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Evergreen Podcasts

HR Interviews Playlist

Welcome back to HR's Most Dangerous Podcast, where Chad and Joel serve up spicy takes and recruiting truths hotter than a Nashville summer. This week, they wrangle Courtney Dempsey, the tech-savvy maestro behind Southern Rock Restaurants’ hiring empire. With 160 restaurants and a hiring strategy sharper than a deli slicer, Courtney spills the secret sauce: targeting job seekers while the rest of us are dreaming about tacos at 3 AM.
Hear how she uses LLMs like they’re her personal AI attack dogs, outsmarts bigger competitors with zero chill, and recruits AARP members because, frankly, Gen Z already got their fill of side hustles. If you’re not advertising your dishwashing gigs like prime-time Super Bowl spots, you’re doing it wrong.
So, grab your headphones and brace yourself. By the end, you’ll either want to revolutionize your hiring strategy or question all your life choices... possibly both. And remember, in this game, speed kills. But in HR? It also hires.
Warning: Side effects of listening include spontaneous outbursts of laughter, strategic epiphanies, and reconsidering your entire recruitment budget. Proceed with caution.

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Targeting Candidates with AI and LLMs

From the Shaker Green Room at RecFest USA, Julie Sowash, executive director of Disability Solutions, survived Chad & Cheese’s snarkapalooza to talk AI ethics, data transparency, and why hiring underrepresented talent is more than a checkbox exercise. She preached the gospel of blending tech with human connection (shocking, we know) and reminded companies that “diversity commitment” isn’t code for “nice press release.”
Julie also spilled on how 2024’s economic rollercoaster crushed some dreams but made strategic DEI even more essential. Oh, and she managed to keep things heartfelt, even shouting out her co-host/husband, Chad — proving love can survive even that much sarcasm.

Navigating DEI's Shifting Landscape in Recruitment

AI has profoundly impacted talent acquisition in 2024, but its influence has been far from uniform. In some areas, little has changed, while in others—such as high-volume hiring—there has been nothing short of a revolution. Automation has dramatically accelerated recruiting processes, improving the candidate and hiring manager experience in ways previously unimaginable. These advancements are signals of what's to come, with sweeping changes across talent acquisition potentially just months away.

With technology increasingly automating processes, the role of recruiters is evolving, raising urgent questions about what TA teams must do to stay relevant and strategic. Those who fail to adapt risk being left behind as automation reshapes our industry.

So, how can TA leaders and recruiters navigate this transformation, address challenges like bias, and embrace the opportunities AI presents to redefine their roles?

My guest this week is John Vlastelica, CEO of Recruiting Toolbox and a trusted advisor to some of the world's most innovative companies. John shares his insights on the key shifts happening in recruiting, the evolving role of recruiters, and how leaders can future-proof their teams in an AI-driven world.

In the interview, we discuss:

How AI is impacting recruiting right now

How does it change the jobs we recruit for?

Unchecked human bias in traditional recruiting process

Automation in high-volume and front-line hiring

Segmentation of roles between automated and high-touch recruiting processes

Inefficiency by design

From talent acquisition to talent advisor, breaking the silos in HR

Insights, Influence, and Impact

Candidate "cheating"

TA Tech vendors selling directly to the C-Suite

The importance of having a plan to rationalize TA

What is going to happen in 2025?

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Ep 660: Recruiting Rewired by AI

In this episode of the Chad and Cheese Podcast, hosts Joel and Chad discuss a variety of topics ranging from personal anecdotes about pets and sleep deprivation to the unsettling news about drones in New Jersey. They delve into the implications of workplace stress and corporate responses, highlighting a controversial case of a company firing employees due to stress. The conversation shifts to the role of AI in recruitment and marketing, followed by a light-hearted update on their fantasy football league. Finally, they explore the impact of AI in education, particularly through the Khanmigo platform, which aims to assist teachers and personalize learning for students. In this conversation, the hosts explore various themes including the historical perspectives on controversial figures, the impact of AI on job markets, the challenges of hiring practices, the future of nuclear energy, and the uncertain future of TikTok in America. They discuss how AI is reshaping narratives and job searches, the importance of soft skills in hiring, and the potential of nuclear energy to meet rising energy demands. The conversation also touches on the political and economic implications surrounding TikTok's future in the U.S.

