HR Collection Playlist

In this episode, Joel and Chad interview Jason Putnam, Chief Revenue Officer at Plum, about the flaws of skills-based hiring and the future of work. They discuss the challenges of becoming a skills-based organization, the importance of soft skills in hiring and promotion decisions, and the need for clean and comprehensive data to drive talent management. They also touch on the role of credentialing and the potential demise of the traditional resume. Overall, the conversation explores the evolving landscape of talent acquisition and management in the face of rapid technological advancements. Chapters 00:00 - Introduction and Welcome 02:13 - The Flaws of Skills-Based Hiring 06:10 - The Challenges of Creating a Foundational Base for Skills-Based Hiring 09:24 - The Integration of Talent Acquisition and Talent Management 13:00 - The Importance of Transparency and Internal Mobility 15:09 - The Role of Credentialing and Ongoing Learning 24:28 - Optimism and Pessimism about the Future of Work Keywords skills-based hiring, future of work, soft skills, data, credentialing, resume, talent acquisition, talent management, AI, upskilling

One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees. My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization. In the interview, we discuss: What do skills mean at McKinsey? How McKinsey's talent acquisition process is evolving Broadening talent sources The advantages of gamifying assessment Onboarding and "Day One Readiness" assessments to help people become productive as quickly as possible Using Gen AI to Personalize Assessments Building individual skills profiles and mapping up skills development Reducing bias and using "Fairness Observers" when making people decisions What are the most essential skills for the future? Follow this podcast on Apple Podcasts.

Justin Henshaw, founder and CEO of Gage, joins the Chad and Cheese podcast to pitch his company. Gage is the first and only universal employment recognition system and engagement community built for shift and hourly workers. It allows employees to own and transfer their employment data, providing a complete and portable employment record. Gage also fosters community and connection among employees, allowing them to connect with peers, coworkers, and managers. The platform emphasizes engagement and rewards, with the goal of motivating and retaining shift and hourly workers. Gage is an employee engagement platform that aims to recognize and celebrate the hard work of every person in the workforce. The platform provides a gauge score to employees based on their reliability, trustworthiness, and performance. Gage's go-to-market strategy includes both a sales approach targeting mid to large enterprises and an organic approach with end users. The platform is primarily focused on the hourly workforce and younger generations who are not active on LinkedIn. Gage aims to become an industry standard and a language within businesses, where employees' gauge scores determine their pay and opportunities. Chapters 00:00 - Introduction and Background of Justin Henshaw 05:26 - Pitching Gage: The Universal Employment Recognition System 08:03 - The Name and Relevance of Gage 08:55 - Justin Henshaw's Entrepreneurial Background 09:55 - Funding and Future Plans for Gage 11:07 - Ownership and Privacy of Employment Data on Gage 13:30 - Engagement and Communication on Gage 14:58 - Building Community and Connection on Gage 15:55- Interface and User Experience on Gage 16:36 - Joining a New Company on Gage 19:02 - The Gauge Score: A Measure of Reliability and Trustworthiness 20:34 - Go-to-Market Strategy: Sales Approach and Organic Growth 22:41 - Targeting the Hourly Workforce and Younger Generations 27:07 - Becoming an Industry Standard for Employee Recognition Keywords Gage, employment recognition system, engagement community, shift workers, hourly workers, employment data, portable employment record, community, connection, engagement, rewards, motivation, retention, employee engagement, gauge score, go-to-market strategy, competition, integrations, pricing model, ultimate goal

Companies are hearing all of the efficiencies they can enjoy by using large language models (LLM) but have no clue where to start. Luckily, Adam Gordon, cofounder at Poetry, can answer some of those questions for TA leaders and recruiters while Chad & Cheese can attest to LLMs integrated into podcasting platforms. If you're new to LLMs, and using solutions like ChatGPT, or you're a seasoned pro, this episode is for you.

