Podcasts about talent acquisition

The engineering industry is staring down a projected shortfall of 600,000 engineers by 2027. Recruiting alone won't close the gap. Retention and equity have to be part of the conversation. In this episode of Wine After Work, Bryce sits down with Michele Heyward—civil engineer turned tech founder and CEO of PositiveHire—to talk about why engineers are leaving the profession and how firms can rethink workplace culture to keep them. We cover: Why 40% of women engineers leave between 10–20 years into their careers The persistent barriers to retaining women and underrepresented talent in engineering Why graduating more women engineers isn't solving the pipeline problem Practical steps AEC firms can take to make workplaces more inclusive and sustainable About Michele Heyward: Dirt road born and raised in rural South Carolina, Michele Heyward is a civil engineer turned tech founder on a mission to build a more equitable infrastructure future, one inclusive workforce at a time. As CEO of PositiveHire, she's helping AEC firms tackle two of their biggest challenges: the engineering talent shortage and the underrepresentation of women of color in technical roles. Michele holds a BS in Civil Engineering and an MS in Industrial Management from Clemson University. She spent over a decade in the energy sector as a construction project manager, where she helped build the power grid, breaking gender barriers in the field. Her career spans technical sales, technology transfer, and leading billion-dollar infrastructure projects. Recognizing that solving the engineering talent crisis means retaining the talent you already have, Michele launched PH Balanced, a proprietary software platform that helps AEC companies retain technical professionals, especially mid-level women of color engineers and scientists. As a 2024 LinkedIn Top Voice, Michele uses the platform to connect with industry leaders and share practical insights on how to close the gap between workforce needs and inclusive innovation. She believes the future of infrastructure starts with who's at the table—and she's here to make sure it's not the same few faces.

In this episode of Hiring Excellence, Johnny Campbell speaks with Kerstin Wagner, EVP of Talent Acquisition at Deutsche Bahn. Kerstin shares how her team is navigating transformation in a complex labor market, balancing innovation, AI adoption, and human connection. From micro-innovations in recruitment to building a culture of bottom-up creativity, Kerstin reveals the strategies shaping the future of hiring at scale.

Your future career is filled with endless possibilities… and also endless unknowns. On today's episode, hosts Megan Riksen and Grace Joaquin tackle those unknowns with the career exploration tools O*NET and CareerOneStop– free websites that offer career assessments, salary information, job outlook data, and so much more. Whether you want to learn more about your dream career or are exploring your options, these tools will feel like a lifesaver. Later, Work Like A Laker is joined by Laurie Evans, Talent Acquisition and Onboarding Coordinator at HealthWest, to dive into the employer's perspective of O*NET and how students can take full advantage of it during the hiring process. Read the full transcript here. Resources: O*NET  CareerOneStop HealthWest Hiring Site Laurie Evan's contact information: Laurie.Evans@healthwest.net #gvcareers #careerexploration #onlinetools #hiringhelp #worklikealaker

Balancing innovation with the human side of hiring is shaping the future of talent acquisition. On this episode, host Ryan Dull is joined by Jeff Ollinger, Director, Talent Acquisition – Corporate and Campus, of Sun Life. They discuss Jeff's career journey, the evolution of his role and the strategies Sun Life is deploying to strengthen both campus and experienced hiring. Jeff shares how his background in athletics and early career experiences led him into HR and TA, eventually shaping his leadership approach. He highlights the scope of Sun Life's hiring operations, the company's student conversion strategy and its focus on inclusion through specialized programs.Key Takeaways:00:00 Introduction.02:36 Jeff shares how he became an accidental HR professional.05:07 Jeff's journey from RBC to the tech sector to broaden his campus recruitment work.10:07 Sun Life hires 500–700 students annually, with a focus on full-time conversion.13:45 Student recruitment is balanced all-year-round, not just in the summer.18:03 Sun Life prioritizes manager and new hire satisfaction with a seamless experience.20:12 Internal hiring is a priority for developing talent and filling senior roles.22:14 AI is used to boost efficiency and insights, while decisions remain human-led.25:10 Be open to unexpected career paths and new ways of doing business.Resources Mentioned:Jeff Ollingerhttps://www.linkedin.com/in/jeffollingerSun Life | LinkedInhttps://www.linkedin.com/company/sun-life-financialSun Life | Websitehttps://www.sunlife.com/en/Dean Connor Inclusion Scholarshiphttps://www.sunlife.ca/en/careers/student-and-new-graduate-programs/scholarship-guidelines/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including…A post-ITAs round-up, OpenAIjoins the hiring space, ANZ Bank in the poo again, some positive ads data, redundancy news, LinkedIn puts down an AI marker, Gen Z are now job-hugging, and much more. Thanks to Indeed for your ongoing support. 

Fabrizio Gamberini is a seasoned executive with nearly three decades of strategic leadership expertise and global brand management across a wide variety of business sectors. He currently serves as Vibram Corporation's President and Global Chief Brand Officer. Prior to his time at Vibram, Fabrizio led large-scale marketing and retail management efforts for major brands like HP and Nike. He also led brand redevelopment, evolution, and acquisition for eyewear companies like Marcolin and Geox before landing at Vibram. Fabrizio joins Roy to discuss how his foundational leadership skills were honed at HP, the importance of getting out from behind the desk to engage the consumer, how truth and trust are key to effective teambuilding, and much more. Highlights from our conversation include:Core leadership lessons learned in his early career (3:19)Key values and beliefs instilled during Fabrizio's tenure at Nike (6:05)Navigating and leading through cycles of massive consumer change (10:07)The role that talent has played across his many executive positions (11:21)The efficacy of leadership coaching in developing teams (17:06)Attracting mission and purpose-aligned candidates (19:01)Hiring in large companies vs. smaller, scrappier organizations (22:47)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠------------------------------Burnout isn't black and white. It's a spectrum that can quietly creep up through cynicism, detachment, or even boredom.In the latest Tea Time with Talent Acquisition conversation, Dora Pasztor shares her personal experience of navigating burnout and the practical steps she's used to recognise, prevent, and recover from it.

