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

One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.In episode 363, we talked about the evolution of corporate executive recruiting; in this episode, I want to explore diversity at the executive level and how employers can do better. My guest is Elizabeth Wallace, Head of Portfolio Talent at HG, and she has some valuable insights and advice to share.In the interview, we discuss:   ▪   How the pandemic is changing executive recruiting   ▪   Opening up diverse talent pools with flexible working   ▪   Diversity, Equity and Equality   ▪   Assessment for development, not selection   ▪   Social Mobility   ▪   Challenging recruiting norms   ▪   The value of talent to organisations and talent as a business function   ▪   Transparent, human leadership   ▪   Hopes for the next 12 to 18 monthsListen to this podcast in Apple Podcasts.

One of the topics I get asked to cover frequently is the growth of the corporate executive recruiting function. So with that in mind, I've partnered with ESIX, The Executive Search Information Exchange, to bring you a series of three interviews exploring the key trends and issues in corporate executive recruiting.In the first interview of the series, my guest is Simon Mullins, Chief Facilitator of ESIX. ESIX run a yearly membership, and in our discussion, Simon gives us an exclusive preview of the results of this year survey, highlighting the key trends the pandemic is driving in corporate executive recruiting.In the interview, we discuss:   ▪   Background to ESIX   ▪   The growth of the corporate executive recruiting function   ▪   Pandemic driven trends   ▪   Reducing time to hire   ▪   The executive talent market   ▪   Interview and assessement   ▪   Location flexibility   ▪   Diversity challenges   ▪   How onboarding is changing   ▪   Simon's hopes for the next 18 monthsListen to this podcast on Apple Podcasts.

I'm publishing this episode the week of Women in Engineering Day. Skill shortages in STEM professions continue to be a big problem for many employers, and diversity is also a significant issue. However, research shows that there is a diverse and highly qualified workforce of STEM professionals who are currently struggling to return to work after a career break. So why is this the case, and what should talent acquisition professionals do to address the situation?My guest this week is Natalie Desty, Founder and Director of STEM Returners. STEM Returners is a programme to help employers recruit, develop and retain the best available talent, and to enable highly qualified and experienced candidates to re-start their careers. Natalie has some excellent insights and advice to share.In the interview, we discuss:   ▪   Why Natalie started STEM Returners   ▪   The underrepresentation of women in engineering   ▪   The STEM Returners Index   ▪   Insurmountable barriers facing returners   ▪   Why the recruiting process isn't working   ▪   Conscious and unconscious bias   ▪   Job adverts versus job specs   ▪   Advice to talent acquisitionListen to this podcast in Apple Podcasts

The corporate focus on Talent Acquisition is significant at the moment as companies across the world deal with the challenges of getting the right talent into their organisations. But what strategies do talent acquisition leaders need to successfully scale their recruiting operations at a time of such significant transformation?My guest this week is someone who has been scaling recruiting teams in Silicon Valley for a long time. Richard Cho is Head of Recruiting at Robinhood, having previously been with Facebook, Dropbox, Machine Zone and The Chan Zuckerberg Initiative. Robinhood recently made headlines in the industry by acquiring recruiting firm Binc; I am delighted that Richard agreed to come on the show to talk about Robinhood's strategy and share some hugely valuable insights into the way ahead for talent acquisition. In the interview, we discuss:   ▪   The recruiting challenges at Robinhood   ▪   Building the business case   ▪   Don't normalise the extraordinary, have the right foundation of resources in place.   ▪   The three levels of talent acquisition technology   ▪   Sophisticated data modelling to build capability models   ▪   Building specialist interviewing capacity and gathering interview intelligence data   ▪   Why diversity is a selection issue, not a pipeline issue   ▪   The Binc acquisition and combining two recruiting cultures   ▪   What will the future of talent acquisition look likeListen to this podcast in Apple Podcasts

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to be able to bring you the content to you as a series of podcasts. I've released these every Friday for the last few weeks and really hope you have been enjoying them.The last episode in this series looks at the future of AI & the candidate experience. This is a wide-ranging topic, and I was delighted to have two guests who come at it from different angles, Diane Circo, VP of US Talent Acquisition at Siemens and James Saunders, CEO of Attrax. You'll also hear briefly from Peter Weddle from TA Tech at the end as we bring the event to a closeIn the conversation, we discuss:   ▪   How the pandemic is changing candidate expectations   ▪   Being flexible and responsive   ▪   The advantages of Career Site Systems   ▪   Human moments of impact in the balance between AI and recruiters   ▪   Data & intelligence   ▪   Innovation in automation   ▪   Strategic segmentation   ▪   What will the recruiting process look like in two years?   ▪   Advice to employers on designing the candidate experience of the futureListen to this podcast on Apple Podcasts.