In this episode, the boys interview Angela Cheng-Cimini, the CHRO at Harvard Business Publishing, about hyper-individualization in the workplace. They discuss the importance of meeting employees where they are and providing a personalized employee experience. They also explore the impact of COVID-19 on workplace flexibility and the shift towards remote work. The conversation covers topics such as pay transparency, career progression, and the role of managers in shaping the employee experience. Angela emphasizes the need for organizations to adapt to the changing expectations of employees and create a culture of belonging and growth. Chapters 00:00 - Introduction and Welcome 03:00 - Hyper Individualization: Meeting Employees Where They Are 05:12 - Pay Transparency and Pay Equity 08:35 - Career Progression: Making It Visible and Accessible 13:07 - The Changing Attitudes Towards Becoming a Manager 21:30 - Navigating Politics in the Workplace 23:37 - The Challenges and Importance of Midline Leaders Keywords hyper-individualization, workplace flexibility, remote work, pay transparency, career progression, managers, employee experience, culture

Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind. However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking? My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future. In the interview, we discuss: Toyota's customer-centric approach to candidate experience Automating the process Busting myths about video interviewing Giving candidates control and flexibility Reducing bias in Recruitment Marketing Wellbing the interview process Sentiment analysis What does the future look like? Download Willo’s “Hiring Humans” eBook Follow this podcast on Apple Podcasts.

It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like? My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic. In the interview, we discuss: The background to the research project and how it was carried out How things have changed in the last three years DE&I as a focus for employer branding Key metrics to get senior stakeholder buy-in and future investment Is employer branding still considered important by organizations? How happy are employers with the current state of their EVP? Building agility and flexibility into the brand research process to ensure relevancy Changing employee attitudes to work The evolution of employee stories The importance of belonging Differentiation and competitive benchmarking What does the future look like? Follow this podcast on Apple Podcasts

On this special episode, The Chad & Cheese team up with our pal and fellow podcaster Matt Alder, who, in true Scooby-Doo fashion, rented a camper van for our East Coast tour. First stop? Glenkinchie Distillery in the Scottish Lowlands. Because, of course, in Scotland the best way to start the day is with some whiskey. After the tour we whip out the mics and dive into a Tru Glasgow briefing, topics like whether resumes are finally six feet under, upskilling, kids deciding their careers (because they totally know what they want), and whether the US and Europe are finally sharing the same recruiting woes. Big shoutout to Matt, our Scottish pals, and the sponsors of both Tru Glasgow and Tru Edinburgh: DAXTRA TECHNOLOGIES ASHBY SOLUTIONS DRIVEN GIGGED.AI WILLO and POETRY Slàinte Mhath! PODCAST TRANSCRIPTION COMETH

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally. So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market? My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential. In the interview, we discuss: How will global workforce demographics change over the next few years? Reskilling for the future for jobs where there is demand for talent Making interventions around the right skills, democratic access to opportunities, and job creation. How does upskilling work at scale? Delivering courses on WhatsApp to deal with data availability issues Opportunities for global employers to access African talent The potential impact of AI What will things look like by 2050 Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It is becoming clear that company CEOs are taking AI very seriously, and it is starting to inform the strategic direction of many businesses. For example, 44% of CEOs responding to PwC's 2024 Annual Global CEOs survey believed that Gen AI will drive efficiency and boost profits in the next 12 months. It is now critical that Talent Acquisition leaders take AI seriously and build strategies that closely align with their business's strategic direction. Unfortunately, in most cases, this isn't happening with the urgency that the situation requires. So, what are the barriers here? Do we fully understand the challenges, and what can TA leaders do to ensure they stay in step with the rest of their business? My guest this week is Paul Maxin. Paul is a highly experienced Global TA Leader who has worked at a diverse range of major public and private organizations. Paul firmly believes in the importance of approaching AI strategically with a sense of urgency and shares some pragmatic advice on how best to achieve this. In the interview, we discuss: Why TA is out of step with the rest of the enterprise The challenges that stop TA from being strategic The importance of scenario planning Calls to action What questions should TA leaders be asking themselves? Data, measurement, and transparency Proving the strategic value of TA Auditing and the danger of AI being bias on steroids The continuing importance of the candidate experience An increasing risk of burnout What might the future hold? Follow this podcast on Apple Podcasts.

