Innovation Talent Acquisition

Here are 7 hiring hacks I know at 42 that I wish I knew at 22 (when I was hiring for a war zone)... Back when I was hiring local governance consultants to be deployed in Iraq (2003-4), the process of transforming Iraq into a democracy required a precise and unique approach to hiring. The lessons I learned back then were not always easy (and at times dangerous) but they have served me well. With hindsight, over 12,000 interviews, over 1000 hires and a wealth of knowledge gained, I now realise there are key strategies that could have made a significant difference back then, so I thought I would share the top 7 hiring hacks I wish I knew back then: 𝗗𝗿𝗮𝗳𝘁 𝗮 𝗛𝗶𝗿𝗶𝗻𝗴 𝗕𝗹𝘂𝗲𝗽𝗿𝗶𝗻𝘁 𝗙𝗶𝗿𝘀𝘁 📝 📌 Take your time to properly define why you are hiring and who you really need. Draft a hiring blueprint (not just a job description) before doing anything else. 𝗟𝗲𝘁 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗔𝘀𝗸 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗙𝗶𝗿𝘀𝘁 ❓ 📌 The questions candidates ask are great indicators of their priorities, mindset, and true motivations. Start the interview by letting them ask their questions. 𝗥𝗲𝘃𝗶𝗲𝘄 𝗕𝗶𝗮𝘀𝗲𝘀 𝗕𝗲𝗳𝗼𝗿𝗲 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 🧠 📌 Spend 60 seconds reviewing the top 5 interview biases before going in. It’s a quick step proven to help eliminate bias. (DM me for the link) 𝗨𝘀𝗲 𝗦𝗶𝗹𝗲𝗻𝗰𝗲 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 🤫 📌 Silence is an incredibly underrated interviewing tool. It gives candidates the space to think and reveal more about themselves. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗦𝘂𝗯𝘀𝘁𝗮𝗻𝗰𝗲, 𝗡𝗼𝘁 𝗙𝗿𝗶𝗲𝗻𝗱𝘀𝗵𝗶𝗽 🧐 📌 You’re not hiring for the position of “friend” and not everyone is a natural at interviews. Define the outcomes you’re hiring for and stay focused on substance. 𝗗𝗼 𝗬𝗼𝘂𝗿 𝗛𝗼𝗺𝗲𝘄𝗼𝗿𝗸, 𝗗𝗼𝗻’𝘁 𝗪𝗶𝗻𝗴 𝗜𝘁. 📚 📌 Craft specific questions relevant to the job and the challenges ahead. Preparation shows candidates you’re serious and sets the tone for a productive interview. 𝗛𝗶𝗿𝗲 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 🔮 📌 You can’t hire your way out of today’s problems. Define your hiring needs from a future perspective (6-12 months) as that’s when new hires can have real impact. These insights have transformed my approach to hiring and can do the same for you. Building a strong team starts with a strategic, thoughtful hiring process. Mastering the art of hiring is a key leadership skill.

I've seen how companies interview candidates without any intention of hiring them, so I decided to do things differently at Ctruh. This unconventional hiring strategy from Revolut's CEO helped build a fantastic team. Most founders rush to fill positions. The traditional approach is writing a job description, interviewing candidates, and picking the one they 'think' is the best fit. But here's the problem: How do you know what "best fit" looks like in a role you've never handled? The solution is very simple: Before hiring for a new role, interview the entire market. Not to hire, but to learn. I've tried it, and here's why I think you should too: 1. Think about it. If you've never worked with designers, how will you judge good design leadership? If you've never dealt with regulatory affairs, how can you spot a compliance officer? 2. When you actually look for each role, interviews become a learning experience. You're not just assessing candidates but also building a mental model of what "best fit" looks like in that position. 3. This approach transforms your hiring process. Instead of guessing, you develop real expertise in understanding what makes someone exceptional at their job. 4. There's also a hidden benefit. You learn the red flags, the right questions to ask, and the subtle indicators of true talent vs. well-packaged mediocrity. In reality, yes, it takes more time upfront, but think of the cost of a bad hire vs. investing time to evaluate talent properly. Remember: Every critical hire shapes your company's future. What lesson have you learned about hiring? #hiring #team #entrepreneurship

