HR Interviews Playlist

With labor markets still undergoing unprecedented shifts and volatility, employers are increasingly strengthening their focus on retention and internal mobility. However, the shrinking life span of skills, changing attitudes to work, and the rise of AI are complicating factors here. So, how can employers ensure they support their employees' future development and drive internal mobility at a time of significant change that renders traditional career pathing irrelevant?My guest this week is JC Townend, CEO at LHH for the UK and Ireland. JC is a strong advocate of Career Activism, giving employees the tools they need to advance their careers in the way that makes the most sense for them. This can drive retention, supercharge internal mobility, and help ensure employers have the right skills available at the right time.In the interview, we discuss:Labor market trendsWhy HR should be building for the future for right nowWhat is Career ActivismThe end of linear career pathsGiving employees the tools to advance their own careersSwitching disciplines and industriesA mindset shiftGig assignmentsBuilding brand and reputationHidden jobs marketsSkilling for retentionWhat are the benefits for employers?The impact of AI on jobs and careersWhat will work and careers look like in 3 years time?Follow this podcast on Apple Podcasts.

*Film Room* is a podcast series under the *Talent Chasing* show, hosted by Brian Johnson, a former Major League Baseball player, and Chad Sowash, a recruitment industry veteran. In this episode, the hosts break down key moments from their interview with Angela Taylor, a former WNBA executive and two-time national champion at Stanford University.The discussion revolves around Angela’s experience helping to establish the WNBA and navigating the early challenges of building a new professional sports league. She reflects on the differences between the NBA and WNBA, emphasizing how the women’s league had to carve out its unique identity rather than mimic the NBA. The conversation also touches on leadership, with Angela sharing insights about the unrelenting leadership of NBA Commissioner David Stern, who was instrumental in the early development of the WNBA. The hosts highlight how Stern’s approach of holding people accountable while fostering long-term vision contributed to the league's success.In addition to sports, the episode draws parallels with business, exploring themes such as the importance of long-term planning, mentorship, and the role of companies in supporting local communities and developing talent. The hosts emphasize that both sports teams and businesses must balance analytics and human capital, ensuring that leaders cultivate and retain talent from within their communities while adapting to broader market demands.Overall, the episode showcases the intersections of leadership, team dynamics, and strategic foresight, drawing valuable lessons from Angela Taylor's experiences in the WNBA and beyond.Chapters00:00 Introduction to Talent Chasing01:02 Angela Taylor's Journey in Sports06:09 Lessons from David Stern's Leadership12:16 Community Engagement and Talent Development17:10 The Balance of Analytics and Human Capital

In this conversation, Joel and Chad interview Stacey Gordon, founder and principal consultant at Rework Work, about unconscious inclusion, skills-based hiring, and the politicization of DEI.Stacey emphasizes the importance of actively working towards unconscious inclusion. She discusses the need for dialogue and open conversations to bridge the gap between different perspectives. Stacey also addresses the challenges of changing mindsets and the role of education in DEI.She highlights the benefits of skills-based hiring for diversity and inclusion and the need for ongoing training and implementation. The conversation concludes with a discussion on the politicization of DEI and the importance of shifting mindsets in the workplace.Takeaways Unconscious inclusion is the goal of DEI, where people are included without conscious effort or bias. Skills-based hiring can be a powerful tool for diversity and inclusion, as it focuses on the qualifications and abilities of candidates rather than their background or identity. Changing mindsets is crucial for progress in DEI, and ongoing education and training are necessary to shift perspectives and behaviors. The politicization of DEI can hinder progress, and it is important to have open conversations and bridge the gap between different perspectives. DEI is not limited to race, gender, or sexual orientation, but encompasses all aspects of identity, including socioeconomic status, religion, and language barriers. Chapters00:00 - Introduction and Welcome03:01 - Unconscious Inclusion: The Goal of DEI08:11 - The Politicization of DEI: Challenges and Opportunities11:21 - Changing Mindsets: The Key to Progress in DEI18:45 - Bridging the Gap: Open Conversations and Different Perspectives24:14 -The Power of Skills-Based Hiring for Diversity and Inclusion27:26 - DEI Beyond Race and Gender: Embracing All Aspects of Identity30:00 - Conclusion and Call to ActionKeywordsunconscious inclusion, skills-based hiring, DEI, politicization, diversity, inclusion, mindsets, education

