Innovation Talent Acquisition

🚨 𝐍𝐞𝐰 𝐫𝐞𝐬𝐞𝐚𝐫𝐜𝐡 𝐜𝐨𝐧𝐟𝐢𝐫𝐦𝐬: 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐜𝐚𝐧 𝐦𝐚𝐧𝐢𝐩𝐮𝐥𝐚𝐭𝐞 𝐭𝐞𝐱𝐭- 𝐨𝐫 𝐯𝐢𝐝𝐞𝐨-𝐛𝐚𝐬𝐞𝐝 𝐚𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭𝐬, 𝐛𝐮𝐭 𝐧𝐨𝐭 𝐠𝐚𝐦𝐞-𝐛𝐚𝐬𝐞𝐝 𝐨𝐧𝐞𝐬. When people think AI is judging them (like in chat or video interviews), candidates often adjust how they present themselves. That’s called the 𝐀𝐈 𝐚𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭 𝐞𝐟𝐟𝐞𝐜𝐭. But in a real-world hiring study with Equalture, researchers from Rotterdam School of Management, Erasmus University found something crucial: In game-based assessments, this behaviour doesn’t impact performance. Even when candidates thought AI was judging them, their game-based results stayed consistent. 𝐖𝐡𝐲 𝐭𝐡𝐚𝐭 𝐦𝐚𝐭𝐭𝐞𝐫𝐬? 💡 Because game-based assessments measure how people actually think and behave, not how good they are at giving the “right” answers. This avoids social desirability and painting yourself an unrealistic image. Curious about the study? Read the full blog here 👇

Too often I see companies focused on the candidate experience for referrals without paying attention to the employee experience. Story time… I joined Dropbox in 2010 when it was a small startup of just 25 people. For the next few years, we were flying high…  - We reached unicorn status with a staggering $4B valuation.  - We were tripling our company-size every year.  - Our revenue and active users were growing even faster.  - And we were doing everything we could just to keep up. We had a super strong referrals program and it was always our biggest source of candidates. In 2014/2015, we started to hit some serious hiring bottlenecks… the culprit? Referrals had started to taper off. I teamed up with our Head of Recruiting Operations to figure out why. The first thing we did was gather a ton of feedback from coworkers as to why they were making fewer referrals. We uncovered a breakdown in communication.  - Many Dropboxers had experiences where they would refer a candidate and their friend would never hear back from the recruiter on the job.    - In other cases, a referred candidate would enter process, but the referrer would never hear the outcome (e.g., if their friend was rejected).  → Across the board, communication issues led to a deterioration of trust, so employees were less likely to refer their friends. We were brainstorming what to do, and one recruiter suggested… what if we added SLAs? Both for getting back to candidates AND for referrers. Here’s what happened:  1. Candidate Experience improved — because referrals were guaranteed to get a touchpoint from recruiters every 1-3 business days (depending on where they were in process).    2. Employee Experience improved — we added an SLA where referrers would hear back from a recruiter within Y days of submitting a referral about whether they were a good fit, and within Z days of that candidate being dispositioned (e.g., hired, rejected, dropping out, etc.).    3. More referrals — as we started to rebuild trust through better SLAs and communication, we started to build trust in the hiring process, and our Dropboxers were more likely to make referrals. These days, whenever I talk to customers and hear that they’re tracking referral SLAs, I smile inside… because it takes me back 2015 when me and my Head of Rec Ops were in the trenches learning the importance of referral SLAs first-hand. Are referrals becoming a smaller and smaller source of hire for your team? Consider digging in to see why fewer referrals are happening and whether adding an SLA would help. And let me know if posts like this are helpful. Happy to spend more time going down memory lane to things we did at Dropbox before starting Gem :)

As the talent landscape changes with skills shortages, rising demand for flexibility, and evolving employee expectations, the traditional job model is showing its limits. Instead of fitting people into rigid roles, progressive companies are now breaking jobs into tasks and connecting those tasks to people’s skills in real time.   This is the foundation of the skills-based organization, a concept championed by Mercer. It’s about letting talent flow to work dynamically, flexibly, and based on what people can actually do, not just what their job title says. By using data and AI to uncover hidden capabilities, companies are discovering that employees often have three to four times more skills than they self-report. One organization even saw a 600% boost in digital talent productivity after adopting this approach. It’s a complete mindset shift. Work becomes more agile, talent becomes more visible, and diversity and inclusion move from occasional initiatives to everyday reality.