AI is reshaping recruitment at every level. From graduate hiring to executive search. But while tools are evolving fast, the systems behind hiring haven't kept pace.So how do you build a recruitment process that actually works in the age of AI?Meet Sam Schlimper, Randstad Enterprise Managing Director Advisory. With over two decades of experience leading talent strategy at global scale — from Barclays to Randstad — Sam brings a systems-thinking lens to the most urgent challenges facing TA leaders today.In this episode, Sam joins Arctic Shores Co-Founder Robert Newry to unpack how AI is changing the shape of work, and how TA can shift from a reactive function to a true strategic partner.You'll learn:

Wer heute in Prävention investiert, sichert die Leistungsfähigkeit von morgen.Dr. Anne Latz ist Ärztin, Unternehmerin, Buchautorin und Mentorin – und bewegt sich souverän zwischen Klinik, Wirtschaft und Start-up-Welt. Im Gespräch mit Host Johannes Füß macht sie deutlich, warum personalisierte Prävention ein strategischer Erfolgsfaktor moderner Führung ist – und wie sie dazu beiträgt, Überlastung zu verhindern, Leistung zu sichern und Motivation langfristig zu erhalten.Anne spricht darüber, wie Führungskräfte wertschätzende Kommunikation im Alltag verankern, Warnsignale für Burn-out früh erkennen und ansprechen sowie psychologische Sicherheit im Team fördern, um eine Angstkultur zu vermeiden. Sie räumt mit hartnäckigen Führungsirrtümern auf, gibt praxisnahe Tipps für die Früherkennung von Überlastung und zeigt, wie kleine Gesten große Wirkung für Motivation und Gesundheit entfalten. Freu dich auf spannende Einblicke zu folgenden Themen:1) Warum Ärzt:innen ihr Wissen in Unternehmen einbringen und was HR davon lernen kann.2) Wie personalisierte Prävention wirkt und Führungsarbeit verändert.3) Welche 3 Führungsirrtümer Motivation und Gesundheit im Team untergraben.4) Wie wertschätzende Kommunikation im Alltag aussieht – und was sie mit Meetingdisziplin zu tun hat.5) Welche Schritte helfen, Warnzeichen von Burn-out zu erkennen und psychologische Sicherheit nachhaltig zu verankern.___________Anne Latz ist offen für Austausch zu Burn-out-Prävention, psychologischer Sicherheit und moderner Führungskultur.Wenn du dich angesprochen fühlst, dann melde dich bei ihr auf LinkedIn: https://www.linkedin.com/in/drannelatz/ Annes Leseempfehlung: Women von Kristin Hannah | https://www.amazon.de/Women-Kristin-Hannah/dp/1250178630  ___________Über unseren Host Johannes Füß:Johannes Füß ist Vice President von EGYM Wellpass, die mit ihrer Firmenfitness den perfekten Corporate Health-Benefit für ein produktives, gesundes und ausgeglichenes Team bietet. Der in München geborene Schokoladen-Liebhaber hat eine große Leidenschaft für die Alpen, das Wandern und Skifahren.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/

This week on Tapod we sit down with David Dunne—Senior Manager, Workforce Services & Systems @Autism Spectrum Australia (Aspect)—the largest national service provider for people on the autism spectrum, with over 1,500 employees across over 70 locations. With recent research suggesting that 1 in 40 people are living with autism, we cover topics around inclusivity hiring, including pre-access to interview questions, people being authentically themselves, and understanding requirements that make candidates more comfortable in their environment. It's a really fascinating topic and one (as recruiters) we have a responsibility to know more about. Thanks to SmartRecruiters for your support this month. 

REALITIES OF AI - INSIGHT & ANALYSIS FROM 1000 HEADS OF TA   Get ahead of the AI curve with exclusive first-look insights from Fosway Group's cutting-edge ‘Realities of AI' research. Sven Elbert unpacks the biggest trends, priorities, and pain points Talent Acquisition leaders will face in 2025. Expect sharp analysis, no-nonsense guidance, and practical, data-driven advice to help you build smarter AI strategies – and finally cut through the hype.   Lets deep dive:   - What is the State of Talent Acquisition in 2025 - How have Talent Acquisition priorities shifted from 2024 to 2025? - Doing More With Less? Well, how are we doing with this? - Budget for tech vs Budget for Payroll - Avg size of Talent Acquisition teams - sector / region / country - Avg req load per capita - What investments in technology are going forward? - How is AI being adopted throughout the TA function? - How is talent acquisition being measured today? - AI Agents - where are they, are they now in the workforce?   All this and more, as Sven Elbert, Head of Analytical Services at Fosway, takes us through the research conducted on Heads of TA in US, UK, Germany and France.   We are on Friday 5th Sep, 2pm BST - follow the channel here (recommended) and save your spot for this demo by clicking on the green button.     Ep328 is sponsored by our friends Teamtailor   Let's change it up this week, updated copy below;   Remember when hiring felt simple? A candidate applied, you picked up the phone, and great conversations just… happened.   Somewhere along the way, recruitment became more complicated. Too many tools, too many tabs, and too little time for the human side of hiring.   That's why Teamtailor exists, to put people back at the heart of the process. From creating career sites candidates love, to managing every step of the journey in one seamless platform, we help you focus on what matters most: building great teams. Join more than 185,000 recruiters and discover the new way to attract and hire top talent — with all the AI powered tools you need.   Let's make hiring human again.   See why 11,000+ companies trust us

Cabinet de recrutement : simple prestataire ou véritable partenaire ?Que vous soyez RH, recruteur, manager ou CEO, je décrypte le sujet pour vous.Dans cette capsule RH de 5 minutes, je vous partage mes 3 apprentissages suite à mon échange passionnant avec Romain Gonzalez, co-fondateur du cabinet de recrutement HYDE.

In a world of scarce talent and shifting work, one conference dares to reimagine how we cast our teams. On Friday, 5 September 2025, Starcircle, the hiring platform that helps companies solve hiring challenges with AI and on-demand expertise, premieres Supernova 2025: Hiring at the Movies at The Cameo Cinema, The Montenotte Hotel, Cork. The latest SOLAS survey revealed 47% of hard-to-fill roles were rated "very" or "too" difficult, and 64% required salary increases to seal the deal. Inspired by these real events, Supernova is flipping the script, taking hiring teams from today's recruiting horror story to a rom-com where they fall back in love with talent acquisition. Under the theme "Hiring at the Movies," Supernova 2025 connects the craft of film casting with the future of talent acquisition. Professionals from Eli Lilly, Workhuman, OpenText and many others, will gather to discuss what's next for hiring and the nature of work, along with real steps leaders can take now. The star-studded line-up includes two of Ireland's best-known casting directors, Maureen Hughes and Louise Kiely. They will unpack the craft of spotting potential, building chemistry, and making brave choices, all critical skills for any hiring team. They're joined by keynote speaker Kevin Wheeler, whose vision of a tech-powered future may sound stranger than fiction, but is quickly becoming a reality. The machines haven't taken over just yet though, as Larry Kelly explores the power of human imagination at work and why creativity is a decisive advantage in an AI-shaped future. "Supernova is where we zoom out to see what's coming and zoom in on what to do on Monday," said James Galvin, CEO at Starcircle. "Linking hiring to the world of film makes it simple; great outcomes start with a strong vision, a bold brief, and the imagination to see talent others miss." Galvin continues, "Supernova blends big-picture thinking with practical guidance. Since our first conference in 2022, we've brought together leading experts from around the world to share their playbooks and help organisations navigate the ever-changing landscape. This year promises to be our best event yet, and you won't find a talent event like this anywhere else in the world." Supernova is invite-only. For more information and to register your interest, visit here or contact events@starcircle.com See more stories here. More about Irish Tech News Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: https://anchor.fm/irish-tech-news If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have a range of services available to help promote your business. Why not drop us a line at Info@IrishTechNews.ie now to find out more about how we can help you reach our audience. You can also find and follow us on Twitter, LinkedIn, Facebook, Instagram, TikTok and Snapchat.

