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

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

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

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

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

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

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

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

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

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

In this episode, Joel and Chad interview Jim Durbin, the Indeed Whisperer, about the challenges and future of job boards and recruitment marketing. They discuss the decline in traffic and revenue for Indeed, the potential expansion into temporary staffing, the importance of social media presence for job boards, and the CareerBuilder-Monster merger. Jim shares his insights on the industry and predicts that a tech company may acquire CareerBuilder and that ZipRecruiter may face challenges. Chapters 00:00 - Introduction of The Indeed Whisperer 02:30 - Indeed's Challenges and Potential Expansion 10:10 - Indeed's Delcine and the Importance of Social Media 13:28 - X as a LinkedIn Killer 19:19 - CareerBuilder-Monster Merger 28:04 - Acquiring CareerBuilder and Challenges for ZipRecruiter Keywords job boards, recruitment marketing, Indeed, temporary staffing, social media, CareerBuilder, Monster, predictions, ZipRecruiter, Job.com, Apollo, Randstad, Talent.com

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

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

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

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

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

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

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

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

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

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

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

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

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

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

This week we interview Recruitics CEO Adam Stafford in front of live audience at TATech. We cover a lot! Adam Stafford shares his diverse background, including roles as a product manager, restaurateur, and DOD supply chain specialist. Recruitics is known for pioneering programmatic job advertising. Launch of AI-powered conversational analytics tool Brion. Recruitics Brion helps non-technical users access recruitment data insights quickly. Discussion on the future of recruitment tech involving more AI and predictive analytics. The industry current challenges include fraud and the volume of AI-generated applicants. Emphasis on meeting candidates where they are and improving matching processes.

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

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

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

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

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

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

This week we welcome the OG HR Famous Tim Sackett. Tim has come up with a great follow up book to the Talent Fix by releasing volume 2 After 5,000 blog posts, at what point do you just write a few books?   With his latest book, Tim brings the wit and humour we all need after a long day in TA.  Fun fact, he is one of the few people who can honestly say they were born to be in this profession. Our favourite takes from his new book: Money fixes everything Hiring Managers are mad because they see us as HR Laughable metrics in TA Talent Streaming Referral to Interview ratio - aim for 90-100%   The Talent Fix Volume 2 is out now!

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

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

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

Recorded LIVE from Transform earlier this year. This episode explores the dynamic changes in the modern workplace including in-depth conversations with Janine Yancey, the CEO and founder of Emtrain. With her rich background as an employment lawyer and her innovative work, Janine provides unique perspectives on transforming HR practices, compliance training, and workplace culture. Episode Chapters 0:00:00 - Podcast Intro 0:00:23 - Live from Transform Las Vegas 0:00:42 - Welcoming Janine Yancey 0:01:03 - Janine Yancey's Background 0:04:03 - Differentiating in a Competitive Market 0:06:10 - Partnerships with Industry Leaders 0:07:39 - Developing Management Skills 0:08:26 - Measuring Team Chemistry 0:09:49 - Building a Unified Team Culture 0:11:00 - Launching New People Analytics Tools 0:14:02 - The Impact of AI on Work 0:17:20 - Evolution of the Workforce

In this compelling episode of Talent Chasing, hosts Brian Johnson and Jasper Spanjaart interview Andy Papathanassiou, whose extraordinary journey takes him from a Stanford football star to NASCAR's first-ever pit crew coach. Andy shares how a severe back injury ended his sports career but led him to revolutionize NASCAR pit crews. Listeners will hear about Andy’s innovative approach, bringing athletic discipline and consistency to the pits, and transforming pit stops into a well-coordinated team effort. His work with Hendrick Motorsports and driver Jeff Gordon resulted in groundbreaking success and numerous championships. Andy also discusses the parallels between sports and business, highlighting lessons in teamwork, practice, and perseverance. Now a keynote speaker, Andy uses pit crew simulations to teach high-performing team dynamics to business leaders. Chapters: Introduction and Guest Overview - 0:00:14 Andy Papathanassiou's Journey Begins - 0:01:04 First Ever Pit Crew Coach - 0:01:39 Discovering NASCAR and Breaking In - 0:03:10 Moving to Charlotte - 0:07:26 The Importance of Consistency - 0:24:16 Innovations in Pit Crew Dynamics - 0:28:42 Impact and Adoption of New Methods in NASCAR - 0:29:41 Pit Crew Training and Development Programs - 0:30:33 Keynote Speaking and Team Building - 0:31:03 Applying NASCAR Lessons to Business - 0:34:15

To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going. Chapters: 0:00:00 - Introduction and Welcome 0:00:35 - Gerry Crispin's Background 0:02:17 - Early Days and Formation of CareerXroads  0:03:09 - The Internet and Job Boards Revolution 0:05:49 - Writing and Publishing the First Book 0:14:45 - Transition to Building a Community 0:16:35 - Reflecting on the Evolution of Talent Acquisition 0:17:31 - AI and the Future of Recruiting  0:19:42 - Current State of Talent Acquisition Technology 0:25:11 - Improving Recruiting Efficiency and Integration 0:30:40 - DEI and the Supreme Court Decision Impact  0:36:01 - Corporate Responsibility and Community Engagement 0:37:01 - Insights from the UNLEASH Conference 0:38:16 - Conclusion and Gerry’s Contact Information

During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow. TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone. This episode features eight industry leaders talking about the practicalities of the revolution ahead: Danny Caines - HR Project Manager International Talent Acquisition at Babcock George Dobbin - Global Head of Talent Acquisition and Development at Sabio Susan McRoberts - Independent HR Consultant  Nicki Paterson - Chief Growth Officer at Solutions Driven Euan Cameron - CEO at Willo Nicolle Sinclair - Talent Engagement Leader at Diageo Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon Jo Grant - Employer Brand Manager UK and Ireland. Follow this podcast on Apple Podcasts.

