most dangerous podcast together with the industry's most popular TikTok celebrity? Yup, insanity! The boys bring on Leigh Henderson, A.K.A., HR Manifesto, to reveal the secrets of TikTok success for employers. We also dig-in to hear Leigh's story of how she went from Fortune 100 executive to social media darling. We'd write more, but you people apparently have no attention span whatsoever ... thanks, TikTok!

Background screen keeps getting more complex. And so does the technology behind it.

Whether it's the Great Resignation or the Great Reset, whatever you choose to call it, it is undeniable that employers are currently finding it extremely challenging to attract and retain talent. So which strategies should companies be exploring to improve their odds in such a difficult market?  My guest this week is Christine Wzorek, CEO and Founder of White Label Advisors. Christine is a highly experienced HR leader and has essential advice about building holistic human capital strategies to deal with these incredibly challenging times. In the interview, we discuss: What is driving the Great Resignation? Employer engagement, happiness and fulfilment Adapting to the new reality Why talent acquisition needs to mirror sales Treating candidates in a hospitality orientated way Transparency in reward strategies Scaling L&D with technology Levelling the playing field for diverse talent Gender equality The future of talent acquisition and HR Listen to this podcast on Apple Podcasts.

I've been a keen follower of the Job Board market for several decades. It's been a market that has often been very slow to evolve, but the pace of innovation has increased considerably over the last few years. So what effect has the pandemic had on the job board industry, and what is its likely future direction? My guest this week is Steven Rothberg, Founder and Chief Visionary Officer of College Recruiter. Steven has been in the job board industry since it started, and I could think of no better person to give us an update on the current state of the market.  How have job boards evolved over time The programmatic revolution Recruiting marketing budget consolidation How has the pandemic changed things for job boards Why do job boards need to reduce the friction they are causing in the candidate journey. Market consolidation What is the future of job boards? Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly.

In this episode, Jackye and Katee get to talk to Julien LeFort. Julien has a passion for developing people and for empowering them to learn, grow and discover their inner selves. His journey has taken him through the implementation of people development programs around topics such as culture and values, employee engagement, mentoring, training, leadership development, and building competency-based frameworks. We talk about this and about how to become more resilient.

What performance management's changes mean for managers, employees. and performance.

If Ironman’s Jarvis has a baby, is what the newest announcement from This Way Global has coming down. Their partnership with IBM’s Watson is about to take a bite out of the mundane work, that no one in HR likes to do.  Crazy times in the VC world where taking too much money (yes, there is such as thing). Angela gave us just a little hint about how incredible their time as a Google Accelerator was and how it opened doors.  Check out the news wire from Bloomberg! https://landingpage.thiswayglobal.com/ibm-0

Diversity, equity and inclusion are still on the tip of many employers' tongues. However, things like a global pandemic and a world on the edge of World War III have stolen a lot of the spotlight in recent years. So, do employers still care as much as they did just two years ago? It's something to consider, and that's why Chad & Cheese have brought back Barb Hyman, founder and CEO of Predictive Hire. And that's just one topic. If DEI is important to your organization - and you know it should be - then this is a must-listen.

Expanding candidate pools, speeding up the recruiting process and diversity hiring are all key talent acquisition challenges in 2022. While technology is never a magic fix everything solution, it is becoming evident that as AI becomes more sophisticated, it can offer employers some of the tools needed to meet these challenges. So what are the latest use cases for AI in talent acquisition, and how is it driving skills based decision making? My guest this week is Andrea Shiah, Head of Talent Strategy and Transformation at Eightfold. Andrea was formerly Global Head of Talent Acquisition at American Express and has some unique insights into the development of AI in recruiting. In the interview, we discuss: What it takes to be successful in the current recruiting landscape Modernising talent acquisition Speeding up recruiting using skills intelligence and automation The danger of leaving the strongest candidates on the table Using adjacent skills to broaden candidate pools DE&I and skills based decision making Listen to this podcast on Apple Podcasts.

The changes in today’s workplace and the challenges of getting workers what they want.

I know that many TA Leaders who listen to the podcast are currently scaling or rebuilding their talent acquisition teams. Market challenges and rapid advancements in the sophistication and availability of technology have changed the game for talent acquisition in the last 24 months. So how do you structure and scale a high performing talent acquisition team to meet the needs of 2022? My guest this week is Alison Kaizer, Head of Talent at Lunchbox. Alison is currently scaling a talent acquisition team in a highly challenging market sector and has some practical insights on tech stacks, team structure, metrics and competitive advantage. In the interview, we discuss: The difference between a good TA team and a world-class TA team The current market for tech talent Communicating culture in a remote process Putting technology at the centre and building a scaleable tech stack How to find, assess and structure a TA team What are the metrics that matter? Using mission and culture to drive competitive advantage What's next for talent acquisition? Listen to this podcast on Apple Podcasts.

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 415: LinkedIn & Career Breaks Ep 416: Asynchronous Working Ep 417: Optimizing The Recruiting Process Ep 418: A Mindful Return Ep 419: Speeding Up Hiring Ep 420: The Project Economy Ep 421: The Purpose Gap Ep 422: Digital Talent Ep 423: Perfecting The Candidate Experience Listen to this podcast in Apple Podcasts

Since the pandemic began, Grayscale CEO Ty Abernethy's seen some interesting shifts in the way candidates and employers approach hiring, and getting hired.

Resumes are dead. Sourcing is pointless. Applicant tracking systems have failed us. At least that's the opinion of Maya Huber, co-founder, and CEO of Skillset, an Israeli-based job skills test platform. Is she right? Well, Chad & Cheese have some questions ... let's leave it at that. Have a listen and make up your own mind.