They boys are talkin' CareerBuilder and Monster merging this week. The deal is expected to close in Q3 and is subject to regulatory approvals. This merger comes as both companies have faced challenges in recent years, with CareerBuilder being sold off in pieces by Apollo and Monster struggling to revive its brand under Randstad's guidance. It remains to be seen how this merger will impact the job board industry and the competition with Indeed, LinkedIn and others. They also talk about Phenom's acquisition of Tidy and its implications for the applicant tracking system space. The conversation then shifts to LinkedIn's new AI features and the controversy surrounding them, as well as the emergence of Unikon.ai as a potential competitor to LinkedIn in India. Finally, they discuss a lawsuit in Florida challenging a new law that raises the age requirement for strippers, er, adult entertainment workers. Chapters 00:00 - CareerBuilder and Monster Merger 17:09 - Challenges and Timing 18:03 - Impact on the Job Board Industry 19:50 - Competition with Indeed and LinkedIn 20:02 - Apollo's Strategy 20:52 - Monster's Struggle 27:55 - Phenom's Expansion into the ATS Space 34:42 - LinkedIn's AI Features 40:07- -Unikon: A Competitor to LinkedIn 45:23 - Challenging Florida's Law on Adult Entertainment Workers Keywords CareerBuilder, Monster, merger, Apollo Global Management, job board, acquisition, staffing, competition, Indeed, LinkedIn, Monster, StepStone, acquisition, Phenom, Tidy, applicant tracking system, LinkedIn, AI features, Unikon, professional networking, Florida, strip clubs, adult entertainment workers

This week on TRF: Tidal wave of flight cancellations when WestJet mechanics strike for 1 day, exposing our tender underbelly of having only 2 airlines to choose from in Canada. Mardi-Gras with horses and cowboys, also known as the Calgary Stampede. The whole city dressed up in costume for 10 days leads to a spike in divorce rates and a baby boom. IN THE NEWS CareerBuilder & Monster mashed up into one. The once mighty rivals have now joined forces to what some call the Brangelina marriage of job boards. UKG took a sword to their middle management and laid off over 2,000 people, the day before America’s favorite holiday, the 4th of July! Patagonia didn't seem like themselves when they asked 90 remote customer service employees to move closer to the office or leave. TIP OF THE WEEK Recruiting the right type of Leader for your organization means focusing on their future potential. Pro Tip: watch if their eyes light up when they talk about the success of someone else RECRUITING INSIGHTS Ghost Jobs CBS news reports 40% of companies admit to posting fake jobs in 2023. Their logic is this somehow tricks current employees into thinking the business is growing. Sounds like a half-baked idea to us. Interview tech like Pillar means the theory about gender difference during the interview process are no longer theory. What should be done with the information remains hotly debated between us. Who’s winning in the AI boom? Its the same companies who cashed in on the .com boom and Y2K.

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 619: TA On The Brink Of Revolution Ep 620: Hard Skills & Soft Skills Ep 621: Rain, Whisky and Robots Ep 622: Redefining Expertise Ep 623: An Inclusive Candidate Experience Ep 624: The TA Team Of The Future Ep 625: What’s Next For Generative AI? Follow this podcast on Apple Podcasts

Anessa Fike, author of The Revolution of Work, F!ck the Patriarchy, discusses her book and the need to dismantle the current systems in the workplace. She shares her journey into fractional HR and explains that fractional work allows organizations to have experts on a part-time basis at a fraction of the cost. Anessa talks about her decision to write the book and her choice of title, emphasizing the need for an uprising and the dismantling of patriarchal elements in society. She hopes that the book will empower those who already think this way and encourage conversations about change. The conversation explores the need for a revolution in the workplace, addressing issues such as obliviousness of leaders, the need for self-reflection, the rise of fractional work, the role of AI, the challenges with founder CEOs, the lack of diversity in funding, and the importance of pay equity. The conversation emphasizes the need for change and the role of allies in creating a more inclusive and equitable work environment.

The hype around the arrival of Gen AI was off-the-scale crazy. Now that things have calmed down and the use of LLMs is starting to normalize, it can be easy to think that the hype was overblown. However, we are about to see some developments in technology that will change our mindsets entirely and start to bridge the gap between the initial hype and our current reality. My guest this week is Jack Houghton, Co-Founder of Mindset AI. Mindset AI uses cutting-edge AI technology in the HR and Learning space. Jack talks us through the potential of Autonomous AI Agents to change how we work forever and help some of the initial hype around AI become reality. In the interview, we discuss: The huge developments coming in the next 12 months How will removing the current friction in accessing Gen AI accelerate adoption? How Autonomous AI Agents will bridge where we are and where we are going. Tools, APIs, and logical reasoning How do AI Agents communicate in Swarms to build workflows and intelligently manage tasks? Ask use cases and Do use cases. What are the limitations and the implications for jobs? The importance of taking a strategic approach Where might we be in 3-5 years? Follow this podcast in Apple Podcasts.

