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

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

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

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

TRF feat Job Board Geeks Reunited! Steven Rothsberg Founder of College Recruiter and Jeff Dickey-Chasins The Job Board Doctor join us for a 2023 year in review. Niche job board traffic was flat while Freelance work sites like Upwork are doing well. The big 5 job boards are returning to pre-pandemic levels.  Google for jobs didn't get the big YAWN that X jobs board did! Indeed is seeing strong growth in Europe while disrupting their own market in Canada & US Predictions for the TA industry from each of us. 

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese interview Jack Berkowitz, the Chief Data Officer at ADP. They discuss various topics such as ADP's data-driven approach, AI strategy, skills graph, personalized employee experiences, and the intersection of HR and marketing. Berkowitz highlights the importance of treating employees as consumers, leveraging data for talent acquisition and management, and the role of ADP Ventures in engaging startups. He emphasizes ADP's focus on data flow and its impact on delivering cohesive experiences across various HR functions. The conversation delves into ADP's commitment to respecting data rights, collaborating with government entities, and their excitement about AI advancements in their Gen.AI project. Berkowitz also mentions companies like Vizier and Workday, discussing their impact and contributions to the HR tech ecosystem. Overall, the interview emphasizes ADP's data-centric approach and its evolution towards personalized, impactful HR solutions. To learn more about Fuel50, visit https://fuel50.com.

It's been a year since Generative AI burst onto the scene and took over the entire TA conversation for 2023. Some of the predictions made back then about its immediate impact on the world of work were out there, even for something that clearly has so much disruptive potential. So, one year on, where have we got to? What are the genuine use cases, what is still hype, and how will AI actually transform talent acquisition over the next few years? My guests this week, Adam Godson, President and Chief Product Officer at Paradox and Yael Florenthal, VP of Product at Paradox, are the perfect people to answer these questions.  In the interview, we discuss: How AI has evolved in the last six months Slow gains but clearer potential Generative AI versus Conversational AI What AI can and can't do in the context of Talent Acquisition Where is adoption the quickest? TA process re-engineering What will things look like in two years and five years? Emotional work versus repeatable tasks Implications for recruiters and their careers AI and Job Seekers Advice TA leaders on AI strategy What progress can we expect in 2024? Listen to this podcast on Apple Podcasts.

How employers work with vendors, why even small businesses need data and technology’s role in keeping everybody happy.

One of the key themes from my conversations with TA practitioners on the podcast this year has been the importance of flexibility and agility. This isn't surprising, as we seem to be bouncing between panic mass hiring and panic mass layoffs faster than ever when it comes to in-house recruiting teams. This situation can't be sustainable! However, opportunity always comes out of chaos, and outsourcing to achieve the flexibility needed in these disruptive times is certainly something on the radar of many employers. So how are RPOs evolving to meet the current market conditions, and what might the future of TA function look like? My guest this week is Don Farr, Managing Director North America at Talent Works. Don is a highly experienced previous Head of Talent Acquisition and is the perfect person to talk to about the future relationship between TA and RPO. In the interview, we discuss: Talent Acquisition challenges for 2024 The evolution of RPO since the pandemic Hybrid, customized and project-based. RPOs versus Agencies Implementation and Onboarding Innovating with technology What will the TA Team of the future look like? Listen to this podcast on Apple Podcasts.

🎙️ In this engaging episode of The Inclusive AF Podcast, hosts Jackye Clayton and Katee Van Horn sit down with Dr. Carol Parker Walsh to delve into the power of authenticity, emotional intelligence, and inclusive leadership in the modern workplace. 🌟 Dr. Walsh, an executive leadership consultant and advocate for women and women of color in organizations, brings her expertise to the table, sharing insights on reframing executive presence, creating psychological safety, and integrating technology without losing human connection. 🌍 Join the conversation about embracing authenticity at work, challenging traditional molds of behavior, and promoting inclusivity in hiring and leadership practices. Hear personal experiences, expert advice, and discussions on the importance of grace, empathy, and creating spaces for individuals to be their true selves. #InclusiveLeadership #AuthenticityAtWork #EmotionalIntelligence #GraceInLeadership #CulturalChange #InclusiveWorkplaces #DiversityAndInclusion #PsychologicalSafety #TechAndHumanConnection #EmpowerWomen Don't miss out on this thought-provoking discussion – tune in now! 🎧

