Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring?

For years, a candidate experience that delivers truly personalized feedback at scale has been an unattainable dream for talent acquisition teams. Candidates have always wanted tailored feedback, advice, and the opportunity to ask questions, but the sheer volume of applications has made this impossible So, is AI now revolutionizing the candidate experience and finally making mass personalization a reality? What does it take to create an ethical, transparent system that provides candidates with two-way interactions and personalized feedback, all while improving efficiency and reducing workload for TA teams? My guest this week is Sam Dhesi, CEO of Popp AI. Despite only being 18 months old, Popp AI is already partnering with FTSE 100 companies and global staffing organizations. In our conversation, Sam shares real-world results on how AI enables conversational assessment, provides personalized candidate feedback, drives engagement, and vastly improves hiring efficiency. In the interview, we discuss: How AI is changing the way employers interact with assess candidates Building in an ethically and responsible way The importance of human oversight and explainability Delivering constructive personalized feedback at scale Facilitating mass candidate engagement Using assessment via conversational AI as a replacement for the resume Which employers are doing all of this well, and what tangible results have they achieved What does the future look like? Where will hiring be in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

The adoption of AI in talent acquisition continues to accelerate, promising efficiencies and new possibilities for hiring. However, as AI tools become central to recruiting processes, they bring significant challenges, particularly around bias, compliance, and trust. Without clear oversight, these systems risk entrenching inequalities rather than addressing them. So, how can talent acquisition leaders ensure that AI supports fairer hiring while safeguarding compliance and trust? And what role does auditing play in this critical process? My guest this week is Jeff Pole, Co-founder and CEO of Warden AI, a company specializing in AI auditing for HR and TA Technologies. In our conversation, Jeff shares his insights on the importance of auditing AI systems, the emerging regulatory landscape, and how talent acquisition leaders can better understand and navigate the risks and opportunities of AI-powered hiring. In the interview, we discuss: Is the current pace of innovation in AI set to continue? What are the main risks? Regulation, Legislation, and Ethics Is there a difference between AI influencing a hiring decision and AI making a hiring decision? How AI can be less biased and fairer than humans Holding machines to a higher standard than humans Shining a light on the AI systems used in recruiting and TA technology Continuous testing and monitoring How widespread is the issue, and how much AI bias has actually been found? What should TA leaders be considering when assessing AI solutions What does the future look like? How will AI change talent acquisition in the long term? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

AI has profoundly impacted talent acquisition in 2024, but its influence has been far from uniform. In some areas, little has changed, while in others—such as high-volume hiring—there has been nothing short of a revolution. Automation has dramatically accelerated recruiting processes, improving the candidate and hiring manager experience in ways previously unimaginable. These advancements are signals of what's to come, with sweeping changes across talent acquisition potentially just months away. With technology increasingly automating processes, the role of recruiters is evolving, raising urgent questions about what TA teams must do to stay relevant and strategic. Those who fail to adapt risk being left behind as automation reshapes our industry. So, how can TA leaders and recruiters navigate this transformation, address challenges like bias, and embrace the opportunities AI presents to redefine their roles? My guest this week is John Vlastelica, CEO of Recruiting Toolbox and a trusted advisor to some of the world's most innovative companies. John shares his insights on the key shifts happening in recruiting, the evolving role of recruiters, and how leaders can future-proof their teams in an AI-driven world. In the interview, we discuss: How AI is impacting recruiting right now How does it change the jobs we recruit for? Unchecked human bias in traditional recruiting process Automation in high-volume and front-line hiring Segmentation of roles between automated and high-touch recruiting processes Inefficiency by design From talent acquisition to talent advisor, breaking the silos in HR Insights, Influence, and Impact Candidate "cheating" TA Tech vendors selling directly to the C-Suite The importance of having a plan to rationalize TA What is going to happen in 2025? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 651: Navigating TA’s Perfect Storm Ep 652: Unlocking Global Talent Pools Ep 653: Assessing the impact of AI Ep 654: The Power Of Great Questions Ep 655: Using Culture As A Talent Magnet Ep 656: Strategic Transformation in TA Ep 657: The Future Of TA Technology Ep 658: TA As A Service Ep 659: Talent Complexity Follow this podcast on Apple Podcasts Follow this podcast on Spotify

