The gag is simple: One magic wand, one magic wish. What would you do to change the Talent Acquisition landscape to make it better? We were at HR Tech 2022 asking industry leaders about their opinions on this crazy industry and how to improve it.
Indeed’s Product Strategist Priyanka Agrawal talks with William Tincup about the gap between our actions and the data. There’s a lot of organizations not following a data driven approach, which is honestly just ridiculous.
This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at Joveo!
You’re listening to the RecruitingDaily Podcast. We are recording from HR Tech in Vegas. Thanks to our friends and partners at Jovio, we are talking to some of the best minds in HR and business and digging into the most pressing issues in the workplace. So you don’t have to. Here’s your host, William Tincup.
William Tincup (00:20):
Ladies and gentlemen, This is William Tincup, and you are listening to RecruitingDaily at HR Tech. We are podcasting live from Jovio’s Booth, and we have Priyanka on in front of us. And Priyanka, would you do us a favor and introduce yourself?
Priyanka Agrawal (00:34):
Absolutely. So I’m Prianca Agrawal. I work with Indeed in the product strategy team. Basically, we look at how do we improve talent sourcing and integrate the flows between Indeed products and applicant tracking systems.
William Tincup (00:51):
I love it. And I love Indeed, by the way. I do a bunch of great, Yes, I do a bunch of content and just… I’ve spoke at the conference before, I just, I love indeed. Absolutely love indeed. Y’all do wonderful work. Okay. So I’m going to give you a magical wand.
Priyanka Agrawal (01:07):
William Tincup (01:08):
Okay. And if you could fix anything about talent sourcing or the sourcing of talent, what would you fix?
Priyanka Agrawal (01:16):
I have two things.
William Tincup (01:17):
Priyanka Agrawal (01:18):
That I would like to fix with the flick of a wand.
William Tincup (01:22):
Priyanka Agrawal (01:23):
I think the first one is just understanding how do we create opportunities for job seekers to pivot career directions. A lot of the sourcing today is dependent on do you have the right experience? Do you have the right education? But that doesn’t necessarily mean a job seeker will be successful in that role, or they want to work in that area.
William Tincup (01:48):
Before you go to the next one, what’s wonderful about that is everyone already understands this because every financial commercial that you’ve ever listened to, at the end of it says, past performance doesn’t predict future performance.
Priyanka Agrawal (02:00):
William Tincup (02:00):
Priyanka Agrawal (02:00):
Exactly. So making sure that people have opportunity to showcase skills that are cross-team and cross-functional. I think that’s important, and I don’t think we have good solutions for that today.
William Tincup (02:15):
Right. What was your second one?
Priyanka Agrawal (02:17):
The second one is more on the interviewing side.
William Tincup (02:19):
Oh yes. Bring this.
Priyanka Agrawal (02:21):
So I myself have interviewed with many companies.
William Tincup (02:24):
Priyanka Agrawal (02:25):
Lot of times you end up not getting recruited for a role, but the recruiter always comes back and says, “Oh, we have this another role in a different team. Would you be interested in that?” And every single time I have to go through the same process, do the same interviews, answer the same questions with 10% differences. So I always wondered, “Why don’t we centralize some of these interview panels where you don’t really hire for one specific role or team, but enable that skill set to be showcased across teams and then do a matching, like a final interview at the end.”
William Tincup (03:07):
What’s brilliant about that on two levels is it could be done on the front end if you’ve applied for this, you might also want to apply for that.
Priyanka Agrawal (03:14):
William Tincup (03:15):
Right. So like the Netflix recommendation model. So there’s that, but also what you’ve just fixed is, okay, if I’ve already done the battery assessments and I’ve already done all the skills testing and all this other stuff, why do I have to go through it all? It should be stored. And then people just review it and go, “Yes.”
Priyanka Agrawal (03:31):
Yeah. And you’ll be surprised that interview processes are not standardized even in larger organizations.
William Tincup (03:39):
Ooh, not good, not good, not good. This creates all kinds of interesting bias that comes out. Priyanka, you’ve been wonderful. Thank you so much for your time.
Priyanka Agrawal (03:49):
Thanks for having me.
William Tincup (03:50):
Speaker 4 (03:51):
You’ve been listening to the RecruitingDaily Podcast, live at HR Tech, graciously sponsored by Jovio. For all other HR recruiting and sourcing news, check out recruitingdaily.com.
William is the President & Editor-at-Large of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He's been writing about HR and Recruiting related issues for longer than he cares to disclose. William serves on the Board of Advisors / Board of Directors for 20+ HR technology startups. William is a graduate of the University of Alabama at Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University.