Recruiting Toolbox, Inc.

We need SPEED to get quality. In John's latest LinkedIn Talent Blog post, he explores the relationship between speed and quality. "Moving quickly gets you access to a bigger, more available talent pool. Slow-moving employers get access to the candidates left over after the fast-moving recruiters and hiring teams have already engaged and hired the best talent." So, don't slow down for quality! We NEED speed to get to top talent. This applies to highly specialized talent (he shares an Amazon example) and hourly talent (he shares a high volume example, too). Many of us are still feeling the pain of covid-era speed and scale prioritization, but hiring managers and execs tell us in our focus groups that they'd prioritize quality over speed now. So, what do we do? John gives you some suggestions based on our review of funnel and time in stage reports from large companies. https://hubs.li/Q03gqbRp0 What are you doing - as a TA pro or hiring manager - to speed up so you can get access to more quality talent? Please share! We'd love to learn from you. #TalentAdvisor #TalentAcquisition #TALeadership #FunnelMetrics #Speed #BarRaising

No surprise, users don't really love new systems, setting up new logins, and having to deal with new user interfaces, especially when they're not systems core to their day-to-day jobs. In this last-of-the-series video discussion with Adam Godson, CEO of Paradox, John asks him to explain their design philosophy, and how they're thinking very differently about winning the "adoption war" with users. This is the hard stuff, folks. Buying the tech? Yeah, it's hard to get budget. But getting users to change, to use the new tech? That's the hard part. That's why you make the big bucks, too :). We're ALL in the change management business, with influencing being one of the most critical skills for the modern TA pro. So, can conversational AI make adoption easier? What do you think? What have you seen? Do the vendors you're talking to have a track record of getting people to use their system to 50%, 80%, 100% of its capability? John wrote an article for LinkedIn Talent Solutions talent blog that explores this idea further - it asks the questions, "Will AI make change management easier?" Article: https://hubs.li/Q03fYT5X0 #TalentAdvisor #TalentAcquisition #AI #ChangeManagement

Today, we all want info just-in-time. We want to be in control of our learning, and PULL the info we want to us, versus getting content pushed at us. In this 4th video with Adam Godson of Paradox, they talk about this philosophy. Conversational AI has the potential to skip over the PUSH of applications, job ads, career site content, and instead, let the user/candidate just PULL the info they want. "As an impatient, 'get to the good stuff' learner myself, I'm here for it! It reminds me of late 1990s Amazon when our tech teams were measuring how much we sold through consumers browsing product lists versus those who went straight to the search box and typed in what they needed. It was clear that search, and tailored search results, would be the key to conversion and sales. As algorithms have improved, we now have bots predicting our needs. For example, when I use ChatGPT, it often ends its answer with another question: BOT: 'Here’s what you asked for. Would you also like me to share these two additional things that might help you?' ME: 'Yes, that’d be amazing!'" — John Vlastelica So, maybe this whole PULL vs PUSH thing will evolve to be more pull (for sure), but also better tailored recommendations that are pushed at us, but framed as a question, so we're still in the driver's seat. What do you think about the future of things like applications, job ads, resumes, career site content? #TalentAdvisor #TalentAcquisition #AI

Part 3 of John's conversation with Adam Godson, CEO of Paradox, where they talk about something he's on a mission to change for our profession - moving from transactional recruiting to talent advising recruiting. So much of the modern systems are being built to take over the admin parts of the recruiter role - things he has waited his whole career to see come to life. It's very exciting, if you have the skills and confidence to step up and be that expert guide to hiring managers, HR, and candidates. If not, we're afraid the days of transactional recruiters are numbered. John is here to help, though. A couple months ago he created a LinkedIn Talent Solutions talent blog post with 25 free resources to help recruiters show up and deliver as a Talent Advisor. We'll link to that in the comments. And if you're a head of TA at a large company, consider joining 49 of your peers at our Recruiting Leadership Lab 50 workshop in Seattle this June, where we'll build out Talent Advisor 2.0 role expectations, so you can define what good looks like for a modern, AI-enabled recruiter at your org. RLL50.com has more info on that. #talentadvisor #talentacquisition #AI

Here's a 2 minute video - part 2 of 5 videos about AI and recruiting - where Adam Godson, CEO of Paradox, and John Vlastelica talk about inefficiency. So much of TA tech and TA process has been built for efficiency and speed, and that's fine for some roles. But for other roles - hard to recruit, candidates with lots of options, complex offers - we're going to want high touch, relatively inefficient approaches. Why? Because the candidates will demand it. This builds on John's segmentation video from yesterday. He talked more about this on Recruiting Brainfood's webinar a couple weeks ago, as well. We'll link to that in the comments. We'll also link to a great graphic Jamie Kohn with Gartner shared about the vicious cycle of cost cutting in TA. TA Leaders - there's so much to think about right now. If you're loving this kind of conversation, and you're a Sr Director/VP-level TA leader at a large company, check out our RLL50.com workshop for heads of TA in June - we still have some spots left. #TALeadership #AI #Efficiency #TalentAdvisor

