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Challenging the Status Quo: 21st Century Resourcing

Mark Finn, CEO TalentBox, interviews Bruce Morton, Executive Director allegistalent2 and Chief Innovation Officer at Allegis Group Services

Bruce Morton, Executive Director allegistalent2 and Chief Innovation Officer at Allegis Group Services -TotalPicture Radio InterviewBruce Morton

"I've been in the industry for 30 years, and the recruitment world has changed more in the last year than in the first 29." Bruce Morton

With the widespread adoption of Web 2.0, communication once limited and restricted is now numerous and disperse. Millions of users have created digital identities and self organized into online communities, building a social map of their life. It is now more important than ever to understand your key candidate demographics, determine where they congregate online, establish what their core interests are and deliver an employment brand that the right users will connect with.

Given the plethora of recruitment technologies used throughout web 2.0, and the majority only addressing segments of this process, how do you know which ones to use, or which can be used in tandem? Realizing the gaping hole of a true end to end recruitment 2.0 solution, Allegis Group Services has created a technological platform to harnesses the web calling it : 21st Century Resourcing - 21R. is a strategic sourcing platform that creates a bond to the social map of millions; building talent communities, a strong employer brand, qualified talent pipelines and vibrant social networks.

Bruce Morton - Mark Finn - HRO Today | TotalPicture Radio Transcript

TotalPicture Radio's exclusive coverage of the HRO Today Forum at the Ritz-Carlton in Philadelphia is brought to you by TalentBox, the leading talent focused digital interview platform. Save time. Cut costs. Improve quality. Share and collaborate with others. Four big reasons to start using TalentBox for your next hire. Visit www.talentbox.me and get started with a free 45 day trial today. TalentBox, where talent meets opportunity.

Hi this is Peter Clayton. Welcome to a special Talent Acquisition Channel podcast and vodcast. Yes, there's a video version of our interview with Bruce Morton, the executive director Allegis Talent2 and Chief Innovation Officer at Allegis Group Services. You'll find the links to the video on his feature page in the Talent Acquisition Channel of TotalPicture Radio. That's totalpictureradio.com.

Our interview with Bruce was recorded at the HRO Today Forum in Philadelphia. Mark Finn, CEO of TalentBox, our conference sponsor, discusses the future of work and talent acquisition with Bruce from his presentation titled 21st Century Resourcing. Bruce shared the stage with Jason Kerr to discuss the evolution in talent acquisition and social thinking.

Now here's Mark Finn with Bruce Morton. Enjoy.

Mark: Hi, this is Mark Finn at the Ritz-Carlton at HRO Today in Philadelphia. I'm here with Bruce Morton. Bruce, you see a lot happening on the innovation front in the recruitment space and the HR space more broadly. What are you seeing coming out of today or any things that are resonating with you?

Bruce: I think what's really interesting is - and I've been in the industry 30 years - the world of recruitment has changed more in the last year than it did in the first 29 without a doubt, and I think what we're seeing here at the event is everybody really gets that now. I don't think we're preaching anymore. I think people are converted. The massive challenge of the war for talent is over, the candidates won. We hear that phrase. So companies are now realizing that this is no longer nice to have, the talent acquisition strategy; what are we going to do to make sure that our business is sustainable from a talent perspective going forward.

Mark: One of the things I find fascinating is that obviously you see the leading edge of this stuff but out there in the world a lot of people are trying to understand where do they go, where do they look at, what products and what innovative things should they be realistically trying to latch on to and implement into their businesses.

Bruce: I think just a couple of examples of that I think one is workforce planning. The HR community have talked about this for years. Most companies have a head of workforce planning. But are we really tapping into the ability to use people's propensity to share information on the web and through social networks to truly understand the workforce. We find most companies they'll take a résumé, and then when the person starts, they'll put into their HRA system and then a couple of years on it's out of date and do they really understand the talent they've got within. So I think tapping into a new world and getting looking at technology that gives them the ability to truly understand their workforce, I think is key.