Chapters
00:00 - Introduction and Personal Anecdotes
03:07 - Drones and Warfare: A New Era
06:01 - Workplace Stress and Corporate Responses
09:04 - AI in Recruitment and Marketing
12:03 - Fantasy Football Update
14:47 - AI in Education: Khanmigo's Impact
20:49 - Historical Perspectives on Controversial Figures
22:00 - AI and Historical Narratives
22:42 - Job Market Innovations and Challenges
27:46 - Evaluating Soft Skills in Hiring
33:58 - The Future of Nuclear Energy
41:04 - The Uncertain Future of TikTok in America

Meta, Microsoft, and Google Go Nuclear

The adoption of AI in talent acquisition continues to accelerate, promising efficiencies and new possibilities for hiring. However, as AI tools become central to recruiting processes, they bring significant challenges, particularly around bias, compliance, and trust. Without clear oversight, these systems risk entrenching inequalities rather than addressing them.

So, how can talent acquisition leaders ensure that AI supports fairer hiring while safeguarding compliance and trust? And what role does auditing play in this critical process?

My guest this week is Jeff Pole, Co-founder and CEO of Warden AI, a company specializing in AI auditing for HR and TA Technologies. In our conversation, Jeff shares his insights on the importance of auditing AI systems, the emerging regulatory landscape, and how talent acquisition leaders can better understand and navigate the risks and opportunities of AI-powered hiring.

In the interview, we discuss:

Is the current pace of innovation in AI set to continue?

What are the main risks?

Regulation, Legislation, and Ethics

Is there a difference between AI influencing a hiring decision and AI making a hiring decision?

How AI can be less biased and fairer than humans

Holding machines to a higher standard than humans

Shining a light on the AI systems used in recruiting and TA technology

Continuous testing and monitoring

How widespread is the issue, and how much AI bias has actually been found?

What should TA leaders be considering when assessing AI solutions

What does the future look like? How will AI change talent acquisition in the long term?

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Ep 661: Auditing AI For Fairer Hiring

In this episode of The Chad and Cheese podcast, Noelle London, founder and CEO of Illoominus, discusses her AI-powered people intelligence platform designed to integrate and analyze HR data. She shares insights on the challenges of dirty data, the importance of strategic partnerships, and the competitive landscape in HR technology. The conversation also covers funding strategies, the role of Techstars, and how Illoominus aims to provide actionable insights for HR leaders to make informed decisions.

Chapters
00:00 Introduction to Illoominus and Noelle London
03:36 Pitching Illuminus: The AI-Powered People Intelligence Platform
08:10 Funding and Growth: Navigating the Financial Landscape
12:35 Understanding the HR Tech Landscape and Leadership
14:31 Data Integration: The Key to Effective HR Solutions
17:02 Competition in the HR Tech Space
20:43 Sales and Marketing Strategies for Growth
24:11 Defining Quality of Hire: A Complex Challenge
26:30 Direct Sales vs. Partnerships: Future Strategies
28:59 Identifying Threats and Opportunities in the Market
31:32 Facing the Firing Squad: Final Thoughts and Insights

Firing Squad Illoominus' Noelle London

Live from the Shaker Green Room at RecFest USA, Chad & Cheese corner Audra Knight, the employer branding wizard at Foundation Medicine, to spill the tea on how companies can stop being boring and actually build a brand people care about. Audra preaches the gospel of internal communications, because apparently, it’s not enough to just have a logo and a “We’re Hiring!” post on LinkedIn.
She dishes on the art of getting your employees to share their stories without bribing them (much), making your company seem like a place where people want to work—not just survive. Audra also marvels at the endless buffet of fancy branding tools out there, hinting that maybe picking the right ones is better than throwing spaghetti at the wall.
Her secret sauce? Tailoring messages to different roles like a personal shopper for job seekers. Oh, and she’s not here for performative diversity—she’s all about the real deal. Because in employer branding, authenticity isn’t just a buzzword—it’s the only thing standing between you and a talent drought.

