57 minutes | Dec 22nd 2019

2019 Talent Acquisition Year in Review

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Guest Shannon Pritchett from CareerXroads and I talk about the most influential technology to hit talent acquisition in 2019. We also make some predictions for 2020. Join CareerXRoads http://bit.ly/SA-CXR MORE EPISODES http://bit.ly/SpeakerAgenda  AI, SMS, Voice Tech, alexa, google home, chat, chatbots, funnels, video, blockchain, workforce analytics, diversity, bias, job boards, social media, employer branding, video job ads, video interviewing, cloud, recruitment marketing automation, API, ATS, CRM yea I think we covered it all. - Give it a second to catch up to the recording. Okay, welcome my guest, Shannon Pritchett from Career Crossroads. Shannon, thank you so much. So this is our year end wrap up kinda podcast video cast. I thought I would bring in somebody that is an absolute expert, has been in the industry for years and years, has been on the speaking stage plenty of times at SourceCon and everywhere else. So there's been a lot of new technologies. There's been a lot of technologies touted over the last 12 months. At the beginning of 2019, did you make any predictions as to, or have any kind of thoughts about what kind of technologies were really gonna take hold in 2019? - Oh, gosh. You know, we have to start with this question, 'cause I have a feeling it's going, this is also gonna be my, what's gonna happen in 2020, right? - Yeah. - That we didn't get to? I was expecting more AI adoption for 2019 and I was also expecting more groundbreaking tools and technologies to emerge and we really didn't see that this year. - Groundbreaking - We saw - Groundbreaking, what way? - I don't know, something that would - Consolidating all the adhoc kind of verticalized different tools into one tool or? - Yeah, I think that's what we're getting towards, but I was looking for something revolutionary that we haven't seen before. You know like that magic help button that doesn't exist. I was looking for something that I didn't even know what is was. And that's typically what we see around this time come out, and I don't think it's coming out this year, I think there have been so many acquisitions and mergers that you know more building towards those tools. And so instead of companies figuring out, okay this is what I need to build myself, and kinda say oh what if I buy this company, and then bring it to what we have, and that's gonna build that one big pro-, sorry, proprietary system. But, no, I was kinda looking for something that really didn't exist. Don't really know what that is yet, but I was hoping that there would be some new ground breaking, "Ah-ha", jaw-dropping tool and it didn't really happen. So I wish I had a more information about what I was looking for, but I'm always looking for, of course that tool that can make everything happen. - Ah, I kinda get it. I mean, I was hoping for something like that out of Google, and especially with Google for Hire, and obviously they did Google for Jobs, things like that, we're both tongue tied today. Neither one have really taken off. Google for jobs, obviously has taken off a lot better than Google for Hire, but there actually closing down Google Hire, some time in Q1, I think right. They not even taking on new clients right now. Which is a big surprise, I think they didn't really fully understand that if you go in and do SMB market, your talking about lots of little Mom and Pop pizzerias, and shops like that are only making 1 or 2 hires a year. And it's just not worth $50 bucks a month or $100 bucks a month. You know. - The one thing tech. - Yes, these small companies, you know that I don't even know how they would know that Google for Hire exists. I get, I have a lot of friends that own businesses, and I told them about it, and they were like, why would I need something like this. - They had a sales force, you know pounding away at it. So, they had people, anybody that signed up for the G Suite, they were trying to get them you know into Google for Hire, or if they saw any kind of activity like that. That's how they were doing it. - Yeah, yeah, so. - The one technology that I think that really took off in 2019 and it kind of took place with the acquisition from iSense, them buying TextRecruit, right. So texting in recruiting, really took off. Do you have any thoughts on texting? - Yeah, I like to look at patterns that have also emerged in that space. I think iSense was one of the more impressive technologies systems that we saw last year, and I think that's great because I think they are headed towards that archaic kind of route, and then they purchased TextRecruit, they purchased Jibe as well, so they're heading into that model. I think recruiters, it's funny, I think candidates are always quick to show us what trends that they like, and it's when texting . I think recruiters and score search are the ones who are so slow to adopt those changes, and it's nice to finally see them catch up. And so, that was a smart acquisition, Jibe