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

Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent.My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet.In the interview, we discuss:The Indian tech talent marketWhy EVP is critical for differentiationGen Z's expectations from workConstant engagement throughout the client lifecycleThe importance of campus recruitingThe rapidly changing landscape of skills and why this makes internal mobility criticalThe impact of remoteThe role of technologyData and analyticsWhat TA innovations can we expect to see in the futureListen to this podcast in Apple Podcasts.

As employers continue to struggle to find the talent they need, it is fascinating to see talent acquisition teams forensically picking their recruiting processes apart and reimagining them to reflect the reality of 2022. While talent intelligence, AI, and automation play a part, some human fundamentals sit at the heart of an effective TA strategy.So what should recruiters be focusing on, and how different is the talent market of 2022 from those in the past. My guest this week is somewhat of a recruiting legend and has strong opinions based on his decades in the industry. Lou Adler, CEO of Performance-based Hiring Learning Systems, is a prolific author, speaker and trainer. Keep listening to hear his thoughts on how best to deal with the challenges employers are currently facing. In the interview, we discuss:Is the current market really unprecedented?What should recruiters be focusing on?Designing recruiting processesGo to market positioning.Results versus competencies and experiencePredictive indicators and confirming indicatorsHiring managerThe role of technologyThe futureListen to this podcast in Apple Podcast.

In the latter part of last year, I had two conversations on the show about hiring from marginalised groups. The first was with Eugène van den Hemel, who is doing pioneering work in The Netherlands to connect refugees with employment opportunities. The second was with Darren Burns, who runs the ex-offender hiring programme for UK retailer Timpson.Both of these conversations were eye-opening for me. They highlighted that now more than ever, employers need to challenge traditional policies and beliefs to think differently about hiring if they want to be genuinely inclusive.I wanted to know more, and a few weeks ago, I was introduced to James Fellowes and Chance Bleu-Montgomery from Prosper4, who run an inclusive hiring portal called the Bridge of Hope. Their organisation helps bridge the gap between being job-ready and getting a job in many marginalised and diverse talent pools.Their knowledge and expertise come from incredibly challenging personal experiences, and it was a privilege to give them this platform to tell their story.In the interview, we discuss:Being in the business of changing livesInclusive recruitment and inclusive employmentBuilding a coalition of support services covering critical areas such as qualifications, finance and broader family supportWhat does the talent come fromImproving the odds both for job seekers and employersThe huge benefits to employersWhich employers are embracing inclusive recruitingFuture plansListen to this podcast in 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 403: The Skills ChallengeEp 404: The Great OpportunityEp 405: Global Remote TeamsEp 406: A CEO’s Perspective On Remote WorkEp 407: Science Driven Talent IntelligenceEp 408: Hiring RevolutionListen to this podcast in Apple Podcasts

DE&I continues, thankfully, to be an extremely high profile issue for employers. However, the needle is still not moving quickly enough, and some of the data is shocking. For example, it would still take 200 hundred years to close the race and gender pay gaps at the current rate of progress.So what can employers do to accelerate the pace of change, and how much can individual recruiters influence diversity in hiring. This week, my guests are Trina Olson and Alfonso Wenker, co-founders of Team Dynamics. Trina and Alfonso work with some well-known organisations to improve their diversity and hiring practices. They have recently authored a book called Hiring Revolution that offers some extremely practical advice on how recruiters can inject DE&I into their organisation's hiring.In the interview, we discuss:Aligning cultural behaviour to valuesWhy inequities in hiring and promotion are not a foregone conclusionResume racism Recruiters taking individual responsibility to make changeNotice, Name and NavigateRPDRWhat to do more of, what to do less of and what to stop.OnboardingHow will things develop over the next two years?Listen to this podcast in Apple Podcasts.

Talent intelligence is something that has gathered significant momentum in the last three years, and data-driven decision making is a crucial part of every sophisticated talent acquisition function. But are we asking enough questions about the sources of the data that is used and truly understanding the risk of bias?My guest this week is Markellos Diorinos, CEO at Bryq. Markellos is passionate about using objective science and unbiased data to inform hiring and internal mobility.In the interview, we discuss:Data supported decision making.Challenging recruiting normsThe importance of human decision makingBiased data and reliable dataUnderstanding culture in an objective scientific wayTranslating a cultural framework into specific behavioursThe role of technologyWhat does the future look like?Listen to this podcast in Apple Podcasts.

