Hiring people into your organisation today, despite the incredible technologies at our disposal, hasn’t become an easier proposition. If anything, it’s more complex.

And a big part of this complexity is, surprisingly, the fact that the vast majority of organisations haven’t upped their talent attraction game with strategic, authentic, engaging strategies. Most are still wading in a pool of high-competition, low-quality candidates, recruiters and jobboards, remaining supremely frustrated with the outcomes of their time and resource investment.

Accessing the right talent for your organisation can no longer be approached on a pot-luck basis. Or with lazy, old-school tactics. 

Dr Mike Haywood, Founder and Growth Director at LiveHire, is a technology start-up veteran, and with LiveHire, is focused on delivering technology solutions that offer a more humanised, connected world so that the process of finding talent will add value to the organisation.

Ultimately, we all want to feel like we belong, and that we have an important purpose. No one wants to feel like a ‘number’, or a nameless candidate. Right? This is where Dr Mike Haywood had delegates at the #EWS enthralled: let technology like artificial intelligence, take on the processing elements of talent sourcing, and let the people in your team, be the frontline for talent in the market. 

This approach will not only provide a great candidate experience…. It will also add enormous equity to your employer brand.

Here’s a look at what else Dr Haywood had to say at this year’s #EWS…


You’re welcome.

 Paul Chiswick, CXC

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Applicant volumes are increasing. Proliferation across the internet of talent accessibility, yet recruitment teams are spending too much time wading through applicant data - screening candidates in an almost impossible mission to find the right talent at the right time.

These teams are typically spending a high volume of budget on low quality talent:  the average Australian company spends 67% of its recruitment budget on job boards and recruitment firms, to deliver around 25% of hires. The numbers simply don’t stack up. 
Better Hiring Outcomes: Personalised Candidate Experiences
Akin to the thinking of other speakers at the #EWS - like Doug Leeby and Chris Milligan - although the world we’re living in is vastly digitised, people (especially talent) are seeking human experiences. Yet the process for making one of the most important decisions of your life - your career or job change - is often bereft of the personal touch. 

With over 260 million online job applications taking place every year in Australia, it appears on the evidence of Google predictive search text, that mostly, organisations are getting it wrong. Check out the Google searches below...

And if the candidate experience isn’t positive, they’ll revolt. Why? Because candidates expect to be treated like customers. Check out this data:

Artificial intelligence can help in this regard - by taking on the screening and pre-qualification functions for recruitment teams. This leaves the recruitment teams - the people in the business - to focus on the human elements of what’s really important: human engagement, authentic and personalised candidate experiences.

And in doing this, the recruitment team can engage candidates with ways and means that they're used to - like text message for example. This fosters a strong bond between the organisation’s brand and the candidate. And even if that candidate isn’t appointed this time, they walk away with a great brand experience of that employer. 

Interestingly, Harvard research showed the reluctance of females to apply for roles via online means - they see little human or personalised interaction and have a typically poor experience. The female mindset too, is such that they know the role will be applied for by a high volume of candidates and so they think, “…it’s unlikely I’ll land this role”. As a result, they tend to apply for roles where they fit 100% of the job brief.

This is a systemic problem when you’re trying to build a diverse workforce - it precludes women from the process. 

But if you look at how successful organisations are doing it, the vast majority of talent comes from the careers website, talent pools and talent communities. The brand experience plays a particularly important role.


Doug Leeby, Beeline 
‚ÄčInnovation & Optimisation of Tomorrow's Workforce

Chris Milligan, Adepto
What is Total Talent Management?

Ben Ryrie, Deloitte Australia
How Deloitte Manage the Contingent Workforce

Expert Panel
Risk & Compliance

Jon Williams, Fifth Frame
Australian Lens on Future of Work

Expert Panel
Access to Talent