HR Collection Playlist Evergreen Podcasts

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?


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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

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