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Michael Bradfield is the director of talent acquisition for global technology, digital, and DNA at Adidas. His two decades of industry experience have helped him understand the market and its demands. In addition to leading the company’s technology, digital data, and analytical space globally, his team works to encourage gender diversity among internal and external talent. In an exclusive interview with Manage HR magazine, Michael Bradfield shares his valuable insights on the importance of talent diversification in promoting talent mobility within a company. 
Michael Bradfield, Director Talent Acquisition - Global Tech, Digital, and D&A, adidas
What is your daily routine as the head of global technology, digital, and DNA at a large organization like Adidas?
Initially, I review the overnight hiring progress, and as the global market opens, I maintain contact with various teams in North America, China, India, and many European nations.
In addition, I collaborate with my teams per the market’s requirements. During our strategic workforce planning process, we consider plans for hubs and formulate tactics relating to our product portfolio.
As we look forward to each day within our organization, we are continually inspired by the opportunities available. Whether we’re accelerating hiring in specific locations, evaluating roles in multiple locations, or conducting a capacity analysis of the talent acquisition team, we always face these challenges with enthusiasm.
What role do you play in the success of the organization? What are some of the recent projects you have introduced, and how have they benefited the organization?
My role in the organization is to serve as a link between business and talent, whether internal or external. We have a team of 50 people leading technology, digital data, and the analytical space globally, acting as a gateway that provides great talent mobility. We conduct routine quarterly reviews and use sprint methodology to ensure the team is proactive. We plan all the events in advance to maintain consistency throughout the year.
As a company, we have taken the initiative to address major challenges such as gender diversity and the inclusion of women in technology and digital fields. As a diverse group of individuals, we strive to be the best employer in the industry.
What are some major challenges and trends impacting the RPO sectors lately?
Since pre-COVID, the outlook for the RPO sector has completely changed, and companies increasingly rely on RPO suppliers. This rapid demand is due to the hiring trend of multinational organizations. They are beginning to understand the outlook of their hiring and want to transform their business’s technology and digital landscape to get closer to the consumer.
“Talent acquisition is a fast-paced and highvolume environment, but it provides a unique opportunity to comprehensively understand an organization’s hiring and talent acquisition processes”
Recently, it has become a frequent practice for organizations to release many job roles in batches of 100 to 150 at once. To resolve this efficiently, they utilize the assistance of RPO suppliers. We, as suppliers, take on the responsibility of managing not only the gradual workload but also the surging demands in the recruitment process.
What are some of the novel technologies that make you optimistic about the future of the HR industry?
Technology plays a crucial role in enabling better future planning. The technology I am particularly interested in exploring is one that provides a deep understanding of the internal talent landscape and drives talent mobility. Vendors that specialize in identifying areas where skill and potential are abundant are the ones that intrigue me the most.
In addition to a technology solution that drives talent mobility, I am also intrigued by exploring technologies that enhance the hiring experience for both internal and external candidates. This includes using investment platforms such as self-assessments and coding challenges to create a more engaging and rewarding interview experience. We are currently exploring vendors that can create a unique gamified approach to these processes. Our main goal is to ensure innovation and satisfaction for the candidates and the interviewers.
Is there any advice you would like to share with the aspirants seeking to establish a career in talent acquisition?
Talent acquisition is a fast-paced and high-volume environment, but it provides a unique opportunity to comprehensively understand an organization’s hiring and talent acquisition processes. Exploring different organizations and their hiring practices can be a valuable experience for young people just finishing university. As you advance in this field, it becomes clear that talent acquisition is a forward-thinking function. One of the most important tips I can give is to focus on creating a fantastic, consumer-centric experience.
Another advice I offer everyone is to carefully consider the type of organization you are working with and how the technology fits its specific framework. It is important to be aware of which technologies to use and how utilizing a technology used by someone else can adversely affect the entire organization’s environment. In short, it is important to choose technology according to the needs and unique personality of the organization.
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