HR Interviews Playlist

During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow.TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone.This episode features eight industry leaders talking about the practicalities of the revolution ahead: Danny Caines - HR Project Manager International Talent Acquisition at Babcock George Dobbin - Global Head of Talent Acquisition and Development at Sabio Susan McRoberts - Independent HR Consultant  Nicki Paterson - Chief Growth Officer at Solutions Driven Euan Cameron - CEO at Willo Nicolle Sinclair - Talent Engagement Leader at Diageo Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon Jo Grant - Employer Brand Manager UK and Ireland.Follow this podcast on Apple Podcasts.

The pendulum goes back-and-forth. In 2021, a survey was published that showed people had never been more afraid to speak their minds (a shocking 9 out of 10 people have felt emotionally or physically unsafe to speak their mind more than once in the past 18 months. Unsurprisingly, the conversation topics that have generated the most fear include political or social issues (74%) and COVID-19 issues (70%). It was the peak of MeToo and George Floyd cancel culture. Fast forward to today, and thought leaders from Professor Scott Galloway to James Carville are pushing back. It's a lot to digest. That's why we invited Justin Jones-Fosu, founder and CEO of Work. Meaningful. to the show. Author of the upcoming book "Respectfully Disagree," Justin and the boys cover a wide array of topics that many are afraid to bridge, but shouldn't be. If you've ever found yourself keeping quiet, instead of engaging, this is a must-listen. And if you speak your mind on every occasion to do so, it might just be for you too.

Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles.Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization.My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed.In the interview, we discuss:Why she wrote the bookThe barriers that prevent LGBTQ+ people from being hired or promoted into senior rolesRoles models and self-esteemConscious and unconscious biasManagers reinforcing imposter syndrome.Understanding different experiencesAllowing people to do their best workIntersectionalityEquity in talent managementAdvice to employers on inclusive hiringFollow this podcast on Apple Podcasts.

In this episode of Talent Chasing, it's a rundown of former New York Jets GM, Terry Bradway's intersection of sports and business, which focuses on the importance of talent acquisition and retention. They explore the balance between analytics and human intuition in scouting and recruitment, the significance of fostering a positive company culture, and the need for internal mobility to retain talent. The conversation emphasizes that while data is valuable, it should not overshadow the human elements that drive success in both sports and business.Chapters00:00 Introduction to Talent Chasing00:53 The Role of Analytics vs. Scouting07:49 Building a Positive Company Culture14:58 The Importance of Internal Mobility20:01 The Limitations of Analytics in Talent Management

Join hosts Brian Johnson and Jasper Spanjaart for an engaging episode of Talent Chasing Podcast as they sit down with NFL legend Terry Bradway. With a career spanning over four decades in the NFL, Bradway shares his journey from playing football at Trenton State College to becoming a General Manager for the New York Jets and a scout and advisor for the Carolina Panthers.In this episode, Bradway discusses his early coaching days, his significant contributions in the USFL, and his long-standing tenure in the NFL. The conversation delves into memorable moments, such as scouting Tony Gonzalez at Cal and discovering Darrelle Revis at Pitt, providing listeners with a unique behind-the-scenes look at the scouting and evaluation processes in professional football.Bradway also reflects on the evolution of the game, the importance of character in players, and the balance between traditional scouting and modern analytics. His insights into building and managing successful teams, the challenges of the NFL, and the importance of treating people right offer valuable lessons for anyone interested in sports management and leadership.Don’t miss this episode filled with anecdotes, lessons, and expert analysis from one of the NFL’s most respected figures. Tune in to hear Terry Bradway’s take on the NFL’s past, present, and future, and why passion and dedication are crucial in the world of professional sports.

Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation?Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers.Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring. In the interview, we discuss:Why and how we did the researchMotivations for being skills-basedSome surprising findingsThe problems with skills taxonomiesTalent Acquisition and Talent Management Training Hiring ManagersThe way forward for skills-based hiringDownload our report " Skills-Based Hiring, The Gap Between Theory and Practice”Follow this podcast on Apple Podcasts.

The SCOOP! Plum is launching Thrive & FlourishKnowing that 68% of hard skills wont exist in the next few years, TA and Talent Management need tools to ensure their people are in the right job.Jason reveals what PLUM scientists have been hard at work on PLUM Flourish the free assessment for job seekers will now offer career mappingFor the ELT with vision to lead their company, PLUM Thrive introduces Culture MappingTo address the culture gap, Talent Management now has the technology to align hard skills and soft skills in just over 8 minutes!  230% growth in 2 years - PLUM is the overnight success that took 12 years to build!

According to Layoffs.fyi, over 200,000 tech industry employees lost their jobs in 2023, and almost 50,000 have already been laid off this year. So what's going on? Well, it's complicated, but - spoiler alert - the world isn't ending for tech pros looking for great opportunities. To help us make sense of it all, we invited Mark Chaffey, CEO at Hackajob on the podcast to understand it all. What's the impact of generative AI and ChatGPT on tech jobs? How can junior tech pros evolve? And what is going on with seed round-level startups after the dust has settled. If you hire techies, it's a must listen to survive today's challenging landscape.

Podcasting at events and conferences is one of my favorite things to do. I love the joy of seeing people face to face, and you get the opportunity to access a broad range of views and expertise around the topics shaping the industry.At the beginning of May, Recruiting Future was an official media partner of The HR Technology Conference Europe in Amsterdam, the first time the event had been held outside of the US.  AI was a central theme in the discussions, and I was eager to gather insights on the current use cases of AI tools, as well as the potential future implications.The first voice you will hear is Rebecca Carr, CPO and acting CEO of SmartRecruiters, talking about AI as a co-pilot and its potential to enhance the very human aspects of recruiting.Next up after Rebecca is my friend and co-author, the ever-present Mervyn Dinnen, talking about his concerns about the impact of AI on employee experience and creativityFinally, I spoke to Norwegian entrepreneur Eivind Arnsten about the AI employer lawyer his company is building and the potential for widespread automation throughout HR processes and activities.Follow this podcast on Apple Podcasts.

Inclusive hiring is vital to building inclusive organizations, and the benefits of getting it right are considerable, both at a human and a business level. Recognizing bias, standardizing hiring manager behavior, and analyzing data are just some of the things employers need to consider to be more inclusive in their hiring.My guest this week is Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software. In our conversation, Sarah talks us through the steps that Greenhouse has taken to build an inclusive culture through inclusive hiring practices.In the interview, we discuss:What does it take to build a diverse workforce?Understanding your employee's experienceHiring as a starting point for building an inclusive cultureERGs as a vehicle to empower peopleDealing with systemic biasInclusive hiring manager behaviorsStructured hiring processesConnecting DE&I strategy to corporate strategyThe implications of AI on inclusive hiringFollow this podcast on Apple Podcasts.