Here's a 90 second clip from a great conversation John Vlastelica had with Adam Godson, CEO of Paradox, where they talk about something he's been learning about, thinking about, writing about, and speaking about: SEGMENTATION. TA strategy in 2025 will include a real shift, where some reqs/roles will benefit from augmentation (recruiters productivity and freeing up recruiters to be talent advisors will be the focus)...while other reqs/roles will be heavily automated, with conversational AI taking over much of the work from humans. We'll see both incredible efficiency gains, but also incredibly inefficient, high touch, #oldschool recruiting from recruiters. It'll depend on a few factors, including candidate preferences, how attractive you are as an employer, and how well defined the roles are. We'll link to an article (see comments) John wrote about this in early 2024, published on UNLEASH's blog in May of last year. And we'll share more clips from his conversation with Adam this week, as well. What do you think about the impact of AI on TA strategy in 2025? Please share. #TalentAcquisition #TalentAdvisor #AI

With all the talk about #AI replacing junior roles, we - as talent leaders - have to be thinking about the impact that might have on our business' talent needs, and then how those needs impact our talent strategies, resources, budgets, and ability to build strategic pipelines for future senior talent. In John's latest article - this time for Transform - he explores the consequences of replacing junior roles, and the kind of #TalentAdvisor conversations we need to be having now with our business leaders ahead of those org-level decisions. Are you already seeing business leaders cut back on junior level hires? If not, are they planning on it? If they are planning on it, what kind of conversations are you having with them regarding the makeup of their teams? https://hubs.li/Q03dV8Wn0

Check out Ben Gotkin's conversation with Matt McDarby about a number of key factors that help companies and hiring teams optimize speed, quality and confidence in their hiring process. #recruitment #recruiting #hiring #interviewingskills #talentacquisition https://hubs.li/Q03c5jLl0

Announcing our upcoming Recruiting Leadership Lab in Seattle! TA Leader Friends: John Vlastelica will be hosting our 2nd 2025 Recruiting Leadership Lab workshop in Seattle October 1 & 2. If you're a TA manager/director looking for a #doesnotsuck workshop to help you win in that part of your job that's all about engaging and influencing executives, then check this out. This workshop is hands-on, super actionable, loaded with stories and templates and a ton of peer-to-peer sharing. We've received hundreds of 5/5 reviews from past leaders who've attended. We'll focus on how to build an engageing quarterly business review and forward-looking TA strategy, engage and influence execs, and get the buy in you need to drive adoption. Yes, we'll talk about metrics and storytelling, but more importantly, we'll talk about how to show up more strategically when you're at that seat at the table. AND, we'll spend all of day 2 laptop-open, BUILDING, so you'll walk away with a start at your QBR deck. We're putting the WORK in workshop :) Must be a corporate recruiting manager/director to attend. No vendors, no selling, no "future of recruiting" presentation - this is a how-to workshop to accelerate the careers of corporate TA leaders who want to show up better for strategic conversations with VP business leaders. Details, including fees and location, how to convince your boss, testimonials, and a downloadable agenda available here: https://hubs.li/Q037wvFN0

25 Free Resources to Help you Deliver a Talent Advisor Experience. In John Vlastelica's latest LinkedIn Talent Solutions Talent Blog article, he shares free resources to help corporate recruiters elevate their role, better engage hiring managers, guide and influence the process more, and show up as more strategic. Why is this so important? Because BOTS! :) He believes the future for transactional recruiters is quite limited. HR Tech companies are building hiring manager self service tools - AI enabled - that'll make it easier and cheaper for hiring managers to do the transactional part of recruiting themselves, and CFOs will love the cost savings. What can we do? We need to both 1) deliver more value as a talent advisor and 2) demonstrate our value. Do the work, and SHOW the work. The business needs to describe our TA function as strategic, with talent advising conversations a regular part of key steps in the process. These 25 resources are all free and designed to help you win in your job. Please share with your network if you find them helpful. They include practical, quality videos, podcasts, articles, and tools. And if you have a favorite free resource that you think helps corporate recruiters show up as more strategic, please share in the comments below. We'd love to check it out, and then others who read this post can access your recommendations, as well. #TalentAdvisor #AI #Recruiter #TALeadership #RecruitingLeadership #LinkedIn #Automation https://hubs.li/Q032_R8k0