Gen Senior Customer Advisor Leigh Miller dives into the company's latest benchmarking results.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese sit down for a candid conversation with Philip Dur, co-founder of Peakspan Capital. They discuss partnering with growth-stage companies post-product market fit, offering domain expertise and capital. Dur also highlights focus, talent, and scalability challenges for startups on our space, and they also delve into investment strategies, avoiding trendy markets, focusing on high-impact solutions, and foreseeing societal responsibility in HR tech. To learn more about Fuel50, visit https://fuel50.com.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese interview Doug Shagham, Head of People Data and Insights at Johnson & Johnson. Shagam shares his unconventional journey from aspiring drummer to data analytics, emphasizing the power of people analytics and storytelling in HR. He discusses integrating multiple HR platforms, democratizing data, and shaping J&J's talent acquisition. Highlighting their J&J Learn program, he explores skills inference, employee growth, and the significance of sharing the company's vision with its workforce. Shagham's insights reflect the intersection of data, technology, and employee experience in HR. To learn more about Fuel50, visit https://fuel50.com.

Employer Value Propositions are potent tools that attract talent, retain talent, and shape the future of organizations. However, we don't talk about EVPS enough, and they are regularly confused with Employer Brands when they are discussed. So, what are the benefits of an effective EVP, and do you define one? My guest this week is Vicki Saunders, Founder of The EVP Consultancy. Vicki is a highly experienced expert in this field and has worked on EVPs in-house at Currys, BAE Systems, and Boots. She has a vast amount of knowledge to share, and this is an absolutely must-listen episode. In the interview, we discuss: The difference between EVP, Employer Branding, and Recruitment Marketing The value to employers of an effective EVP Strategic workforce planning and building the future of the organization Supporting DE&I Where should the responsibility for EVP sit? Authentic, Differentiated, Resonating, and Future Focused Pillars are proof points. Measurement Internal Comms and Employee Experience The role of technology Anticipating the future and evolving Listen to this podcast on Apple Podcasts.

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

AI is a game changer for talent acquisition, and as we start to move from the hype phase to the doing phase, its potential capabilities and current limitations are becoming more apparent. So what can and can't AI do for talent acquisition right now, and how will things develop in the future? My guest this week is Mona Khalil, Senior Manager Data Science at Greenhouse. As well as building AI into their products, Greenhouse has done extensive research with both TA leaders and job seekers to understand the potential positive and negative impacts of generative AI on recruiting. In the interview, we discuss: Current talent market challenges Employer uptake of generative AI Reducing bias versus codifying bias Levels of nuance in decision-making Parsing and normalizing candidate data Are employers monitoring AI effectively? Asking vendors the right questions about their AI integrations How do candidates feel about AI? What does the future look like Listen to this podcast on Apple Podcasts.

How could the boys head to Europe for UNLEASH World and not get a hot take on the current state of the continent when it comes to the world of work? European businesses like Personio, HiBob, Job&Talent and others are shaking things up, and it goes both ways with the likes of Appcast reshaping European stalwarts like Stepstone. That's why we invited Hendrik Schmahl, Partner at EY in Berlin to the Textkernel booth for a chat. Schmahl is busy leading the consulting practice advancing HR transformation and digitization, but found some time for Chad & Cheese. If you're looking for a different take on how things are evolving in Europe, and particularly in Germany, then this interview is a must.

As we come to the end of another interesting year, I know that many of you will be looking towards 2024 and planning for the new year ahead. One of the best things about 2023 for me has been the opportunity to get back on stage and start presenting again. I've spoken at prominent industry events, including The HR Technology Conference in the US and The CIPD Annual Conference in the UK, and delivered talks and workshops for several employers. Back in September, I spoke at the ATAP Global TA Day about the future of Talent Acquisition, and I'm delighted to be able to share the audio of my presentation as this week's podcast. If you're unfamiliar with ATAP, it is short for The Association of Talent Acquisition Professionals, and they do some great work around standards and training in the industry. Their website is here, and you can get a 50% membership discount using the code ATAP50 before the end of the year. In my presentation, I talk about: Why we can't predict the future but how we can have strategic foresight Three Forces Shaping Talent Acquisition Three Critical Trends for 2024 Practical steps you can take right now to stay ahead of the curve Listen to this podcast on Apple Podcasts

