HR Interviews Playlist

Richard Collins, serial entrepreneur and founder of C Squared Technology, discusses the art of the startup pivot and mastering the challenges and opportunities in the recruitment advertising industry. He shares his experience with building a platform that connects job boards and employers, focusing on delivering qualified applicants. Richard emphasizes the need for a shift from quantity-based metrics like cost per click to quality-based metrics like cost per qualified applicant. He also highlights the importance of community-building and reinvention in the job board industry. Richard also discusses the funding and growth plans for C Squared Technology.Checkout his recent post on the move: https://www.cvwallet.com/post/our-journey-from-smart-cvs-for-jobseekers-to-solving-recruitment-advertising-for-the-ai-ageChapters00:00 - Introduction and Background04:10 - From CV Wallet to C Squared Technology08:59 - The Role of Blockchain in the Industry10:36 - Pivoting and Adapting to the Changing Market12:24 - Tips for Startups Facing a Pivot13:39 - Shifting from CPC to Qualified and Interested Applicants19:38 - The Disconnect Between Traffic and Quality22:04 - The Role of C Squared Technology in the Job Board Ecosystem26:36 - Building a Platform and the Future of C Squared Technology33:00 - Reflections on the Changing Landscape of Tech Startups36:40 - Funding and Growth Plans for C Squared TechnologyKeywordsRichard Collins, Beverly Collins, C Squared Technology, ClickIQ, Indeed, IndeedIQ, recruitment advertising, job boards, qualified applicants, cost per click, cost per qualified applicant, platform, community-building, funding, growth plans, Appcast, CV Wallet

Job interviews have always been a source of anxiety for many people. The pressure of showcasing your achievements to a stranger in an unnaturally structured conversation is not easy, and for many neuro-diverse people, it is pretty much impossible. The use of Ansychromous video interviews has helped the situation in some ways but doesn't provide the opportunity for real-time conversation and exploration, which is critical in the later stages of the recruiting process.Could a methodology initially designed to combat communication delays in space travel offer a solution that bridges the gap between synchronous and asynchronous interviewing in a way that is inclusive for everyone?My guest week is Rob Brougham, Director & Co-Founder of Braided Communications. Rob worked with NASA to develop a unique way of helping astronauts have real-time conversations with people back on Earth on future missions to the moon and Mars. He is now using the same technology to make the recruiting process more inclusive and effective. So how does this all work? Just keep listening to find out more.In the interview, we discuss:A simple way of defying the laws of physics in space travelHow Braiding worksMaking the asynchronous synchronous.Co-presence and connectionThe importance of inclusive communicationApplications in talent acquisitionMaking interviews real-time and inclusiveWhat does the future of business communication look like?Follow 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 631: Science, AI & AssessmentEp 632: Attracting, Retaining, and Empowering Gen Z TalentEp 633: The Strategic Importance Of WellbeingEp 634: Work Before TalentEp 635: Transform Talent AcquisitionEp 636: Hiring & Retaining InnovatorsEp 637: Reinventing The ATS For A New EraEp 638: Reskilling For AIFollow this podcast on Apple Podcasts

Yehuda Beller, co-founder and CRO at Worklik joins the Chad and Cheese podcast for a session of Firing Squad. WorkLik is a video-based job platform that aims to improve the candidate experience and connect job seekers with employers. They focus on hourly workers and Gen Z job seekers who are tired of the traditional hiring process. They've raised $2.5 million in seed funding and are planning to raise a Series A round soon. They offer a pay-per-match model, where employers only pay when they match with a qualified candidate. Sounds familiar, but do they have something unique enough to make it out alive? Gotta listen.Chapters00:00 - Introduction and Background05:05 - The Name and Funding06:15 - The Relevance of Video Resumes07:51 - Funding and Advisory Board09:13 - Background and Expertise of the Leadership Team12:00 - Creating Video Intros and Work History13:30 - Target Audience and User Experience14:16 - Video Resumes and Risk Assessment17:04 - Matching Candidates with Job Requirements18:46 - Focus on Hourly Work and Part-Time Jobs21:41 - Improving the Candidate Experience24:43 - Emphasizing the Human Connection26:13 - Engaging Candidates Through Chat Messaging29:46 - Expanding Reach Through Social Media35:16 - Pay-Per-Match: A Cost-Effective Model

