Bölümler

  • Is Your Career Exploding or Imploding?

    Is Your Career Exploding or Imploding?
    6 Nov 2026
    The Bureau of Labor Statistics projects nurse practitioner, solar installer, and data scientist roles growing fastest through 2035, while word processors, telephone operators, and switchboard operators shrink the most. Live from TalentNet Live in Dallas, this episode digs into the real bottleneck behind those numbers: hiring managers who reject strong candidates because a resume doesn't use the exact skill language they expect, and the recruiter tactics that get those managers to see transferable experience they would otherwise miss. Key Takeaways: BLS data puts nurse practitioner, solar photovoltaic installer, data scientist, and wind turbine technician at the top of the growth list for 2025 to 2035, while word processors, telephone operators, and switchboard operators top the decline list. Growth stats are measured by percentage increase, not volume, so a fast growing field like solar installation can still only absorb a small number of actual hires. Hiring managers routinely pass on strong candidates because a resume doesn't use the exact skill language they expect, even when the candidate's experience clearly transfers. Asking a hiring manager about their own first job, like working the fryer or answering phones, is one of the fastest ways to get them to recognize transferable skills in a candidate they'd otherwise pass over. Recruiters get further coaching hiring managers during the intake conversation, before a candidate is ever presented, instead of defending a resume after the fact. One recruiter described deliberately listing a different name and number on a promising candidate's resume to get a reluctant hiring manager to actually take the call, a trick that worked but isn't something to do regularly. Veterans and people transitioning out of incarceration or addiction recovery programs often have the determination and transferable skills a role needs, but still get hired at a fraction of the rate their stated openness to those backgrounds would suggest. Recording and reviewing candidate phone screens gives recruiters concrete evidence to push back when a hiring manager says a candidate lacks a skill the call actually demonstrated. A few departments ran a recurring Friday session where employees shared their first job stories, an easy way to surface transferable skills thinking across a whole team. The real gap isn't a lack of qualified people, it's hiring managers and recruiters never building a shared, specific language for what a transferable skill actually looks like on paper. Keywords: transferable skills, hiring managers, career transitions, BLS occupational data, military hiring, recruiter coaching, candidate experience, job market trends, skills based hiring, talent acquisition
    Daha fazlasını göster Daha Az Göster
    23 dk.
  • Screened Out: The Trust Gap Nobody's Closing

    Screened Out: The Trust Gap Nobody's Closing
    29 Oct 2026
    A third of recruiters now say they reject candidates based on AI recommendations, while a quarter of job seekers say they trust an employer less for using AI to screen them in the first place. John and Jackye dig into what happens when both sides of the hiring process are leaning on systems neither one fully understands, and why the real fix is less new technology and more honesty about the technology already in use. Key Takeaways: About a third of recruiters admit they are rejecting candidates based on AI recommendations rather than their own judgment. Roughly a quarter of job seekers say they would trust an employer less for using AI to evaluate their application. Applicant tracking systems now stack multiple layers of automated knockout questions, and a candidate can be screened out before a recruiter ever sees the resume. One open payroll role drew duplicate, AI generated resumes under different names, forcing the team to add an extra verification step before reviewing applicants. New AI interview tools can run candidates through realistic scenario based questions in seconds, and some recruiters already trust that output more than a live phone screen. Phone screening is described as a dying art, even though it is often cheaper and faster than flying a candidate in only to catch a fake application later. Candidates increasingly expect salary transparency and a clear reason when they are rejected, the same transparency employers expect from the AI tools making the recommendation. Scheduling friction, like an unopened calendar invite, still gets blamed on the candidate instead of the broken process that produced it. Referral hiring for specialized or technical roles stays common even when the role requires real expertise a referral cannot vouch for. Employers who disclose when and how AI is used in hiring, even just for fraud detection, build more trust than ones who stay silent about it. Keywords: AI hiring, candidate trust, applicant tracking system, AI screening, recruiter trust, hiring transparency, fake resumes, phone screening, hiring bias, recruiting technology
    Daha fazlasını göster Daha Az Göster
    1 sa. ve 1 dk.
  • LIVE from HR Tech in Las Vegas

