#303 Holly Bond: Fixing Recruiting Without Losing the Human

Wed Apr 16 2025

Holly Bond walked away from recruiting 20 years ago—and returned to it only when she could do it differently. In Part 2, she shares how she built a new kind of firm where empathy isn’t a buzzword, AI is a tool (not a decision-maker), and candidates are treated like humans, not canned goods in a pantry.

Summary

Chief Change Officer Podcast Summary: Episode #303 with Holly Bond - "Fixing Recruiting Without Losing the Human"

Introduction

In Episode #303 of the Chief Change Officer podcast, host Vince Chen engages in an enlightening conversation with Holly Bond, a seasoned recruiter who has recently re-entered the recruitment industry with a transformative approach. Titled "Fixing Recruiting Without Losing the Human," this episode delves deep into Holly's journey, her human-centric recruitment philosophy, the integration of AI in recruiting, and invaluable advice for job seekers navigating today's complex job market.

1. Holly’s Journey Back to Recruiting

Holly Bond's return to the recruitment industry is not merely a career move but a mission to redefine how recruitment should be practiced. Twenty years after her initial stint as a recruiter, Holly reconnects with the field, driven by a desire to infuse empathy and genuine care into the recruitment process.

Initial Hesitations: Holly shares her initial reluctance to return, citing past frustrations with the transactional nature of traditional recruiting. “Most recruitment companies work almost like real estate agents here in Canada where they're paid 100% commission,” she explains (03:33).
Transformation and Partnership: Partnering with Royer Thompson under the leadership of Kim West, Holly found an environment that aligned with her values. This partnership allowed her to establish a new division focused on empathy-driven recruitment, moving away from the commission-based model that often prioritizes profits over people (05:20).

2. A Human-Centric Approach to Recruitment

Holly's approach centers on treating candidates with the respect and attention they deserve, challenging the often impersonal practices prevalent in the industry.

Empathy Over Revenue: A pivotal moment led Holly to reject the conventional revenue-driven mindset. Recounting an interaction with an emotional candidate, she realized the futility of assigning monetary value to human connections. “How can you possibly assign a dollar value to sitting in front of somebody while they're crying and they trust you so much that they're crying and they need your help?" she reflects (07:15).
Authentic Interactions: Unlike traditional recruiters who may use generic templates, Holly emphasizes personalized communication. She ensures that every message to a candidate is tailored, demonstrating genuine interest and understanding of their unique backgrounds (12:05).

3. The Role of AI in Recruiting

While Holly champions a human-centric approach, she acknowledges the potential benefits of AI in enhancing recruitment efficiency without compromising the personal touch.

AI as a Tool, Not a Replacement: Holly discusses how AI can assist in sourcing candidates and managing administrative tasks, allowing recruiters to focus more on building meaningful relationships. “AI should be used to make us more efficient so that we can spend more time on personal connection,” she states (16:45).
Limitations of AI: She cautions against over-reliance on AI, highlighting its inability to replicate empathy and emotional intelligence. AI lacks the nuanced understanding required to navigate complex human emotions and relationships, which are crucial in effective recruitment (17:10).

4. Advice for Job Seekers in an AI-Driven Market

Holly offers practical and heartfelt advice for job seekers, particularly those in mid to late career stages, to effectively position themselves in a landscape increasingly influenced by technology.

Networking is Key: Emphasizing the importance of building and maintaining a robust network, Holly encourages job seekers to engage in genuine networking activities. “Your personal connections are invaluable,” she advises (25:17).
Continuous Learning and Adaptability: She underscores the necessity of embracing lifelong learning and staying adaptable, especially with the integration of AI in various industries. Demonstrating adaptability showcases a commitment to growth and resilience (25:50).
Authenticity Matters: Holly highlights the importance of being genuine in resumes and interviews. Authenticity builds trust and fosters genuine relationships, which are foundational to successful career transitions. “Be authentic. If you pretend that you know how to do something that you don't, it’s going to be rocky,” she explains (30:22).

5. Notable Quotes

Holly Bond on Traditional Recruiting:
“How can you possibly assign a dollar value to sitting in front of somebody while they're crying and they trust you so much that they're crying and they need your help."
07:15
On AI's Role:
“AI should be used to make us more efficient so that we can spend more time on personal connection.”
16:45
Advice to Job Seekers:
“Be authentic. Whether you're writing a cover letter or interviewing, if you're genuine, you're going to develop a relationship based on honesty.”
25:17

6. Conclusion

This episode of Chief Change Officer with Holly Bond offers a refreshing perspective on the recruitment industry, advocating for a balance between technological advancements and the irreplaceable value of human connections. Holly's insights underscore the importance of empathy, authenticity, and continuous personal development in both recruiting and job seeking. For listeners seeking to navigate career transitions or improve their recruiting practices, this episode provides actionable wisdom rooted in real-world experience and heartfelt commitment to human-centric change.

Listen to Episode #303

For a deeper dive into Holly Bond's transformative approach to recruiting and her invaluable advice for job seekers, tune into Episode #303 of the Chief Change Officer podcast, available on LinkedIn, Apple Podcasts, Spotify, and YouTube @chiefchangeofficer.