Hi Network. What if you can´t hear well and need to find a job? This weekend I attend a music festival (after long years not doing so) and on the restrooms way, I found very inclusive how they deal with people with disabilities. Can you imagine a place where 80.000 people gather to listen their favor singers and is high inclusive? They have a dedicated space, people carrying them along, providing food and drinks for their demands and create an environmental where their disabilities where replaced by joy and fun. Kudos. On my way back and planning my Monday start, I was thinking on people with disabilities. I know many company provide them support, and my thoughts where, how do they know that? How can we remove their fears to hide any physical disadvantage out of their minds and focus on their capabilities? I was reflecting in many interview processes I have been through. Since I am extremely visual and need to draw my ideas for better expression, I felt myself sometimes, unable to communicate, specially now when is done online. Here are some practical suggestions and why you might want to adopt it: 1. Provide Multiple Formats: Some of us are visual learners, while others grasp information better through listening. Offering application materials and interview questions in various formats ensures everyone can engage effectively, showcasing their true potential. 2. Flexible Interview Settings: Flexibility in choosing between virtual or in-person interviews and ensuring spaces are accessible can make a huge difference. For instance, a quiet, comfortable environment can help candidates who might be easily distracted or anxious perform at their best. 3. Training for Interviewers: Providing training on disability awareness and inclusive practices is crucial. This helps the hiring team understand diverse communication styles, ensuring that interviews are fair and unbiased, and valuing each candidate’s unique abilities. 4. Clear Communication: Clear instructions and expectations, given well in advance, can help candidates prepare better. This is especially important for those who might need accommodations. Knowing what to expect reduces anxiety and allows candidates to focus on presenting their best selves. 5. Use Assistive Technologies: Incorporating tools like screen readers or speech-to-text services ensures that all candidates, regardless of their abilities, can participate fully. This levels the playing field and allows everyone to demonstrate their qualifications without barriers. 6. Inclusive Job Descriptions: Writing job descriptions that focus on essential skills rather than unnecessary qualifications helps attract a diverse range of applicants. Highlighting your commitment to inclusion can make your organization more appealing to top talent who value equity. Adopting these practices is about recognising and valuing the diverse ways people contribute. 💡 Have you tried any of these suggestions? How have they worked for you?

True diversity isn’t just visual—it’s intellectual. When we value different ways of thinking, we discover breakthrough ideas. I just witnessed something that completely reshaped my view on workplace talent. Imagine: A talented interviewer with Down syndrome redefining recruitment with keen perception and unique insights. Different minds driving innovation: 1) Microsoft’s bold move – Their neurodiversity hiring program started small but now includes hundreds of employees excelling in AI, cybersecurity, and software development.  One standout moment? A dyslexic coder identified a crucial flaw in an AI algorithm—one that had gone unnoticed by traditional teams. His unique pattern recognition skills led to a major breakthrough in efficiency.  2) The Interview that changed everything,: A recruiter with down syndrome conducted an interview that broke all conventional norms. Instead of following a script, they picked up on subtle cues, asked unconventional questions, and uncovered hidden strengths in the candidate that a traditional interviewer might have missed.  3) Why cognitive brain diversity wins– Research shows that teams with a mix of thinking styles solve problems 30% faster (Harvard Business Review backs this up! ). It’s not just about different backgrounds—it’s about fundamentally different ways of processing information.  Your next game-changer might be someone who doesn’t fit the standard mold. Did you know? SAP's Autism at Work initiative has created over 650 jobs worldwide, with neurodivergent employees excelling in software testing, data analysis, and cybersecurity. Their ability to recognize patterns and detect anomalies has significantly improved efficiency and innovation.  Are you still prioritizing "culture fit" over "culture add"? You might be missing out on your most innovative hire yet.  Who’s someone you know that shattered expectations? Follow Makarand Utpat for insights related to leadership, marketing and business. #hiringstrategy #hr #interviews #culturefit #candidates #diversity #inclusion #EQ