    LIVE from HR Tech in Las Vegas
    22 Oct 2026
    Jackye Clayton and John broadcast live from the HR Tech 2026 show floor at Mandalay Bay in Las Vegas, capturing the final day of the conference in real time, from PitchFest judging to hallway conversations about AI in HR. Key Takeaways: Agentic AI vendors are facing harder questions this year. Buyers want to know what problem the agent actually solves, not just that it exists. Several products demoed at PitchFest raised real compliance concerns, including tools proposing hiring practices or pay definitions that are not legally accurate. Organizations are uploading sensitive employee data, including medical records and compensation details, into AI agents without clear answers on where that data lives or who can access it. Employer of Record platforms paired with AI are lowering the barrier to hiring internationally, letting smaller companies expand into new countries without standing up their own legal entity. The narrative has shifted from predictions that AI will take everyone's job last year to AI supported teams this year, with some employers reintroducing human roles they had automated away. Embedded AI agents are starting to replace standalone workforce analytics tools, since an agent with full organizational access can already surface the same insights. Fifteen of the 33 PitchFest companies were pre revenue, and judges pressed founders on who their actual customer is and whether they have a paying pilot. Panelists cautioned against what they called AI psychosis, the pattern of inventing a problem just to justify an AI solution that was not actually needed. A growing number of international HR tech vendors are entering the US market, a sign of confidence in the space despite a shrinking overall workforce. The hosts raised a recurring question for HR leaders: does AI actually save time, or does it just create new work that nobody asked for. Keywords: HR Tech 2026, agentic AI, AI compliance, data privacy, pay equity, Employer of Record, global hiring, workforce analytics, PitchFest, AI in HR
    Daha fazlasını göster Daha Az Göster
    50 dk.
  • Human Interaction Requires Communication

    Human Interaction Requires Communication
    8 Oct 2026
    John Baldino and Jackye Clayton dig into why so many workplace communication habits are quietly costing companies billions. Poor communication now drains more than two trillion dollars a year from US businesses, and knowledge workers say it spikes their stress and drags down how they feel about the job. John and Jackye unpack why tools like Slack and Teams were never built to carry the weight of a company's primary communication, how self implemented software rollouts skip the change management work that used to come standard, and why building real rapport, through something as small as sharing an old photo or a favorite childhood snack, still does more for team communication than any new tool. Key Takeaways: Chat tools like Slack and Teams were built for quick replies, not for carrying the weight of primary work communication, and many teams use them without any communication strategy at all. Software rollouts used to come with formal change management and training. Today most platforms are self implemented, with a few onboarding videos standing in for a real rollout plan. AI assistants that schedule or draft communication on someone's behalf can strip out the context and tone a human sender would normally include. Teams can build communication rapport through small, low stakes rituals, like sharing an old photo or asking what people drank with lunch in grade school, rather than forcing deep personal sharing. Knowing whether someone reads deeply into messages or takes things at face value changes how a leader should frame a request to avoid causing unnecessary friction. New employees, especially those early in their careers, were often never taught how to communicate in a professional setting, so leaders should not assume this is a skill people already have. Incentive based motivation does not work the same way for everyone. Leaders need to learn what actually motivates each person through real rapport, not guesswork. Keeping cameras on during remote meetings preserves facial expression and body language cues that get lost when a team defaults to chat only communication. Shared low stakes experiences, like being part of a company softball team, build the kind of trust that makes it easier to rally a team around real work later. Belonging and inclusion depend on teams actually taking time to get to know each other, and cutting that time out removes the foundation healthy communication is built on. Keywords: workplace communication, team rapport, remote work, Slack communication, change management, employee onboarding, cameras on meetings, communication style, team building, workplace culture
    Daha fazlasını göster Daha Az Göster
    57 dk.
  • Nobody Trusts the Robot Recruiter

    Nobody Trusts the Robot Recruiter
    1 Oct 2026
    Jackye Clayton and John Baldino dig into why candidates are losing faith in AI driven hiring. From applicant tracking systems that reject resumes on a literal keyword match to AI interviewers that mishandle a candidate's name, they walk through where automation in recruiting is helping and where it is quietly eroding trust on both sides of the table. Key Takeaways: ATS tools often reject candidates on a literal skills match without understanding the context behind where or how a skill was actually used. Treating an AI recruiting system like a new hire, by training it, correcting it, and feeding it context, is the only way to keep it from making decisions on its own. Automating first round screens and interviews removes the practice reps that help new recruiters learn how to actually evaluate a candidate. Skills based hiring software reduces people to a flat yes or no match against a preprogrammed inventory instead of assessing real competency. Candidates notice when they have gone through an entirely automated process, and that experience builds skepticism before they ever reach a human interviewer. There is a credibility gap when a company restricts employees from using AI tools internally while running candidates through an AI heavy hiring process. Current AI struggles to tell the difference between a candidate with two years of experience and one with twenty, because it evaluates a job description two dimensionally rather than contextually. Hiring an overqualified candidate to compensate for an existing team's skill gaps creates the same kind of organizational blind spot that bad AI screening does. Hands on, in person evaluation, like a trial cook session for a chef role, still reveals things a resume match or automated assessment cannot. Recruiting leaders, not hiring managers alone, should own how job requirements get written, since poorly scoped criteria are what gets fed into the automated systems in the first place. Keywords: AI recruiting, robot recruiter, applicant tracking system, skills based hiring, candidate trust, talent acquisition, HR technology, recruiter training, hiring bias, AI interview
    Daha fazlasını göster Daha Az Göster
    1 sa. ve 2 dk.
  • LIVE from RecFest USA 2026