Second I think is the massive growth of the contingent workforce now all around the world. Some countries are faster than others, but it's now reality. So I think to have the ability to look at technology from a 'let's stop thinking about managing my contracts, managing my firm, let's think about how we can look at that holistically.'

Mark: So two big themes I'm picking up here are transparency given there is...

Bruce: Absolutely.

Mark: ... so much information out there both on companies and candidates and also the rise of the contingent workforce and that the ability to tap into talent pools not just outside of the place where you're working, but globally.

Bruce: Yeah absolutely. I think the world is shrinking rapidly but it's also not just about attracting that talent to you to come and work here; it's sending the work to the talent. A lot of what we do with our clients in the labor market analytics is saying tell us what project you need to get done and we could use some advice on where to put it in the world, where the skills are, how much it's going to cost you, whether they're available and making those decisions as opposed to well we're going to hire them here because we always have done.

Mark: In one of the sessions yesterday they talked about desegregating work and sending it to the places where it was right for it to be done and that could be people, that could be technology, it could be where you're based or it could be offshore and I think people are battling, companies are trying to understand how to desegregate that work and where to send it.

Bruce: Yeah that's right, and I think it's also about using the right tools so that in asking that big question how does work work within our company and how easy do we make it for people to do great work and that could be through collaborative tools like social networks inside an organization, how do we keep that disparate workforce truly engaged. It's more move now to flexible working, working from home. We've seen a couple of examples recently where companies have said hey that's enough, let's bring them back in house. It will be interesting to watch that. But the reality is we now live in a fluid world and we've got to get set up to do that and use technology to enable us to do that.

Mark: A fluid and connected world especially as well.

Bruce: Absolutely.

Mark: One I was on a tea chat actually just the other day in the room over here and one of the things that came up is we were talking about social and companies need to be thinking about social and how to recruit using social platforms in Twitter and Facebook and all the ones we're familiar with. I wonder whether that word social is almost a little off putting for companies and sort of scares them a little bit and the reality is that's where the candidates are and it's what people do on a day to day basis. So calling it social sort of puts it in this bucket, it sounds a little bit 2007 to me.

Bruce: Yeah you couldn't be more correct. We have people inside all of our RPO deliberately camped onsite that we use to call social media managers and it scared people. Because you get the brand police involved, what are you going to do with our brand and it's social and they're going to be tweeting. No, no, no. It's just part of a strategic talent acquisition team. They just have the ability to push the message through those social channels as we so call them. So yeah that's a great point.

Mark: So they're channels and means to connect with people where they are and what they're interested in.

Bruce: Because when I got into recruitment 30 years ago we used to put an advert in the local newspaper. There's just different ways of doing it, different ways of communicating.

Mark: And different ways to talk to different kind of candidates as well.

Bruce: Yeah and also understanding that what social networks has created is a different DNA of people. People now will share information they wouldn't have dreamt of sharing a few years ago.

Mark: Definitely.

Bruce: Anybody watching this if they've got children will know that's pretty scary.

Mark: You said you've been in the industry for 30 years and one of the things that I'm seeing is the time compression or the cycle of innovative products going through to mass adoption is shrinking dramatically. So you've probably seen that as I think it's called the diffusion of innovation curve that talks about innovators, early adopters, late adopters and laggards; 10, 15 years ago that time span of innovatives through to the mass coming onboard was 5 years maybe longer, but now with the rate that technology is coming out the ability to deploy and spread it and access it, that time cycle is coming down dramatically which creates uncertainty for people out there trying to understand if that is compressing, where do I go?

What tips would you give to people out there to just at least understand the framework of some of the things that are happening out there? Peter and I were talking and we say you've got to show up and you've got to be present at things and listen and have your ears open to what's happening. What tips would you provide?

Bruce: Yeah I think one of the easiest things to do is that the answers are within, as I call it. If you're looking to hire a certain type of skill set you've probably already got 10, 20, 30, 100s of those people. Get them in a room, a few beers and some pizza, will be the best investment you ever made, where do they spend their time online. What do they do if they were thinking about looking for another job?