Why a skills-first mindset is the future of hiring—especially in an AI-driven world As technology reshapes the way we work, we’re seeing a pivotal shift in how organisations approach talent. AI is now handling many of the routine, process-heavy tasks that once filled our days—freeing people to focus on what they do best: ✨ Thinking creatively ✨ Adapting quickly ✨ Solving complex problems In this new reality, traditional job titles and rigid CV requirements just don’t tell the full story anymore. What really matters? ➡️ Skills. ➡️ Potential. ➡️ Agility. Our Enterprise Solutions team, led by Patrick Hollard which partners with some of the world’s largest global businesses, is seeing this first-hand. Skills-based hiring isn’t just a trend—it’s becoming a strategic necessity. Here’s why a skills-first approach works: 🔹 Career paths are no longer linear. People gain critical skills through side projects, online learning, and lateral moves. 🔹 Global talent pools demand flexibility. Job titles and credentials don’t always translate across borders—but core skills do. 🔹 Retention improves. When candidates are hired for what they can do, not just where they’ve been, they’re more engaged—and they stay longer. 🔹 It unlocks diversity. Skills-based hiring opens doors to non-traditional backgrounds, helping organisations build more inclusive, innovative teams. Whether it's building better assessments, upskilling hiring managers, or redefining what “qualified” looks like—we’re helping our clients navigate this necessary evolution. The future of hiring isn’t about ticking boxes. It’s about recognising ability, unlocking potential, and creating fairer, more forward-thinking pathways into work. Let’s build teams for tomorrow—starting with the skills that matter today. #SkillsFirst #FutureOfWork #AI #HiringInnovation #TalentStrategy #InclusiveHiring

𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁: 𝗧𝗵𝗲 𝗢𝗧𝗚 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 In our continuous exploration of how AI is revolutionising HR practices, today we spotlight a pioneering initiative by OTG, an airport hospitality leader. Their recent shift towards automating recruitment processes showcases a significant leap in HR innovation. 𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝘆: OTG's Automation Drive OTG has embarked on an ambitious journey to enhance their recruitment by integrating advanced AI tools. This strategic move is designed to streamline hiring, improve candidate fit, and significantly reduce the time spent on administrative recruitment tasks. 𝗞𝗲𝘆 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁𝘀 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝗕𝗼𝗼𝘀𝘁: By automating initial screening and administrative duties, OTG has cut down the hiring cycle, allowing HR professionals to focus on strategic decision-making and personal interactions. 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗼𝗳 𝗛𝗶𝗿𝗲: AI-powered tools have enabled better matching of candidates to job requirements, improving the overall quality of hires and reducing turnover. 𝗦𝗰𝗮𝗹𝗮𝗯𝗶𝗹𝗶𝘁𝘆: As OTG expands its operations across various airports, AI recruitment tools scale accordingly, providing consistent and reliable support in handling large volumes of applications. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗻𝗱 𝗔𝗱𝗮𝗽𝘁𝗮𝘁𝗶𝗼𝗻𝘀: While the transition has propelled significant gains, it also posed challenges. Adapting to new technologies required shifts in workflow and a keen focus on maintaining the human touch in HR practices—critical in the hospitality industry. 𝗪𝗵𝘆 𝗜𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 OTG's case provides valuable insights for HR professionals considering similar technological enhancements. It highlights the importance of choosing the right tools, customising them to fit organisational needs, and balancing tech-driven efficiency with essential human elements of recruitment. https://lnkd.in/gRTk_yxu #DrJaclynLee #HRInnovation #AIRecruitment #CaseStudy #HospitalityIndustry #HRTech