With organizations now having to navigate the rapid changes brought about by geopolitical instability, economic uncertainty, the ongoing climate emergency, and the surge in technology, it is clear that different ways of thinking about talent are needed. So, how can organizations adapt to this complexity and prepare for a future where the old rules no longer apply? What should they consider when redefining their talent strategies in such a dynamic context? My guest this is week is Graham Abbey, Professor in Practice at The University of Bristol Business School and CEO of Farleigh Performance. From the importance of understanding the difference between complicated and complex systems to the potential of AI in reconnecting us to our humanity, Graham provides deep insights into creating the conditions for engagement, leadership, and performance and building an antifragile organization. In the interview, we discuss: Challenges and forces driving change Thinking differently about talent Changing to the organization metaphor The difference between a complicated and complex system How well are employers responding to change and uncertainty? Skills based organizations Discovery connectivity with AI Talent Acquisition and hiring Higher purpose, agency, relationships, and disruptive learning Building an antifragile organization How will we be talking about talent in five years time Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Transforming a business function is a difficult process. It can become impossible if no one knows what the function is transforming into. It is vital that anyone undertaking a TA Transformation develops a clear vision to generate buy-in and set the direction of travel. With so much disruption going on, there has never been a better time to create bold, innovative visions that take TA Acquisition in new directions. My guest this week is Jill Leonard, Global Senior Director of Talent at Hello Fresh. Hello Fresh has developed a vision for talent acquisition that they call "TA As A Service." In addition to discussing Hello Fresh's TA Transformation, Jill also talks about her experience implementing video interviewing and the benefits of embracing new technology early. In the interview, we discuss: Current TA challenges TA Transformation at Hello Fresh Recruiters as Talent Advisors TA as a service Agility and change management Upskilling and professional development for TA teams How video interviewing has evolved to solve specific business needs The benefits of embracing new technology early How to drive adoption. How should TA leaders respond to AI? Optimizing the candidate experience How will TA evolve over the next five years? Follow this podcast in Apple Podcasts. Follow this podcast on Spotify.

After all the commentary and debate about AI and talent acquisition over the last two years, we are finally starting to see what this brave new world might look like as many technology providers roll out new AI-driven products and services. While it is clear that massive changes are coming to the way companies hire talent, there are still many unanswered questions and contradictory views on what the future will look like. I wanted to get a different perspective on things, so this week, my guest is Shashank Saxena, a Managing Partner at Sierra Ventures. Sierra Ventures is an early-stage VC firm that has made several investments in AI-driven HR software companies. In our conversation, Shashank gives us some alternative visions of what the future of work might look like and implications for talent acquisition. In the interview, we discuss: How is the world of work changing AI use cases and the speed of adoption Does AI make TA more efficient, or does it completely disrupt it? Are AI-powered job seekers cheating? Can AI make hiring decisions? The implications of AI agents on white collar work What does the future of HR and Recruiting Technology look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