Timestamp Reference

03:33: Holly discusses initial hesitations about returning to recruiting.
05:20: Partnership with Royer Thompson and alignment with Kim West’s vision.
07:15: Realization of the importance of empathy over revenue in recruitment.
12:05: Emphasis on personalized communication with candidates.
16:45: Holly on the role of AI in making recruitment more efficient.
17:10: Limitations of AI in replicating human empathy and emotional intelligence.
25:17: Holly’s advice on the importance of networking for job seekers.
25:50: Importance of continuous learning and adaptability.
30:22: The necessity of authenticity in resumes and interviews.

Note: Timestamps are based on the provided transcript and correspond to the moments when the quotes and discussions occur.

Summary

Chief Change Officer Podcast Summary: Episode #303 with Holly Bond - "Fixing Recruiting Without Losing the Human"

Introduction

1. Holly’s Journey Back to Recruiting

Initial Hesitations: Holly shares her initial reluctance to return, citing past frustrations with the transactional nature of traditional recruiting. “Most recruitment companies work almost like real estate agents here in Canada where they're paid 100% commission,” she explains (03:33).
Transformation and Partnership: Partnering with Royer Thompson under the leadership of Kim West, Holly found an environment that aligned with her values. This partnership allowed her to establish a new division focused on empathy-driven recruitment, moving away from the commission-based model that often prioritizes profits over people (05:20).

2. A Human-Centric Approach to Recruitment

Holly's approach centers on treating candidates with the respect and attention they deserve, challenging the often impersonal practices prevalent in the industry.

Empathy Over Revenue: A pivotal moment led Holly to reject the conventional revenue-driven mindset. Recounting an interaction with an emotional candidate, she realized the futility of assigning monetary value to human connections. “How can you possibly assign a dollar value to sitting in front of somebody while they're crying and they trust you so much that they're crying and they need your help?" she reflects (07:15).
Authentic Interactions: Unlike traditional recruiters who may use generic templates, Holly emphasizes personalized communication. She ensures that every message to a candidate is tailored, demonstrating genuine interest and understanding of their unique backgrounds (12:05).

3. The Role of AI in Recruiting

While Holly champions a human-centric approach, she acknowledges the potential benefits of AI in enhancing recruitment efficiency without compromising the personal touch.

AI as a Tool, Not a Replacement: Holly discusses how AI can assist in sourcing candidates and managing administrative tasks, allowing recruiters to focus more on building meaningful relationships. “AI should be used to make us more efficient so that we can spend more time on personal connection,” she states (16:45).
Limitations of AI: She cautions against over-reliance on AI, highlighting its inability to replicate empathy and emotional intelligence. AI lacks the nuanced understanding required to navigate complex human emotions and relationships, which are crucial in effective recruitment (17:10).

4. Advice for Job Seekers in an AI-Driven Market

Holly offers practical and heartfelt advice for job seekers, particularly those in mid to late career stages, to effectively position themselves in a landscape increasingly influenced by technology.

Networking is Key: Emphasizing the importance of building and maintaining a robust network, Holly encourages job seekers to engage in genuine networking activities. “Your personal connections are invaluable,” she advises (25:17).
Continuous Learning and Adaptability: She underscores the necessity of embracing lifelong learning and staying adaptable, especially with the integration of AI in various industries. Demonstrating adaptability showcases a commitment to growth and resilience (25:50).
Authenticity Matters: Holly highlights the importance of being genuine in resumes and interviews. Authenticity builds trust and fosters genuine relationships, which are foundational to successful career transitions. “Be authentic. If you pretend that you know how to do something that you don't, it’s going to be rocky,” she explains (30:22).

5. Notable Quotes

Holly Bond on Traditional Recruiting:
“How can you possibly assign a dollar value to sitting in front of somebody while they're crying and they trust you so much that they're crying and they need your help."
07:15
On AI's Role:
“AI should be used to make us more efficient so that we can spend more time on personal connection.”
16:45
Advice to Job Seekers:
“Be authentic. Whether you're writing a cover letter or interviewing, if you're genuine, you're going to develop a relationship based on honesty.”
25:17

6. Conclusion

Listen to Episode #303

Timestamp Reference

03:33: Holly discusses initial hesitations about returning to recruiting.
05:20: Partnership with Royer Thompson and alignment with Kim West’s vision.
07:15: Realization of the importance of empathy over revenue in recruitment.
12:05: Emphasis on personalized communication with candidates.
16:45: Holly on the role of AI in making recruitment more efficient.
17:10: Limitations of AI in replicating human empathy and emotional intelligence.
25:17: Holly’s advice on the importance of networking for job seekers.
25:50: Importance of continuous learning and adaptability.
30:22: The necessity of authenticity in resumes and interviews.

Note: Timestamps are based on the provided transcript and correspond to the moments when the quotes and discussions occur.

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#303 Holly Bond: Fixing Recruiting Without Losing the Human

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Summary

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