It’s been a tough couple of years for Talent Acquisition. There was a time during the post-pandemic hiring wave when companies were struggling to recruit enough recruiters. Now, the situation is the polar opposite, with TA teams shrinking and many recruiters being laid off. In such economically uncertain times, it’s difficult to determine whether AI is starting to be a factor that impacts jobs in TA. However, based on current adoption rates, it’s probably fair to say that AI is still only a minor contributor to the overall situation.But this is quickly going to change. As employers start to look at transforming TA over the longer term, AI and automation will inevitably play a significant role in shaping the TA teams of the future.This raises important questions about job displacement and reskilling. These are not just questions that AI raises for TA; they are questions that span the entire organization, with a strong likelihood that all jobs will be impacted in some way.So, how can employers prepare their workforce for these impending changes, and what is the likely split between job replacement, job enhancement, and job creation?My guest this week is Kamal Ahluwalia, President of Ikigai Labs and former President of Eightfold AI. Kamal has extremely well-informed insights on AI’s impact on jobs and skills and valuable advice for employers and employees.In the interview, we discuss:The impact of AI on work and jobsJobs eliminated, jobs changed, jobs createdBuilding scenarios for the futureThe critical importance of dataHow should employers be respondingWhat is the role of HR and TA?Evolving processes to meet new objectivesReskilling and upskillingHow do employers encourage people to learn new skills?What will work be like in five years?Follow this podcast on Apple Podcasts.

TA Transformation has been a recurring theme on this podcast in recent months. A unique combination of macro and micro forces is driving the need for substantial change, compelling TA leaders to respond swiftly and strategically. Technology, particularly AI and automation, is very much at the heart of this transformation.But what does this mean for established ATS vendors? How are they adapting to the evolving market landscape, and how are their product strategies being shaped to anticipate the future?My guest this week is Rebecca Carr, the newly appointed CEO of SmartRecruiters. Previously serving as SmartRecruiters’ Chief Product Officer, Rebecca offers insight into the importance of a product-led approach in these rapidly changing times. She also shares her perspectives on the urgency of accelerating the leap from traditional ATS to the next generation of hiring solutions.In the interview, we discuss:The current state of the marketRethinking hiringThe growing importance of hiring manager experienceWhy being product-focused is important in the current market.Accelerating the leap from second-generation ATS to third-generation hiring platformThe impact of uncertainty around legislation and regulationAI education and adoptionAdaptability and agilityAdvice to TA Leader on designing technology strategiesWhat does the future look likeFollow this podcast on Apple Podcasts.

Matt Fischer, President and COO of Bullhorn, joins the Chad and Cheese podcast to discuss the evolution of Bullhorn and the future of the recruiting industry. Fischer shares his background and how he got into the staffing and tech industry. He also talks about the importance of AI in recruiting and how it can optimize the human element of the job. The conversation covers Bullhorn's recent acquisition of Textkernel and the benefits it brings to the company. Fischer also discusses Bullhorn's marketplace and venture investments, as well as the state of the staffing industry.Chapters00:00 - Introduction and Background02:58 - Bullhorn's Evolution and Acquisition of Textkernel08:39 - The Importance of Bullhorn's Marketplace and Venture Investments11:05 - The State of the Staffing Industry16:08 - No Immediate Plans for an IPO: Focus on Private Equity SponsorsKeywordsMatt Fischer, Bullhorn, recruiting industry, AI, Textkernel, marketplace, venture investments, staffing industry

The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever.However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge.So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce?My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout.In the interview, we discuss: What is a catalyst, and what do they have in commonSeeing risk differentlyIdentifying the catalysts in your businessThe importance of organizational contextRepurposing recruiting processes for diversity of thoughtNew ways of thinking about Talent ManagementBreaking down silos and getting stuff doneWork traumaDealing with burnoutWhat does the future of work look like?Follow this podcast on Apple Podcasts.

We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent.TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition.So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation. In the presentation, I cover:The macro and micro forces driving change in TAAutonomous AI Agent SwarmsAn amazing but disappearing opportunityCan we predict the future?Is AI a Co-pilot or a FrenemyThe six elements of FuturecastingCommon cognitive biases to be aware of when planning for the futureThe TA Team of the futureBehavior science and automationDeveloping the right mindset.In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking. You can get links to these episodes and a copy of my slides by going to mattalder.me/future. Follow this podcast on Apple Podcasts.

Jim McCoy, CEO of Atlas, joins the Chad and Cheese podcast to discuss the rise of Employee of Record (EOR) platforms and the future of remote work. McCoy explains that EOR platforms help companies employ people in countries where they don't have a legal entity, supporting global mobility and recruitment. He also discusses the convergence of EOR and staffing, the challenges of safeguarding intellectual property in the gig economy, and the normalization of salaries based on cost of living. McCoy believes that the success of companies like Deel in the EOR space is beneficial for the entire industry, and he envisions an ecosystem that supports recruiters and helps them find the best candidates.Chapters00:00 - Introduction and Background of Jim McCoy08:50 - Convergence of EOR and Staffing11:45 - Supporting Recruitment and Hiring Across Borders14:00 - Safeguarding Intellectual Property in the Gig Economy19:54 - Normalization of Salaries Based on Cost of Living25:22 - The Success of Companies like Deal in the EOR Space29:48 - Building an Ecosystem to Support RecruitersKeywordsJim McCoy, CEO, Atlas, Employee of Record, EOR, remote work, staffing, intellectual property, gig economy, salaries, normalization, global mobility, recruitment, ecosystem