The overhiring in the technology sector at the end of the pandemic, the resulting layoffs, and the knock-on effects on talent acquisition have been well-documented this year. However, big tech isn't the only area where this has happened. Other talent markets have also been through a similar journey. So how can employers hire more sustainably, and what new talent strategies are companies adopting to build more flexibility? My guest this week is Carina Clingman, Founder and CEO of Recruitomics, a talent consultancy working with start-ups and scale-ups in the Biotech industry. The Biotech industry has had a big issue with overhiring in the last few years. Carina has some insights on sustainable hiring models, which are also relevant in many other sectors. In the interview, we discuss: The changing talent marketing in Biotech Challenging for scaling companies Aligning talent strategies with business goals Fractional hiring Understanding candidate motivations Balancing growth with sustainable hiring The dangers of overhiring What can larger employers learn from start-ups and scale-ups Total talent thinking What is the future for recruiters? Listen to this podcast on Apple Podcasts.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, this episode features Larry McAlister, a three-time CHRO and author. We discuss his book "The Power to Transform," which serves as a field guide for building a human-centered, tech-enabled work culture. The episode also covers various topics, including the importance of HR technology, the need for HR professionals to embrace technology, and the impact of generative AI on the industry. Larry emphasizes the importance of self-care for job seekers and offers advice on how to make oneself more marketable in the evolving job market. The podcast also touches on the potential ethical issues and risks associated with AI in recruiting. Larry can be found on LinkedIn or at his website, LarryMcAlisterBook.com, and his book is available on Amazon. To learn more about Fuel50, visit https://fuel50.com.

The world is a volatile place. Inflation, conflict, elections and AI, to name a few, have meant a lot of things in business are taking a pause. Mergers and acquisitions are no exception. However, things are still moving, and signs of new life are everywhere. That's why we invited Georgios Markikus, managing partner at Venero Capital Advisors to the Textkernel booth in Paris at UNLEASH World to chat about the state of M&A. From the recent Clevy acquisition by Fountain to the current thawing of markets to how hungry private equity is at the moment to make things happen. Turns out, there's a lot of dry powder out there, which not only makes this interview interesting, but necessary for anyone who makes their living in workforce businesses.

Three and a half years on from the first pandemic lockdowns, the debate about returning to the office still rages on. However, despite all the noise this year, as some large well-known companies tried yet again to force their employees back to the office, many employers have embraced the reality of remote and hybrid and are working hard to adjust and deal with the challenges of having a distributed workforce.  Culture and connection are often cited as reasons companies want to bring people back to their offices, particularly when supporting the new generation entering the workforce. So, what are remote and hybrid organizations doing to address these challenges without invoking a mandatory return to the office?  My guest this week is Dena Singleton, Chief People Officer at Kajabi. Kajabi strongly focuses on developing its culture and building connections within its organization, and Dina has some excellent advice to share. In the interview, we discuss: The unique market that Kajabi serves TA challenges Job vs Opportunities Building culture and connection Foster community Supporting the new generation in the workforce Onboarding The impact of AI on the talent function The future of work Listen to this podcast on Apple Podcasts.

The last 18 months have seen colossal talent market disruption in the tech industry, with large-scale layoffs continuing as the companies attempt to rebalance after a post-pandemic hiring frenzy. So how has this ongoing disruption affected start-up and scale-up businesses in the tech sector, and what lessons could the wider talent acquisition community learn from the way talent strategies are being reshaped My guest this week is Lorraine Buhannic, SVP & Head of Talent at VC firm Juxtapose. Lorraine advises Juxtapose's portfolio companies on the talent strategies they need to hire, develop and retain high-performing talent in these very volatile times.  In the interview, we discuss: Current market challenges Recruiting CEOs Developing a board-level community of talent Why talent is even more critical in a downturn The compression of middle management The long-term implications of losing experienced managers Why the most interesting jobs are often at early-stage companies Removing silos in the talent function The impact of leadership on hiring and retention What does the future look like Subscribe to this podcast in Apple Podcasts.

They care more about results than how things operate under the hood.

