HR Interviews Playlist

In this episode, Joel and Chad interview Jim Durbin, the Indeed Whisperer, about the challenges and future of job boards and recruitment marketing. They discuss the decline in traffic and revenue for Indeed, the potential expansion into temporary staffing, the importance of social media presence for job boards, and the CareerBuilder-Monster merger. Jim shares his insights on the industry and predicts that a tech company may acquire CareerBuilder and that ZipRecruiter may face challenges.Chapters00:00 - Introduction of The Indeed Whisperer02:30 - Indeed's Challenges and Potential Expansion10:10 - Indeed's Delcine and the Importance of Social Media13:28 - X as a LinkedIn Killer19:19 - CareerBuilder-Monster Merger28:04 - Acquiring CareerBuilder and Challenges for ZipRecruiterKeywordsjob boards, recruitment marketing, Indeed, temporary staffing, social media, CareerBuilder, Monster, predictions, ZipRecruiter, Job.com, Apollo, Randstad, Talent.com

In this episode, Joel and Chad interview Jason Putnam, Chief Revenue Officer at Plum, about the flaws of skills-based hiring and the future of work. They discuss the challenges of becoming a skills-based organization, the importance of soft skills in hiring and promotion decisions, and the need for clean and comprehensive data to drive talent management. They also touch on the role of credentialing and the potential demise of the traditional resume. Overall, the conversation explores the evolving landscape of talent acquisition and management in the face of rapid technological advancements.Chapters00:00 - Introduction and Welcome02:13 - The Flaws of Skills-Based Hiring06:10 - The Challenges of Creating a Foundational Base for Skills-Based Hiring09:24 - The Integration of Talent Acquisition and Talent Management13:00 - The Importance of Transparency and Internal Mobility15:09 - The Role of Credentialing and Ongoing Learning24:28 - Optimism and Pessimism about the Future of WorkKeywordsskills-based hiring, future of work, soft skills, data, credentialing, resume, talent acquisition, talent management, AI, upskilling

One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees.My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization. In the interview, we discuss:What do skills mean at McKinsey?How McKinsey's talent acquisition process is evolvingBroadening talent sourcesThe advantages of gamifying assessmentOnboarding and "Day One Readiness" assessments to help people become productive as quickly as possibleUsing Gen AI to Personalize AssessmentsBuilding individual skills profiles and mapping up skills developmentReducing bias and using "Fairness Observers" when making people decisionsWhat are the most essential skills for the future?Follow this podcast on Apple Podcasts.

Justin Henshaw, founder and CEO of Gage, joins the Chad and Cheese podcast to pitch his company. Gage is the first and only universal employment recognition system and engagement community built for shift and hourly workers. It allows employees to own and transfer their employment data, providing a complete and portable employment record. Gage also fosters community and connection among employees, allowing them to connect with peers, coworkers, and managers. The platform emphasizes engagement and rewards, with the goal of motivating and retaining shift and hourly workers. Gage is an employee engagement platform that aims to recognize and celebrate the hard work of every person in the workforce. The platform provides a gauge score to employees based on their reliability, trustworthiness, and performance. Gage's go-to-market strategy includes both a sales approach targeting mid to large enterprises and an organic approach with end users. The platform is primarily focused on the hourly workforce and younger generations who are not active on LinkedIn. Gage aims to become an industry standard and a language within businesses, where employees' gauge scores determine their pay and opportunities.Chapters00:00 - Introduction and Background of Justin Henshaw05:26 - Pitching Gage: The Universal Employment Recognition System08:03 - The Name and Relevance of Gage08:55 - Justin Henshaw's Entrepreneurial Background09:55 - Funding and Future Plans for Gage11:07 - Ownership and Privacy of Employment Data on Gage13:30 - Engagement and Communication on Gage14:58 - Building Community and Connection on Gage15:55- Interface and User Experience on Gage16:36 - Joining a New Company on Gage19:02 - The Gauge Score: A Measure of Reliability and Trustworthiness20:34 - Go-to-Market Strategy: Sales Approach and Organic Growth22:41 - Targeting the Hourly Workforce and Younger Generations27:07 - Becoming an Industry Standard for Employee RecognitionKeywordsGage, employment recognition system, engagement community, shift workers, hourly workers, employment data, portable employment record, community, connection, engagement, rewards, motivation, retention, employee engagement, gauge score, go-to-market strategy, competition, integrations, pricing model, ultimate goal

