Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?

The pandemic changed many aspects of talent acquisition and perhaps none more so than onboarding. With many people spending less time in their employer's physical offices, how have TA and HR teams evolved their onboarding processes to forge a sense of belonging, develop relationships and ultimately increase productivity and retention?My guest this week is Sharawn Tipton, Chief People Officer at LiveRamp. Over the last few years, LiveRamp has developed a strategic and very intentional approach to onboarding, and Sharawn has a lot of insight and advice to share.In the interview, we discuss:Shifting from a transactional approach to one that focuses on building relationshipsProviding an immediate sense of belongingThe impact of the pandemic on onboarding and retentionEmployee Resource GroupsWellness and mental healthStarting onboarding before the hiring process even startsCultureMoments that matterHow important are the first 30 daysPersonalization of experienceEVP & expectationsLesson learned and having a growth mindset.Listen to this podcast on Apple Podcasts.

I'm finally back in Scotland after a summer of much travelling, so normal service is now resumed, and the podcast is back into its regular rhythm of two new shows a week.Assessment and selection continue to be an area of debate, investment and technological innovation. So what has been happening in the space over the last 12 months, and more importantly, what is working?It is my great pleasure to welcome Netherlands-based consultant Bas van de Haterd back to the show as my guest this week. Bas has been on the podcast a few times discussing new thinking in assessment and runs an awards program for innovation in assessment. His 2022 awards have just been judged, and he joins us to update us on what is working and discuss the different approaches the shortlisted organisations have taken.In the interview, we discuss:The current state of the marketInnovation in assessment and selectionIncreasing diversity by selecting on qualityEngagement, motivation and stress resilienceCynicism and the importance of results and ROIOpen hiring - innovating by having no assessmentNeuroscience and brain-based assessmentReducing attritionSkills versus experienceThe importance of using the right toolsHow will assessment techniques and technologies develop in the future?Listen to this podcast on Apple Podcasts.

Diversity and Inclusion strategies are often just about moving existing talent between organisations rather than growing talent pools and giving more opportunities to more people. So how should employers be thinking about diversity hiring, and what kind of organisations should they partner with to increase the spread of opportunity?My guest this week is Linc Kroeger, President of Knight Moves. Knight Moves is a limiting profit company helping to create the next generation of technology professionals by offering training with an intentional focus on Native American, rural and urban underserved communities.In the interview, we discuss:What can change diversity outcomes in the technology spaceBuilding physical communities of technology talent in rural areasInspiring teenagers Teaching instantly usable skillsLonger-term transformational impactsWhat value are employers getting?The importance of remote workingListen to this podcast on Apple Podcasts.

Despite some highly publicised layoffs in the tech sector, macro trends are still driving a high demand for highly skilled tech professionals. This is particularly true in data science and AI, where hiring the right talent can have a significant business impact. So what do employers need to do in the current market to ensure they are getting the talent they need?My guest this week is Kevin Dewalt, CEO of Prolego, a leading AI consultant for Fortune 500 companies. Prolego has recently published a report to help companies get better at hiring data science talent, and Kevin has some valuable insights to share.In the interview, we discuss:Why we are only at the beginning of a long-term trend in AI adoption and innovation The current state of tech hiringWhy there is no new wave of talent in the marketCreating the right working environment to be an employer of choice.Attention and attractionGathering talent intelligence to understand motivationsThe critical importance of the hiring manager and why you should include them in the JDLonger-term structural considerationsPrioritising learning and the importance of non-management career pathsHow to compete for talent with big techThe future of AI in recruiting technologyListen to this podcast on Apple Podcasts.

I know that many of you who listen to this podcast are very aware of the quality of your employee experience and the importance of your employer brand reputation. However, as the balance in the workforce between permanent hires, contractors, and project-based workers evolves, do you still truly understand all the factors influencing your employer brand?My guest this week is Tanya de Grunwald, journalist and founder of The Good And Fair Employers Club. Tanya is a long time campaigner for the rights of young people in the workplace and has been working tirelessly to expose the use of exit or training fees by some IT outsourcing companies. This interview is an absolute must listen for everyone working for an organization that contract in workers from external providers.In the interview, we discuss:What are exit fees, and what are their implications for young people?The implications of denying people the right to move jobsThe legal positionActivismOutsourcing and placement: who is and isn’t an employee?Why have employers been so slow to actEthics in procurement and supplier managementProviding consistent values and experience for the entire workforceWhistleblowing & PR disastersGood and fair employersListen to this podcast on Apple Podcasts.