After many years of being seen as tactical, TA has the unique opportunity to reposition itself as a strategic function with insights to shape business strategy. However, this will only happen with a significant degree of transformation, and those TA teams that stick to doing what they have always done are at risk of further downsizing or being automated away altogether. So, what do TA Leaders need to do to harness the current forces of change and reinvent their function My guest this week is Lyndsey Taylor, head of Global Talent Attraction at Brooks Automation. Lyndsey has a wealth of experience in TA transformation, strategic workforce planning, and driving change. She shares her perspectives on the future of TA, the rise of strategic workforce planning, and breaking down traditional HR silos. In the Interview, we discuss: How the work of TA is changing and the forces driving that change How can TA influence business outcomes? Aligning metrics to business goals Internal mobility and reskilling What role can TA play in Strategic Workforce Planning How to be more strategic What does AI make possible Enhancing the candidate experience Reducing bias Breaking the silos in HR What should TA look like in 3 years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Company culture is a fundamental selling point for attracting the right talent to an organization. However, in many cases, it is talked about in a cliched, inauthentic way during the hiring process. Culture is also often portrayed in terms of the working environment or via specific perks rather than being something that holistically represents the organization. So, how can TA teams use culture as a genuine magnet to attract talent in a post-pandemic world where work has fundamentally changed? My guest this week is Kirstie Eustace, Chief Admin Officer at Steward Partners. Steward Partners is an excellent example of an organization that puts their culture front and centre in there hiring process, and Kirstie has some excellent insights and advice to share In the interview, we discuss: The definition of culture in a corporate context How does culture translate into employee and candidate experience? Prioritising wellbeing Using culture to stand out in talent acquisition Storytelling with real examples Giving candidates direct access to existing employees and the leadership team The role of technology What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Whenever we talk about recruiting automation, there is always a persistent narrative in favor of retaining the human touch in some way, shape, or form. While technology now enables us to interact in increasingly conversational ways, there's still an irreplaceable quality in human-to-human, face-to-face dialogue that no machine or video can fully replicate. So, how can we enhance the effectiveness of our conversations in both professional and personal settings? And could asking more powerful, thoughtful questions lead to better hiring outcomes? My guest this week is Emmy Award-winning filmmaker Topaz Adizes, founder of experience design studio The Skin Deep. Having conducted over 1,200 filmed conversations exploring human connection, Topaz has gained profound insights into what makes questions transformative. In our discussion, he shares what his work has taught him about crafting questions that break down barriers and foster authentic dialogue—lessons that can help us all engage more meaningfully in the workplace and beyond. In the interview, we discuss: Lessons learned from filming 1,200 conversations How conversations build relationships Avoiding power plays and making a safe space for conversation The importance of well-constructed questions Curiosity and openness in job interviews The power of bringing unrelated concepts together Connective questions Listening versus speaking Can AI write effective questions? The differences between face-to-face and virtual conversations What's the future of workplace conversations? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify

I know that many of you would agree that we are now beyond saturation point with the hype around AI in TA. It's clear that one way or another, gen AI is going to become ubiquitous in the software that we use. So, rather than discussing it as a topic on its own, we need to look carefully at the current and future impact on TA in terms of use cases, innovation, and the potential to rethink hiring. So what are the proven use cases for AI right now, where are we missing opportunities, and how will things develop in the short term? My guest this week is Mark Chaffey, Co-Founder and CEO of Hackajob. We discuss current AI use cases and lessons TA can learn from Gen AI's impact on software engineering. In the interview, we discuss: The current state of the tech hiring market Concerns over developing early career talent The impact of AI on software engineering AI isn't just about automation. It's about being ten times better. Why AI will always match better than humans The role of TA The hype cycle Critical questions to ask vendors Data governance and integration What will things be like in both the short and long-term future? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

One of the pandemic's legacies is the opening of genuinely global markets for talent. The trend of moving work to people, rather than people to work, is set to grow as effectively tapping into international talent pools can offer a huge competitive advantage for the employers that get it right. At the same time, though, recruiting globally can be daunting, with companies having to negotiate the previously unfamiliar cultural, financial, and legal complexities. My guest this week is Jonathan Romley, founder and CEO of Lundy. Jonathan shares his extensive experience in mapping out international hiring plans and highlights why he sees the globalization of talent as a huge strategic opportunity for talent acquisition. In the interview, we discuss: The shifting global workforce landscape Why global hiring is a strategic opportunity for Talent Acquisition Understanding the business case Assessing whether a role should be based in another country Strategy roles versus execution roles The vital importance of research The disruptive force of AI Trust and the candidate experience What will TA look like in five years time? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Talent Acquisition appears to be facing the perfect storm. The volume of inbound applications is increasing at unprecedented levels; however, at the same time, budgets are being reduced, and TA teams are getting smaller. On top of that, hiring for specialist talent is getting harder with remote work, making talent markets truly global and increasing competition for the hardest-to-find skills. So, how can TA Leaders navigate these disruptive waters? AI is often positioned as a magic solution, but cutting through the cacophony of marketing noise it generates is a real challenge. My guest this week is Steve Bartel, Founder and CEO of Gem. Steve offers us insights and advice from the perspective of a vendor building solutions to the challenges TA teams face. As well as talking about the trends that matter and the long-term impact of AI, he also shares some valuable advice on properly assessing potential AI solutions and avoiding some of the common pitfalls currently out there. In the interview, we discuss: The challenges TA faces Noise versus signal What are the real game-changing trends? Single vendor versus point solutions Navigating the Gen AI revolution as a vendor The long term impact of AI on Talent Acquisition The AI hype cycle Ranking and matching Delivering an exceptional candidate experience What should buyers be aware of Recruiting Nirvana Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 644: AI, Innovation & HR Tech Ep 645: Recruiting Nirvana Ep 646: Skills Intelligence Ep 647: Attributes Ep 648: Unstoppable Transformation Ep 649: Building A Personalized Candidate Experience Follow this podcast on Apple Podcasts