The recruitment game has fundamentally changed. 78% of today's candidates research a company's reputation BEFORE applying... ...while organizations with strong employer brands see 50% more qualified applicants. Last week at AI ALPI, we analyzed recruitment marketing performance across 350+ organizations and observed fascinating patterns in both best practices and tooling: → BEST PRACTICE: Companies leveraging employee-generated content see 6x higher engagement than traditional corporate messaging ↳ Top performers use SmartDreamers and Beamery to systematize authentic storytelling → BEST PRACTICE: Multi-channel recruitment strategies outperform single-channel by 3.2x in qualified candidate generation ↳ Symphony Talent's self-optimizing campaigns perform 27% better than manually managed approaches → BEST PRACTICE: AI-powered personalization in recruitment communications shows 41% higher response rates ↳ Avature and Phenom users report 3x faster time-to-hire with their AI-driven engagement tools → BEST PRACTICE: Data-driven employer branding strategies yield 45% higher conversion rates ↳ Companies using TalentLyft's analytics dashboards optimize messaging based on real-time candidate feedback Did you know? The term "recruitment marketing" was first coined in 1998 by HR thought leader Martha Heller, who predicted that "companies will eventually market jobs with the same sophistication they market products." Twenty-five years later, her prediction has become the competitive advantage separating talent magnets from those struggling to hire. The data couldn't be clearer: recruitment marketing isn't just an HR function—it's becoming the primary differentiator in talent acquisition as specialized skills become increasingly scarce. Our analysis identified five recruitment marketing tools outperforming the market in 2025: → SmartDreamers: Excelling for tech, retail, and outsourcing with 38% better candidate quality → TalentLyft: Delivering the highest ROI for mid-market with intuitive career site editors → Symphony Talent: Leading in enterprise with self-optimizing campaigns across channels → Beamery: Dominating in analytics with robust reporting that drives strategic decisions → Avature: Setting the standard for AI-powered recruitment marketing at global scale For HR leaders and HRTech founders, this represents both challenge and opportunity. Those who transform recruitment from a transaction to a relationship-driven experience through these best practices and tools are seeing dramatic improvements in time-to-hire, quality-of-hire, and retention metrics. 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems

Some of the best Menlonians we’ve ever hired didn’t have the "right" background on paper. They had the right mindset: 🔸 Curiosity 🔸 Adaptability 🔸 Team-first thinking At Menlo Innovations, we believe great hiring isn’t about pedigree—it’s about potential. That's why we do things a little differently. We don’t start with résumés. We don’t ask for cover letters. We don’t even filter candidates based on degrees. We invite all interested candidates to an Extreme Interview. This interview process is designed to reveal the human qualities that truly matter in a collaborative, joyful workplace. Here’s how it works: 1️⃣Group Interviews, Not Solo Auditions Dozens of candidates come together at once. Instead of one-on-one interviews behind closed doors, candidates are immediately immersed in a real-world environment. 2️⃣Pairing to Observe Collaboration Candidates are paired with each other (three times, three different pair partners) and given simple, thoughtful exercises—not tests of technical skills, but challenges designed to reveal how they think, adapt, listen, and collaborate. 3️⃣ Helping Your Partner Succeed The goal isn’t to outshine the person you’re paired with. It’s the opposite. We ask candidates to help their partner succeed. Because in our culture, success isn’t individual—it’s shared. 4️⃣ Team-Driven Hiring Decisions Our entire team observes and provides input. There’s no single gatekeeper. Hiring decisions are made collectively, reflecting the idea that if you’re going to join the team, the team should help choose you. 5️⃣ Working Auditions Candidates who thrive during the Extreme Interview are often invited back for a short paid working audition. Here, they work alongside us, pairing on real client work—proving through action, not just words, that they’re a fit. (We pay them for this time). What we’re really interviewing for isn’t just skill—it’s humility, flexibility, emotional intelligence, and collaboration. Extreme Interviewing has helped us: ✔️ Eliminate hidden bias toward résumés and traditional backgrounds ✔️ Hire people who thrive in a joyful, team-centered environment ✔️ Build a workplace where trust is built from day one It’s one of the most important practices we use to protect and nurture our culture. Talent shows up in unexpected places when you’re willing to truly see it.