I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.This week's replay is my conversation from earlier in the year with Maggie Spong, VP of Talent Acquisition at AstraZeneca. It is one of the best examples I've had on the show for a while of a company developing holistic, long-term strategic solutions to deal with ongoing skill shortages. It is well worth a listen, even if you have heard it the first time around.In the interview, we discuss:How Talent Acquisition is evolving at Astra ZenecaUsing Talent Scouts to build external talent pipelines for hard to fill roles and where there are gaps in internal succession planningBuilding a personalised and inclusive candidate experience.Giving feedback to all interviewed candidatesThe challenges of the pandemicEncouraging candidate self-selection by showcasing the authentic employee experienceTurning The Great Resignation into The Great OpportunityThe role of technologyEmployer brand advocacyInvesting in development and the Talent Acquisition AcademyAstra Zeneca's focus for 2022Listen to this podcast on Apple Podcasts.

I'm on holiday at the moment, but I want to make sure that you have plenty of Recruiting Future content to listen to until I'm back. So for the next couple of weeks, I'm going to republish some of my favourite episodes with conversations that you may have missed the first time round.This week's replay is my interview with Rory Sutherland, Vice Chair of Ogilvy and one of the world's leading thinkers on behavioural science. I firmly believe that behavioural science will take a leading role in talent acquisition in the future, particularly when it comes to automation and personalisation, and that's why I wanted to give you all a second chance to listen to what Rory has to say.In the interview, we discuss:Why Behavioural Science is the science of knowing what economists are wrong aboutThe dangers of defensive decision makingFinding psychological truths and the importance of emotionsWhy Uber has a mapRecruiting for diversity of thoughtHow Ogilvy have redesigned the recruiting process to find people of exceptional non-standard abilityWhile the average is not the optimal solutionThe difference between equality of opportunity and diversity of opportunityWhy work is a relational relationship, not a transactional oneCost reduction versus lost opportunitiesPersonalising the value exchange between employer and employeeThe future of work and why it has taken a pandemic to get us thereFollow 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 442: Lessons From Elite CyclingEp 443: The Nowhere OfficeEp 444: Workplace CultureEp 445: Happiness At WorkEp 446: The Competitive Advantage Of Employee ExperienceEp 447: Dealing With DisruptionEp 448: Proving The Business Value Of Talent Marketing

Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value.So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times?My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement. In the interview, we discuss:The scale of recruiting at IBMThe current state of the global market for tech hiringThe shortcomings of existing talent marketing metricsSpeaking the same language as the rest of the businessMeasuring where you have ownership and controlWhat is the time to apply metric, and how was it developed?What insights does time to apply enable?Mapping onto business value The reaction The levers that reduce time to applyRemoving the reasons why people don't click applyThe role of employer brandingAdvice to TA leadersListen to this podcast on Apple Podcasts

Back in 2020, there was an acknowledgement that talent acquisition had changed forever but a sense that things would eventually stabilise into a new normal. Two and half years later, it is clear that the only new normal is continual long-term disruption, change and uncertainty.So what should TA leaders focus on to give their organisations the best chance of maintaining a competitive talent advantage in these challenging times?My guest this week is Hayli Thornhill, Head of Recruiting at Brighthire. Hayli is an experienced TA Leader with experience in both start-ups and large corporates. She has some insightful advice on dealing with disruption and preparing for an uncertain future.In the interview, we discuss:Long term disruption and uncertaintyIntelligent interview and evidence based hiringWhat should TA Leaders be focusing onEfficiency and qualityAuditing tech stacksModernising interviewer trainingImproving the hiring processFive non-negotiables to focus onProviding a brilliant candidate experienceLooking to the futureListen to this podcast on Apple PodcastsA full transcript will appear here shortly