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Being a student of a particular craft is just one dimension of a successful employee, but it’s incredibly important — especially in the services and hospitality sector. A well-rounded assessment program will uncover other competencies, motivations and experiences that will determine if you’re selecting the right candidate. See acast.com/privacy for privacy and opt-out information.

A pair of luxury Italian shoes can cost many thousands of dollars.   The best ones are handmade, of course. Using old world techniques and custom materials.  The most expensive cars in the world routinely eclipse the $3M mark.   And they too are not made on a high speed assembly line.  They’re made one at a time.  By hand.And yet here we are -- the recruiting industry -- racing to remove hands from an entirely human experience, the hiring process. We’ve been told that we must automate our low-value, administrative tasks that no one wants to do. But wait...who told us that?   Candidates? Did they beg for more automation?  Do they want less human interaction?Probably not.    It was the RecTech marketers who convinced us that we needed to automate.  But consider this. When you optimize for speed and automation (efficiency), you end up attracting the middle (or lowest) part of a market. The same way you do when you make cars on a high speed assembly line.  Or mass market shoes. That’s okay if you’re optimizing for the low or middle market of talent.   But if you’re optimizing for top talent in a highly competitive market, automation can be counterproductive.By automating, you often remove the personal touch.   And you lose the handmade experience that sets brands apart.  To stand out and impress the most highly sought after talent, you need to consider offering a differentiated experience.   The opposite of a chatbot.  And keep offering that unique experience for the next 12 months.   And then keep doing it for the next 5 years. And then for 10 years after that.  The longer you offer a custom, human experience, the more novel it will become over time as your competitors opt for a more digital process.  The same is true for shoes and cars.   A handmade product will always have more value in an increasingly automated world. So before you hire that “bot”, ask yourself what you’re optimizing for.    Are you optimizing for efficiency?    Or would a more human experience give you an edge? See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino discusses the topic of pay inequality through the lens of one man who single handedly turned an organization around.Tune into this episode to hear a different perspective, backed by data, that helps support the idea that not all employees are created equal and that compensation structures can often be barriers to bringing on game changing talent.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino reflects on a movie that he watched recently that had nothing to do with HR and yet had everything to do with HR.Listen to this episode to learn what movie he watched and what questions it raised for him. And watch the movie yourself. You might find some interesting lessons too!Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino discusses the current state of the candidate experience and how recent efforts to build awareness of its shortcomings have resulted in marginal gains.Listen to the episode to hear how the inclusion of a new class of talent could be needed to infuse new ideas and make some much needed changes.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino discusses some of the challenges that Recruiters face when trying to get through to busy candidates.Listen to the episode to hear a counterintuitive strategy for reaching busy candidates as well as a potential email script that might help you increase the number of responses you get.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino discusses a structured way of thinking about how you choose the right recruiting tools for your organization.Listen to the episode to hear how a simple cut & paste message can help steer your technology roadmap now and into the future.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino discusses how most recruiting software implementations are derailed by a training program that is too brief or too overwhelming.Tune into this episode to learn how to approach (or re-approach) an implementation so that your recruiting team learns how to use the software in a manner that solves a problem that they face on a regular basis.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino  reflects on a recent question he received as a panelist on a webinar. The question was about the future of recruiting technology and who has the hottest product on the market.While there are plenty of great tools out there today, tune into this episode to hear about the companies who will have the biggest impact on the technologies of the future.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino  discusses the current debate over man versus machine in the recruiting function. Will recruiters be replaced? How soon?Listen to this episode to learn about a software tool that beat some of the best Sourcers in the world and why James thinks that Recruiters will not go away, but their role will change significantly.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino  shares a simple way that any company can build some automation into their interview scheduling process.While some applicant tracking systems offer this feature, most don't. Tune in to get a step-by-step tutorial on how you can do this for your organization for less than $10 per month.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino  discusses the current state of confusion that a lot of Recruiting Leaders are experiencing due to the number of HR technology projects that are on the market.Listen to the episode to hear 7 questions you can ask yourself or your team before you invest another dime in a product that you might not need.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino  shares some harsh realities about competing in the campus recruiting space.Listen to the episode to hear why it pays to think differently and how you can execute a strategy that helps you get the best talent, most efficiently and at the right cost.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino  discusses a recent situation that many recruiters and recruiting leaders forget -- that their hiring process is being talked about far and wide by the candidates in the hiring process.While this might sound like an obvious topic, it's a nice refresher for an audience that, at times, can be so busy that they often forget what it's like to be on the other side of the desk.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino discusses several ways that retail and restaurant employers can improve their chances of hiring better people by cleaning house.At a high level the episode is about running a good business where people want to work. On a deeper level, it's all about employment branding.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.

In this audio blog, James Colino discusses a concept that he likes to use when assessing talent. This idea called "Distance Traveled" refers to a job applicant who had to earn their success, overcome obstacles, play the underdog and fight through difficult times inside or outside of work.Listen to the episode to hear six examples of a candidate who might display "distance traveled" and how this characteristic leads to the development of grit and resilience.Thank you for listening to the Recruit Differently Podcast. If you like it, please give us a review and share it with your fellow recruiting colleagues. See acast.com/privacy for privacy and opt-out information.