HR Interviews Playlist

Whenever we talk about recruiting automation, there is always a persistent narrative in favor of retaining the human touch in some way, shape, or form. While technology now enables us to interact in increasingly conversational ways, there's still an irreplaceable quality in human-to-human, face-to-face dialogue that no machine or video can fully replicate.So, how can we enhance the effectiveness of our conversations in both professional and personal settings? And could asking more powerful, thoughtful questions lead to better hiring outcomes? My guest this week is Emmy Award-winning filmmaker Topaz Adizes, founder of experience design studio The Skin Deep. Having conducted over 1,200 filmed conversations exploring human connection, Topaz has gained profound insights into what makes questions transformative. In our discussion, he shares what his work has taught him about crafting questions that break down barriers and foster authentic dialogue—lessons that can help us all engage more meaningfully in the workplace and beyond.In the interview, we discuss:Lessons learned from filming 1,200 conversationsHow conversations build relationshipsAvoiding power plays and making a safe space for conversationThe importance of well-constructed questionsCuriosity and openness in job interviewsThe power of bringing unrelated concepts togetherConnective questionsListening versus speakingCan AI write effective questions?The differences between face-to-face and virtual conversationsWhat's the future of workplace conversations?Follow this podcast on Apple Podcasts.Follow this podcast on Spotify

I know that many of you would agree that we are now beyond saturation point with the hype around AI in TA. It's clear that one way or another, gen AI is going to become ubiquitous in the software that we use. So, rather than discussing it as a topic on its own, we need to look carefully at the current and future impact on TA in terms of use cases, innovation, and the potential to rethink hiring.So what are the proven use cases for AI right now, where are we missing opportunities, and how will things develop in the short term?My guest this week is Mark Chaffey, Co-Founder and CEO of Hackajob. We discuss current AI use cases and lessons TA can learn from Gen AI's impact on software engineering.In the interview, we discuss:The current state of the tech hiring marketConcerns over developing early career talentThe impact of AI on software engineeringAI isn't just about automation. It's about being ten times better.Why AI will always match better than humansThe role of TAThe hype cycleCritical questions to ask vendorsData governance and integrationWhat will things be like in both the short and long-term future?Follow this podcast on Apple Podcasts.Follow this podcast on Spotify.

Get ready to dive into the wild world of sports biz with Debbie Spander, the CEO of Insight Sports Advisors—a boutique sports media agency where deals happen, dreams are made, and retired athletes try not to be the “Remember that guy?” stories! Debbie’s gone from slinging legal briefs as a sports lawyer to negotiating contracts as a sports agent, and she’s spilling all the tea. She tackles the big stuff, like what athletes should do when hanging up the cleats (because “Can I still wear these?” is sadly not a retirement plan). Debbie also dishes on the rise of social media influencers in sports—because these days, athletes don’t just train for game day; they train to drop fire selfies.This convo isn’t just business; Debbie gets personal! She opens up about her family's sports journalism legacy, the thrill (and chaos) of navigating NIL (name, image, likeness) for college athletes, and the crucial balance between on-field glory and off-field hustle. Plus, she shares advice for aspiring female sports lawyers because, let’s face it, this industry could use more women throwing down on and off the field. Expect laughs, insights, and maybe a few “Wait, what?” moments as Debbie dives into what it’s like being a true sports insider in a constantly changing game.Chapters00:00 Introduction to Debbie Spander and Insight Sports Advisors03:14 Debbie's Journey: From Sports Lawyer to Agent05:52 The Landscape of Sports Representation09:06 Transitioning Athletes: Preparing for Second Careers11:59 Identifying and Nurturing Talent in Sports Media15:01 Challenges Faced by Retired Athletes17:46 The Rise of Social Media Influencers in Sports20:58 Advice for Aspiring Female Sports Lawyers24:10 The Future of Women in Sports Representation25:27 The Importance of Role Models in Sports27:06 Balancing Ambitions: Athletes and Off-Field Pursuits28:14 Content Creation: New Models in Sports Media30:59 Evaluating Podcast Potential in Athletes32:21 Lessons from a Sports Writing Legacy35:30 The Role of Family in Shaping Careers37:54 Boutique vs. Large Sports Agencies39:46 Motivation and Client Relationships in Sports Management41:45 Navigating the NIL Landscape46:50 The Future of College Athletics and NIL

