Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?

Episodes mentioned in this Round Up:Ep 409: Inclusive HiringEp 410: Recruiting FundamentalsEp 411: EVP In A Hyper Competitive MarketEp 412: Scaling RecruitingEp 413: Into The MetaverseEp 414: Change & ComplexityListen to this podcast in Apple Podcasts

Destigmatizing career breaks is something that I feel very strongly about and something that talent acquisition needs to take very seriously. With so much lip service paid to diversity and inclusion and the current difficulties of finding talent, it makes zero sense to still view career breaks negatively.This week LinkedIn have announced Career Breaks on the LinkedIn Profile to better reflect the realities of career journeys and, in turn, begin to normalize career breaks in the recruiting process. My guest this week is Jennifer Shappley, Global Head of Talent Acquisition at Linkedin. As well as talking us through the new career breaks feature, Jennifer discusses the key findings on LinkedIn's latest Global Talent Trends report and shares her thoughts on the future of talent acquisition.In the interview, we discuss:Global Talent TrendsWellbeing and flexibilityTrustLinkedIn's new Career Break profile sectionHow can talent acquisition support people who have taken a career breakHow is talent acquisition changing, and where is it going?Making interviews equitable in a hybrid worldWhat are the biggest challenges talent acquisition teams are facingListen to this podcast in Apple Podcasts.

One thing that really annoys me is when commentators, consultants or vendors offer advice to talent acquisition teams that doesn't recognise just how complex organisational hiring dynamics can be. Change is constant, but driving effective change in a complex organisation that radically improves talent acquisition is incredibly challenging.My guest this week is Jenny Cotie Kangas, Director, Digital Experience Talent Acquisition at Regis Corporation. Jenny has an incredible story to tell about the power of adopting a beginner's mindset to use technology to transform talent acquisition in a highly complex company. In the interview, we discuss:The talent acquisition challenges in a franchised organisationA beginner's mindsetCalibrating talent acquisition as business criticalDelivering intentionality to the candidateIdentifying a recruiting technology partnerDesigning the candidate experienceOffering consistency and flexibility in the recruiting process where one size fits all doesn't workModular technologyThe results so far and the next stagesAdvice to talent acquisition leadersWhat does the future of recruiting look like?Listen to this episode in Apple Podcasts.

For over a decade now, I've been flagging up the development of virtual reality as something talent acquisition should have on their radar. It's taken a while, but with tech giants like Meta and Apple making multi-billion dollar investments in technology and infrastructure is now finally the time for our industry to fully embrace the Metaverse.So how does would this work, and what talent acquisition and HR activities are already in play in virtual reality. My guests this week are Misha Krymov and Jennifer Regan, the CEO and Head of Experiences at Morpheus XR. Morpheus XR is already designing recruiting, onboarding and leadership development experiences in the Metaverse and have a massive amount of knowledge to share with us.In the interview, we discuss:What is the Metaverse, and who is building it?Creating space for meaning and meaningful momentsHow environment shapes human behaviourHow VR gives agency to users that Zoom / Teams calls don'tUnbiased recruitment using VROnboardingWhat should talent acquisition teams be doing to learn about the MetaverseInclusion and alternatives to headsetsUntangling science fiction from science factExtending realityWhat's the potential for VR, and how will it be used in the futureListen to this podcast in Apple Podcasts

This year, scale and speed are an essential focus for many talent acquisition teams. But how do you scale recruiting and speed up hiring in an environment where recruiting recruiters is as tough as it is right now?My guest this week is David Spencer-Percival, CEO of Life Science People and formerly the founder of high growth recruitment businesses Huntress and Spencer Ogden. David has decades of experience scaling up and recruiting recruiters in various markets. He has developed a tried and tested methodology that many talent acquisition teams can learn fromIn the interview, we discuss:Recruiting, training and nurturing fantastic recruitersThe academy modelSelectionBuilding the right culture of success and incentiveThe relentless pace of changeRecruiting processes for a candidate driven marketWhat are the most successful employers getting right?The role of technologyAdvice to TA leaders on building effective working partnerships with agenciesListen to this podcast in Apple Podcasts.

