Steve Cadigan: LinkedIN's First CHRO: The Human Side of Recruiting in a Tech-Driven World

My guest on #thePOZCAST is Steve Cadigan, a globally renowned talent advisor and founder of Cadigan Talent Ventures. This Silicon Valley-based firm has guided some of the world’s most innovative organizations, including Google, Cisco, Salesforce, and Manchester United Football Club. Steve is also a trusted consultant to top venture capital and consulting firms like Andreessen Horowitz and McKinsey.
As LinkedIn’s first CHRO, Steve helped scale the company from 400 employees to IPO, shaping a culture so impactful that Stanford University created a graduate-level class around his work. He’s a sought-after speaker, university instructor, and media guest, appearing on outlets like Bloomberg and CNBC. With over 25 years as an HR leader at top companies, Steve continues to inspire leaders and organizations worldwide. 
We discuss Steve's journey into the HR field, the importance of the human element in recruiting, and how technology can enhance talent acquisition. Steve emphasizes the need for organizations to adapt to changing skills and workforce dynamics, advocating for a culture of growth and learning. He shares insights from his experience at LinkedIn and the challenges of balancing experience with potential in hiring. 
Steve and Adam delve into the complexities of employee commitment, leadership dynamics, and the evolving landscape of performance management in the workplace. They explore the challenges of retaining talent, the importance of effective feedback, and the impact of remote work on organizational culture. The discussion highlights the need for innovative approaches to performance management and employees' shifting expectations in a post-pandemic world. In this conversation, Steve Cadigan discusses the evolving work landscape, emphasizing the importance of reflection, work-life balance, and reimagining employee-employer relationships. He shares insights from his experiences at LinkedIn, including lessons learned from leadership and the significance of building trust within organizations. Cadigan also highlights the role of education in shaping business culture and the need to embrace change in the workforce, particularly with the rise of generational differences and artificial intelligence. Ultimately, he defines success as creating a positive impact on others and fostering a supportive environment.

Connect with Steve: https://www.linkedin.com/in/cadigan/
Learn more about Steve at SteveCadigan.com. Check him out on Tok @SteveCadigan and his booka book “Workquake."
https://www.amazon.com/Workquake-Embracing-Aftershocks-COVID-19-Working/dp/1645434265
#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.

To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.
Thanks for listening, and please follow us on Insta @NHPTalent and www.r. For more, check out www.thePOZcast.com 

Takeaways

- Steve Cadigan's journey into HR was unexpected but fulfilling.
- The human element in recruiting is often overlooked.
- Technology should enhance, not replace, human connections in recruiting.
- Organizations need to adapt to rapidly changing skills and roles.
- Retention should focus on relationships, not just employment.
- Every business should act as a learning environment for employees.
- Experience is important, but potential and adaptability are crucial.
- Companies must create opportunities for growth within their teams.
- The traditional recruiting model is outdated and needs rethinking.
- Steve's personal experience at LinkedIn highlights the importance of feeling valued.  Understanding when an employee's commitment is beyond saving is crucial.
- Leadership must recognize the value of employee engagement beyond monetary incentives.
- HR professionals often face skepticism from leadership due to past experiences.
- Innovative HR practices can transform organizational culture and performance management.
- Frequent feedback is more effective than annual performance reviews.
- Remote work has changed the dynamics of feedback and communication.
- Companies must adapt to the new expectations of employees regarding work environments.
- The pandemic accelerated the shift towards remote and hybrid work models.
- Organizations need to establish clear boundaries for work-life balance.
- The future of work requires a balance between in-person and remote interactions. The greatest insights come when not working.
- Work-life balance is essential for productivity.
- Reimagining employee-employer relationships is crucial.
- Building relationships with former employees can be beneficial.
- Magic Johnson's charisma can overshadow other speakers.
- Trust is fundamental in leadership and business.
- Education plays a key role in shaping business culture.
- Embracing change is necessary for future success.
- Generational differences should be acknowledged in leadership.
- Surrounding yourself with better people leads to growth.