The impact of the pandemic means that in 18 months, we've moved from discussing theories around the future of work to debating the practicalities. Fully remote, fully back in the office, hybrid working, the discussion and the publicity around the decisions companies make will dominate the HR news cycle for months if not years to come.One of the key advantages of remote working is the ability to broaden talent pools across borders. However, this does come with complications. To discuss the challenges and advantages, my guests this week are Shane Nolan, Head of Technology & Emerging Business at IDA Ireland and Louise Kelly, a tax partner with Deloitte in Ireland.In the interview, we discuss:   ▪   The work of IDA Ireland   ▪   Productivity improvements from remote work   ▪   Enhancing skills and retraining   ▪   Tax implications of employers working remotely across borders   ▪   When is remote too remote?    ▪   From theory to practicalities   ▪   Regulatory and compliance issues   ▪   What will the next 12 - 18 months look likeListen to this podcast in Apple Podcasts.

There is currently much debate and discussion about the talent shortages a number of markets across the world are currently experiencing. There is a lot of focus on the issues caused by the pandemic, but it is important to remember that a lot of the challenges talent acquisition teams are facing are part of existing long term trends that the pandemic has just accelerated.My guest this week, returning to the show to share his unique perspective on the current state of talent markets and talent acquisition, is Tim Sackett, co-host of the HR Famous podcast and President of HRU Technical Resources. It's always great to have Tim on the podcast, and he didn't disappoint this time around.In the interview, we discuss:   ▪   Adding nuance to the remote working debate   ▪   Long term talent market issues   ▪   How is TA changing?   ▪   Improvements in automation and recruiting technology   ▪   Mitigating bias   ▪   What should TA leaders be focusing on   ▪   What is on Tim's radar for the next 12 to 18 monthsListen to this podcast on Apple Podcasts.

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.Following on from the Recruitment Marketing, Recruitment Advertising, and DE&I sessions I've already published, this week's episode looks at Recruiting Automation. This is a big topic, and I was delighted to have two guests who come at it from very different angles, Trent Cotton, VP Talent Acquisition at Bureau Veritas Group and Roberto Angulo, CEO Recruitology.In the conversation, we discuss:   ▪   The possibilities of recruiting automation   ▪   Speed of adoption   ▪   Organization size   ▪   Key strategic elements   ▪   The future of Natural Language Processing   ▪   The future of AI   ▪   A balance between humans and machines   ▪   How do the candidates feel about automation?   ▪   Where are we heading in the future?Listen to this podcast in Apple Podcasts.

As digital transformation accelerates even faster, the market for data analysts, data scientists and data engineers continues to grow exponentially. So how do employers make sense of this talent market to hire the right skills for their business, and can data science be applied to the process itself to drive better outcomes?My guest this week is Tim Freestone from Alooba, a company that is helping to answer these questions and change the way data and analytics skills are assessed. Our discussion is extensive, and Tim shares some valuable insights relevant not just to recruiting data professionals but also broader talent acquisition strategies.In the interview, we discuss:   ▪   Job definitions in data science and the current state of the talent market   ▪   Issues with traditional recruiting processes   ▪   Why the CV is a poor quality data set   ▪   Generating structured data around skills   ▪   Removing unconscious bias   ▪   Pragmatic analytics, automating repeatable tasks and human intelligence   ▪   How will recruiting evolve in the next 3 to 5 years?Listen to this podcast in Apple Podcasts.

Back in April, I ran a live podcast conference on the future of talent acquisition in partnership with the team at TA Tech. We had ten excellent speakers across five topic sessions, and I'm delighted to now be able to bring you the content to you as a series of podcasts. I'm releasing these every Friday for the next few weeks, so if you don't want to miss them, make sure you have subscribed to the show.Following on from the Recruitment Marketing and Recruitment Advertising sessions I've already published, this week's episode looks at the role of technology in the future of diversity, equity and inclusion. I was joined in the discussion by two brilliant guests, Trina Hymes, Global VP of Sales at Diversity Sourcing Platform Talenya and Global Communications and Branding Leader Charu Malhotra.In our conversation, we discussed:   ▪   Is the increased focus on DE&I actually making a difference   ▪   Common recruiting biases   ▪   Starting with inclusion   ▪   Sourcing diverse talent   ▪   The role of leadership   ▪   Agility through technology   ▪   How technology can help and how it can't   ▪   Visions for the futureListen to this podcast in Apple Podcasts.