This week on TRF we cover: Summer in Calgary was on June 26. Driving with the windows down & the music loud! Stupid stuff we have to suffer through. Labour tensions continue for Canada’s 2nd largest airline, mechanics reject the 23% wage increase offer, strike and lockout by Westjet is throwing cold water on Canada Day long weekend travelers. IN THE NEWS Which job types are taking a hit as we see Canada’s job vacancies drop. Along with better news is the job with the biggest wage gains. US jobless claims from a 10 month highs as unemployment remains low at 4% Canada levels the playing field by axing an unfair practice for work permit renewals TIP OF THE WEEK Just say no. Then explain why we don't leave jobs posted to see what’s out there or ‘test the waters’. RECRUITING INSIGHTS GenZ’s golden ticket to the world of work with employers who use skills-based hiring, they could hit a brick wall as HR just isnt ready for it. Ex-Nvidia recruiter Stefanie Fackrell shares her pet peeves about candidates who show up for interviews unprepared. LinkedIn’s new AI tool answers the call to what recruiters just don't have the time to do - write a tailored message to each candidate.

Much of the conversation about the future of talent acquisition focuses on absolutes. The questions debated revolve around whether there will actually be a need for talent acquisition in the future, whether robots will do all the recruiting, and whether most jobs will even still exist. While these discussions are essential, they tend to polarize opinion and don't do much to move the industry forward. We need to have nuanced conversations about the practicalities of this transformation process and focus on the skills and roles that will drive the change we need. My guest this week is Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo. Andreea strongly advocates for strategic talent acquisition and the importance of TA shaping its own destiny. She has done some significant work around the future roles talent acquisition will need and has some highly valuable insights to share In the interview, we discuss: Elevating the role of TA and making it strategic The importance of understanding rapidly changing business priorities How are employers responding to AI? The enthusiasm vs. implementation gap What are AI skills? Removing silos in the talent function Disrupting the traditional career framework in TA What TA roles might we see in the future? What skills do TA professionals need to develop What is going to happen over the next 18 months Follow this podcast on Apple Podcasts.

Join Chad and Lieven in this week’s episode as they dive into Europe’s hottest tech news. With Joel savoring Singaporean street food, the duo tackles LinkedIn’s new AI career coaches and the impact of Bullhorn acquiring Text Kernel on the recruitment industry. They explore Revolut’s surprising move into HR tech with Revolut People, discussing potential privacy concerns and market implications. Lieven passionately defends traditional brewing against AI enhancements in Belgian beer, while Chad shares his excitement. They also critique StepStone’s recent rebranding efforts and their potential impact on the company's future. Tune in for a lively discussion on AI, recruitment tech, and European innovations, all with a side of humor and a dash of Belgian beer.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas. The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months. So, what practical and immediate steps can employers take to be more inclusive with their recruiting? My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication. In the interview, we discuss: The importance of inclusive communication Being a comms rebel How can the recruiting process be more inclusive? Job descriptions and degrees Recognizing bias Taking micro-steps The impact of poor communication on candidates What can employers and individual recruiters do to improve the candidate experience? The dangers of overly generic AI-generated language Candidates calling out employers in public Changing expectations of work and the importance of belonging Will AI make things better or worse? Follow this podcast on Apple Podcasts.

In this episode of the Chad and Cheese podcast, Chad and guest Joel Lalgee tackle everything from Euro 2024 and upcoming events to the staffing world being rocked by Indeed. Nvidia is now king of the public companies, and Bullhorn just gobbled up TextKernel. They jabber about AI in recruiting and retail, including McDonald's drive-through robots and retail's eternal misery with low pay and turnover. Buckle up for a snarky dive into the future of work! 00:01:00 - Special Guest Introduction 00:03:30 - Euro 2024 Soccer Talk 00:06:30 - Shoutouts and Upcoming Events 00:11:00 - RecFest Insights 00:14:30 - Indeed Launches into Staffing 00:20:00 - Staffing Industry Disruption 00:25:00 - Bullhorn Acquires TextKernel 00:30:00 - AI in Recruitment and Staffing 00:38:00 - Skills-Based Hiring 00:44:00 - Retail Job Challenges 00:49:00 - McDonald's AI Experiment 00:54:00 - Closing Remarks