Talent and Growth Paul Church

Summary

The conversation explores the current state of AI adoption in the recruitment and HR tech space, the challenges and opportunities, and the impact of AI on bias and diversity in the hiring process. It also delves into the phases of technology uptake and the innovative use of AI in business development. The conversation explores the challenges and potential of AI, the need for time investment in understanding AI, the future of work, and the role of AI in human interactions. Siadhal from Metaview shares insights on the impact of AI on recruiting, the importance of experimentation, customization, and reporting in AI products, and the potential of AI in enhancing human productivity. The conversation also delves into the concept of human-AI interaction and the efficiency of AI in replicating human conversations.



Takeaways

AI adoption in recruitment and HR tech is rapidly growing, but there are still challenges and resistance to adoption.

Unstructured data is now useful due to AI's ability to extract insights, leading to significant changes in business processes.

AI is being leveraged effectively in sourcing and application sorting, addressing the challenges of candidate differentiation and applicant heavy markets.

AI has the potential to mitigate bias by providing more accurate and comprehensive data, but there are still challenges in fully understanding and addressing bias in decision-making processes.

The phases of technology uptake, from innovators to laggards, provide insight into the adoption of AI and other new technologies.

Innovative use of AI in business development, such as market mapping and chat GPT, is reducing the time and effort required for these processes. Understanding AI requires time and experimentation

Customization and reporting are crucial in AI products

AI has the potential to enhance human productivity

Efficiency in human-AI interaction is a key consideration for AI adoption

Chapters

00:00

The State of AI Adoption in Recruitment and HR Tech

08:39

Unstructured Data and AI: A Game Changer in Business Processes

16:16

Addressing Bias and Diversity with AI in Hiring Processes

21:32

The Impact of AI on Recruiting and the Future of Work

26:57

Customization and Reporting in AI Products

36:16

Enhancing Human Productivity with AI

39:49

Efficiency in Human-AI Interaction

Adam Jackson, Co-Founder of Braintrust Network, discusses their unique talent network and the introduction of BrainTrust Air, an AI-powered talent acquisition tool. The conversation covers the benefits, impact on candidate experience, and the ethical use of AI in recruitment. Adam also shares insights on the future of talent acquisition and the evolution of AI in the hiring process.

Takeaways

BrainTrust is a unique talent network owned and controlled by the talent that makes their living on it.

BrainTrust Air is an AI-powered talent acquisition tool that streamlines the hiring process, providing benefits for both candidates and talent acquisition professionals.

The ethical use of AI in recruitment is a key consideration, and BrainTrust Air is designed to ignore biases and evaluate candidates based solely on their abilities and experience.

The future of talent acquisition will see AI replacing legacy HR tech software, improving efficiency, and providing better output.

The integration of AI in the hiring process will free up time for talent acquisition professionals to focus on creative solutions and other aspects of HR management.

Emma Cooper, Chief People Officer at System1Group, discusses the importance of aligning individual growth with organisational development. She shares how they have implemented departmental and organization-wide frameworks to clarify expectations and behaviours. Emma also highlights the use of the Extraordinary Leader program and the Clifton Strengths Assessment to identify and nurture talent within the organisation. She emphasises the need for continuous learning and growth, and the role of leaders in promoting and role-modeling this mindset. Emma also discusses fostering a sense of belonging and understanding of growth opportunities across all levels of the organization. Finally, she addresses the trends and challenges facing people development professionals, such as longevity, AI, and economic and political changes.

Takeaways

Align individual growth with organisational development through clear expectations and behaviours.

Use tools like the Extraordinary Leader program and the Clifton Strengths Assessment to identify and nurture talent.

Promote a culture of continuous learning and growth by recruiting and developing people interested in personal development.

Role model a growth mindset as a leader by actively seeking feedback, participating in development activities, and sharing personal learning experiences.

Foster a sense of belonging and understanding of growth opportunities by providing autonomy, development plans, and opportunities for collaboration and learning.

Be prepared for trends and challenges in people development, such as longevity, AI, economic and political changes, and have a clear strategy to address them.

Chapters

00:00

Introduction and Background

04:11

Aligning Individual Growth with Organizational Development

10:28

Measuring the Success of People Development Efforts

13:47

Fostering Belonging and Understanding of Growth Opportunities

15:31

Trends and Challenges in People Development

17:40

Conclusion and Contact Information

In this episode, Paul interviews Garry Clarke-Strange, a specialist in inclusion and diversity. They discuss the current state of diversity, equity, and inclusion (DEI) efforts in organizations and the challenges they face. Garry emphasizes the importance of making DEI a part of an organization's DNA and not just a trend. They also discuss the need to include everyone in the conversation and avoid alienating any group. Garry highlights the commercial benefits of inclusion and the impact it can have on attracting and retaining top talent. They also talk about the role of authenticity and humanizing inclusion strategies. Garry envisions a future where the conversation around inclusion is no longer necessary because it is deeply embedded in organizational culture.

Takeaways

DEI efforts are facing challenges and a softening of focus, but it is crucial to make it a part of an organization's DNA.

Including everyone in the conversation and avoiding alienation is important for sustainable change.

Inclusion has commercial benefits and can improve the overall performance of a business.

Authenticity and humanizing inclusion strategies are key to engaging people and creating a positive culture.

The ultimate goal is to reach a point where the conversation around inclusion is no longer necessary because it is deeply embedded in organizational culture.

Chapters

00:00

Introduction and Background

02:47

The Importance of Including Everyone

06:18

The Narrative Around DEI and Alienation

10:30

The Commercial Benefits of Inclusion

12:33

Using Inclusion to Attract and Retain Top Talent

15:16

The Impact of Not Focusing on DEI

21:48

The Future of the Inclusion Conversation

Luke Eaton, a talent acquisition leader, shares insights on how to do more with less in talent acquisition. He emphasises the importance of measuring and tracking key data points, such as volume, conversion rates, and capacity, to identify areas for improvement. By optimising processes and focusing on bottlenecks, recruiters can increase efficiency and make more hires with the same level of effort. Luke also highlights the role of technology and automation in streamlining recruitment processes and reducing administrative tasks. He provides examples of how companies have successfully navigated challenging periods by implementing these strategies.



Takeaways

Measure and track key data points to identify areas for improvement in talent acquisition processes.

Focus on optimising processes and addressing bottlenecks to increase efficiency and make more hires with the same level of effort.

Leverage technology and automation to streamline recruitment processes and reduce administrative tasks.

Empower individual recruiters by providing them with data and tools to improve their performance.

Prioritize time management and personal well-being to maintain productivity and avoid burnout.

Roger Philby, Founder of Chemistry and Managing Partner at New Street Consulting Group, discusses the importance of data-driven decision-making in talent management. He highlights the problem of using flawed data to make decisions about hiring, promoting, and developing employees, and emphasizes the need to focus on contextual fit rather than relying solely on previous experience and qualifications. Filby introduces the five-box model, which includes intellect, personality, motivation, behaviour, and experience/skills, as a framework for assessing and predicting performance. He also emphasizes the importance of developing employees and meeting their evolving needs and expectations.

Takeaways

Flawed data is often used to make decisions about hiring, promoting, and developing employees, leading to poor outcomes.

Contextual fit is more important than previous experience and qualifications when assessing and predicting performance.

The five-box model (intellect, personality, motivation, behaviour, experience/skills) can be used to assess and predict performance.

Developing employees and meeting their evolving needs and expectations is crucial for talent retention and engagement.

Talent scarcity is a myth, and all individuals have talent that can be harnessed in the right context.