Using Internal Comms to Shape Employer Brands

The rapid evolution of AI is reshaping talent acquisition, but many TA teams are struggling to keep pace. While AI offers the potential to revolutionize processes, reduce friction, and improve candidate experiences, adoption rates remain low. At the same time, businesses are under pressure to boost productivity and efficiency, leaving TA teams vulnerable to being left behind—or worse, having changes imposed on them without their input.

So, how can talent acquisition leaders embrace AI and use it to align themselves with broader corporate objectives?

My guest this week is Adam Godson, CEO of Paradox, a pioneer in conversational AI for talent acquisition. Adam shares valuable insights from working with industry leaders like McDonald’s and Chipotle, exploring how AI is transforming recruitment at scale. He discusses how TA leaders can harness AI to future-proof their organizations, deliver tangible ROI, and create hiring systems that prioritize speed, efficiency, and better candidate experiences.

In the interview, we discuss:

Developments over the last 12 months

What are employers who use conversational AI for hiring achieving?

How McDonalds reduce time to hire from 21 days to 3 days

How AI is massively improving the candidate experience

The use of AI in high-volume hiring gives us a glimpse into the future.

AI adoption is being driven by its impact on the bottom line.

The importance of good system and experience design

What will TA teams of the future look like?

The challenge of challenging recruiting norms

The opportunity for TA Leaders

What is going to happen in 2025

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Ep 662: Talent Acquisition On The Brink

For years, a candidate experience that delivers truly personalized feedback at scale has been an unattainable dream for talent acquisition teams. Candidates have always wanted tailored feedback, advice, and the opportunity to ask questions, but the sheer volume of applications has made this impossible

So, is AI now revolutionizing the candidate experience and finally making mass personalization a reality? What does it take to create an ethical, transparent system that provides candidates with two-way interactions and personalized feedback, all while improving efficiency and reducing workload for TA teams?

My guest this week is Sam Dhesi, CEO of Popp AI. Despite only being 18 months old, Popp AI is already partnering with FTSE 100 companies and global staffing organizations. In our conversation, Sam shares real-world results on how AI enables conversational assessment, provides personalized candidate feedback, drives engagement, and vastly improves hiring efficiency.

In the interview, we discuss:

How AI is changing the way employers interact with assess candidates

Building in an ethically and responsible way

The importance of human oversight and explainability

Delivering constructive personalized feedback at scale

Facilitating mass candidate engagement

Using assessment via conversational AI as a replacement for the resume

Which employers are doing all of this well, and what tangible results have they achieved

What does the future look like? Where will hiring be in five years time?

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Ep 663: Personalizing The Candidate Experience At Scale

There has probably never been a more difficult time to work in employer branding. Survey after survey shows that employers consider it vitally important to have an effective employer branding strategy; however, employer brand functions and budgets have been scaled back significantly in the last two years.

So, how can employer brand professionals navigate this challenging landscape? What does it take to build meaningful strategies with limited resources, and how can failure and authenticity become tools for growth rather than obstacles?

My guest this week is Claire D'Souza, co-founder of The EB Space and head of Employer Branding at a major UK retailer. Claire emphasizes the importance of learning from failure and why embracing vulnerability is critical to success. She also shares practical advice on demonstrating ROI, building strong stakeholder relationships, and aligning employer branding with business strategy.

In the interview, we discuss:

The biggest challenges in employer branding at the moment

Demonstrating ROI

Being part of the puzzle

Aligning goals and strategy with the company's needs and vision

The importance of talking about failure

Why technology is often used as a scapegoat

Do employers have the fundamentals in place to innovate

Building stakeholder relationships

What does the future look like

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Ep 664: Failure and Authenticity In Employer Branding

When Indeed goes from $33-per to $300-per-applicant it's time to burn it down, build up something new, and then look to the future to rinse and repeat.
Seriously, can imagine discovering your cost-per-applicant on Indeed has gone from $33-per to $300-per-applicant. Well, that's just what happened to Jenny Cotie Kangas, director of digital experience and TA at Regis Corp. The boys dig into Jenny's story, her interactions with Indeed, and what she's done since to right the ship going forward. It's a cautionary tale every employer should know, so listen up!
After burning it to the ground you'll want to build your talent systems back with the best matching software in the industry. Sovren, AI so powerful it's scary. Scary good :)

Burn, Build, Rinse & Repeat w/ JCK

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