Transforming TA into a strategic function that can prove its long-term value to the business has been a critical topic on the show this year.  AI, uneven talent markets and challenging economic factors continue to cause widespread market disruption, and TA leaders need to drive their function in a more strategic direction. As we race towards 2024, I will continue to seek out strategic thinkers who can share the insights we need to move the industry forward. My guest this week is Marcel Rütten. Marcel is a consultant, author, podcaster, conference organiser and former Global TA Leader who knows what it takes to build a highly strategic TA function. In the interview, we discuss: Talent market trends Proving TA's strategic importance to the C-Suite Aligning TA strategy with business strategy Uncovering the real issues in hiring and retention Tools and technologies Root cause analysis  The balance between time, cost and quality Using data to analyse candidate behaviour What impact will generative AI have on talent acquisition What will recruiting look like in 5 years? Listen to this podcast on Apple Podcasts.

The impact data can have on business outcomes, and what's involved with AI, data and automation.

The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition.  So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need? My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring. In the interview, we discuss: The biggest challenges in the talent market Bottlenecks in the hiring process The evolution of skills-based hiring Increasing talent mobility Strategies to reduce bias Combing pieces of evidence  Does AI increase or decrease bias? AI as a job creation tool How can talent acquisition better use data What does the future look like, and how quickly will the recruiter's role change? Listen to this podcast on Apple Podcasts.

Talent Acquisition is in a state of fast-accelerating disruption, and it has never been more critical for TA leaders to demonstrate the strategic value of their function. However, in the current volatile environment, many organisations are still struggling to get the essential elements of recruiting right. So what should TA teams be focusing on to make sure they are fit for purpose in an uncertain future? My guests this week are Kurt Bridge and Christian Le Loux from Macramé Consulting. Kurt and Christian are both highly experienced TA Leaders. They have much advice to share on building the right foundations for talent acquisition and implementing effective data-driven recruiting. In the interview, we discuss: How do TA Teams innovate Fractional leadership and scalability Building a foundation to be strategic Operating models, workflows and experience What is data-driven recruiting? Proving strategic value to the organisation Combating short-termism What will TA look like in the future? Listen to this podcast in Apple Podcasts.

The future path of remote work, and how AI fits in.

AI and recruiting have been extensively discussed this year in podcasts, blogs, conferences, webinars and LinkedIn posts. However, the one angle I've not seen covered is what it is like to recruit for AI professionals.  Such a new industry means a severe shortage of experienced talent, and AI companies must work hard to outsmart their talent market competition. My guest this week is Lauren Saltus, a Senior Recruiter at Runway, an AI research company focused on the creative sectors. In our conversation, Lauren shares her experience of refocusing to become a specialist AI recruiter and discusses some of the critical factors that influence talent in this area. There are some great insights here, not just for AI recruiting but for anyone who is operating in a market where there is a significant skill shortage. In the interview, we discuss: The current state of tech recruiting and why AI recruiting is different Accelerator programs to develop deeper talent pipelines Creating a research brand to attract talent Individual managers as talent magnets Diverse hiring, bias and recruiting people with untraditional backgrounds Training AI on diverse datasets What is the future for recruiters? Listen to this podcast on Apple Podcasts.

We had the opportunity to interview at #HRTech Conference Adam Godson, President and Chief Product Officer of Paradox.ai Adam's unique journey, beginning as a recruiter and seamlessly transitioning into the technology side of HR, lends a distinctive perspective to his role. Paradox.ai's innovative approach to conversational AI for talent acquisition, which streamlines and automates processes to allow recruiters to focus on meaningful candidate interactions. The impact of their AI solutions, as showcased with high-profile clients like McDonald's, where they have significantly reduced time-to-hire. Adam's take on the adoption of AI in HR, emphasizing the importance of solving real business problems rather than just embracing technology for the sake of it. The role of AI in talent attraction and talent retention, along with practical applications to enhance the candidate experience. Adam's insights on the future of recruiting, highlighting the transition from administrative tasks to more engaging and relationship-focused work. The positive impact of AI on candidate experience through the reduction of friction and streamlining of processes. The transformative nature of conversational AI, bridging the gap between automation and a positive candidate experience.

How changes in hiring have impacted employer brands.

