『Shally's Alley』のカバーアート

Shally's Alley

Shally's Alley

著者： WRKdefined Podcast Network
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 Shally’s Alley is your go-to weekly show for cutting-edge insights into talent sourcing, recruiting, and the evolving world of hiring. Hosted by industry pioneer Shally Steckerl, this interactive session dives deep into the latest sourcing strategies, tech innovations, and recruitment best practices. Whether you’re a talent acquisition pro or just looking to sharpen your sourcing skills, Shally’s Alley delivers expert knowledge, live demos, and real-world techniques you can implement immediately. Tune in every Friday and bring your toughest recruiting challenges—Shally’s got answers!All rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 出世 就職活動 経済学
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  • Stop Hiring Sourcers Like Recruiters - Here's the $2M Framework That Actually Builds Championship Teams with Ben Solomon Live on Shally's Alley

    Stop Hiring Sourcers Like Recruiters - Here's the $2M Framework That Actually Builds Championship Teams with Ben Solomon Live on Shally's Alley
    2025/09/05
    Ben Solomon has built something rare in recruiting: a sourcing team that works. After 18 years at Objective Partners, he's cracked the code on hiring, training, and scaling sourcing teams in both agency and RPO environments. This isn't theory from a consultant who job-hops every two years. This is battle-tested wisdom from someone who's hired dozens of sourcers and watched them succeed or fail. In this episode we discuss the counterintuitive hiring strategies that prioritize curiosity over technical skills, why liberal arts majors often outperform computer science graduates in sourcing roles, and Ben's specific interview questions that reveal research capabilities without testing Boolean knowledge. You'll hear about the "Merlin test" that exposes attention to detail, why museum and library experience trumps CRM knowledge, and how to build confidence in sourcers who need to switch between multiple clients daily. Key Takeaways ➡ Liberal arts majors (history, English, sociology, anthropology) consistently outperform in sourcing roles due to research and synthesis skills ➡ Museum, archive, and library experience is a stronger predictor of sourcing success than technical background ➡ The "Merlin test": Asking candidates to count people named Merlin in a database reveals if they catch that "Melinda" appears in results ➡ Ben's team of 17-18 people directly correlates to his 17-18 years of experience (one person per year of growth) ➡ Sourcers need hyperfocus ability but also rapid context-switching without taking changes personally ➡ AI recruiting spam has increased from zero to 4-5 text messages per week in just two years ➡ The biggest mistake: Ignoring hiring instincts when desperate to fill positions always backfires ➡ Sourcer-recruiter relationship management is more complex than most leaders anticipate ➡ Google Docs beats fancy PKM tools: "docs.new" creates instant documentation and knowledge capture ➡ Agency sourcers need confidence muscle: "I can take any job description and find kick-ass candidates" Chapters 00:00 – Intro & Atlanta Weather Report 02:07 – Ben's 17-Year Journey at Objective Partners 05:14 – What to Look for When Hiring Sourcers 13:32 – Knowledge Management & Organization Tools 19:25 – Interview Questions for Research Skills 25:38 – Leadership vs Individual Contributor Traits 31:00 – Training Philosophy: Fundamentals vs Shiny Objects 35:10 – AI Enhancement vs Distraction in Sourcing 46:13 – Centralized vs Dedicated Sourcing Models 50:50 – Corporate to Agency Transition Advice 54:02 – Guest Recommendations & Final Thoughts Sound Bites "You have to be able to really focus on one thing for an extended period of time, but also be able to shift focus. Really focus without getting bored or burnt out." - Ben Solomon "What happens if AI doesn't turn out the way everybody thinks it's going to? What if we're in an AI bubble and there's a collapse?" - Ben Solomon "We're all on the same team. We're all aiming for the same thing. There's a division of labor for a reason." - Ben Solomon Guest InfoName: Ben Solomon LinkedIn: https://www.linkedin.com/in/benjaminsolomon/ Expertise: Sourcing team leader with 18+ years at Objective Partners, specializing in building and scaling sourcing functions across agency and RPO environments.
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    1 時間 2 分
  • Why 80% of AI Success is Actually Basic Automation Marcel van der Meer Reveals the Truth Live on Shally's Alley