Broadcasting from the ever-glamorous Shaker Green Room at RecFest USA, Chad & Cheese sit down with the powerhouse of DEI herself, Novonda Lilly, Director of DEI Campus and Community Engagement at Vanderbilt Health. Novonda schools the guys on how to navigate the choppy waters of diversity in hiring, especially with 2025 looming large. Spoiler alert: it’s not as simple as slapping a rainbow on your LinkedIn banner.Novonda doesn’t hold back, calling out the so-called “shortage of diverse candidates” and challenging recruiters to step up their game. She serves up practical advice on using social media to reach underrepresented talent, though she’s quick to throw a little shade at AI and its dicey role in hiring – because, let's be real, nobody wants a “smart” robot unintentionally screening out great people. And, if you're hoping for a warm fuzzy moment, sorry – Novonda’s here to make sure we all stay sharp and resilient. She dishes on the reality of adapting DEI strategies to market trends, and she’s already lined up LinkedIn requests from everyone who wants in on her best practices.Prepare for an episode packed with humor, hard truths, and a few digs at outdated recruiting “innovations.” Novonda reminds us that if you’re not actively building an inclusive culture, you’re just setting yourself up for 2025 – and not in a good way.

In this episode of Firing Squad, Josh Sklüt, co-founder and Chief People Officer of My Standard, discusses the innovative approach of his company as a Web3 alternative to traditional job platforms like LinkedIn. He explains how My Standard empowers users to control and monetize their professional data while addressing the shortcomings of existing recruitment methods.The conversation delves into the app's features, the challenges of candidate matching, and the future of job searching in a decentralized world. The discussion covers client success stories, the competitive landscape, and the go-to-market strategy focusing on AI jobs. Sklut also addresses challenges and critiques from the hosts regarding the complexities of blockchain and the need for effective education in the HR space.Chapters00:00 - Introduction to My Standard and Josh Sklut05:09 - Pitching My Standard: A New Approach to Job Searching09:54 - The Problem with Traditional Job Platforms15:11 - Data Verification and Candidate Matching19:51 - Monetization and Business Model of My Standard24:45 - Challenges and Future of My Standard17:52 - Understanding the Use Cases and Client Success Stories19:51 - Differentiating from Competitors and Market Positioning22:03 - Go-to-Market Strategy and Initial Focus on AI Jobs23:57 - Team Composition and Expertise Behind MyStandard26:04 - Exit Strategies and Future Growth Opportunities28:04 - Facing the Firing Squad: Challenges and Critiques

This "Talent Chasing" podcast episode provides a look at Shohei Ohtani, his historic baseball journey, and the broader impact on the business of baseball. Hosted by former MLB player and scout Brian Johnson, journalist Jasper Spanjaart, and recruitment industry veteran Chad Sowash, the conversation explores Ohtani’s unique dual-role as both a top-tier pitcher and hitter—a feat that has transformed perceptions of player versatility in MLB.Ohtani’s path from Japanese baseball to MLB success is analyzed, with Brian detailing his scouting days and the rarity of Japanese players making it to MLB. They discuss Ohtani's decision to take a smaller initial contract to prove himself and build his reputation, a strategic move that contrasts with typical American contract norms and highlights his commitment to growth over immediate reward.The hosts also delve into the racial dynamics surrounding Ohtani's reception in the U.S., connecting it to broader societal issues and how MLB's demographic makeup influences fandom and player appreciation. They debate whether a team can thrive without a singular superstar and ponder the evolving role of scouts who must now consider both analytics and player personalities in their evaluations.Chapter Titles01:04 - Shohei Ohtani’s Impact on MLB  03:47 - The Rarity of Dual Roles in Baseball07:07 - Ohtani’s Strategic Contract Choices  16:04 - MLB's Demographics and Ohtani's Reception  18:45 - Comparing Ohtani to Other Legends  24:40 - The Role of a Superstar in a Winning Team  27:22 - Scouting Beyond Stats: The Importance of Personality  33:27 - Closing