Most conversations about AI in talent acquisition focus on efficiencies and automating repetitive tasks. However, we are missing the point if we don't start talking about how AI could help reshape recruiting entirely, making it more efficient but also more effective. Why stop at recruiting? AI could revolutionize work and the whole way we think about careers.The current limitations of our thinking were really brought home to me when I attended the SmartRecruiters Hiring Success conference last week in Amsterdam. An overarching theme was that automation is a given with AI, and we should think much bigger.So, what does this mean for TA strategies, and how can TA Leaders ensure they proactively shape the future direction of recruiting?My guest this week is Brian Solis, Head of Global Innovation at ServiceNow. He is also an internationally renowned digital anthropologist and award-winning author. Brian gave the opening keynote at Hiring Success, and I caught up with him after he left the stage to get his thoughts on the current state of the AI revolution and the future of talent acquisition. In the interview, we discussWhere is the Gen AI revolution?New behaviors, skills, and expectationsHow are companies responding? Empowering people with augmented intelligenceHow can we think differently?AI-enabled job seekersUsing an empathetic lens to identify quick winsDifferentiated use cases and transformational initiatives The importance of the human touchThree things TA leaders should be doing right nowWhat should recruiting look like in five years?Follow this podcast on Apple Podcasts.

Angela Taylor, former VP and GM of the Washington Mystics and Atlanta Dream, discusses her journey from being a walk-on at Stanford to her successful career in the WNBA and women's sports. She highlights the importance of sports in her life and the challenges she faced as a woman in the industry. Taylor also discusses the growth of women's sports, the progress made in the WNBA, and the need for continued support and push for equality. Angela Taylor, former WNBA executive, discusses her role in player personnel and the growth of the league. Taylor shares insights on leadership, creating a winning culture, and managing talent in the WNBA.Chapters00:00 Introduction and Background of Angela Taylor03:01 From Walk-On to Stanford and the Importance of Sports08:37 Growing Up in Mountain Home, Idaho11:31 Military Life and the Impact on Angela's Family16:17 The Early Days of the WNBA and the Current State of Women's Sports24:43 The Push for Equality and Recognition in Women's Sports30:25 Building the WNBA: From Single Entity to Team Ownership35:24 Shifting Focus: From Wins to Community Engagement43:35 Transitioning from Single Entity to Team Ownership48:38 NBA Players' Support of the WNBA51:34 Creating an Environment of Retention54:49 Culture, Puzzle Pieces, and Jersey Sales57:30 Leadership and Creating a Winning Culture01:00:12 Managing Talent in the WNBA: Vision, Culture, and Roster ConstructionKeywordsAngela Taylor, WNBA, women's sports, Stanford, walk-on, basketball, sports industry, equity, growth, Caitlin Clark, Angel Reese, WNBA, player personnel, single entity, team ownership, recruiting, relationships, community engagement, sports culture, corporate America, leadership, winning culture, talent management

Angela Taylor, former VP and GM of the Washington Mystics and Atlanta Dream, discusses her journey from being a walk-on at Stanford to her successful career in the WNBA and women's sports. She highlights the importance of sports in her life and the challenges she faced as a woman in the industry. Taylor also discusses the growth of women's sports, the progress made in the WNBA, and the need for continued support and push for equality. Angela Taylor, former WNBA executive, discusses her role in player personnel and the growth of the league. Taylor shares insights on leadership, creating a winning culture, and managing talent in the WNBA.Chapters00:00 Introduction and Background of Angela Taylor03:01 From Walk-On to Stanford and the Importance of Sports08:37 Growing Up in Mountain Home, Idaho11:31 Military Life and the Impact on Angela's Family16:17 The Early Days of the WNBA and the Current State of Women's Sports24:43 The Push for Equality and Recognition in Women's Sports30:25 Building the WNBA: From Single Entity to Team Ownership35:24 Shifting Focus: From Wins to Community Engagement43:35 Transitioning from Single Entity to Team Ownership48:38 NBA Players' Support of the WNBA51:34 Creating an Environment of Retention54:49 Culture, Puzzle Pieces, and Jersey Sales57:30 Leadership and Creating a Winning Culture01:00:12 Managing Talent in the WNBA: Vision, Culture, and Roster ConstructionKeywordsAngela Taylor, WNBA, women's sports, Stanford, walk-on, basketball, sports industry, equity, growth, Caitlin Clark, Angel Reese, WNBA, player personnel, single entity, team ownership, recruiting, relationships, community engagement, sports culture, corporate America, leadership, winning culture, talent management

In this snark-filled episode, Chad and Joel bring back SEO guru Alexander Chukovski to dissect Google’s latest core update, which has job boards like Indeed sweating bullets. Google’s now favoring ATS results and niche job sites, leaving generic job boards in the dust. The crew speculates whether Google is intentionally ghosting Indeed, especially after their pricey partnership with OpenAI.As usual, Chad and Joel throw take shots at job board giants and predict the future of job search.Best Line: "Indeed who? Never heard of 'em.” 