SEO FOR LLM'S? WHAT TALENT ACQUISITION AND EMPLOYER BRANDING HAVE TO KNOW   Generative AI is transforming the way people discover and research employers - and it's happening faster than most Talent Acquisition teams realise.   Google's own research reveals a 30% drop in clicks from traditional search in 2025 alone, as AI-generated summaries answer more user queries before anyone lands on your site. This shift, from Search Engine Optimisation (SEO) to LLM Optimisation, brings seismic implications for Talent Acquisition and Employer Branding.   In this live session, we unpack what this means - and what to do next.   Join us as we explore:   The current state of SEO in a world of LLMs How GenAI is reshaping user journeys and web traffic patterns The challenge: career site visits are down, but applications are up—why? And why reduced traffic doesn't mean your career site is any less important - in fact it's the opposite How to influence the new SEO with content designed for LLMs, not just search crawlers Why getting into the training data of GenAI models matters for brand visibility and influencing the narrative Prompt testing: which employers are being recommended by major LLMs? Tactical playbook: 5 essential things TA and Employer Brand teams should do today to stay visible, relevant, and in control   This isn't just about traffic—it's about trust, discoverability, and performance. Content is now the engine that fuels both external AI (LLMs) and internal AI (your own platform tools). And that makes it the new competitive edge.   All this and more with one of the first to draw attention to SEO for LLM, Nathan Perrott, SVP Solutions Engineering (Radancy)   We are on Wednesday 3rd Sep, 12pm BST - follow the channel here (recommended) and save your spot for this demo by clicking on the green button.     Ep327 is sponsored by our friends Radancy   Radancy delivers the future of hiring. As the global leader in talent acquisition software, Radancy helps enterprises strengthen their organizations with an AI-powered platform that simplifies hiring, reduces costs and accelerates results. Fueled by rich data and deep industry expertise, the Radancy Talent Acquisition Cloud transforms every step of the candidate journey to hire the most qualified talent in any environment – driving efficiency, enhancing experiences, maximizing ROI and empowering organizations to build the workforce of tomorrow.   Book a demo with one of our team today.

In this episode of Elevate Care, host Kerry Perez dives into the evolving landscape of healthcare recruitment with JB Tanner, Vice President of RPO at AMN Healthcare. Together, they explore the challenges healthcare organizations face in hiring, the benefits of Recruitment Process Outsourcing (RPO), and actionable strategies to modernize hiring practices. JB shares insights from his 20+ years of experience, including real-world success stories and practical advice for healthcare leaders navigating today's hiring complexities.Learn more about RPO - Streamlining Healthcare Talent ManagementChapters:[00:00:33] Welcome & Introduction[00:34:92] Current Challenges in Healthcare Recruitment[01:53:52] Post-Pandemic Hiring Realities[03:01:18] What is Recruitment Process Outsourcing (RPO)?[05:01:12] Episodic vs. Full-Time RPO Solutions[06:37:54] Real-Life RPO Success Stories[07:47:12] Modernizing Healthcare Hiring[09:25:43] RPO as a Consultative Partner[10:47:76] When to Engage an RPO Partner[12:26:54] Beyond Clinical Roles: Full-Service Recruitment[13:45:25] Why Invest in RPO During Economic Uncertainty Sponsors: Learn how AMN Healthcare's workforce flexibility technology helps health systems cut costs and improve efficiency. Click here to explore the case study and discover smarter ways to manage your resources!Discover how WorkWise is redefining workforce management for healthcare. Visit workwise.amnhealthcare.com to learn more.About The Show: Elevate Care delves into the latest trends, thinking, and best practices shaping the landscape of healthcare. From total talent management to solutions and strategies to expand the reach of care, we discuss methods to enable high quality, flexible workforce and care delivery. We will discuss the latest advancements in technology, the impact of emerging models and settings, physical and virtual, and address strategies to identify and obtain an optimal workforce mix. Tune in to gain valuable insights from thought leaders focused on improving healthcare quality, workforce well-being, and patient outcomes. Learn more about the show here. Connect with Our Hosts:Kerry on LinkedInNishan on LinkedInLiz on LinkedIn Find Us On:WebsiteYouTubeSpotifyAppleInstagramLinkedInXFacebook Powered by AMN Healthcare

Today we're addressing talent acquisition's biggest challenge: identifying the next untapped talent pool. Talent leader Ron Fish reveals the indisputable benefits of neurodiverse recruitment and how smart leaders are reaping rewards. This is an episode you really don't want to miss.Welcome to a new season of The Mile Wide View of Talent Acquisition, with host Michael Yinger. In this episode, we're diving into a topic that's on the cutting edge of talent acquisition: neurodiversity in the workplace. As companies navigate an era marked by low unemployment and intense competition for skilled talent, the need to think creatively about untapped talent pools has never been greater.Joining us is Ron Fish, Global Talent Acquisition Leader and a passionate advocate for people with disabilities, including those with neurodiverse conditions like dyslexia and ADHD. Drawing from both his personal and professional journey, Ron opens up about how neurodiversity has shaped his family, his career, and his mission to drive inclusive hiring practices.In this candid and enlightening conversation, we unpack what neurodiversity really means, the unique strengths neurodiverse employees bring to organizations, and the often invisible barriers they face in employment. Ron shares practical insights into accommodations that can make a world of difference, with many of which cost little or nothing to implement. We also explore why businesses have been slow to tap into this abundant and underrepresented talent pool, and how simple organizational changes can foster a more innovative, productive, and welcoming environment for everyone.Whether you're an HR leader, a manager, or just curious about the changing face of work, this episode delivers actionable strategies and inspiring perspectives on building a workforce that's truly inclusive—one mindful accommodation at a time.Contact our host and guests:Michael Yinger - LinkedinRon Fish - Contact, Media, and Social Links

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including…ANZ stuff-up – Big Time, training is only part of the AI story, Nestle takes the choccies away, where will the jobs be in 2030? Well done to NZ, Gen Z just not cutting it and much more Thanks to Indeed for your ongoing support. 

