When I arrived in Detroit last October to speak at the Michigan Recruiters conference, I rode the elevator up the DTE Energy headquarters building and walked into an incredible room filled with talent acquisition leaders, recruiters, vendors, and peers. The first person I spotted was Molly Sly.
Molly is Head of Global Talent Acquisition Enablement at Sage, where she delivers programs and services that optimize productivity and elevate recruiting effectiveness, empowering recruiters to work smarter and hire better. Yeah. I think all recruiters could use a little enablement these days.
She came on the show to talk about a few hot topics. Like:
Why we think this is the hardest time to be a recruiter
How the fundamentals and right accountability metrics can get the best work out of them
Why all teams could use an enablement function with the rapid advancement of AI and more mature RecOps postures
The problem with tool bloat and the endless “what’s your stack” obsession
And perhaps what I’m most excited about, LinkedIn Hiring Assistant. (raucous applause)
Oh yeah, I also went off on Quality of Hire. Lol, typical. hair toss
Follow Molly on LinkedIn.
And here’s a link to the talk I gave at that conference on Vibe Hiring, which has some serious hot takes (including additional rants on Quality of Hire if debunking industry trash is also your thing.) Check it out if you’re inclined. Special thanks to Tim Sackett for including me alongside industry experts like Molly Sly and for letting me run my mouth from the mic.
Timestamps
00:50 What recruiter enablement actually means
03:47 Why this may be the hardest time to be a recruiter
05:12 Recruiting fundamentals, accountability, and delivering outcomes
06:10 How recruiters need to adapt as the profession changes
10:01 Why new recruiting technology needs enablement to drive adoption
12:34 Recruiting’s tool bloat problem and vendor overpromising
14:41 Sourcing, LinkedIn Recruiter, and the evolution of the recruiter
17:14 Using AI to give overloaded recruiters more sourcing capacity
18:11 How recruiting teams can experiment with and learn new AI tools
19:50 Measuring the impact of TA enablement
22:55 Why Quality of Hire shouldn’t belong to recruiting
27:04 Sage’s experience implementing LinkedIn Hiring Assistant
30:01 Where LinkedIn Hiring Assistant can outperform manual sourcing
31:34 Better shortlists, lower yield ratios, and AI recruiting ROI
32:27 The impact of LinkedIn Hiring Assistant on outreach conversion
33:33 Using AI to help recruiters focus on human connection
Looking for a best fall conference to attend?
I’m thrilled to be joining forces with Workday for “The Future of Frontline Summit” where 600+ Senior Leaders across HR, HR IT, and Operations across frontline industries will gather before Workday Rising.
Frontline workers make up 80% of the global workforce, and Workday is putting them front and center. By bringing Paradox and their Workforce Management tech together, they are hosting the Future of Frontline Summit on October 12th at Resorts World Las Vegas.
I’ll be there because frontline hiring is where I got my start in the recruiting industry, and technology like Paradox empowers the hiring process for frontline managers. This is the innovation the industry needs right now. I’ll be recording from the floor, so be sure to tune in to the stories I’m stoked to share. Attending? Be sure to say hi. I’ll be the guy with the camera.
When: Monday, October 12 | 10:30 AM - 4:00 PM
Where: Resorts World, Las Vegas (Right before Workday Rising)
