Start Smart TAtech

The Start Smart podcast has a simple premise: The best way to succeed in talent acquisition is to begin by using the latest data to pinpoint the characteristics that matter in the workforce. So, what’s the key data point for today’s recruiters? It’s that Millennials are now the largest single cohort in the workforce. They make up more than one-third – 35 per cent, in fact – of all workers, and by 2030, just six years from now, they will comprise 75 per cent of the working population. Said another way, the policies, processes, practices and technology employers have used to recruit what used to be the largest workforce cohort – Boomers – must now be reconfigured for Millennials and GenZs.
In this episode of Start Smart, I am joined by Heather Tenuto, CEO of TheMuse.com and FairyGodBoss.com, two linked sites that focus on serving next-gen professionals and the employers that are actively recruiting them. We cover a broad range of social, cultural and workforce topics and hone in on why TheMuse has positioned itself as “the first values-based career platform” for net-gen workers and how employers can use “authentic employer brand storytelling” to connect with them. It’s a fascinating conversation, so listen in.

In one recent survey, over two-thirds of the respondents said they thought that AI would replace them on-the-job.  Among many HR and Talent Acquisition professionals, there’s been a similar level of anxiety and sometimes even fear about the impact of the technology.  So, what I wanted to explore in this episode of Start Smart is how recruiting teams can capture the benefits of AI without trashing recruiters in the process.
My guest for the show is Adam Godson, the President & Chief Product Officer at Paradox.ai. 
We explored several aspects of the topic, including:
Are recruiters’ fears justified? Should they worry about the impact of AI on their jobs?What are the best ways for employers to acquire and implement the technology, so that it helps rather than harms recruiters?, and What can individual recruiters do to make sure they’re on top of AI and not crushed by it? 
It’s a fascinating conversation with a guy who’s been both a recruiter and a technologist, so his insights are on point and extremely helpful.

The Start Smart podcast with Peter Weddle
A recent survey found that only half of all business leaders use feedback loops to keep track of the changes among their customer base. If that’s true on the consumer side of a business, it’s probably also true in talent acquisition. And that’s problem. Talent technology is almost always acquired to improve KPIs – to see an upgrade in recruiter performance – and it’s next to impossible to reach that goal without the effective use of feedback loops. Happily, there’s no one more expert in applying feedback loops than my guest for this episode of Start Smart, Maury Hanigan, the CEO of SparcStart.
Maury and I crammed about two hours of discussion into our 30 minute show, so we covered everything from the difference between using a feedback loop when implementing talent technology and simply monitoring a new product’s introduction. We discussed who should be invited to participate in a feedback loop for a new technology-based tool and the steps involved in setting it up as well as the benefits that can accrue to both the recruiting team and the employer from doing so. It’s a conversation that explores both the strategic and tactical aspects of feedback loops and the challenges and opportunities that come from using them to implement talent technology. Take a listen!

In this episode of Start Smart, the TAtech podcast that focuses on maximizing the ROI you derive from technology by beginning with its effective implementation, Peter’s guest is Oliver Feakins, Founder & CEO of TrackFive, a company that manages job boards in healthcare, transportation and other fields.
The acquisition of new technology is often justified by the assumption that “it will free recruiters up to do what they do best.”  Oliver and I discuss just what skills that activity encompasses – in recruiters performing at their peak – and the thorny question of whether they’re prepared to take on that role.  After all, if recruiters have been unable, at least to date, to use those skills, isn’t it possible – maybe even likely – that they have atrophied or worse disappeared altogether.  In addition, is there any evidence that recruiters actually want to take on that activity, since doing so may change practices in which they are now competent and comfortable?  It’s a fascinating exploration of change management – join us!
Links mentioned:
TrackFive
Connect with Oliver on LinkedIn

In today's episode, we have a very special guest, Mona Tawakali, the Chief Strategy Officer at Recruitics. Join us as Mona shares invaluable insights and strategies for successfully implementing technology in talent acquisition. We'll explore the importance of user adoption and satisfaction, the role of technology within organizations, and the key factors that lead to successful implementations. 
From user-centric design to addressing feedback and gaining buy-in from stakeholders, Mona will guide us through the intricate process of integrating technology in a way that maximizes its potential and drives long-term success. So grab your headphones and get ready to Start Smart!
Links mentioned:
Recruitics
Connect with Mona on LinkedIn

In this episode, we delve into the facts and findings from the 2023 Talent Acquisition Research Report by Symphony Talent.  Based on a survey of 300+ individuals in large employers (2,000+ employees), it explored their process and practice challenges and needs as they deal with the shifting expectations and behaviors among job seekers.  The report organized the findings into two sections: The current state of talent acquisition (which, based on the report, definitely needs some improvement) and talent acquisition technology and services (with respondents indicating a strong commitment to the addition of new products).

As is our custom, we focused our discussion on three of the report’s more interesting findings.  First, we examined the view of the survey’s respondents that the process is the problem in recruiters’ ability to get their work done efficiently and effectively.  Next, we talked about the astonishing finding in the report that a significant segment of the survey population still doesn’t have an employee value proposition, even though other surveys have found that such a statement is essential in attracting top talent.  And third, we discussed TA teams’ growing reliance on talent technology and the key drivers in their selection of a solution provider.  As always, we try to tease out the key implications of the data for recruiters, and hope you find our conversation helpful.

Links mentioned:
The 2023 Talent Acquisition Research Report
TAtech Talent Technology Implementation Management Handbook & Job Aid

Mentioned in this episode:
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