Whether you're in talent acquisition or employer branding right now, you're probably feeling the squeeze. The lines between these disciplines are blurred, and the stakes have never been higher.In my latest podcast episode, I sat down with Mike Bradshaw, VP of Talent at Pinpoint, who's spent 15 years in HR and TA - from Apple to being the first Head of People at multiple startups.What makes this conversation essential for both TA professionals and employer branders is Mike's insight into how candidate experience has become the ultimate test of your employer brand promise.His perspective is particularly valuable because he's lived on both sides: as a practitioner buying and implementing recruiting tools, and now as someone at a company thats helping organisations solve these exact challenges.But more importantly, he understands that in 2025, your employer brand is only as strong as your candidate experience - and your candidate experience really helps wins talent.What came out of our conversation was both sobering and hopeful. Sobering because the challenges facing TA teams in 2025 are genuinely tough. Hopeful because there are real, actionable strategies that work - even when you're doing more with less.What You'll Learn:✅ Why TA leaders are being squeezed harder than ever (and what's driving it)✅ The hidden costs of poor candidate experience on your bottom line✅ How to build employer branding that disqualifies the wrong candidates✅ Tactical SLAs and interview hygiene that actually work✅ Why transparency beats "selling" every time✅ The one thing that wins candidates over better financial offersAbout Mike Bradshaw:VP of Talent at Pinpoint with 15+ years in HR/TA. Former Apple talent support, startup veteran, and practitioner-turned-vendor who's seen both sides of the hiring equation.About Pinpoint:ATS platform designed for complex hiring scenarios - handling everything from graduate programs to senior leadership searches across multiple geographies and role types.

In this episode of Meet the Farmers, host Ben Eagle speaks with Miranda Webster from Webster's Rural about the challenges and opportunities in recruitment within the professional and farm manager side of the agricultural and rural sectors. They discuss the evolving landscape post-Brexit and post-pandemic, the importance of attracting and retaining talent, and the skills that are currently in demand. Miranda shares insights on how rural businesses can make themselves more appealing to potential employees and the differences in recruitment strategies for small versus large organizations. The conversation also touches on the role of AI in recruitment and the importance of maintaining a human touch in the hiring process. 

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠------------------------------Receiving or delivering interview training is tough, not because the information is not important but all too often the training is generic, rushed, not seen as a priority and more of a tick box exercise. But Kasia Zadlo and the team at Upvest had a different approach that allowed them to tackle growth hiring without compromising on quality. In this deep dive conversation, Kasia shares...

This week on Tapod we sit down with Ben Whitfield—Global Talent Acquisition Leader @Marsh McLennan - a global giant with over 95,000 employees. Ben has recently moved into the global role and is at the very pointy end of recruitment strategy, heading up a team of over 350, hiring over 16k new employees annually. So if we want to know what's going on in the world of recruitment, Ben's the perfect person to talk to! We cover AI, global economic conditions, difficult-to-recruit roles, DE&I programs, and more. It's a fascinating discussion and one that will help guide your career in the right direction. Thanks to SmartRecruiters for your support this month. 

 On this special episode of Tapod, we catch up with Dan Balout—Solutions Lead APAC at Paradox. Unpacking the State of Volume Hiring Report is the name of the game, and we get a great understanding of how the function is coping with volume hiring as a challenge. We explore candidate experience, AI & automation, burnout, and speed to hire amongst a raft of other levers. If you are hiring in the volume space, you should be listening to this episode! 

Join hosts Luke Carignan and Bo Brabo for a lively episode of The ASHHRA Podcast, where they chat with Victor Gaines, AVP of Talent Acquisition at Wellstar Health System. Kicking off with NFL banter and a playful scoop on Taylor Swift and Travis Kelce's "engagement" (spoiler: it's all in good fun), the conversation quickly dives into Victor's eclectic career journey—from finance and TV to healthcare, pizza at Papa John's, and bourbon at Sazerac—now circling back to innovative TA in healthcare.Victor shares how his cross-industry experience (spanning high-volume hiring at Comcast and Papa John's to specialized roles at Fiserv and McKesson) equips him to tackle post-pandemic challenges like agility, digital transformation, and operational efficiency. The trio explores the transformative power of AI in TA: from automating scheduling and screening to combating bias and "hallucinations." Thought-provoking questions arise—can AI eradicate human biases, or does it amplify them? How close are we to AI-driven individualized learning or even clinical efficiencies?Key takeaways:Diverse Backgrounds Fuel Innovation: Victor's non-traditional path highlights why healthcare is increasingly recruiting external talent for fresh perspectives.AI's Double-Edged Sword: Essential for high-volume tasks but demands a "human in the loop" to mitigate risks like unintended bias or outdated data.Future-Proofing TA: Insights on pre-boarding, ambient listening in clinics, and ethical AI use—could we see 30%+ efficiency gains in five years?Victor's wisdom: "We've seen unprecedented change; now it's about agility to persevere." Whether you're in HR, TA, or curious about AI's role in work, this episode sparks debate on balancing tech with human judgment.Tune in on your favorite podcast platform or visit ashhra.org/ashhra-podcast. What biases lurk in your processes? Share your thoughts!From Our Sponsors...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZNStreamline HR Compliance with oneBADGEhealthcareSimplify screening, credentialing, and compliance for healthcare HR. oneBADGEhealthcare from ISB Global offers a tailored solution to keep your workforce compliant and efficient. Built for healthcare leaders, it's your all-in-one compliance tool.Get Started here - https://isbglobalservices.com/onebadgeunitedstates/ashhra/ Support the show

Meet Baiba Wisse, a multi-passionate creative from Raleigh, North Carolina, who spent a decade in global talent acquisition before life handed her a plot twist: a layoff. While she was still working in recruiting, Baiba discovered her favorite part of the job wasn't the spreadsheets or the scheduling, it was the human connection. She loved coaching candidates, hearing their career stories, and helping people see their own potential.That passion inspired her to start her own podcast, The Career in Technicolor, where she interviews people about their career journeys in living color. But when the layoff hit, she found herself in that all-too-familiar “what now?” moment.Instead of sitting still (because that's not her style), Baiba leaned into her creative energy, painting, cooking, cleaning, and trying new things. She also followed her curiosity into movement and stress relief, recently earning her Tai Chi instructor certification. Now, she's on a mission to bring Tai Chi into corporate settings, helping teams manage stress, move more, and age well.I met Baiba early in my own podcasting journey, and we've been swapping ideas and cheering each other on ever since. She's been a generous supporter, a creative sounding board, and now I'm flipping the mic so you can hear her story.What You'll Learn in This Episode:How Baiba turned a layoff into an opportunity to explore new passions Why coaching and human connection were the most rewarding parts of her recruiting career The creative outlets that kept her moving forward during a career pivot How Tai Chi can help reduce stress and support well-being in and out of the workplace The joy (and challenges) of podcasting about other people's career journeysConnect with BaibaConnect with Baiba on LinkedIn: https://www.linkedin.com/in/bwisse/ Listen to The Career in TechnicolorApple: https://podcasts.apple.com/us/podcast/career-in-technicolor/id1584835608Spotify: https://open.spotify.com/show/034sss7E8ncD5RewpqkwZJ Follow on Instagram: https://www.instagram.com/careerintechnicolor/  Thanks for tuning in to The Career Flipper!If this episode made you think, laugh, or feel a little braver about your own flip, do me a favor:

