Recruiting Future with Matt Alder Evergreen Podcasts

Effective storytelling is a crucial part of hiring, flowing through recruitment marketing, employer branding, assessment and onboarding but does your organisation have a strategy that sits behind it? Knowing what kind of stories to tell and how and where to tell them is something that brings a considerable competitive advantage. So how can we all get better at telling our stories compellingly and effectively?

My go-to storytelling expert is journalist, writer and tech entrepreneur Shane Snow. I'm delighted to welcome him back to the show to do a deep dive into storytelling strategy. In a world of challenging talent markets and virtual hiring processes, this interview is a must listen for everyone.

In the interview, we discuss:

Why business storytelling is important and what it can achieve

The four elements of a great story

Storytelling in employer branding and recruiting

The three different types of business story

Why should people care?

How and where do you tell a story?

Weaving storytelling into every piece of communication •

A full transcript will appear here shortly.

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The one theme that has come over very clearly in the conversations I've had with talent acquisition professionals in the last 12 months is the relationship between speed and quality in the hiring process.

Speed is currently a competitive advantage which means many employers are focusing intensely on speeding up their hiring process. However, quality of experience and quality of hire are still critical, so how do you speed up talent acquisition and improve quality at the same time.

Earlier this year, Mervyn Dinnen and I joined forces with the team at Metaview to work on a piece of research to see if we could answer this question. We spoke to employers who are successfully improving both speed and the quality of the talent acquisition to distil the mindset, strategies and tactics they are using to solve this complex challenge.

We recently published the results in a whitepaper, and I'm delighted to welcome Germaine Yokoyama-Heiliger to the show to discuss the findings. Germaine is a People Experience and Operations consultant who was previously Chief People Officer at several high growth tech companies. She was one of the people we interviewed during the research, and she has some very valuable perspectives to share.

In the interview, we discuss:

The current state of the market and the background to the research

Can you increase speed and improve quality at the same time?

How difficult is it to overhaul the recruiting process?

Being ready to hire and running a great process

The importance of talent management

Talent intelligence and data

Being transparent and legitimate

Partnering with leadership

Human to human interaction

Using technology to understand what works, what doesn't work and what training is needed

What does the future look like


Download the full report here

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Diversity in hiring is a critical issue for all employers, but many are still struggling with it. So who is doing it well, and how much of a role can recruiting technology play in diversifying talent pools.

My guest this week is Shaun Daly, Head of Resourcing at The Open University. Over the last few years, The Open University has been increasing the diversity of its organisation by rethinking how it does hiring, building an inclusive employer brand and deploying point solution technology which helps to enable these strategies.

In the interview, we discuss:

Recruiting challenges at The Open University

Operating with legacy systems

Developing a compelling employer brand

Anonymous recruiting and diverse interview panels

Making the candidate experience more engaging

Recruitment marketing automation

Online events

Talent pool segmentation

Future innovations

Listen to this podcast on Apple Podcasts.

A full transcript will appear here shortly.

This is part two of my mini-series on personalization. So to recap, I feel very strongly that personalization is the new Megatrend in Talent Acquisition. Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers.

So what is possible, and how are employers dealing with the practicalities of personalization in talent acquisition?

A few weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was very insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen.

In this second set of interviews from the event (check out Episode 435 if you want to hear the others), you'll hear from Derek Braun, Staffing and Recruiting Manager at GoWireless and Steffanie Chaviano, VP of Talent and Patient Access at Autism Learning Partners. Derek and Steffanie talk us through their experiences of using conversational AI to transform the effectiveness of their recruiting strategies. First up, though, is Adam Godson, Chief Product Officer at Paradox, talking about some of the psychology behind conversational interfaces.

These are some of the topics you'll find discussed in this episode:

Personalisation at scale

The psychological elements of conversation design

Using conversation to drive processes

Connect with people, not software

How technology is affecting recruiter career choices

Handling high volumes of applicant flow is an engaging way.

The importance of being user friendly for hiring managers

What does the future of talent acquisition look like

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Those of you who have read my book Digital Talent (available wherever you get your books!) will know that I feel very strongly that personalization is the new megatrend in talent acquisition.

Offering personalized recruitment marketing, candidate journies, assessments, feedback, onboarding, and communication will be critical objectives for employers over the next few years. Candidates are demanding it, the technology is here to facilitate it, and the amount of friction that will get removed from recruiting processes will be a win for candidates, recruiters and hiring managers.

Two weeks ago, the awesome team at Paradox invited me to speak and record some interviews at their client board event in Scottsdale, Arizona. Paradox is a technology that is really driving the progress of personalization. It was really insightful to talk to some of their clients about the need for personalization in their TA processes and the change journies they are taking their recruiters and hiring managers on to make personalization happen.

I'll be sharing these interviews over two episodes of the show. Later in this episode, you'll get to hear from Adam Chen, Chief Marketing & Experience Officer at The Amenity Collective, Rachel O'Connell, VP of HR at Great Wolf Lodge and the return to the show of Victor Gaines SVP of Talent Acquisition at Aveanna Healthcare.

But first of all, I sat down with the amazing Madeline Laurano, Founder of Aptitude Research, to get her views on the drive towards greater personalization.

These are some of the topics you'll find discussed in this episode:

How technology is driving personalization

Creating experiences through conversation

High volume recruiting challenges

Significantly reducing time to hire

Change management

Building a consumer grand candidate experience

Using personas to differentiate the employee value proposition

The role of technology in personalization

Implementing technology

The future of talent acquisition

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Employer branding has always been important, but it is now absolutely critical to employers if they want to connect, engage and influence in demand talent. Employer branding isn't easy and for larger organisations building a global employer brand is a significant undertaking.

So how do you make the business case for employer branding, and how does employer brand activation work amid all of the challenges 2022 poses for employers?

My guest this week is Marije van der Togt, Head of Employer Branding at Just Eat Takeaway.com. Marije is highly experienced at building successful employer brands across multiple countries and has a massive amount of valuable insight to share.

In the interview, we discuss:

Challenges of becoming one company with one story

Evolving recruiting challenges

How strong consumer brands create challenges for employer brands

The importance of culture in candidate choice

Why invest in a global employer brand?

How employer brand strategy enables the business strategy

Storytelling and linking authentic people centric stories to EVP pillars

Strategically positioning podcasting as long form content.

The role of data and technology

Segmentation

Advice to other employers on developing a global employer brand

What does the future look like?


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