I've done a lot of research this year around the move to skills-based hiring and skills-based organizations. Having spoken to a large number of employers on this journey, it is very clear that success is predicated on looking at skills strategically, holistically, and in the context of both business and personal growth. Ultimately, employers need to think fundamentally differently about talent and reflect this new thinking in talent acquisition, talent mobility, and talent development. My guests this week have just published an excellent book encouraging CEOs to embrace this new mindset to build the adaptable, skilled workforce they need in a way that doesn't undermine personal growth and champions the employee experience. The book is called "The Talent-Fueled Enterprise," and it was great to be able to speak to all three of its authors, Mike Ohata, Larry Durham, and Eric Dingler, who between them have 85 years combined experience in leading talent at Fortune 15 companies. In the interview, we discuss: The current most common talent challenges The tension between people growth and business growth Shifting from tech skills to Skills, Attributes and Experience Skilling for human potential Building teams for growth, adaptability, and empathy Rethinking Talent Acquisition Becoming a skills-based organization The vital importance of talent mobility Employee experience The impact of AI What will work look like in 5 years time? You can get 30% off The Talent-Fueled Enterprise by following this link and using the code Recruiting24 Follow this podcast on Apple Podcasts.

Improving the candidate experience has been a perpetual goal in recruiting. Despite the best intentions, the improvement process's effectiveness still ebbs and flows with the changes in supply and demand in the labor market. However, are things finally about to change? Ever since the exponential acceleration in the development of AI, I've been excited about the possibility of technology delivering a genuinely personalized candidate experience at scale. So, what does this vision look like? Which elements are already possible, and what do TA leaders need to do to make it a reality? My guest this week is Don Tomlinson, CTO at Daxtra. In our conversation, Don gives us a refreshingly pragmatic view of the AI use cases that can combine to build a personalized candidate experience and highlights pitfalls and dangers to be aware of. In the interview, we discuss: Using AI to diversify talent pools Taking out the background noise Personalizing the candidate's experience in real-time Bespoke communication at scale Automatically tailoring the hiring process to individual circumstances. Transparency The dangers of losing the human touch Efficiencies, investment, and ROI Build vs Buy, Core Vs Complementary AI self-auditing to improve strategy and process What will the future look like? Follow this podcast on Apple Podcasts.

In the last few weeks, many established software vendors have launched AI-augmented products, helping us move past the hype and get a much more hands-on view of what AI means for Talent Acquisition. There are still a massive amount of unknowns, but it is evident that AI is a chief catalyst in what is now an unstoppable transformation of TA and the broader talent function. AI and automation fundamentally alter the speed and scale at which TA can operate, constantly pushing the boundaries of what is possible. So, what does this mean for TA leaders and practitioners right now? How prepared are organizations for this level of transformation, and how can TA raise its game to drive more value for the organization? This week, my guests are Dr. Swathi Palasamudram, Enterprise Business Architect at Bosch, and Nazim Ünlü, Global People and Organization Lead at Novartis, in two interviews recorded at the Smartrecruiters Hiring Success event in Amsterdam in September. Swathi and Nazim shared insights that reveal why the transformation of talent acquisition is truly unstoppable—and how TA leaders can harness this momentum to not only keep pace but lead the way. In the interviews, we discuss: Fear, Adaptability, and the critical importance of strategic thinking Current AI use cases. How AI can raise the value of TA to the business Regional variations in AI adoption Retaining the vital human element of TA and HR Data literacy Building a personalized candidate experience The difference between Automation (efficiency through technology) and AI (insights and decision-making) Advice for TA Leaders Follow this podcast on Apple Podcasts.