In this episode, Jamie Edwards—VP Talent & Org Development at Deliveroo and former tech founder—shares how applying product principles to Talent Acquisition can transform hiring.Hosted by Kathryne Friend, we explore Jamie's journey from engineer and founder to TA leader, and unpack a practical roadmap for building a user-centric hiring function: one that designs with candidates in mind, redefines success beyond offers, and applies AI only after rethinking the process itself.What you'll learn:- How product thinking can reshape recruiting-- Why hiring should start with candidate research- Key product maxims for TA (nail it then scale it, don't automate until it hurts)- Shifting culture: from “candidates should feel lucky” to “we're selling them”- Actionable advice for TA leaders to start small and scale impactIf you're in Talent Acquisition, HR, or People Ops and want a fresh blueprint for the future of hiring, this conversation is packed with insights you can put into practice today.This episode is sponsored by  Talentful - Subscription talent solutions for the world's most innovative companies.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including…Workday jumps on the acquisition merry-go-round,  training company covertly records employees, expressing yourself Madonna style, CBA backs up on AI, Reece blaming WFH for profit decline, gender pay gap improving (but is it fast enough?), laziness blamed for grad recruitment slow down, how many jobs can you do at once and much more! Thanks to Indeed for your ongoing support. 

This week on Tapod we sit down with Steve Ward – Global Employer Brand and Recruitment Marketing Expert and Head of Strategic Insights at Blackbridge Communications. Steve and Lauren had a conversation at Recfest UK about the future of AI in Recruitment and right here is where we pick it up. At times the conversation gets a little heated—well, maybe not heated, but let's just say that the three of us aren't completely aligned on thinking. We cover usage, development, ethics, and government regulation—hell, we cover everything. AI is here to stay, and it will make our lives very different; just how different is the question we all want answered. Thanks to Paradox for your support this month. 

Recruiting Future is taking a couple of weeks off and will return the first week in September. In the meantime, I've got some summer specials for you. As I don't need to tell you, AI is a massive topic at the moment and isn't going to change any time soon; it's only going to get bigger and more critical. With that in mind, I wanted to share my thoughts on where we are with AI at the moment, its future direction, and also share the outline of a framework I've developed for strategic AI implementation in TA. Earlier in the summer, I was a guest on the Saville Assessment Deep Dive podcast, talking about AI. The host, Hannah Mullaney, asked such great questions that I thought I would drop the whole episode into the Recruiting Future podcast feed for you to take a listen to. So, with thanks to Hannah and the team at Saville, here is a deep dive into my take on AI and the future of talent acquisition.

OVERCOMING IMPOSTER SYNDROME: LEADERSHIP LESSONS FROM EXEC COACHING   'Imposter Syndrome' is perhaps one of the most well known of psychological phenomena, one which many of us are undoubtedly familiar. Why is it that we tell ourselves that we do not belong, are that we are not worthy of the role or the moment?   Let's dive into the psychology of imposter syndrome and see if we can find practical tips to overcome it.   - What is imposter syndrome? - How does it manifest? - What are the theories behind it? - What negative outcomes can come from having imposter syndrome? - Is it the correct path to pathologies this? - Imposter syndrome in Talent Acquisition - when is this most likely to occur? - What psychological profile of person is most likely to suffer from it? - Practical tips: what are the methods of reducing imposter syndrome? - Can it ever be removed from our psychic make up? - What steps should listeners practice now?   All this and more with Richard Ayre, Exec Coach (The Leadership Torch), Elaine Atkinson, Leadership Coach (In Wonder Coaching) & Tasha Cluskey, Comic / TA Partner   We are on Friday 22nd Aug, 2pm BST - follow the channel here (recommended) and save your spot for this demo by clicking on the green button.     Ep325 is sponsored by our friends Ashby   Ashby just raised $50M in Series D funding, and they're going all in on what modern recruiting teams actually need.   So, what's next?   AI is moving from novelty to necessity.
Most tools talk about AI. Ashby makes it work. Their all-in-one platform gives AI real structure so recruiters get time back with AI note-taking, feedback summaries, and personalized outreach emails.   Quality of Hire is finally getting real.
More teams are rolling out Quality of Hire programs with Ashby than ever before. What used to be a slide in a quarterly review is now a real strategy, with surveys and reporting built in. It's clearer, faster, and easier to connect to business outcomes.   Community is the new operating system. Ashby already made a big splash with Ashby One, their first customer conference that brought hundreds of talent leaders and RecOps professionals together for a week of sessions, panels, dinners, and live events. With this new funding, they're doubling down on the community by expanding ACE (Ashby Customer Expert) chapters, scaling education programs, and giving local leaders more ways to connect, share learnings, and build lasting networks. … and the word is out. Enterprise teams like Shopify and Snowflake are already in. With 123% growth and fresh funding to fuel what's next, Ashby is just getting started.   Bottom line: Ashby is not just building software. They are building the infrastructure for modern recruiting.   See the full announcement.   Not on Ashby yet? Get a demo today.

The harsh truth about today's job market. Even getting your resume seen is rare.The job market has shifted—and not in favor of the job seeker. If you've been applying, interviewing, and waiting for replies that never come, you're not alone. The hiring process is longer, more complex, and—let's be honest—more draining than ever.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News, including… Qantas rapped over the knuckles, AI training not keeping up with rollout, Callam Pickering joins us to discuss key financial data, strange things brought to interviews, Gen Z are space bound, pilot in the buff, and much more! Thanks to Indeed for your ongoing support.