Companies are hearing all of the efficiencies they can enjoy by using large language models (LLM) but have no clue where to start. Luckily, Adam Gordon, cofounder at Poetry, can answer some of those questions for TA leaders and recruiters while Chad & Cheese can attest to LLMs integrated into podcasting platforms. If you're new to LLMs, and using solutions like ChatGPT, or you're a seasoned pro, this episode is for you.

In this episode, the boys interview Angela Cheng-Cimini, the CHRO at Harvard Business Publishing, about hyper-individualization in the workplace. They discuss the importance of meeting employees where they are and providing a personalized employee experience. They also explore the impact of COVID-19 on workplace flexibility and the shift towards remote work. The conversation covers topics such as pay transparency, career progression, and the role of managers in shaping the employee experience. Angela emphasizes the need for organizations to adapt to the changing expectations of employees and create a culture of belonging and growth.Chapters00:00 - Introduction and Welcome03:00 - Hyper Individualization: Meeting Employees Where They Are05:12 - Pay Transparency and Pay Equity08:35 - Career Progression: Making It Visible and Accessible13:07 - The Changing Attitudes Towards Becoming a Manager21:30 - Navigating Politics in the Workplace23:37 - The Challenges and Importance of Midline LeadersKeywordshyper-individualization, workplace flexibility, remote work, pay transparency, career progression, managers, employee experience, culture

Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind.However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking?My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future.In the interview, we discuss:Toyota's customer-centric approach to candidate experienceAutomating the processBusting myths about video interviewingGiving candidates control and flexibilityReducing bias in Recruitment MarketingWellbing the interview processSentiment analysisWhat does the future look like?Download Willo’s “Hiring Humans” eBookFollow this podcast on Apple Podcasts.

It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like?My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic.In the interview, we discuss:The background to the research project and how it was carried outHow things have changed in the last three yearsDE&I as a focus for employer brandingKey metrics to get senior stakeholder buy-in and future investmentIs employer branding still considered important by organizations?How happy are employers with the current state of their EVP?Building agility and flexibility into the brand research process to ensure relevancyChanging employee attitudes to workThe evolution of employee storiesThe importance of belongingDifferentiation and competitive benchmarkingWhat does the future look like?Follow this podcast on Apple Podcasts

On this special episode, The Chad & Cheese team up with our pal and fellow podcaster Matt Alder, who, in true Scooby-Doo fashion, rented a camper van for our East Coast tour. First stop? Glenkinchie Distillery in the Scottish Lowlands. Because, of course, in Scotland the best way to start the day is with some whiskey.After the tour we whip out the mics and dive into a Tru Glasgow briefing, topics like whether resumes are finally six feet under, upskilling, kids deciding their careers (because they totally know what they want), and whether the US and Europe are finally sharing the same recruiting woes.Big shoutout to Matt, our Scottish pals, and the sponsors of both Tru Glasgow and Tru Edinburgh:DAXTRA TECHNOLOGIESASHBYSOLUTIONS DRIVENGIGGED.AIWILLOand POETRYSlàinte Mhath!PODCAST TRANSCRIPTION COMETH 

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click HereThe distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally.So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market?My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential.In the interview, we discuss:How will global workforce demographics change over the next few years?Reskilling for the future for jobs where there is demand for talentMaking interventions around the right skills, democratic access to opportunities, and job creation.How does upskilling work at scale?Delivering courses on WhatsApp to deal with data availability issuesOpportunities for global employers to access African talentThe potential impact of AIWhat will things look like by 2050Follow this podcast on Apple Podcasts.