In this episode, Joel and Chad interview Gareth Marlow, an executive coach and consultant at EQ Systems. They discuss various topics including Gareth's background, the differences between Cambridge and Oxford, their favorite sci-fi movies, and Gareth's work with startups. Gareth explains his role in helping organizations scale and achieve product-market fit.They also touch on the common problem of startups creating solutions for non-existent problems and the importance of customer orientation and research. In this conversation, Gareth Marlow discusses the challenges and strategies for companies looking to expand internationally, specifically between the UK and the US.He emphasizes the importance of understanding the cultural differences and nuances in each market, as well as the need for localized go-to-market strategies. Gareth also highlights the significance of working with local experts and building strong relationships to navigate the fundraising process. The conversation concludes with a discussion on the rapid advancements in technology and the potential for democratizing waves in AI and low-code development.Chapters00:00 - Introduction and Small Talk02:57 - Differences Between Cambridge and Oxford09:29 - Gareth's Role in Scaling Organizations11:49 - Challenges of Scaling and Going Beyond 500 Employees13:14 - Startups Creating Solutions for Non-Existent Problems15:03 - Importance of Customer Orientation and Research15:09 - Introduction and the Problem Space16:00 - Expanding in America and Europe: Different Approaches18:20 - Building Footholds and Organic Growth20:40 - One Size Does Not Fit All22:41 - Go-to-Market Strategies and Team Dynamics26:50 -Red Flags and Warning Signs for Startups28:25 -Fundraising Tips and Differences in Investment31:11 -The Potential of Technology AdvancementsKeywordsGareth Marlow, executive coach, consultant, EQ Systems, Cambridge, Oxford, sci-fi movies, startups, product-market fit, customer orientation, research, international expansion, UK, US, cultural differences, go-to-market strategies, fundraising, technology advancements, AI, low-code development

If you've listened to the last few episodes of the podcast, you'll know that TA Transformation is the current big theme on the show. We've focused a lot on the future, but what about the practicalities of the present?Today's talent acquisition leaders face an ever-growing list of priorities on top of their already demanding roles. From enhancing candidate experience to integrating AI and from improving diversity and inclusion metrics to establishing more agile operating models, the pressures are immense. So what progress are TA teams making, and how do they benchmark against each other?My guest this week is Rachel Dalboth, Director of the TA Centre of Excellence at The Talent Labs. Based on Talent Labs research, Rachel offers insights into how TA teams are dealing with their current challenges. She also shares her thoughts on the skills for future TA Teams and the vital importance of investing in development.In the interview, we discuss:Current priorities in talent acquisitionTrends and issues with operating modelsWhat is holding TA back from being seen as more strategic?Connecting the dots across the talent functionWhat is the unique value of TA?How are measurements and metrics evolving?The impact of AIFear, nervousness, and reticencePrioritising experience over processSkills development and career pathsWhat does the next 12 months look like?Follow this podcast on Apple Podcasts.

The unprecedented volatility in the Talent Acquisition jobs market in the last three years illustrates that many organizations still see TA as a transactional function turned on or off according to hiring demand.This is a big problem. While the development of ever more sophisticated AI promises much for TA, it also represents an existential threat to the survival of any business function seen as transactional and easy to automate.So, how can talent acquisition prove its value to the business and live up to its enormous strategic potential? Perhaps the first step would be to understand that value properly.My guest this week is Toby Culshaw, Global Head Of Pipeline Strategy & Intelligence at Amazon Worldwide stores. Toby publishes a lot of thought-provoking content about the future of TA and has strong views on how TA should position its value within the enterprise.In the interview, we discuss:Talent Acquisition's significant challengesWhat is holding change back and why TA is at riskWhat TA does versus its actual value to the businessEvolution or revolution?Taking a tiered approach to TA operationsBreaking down silos in HRTaking a consultative and advisory roleAdopting new, more meaningful metrics and KPIsAdvice for TA leaders on where to get standard"Talent Nexus" and a future outlook of even more significant change and disruptionFollow this podcast on Apple Podcasts.