The explosion of AI-generated applications isn't just breaking traditional recruiting - it's creating an unprecedented opportunity by making sophisticated assessment tools accessible for early-stage screening. There is now the opportunity to filter thousands of applicants based on actual predictive data. However, the vendor landscape here can be confusing, and some offerings lack the transparency that employers need. So how can organizations identify tools that leverage AI's efficiency while respecting established peer-reviewed assessment science? My guest this week is Djurre Holtrop, Assistant Professor at Tilburg University. In our conversation, Jura reveals how AI could democratize evidence-based assessment for organizations of all sizes and offers advice on best practices and the future assessment landscape. In the interview, we discuss: The science-practice gap in assessment The tension arising from the rapid development of AI and the need to evaluate work performance results over time. AI isn't making the process worse because CVs and cover letters have no predictive validity. How is AI improving the science? Transforming recruiting with early-stage screening How bias carries through the recruiting process Resetting our mental models What does the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Episode Notes On this TXL episode featuring Deloitte, we're joined by Bhawna Bist, Managing Director, Human Capital, Deloitte Consulting LLP, to explore how AI is transforming talent acquisition from task automation to strategic enablement. Bhawna will share insights on how forward-thinking organizations are balancing efficiency with ethics, enabling transparency, and putting humans at the center of an AI-powered hiring process. We'll tackle the practical steps leaders can take to build trust, upskill talent acquisition, and deliver experiences that candidates love.

In this episode of Hiring on All Cylinders, host Matt Staney is joined by Tommy Hansen, Head of Recruiting at Juniper Square, to explore how Talent Acquisition can move from a support function to a true driver of business growth.Tommy shares how his team is embedded directly into Juniper Square's core operations — from participating in weekly revenue forecasting to earning recognition at the President's Club. He also breaks down the org design changes, skill-building strategies, and AI readiness plans that are helping his team stay deeply strategic and business-focused.Topics covered include:Embedding recruiting teams into core business functionsThe vision and pillars behind the “Associate Recruiter” roleBuilding trust and influence as strategic advisorsNavigating AI's risks while leveraging its biggest opportunitiesActionable advice for TA leaders aiming to align with revenue goalsWhether you're leading a TA function, managing a recruiting team, or rethinking your talent strategy, this conversation offers a clear blueprint for positioning TA at the heart of the business.This episode is sponsored by Talentful - Subscription talent solutions for the world's most innovative companies.

Up to 20% of the global workforce is likely to be neurodivergent and mostly undiagnosed. Understanding how to unlock the full potential of people with non-typical brains should be important to all employers. The difference between the right and wrong job fit for someone with ADHD or other neurodivergent conditions can be the difference between struggling daily and becoming a top performer.  So what if the key to creating exceptional teams lies not in trying to fit everyone into the same mold, but in asking the right questions to understand what each person needs to thrive? My guest this week is Shell Mendelson, an ADHD career coach with 35 years of experience helping neurodivergent individuals find their ideal work fit. In our conversation, Shell shares her proven process for identifying the "must-haves" that enable neurodivergent employees to perform at their highest level and explains why understanding individual needs benefits both employees and employers. In the interview, we discuss: The challenges for ND people at work Why everyone's needs are different The benefits of recognising the spectrum of different brains in your organization The contradictions of neurodiversity The importance of job fit and asking the right questions How small accommodations can make a massive impact Making work better for everyone Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Culture isn't just a vibe — it's a strategy. In this Pharmacy Friends episode, Prime's Erin Feigal (CHRO) and Jeff Kaczrowski (Director of Talent Acquisition) join host Laura Spitzack to explore how culture sparks innovation, drives engagement, and delivers real business results and why ignoring the idea of culture is like ignoring gravity.From cultural commitments to leadership styles, hear how Prime's 7,000+ employees band together to  deliver results, innovate for growth, win together and do what's right. Whether you're leading a team or just trying to survive the next all-hands, tune in for sharp insights and how bold ideas—from mild to wild—prove culture is the ultimate business accelerator.More about Prime's cultureApply for a job at Primewww.primetherapeutics.com

My guest today is Peter Lacaillade. Peter is the Chief Investment Officer for Private Investments at SCS Financial and has built one of the most respected private equity allocation platforms in wealth management, overseeing $50 billion for ultra-high-net-worth families and earning the same access as top-tier endowments. He shares how SCS's pooled vehicle structure enables them to compete with institutional giants for the best funds, avoiding the adverse selection that plagues most wealth platforms. Peter shares his investment philosophy across lower middle market buyouts, emerging independent sponsors, and early bets on category-defining managers like Thrive Capital and Shore Capital. We discuss what separates exceptional private equity managers, the evolution of the industry toward AI-powered strategies, and private markets going mainstream. Please enjoy this conversation with Peter Lacaillade. For the full show notes, transcript, and links to mentioned content, check out the episode page⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠.⁠⁠⁠⁠⁠⁠⁠⁠ ----- This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ramp⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Ramp's mission is to help companies manage their spend in a way that reduces expenses and frees up time for teams to work on more valuable projects. Go to⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ramp.com/invest⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to sign up for free and get a $250 welcome bonus. – This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Ridgeline⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Ridgeline has built a complete, real-time, modern operating system for investment managers. It handles trading, portfolio management, compliance, customer reporting, and much more through an all-in-one real-time cloud platform. Head to⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ridgelineapps.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn more about the platform. – This episode is brought to you by⁠⁠⁠⁠⁠⁠⁠⁠ AlphaSense⁠⁠⁠⁠⁠⁠⁠⁠. AlphaSense has completely transformed the research process with cutting-edge AI technology and a vast collection of top-tier, reliable business content. Invest Like the Best listeners can get a free trial now at⁠⁠⁠⁠⁠⁠⁠⁠ Alpha-Sense.com/Invest⁠⁠⁠⁠⁠⁠⁠⁠ and experience firsthand how AlphaSense and Tegus help you make smarter decisions faster. ----- Editing and post-production work for this episode was provided by The Podcast Consultant (⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thepodcastconsultant.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠). Show Notes: (00:00:00) Welcome to Invest Like the Best (00:04:31) Advantages of Private Equity Over Public Markets (00:08:59) Talent Acquisition and Growth at SCS (00:10:28) SCS's Wealth Management Strategy (00:19:51) Challenges and Risks in Private Equity (00:26:06) The Future of Wealth Management (00:12:42) Trends in Private Equity (00:20:14) Challenges and Risks in Private Equity1 (00:22:58) Building Successful Private Equity Partnerships (00:26:06) The State of the Wealth Management Industry (00:35:07) Lower Middle Market Buyouts and Independent Sponsors (00:49:38) Introduction to Long Lake and Its Innovative Approach (00:50:21) AI-Powered Tools for Homeowners Associations (00:52:46) Permanent Capital Vehicles vs. Drawdown Funds (00:54:26) The Rise of Holding Companies (00:57:03) Emerging Trends in Venture Capital 01:05:44) The Role of Endowments and Liquidity Solutions (01:10:40) Jake and Frank's Partnership (01:13:57) The Kindest Thing Anyone Has Ever Done For Peter