It's now an obvious thing to say that the pandemic has created an inflection point in the future of work. However, understanding which of the current trends we are seeing will become the long term trends that shape this future is a challenge, particularly when demographics and technology also have a big part to play.  To help me make sense of all of this and give us a professional opinion on how things might develop, my guest this week is Katy Tynan, Principal Analyst at Forrester. Katy specialises in both the employee experience and the future of work and has a vast amount of expert insight to share. In the interview, we discuss: The current state of talent markets Demographic shifts The working from anywhere trend Breaking down generational stereotypes Designing culture and working practices around employees and customers The importance of listening Values What does the career of the future look like The technology ecosystem The importance of collaboration  Managing uncertainty What can we expect in the near term future? Follow this podcast on Apple Podcasts.

Delivering a high-quality candidate experience isn't easy, but it has arguably never been more critical with the recruiting challenges employers are now experiencing. Over all the years that candidate experience has been an industry talking point, what has become clear to me is that it is fundamentally a strategic rather than a tactical issue. My guest this week is Carlos Fernandez, Director of Talent Acquisition at Houston Methodist. Houston Methodist puts innovation at the heart of its corporate strategy, and its approach to candidate experience reflects this.  In the interview, we discuss: Recruiting challenges in the healthcare sector The quality of candidate care mirroring the quality of patient care Standing out as an employer. Candidate experience strategy The "Know Me Experience" and voice of the customer research The role of technology Virtual chat, candidate capture and auto-scheduling Using technology to connect candidates with humans quickly Change management The future of talent acquisition Follow this podcast on Apple Podcasts.

We talk with Josh Cohen, digital marketing director for the SMB services platform Upnetic.

We talk about how learning is evolving, what works and what might not, and Virti’s approach to it all.

In this episode, Jackye and Katee have a conversation with Maia Ervin, Chief People Officer for JUV Consulting. Maia leads social impact, human resources, and company culture. She uses her experience as a Queer Black womxn speaking out against systematic oppression and inequities to foster work policies and culture that minoritizes folks can thrive in and be proud of. Her dream is to continue to provide platforms for young Black womxn to express themselves authentically without judgment. Fostering comfortable spaces where Black folks can express and create comfortably will always be top of the mind for Maia. Maia is a college graduate hailing from Queens, New York and she shares all the good stuff! 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 podcast 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

Quit rates have reached record levels and employees are making their voices heard. But how can a company change the narrative and retain employees through empowering their people?   The lived experience of an employee working for Trianual is how founder and CEO Chris Ronzio defines culture and he's ready to bet $5,000 cash money that any aligned candidate will buy into his company and culture.  Wait a minute, is this really power to the people or a cheap publicity stunt? The numbers do not lie and the mantra of "Hold Us Accountable" can help hiring companies as they peer into the organizational mirror seeking answers. Will this type of strategy help your company thrive?  Trianual is thriving, listen to why. 

So today is the international publication date for Digital Talent, the book I've spent the last couple of years writing with Mervyn Dinnen. We're incredibly excited that everyone can finally get to read it and wanted to record a special show to discuss the themes and some of the significant learnings from our research. In a disrupted and technology-enabled world of work, the ability to attract, recruit and retain people with digital skills can be the difference between business success and business failure. Our book explores how employers can do this successfully. I am absolutely delighted that Trish Macfarlane, host of the legendary HR Happy Hour podcast, has agreed to be our guest host and interview Mervyn and me for this episode. Enjoy the conversation! In the interview, we discuss: Why we wrote Digital Talent How digital skills are critical to a company's success Speed, quality and humanity in Talent Acquisition Personalizing talent experience Aspiration vs Reality Hybrid, remote and talent intelligence Work Tech trends What are cutting edge employers doing to attract digital talent Total talent thinking Listen to this podcast in Apple Podcasts.

With a bank account bursting at the seams, how do you wisely spend $120 million? Talent.com is a job aggregator, much like Indeed. Can they really take on the giants like Indeed and Zip?  We talked with Rob about how they will spend the money. Talent.com is a Canadian firm whos’ about to expand their offerings and venture into other countries.  We talked about how remote work has unlocked how candidates look for work outside traditional borders and Talent.com The struggle is real for employers of all sizes. More Jobs, fewer applicants. For those in the services sectors, like healthcare and blue collar, the CPC and CPA is up 50%, will it continue to climb? 

Automation in the interview space is smokin' hot, and Indianapolis-based Qualifi is hoping the profit off the trend by providing automated phone pre-screening for healthcare pros, truckers, and more ... with the actual deep-dive interview done by humans. It's either a home run or a total face-plant, offering too little, too late in an ever-automating world. (What do you mean no video!?!?!) You be the judge. Actually, just let Chad & Cheese be the judge ... that's what they're here for anyway.

As we all know, recruiting and retention are tough at the moment, and employers need to work harder than ever to acquire and keep the talent they need. Purpose is often talked about as a critical differentiator in employer branding, but what does that actually mean in practical terms? New research from Cognizant has revealed just how important purpose is at work and has also highlighted a growing disconnect between employers and younger workers. So what does purpose mean for Gen Z employees, and what should employers be doing to close the purpose gap. I'm joined this week by Eduardo Plastino, Director of The Cognizant Center for the Future of Work, to talk through the research and explore its implications. In the interview, we discuss: Defining the purpose gap The increasing leverage of employees Understanding what is important to the Gen Z workforce Scepticism around employers' messaging on critical issues such as climate change and DE&I Shared values Implications for employers How to fix the purpose gap Aligning external employer brand communication with internal reality Advice to talent acquisition teams on how brand, marketing and recruiting process can demonstrate an employer is a great place to work. Listen to this podcast in Apple Podcasts.