Recruiting Toolbox, Inc.

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

What are you doing tomorrow? Join John Vlastelica and the head of TA of Expedia, former head of TA for Intuit and Equinix, and the one and only Johnny Campbell as they explore how to create a culture of recruiting, where everyone is accountable for bringing great talent into your org. John will talk a bit about the hiring manager maturity model we developed, and a new framing for getting your HMs more engaged in hiring. It’s free, it’ll be fun, and it won’t suck. :) Don’t miss your chance to learn from the best in talent acquisition and leadership! Registration link: https://hubs.ly/Q02YMv8F0

In John Vlastelica's latest post on LinkedIn's talent blog, he explores the idea of taxes (costs) we pay when we enable the business to make bad decisions around talent. It's a new framing - something he learned from Bryan Adams at our RLL50 head-of-TA workshop in September, and a powerful reminder that change is hard if you can't articulate the taxes we're already paying for the current state. Which taxes are the most costly in our profession? The taxes we pay for unrealistic hiring managers, lower-than-market pay, slow decision making? Please share. https://hubs.li/Q02YK67R0

In John Vlastelica's latest post on LinkedIn's Talent Blog, he shares an important lesson for corporate TA leaders looking to transform their recruiting orgs. TL;DR? There can be no transformation without accountability, and there will be no accountability without inspection. Good intentions, PowerPoints with new org models, talent advisor competency models, and even - gasp! - new training and new tech won't transform our orgs if we don't have accountability. What mechanisms have you put in place to ensure your TA transformation is working? Please share! We'd love to learn from you. https://hubs.li/Q02V8Hzw0

Change management in TA is hard. Will AI make it any easier? Yes, probably...sort of :) In John's latest post on LinkedIn's Talent Blog, he explores how deploying change gets easier - or harder - with AI. Change management is _still_ a full-contact sport, and stakeholders still need to be engaged and influenced. But how much easier will TA leaders have it when they can tune their automation tech based on diagnosed root issues and almost instantly deploy it — at scale — without spending months trying to get their own recruiting teams to adopt the change? We'd love to hear what you think, will be easier - or harder - to change with automation tech versus high-touch human processes. Please share. https://hubs.li/Q02S1K4D0

VP and Sr Director of TA Friends - How are you preparing for the big decisions you'll need to make in the next 18 months? Maybe we can help. We're hosting our first ever workshop (mini-conference) for senior TA leaders (only) in Seattle on Sep 19-20. It's limited to 50 VP, Sr Director, Head of Recruiting leaders from larger companies. We'll go DEEP into... ✅ How we build the TA function org model that best leverages automation and AI ✅ How our roles as senior TA leaders must evolve beyond filling reqs ✅ How we justify big tech investments to the CFO in this economy ✅ How we successfully deploy and drive adoption of new process, technology, and role expectations to hiring managers and recruiters ...and more. You must apply and qualify to attend. We still have our early bird pricing in effect. I'm programming and MC'ing this event, so you have my word that it won't suck 😂. I hope you can join us! You can learn more at www.RLL50.com 👀 #talentleadership #conference #event #workshop #AI #recruitingleadership #talentadvisor