"Hiring is broken not because of a lack of tools, but because we lack a disciplined, strategic approach. Technology only works when we have the right foundation."

–Linda Brenner

* In this episode of Psych Tech @ Work, I welcome my long time friend and collaborator Linda Brenner for some straight talk about the challenges facing TA leaders in the age of talent shortages, AI, and general global insanity.

* This conversation serves as a roadmap for talent acquisition leaders looking to rethink their strategies, streamline their processes, and make smarter use of technology.

* Linda explains why many companies struggle to attract and retain top talent despite using sophisticated AI and other technology solutions. 

We delve into the importance of aligning TA strategies with business goals, building clear processes, and minimizing reliance on outdated ATS systems that often hinder rather than help hiring efforts.

We discuss the complexities of AI in recruitment, including video interview assessments and chatbots, and Linda highlights the need for human oversight in areas like candidate engagement and relationship building. 

Topics Covered:

Talent Acquisition Audits:

* Linda describes her process for auditing talent acquisition, from evaluating business goals to diving deep into data, processes, and technology use.

* Common issues found in TA audits, including lack of alignment, undefined processes, and inconsistent use of ATS systems.

AI and Video Interviews:

 

* How AI is currently used in TA and Linda’s views on the limitations and potential pitfalls, particularly around legal considerations and candidate engagement.

Skills-Based Hiring Misconceptions:

* The difference between true skills-based hiring and keyword matching.

* Why many organizations aren’t yet ready to execute skills-based hiring effectively due to foundational issues in their processes and technology.

Takeaways:

Foundation First, Tools Second: AI and advanced tools can’t solve underlying issues. Establishing clear, consistent processes aligned with business goals is essential before adding new technology.

Strategy over tactics:  TA leaders should build a strategy that accounts for different types of roles and aligns with company growth goals, instead of relying solely on quick fixes.

Consider the Candidate Experience: Long, inefficient hiring processes lead to drop-offs and high turnover. Streamline processes with candidate engagement in mind.

AI as a Support Tool, Not a Solution: Use AI to support administrative tasks and 

data collection but maintain human oversight, especially in high-stakes areas like interviews and candidate assessment.

This epsiode’s "Take it or Leave it" Articles

1. AI-Enabled Work Ethic" by Charles Handler

In this article, I explore whether generative AI is an asset or liability for job candidates and employers. We discuss the ethical considerations around candidates using AI tools in applications and how companies could structure policies to evaluate AI competency fairly.

   

2. The Future of Talent Acquisition and AI" from Forbes

This article suggests that companies not using AI in talent acquisition will fall behind. Linda and I debate this, with Linda arguing that AI should only be implemented after TA processes are clearly defined and aligned with business objectives.

  

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit charleshandler.substack.com