HR Interviews Playlist

John Graham, Shaker’s VP of Employer Brand Strategy, hit RecFest USA with a mic drop on recruitment marketing and employer branding as we careen into 2025. His talk? A mix of AI hype, DEI drama, and a reality check for those clinging to the idea of "jobs for life" like it's still 1985.Graham’s big reveal: employer branding is less about forever and more about for now, pivoting to a launchpad for career development instead of a golden handshake into retirement. He also dove into AI, calling it both the hero and potential villain of recruitment. Sure, it’s reshaping strategies faster than you can say "algorithmic bias," but Graham threw some shade on humanity, pointing out that we’re not exactly bias-free either. His advice? Play nice with AI but keep an eye on it—like a toddler with scissors.DEI got a spotlight too, but not without acknowledging the current rebrand it’s enduring thanks to political tug-of-wars and corporate-level ghosting. He tied it all up with a forecast for 2024 tech trends: automation, AI, and video storytelling are set to dominate, but the focus will still be on keeping things human-centered. (Spoiler: robots are cool, but people still like people.)And if that wasn’t enough, Graham’s closer was basically a call-to-action to stalk—er, network with—Shaker online. Updated website, LinkedIn, the works. Because nothing says "modern employer branding" like a shameless plug.

With organizations now having to navigate the rapid changes brought about by geopolitical instability, economic uncertainty, the ongoing climate emergency, and the surge in technology, it is clear that different ways of thinking about talent are needed. So, how can organizations adapt to this complexity and prepare for a future where the old rules no longer apply? What should they consider when redefining their talent strategies in such a dynamic context?My guest this is week is Graham Abbey, Professor in Practice at The University of Bristol Business School and CEO of Farleigh Performance.From the importance of understanding the difference between complicated and complex systems to the potential of AI in reconnecting us to our humanity, Graham provides deep insights into creating the conditions for engagement, leadership, and performance and building an antifragile organization. In the interview, we discuss:Challenges and forces driving changeThinking differently about talentChanging to the organization metaphorThe difference between a complicated and complex systemHow well are employers responding to change and uncertainty?Skills based organizationsDiscovery connectivity with AITalent Acquisition and hiringHigher purpose, agency, relationships, and disruptive learningBuilding an antifragile organizationHow will we be talking about talent in five years timeFollow this podcast on Apple Podcasts.Follow this podcast on Spotify.

Transforming a business function is a difficult process. It can become impossible if no one knows what the function is transforming into. It is vital that anyone undertaking a TA Transformation develops a clear vision to generate buy-in and set the direction of travel.With so much disruption going on, there has never been a better time to create bold, innovative visions that take TA Acquisition in new directions.My guest this week is Jill Leonard, Global Senior Director of Talent at Hello Fresh. Hello Fresh has developed a vision for talent acquisition that they call "TA As A Service." In addition to discussing Hello Fresh's TA Transformation, Jill also talks about her experience implementing video interviewing and the benefits of embracing new technology early.In the interview, we discuss:Current TA challengesTA Transformation at Hello FreshRecruiters as Talent AdvisorsTA as a serviceAgility and change management Upskilling and professional development for TA teams How video interviewing has evolved to solve specific business needs The benefits of embracing new technology earlyHow to drive adoption.How should TA leaders respond to AI?Optimizing the candidate experienceHow will TA evolve over the next five years?Follow this podcast in Apple Podcasts.Follow this podcast on Spotify.

Athletes, Burnout, and Plumbing EmergenciesGrab your popcorn and buckle up for this episode of the Talent Chasing Podcast! Jasper, Brian, and Chad dissect their interview with the legendary sports agent Debbie Spander in this latest Film Room session—a mix of insightful commentary, hilariously sharp quips, and, naturally, a side tangent on Europe's plumbing crisis.Ever wonder why elite athletes (or overachieving CEOs) burnout faster than you can say “toxic hustle culture”? Or how Gen Z brilliantly dodged the workaholic traps Gen X proudly fell into? This episode's got it all—philosophical musings on work-life balance, tales of burnout from Jim Courier to weekend warriors, and a surprise cameo by the four-day workweek. Spoiler: Friday is officially cancelled.But it’s not all heavy stuff. From Chad’s obsession with Annie Agar’s TikToks to Jasper being dunked on for calling soccer “fuchebol,” the guys keep it lively. Brian even drops some wisdom on how to find your post-career mojo—whether you’re a retired MLB star or just trying to survive your mid-level management gig.The takeaway? Practice makes perfect, empathy matters, and yes, AI is your new co-worker. Oh, and good luck finding a plumber in Europe. (Seriously, call now. They’re booked out for months.)Tune in for the laughs, stay for the life lessons, and let’s get real—if Jasper can embrace AI, so can you. Subscribe to Talent Chasing wherever you get your podcasts, and maybe rethink your work-life balance while you’re at it.

