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.

Guest Larry McAlister (Talent & Transformation Expert) talks with William Tincup about the purpose of technology integration.  Understanding the skill base of both your applicants and your current employees is important to understanding growth.

This #HRTechConf 2022 series was hosted and brought to you by our friends and partners at 

Larry McAlister
President The Corporate Humanist Consultancy

Larry is a strategic, energetic, inspirational, and visionary senior leader. He is consistently sought after as a thought leader in the HR space, both internally and externally, and he was named in the Top 50 Human Resources Professional Award by OnConferences in January 2021.

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Announcer (00:01):
You’re listening to the Recruiting Daily Podcast. We are recording from HR Tech in Vegas, thanks to our friends and partners at Jovio. We’re 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 (00:19):
Ladies and gentlemen, this is William Tincup. And we are broadcasting live from Jovio’s booth at HR Tech. I’ve got Larry in front of me. And Larry, would you do us a favor and introduce yourself?

Larry McAlister (00:30):
Sure. Thanks for inviting me. Glad to be here. My name is Larry McAlister. I just recently left the corporate world to start my own consultancy.

William Tincup (00:36):

Larry McAlister (00:37):
The Corporate Humanist Consultancy.

William Tincup (00:39):

Larry McAlister (00:40):
And helping people tie their talent strategy to HR Tech in a holistic way. So what a great venue to be at this week.

William Tincup (00:46):
Absolutely, 100%. This is your place right here.

Larry McAlister (00:50):
This is it. Feeling good.

William Tincup (00:51):
These are your people.

Larry McAlister (00:51):
These are my people.

William Tincup (00:51):
These are your people. Okay, Larry. I’m going to hand you a magic wand.

Larry McAlister (00:54):
Thank you.

William Tincup (00:56):
Okay. If you could change anything about the sourcing of talent or talent sourcing, what would you change?

Larry McAlister (01:02):
Being able to source for the future and not just to match up to a job, right? The way technology should be integrated is you’re hiring to fill your job today, but the technology should say, “But we think this person could do these three jobs in your company three years from now.” So that’s a magic wand moment, an integration of your entire skill base future. And it’s there. The actual AI technology’s there, but I don’t think anyone’s figured out how to tie it all together. And I think that’s the next big moment for us.

William Tincup (01:28):
What I love about that is, again, it’s a lot of TA. And like a lot of HRs, it’s you’re putting out fires.

Larry McAlister (01:35):
Right. Very reactive.

William Tincup (01:37):
Very reactive. And if someone’s got a new req, you’re working that req, but you’re not working the req that’s not there.

Larry McAlister (01:43):
Right, exactly.

William Tincup (01:44):
I love that.

Larry McAlister (01:44):
And then after you do that, then you have a real talent inventory of what the future holds if you have skills, if you build more on those. So your sourcing should be your future.

William Tincup (01:54):
I love that.

Larry McAlister (01:54):
Not today.

William Tincup (01:55):
You’re looking at potentiality. You’re looking at tangential, transferrable skills. You’re looking at all of that.

Larry McAlister (02:00):
Right. And if you’re really good, if you have two magic wands.

William Tincup (02:03):
Yes, yes. It keeps going, Larry. Keep going.

Larry McAlister (02:06):
As a company, then you should be able to say, “Let’s really think about where this skill’s going to be in three years. Where’s our competitors going to be? Where are we going to get a strategic differentiation?” And then you had those people in-house already because the magic wand was waved.

William Tincup (02:18):
I had an interesting conversation where we were talking about skills, and we talk a lot… Especially the mainstream media, we talk a lot about skills gap, but we don’t talk about skills surplus.

Larry McAlister (02:30):
I like that.

William Tincup (02:32):
How do we inventory that? And what can we do to redeploy people that we have more of those skills that we could build some other skills with that?

Larry McAlister (02:40):
Right. And if you think about that, even from a diversity lens, you could say, “What is the future of an organization and how diverse is it now?” So then as you build out, you can get more and more diverse and more and more global really.

William Tincup (02:51):
I love that. Well, thank you for carving out time for us.

Larry McAlister (02:54):
Thank you.

William Tincup (02:55):
I absolutely appreciate it.

Speaker 4 (02:57):
You’ve been listening to the Recruiting Daily Podcast live at HR Tech, graciously sponsored by Jovio. For all other HR, recruiting, and sourcing news, check out

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William Tincup

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.


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