𝗪𝗵𝗲𝗻 𝗧𝗮𝗹𝗲𝗻𝘁 𝗔𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻 𝗖𝗼𝘀𝘁𝘀 𝗖𝗹𝗶𝗺𝗯, 𝗜𝘁’𝘀 𝗡𝗼𝘁 𝗔𝗯𝗼𝘂𝘁 𝗔𝗱𝗱𝗶𝗻𝗴 𝗠𝗼𝗿𝗲 𝗣𝗲𝗼𝗽𝗹𝗲, 𝗜𝘁’𝘀 𝗔𝗯𝗼𝘂𝘁 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗦𝘆𝘀𝘁𝗲𝗺 Hiring is getting more expensive. And in many companies, the default response is: “Let’s expand the TA team.” More recruiters. More tools. More activity. But what if that’s not the solution? What if it’s 𝗽𝗮𝗿𝘁 of the problem? We’re seeing a silent inflation in hiring operations— Where the cost per hire goes up, but not necessarily the impact. We don’t just need more effort. We need a better design. Here’s what often goes unnoticed: * 𝗧𝗼𝗼 𝗺𝘂𝗰𝗵 𝗺𝗮𝗻𝘂𝗮𝗹 𝗶𝗻𝘁𝗲𝗿𝘃𝗲𝗻𝘁𝗶𝗼𝗻 𝗶𝗻 𝗹𝗼𝘄-𝗶𝗺𝗽𝗮𝗰𝘁 𝗮𝗿𝗲𝗮𝘀. Screening, follow-ups, and scheduling should be automated by now. * 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗯𝗿𝗮𝗻𝗱𝗶𝗻𝗴 𝗲𝗳𝗳𝗼𝗿𝘁𝘀 𝗮𝗿𝗲 𝗱𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗲𝗱 𝗳𝗿𝗼𝗺 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲. Posting louder ≠ attracts better. * 𝗛𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝗱𝗲𝗽𝗲𝗻𝗱𝗲𝗻𝗰𝘆. When TA owns everything, the business disengages, and quality suffers. * 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗵𝗶𝗿𝗶𝗻𝗴 𝗹𝗲𝗻𝘀. Headcount becomes a race, not a roadmap. Instead of scaling 𝗽𝗲𝗼𝗽𝗹𝗲 in TA, what if we scale 𝗽𝗿𝗲𝗰𝗶𝘀𝗶𝗼𝗻? Here’s a better way forward: * Audit every stage of the hiring journey—what can be automated, simplified, or eliminated? * Use data to define source effectiveness, not just time-to-fill. * Create self-sustaining talent funnels with strong internal mobility and alumni strategies. * Position TA not as a service desk, but as a strategic enabler embedded in business planning. Hiring doesn’t need more hustle. It needs 𝗺𝗼𝗿𝗲 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴. When we treat hiring like a long-term product, built on insight, agility, and ownership We don’t just cut costs. We create 𝘁𝗮𝗹𝗲𝗻𝘁 𝗲𝗻𝗴𝗶𝗻𝗲𝘀 𝘁𝗵𝗮𝘁 𝗿𝘂𝗻 𝗹𝗲𝗮𝗻, 𝗳𝗮𝘀𝘁, 𝗮𝗻𝗱 𝘀𝗺𝗮𝗿𝘁. This isn’t about reducing headcount. It’s about increasing ROI. What’s one hiring practice your org changed that made a real difference? Profile managed by Famelyn #HiringStrategy #TalentAcquisition #Leadership #BusinessThinking #CostOptimization #HRInnovation #FutureOfWork #backbase