    LIVE from RecFest USA 2026
    24 Sep 2026
    Live from the RecFest USA 2026 show floor in Nashville, Jackye Clayton and John Baldino cover the rise of candidate fraud, the limits of AI interviewing, and why relationships still drive talent acquisition, all while touring the loudest vendor booths on site. Key Takeaways: Candidate fraud is accelerating, and vendors are building dedicated fraud detection directly into applicant tracking systems Employers report a wave of fake remote job applicants, including schemes tied to North Korea, targeting US and European companies AI interview bots still struggle with basic nuance, tone, and even correctly hearing a candidate's own name As AI takes on more sourcing and screening, the industry is debating what unique value human recruiters still bring Buyers want fraud and AI tools embedded into their existing applicant tracking system rather than a new standalone platform RecFest exhibitors are spending heavily on custom activations, from a basketball setup to a mechanical bull, to stand out on a crowded 2,000 person floor New silent session panels let multiple stages run at once, with attendees listening on headphones instead of speakers An informal poll found a large share of RecFest USA 2026 attendees were first timers to the event Recruiters suggest feeding an event's sponsor and exhibitor list into an AI tool to quickly map which vendors solve which problems Relationship building and shared humor among industry peers remain an undervalued part of what conferences deliver Keywords: candidate fraud, AI hiring, talent acquisition, applicant tracking system, HR technology, RecFest USA, recruiting conferences, AI interviews, remote work fraud, recruiter relationships
    Daha fazlasını göster Daha Az Göster
    31 dk.
  • Nobody Wants Your Corner Office

    Nobody Wants Your Corner Office
    17 Sep 2026
    This episode explores why so many capable employees are turning down promotions into management and what organizations can do to make leadership worth wanting again. John Baldino and Jackye Clayton discuss changing definitions of success, the burnout and vagueness that surround leadership roles, and how family businesses, nonprofits, and corporate teams can build the next generation of leaders. They also cover intrinsic motivation, using AI without giving up independent thinking, and giving people room to learn and fail. Key Takeaways: The definition of career success has shifted from holding a manager, director, or vice president title to having real impact and helping shape culture Traditional leadership pathways have not been made attractive, and many employees who are voluntold into extra work see burnout built into the plan Employees often ask for higher pay while declining more responsibility, especially when the mission is unclear and the vision has changed repeatedly Workers who push for full autonomy still expect defined pay ranges and structure, a contradiction leaders need to name honestly Aggressive sales onboarding, with a short ramp and a quota several times the predecessor's, helps explain why salespeople change jobs every year and a half to two years Leadership recruiting struggles reach beyond corporations into nonprofits and volunteer groups, including local professional chapters, service clubs, and civic organizations Leaders can stay open to fresh ideas while keeping boundaries, and should brainstorm freely but test each idea for time, people, and resources before activating it Many heirs to family businesses decline to take over because they expect a founder to keep hovering, so owners should define exactly what they fear will be ruined Growth stories like a regional furniture retailer that started as a waterbed shop show that companies evolve when they stop asking yesterday's leadership model to solve tomorrow's problems Hiring leaders means assessing capability and potential, not just past titles, since tenure alone does not prove experience and persona work speeds up the search Keywords: leadership pipeline, management promotion, employee motivation, burnout, career success, family business succession, talent acquisition, leadership development, generational differences, workplace culture
    Daha fazlasını göster Daha Az Göster
    1 sa. ve 1 dk.
  • Hiring While You're Firing

    Hiring While You're Firing
    10 Sep 2026
    This episode unpacks why so many organizations are laying off and hiring at the same time, and what that mismatch signals about how work gets defined, evaluated, and communicated inside companies. John Baldino and Jackye Clayton connect the dots between vague job descriptions, subjective performance reviews, and the trust gap candidates now bring to every new opportunity. Key Takeaways: Companies are conducting layoffs and active hiring simultaneously, often for similar roles at a lower pay level, not purely because of AI or market shifts The "Verizon method" describes a cycle of laying off a group, then rehiring for similar duties under a different title and lower cost tier weeks later Job descriptions have become a lost art, rarely reviewed or checked against what employees are actually doing day to day Forced ranking systems that target a bottom percentage push managers to game scores to protect favored employees, undermining the whole review process Performance conversations should never surprise an employee; if the feedback is new, that is a failure of ongoing management, not the review itself A lack of transparency about the why behind restructuring erodes trust with both current employees and prospective candidates Candidates and passive job seekers are increasingly declining opportunities at companies with recent layoff headlines because they cannot trust six months of job security Rescinded offer letters are becoming more common for candidates already displaced by a prior layoff, compounding financial and emotional strain Outsourcing decisions often lack clarity on which specific duties and responsibilities are actually meant to move outside the organization HR needs a seat at the table before major structural or strategic pivots so workforce impact is considered up front, not after the fact Keywords: layoffs, hiring, job descriptions, performance reviews, workforce planning, employee trust, HR strategy, restructuring, outsourcing, AI in hiring
    Daha fazlasını göster Daha Az Göster
    59 dk.