Consistency in community-led Go-to-Market (GTM) doesn't mean bombarding. After observing countless product communities, here's a revelation: To 10x your community-led GTM efforts, it's sometimes more effective to... focus less on frequency and more on quality. 1. Pre-launch co-creation ↳ Involve your potential community early. Co-create the product, from features to marketing. This builds ownership and excitement. ↳ Example: Figma engaged designers early through access programs, allowing feedback that shaped development, ensuring it met user needs. 2. Gamified onboarding ↳ Replace boring tutorials with engaging, game-like experiences. Points, badges, and rewards make learning about your product fun and rewarding. ↳ Example: Grammarly boosts engagement with "daily goals" and streaks, fostering a habit of good writing practices through a fun, rewarding system. 3. Micro-influencer partnerships ↳ Leverage micro-influencers within your community. Their genuine connection with followers can authentically showcase your product's value. ↳ Example: Ahrefs partners with industry bloggers and micro-influencers for tutorials and reviews, effectively expanding brand awareness and trust within the SEO community. 4. Community-driven knowledge base ↳ Encourage users to build the knowledge base. User-generated content and peer-to-peer support enhance engagement and collective wisdom. ↳ Example: Zapier leverages its community forum for users to exchange automation workflows and solutions, enhancing the platform's value through collective wisdom. This approach doesn't require daily actions but involves strategic, meaningful engagement that fosters a strong, vibrant community around your product. Remember, quality over quantity always wins. ❤️♻️ P.S. How often do you engage with your community? I think we should aim for meaningful interactions 4-5 times a week. __ 📌 If you found this helpful, reshare this to your network and follow me Joseph Abraham for daily Go-to-market insights, frameworks, tools, and tips

You’re eager, qualified, full of ideas—but you’re stuck in a loop of rejections. So what do you do? Keep applying the same way and hope for a different outcome? Or do you change your approach? I recently spoke to a candidate who did exactly that. She kept hearing “no,” so instead of waiting for an open door, she created her own way in. She researched agencies, found one with a culture that resonated with her, and noticed a quirky detail—their office dog was Employee of the Month. So she did something completely different. She turned her CV into a dog chew toy, packaged it in a treat box covered in her credentials, and showed up. The result? They weren’t even hiring, but they hired her. Guess what, she's a candidate I am going to remember and it's going to be a big talking point when I send her to my clients. (You know who you are.....) Now, this isn’t about turning your CV into a dog toy (although, clearly, that worked here). It’s about looking at the job search differently. Most candidates send the same CV to dozens of companies and wonder why they’re not getting noticed. But sometimes, standing out isn’t about having more experience or the perfect CV—it’s about showing that you understand the industry, the company, and what makes you different. I’ve been in recruitment for 13 years, and I’ve only come across something like this twice ( I wrote about the other candidate and what she did about 5 months ago actually). That’s how rare it is for candidates to take a different approach. And that’s the point—it’s not about gimmicks, it’s about being memorable in the right way. Not every job search will have an obvious way to be this creative, and not every company will respond to something unconventional. But thinking outside the box—whether that’s through your application, how you network, or how you position yourself—can be a game-changer. So if the usual approach isn’t working? Maybe it’s time to rewrite the rules. #BeBold #ThinkDifferently #StandOut #JobSearch #BreakTheMould #MakeAnImpact

The landscape of talent acquisition is undergoing a seismic shift. Gone are the days of traditional hiring practices; today, cutting-edge technologies are enabling us to attract, assess, and onboard talent in powerful new ways. Imagine harnessing AI-driven recruitment tools that don’t just identify top talent but can predict cultural fit and long-term success. Or a world where VR allows candidates to experience your company’s work environment before they even step in. And let’s not forget blockchain technology, ensuring transparency and trust every step of the way. Virtual Reality (VR) is changing the way candidates connect with companies. Instead of simply reading about a company’s values or culture, candidates can now step into a fully immersive, virtual work environment. Imagine a VR experience where a candidate could "sit in" on a virtual team meeting, get a feel for collaboration styles, or explore company projects—before even accepting an offer! This firsthand exposure to daily dynamics enables candidates to assess if the environment matches their values and work style, ultimately enhancing retention and cultural alignment. AI-driven tools go one step further by analyzing candidate experiences, skillsets, and alignment with company values. For example, AI can consider experiences like volunteer work or leadership in diverse settings, ensuring that candidates who bring unique perspectives and commitment to inclusion are recognized and valued, advancing diversity and inclusion across the company. It’s important to adopt these tools in ways that align with transparency, inclusivity, and employee empowerment—not as rigid or restrictive measures. These aren’t just futuristic ideas—they’re here, actively reshaping the way we attract and retain talent. As HR leaders, adopting these innovations can help us create more engaging, inclusive, and empowering experiences for candidates. Let’s reimagine the hiring process for a new era, together!