Live from the Shaker Green Room, Mary Battle Broxton from Tractor Supply Company joined The Chad & Cheese at RecFest USA to talk AI, authenticity, and hiring without the ‘lazy applicants.’ ‘Embrace the robots, or get left in the dust,’ as Mary urges talent leaders to dive headfirst into AI tools like Paradox. Forget the old-school ways; it's all about tech-fueled, authentic candidate experiences now, where people and bots get to know each other before onboarding. Oh, and by 2025, you better be ready to keep up, or, as Mary might say, enjoy life as a digital dinosaur.

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 644: AI, Innovation & HR TechEp 645: Recruiting NirvanaEp 646: Skills IntelligenceEp 647: AttributesEp 648: Unstoppable TransformationEp 649: Building A Personalized Candidate ExperienceFollow this podcast on Apple Podcasts

Live from the SmartRecruiters booth, Tracey Parsons, the CEO of Flockity, shared insights at the HR Tech conference in Las Vegas, drawing from her extensive 20-year background in recruitment marketing and employer branding. She highlighted the sluggish pace of change within the industry, attributing it to stakeholder resistance and a pervasive lack of genuine listening, which deteriorates candidate experiences. This oversight often stems from an employer's sense of superiority, exemplified by Amazon's challenged reputation due to its treatment of warehouse workers. Parsons noted the common occurrence of candidates being ghosted post-interview, a reflection of broader systemic failures in recruitment where candidate sentiment remains low and transparency around compensation is stifled.The friction in job application processes is often counterproductive, deterring potential talent, while companies like Amazon, despite recognizing the costs of high attrition, struggle with implementing meaningful change. Misaligned branding further complicates expectations for both candidates and employees. However, technology offers a beacon of hope by potentially streamlining interactions and enhancing communication.Parsons criticized the inefficiencies in the current job distribution model, marked by low trust in job postings, and introduced Flockity's innovative approach using influencer marketing to foster trust and improve the candidate experience. She pointed out the skewed dynamics where paid job promotions might not reflect genuine company endorsement, and content tends to emphasize skills over culture. Creators often avoid brand mentions to dodge backlash.

I've done a lot of research this year around the move to skills-based hiring and skills-based organizations. Having spoken to a large number of employers on this journey, it is very clear that success is predicated on looking at skills strategically, holistically, and in the context of both business and personal growth.Ultimately, employers need to think fundamentally differently about talent and reflect this new thinking in talent acquisition, talent mobility, and talent development.My guests this week have just published an excellent book encouraging CEOs to embrace this new mindset to build the adaptable, skilled workforce they need in a way that doesn't undermine personal growth and champions the employee experience.The book is called "The Talent-Fueled Enterprise," and it was great to be able to speak to all three of its authors, Mike Ohata, Larry Durham, and Eric Dingler, who between them have 85 years combined experience in leading talent at Fortune 15 companies.In the interview, we discuss:The current most common talent challengesThe tension between people growth and business growthShifting from tech skills to Skills, Attributes and ExperienceSkilling for human potentialBuilding teams for growth, adaptability, and empathyRethinking Talent AcquisitionBecoming a skills-based organizationThe vital importance of talent mobilityEmployee experienceThe impact of AIWhat will work look like in 5 years time?You can get 30% off The Talent-Fueled Enterprise by following this link and using the code Recruiting24Follow this podcast on Apple Podcasts.