Soft Skills, Hard Skills, Attributes, Traits, Competencies—these words sometimes get used interchangeably when we talk about assessment and team building. As the momentum around skills-based hiring increases, it is important to know what we really mean when we talk about skills generically and how exactly we are measuring someone's ability to do a particular role. My guest this week is Rich Diviney, founder of The Attributes. Rich is a former Commanding Officer in the US Navy SEALs, where he was responsible for assessing and selecting the elite of the elite for the famous SEAL Team Six. He now speaks and writes about the use of attributes in team building and hiring. We had a fantastic discussion about the difference between skills and attributes in the context of hiring and development. We also discuss my somewhat surprising results from taking Rich's attributes test. In the interview, we discuss: Identifying the elite of the elite for SEAL Team Six The difference between attributes and skills Understanding how people react in times of stress, challenge, and uncertainty How do you measure and assess attributes? Are soft skills and attributes the same thing? Can you develop attributes? The difference between perseverance, resilience, and tenacity What are companies getting wrong when it comes to skills and hiring? The "Dream Team Paradox" When AI takes over skills, attributes become even more critical. What does the future look like for hiring and managing talent? You can get 15% of The Attributes Assessment by using the code RECRUITING15 Follow this podcast on Apple Podcasts.

Skills-based organizations and skills-based hiring have been some of the hottest topics of the year. While it is hard to find anyone who disagrees that this way of thinking about talent strategies has enormous benefits, there is still much debate about some of the practicalities around strategy and implementation. I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on Demand Both shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like. In the interviews, we discuss: The impact of AI on jobs, work, and skills How AI is revolutionizing skills analysis and intelligence Using data from the hiring process to get a fuller picture of a person's skills The power of skills-based mobility Advice on building skills-based strategies How to get started The importance of not overcomplicating the process What types of organizations are already successfully implementing skills-based strategies Soft skills versus hard skills Skills development and the value for employees Integrating technology into skills-based hiring and development. What will things look like in five years' time? Follow this podcast on Apple Podcasts.

Technology is evolving quickly, and advances in AI are likely to change Talent Acquisition forever. If you are a regular listener to this podcast, you will know that I firmly believe there is an opportunity here to make recruiting better for everyone, with the potential for AI to increase effectiveness, efficiency, and experience exponentially. I call this Recruiting Nirvana. However, other less favorable future scenarios still exist, and there is only a short window of time for TA's future to be in its own hands. It is critical; then, that TA Leaders keep up to date with the art of the possible when it comes to AI and technology and have a clear vision of the future, they are moving towards. At the recent HR Technology Conference, I sat down with six practitioners and analysts to find out what they thought the biggest challenges are in TA at the moment, which of the current use cases of AI they feel are most valuable, and, most importantly, what their own vision of Recruiting Nirvana looks like. In this episode, you will hear from: Lindsey Sailors, Head of TA Insights & Enablement at Dropbox Matt Couret, Director of Client Delivery at Hudson RPO Sarah White, Founder of Aspect 43 Matt Jones, Chief Product Officer at Cieolo Talent Maureen Clough, Creator and Host of the "It Gets Late Early" podcast Matt Charney, Editor in Chief at Recruiter.com A huge thank you to Gem for hosting me at their booth at HR Tech so that I could have these conversations. Follow this podcast on Apple Podcasts.