The future of employer branding is evolving rapidly. Organizations can no longer be passive about their content strategy if they want to attract top talent. Here are the key trends I'm seeing: 1. 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜𝐢𝐭𝐲 𝐨𝐯𝐞𝐫 𝐩𝐨𝐥𝐢𝐬𝐡: Today's workforce values transparency. They believe in real stories and genuine testimonials from employees. 2. 𝐕𝐢𝐝𝐞𝐨 𝐜𝐨𝐧𝐭𝐞𝐧𝐭 𝐫𝐞𝐢𝐠𝐧𝐬 𝐬𝐮𝐩𝐫𝐞𝐦𝐞: Candidates want to see the workplace culture. Short videos highlighting team activities, office tours, and day-in-life features are gaining traction. 3. 𝐃𝐚𝐭𝐚-𝐝𝐫𝐢𝐯𝐞𝐧 𝐜𝐨𝐧𝐭𝐞𝐧t: Metrics and analytics are being used to craft more targeted and effective employer branding messages. Personalization is key. 4. 𝐔𝐬𝐞𝐫-𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐞𝐝 𝐜𝐨𝐧𝐭𝐞𝐧𝐭: Encouraging employees to share their experiences on social media using branded hashtags can amplify your reach organically. 5. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: Potential employees are looking for companies committed to D&I. Highlighting these initiatives can be a significant draw. Companies that adapt to these trends are not only showcasing their unique culture, but also demonstrating their commitment to transparency and innovation. Now is the time to refine your content strategy to stand out in the crowded talent market! #Employerbranding #LinkedIn

The best companies don’t hire talent—they attract it. Your employer brand is already out there, shaping perceptions. The real question is: Are you actively building it, or is it just happening by default? Is your employer brand intentional, or are you just hoping great talent finds you? Many organizations struggle to attract and retain top talent because their employer brand on LinkedIn is invisible, inconsistent, or uninspiring. Instead of a clear, compelling presence, they: 🚫 Post job openings with no real insight into their culture. 🚫 Showcase products and services but forget to highlight the people behind them. 🚫 Assume that offering a competitive salary is enough to win top talent. But here’s the reality: Employees today choose workplaces that align with their values, purpose, and career aspirations—not just a paycheck. Without a strong employer brand: ❌ Top talent scrolls past your job posts because they see no real reason to apply. ❌ Existing employees feel disconnected, leading to higher turnover. ❌ Your company blends into the noise while competitors position themselves as the employer of choice. If you don’t tell your company’s story, someone else—Glassdoor reviews, former employees, competitors—will do it for you. So, how do you stand out in a crowded job market? Start by defining your employer brand. The best employer brands go beyond job posts. They: 🔹 Share stories of employees growing and thriving in their roles. 🔹 Showcase leaders who mentor, inspire, and drive impact. 🔹 Highlight a culture where people don’t just work—they belong. People don’t just want a job—they want to see what it’s like to work for you before they apply. LinkedIn is a platform where that story gets told. Imagine a hiring strategy where: ✅ Top candidates are already following your company, engaging with your content, and excited about opportunities. ✅ Employees become brand ambassadors, sharing their stories and attracting like-minded talent. ✅ Your company isn’t just filling roles—it’s building a culture people aspire to be part of. That’s what a strong employer brand on LinkedIn does. If your employer brand isn’t actively working for you on LinkedIn, you’re missing out on game-changing talent. #employerbranding #personalbranding P.S. Employer branding isn’t about polished stories—it’s about authenticity. Your brand should align with employee reviews and real experiences because talent values honesty over perfection. Make sure your story is one they can trust.