Employee retention. Ever heard of it? It’s kind of a big deal. See, employers would rather hold on to the existing crop of workers than have to go back to the well year after year. Ever heard of the gaming industry? Yeah, it’s kind of a big deal too, and hold onto those employees are particularly tricky. Good thing we ran into Madeline Laurano, the founder and chief analyst of Aptitude Research, while we were in Paris at Unleash, because she actually gave a presentation on the topic and decided to hangout with your boys in the Textkernel booth for some knowledge droppin’. 

TRF feat Sachit Kamat Chief Product Officer with Eightfold.ai We were floored by the deep understanding of TA coming with Sachit from his days at Linked In being ported over to his role at Eightfold.ai.  Their foundation is solidly planted in AI helping organizations figure out what skills they already have and effectively connect them to the biggest problems the company is trying to solve. Companies who are scaling up or taking inventory of their current talent, we unpack what Talent Intelligence means in the real world. It's knowing who's available when, what skills, and then, that should create your go to market as far as talent attraction.  Advice for TA leaders on efficiencies gained when AI is fully informed, it is quality time where your talents are best used and that is with the business. 

Do employees really care if it's AI behind a solution?

Did you happen to catch ERIN at the SHRM show this summer? If you did, you’re probably wearing a Chad & Cheese T-shirt right now. You also probably learned about a start-up in the employee referral space who just raised millions for their business. In case you missed it, employers say referrals are their No. 1 source of hire. For these reasons alone, we had to invite Mike Stafiej, CEO at ERIN, on the show to break it all down for us. We also make fun of Cardboard Chad. Confused, gotta listen.

This time last year, most of us hadn't heard of generative AI, but it has dominated our industry discourse in 2024. The dramatic emergence of generative AI has illustrated how fast disruption is accelerating and has made us think deeply about the future of talent acquisition. Back in July at RecFest, Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, invited me to join him for a fireside chat about the potential impact of generative AI on TA. Even though three months is a long time in AI, this is still a very relevant discussion where we attempted to unpick what is happening and understand how AI is shaping the future of talent acquisition. In the interview, we discuss: The AI hype cycle Does AI take away tasks or jobs? The pressure for change that is coming from the top of organizations Strategic workforce planning and hiring for future skills Moving from being operational to being strategic The transformation of marketing Democratized access to technology Is this the end of recruiting norms that we take for granted? Being relentlessly open-minded and questioning everything The future workforce talent and skills crisis Listen to this podcast on Apple Podcasts.

We had the opportunity to interview Crosschq CEO Michael Fitzsimmons on the floor at #HRTechconf Most Recruiters have a story or two about candidate fraud. We were very curious to understand how CrossChq.com works in the hiring process.  Mike shares his personal experience leading to the creation and launch of the solution. If 47% of new hires don't stay long enough to become ROI positive, a part of the decision to hire needs a closer look. What do we really know about someone before they are hired? Is just the standard information like skills, experience, education; where we are blind, is around behavior that will spill into the workplace.   In high risk hiring such as health care or financial services, skipping past the background check can have serious consequences.  Some advice for those who are considering adding technology to their hiring process, be clear about what problem you are trying to solve before you go shopping.

Using the tools employees use in their work to get a sense of engagement.

The low standards around child labor laws in America are enough to make anyone think they're taking crazy pills. Shockingly, many states and local governments are going backward when it comes to protecting our most vulnerable, particularly in agriculture. That's why we invited Reid Maki, Child Labor Advocacy Director at the National Consumers League and Child Labor Coalition on the podcast. It's a sobering discussion on the state of working kids and immigration failures throughout the country and its heartland. It's also a discussion, however, about how change can happen for the betterment of everyone. We are failing our kids and it's high time we make a change. Knowing is the first step.

Pete Lamson CEO at Employ joins us for an interview at HR Technology Conference. JazzHR became the darling of ATS solutions in the SMB market. Pete gives credit to the founder and his vision. Being acquired by Employ and staying on as CEO was just the beginning of an impressive ride in TA tech.  2021 was an exciting year, as Employ acquired more ATS solutions, they now cover all size organizations, with the acquisition of Lever and JobVite.  Recruiter Nation surveys 1200 recruiters from every size of organization, giving us insight and validating what recruiters are experiencing.  Insight from this year’s report; hospitality and government are reaching into new talent pools to solve their skills shortage. Some sage advice to TA Leaders, be crystal clear about the problem technology needs to solve for your business and if you are going to add in AI to simplify the mundane like writing job ads.

