Issue Six: Talent And Growth Live

This week we will announce our final speaker for our London Live Talent & Growth - The Talent Acquisition Podcast event in conjunction with Warner Bros Discovery AND release our first wave of tickets.

When I launched this podcast back in January, I never imagined that I would get to 80 episodes and not that it would evolve into a live face-to-face event!

Building this community for Talent, People & HR professionals has taken a life of its own and has been an incredible journey.

So, I wanted to use this week's newsletter to provide people with the last opportunity to register their interest in the event before the tickets are released Wednesday/Thursday.

This event is designed to help us all get better at our job if our job is about attracting or retaining the best talent. It will also allow us to network with fellow Talent, People and HR professionals.

AND...to raise money for Mind , a charity that is very close to my heart. All money will go to them.

Speakers confirmed so far are:

Katrina Collier - How to make the business partner with TA & deliver a better experience (for all!)

Christine Ng - How to build an employer brand to attract tech talent

Annie Jackson - How To Build A Careers Page Which Actually Attracts Talent

You can register interest here -

FYI - Due to next Monday being a Bank Holiday, there will be no T&G newsletter.

We were thrilled to host Hung Lee on Talent & Growth - The Talent Acquisition Podcast in March. For those of you who don’t know who Hung Lee is, he’s incredibly influential in the recruitment space, and we were lucky enough to have the opportunity to pick his brains on several topics. Check out his amazing newsletter Recruiting Brainfood .

The world has changed a lot since we spoke to Hung six months ago, and it's interesting to reflect on the difference in the market now compared to then.

We’ve picked out some of our favourite moments – we hope you enjoy them!

So what does the world of talent acquisition look like to you in 2022?

“Yeah, it’s an exciting space. We all are very conscious that it’s such a fluid moment for the industry. I don’t think I can’t remember a time when it’s been more exciting because you don’t know which direction it’s going to go. The only thing that we’re confident about is that it will not look anything like it was five years ago. That includes the jobs we’re doing. All of that then has a cascade effect on the type of work recruiters will do. I think we’ve all turned into quasi futurists due to this moment that we’re all in.”

What is the future of the old-fashioned recruiter?

“I think those two things will merge. Previously, the embedded recruiter was essentially a way for suppliers to establish trust with buying customers. Because customers, when you were faxing CVs, it was very distant.

You weren’t sure how much work this agency was doing for you. You weren’t sure whether this agency represented other companies, competitors, etc. The embedded model was there to establish trust.

Now, I think that COVID accelerates that situation. But, it also changes the difference between an agency supplier and an embedded recruiter because what is the difference these days if all of us are distributed? In any case, an embedded recruiter is very much a metaphorical term.

I think what will happen is that a lot more agencies will move into the space; I’d be shocked if agencies don’t offer it as a default service to customers. The bottom line is customers will get much greater variety, and much more choice and hopefully, you know, that competition will improve the service level?they get.”

But for more in-house talent acquisition teams and talent acquisition as a whole, what significant trends in 2022 are you seeing?

“I think one of the significant critical issues is the lack of recruiters. The inability to recruit recruiters is changing how recruiting is done. So, in other words, companies are confronting the reality that they’re simply not going to; they’re going to be understaffed, which means that they have to automate more and re-examine how they’re processing candidates.

They need to double down on process efficiency because you’ve got fewer hands on deck doing more work. I think maybe in six months; there was some effort to try and recruit more recruiters.

I wouldn’t say we’ve given up on doing that. But it’s still apparent to companies that they’re approaching it with a view that we may not be able to increase our capacity in our existing recruiting team. Therefore, we need to increase our efficiency. So, many exciting things are happening in process and automation in the internal recruiter space.”

On?Talent & Growth ,?we speak to talent leaders about their challenges and solutions for attraction and retention. If you’re interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier, then this is the podcast for you.