Last week, I attended The HR Technology Conference in Las Vegas. The event was full of energy and optimism for the future as hundreds of vendors showcased new AI products and AI integrations. Everyone was playing up the new heights of efficiency and effectiveness AI can take us as an industry. However, there was much debate about the level of genuine innovation on offer and a sense that rather than thinking radically and reinventing what we do, we were just looking at faster ways of solving old problems that don't live up to AI''s potential to challenge the status quo. Here are three interviews I recorded at the show to help you make up your own minds about the levels of innovation we are currently seeing. First up is Allyn Bailey from SmartRecruiters who predicted the rise of recruiterless recruiting on the show last year. I was interested to see how far she thought we had come on that journey and what was going to happen next. The second interview was with Josh Sklüt, co-founder of MyStandard, who was undoubtedly the vendor trying to be the most disruptive, with a very different way of looking at the relationship between employers and potential employers. The final interview is a conversation with David Nason, founder and CEO of HireBrain, who seeks to better align hiring managers and recruiters and who were winners of the Pitchfest competition at the conference. Follow this podcast on Apple Podcasts.

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 639: Inclusive Interviews Inspired By NASA Ep 640: What Is The Value Of TA? Ep 641: How Is TA Evolving? Ep 642: Augmenting Talent Acquisition Ep 643: Career Activism Follow this podcast on Apple Podcasts

With labor markets still undergoing unprecedented shifts and volatility, employers are increasingly strengthening their focus on retention and internal mobility. However, the shrinking life span of skills, changing attitudes to work, and the rise of AI are complicating factors here. So, how can employers ensure they support their employees' future development and drive internal mobility at a time of significant change that renders traditional career pathing irrelevant? My guest this week is JC Townend, CEO at LHH for the UK and Ireland. JC is a strong advocate of Career Activism, giving employees the tools they need to advance their careers in the way that makes the most sense for them. This can drive retention, supercharge internal mobility, and help ensure employers have the right skills available at the right time. In the interview, we discuss: Labor market trends Why HR should be building for the future for right now What is Career Activism The end of linear career paths Giving employees the tools to advance their own careers Switching disciplines and industries A mindset shift Gig assignments Building brand and reputation Hidden jobs markets Skilling for retention What are the benefits for employers? The impact of AI on jobs and careers What will work and careers look like in 3 years time? Follow this podcast on Apple Podcasts.

Most conversations about AI in talent acquisition focus on efficiencies and automating repetitive tasks. However, we are missing the point if we don't start talking about how AI could help reshape recruiting entirely, making it more efficient but also more effective. Why stop at recruiting? AI could revolutionize work and the whole way we think about careers. The current limitations of our thinking were really brought home to me when I attended the SmartRecruiters Hiring Success conference last week in Amsterdam. An overarching theme was that automation is a given with AI, and we should think much bigger. So, what does this mean for TA strategies, and how can TA Leaders ensure they proactively shape the future direction of recruiting? My guest this week is Brian Solis, Head of Global Innovation at ServiceNow. He is also an internationally renowned digital anthropologist and award-winning author. Brian gave the opening keynote at Hiring Success, and I caught up with him after he left the stage to get his thoughts on the current state of the AI revolution and the future of talent acquisition. In the interview, we discuss Where is the Gen AI revolution? New behaviors, skills, and expectations How are companies responding? Empowering people with augmented intelligence How can we think differently? AI-enabled job seekers Using an empathetic lens to identify quick wins Differentiated use cases and transformational initiatives The importance of the human touch Three things TA leaders should be doing right now What should recruiting look like in five years? Follow this podcast on Apple Podcasts.

If you've listened to the last few episodes of the podcast, you'll know that TA Transformation is the current big theme on the show. We've focused a lot on the future, but what about the practicalities of the present? Today's talent acquisition leaders face an ever-growing list of priorities on top of their already demanding roles. From enhancing candidate experience to integrating AI and from improving diversity and inclusion metrics to establishing more agile operating models, the pressures are immense. So what progress are TA teams making, and how do they benchmark against each other? My guest this week is Rachel Dalboth, Director of the TA Centre of Excellence at The Talent Labs. Based on Talent Labs research, Rachel offers insights into how TA teams are dealing with their current challenges. She also shares her thoughts on the skills for future TA Teams and the vital importance of investing in development. In the interview, we discuss: Current priorities in talent acquisition Trends and issues with operating models What is holding TA back from being seen as more strategic? Connecting the dots across the talent function What is the unique value of TA? How are measurements and metrics evolving? The impact of AI Fear, nervousness, and reticence Prioritising experience over process Skills development and career paths What does the next 12 months look like? Follow this podcast on Apple Podcasts.