That will give you some insight into the up and coming and some of these new things that are out there. It could be to think about where could we get peers, like-minded organizations, what tools have they used. It's hard with innovation and my job as head of innovation I see this everyday is people say 'that's amazing. Have you got some case studies?' Well we have, but not many because it's innovation. If I had two years of case studies it wouldn't be innovation anymore. So it's also about taking a bit of a leap and knowing that not all of it will work.

Mark: And having the courage to take a risk.

Bruce: Absolutely and 80% of it works that's great.

Mark: Someone also said to me the other day we had a similar conversation, and they said that not taking a risk is a bigger risk in itself.

Bruce: Right. Yeah. You cannot live with your head in the ground anymore.

Mark: Right. Right. Bruce, thanks for dropping in and having a chat with us here today and enjoy the rest of the conference and look forward to catching up again soon.

Bruce: Good to meet you. Cheers.

Thank you for tuning in to TotalPicture Radio's exclusive coverage from the HRO Today Forum at the Ritz-Carlton in Philadelphia, Pennsylvania brought to you by TalentBox, the leading talent focused digital interview platform. Recruiters and hiring managers can use TalentBox to shortlist the best candidates for any type of role. All online, simple to use, interviews can include video-based questions, text based questions or multi-choice questions and can be fully customized to whatever role you're looking to fill. Visit TalentBox on the web at www.talentbox.me and sign up today for a free 45 day trial. We think you'll get the picture. Also, keep an eye out for new TalentBox videos and podcast interviews on TotalPicture Radio totalpicture.com. Thanks for tuning in.

This is Peter Clayton reporting. Welcome to a special Talent Acquisition Channel Podcast and Vodcast (yes there's a video version of this interview), featuring Bruce Morton Executive Director allegistalent2 and Chief Innovation Officer at Allegis Group Services. - you'll find the link to the video on the sidebar. Our interview with Bruce was recorded at the HRO Today Forum in Philadelphia. Mark Finn, CEO of TalentBox, (our conference sponsor), discusses the future of work - and talent acquisition - with Bruce, from his presentation at the HRO Today Forum titled 21st Century Resourcing.

In Philadelphia, Bruce shared the stage with Jason Kerr, Founder and CTO of Findly, to discuss the evolution in talent acquisition and social thinking that captures active candidates, passive visitors and employees to rapidly build a large community of talent acquisition ambassadors.  Their concepts included talent acquisition strategies that:

  • Creates a bond with the social map of millions
  • Builds relevant talent communities
  • Builds a strong employer brand
  • Builds qualified talent pipelines
  • Creates vibrant social networks.
  • Creates great candidate experiences

Bruce Morton Biography:
As a distinguished thought leader and global innovator, Bruce Morton has over three decades of experience within the human capital and workforce management industry. Throughout this time he has seen a massive shift in the way organizations manage their greatest asset; people. As a sought after and renowned international speaker, Bruce has stimulated audiences across Europe, US and Asia with his fresh and innovative approach to acquiring top talent. Bruce shares his in-depth knowledge on recruitment and retention with new age media on a global scale. He has designed, implemented and managed some of the largest resourcing solutions across many different parts of the globe, saving companies millions of dollars whilst securing the very best talent.

In his current role, Bruce serves as Head of Innovation for Allegis Group Services. He was promoted from Chief Marketing Officer in January 2013. The Innovation team leads and champions 'enterprise innovation' efforts across Allegis Group Services. The function embodies the whole process of innovation: from new services and product idea generation, sales presentations, internal and external evangelism, digital and social media strategies, lead generation and face to the industry through conferences & speaking engagements. Bruce also plays a pivotal role in incorporating and driving the Allegis Talent2 brand, a global alliance between Allegis Group Services and Talent2. Prior to his role at Allegis Group Services, Bruce owned e3 Unlimited, a talent acquisition and development organization managing a breadth of staffing-related needs for global companies. Bruce's latest innovation is that of a dynamic integrated technology platform that, for the first time, integrates top-of-class digital recruitment technologies that create engaged living talent communities; diverging from traditional static methodologies.

Peter Clayton

About Peter Clayton

Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.


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