Predictable hiring isn't just possible —it's essential. On this episode, host Ryan Dull is joined by Michael Peterson, Sr. Director of Global Talent Acquisition – Talent Sourcing, Intelligence and Innovation at Edwards Lifesciences, to explore how strategic planning, data-driven practices and a consumer-minded approach are shaping modern TA functions in highly regulated industries. Michael walks through his path from aspiring pilot to TA leadership, sharing lessons from roles across healthcare, tech and international organizations. From building teams from scratch to redefining success metrics, Michael also offers practical insights into the evolving TA landscape.Key Takeaways:(00.00) Introduction.(02:35) Michael pivoted from aviation to a career in TA leadership.(04:48) Edwards Lifesciences leads in heart valves, with 17 on Michael's TA team.(05:59) Intelligence and innovation functions are early, with one analytics role in place.(07:58) The Valencia plant proves the strategy works and uncovers key process gaps.(10:11) TA taught the business the market's tough — now it's about how to act on it.(12:52) Quality of hire is the top priority, even if measurement still needs work.(15:12) TA priorities include field roles, tech optimization and guiding AI innovation.(17:01) Focus on doing the right thing, not on being liked.Resources Mentioned:Michael Petersonhttps://www.linkedin.com/in/taleadermichaelkpeterson/Edwards Lifesciences | LinkedInhttps://www.linkedin.com/company/edwards-lifesciences/Edwards Lifesciences | Websitehttps://www.edwards.com/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

What goes into staffing all of the many roles at a hospital? Sarah Blenner, Director of Talent Resourcing and Joanna Wiseman, Talent Acquisition and Marketing Specialist are responsible for filling all of the non-Physician jobs at Monument Health. Find out how they approach the tall task of keeping over 1,200 spots filled while still remaining selective in an extremely competitive industry. Looking for a new career at a great place to work? Go to monument.health/careers and find the health care role that's right for you. Hosted on Acast. See acast.com/privacy for more information.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Summary:Julie Sexton, Land O'Lakes, organizational culture, HR innovation, employee engagement, technology in HR, veterans in workforce, talent acquisition, flex work, leadership, Land O'Lakes, leadership, talent management, generational differences, agriculture industry, AI in business, career advice, employee engagement, mentoring, organizational cultureTakeaways:- Julie fell into HR by choosing it as a versatile concentration in college.- Land O'Lakes offers a culture where employees can have a real impact.- Transparency and humanness are key in leadership.- People strive to do their best and want to be valued.- The evolution of technology has greatly improved HR processes.- Flexibility in roles can attract a diverse talent pool.- Piloting initiatives allows for learning and adaptation.- Supporting veterans through programs like SkillBridge is crucial.- Diversity includes mindset and experiences, not just demographics.- Land O'Lakes is more than just butter; it's a significant agricultural co-op. Land O'Lakes operates across the entire agricultural value chain.- The cooperative model allows for direct ownership by farmers and producers.- Nurturing future leaders involves experience, mentoring, and skill development.- It's important to recognize that not everyone is suited for leadership roles.- An individual contributor career path is essential for deep expertise.- Understanding employee values through surveys can enhance engagement.- Reverse mentoring programs can bridge generational gaps.- A talent strategy aligns workforce development with business goals.- Honest communication is crucial in performance evaluations.- Self-reflection and openness to feedback are key to career growth.Chapters00:00 Introduction to Julie Sexton and Her Journey02:03 The Importance of Organizational Culture06:49 Defining and Living Organizational Culture08:10 The Evolution of Technology in HR10:18 AI and Innovation in Recruitment12:25 Balancing Flexibility in Manufacturing Roles14:41 Innovating Employee Engagement Strategies17:08 Supporting Veterans in the Workforce20:09 Attracting Talent Beyond Butter21:30 Understanding Land O'Lakes' Unique Position24:05 Nurturing Future Leaders26:51 Navigating Multi-Generational Workplaces28:07 Building a Talent Strategy30:00 Evaluating Talent and Performance30:53 Interviewing for Value Addition33:05 Challenges Facing the Agriculture Industry34:50 Embracing Generative AI37:00 Career Advice and Self-Reflection

Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. This episode is about Talent and Technology. The recruitment marketing landscape has been about more than just job advertising for a long time. However, many employers are still missing out on the unique benefits search and social bring to the marketing mix by approaching these channels in the same way they approach job boards.  As AI reshapes these platforms and candidate behavior evolves rapidly, there's a widening gap between companies seeing dramatic results and those struggling with failed campaigns and wasted investment. The difference isn't budget—it's about building long-term strategies based on data and a strong understanding of each channel's unique strengths and differences.  So what can employers do to ensure they are getting full value from their recruitment marketing budgets? My guests this week are Kelsey Krater, Chief Platform Officer at Appcast, and Appcast's Director of Digital Media, Alexandra Horwitt Anema. In our conversation, we talk about the unique strengths of search and social, how they are evolving and the critical importance of data in recruitment marketing.  In the interview, we discuss: Driving quality hires from recruitment marketing Why search and social aren't job boards Search and intent Filling funnel gaps and building diversity A layered media approach Telling stories with social The danger of prioritising quick wins over long-term strategy Recent developments in search and social The critical importance of data Nurturing and remarketing Pipeline building over transactional thinking What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Jennifer Ingraffea is a seasoned executive leader with over 25 years of experience in the retail, apparel, product merchandising, and management sectors. In July 2025, Jennifer became the CEO of Pendleton Woolen Mills; a family-owned business since its founding in the 1860s. Before joining Pendleton, she served as Chief Product & Merchandising Officer at The North Face, prior to which, she worked at Nike in a number of high-level executive leadership roles. Jennifer and Roy discuss her new role and dig into essential leadership skills like curiosity, stewardship, and much more.Highlights from our conversation include:Core beliefs, values, and principles in Jenn's leadership playbook (2:53)Leading through cycles of massive consumer and retail evolution (5:39)Identifying areas of a business that are in need of clarification and simplification (7:36)Aligning a team towards a long term vision (11:01)Lessons learned around hiring and team building at major brands (14:58)How Jenn developed her hiring process and philosophy (17:07)What a great leader looks like to Jenn (18:36)Valuable traits that Jenn identifies when hiring direct reports (22:58)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Welcome back to another episode of The Full Desk Experience! In this Industry Spotlight, host Kortney Harmon sits down with Lauren Jednat to unravel the true impact of AI sourcing agents on the recruiting world. With tales from the trenches and insights from daily conversations with recruiting leaders, Lauren and Kortney dive deep into how AI is augmenting—not replacing—the human touch in staffing. From slashing hiring costs and boosting efficiency to shifting recruiter roles from repetitive sourcing to building strategic relationships, you'll hear how the old ways of recruiting aren't keeping up and why embracing AI is now essential for staying competitive. Whether you're curious about AI's ROI or worried about falling behind, this episode is packed with actionable advice and real-world examples to help you rethink your approach for 2025 and beyond. Don't miss out on this timely discussion about the future of recruitment technology and the steps you can take right now to modernize your desk._________________Follow Lauren Jednat on LinkedIn at: LinkedIn LaurenFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Want to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