After all the commentary and debate about AI and talent acquisition over the last two years, we are finally starting to see what this brave new world might look like as many technology providers roll out new AI-driven products and services.While it is clear that massive changes are coming to the way companies hire talent, there are still many unanswered questions and contradictory views on what the future will look like.I wanted to get a different perspective on things, so this week, my guest is Shashank Saxena, a Managing Partner at Sierra Ventures. Sierra Ventures is an early-stage VC firm that has made several investments in AI-driven HR software companies. In our conversation, Shashank gives us some alternative visions of what the future of work might look like and implications for talent acquisition.In the interview, we discuss:How is the world of work changingAI use cases and the speed of adoptionDoes AI make TA more efficient, or does it completely disrupt it?Are AI-powered job seekers cheating?Can AI make hiring decisions?The implications of AI agents on white collar workWhat does the future of HR and Recruiting Technology look like?Follow this podcast on Apple Podcasts.Follow this podcast on Spotify.

After many years of being seen as tactical, TA has the unique opportunity to reposition itself as a strategic function with insights to shape business strategy. However, this will only happen with a significant degree of transformation, and those TA teams that stick to doing what they have always done are at risk of further downsizing or being automated away altogether. So, what do TA Leaders need to do to harness the current forces of change and reinvent their functionMy guest this week is Lyndsey Taylor, head of Global Talent Attraction at Brooks Automation. Lyndsey has a wealth of experience in TA transformation, strategic workforce planning, and driving change. She shares her perspectives on the future of TA, the rise of strategic workforce planning, and breaking down traditional HR silos.In the Interview, we discuss:How the work of TA is changing and the forces driving that changeHow can TA influence business outcomes?Aligning metrics to business goalsInternal mobility and reskilling What role can TA play in Strategic Workforce PlanningHow to be more strategicWhat does AI make possibleEnhancing the candidate experienceReducing biasBreaking the silos in HRWhat should TA look like in 3 years time?Follow this podcast on Apple Podcasts.Follow this podcast on Spotify.

From the SmartRecruiters booth at the HR Tech conference, the guys interviewed Stefan Premdas, who transitioned from a background in biomedical engineering to HR, focusing on talent operations and recruitment at various firms before joining sweetgreen. Stefan discussed the evolving HR landscape, introducing the concept of "people experience" and how his team at sweetgreen manages the entire employee lifecycle with an emphasis on integration. He highlighted sweetgreen's approach to employee engagement and retention, leveraging automation not only to improve customer service but also to enhance recruitment efficiency and candidate experience. Stefan touched on retention strategies for recruiters, focusing on providing clear paths for future career growth, and announced upcoming initiatives like a comprehensive Employee Value Proposition exercise aimed at solidifying sweetgreen's brand identity. He also addressed the natural diversity within sweetgreen's workforce, the current state of automation in their operations, and future expansion plans. Key technology tools like their Applicant Tracking System (ATS) and video interview systems were also mentioned, underscoring the tech-driven approach at sweetgreen.

Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization.So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed?My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to shareIn the interview, we discuss:The definition of culture in a corporate contextHow does culture translate into employee and candidate experience?Prioritising wellbeingUsing culture to stand out in talent acquisitionStorytelling with real examplesGiving candidates direct access to existing employees and the leadership teamThe role of technologyWhat does the future look likeFollow this podcast on Apple Podcasts.Follow this podcast on Spotify.

From the Shaker Green Room at RecFest USA, Dean Da Costa joins Chad & Cheese to share fresh recruitment advice. He urges recruiters to challenge norms, verify AI-generated data, and focus on the human touch. Da Costa emphasizes personal branding, as candidates often research recruiters, and suggests exploring platforms beyond LinkedIn to reach diverse talent. He highlights the irreplaceable value of genuine interactions over automation and advocates for a supportive, knowledge-sharing recruiter community.

Live from the SmartRecruiters booth at the HR Tech conference in Las Vegas, the boys hosted a session with Patti Tabris, Senior Director of Talent Acquisition at ResultsCX, who shared insights into leveraging employee referrals for recruitment. With 20,000 employees, ResultsCX has seen tremendous success by generating over 400,000 referrals in two years, highlighting referrals as a potent yet often underutilized recruitment strategy. Patti emphasized that continuous improvement and innovation in their referral program, named ReferCX, not only reduces hiring costs but also enhances candidate quality and company culture. The program's effectiveness is boosted by integrating marketing strategies at launch and robust backend technology to handle referral tracking and bonus calculations. The company has implemented a tiered incentive system linked to employee retention and uses a leaderboard to boost engagement without extra costs. The referral initiative extends beyond immediate hires, creating a pool of future candidates, and is integrated into the company's onboarding process through a mobile app. This program, accounting for 25-30% of hires, focuses on internal culture but plans to explore external referrals and enhance gamification. The success of ReferCX is measured through clear goals, tracking, and employee feedback, demonstrating its significant impact on both employee satisfaction and retention.