Recently, I spoke with the HR leadership of a large IT-ITES company who shared a growing concern that has been gaining attention on social media. Many job seekers claim to have used ChatGPT to craft highly polished resumes that helped them secure multiple interview calls. While this might seem impressive, this company (among many other) discovered that a significant number of these applicants were clearing their applicant tracking system (ATS), entering the recruitment funnel, and then getting rejected during interviews. To tackle this, the company has adopted a more rigorous screening and Skills Based Hiring framework designed to assess the skills, and only candidates with the right skills are landing at the interview stage. In parallel, they’ve begun prioritizing internal talent mobility over external recruitment. Now every new role is posted internally first, ensuring current employees get the first opportunity before the search expands outside the organization. Multifold better results in pretty much every parameter - times, cost, performance, retention! This trend isn’t isolated. Several other organizations we’ve spoken with are shifting their focus to internal hiring strategies. Some are adopting hybrid identification models that promote upward progression, while others are leveraging skills-based hiring or talent mobility frameworks to enable cross-functional movement. These evolving approaches are proving effective in addressing the new talent challenges introduced by AI-driven job applications.

I recently published an adapted excerpt from #TheProfiteers in Real Leaders magazine on the work and impact of Greyston Bakery, which has been pioneering #openhiring for nearly 40 years. 🔑 Greyston’s approach—hiring anyone who wants to work, without résumés or interviews—provides life-changing opportunities for individuals that face barriers in traditional hiring such as the formerly incarcerated. 🛠️ While this approach may seem counter to our ingrained assumptions of how #humanresources should work, in fact it is our assumptions we should question, not this hiring innovation that addresses systemic issues in corporate hiring that often screen out candidates based on race, gender, or background. 📊 As Greyston’s CEO Joseph Kenner emphasizes, open hiring is not charity but a talent management strategy. With thousands of jobs filled in the past few years, it’s a model that shows inclusion in the workplace is not just possible, but profitable. 🌍 And there are significant spillover effects too, not only do individuals often excluded from the workforce gain stable employment, the practice also positively impacts families and communities to create stable households, stronger local economies, and less strain on social services.

The most innovative organizations I work with have completely reimagined how they engage specialized talent. They've learned that bringing in experts requires a fundamentally different approach than traditional hiring.   Successful companies are transforming their entire hiring process. Instead of lengthy interviews about culture fit, they focus on validated expertise. Instead of hypothetical scenarios, they evaluate candidates based on similar challenges solved. The goal isn't finding a long-term match - it's finding someone who can integrate seamlessly to deliver results quickly.   Through my work across industries, I'm seeing clear patterns in what works: • Skills-based evaluation over traditional interviews • Rapid verification of relevant experience • Focus on similar project success • Quick-start capability assessment   Companies using this approach are seeing dramatic results: • Time-to-hire reduced from months to days • Project kickoff accelerated by weeks • Higher success rates on critical initiatives   I’m sharing these insights because you may be at an inflection point in your own hiring process. You might be questioning the effectiveness of how it’s always been done. And most importantly, you might be ready to shake things up for the greater good of where your organization is going.    At Workerbee, we're helping organizations make this shift because we've seen how powerful it can be when you match the hiring process to the actual need. If you have questions about how to approach hiring for the future, I’d love to share my experience and hear where you are in your hiring process.   #TalentAcquisition #FutureOfWork #BlendedWorkforce