Over the last few months, as I've been researching the practical effects of the Great Resignation, we've heard the stories of talent acquisition professionals from the US, Europe and Australia on what is truly a global issue. One country I really want to know more about though, is India, one of the biggest global markets for tech talent.My guest this week is Aditya Singh, Director Head of Talent Acquisition at Informatica. Aditya has overall responsibility for designing and deploying Informatica's Talent Acquisition Strategy across India and gives us a great insight into what Informatica is doing to stand out in one of the most competitive talent markets on the planet.In the interview, we discuss:The Indian tech talent marketWhy EVP is critical for differentiationGen Z's expectations from workConstant engagement throughout the client lifecycleThe importance of campus recruitingThe rapidly changing landscape of skills and why this makes internal mobility criticalThe impact of remoteThe role of technologyData and analyticsWhat TA innovations can we expect to see in the futureListen to this podcast in Apple Podcasts.

As employers continue to struggle to find the talent they need, it is fascinating to see talent acquisition teams forensically picking their recruiting processes apart and reimagining them to reflect the reality of 2022. While talent intelligence, AI, and automation play a part, some human fundamentals sit at the heart of an effective TA strategy.So what should recruiters be focusing on, and how different is the talent market of 2022 from those in the past. My guest this week is somewhat of a recruiting legend and has strong opinions based on his decades in the industry. Lou Adler, CEO of Performance-based Hiring Learning Systems, is a prolific author, speaker and trainer. Keep listening to hear his thoughts on how best to deal with the challenges employers are currently facing. In the interview, we discuss:Is the current market really unprecedented?What should recruiters be focusing on?Designing recruiting processesGo to market positioning.Results versus competencies and experiencePredictive indicators and confirming indicatorsHiring managerThe role of technologyThe futureListen to this podcast in Apple Podcast.

In the latter part of last year, I had two conversations on the show about hiring from marginalised groups. The first was with Eugène van den Hemel, who is doing pioneering work in The Netherlands to connect refugees with employment opportunities. The second was with Darren Burns, who runs the ex-offender hiring programme for UK retailer Timpson.Both of these conversations were eye-opening for me. They highlighted that now more than ever, employers need to challenge traditional policies and beliefs to think differently about hiring if they want to be genuinely inclusive.I wanted to know more, and a few weeks ago, I was introduced to James Fellowes and Chance Bleu-Montgomery from Prosper4, who run an inclusive hiring portal called the Bridge of Hope. Their organisation helps bridge the gap between being job-ready and getting a job in many marginalised and diverse talent pools.Their knowledge and expertise come from incredibly challenging personal experiences, and it was a privilege to give them this platform to tell their story.In the interview, we discuss:Being in the business of changing livesInclusive recruitment and inclusive employmentBuilding a coalition of support services covering critical areas such as qualifications, finance and broader family supportWhat does the talent come fromImproving the odds both for job seekers and employersThe huge benefits to employersWhich employers are embracing inclusive recruitingFuture plansListen to this podcast in Apple Podcasts.

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 403: The Skills ChallengeEp 404: The Great OpportunityEp 405: Global Remote TeamsEp 406: A CEO’s Perspective On Remote WorkEp 407: Science Driven Talent IntelligenceEp 408: Hiring RevolutionListen to this podcast in Apple Podcasts

DE&I continues, thankfully, to be an extremely high profile issue for employers. However, the needle is still not moving quickly enough, and some of the data is shocking. For example, it would still take 200 hundred years to close the race and gender pay gaps at the current rate of progress.So what can employers do to accelerate the pace of change, and how much can individual recruiters influence diversity in hiring. This week, my guests are Trina Olson and Alfonso Wenker, co-founders of Team Dynamics. Trina and Alfonso work with some well-known organisations to improve their diversity and hiring practices. They have recently authored a book called Hiring Revolution that offers some extremely practical advice on how recruiters can inject DE&I into their organisation's hiring.In the interview, we discuss:Aligning cultural behaviour to valuesWhy inequities in hiring and promotion are not a foregone conclusionResume racism Recruiters taking individual responsibility to make changeNotice, Name and NavigateRPDRWhat to do more of, what to do less of and what to stop.OnboardingHow will things develop over the next two years?Listen to this podcast in Apple Podcasts.