The pendulum goes back-and-forth. In 2021, a survey was published that showed people had never been more afraid to speak their minds (a shocking 9 out of 10 people have felt emotionally or physically unsafe to speak their mind more than once in the past 18 months. Unsurprisingly, the conversation topics that have generated the most fear include political or social issues (74%) and COVID-19 issues (70%). It was the peak of MeToo and George Floyd cancel culture. Fast forward to today, and thought leaders from Professor Scott Galloway to James Carville are pushing back. It's a lot to digest. That's why we invited Justin Jones-Fosu, founder and CEO of Work. Meaningful. to the show. Author of the upcoming book "Respectfully Disagree," Justin and the boys cover a wide array of topics that many are afraid to bridge, but shouldn't be. If you've ever found yourself keeping quiet, instead of engaging, this is a must-listen. And if you speak your mind on every occasion to do so, it might just be for you too.

Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles. Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization. My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed. In the interview, we discuss: Why she wrote the book The barriers that prevent LGBTQ+ people from being hired or promoted into senior roles Roles models and self-esteem Conscious and unconscious bias Managers reinforcing imposter syndrome. Understanding different experiences Allowing people to do their best work Intersectionality Equity in talent management Advice to employers on inclusive hiring Follow this podcast on Apple Podcasts.

In this episode of Talent Chasing, it's a rundown of former New York Jets GM, Terry Bradway's intersection of sports and business, which focuses on the importance of talent acquisition and retention. They explore the balance between analytics and human intuition in scouting and recruitment, the significance of fostering a positive company culture, and the need for internal mobility to retain talent. The conversation emphasizes that while data is valuable, it should not overshadow the human elements that drive success in both sports and business. Chapters 00:00 Introduction to Talent Chasing 00:53 The Role of Analytics vs. Scouting 07:49 Building a Positive Company Culture 14:58 The Importance of Internal Mobility 20:01 The Limitations of Analytics in Talent Management

Join hosts Brian Johnson and Jasper Spanjaart for an engaging episode of Talent Chasing Podcast as they sit down with NFL legend Terry Bradway. With a career spanning over four decades in the NFL, Bradway shares his journey from playing football at Trenton State College to becoming a General Manager for the New York Jets and a scout and advisor for the Carolina Panthers. In this episode, Bradway discusses his early coaching days, his significant contributions in the USFL, and his long-standing tenure in the NFL. The conversation delves into memorable moments, such as scouting Tony Gonzalez at Cal and discovering Darrelle Revis at Pitt, providing listeners with a unique behind-the-scenes look at the scouting and evaluation processes in professional football. Bradway also reflects on the evolution of the game, the importance of character in players, and the balance between traditional scouting and modern analytics. His insights into building and managing successful teams, the challenges of the NFL, and the importance of treating people right offer valuable lessons for anyone interested in sports management and leadership. Don’t miss this episode filled with anecdotes, lessons, and expert analysis from one of the NFL’s most respected figures. Tune in to hear Terry Bradway’s take on the NFL’s past, present, and future, and why passion and dedication are crucial in the world of professional sports.

Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation? Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers. Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring.  In the interview, we discuss: Why and how we did the research Motivations for being skills-based Some surprising findings The problems with skills taxonomies Talent Acquisition and Talent Management  Training Hiring Managers The way forward for skills-based hiring Download our report " Skills-Based Hiring, The Gap Between Theory and Practice” Follow this podcast on Apple Podcasts.

The SCOOP! Plum is launching Thrive & Flourish Knowing that 68% of hard skills wont exist in the next few years, TA and Talent Management need tools to ensure their people are in the right job. Jason reveals what PLUM scientists have been hard at work on  PLUM Flourish the free assessment for job seekers will now offer career mapping For the ELT with vision to lead their company, PLUM Thrive introduces Culture Mapping To address the culture gap, Talent Management now has the technology to align hard skills and soft skills in just over 8 minutes!   230% growth in 2 years - PLUM is the overnight success that took 12 years to build!

According to Layoffs.fyi, over 200,000 tech industry employees lost their jobs in 2023, and almost 50,000 have already been laid off this year. So what's going on? Well, it's complicated, but - spoiler alert - the world isn't ending for tech pros looking for great opportunities. To help us make sense of it all, we invited Mark Chaffey, CEO at Hackajob on the podcast to understand it all. What's the impact of generative AI and ChatGPT on tech jobs? How can junior tech pros evolve? And what is going on with seed round-level startups after the dust has settled. If you hire techies, it's a must listen to survive today's challenging landscape.

Podcasting at events and conferences is one of my favorite things to do. I love the joy of seeing people face to face, and you get the opportunity to access a broad range of views and expertise around the topics shaping the industry. At the beginning of May, Recruiting Future was an official media partner of The HR Technology Conference Europe in Amsterdam, the first time the event had been held outside of the US.   AI was a central theme in the discussions, and I was eager to gather insights on the current use cases of AI tools, as well as the potential future implications. The first voice you will hear is Rebecca Carr, CPO and acting CEO of SmartRecruiters, talking about AI as a co-pilot and its potential to enhance the very human aspects of recruiting. Next up after Rebecca is my friend and co-author, the ever-present Mervyn Dinnen, talking about his concerns about the impact of AI on employee experience and creativity Finally, I spoke to Norwegian entrepreneur Eivind Arnsten about the AI employer lawyer his company is building and the potential for widespread automation throughout HR processes and activities. Follow this podcast on Apple Podcasts.