For too long, gaps in resumes have been a red flag for recruiters. But what if this outdated bias is costing you your best hires? In today's world, where everyone's constantly reskilling and skills become obsolete within months, penalizing career breaks makes absolutely no sense. This red flag mentality drives ageism and automatically screens out experienced professionals. Organizations clinging to "recent experience" requirements are handing their competitors access to mature talent bringing fresh perspectives, proven loyalty, and decades of expertise. So how can forward-thinking employers flip this nonsensical bias into strategic advantage by recognizing that career breaks often create stronger professionals, not weaker ones? My guest this week is Hazel Little, CEO at Career Returners. Hazel exposes the real cost of resume gap discrimination and shares proven strategies for building returner programs that deliver business results. In our conversation, she reveals why the red flag mentality around career breaks belongs in recruiting's past. In the interview, we discuss: What is a career returner? What are the common issues returners face The human impact of bias What drives career gap bias? Incorrect perceptions, false assumptions, and outdated approaches to hiring The significant advantages of tapping into the returner talent pool The significance of the decreasing shelf life of skills Advice to employers What might the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

We look back at John Randolph's conversation with Anshul Chawla, Director of Corporate Development at Chawla & Chawla, on CPA Life Rewind Episode 74. From working at Big Four firms and in private equity, to returning to his family-run CPA firm, Anshul has a deep, varied perspective on accounting, and he is full of useful thoughts about what you can do to improve your firm's efficiency, culture, and talent acquisition and retention. His firm has undergone an extensive modernization process, enhancing the employee experience in addition to efficiency, and they have made the affirmative choice to seek out and integrate younger talent to ensure an ongoing future. Having worked in private equity, he has a great deal of knowledge about its recent second major foray into accounting, and he emphasizes maintaining firm culture amidst the potential for such rapid growth and change. Get the full show notes and more resources at CPALifePodcast.com  

In this solo summer edition of the HR Famous Podcast, host Tim Sackett unpacks one of the biggest HR tech acquisitions of the year: SAP SuccessFactors acquiring SmartRecruiters. Tim gives his unfiltered, insider take on why this move matters, how it stacks up against Workday and Oracle, and whether SAP will actually leverage the cutting-edge, AI-driven tech they just bought—or bury it in corporate bureaucracy. You'll hear Tim's firsthand reaction to: Why SmartRecruiters was a smart buy (but maybe not the smartest one) The risk of “Big Tech crushing little tech” and what history tells us The future of SAP's Talent Acquisition stack—will they go all in or keep Frankensteining? Why TA pros should care about this acquisition right now But that's not all. Tim also dives into the recent Workday legal battle over alleged AI discrimination. He dissects the lawsuit, explains why it's a misunderstanding of how AI works in TA tech, and makes a compelling argument that AI is more likely to reduce bias—not amplify it. If you're trying to make sense of where AI, algorithms, and HR law are crashing into each other, this segment is a must-listen. Plus, Tim shares real talk about the current state of AI in recruiting: What AI matching actually does (and doesn't do) Why old-school hiring processes were way more biased than today's algorithms What leaders need to know before joining the “AI is evil” mob And just for fun, Tim gives a quick update on generative AI image tools—why they've gotten better, where they're still awkward, and how that reflects broader trends in machine learning and bias. This episode is loaded with: Hot takes from a real-world HR tech advisor and investor Cautionary tales from past acquisitions (remember Taleo + Oracle?) Expert analysis on what this means for HR leaders and TA tech buyers No BS commentary on the future of HR, recruiting, and AI in enterprise systems Whether you're a TA leader looking for insights, an HR tech nerd following every move in the space, or just trying to figure out what the hell SAP is thinking—this episode delivers.

How do we move from reactive recruiting to predictive talent acquisition? In an era where performance metrics drive every business decision, recruitment often remains stubbornly intuition-based, especially when evaluating soft skills like empathy, communication, and critical thinking. What if AI could help us predict performance before a candidate even starts? And what happens when we connect hiring decisions to actual performance outcomes, creating a feedback loop that makes recruiters smarter over time? Can technology help us understand which risks are worth taking, and which gut feelings we should trust?  My guests this week are Veronique Lacasse, Senior Manager at Bell Canada, and Stephane Rivard, Co-founder and CEO of HiringBranch. In our conversation, Veronique and Stephane walk us through Bell's integrated approach to talent acquisition, which utilizes AI assessment data on soft skills to create a predictive, performance-driven hiring system that is still very much driven by human recruiters. In the interview, we discuss: Soft skills and business performance Measuring soft skills with AI driven assessments Challenges in high-volume hiring Building a feedback loop in recruiting, onboarding, and training Showing recruiters the performance outcomes of their decisions The candidate experience Why human recruiters aren't being replaced What does the future look like? Recruiting Future helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment; it takes less than 5 minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Organizations face a critical AI inflection point: the pressure to implement quickly conflicts with uncertainty about the right approach. While some companies are still cautiously experimenting with basic AI tools, others have fundamentally reimagined how work gets done. What separates the companies achieving remarkable results from those stuck in endless pilots? Often, it's not the technology itself but the culture and approach to adoption. So how exactly are companies at the cutting edge getting to the cutting edge? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Ever since Zapier's"CEO issued a 'Code Red" on AI back in March 2023, Zapier has been undergoing an AI transformation in every part of its business.. In our conversation, Brandon shares how their AI strategy is boosting both productivity and employee engagement, why and how every new hire must demonstrate AI fluency, and why it is critical to keep the human touch in talent acquisition and throughout the employee journey. In the interview, we discuss: Competing in an AI-first world AI is a tool, not an outcome in itself. AI in People Operations Increasing personalization and connection in talent acquisition Understanding the moments that matter Using the human touch as a competitive advantage The critical importance of psychological safety and experimentation  Why culture beats skills The four levels of fluency in Zapier's AI Fluency Framework Bias & ethics Where is AI transformation heading, and what will the future look like Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Teyou'regy. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.