Whatever form it eventually takes, remote working is here to stay. In the previous episode of the show, we explored the challenges and opportunities of building a global remote team; in this episode, I wanted to get the hands-on perspective of someone who has built a highly successful remote-first company.Everett Harper is the CEO of Truss, a software engineering business that has been fully remote for ten years. In our conversation, Everett shares myriad insights on hiring, communication, retention, culture and diversity, which will be of enormous value to everyone who's listening.In the interview, we discuss:Building a 100% remote companyCultureMaintaining and measuring productivity.Focusing on human connection and building systems to support thatThe danger of expanding work hoursExposing the fallacy of presenteeismPutting diversity at the heart of the workforceHow to ensure you have the skills and talent you needSalary transparency and consistencyThinking differently about the things we are seeingDo we understand the real implications of global mobility?What does the future look like?Everett's book - "Move to the Edge, Declare it Center."Listen to this podcast on Apple Podcasts.

One of the early discussion points in the pandemic was the access to global talent pools that the move to remote working could open up. Two years on, it is pretty clear that remote working is now a permanent fixture in the working life of many people. So how far are employers tapping into global talent pools, and what are the challenges and opportunities.My guest this week is Nicole Sahin, CEO and Founder of Globalization Partners. Nicole and her company work with many employers who are building global remote teams, and she has some valuable insights and experiences to share.In the interview, we discuss:The long term trends that are coming out of the pandemicEveryone everywhereThe benefits of building global remote teamsDiversity of ideasEngagement & productivityBuilding communityCommon challengesWhat mindset shifts are employers makingUnderstanding cultural normsBuilding a global employer brandNicole's book " Global Talent Unleashed." Listen to this podcast in Apple Podcasts.

It's only January, and it's already clear that the Great resignation will continue to be a huge talking point in 2022 as companies fight for the talent and skills they need. However, some employers are already reframing this challenge as a fantastic opportunity to attract talented people they might not have previously persuaded to move roles.This isn't easy, and obviously, employer brand and employee experience are huge factors. However, there is a lot that talent acquisition teams can be doing to stand out from the crowd by focusing on the areas within their control that make a real difference.My guest this week is Maggie Spong, VP of Talent Acquisition at AstraZeneca. AstraZeneca has certainly been thrust into the spotlight by the pandemic, but they have also spent the last few years developing several initiatives to differentiate themselves in their talent markets. In our conversation, Maggie shares a number of these, including their talent scout programme, building a personalised and inclusive candidate experience, and focusing on training and development for their talent acquisition team.In the interview, we discuss:How Talent Acquisition is evolving at AstraZenecaUsing 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 AcademyAstraZeneca's focus for 2022Listen to this podcast in Apple Podcast.

Skills shortages have always been an issue for employers and have certainly come into sharp focus in recent months. Skills mapping, predicting future skills requirements and opening up talent pools via hybrid and remote working are just some of the solutions employers will be looking at in 2022.So what kind of strategies should talent acquisition and HR leaders be planning, and how can technology help?My first guest of the year is Vanessa Tierney, CEO of Abodoo. Vanessa's organisation recently surveyed 100 HR Directors and C-Level Executivesfrom the world's best companies to work for and asked theiropinion about their firm's working strategy, talent, workforce, andsocial infrastructure. Unsurprisingly skills were the number one issue.In the interview, we discuss:Attrition and skills shortagesOpening up talent pools globally via remote and hybrid workingHow do you make people feel connected?Adapting working modelsPresenteeismHow can employers better understand the skills in their workforce?Hard and soft skills matching.Predicting future skills requirements and understanding gapsSpotting opportunities in geographical skills clustersDriving inclusivity in talent identificationThe MetaverseAdvice on selecting HR and Recruiting TechnologyWhat should we expect in the medium and long term future?Listen to this podcast in Apple Podcasts.