Talent News Round-Up: AI Talent, Interview Accommodations, and Personality Hires
Staying updated on the latest workforce trends is crucial for TA leaders and HR professionals. This week, we delve into three significant developments shaping the talent landscape and get SocialTalent CEO, Johnny Campell’s first-hand takes on these pieces.
- Our first article is an interesting piece from HR Brew which is digging into a current phenomenon of mass layoffs followed by periods of intense hiring. A precarious situation for organizations to balance.
- Next, we explore the BBC’s article which chronicles the story of a man who was unfairly treated in a hiring process as a result of being dyslexic. A cautionary tale for anyone who isn’t taking reasonable accommodations seriously.
- And finally – would you consider yourself a personality hire? According to Fast Company, almost half of every employee base does!
Join us as we explore these pivotal insights and their implications for the future of work.
1. The ‘Arms Race’ for AI Talent
Source: HR Brew
Imagine laying off thousands, only to rehire nearly as many. Intuit’s CEO, Sasan Goodarzi, announced 1,800 layoffs but plans to hire for AI roles. Tesla, after laying off 10% of its staff, posted nearly 800 AI job listings. Experts Joe Mull and Cy Wakeman discuss the challenges of rehiring after layoffs, noting companies may overpay to attract talent quickly, as reskilling takes too long in the fast-paced AI industry.
Johnny Campbell’s take on this:
“Firing lots of people and then announcing new roles with different skills has been happening forever. Now it’s AI’s fault? No, it’s not. Workforce planning, that much quoted, never used tool is how we solve this. You can’t upskill a workforce without a workforce plan in advance. When will we learn?“
2. Dyslexic job applicant felt ‘worthless’ after recruitment process
Source: BBC
Terry Johnston, diagnosed with dyslexia in his 40s, was awarded £15,000 after an industrial tribunal found the Department of Finance discriminated against him during recruitment. The tribunal ruled the department failed to make reasonable adjustments for his dyslexia during selection tests. Johnston described feeling “worthless” and highlighted the mental health impact. Although adjustments were offered, they were ineffective. The case underscores the need for employers to better accommodate neurodivergent employees and rethink testing processes.
Johnny Campbell’s take on this:
“The fact that this happened is awful but not surprising. There is very little awareness of the needs of neurodivergent candidates like Terry who (read the small print in this article) had been doing this job for 2 years!!! Name, shame and fine is the only way that employers and subsequently recruiters will wake up and start educating themselves on RAs!“
3. What is a Personality Hire?
Source: Fast Company
A personality hire is someone selected for their charisma and charm, rather than just technical skills. These employees, often seen as the company’s biggest cheerleaders, can boost morale and build strong relationships. However, they can create resentment if they lack the necessary job skills. Balancing personality and competence is crucial. While nearly half of workers identify as personality hires, it’s essential for companies to find candidates who fit both culturally and technically to ensure long-term success.
Johnny Campbell’s take on this:
“Personality Hires? Clubhouse Presence? W.T. Absolute F.? When are people going to learn to probably define their hiring requirements and use an assessment process to accurately hire for those requirements? This reminds of a friend I met last week who is an absolute genius but is massively overpaid because he just doesn’t have the skills to advocate for himself in work. Promoting “personality hires” is why we have the politicians we have today rather than people who can actually do the job!“