Episode 121
The Shortlist’s 2022 retrospective: Best guest advice
Johnny Campbell and Holly Fawcett recap 40+ guests and four defining themes from 2022: employee well-being, equity in hiring, TA transformation, and inclusive leadership. Practical advice for navigating talent acquisition in volatile labor markets.
Episode Key Takeaways
Checking in with people matters more than ever. Jason Lauransen and Paul Phillips emphasize that intentional, separate conversations about the person—not just the task—reduce isolation and prevent the unforced attrition that plagued 2022. Creating space for the human, not just the task, is what drives retention and belonging.
Talent is equally distributed; opportunity is not. Leela Janakiraman’s insight underpins a shift toward finding talent where others aren’t looking. Equinix’s hiring from disability communities and underrepresented groups outperformed peers, cost less, and showed longer loyalty—proving that avoiding assumptions about people unlocks diamonds in the rough.
Challenge everything you’ve done historically. Kevin Green argues that volatile labor markets demand dynamic, experimental approaches rather than five-year-old playbooks. Fail fast, iterate, and think differently about which labor markets and offerings will attract people in 2023.
Never forget what it feels like to be on the job market. Andrew McGaskell’s ‘etch a sketch effect’ warns that recruiters wipe clean their own candidate experience the moment they land a role, then repeat the same ghosting and poor feedback they hated. Treating candidates with reverence—because job search is one of life’s most stressful events—is non-negotiable.
Learn as much from leaders you don’t want to be like as those you do. Rick Kelly’s reflection on negative role models is as powerful as chasing heroes. Disagreement is a proxy for diversity; Joe Gerson stresses that psychological safety—proving it’s safe to tell the truth—requires deliberate structures and the willingness to celebrate being proven wrong.
Frequently
Asked
Questions
How do I reduce unforced attrition in my TA team?
Intentional check-ins on the person—separate from task updates—are critical. Leaders must create space for the human and ask how people are doing, not just what they’re delivering. This prevents isolation and signals belonging, which research shows is one of the most powerful ways to maintain mental health and loyalty.
Where should I look for talent that competitors miss?
Communities with disabilities, underrepresented minorities, and non-traditional backgrounds are rich talent pools. Equinix found these hires outperformed peers, stayed longer, and cost less to acquire. The key is to stop making assumptions based on school or prior employer and instead assess the person and their potential.
What's the biggest mistake TA leaders make in hiring?
Sticking to five-year-old playbooks in a volatile labor market. Kevin Green urges leaders to challenge assumptions, experiment, fail fast, and iterate. What worked in the past won’t work in the future; agility and responsiveness to dynamic labor markets are now table stakes.
How do I build psychological safety so people tell me the truth?
Disagreement must be safe and encouraged. Joe Gerson emphasizes that leaders need deliberate structures and processes—not just words—to prove it’s safe to dissent. When an employee is proven right and you wrong, celebrate it publicly. This requires training and a willingness to reframe conflict as ‘us versus the problem,’ not ‘you versus me.’
Why is inclusive leadership critical for TA in 2023?
Sustainable talent is the new scarcity. Inclusive leaders retain people by making them feel they belong, are respected, and have a voice. Retention and internal mobility—not just external hiring—will define competitive advantage. Leadership is a specific skill that requires training and intentional practice, not just proximity or authority.