    Why 80% of AI Success is Actually Basic Automation Marcel van der Meer Reveals the Truth Live on Shally's Alley
    2025/08/29
    Marcel VanderMeer brings a refreshingly pragmatic European perspective to the AI automation conversation, cutting through the Silicon Valley hype with real-world implementation wisdom. This isn't another "AI will change everything" conversation. Instead, Marcel reveals why most successful "AI" projects are actually 80% traditional automation with just 20% machine learning sprinkled on top. In this episode we dive into the economics of automation, the hidden costs that blindside companies, and why the fastest path to ROI starts with fixing boring, repetitive tasks rather than building fantasy AI agents. Marcel shares frameworks for identifying genuine productivity gains versus expensive tech theater, plus real examples from European recruitment agencies that automated their way to 4-hour candidate delivery cycles. Key Takeaways ➡ 80% of successful AI implementations are actually basic automation, only 20% involves true machine learning ➡ Hidden automation costs include maintenance, token fees, training, integration, and documentation requirements ➡ European law now requires full AI documentation, creating accountability that US companies often skip ➡ The "AI agent" trend is mostly marketing fluff - real autonomous agents don't exist yet in practical business applications ➡ Quick wins beat grand visions: Focus on 90-day automation projects before building multi-year AI fantasies ➡ Companies that automate 2-day recruitment cycles down to 4 hours see immediate competitive advantages ➡ The biggest limitation isn't the technology - it's people not knowing what tasks to automate ➡ Red flag: When executives want to "replace everyone with agents" instead of improving specific processes ➡ Email and LinkedIn automation can save 400+ repetitive responses, but requires human-in-the-loop oversight ➡ Most automation ROI comes from eliminating boring tasks, not necessarily saving the most time per transaction Chapters 00:00 - Intro and Marcel's Background 02:47 - Evolution vs Revolution: Why AI Isn't That Different 05:49 - The Real Limitation is Human Imagination 07:26 - Separating Flashy Demos from Measurable Productivity 14:22 - Process Mapping: Start Here Before Any Automation 19:02 - Note-Taking and Summarization as Gateway Drugs 23:28 - Browser-Based AI and Multi-Tab Intelligence 29:40 - Red Flags: When Companies Want Surface-Level AI 33:23 - The 80/20 Rule Applied to AI vs Automation 44:30 - Hidden Costs That Destroy ROI 50:14 - Black Box Problem: When You Can't Fix What Breaks 54:26 - Revenue Generation vs Efficiency: What's the Difference? Sound Bites "The limitation of your possibilities is within yourself. It's not with the tool." - Marcel VanderMeer "People don't have an idea. They don't know what works. The biggest problem with AI is that people just don't ideate what could I do with this." - Shally Steckerl "There are no real AI agents now. There are agent look-alikes, but not real AI agents." - Marcel VanderMeer Guest Info Name: Marcel VanderMeerWebsite: klikwork.comLinkedIn: https://www.linkedin.com/in/marcel-vd-meer/Expertise: European automation consultant specializing in recruitment agency process optimization and AI implementation roadmaps
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    1 時間 5 分
  • Why "Who Do You Know?" Still Crushes AI in Modern Recruiting with David Jaramillo on Shally's Alley

    Why "Who Do You Know?" Still Crushes AI in Modern Recruiting with David Jaramillo on Shally's Alley
    2025/08/22
    David Jaramillo brings fifteen years of cross-industry recruiting wisdom to challenge everything you think you know about modern talent acquisition. From hospitality to finance to tech startups, he's seen how the fundamentals of human connection consistently outperform the latest recruiting technology. His insights on referrals, metrics that mislead, and the dangerous trap of culture fit will make you question your entire approach. In this episode we talk about transforming referral programs from afterthoughts into strategic powerhouses, why most executives obsess over meaningless metrics while missing what actually drives results, and the critical difference between hiring for culture fit versus culture add. David shares battle-tested frameworks for non-employee referrals, reveals which metrics actually mislead leadership teams, and explains when "people like us" thinking becomes toxic to innovation. Key Takeaways ➡ 90% of referrals come from the same 5-10% of employees in most companies ➡ Non-employee referrals often outperform employee referrals because they have no vested interest ➡ Time-to-fill is fundamentally flawed because it varies wildly based on role complexity and external factors ➡ Applicant-to-interview ratios mislead executives who focus on efficiency over quality outcomes ➡ Companies depending on single sourcing channels face catastrophic risk when that channel disappears ➡ Culture fit hiring led to product stagnation when entire teams couldn't adapt to rapid development methods ➡ Gamification of referral programs with point systems increased quality while reducing quantity ➡ Dashboard metrics show real-time data for operators; scorecard metrics show strategic progress for executives ➡ The "big red bus theory" applies to sourcing: lose your main channel, lose your pipeline ➡ Hiring for tomorrow's growth requirements beats filling today's immediate seat needs Chapters 00:00 - Intro and David's Background 02:47 - Why "Who Do You Know" Still Rules Recruiting 08:17 - Common Referral Mistakes Recruiters Make 12:30 - Reference Checks as Referral Goldmines 16:48 - Non-Employee Referral Strategies 24:32 - Metrics vs Meaning: What Misleads Executives 32:03 - Dashboard vs Scorecard Philosophy 41:04 - Culture Fit vs Culture Add Dilemma 52:27 - Who Should Be Our Next Guest 54:44 - Closing Question: Hire for Tomorrow Sound Bites "We're not hiring widgets. These aren't machines. We're hiring people, and people trust recommendations from people they know." "Better to find out it's not working at three months than twelve months. Better now than later." "Are we hiring for tomorrow's growth or just filling today's seats? That's the question that separates strategic recruiting from reactive seat-filling." Guest Info Name: David JaramilloCompany: Canyon Rach (Talent Acquisition Leader)LinkedIn: linkedin.com/in/davidjaramilloExpertise one-liner: Cross-industry TA veteran who transforms referral programs and builds metrics frameworks that drive strategic hiring decisions across hospitality, finance, IT, and healthcare sectors.
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    1 時間
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