This week on TRF we cover: Will resumes disappear in the next 5 years? Shelley is confident they will, Serge sees things differently. No FOMO here. As our friends all head to the land of bedbugs and baguettes, we are kind of glad we didn't go to Unleash World in Paris. In the News LinkedIn does some right sizing with laying off 668 positions, including more in talent acquisition.  Stack Overflow hired too many sales people with no direction, at least thats our conclusion with their lay off announcement. AI for headshot, the jury is out. Tip of The Week Book recommendations: The Talent Fix by Tim Sackett, Hiring Humans by Craig Fisher, Full Stack Recruiter by Jan Tegze and our all time favorite The Robot Proof Recruiter by Katrina Collier. Recruiting Insights By the year 2030 staffing agencies are expected to increase their market size by 12.7%, doing the math, thats $1778.29 Billion. Let’s unpack how and why that might be. Moonhub’s claim of 1 billion public profiles sounds a bit of an exaggeration. We’d like a demo please! Candidate experience platforms seem a bit optimistic when their success is hinged on hiring managers are tasked with designing the experience. A chatbot wont solve the problem! When designing your campus recruitment program get clarity on what new grads say they ideally want vs what they end up accepting as their first job out of school.

Having covered both topics extensively on the podcast this year, I'm very much of the opinion that the move towards skills-based thinking will be more disruptive to recruiting norms than the rapid adoption of generative AI. The adoption of skills-based hiring and the move towards skills-based organizations is still happening slowly. However, as more organizations question blanket requirements for college degrees, new upskilling and reskilling initiatives are emerging that could help move the needle quicker. My guest this week is Michelle Westfort, Chief University Officer at InStride. InStride works with businesses to use skill-based hiring to expand talent pools by partnering with employers to construct career education paths to provide employees with the skills they need to do their jobs. In the interview, we discuss: Why some employers are moving away from degrees Do employers understand skills-based hiring? Diversifying talent pools with more equitable hiring processes Understanding the skills needed for specific roles Just in time, skills development Evolving the relationship between Universities and employers Deconstructing the degree Strategies for long-term professional development Mapping education to skills requirements What does the future look like? Listen to this podcast on Apple Podcasts.

The business world is changing quickly, and the skill sets that employees need are constantly shifting, developing and evolving. So, how can companies develop strategic workforce plans and build long-term talent pipelines in such an unpredictable and fast-changing environment? My guests this week are Jennifer Longworth, Director of People and Culture at Entuitive, and Ugo Orsi, Chief Customer Officer at Digitate. Jennifer and Ugo have a unique combination of perspectives on how AI is shaping the workforce of the future and some solid practical advice to share In the interview, we discuss: Current talent challenges Hiring for the skills of the future The importance of a growth mindset Building trust and motivation The current use and future potential of AI The emotional impact of the AI Powerful automations Embracing change management and curiosity Adoption issues within middle management Ageing populations and reducing labour markets Thinking instead of executing Strategic workforce planning Increasing the ability to collaborate What might work look like in 10 years? Listen to this podcast on Apple Podcasts.

The HR Technology Conference gave us the opportunity to interview some brilliant minds and this episode is no exception as we welcomed Anoop Gupta CEO Seekout. Over time, job descriptions become the ‘kitchen sink’ - no one can really tell if it's realistic or capturing what is needed. SeekOut Assist solves for this and was recognized by the Human Resource Executive as Top HR Tech Product for 2023.  Working for MicroSoft and reporting to Bill Gates, Anoop shares the inside scoop of Bill’s beverage of choice. A concise explanation of how to build a diverse candidate pool at the top of the funnel and ensure you dont overlook the talent that exists inside your organization. Pro Tip: Start with over 1 Billion candidate profiles! The benefits of generative AI in a sourcing tool will open your eyes to the positive changes coming and see what is already possible.

She’s got stories about all that, as well as remote work

Recruiting startups hoping to replace human beings in the hiring process - or at least minimize them - litter the landscape. Chatbots, for example, are all the rage. At least one startup, however, thinks you can have the best of both worlds: scale and high touch. Amber Wanner, founder and CEO of Vette, brings her message to the Firing Squad to see if Chad & Cheese can be convinced that there’s still a place for humans in Human Resources. Does she survive? Gotta listen to find out.

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