HR Interviews Playlist

As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly.The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it.My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to. The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of change. Brigette also highlights some excellent use cases, including how UI Path has automated onboarding to offer a quicker and more personalized experience.In the interview, we also discuss:How automation improves experienceWhy are HR and TA so hesitant about automation?How the employer/employee relationship has changedAutomation driven personalizationThinking holistically and planning strategically The impact of automation on jobs and careersListen to this podcast on Apple Podcasts.

There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution.Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function.So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change?My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on all of this experience to explain why talent-centered design is a critical foundation of the future of talent acquisition. In the interview, we discuss:The main talent challenges in 2024What is talent-centred design?Building around talent rather than around jobsThe accelerating shelf life of skillsReal-time data and intelligenceThe role of technologyPrioritising skills over job titles and previous experienceRedefining talent managementThe future role of recruitersHow much change will happen in 2024?Listen to this podcast on Apple Podcasts.

What's going to happen to all those remote-work unicorns who raised hundreds of millions during the pandemic, now that RTO is back and WFH is out? What's the current state of M&A in HR Tech in 2023, heading into 2024? And when will the IPO dam finally break and throw companies like iCIMS, Greenhouse, Personio and others to the public markets? All great questions, but ones Chad & Cheese aren't exactly proficient in answering. That's why we asked Jim Holzer, managing partner at Drake Star Partners, on the pod. Jim manages M&A and capital raising in the HR tech vertical for Drake Star. A must listen for anyone raising, selling or just surviving this turbulent market. Don't go into 2024 without checking this one out.

In this episode of The Inclusive AF Podcast, host Jackye Clayton is joined by special guest Donald Knight, Chief People Officer at Greenhouse, as they engage in a dynamic, thought-provoking conversation about diversity, equity, and inclusion (DEI) in the workplace.Donald Knight shares his journey from his initial aspiration to pursue a legal career to his current role as Chief People Officer at Greenhouse, and the pivotal role his CHRL, Katee Kennedy, played in shaping his career path. His extensive experience working at multiple companies, including his current position, adds depth and insight to the conversation. Donald also reflects on his role as a father and emphasizes the importance of raising his children with a deep appreciation for different cultures and perspectives.The episode concludes with Donald Knight's emphasis on the importance of influencing narratives around the future of work and his refusal to relinquish this responsibility to those who may not have the same standards or experiences. Jackye Clayton adds her insights, underlining the crucial distinction between genuine practitioners and individuals who only provide knowledge without true engagement in the work.Links:1. Greenhouse - https://www.greenhouse.io/2. Black Women on Boards - https://www.blackwomenonboards.org/3. Textio 2023 DEIB Report - https://textio.com/deib-report-20234. Donald Knight's LinkedIn Profile - https://www.linkedin.com/in/proximityknight5. Inclusive AF Podcast Website - https://www.inclusiveafpodcast.com/

In person at the HR Tech conference we get the update from CEO Ben Mones. Big year so far with FAMA - they are the leading platform for screening for workplace misconduct. FAMA acquires Social Intelligence, better friends than foes.The Hunova partnership offers a comprehensive talent intelligence, it feels like the first time you downloaded Waze - life just got easier.The most common type of workplace issue is harassment.Business impact of hiring bad apples will spoil the whole barrel. 

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese sit down with Taylor Weiss, a Technology Investor at PeakSpan Capital. Taylor discusses her role, preferences for startups, emphasizing the importance of honest, succinct pitches. The conversation explores tech founders' ages, backing the right founder, excitement for innovative solutions in HR Tech, and leveraging AI for career advancement. Taylor stresses honesty's significance in career progression, proposing early education on self-awareness. She advises startups to align with investors' ethos and highlights PeakSpan's focus on alignment with entrepreneurs. To learn more about Fuel50, visit https://fuel50.com.

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 573: The Power Of Employee Value PropositionsEp 579: The Value Of Employer BrandingEp 582: Employer Branding With Gen AIEp 576: Generative AI – A TA Progress ReportEp 578: The AI Hype CycleEp 574: Building A Successful TA FunctionEp 575: RPO EvolutionEp 577: Hiring In Challenging Talent MarketsEp 581: An Inflection Point For Recruiting?Ep 580: A New Community For Women In TAEp 583: Re-Inventing Your CareerListen to this podcast on Apple PodcastsA full transcript will appear here shortly.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese are joined by Keith Sonderling, EEOC Commissioner. We're talking the impact of AI and technology on HR and employment, including issues like remote work accommodations, discrimination claims, and the increasing use of generative AI. Sonderling breaks down the importance of considering the legal and ethical implications of AI in the workplace and urges HR pros to engage in the interactive process when addressing accommodation requests. He also discusses the rise in retaliation claims and shares details about the EEOC's first AI-specific case involving a hiring website. To learn more about the EEOC, visit www.eeoc.gov. Commissioner Sonderling can be found on LinkedIn at www.linkedin.com/in/keith-sonderling. To learn more about Fuel50, visit https://fuel50.com.

It's been a brutal year for many in talent acquisition, with a lot of layoffs and a very tough job market, making it challenging to find other roles. This removal of certainty and stability has been mirrored in many different talent markets and looks like becoming the norm moving forward.Traditionally, switching careers and industries has been challenging, but will the rise of skills-based thinking change this moving forward? So, how do we think about careers moving forward, and what do employers need to do to ensure they are getting the right skills in their business?My guest this week is Ilana Golan, Founder and CEO of Leap Academy. Leap Academy is a coaching programme that helps professionals fast-track their careers by changing function or industry, by moving into leadership, or by making the jump to be an entrepreneur.In the interview, we discuss:How work and careers are changingPractical advice for job seekersAdapting, learning and re-inventingThe challenging pace of changeA mindset shift for employersDealing with AgeismRising above the noiseThe impact of AIWhat will career paths look like in the future?Listen to this podcast on Apple Podcasts.A full transcript will appear here shortly.

Recorded live at the HR Tech Conference from the Fuel50 booth in Las Vegas, Chad & Cheese are joined by Heather Bussing, a legal expert in employment law. They discuss the topic of pay equity and how it impacts diversity and inclusion in the workplace. They explore how technology can help address pay equity issues and the importance of pay transparency. They also touch on the rise of unions and the impact of COVID-19 on changing perspectives in the workforce. Heather shares her insights on how employers can navigate these challenges and ensure fair compensation for their employees. To learn more about Fuel50, visit https://fuel50.com.