was a smart acquisition. I think iSense, ascends to have a very successful 2020 and beyond. - What's funny is, everyone blames recruiters and sourcers for adopting slow, to adopt these new technologies and by in large, I think that is true, but I also see it in the executive leadership teams, that are running some of these companies, they are very hesitant to change anything that they are currently doing. They still want to follow, a post, search and pray methodology, post a job on the job board, search the job board, and pray you can find the right candidate, or the right candidate finds you. But when they grab onto something that the recruiters really like, as long as it fits into their overall recruiting processes, I think they're willing to do it. And that's the big thing, they don't want to login to a separate system, they're lazy. They don't wanna, you know if they can stay in their ATS or CRM world, and they're happy, right. So, I think that's where TextRecruit really made it easy. Even though in the beginning, they did have to login, it was natural for them and kind of talk to candidates through texting. It was actually a lot easier for them. - Yeah, I couldn't agree more. - I don't know if you have ever pounded and grounded away on the phone, but 50 to 100 phone calls a day is not my idea of fun, that's why I kind of pushed out video voicemail landing pages, and stuff like that so I didn't have to grind away on the phone everyday. - I started with call sheets, so I've been there. You know that you know you hit certain number, I would throw my friends phone numbers in there occasionally, so like, hey what's up, thanks. Right you down for this Java Developer position. - Yep, we outsourced some of our sourcing to a guy that we had trained, you know he had to meet x number of names a week to get a bonus. He was throwing in names like Donald Duck, and Mickey Mouse. And I'm like really dude, come on, you think we're not gonna check this? We're not going to pay you a bonus for throwing in fake names. All right, so another technology that was really touted at the beginning, especially through the Candy Awards, and the Talent Board was video, video job ads. What do you see in the video job ads space? - You know, not much. I think it's because it is well adopted. I think like a lot of companies do use it. I think candidates do like it. You know I think the coolest thing this year we have seen is the merger with like Montage and Shaker and how that's become Modern Hire. I like what they're doing there, and I know that they're doing a lot of research and experimenting with diversity and AI for some of their interviews. Some of the technology out there around video interviewing, makes me very nervous. You know reading social queues, and facial expressions and stuff like that. Just because, I think Neural Diversity is gonna play a huge part in 2020, and beyond in the whole next decade that we're approaching. I wonder how the video interviewing might hurt candidates with a Neural Diverse background. I always feel like I'm someone who is a little more extraverted, so I can do really well with interviews, but somebody I know who is just brilliant as if not more brilliant than me whose maybe intraverted, how does that play against them, I don't think we've studied that just yet? I did spend some time down in Australia, and there was a company down there called Curious Things, that was doing some cool things. And they impressed me a lot down there, and they impressed me the most at HR Tech. So what they do is they provide on-demand, not necessarily video, but phone interviewing screening. And they use AI technology, to ask like qualifying questions, and probing questions. So you can go on and talk about your experience, and they'll ask probing questions from there. So you're having a conversation with a robot, and it's feel like your having a conversation with a person. And I thought, for the positions I was looked at, I thought, 'Oh my gosh, that's asking better follow up questions, than I ever did as a recruiter. And it won the competition that I was at, at the HTC Conference down in Sydney. And then we have a lot at the booth at HR Tech. And, so not necessarily video, more phone interviewing, but that's something that's coming, that's really really cool. They have an on-demand apprentice. - What company was that again? - Curious Things. - Curious Things, I have to look them up, see if they want to... Anybody from Curious Things want to come on the Speaker Agenda show and talk about it, give me a holler. - Ah, there good guys. - You did mention a little buzz word that's floating around, and a lot of the audience may not be familiar with it. Can you give me a 30 second definition of Neural Diversity? - Neural Diversity, all right. So we've long looked at Diversity as race, disability, gender, ethnicity, but no one has really looked at diversity as thought, and expanded on that a little bit more. And so Neural Diversity is looking at the different
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