The unprecedented volatility in the Talent Acquisition jobs market in the last three years illustrates that many organizations still see TA as a transactional function turned on or off according to hiring demand. This is a big problem. While the development of ever more sophisticated AI promises much for TA, it also represents an existential threat to the survival of any business function seen as transactional and easy to automate. So, how can talent acquisition prove its value to the business and live up to its enormous strategic potential? Perhaps the first step would be to understand that value properly. My guest this week is Toby Culshaw, Global Head Of Pipeline Strategy & Intelligence at Amazon Worldwide stores. Toby publishes a lot of thought-provoking content about the future of TA and has strong views on how TA should position its value within the enterprise. In the interview, we discuss: Talent Acquisition's significant challenges What is holding change back and why TA is at risk What TA does versus its actual value to the business Evolution or revolution? Taking a tiered approach to TA operations Breaking down silos in HR Taking a consultative and advisory role Adopting new, more meaningful metrics and KPIs Advice for TA leaders on where to get standard "Talent Nexus" and a future outlook of even more significant change and disruption Follow this podcast on Apple Podcasts.

Job interviews have always been a source of anxiety for many people. The pressure of showcasing your achievements to a stranger in an unnaturally structured conversation is not easy, and for many neuro-diverse people, it is pretty much impossible. The use of Ansychromous video interviews has helped the situation in some ways but doesn't provide the opportunity for real-time conversation and exploration, which is critical in the later stages of the recruiting process. Could a methodology initially designed to combat communication delays in space travel offer a solution that bridges the gap between synchronous and asynchronous interviewing in a way that is inclusive for everyone? My guest week is Rob Brougham, Director & Co-Founder of Braided Communications. Rob worked with NASA to develop a unique way of helping astronauts have real-time conversations with people back on Earth on future missions to the moon and Mars. He is now using the same technology to make the recruiting process more inclusive and effective. So how does this all work? Just keep listening to find out more. In the interview, we discuss: A simple way of defying the laws of physics in space travel How Braiding works Making the asynchronous synchronous. Co-presence and connection The importance of inclusive communication Applications in talent acquisition Making interviews real-time and inclusive What does the future of business communication look like? Follow this podcast on Apple Podcasts.

Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 631: Science, AI & Assessment Ep 632: Attracting, Retaining, and Empowering Gen Z Talent Ep 633: The Strategic Importance Of Wellbeing Ep 634: Work Before Talent Ep 635: Transform Talent Acquisition Ep 636: Hiring & Retaining Innovators Ep 637: Reinventing The ATS For A New Era Ep 638: Reskilling For AI Follow this podcast on Apple Podcasts

It’s been a tough couple of years for Talent Acquisition. There was a time during the post-pandemic hiring wave when companies were struggling to recruit enough recruiters. Now, the situation is the polar opposite, with TA teams shrinking and many recruiters being laid off. In such economically uncertain times, it’s difficult to determine whether AI is starting to be a factor that impacts jobs in TA. However, based on current adoption rates, it’s probably fair to say that AI is still only a minor contributor to the overall situation. But this is quickly going to change. As employers start to look at transforming TA over the longer term, AI and automation will inevitably play a significant role in shaping the TA teams of the future. This raises important questions about job displacement and reskilling. These are not just questions that AI raises for TA; they are questions that span the entire organization, with a strong likelihood that all jobs will be impacted in some way. So, how can employers prepare their workforce for these impending changes, and what is the likely split between job replacement, job enhancement, and job creation? My guest this week is Kamal Ahluwalia, President of Ikigai Labs and former President of Eightfold AI. Kamal has extremely well-informed insights on AI’s impact on jobs and skills and valuable advice for employers and employees. In the interview, we discuss: The impact of AI on work and jobs Jobs eliminated, jobs changed, jobs created Building scenarios for the future The critical importance of data How should employers be responding What is the role of HR and TA? Evolving processes to meet new objectives Reskilling and upskilling How do employers encourage people to learn new skills? What will work be like in five years? Follow this podcast on Apple Podcasts.

TA Transformation has been a recurring theme on this podcast in recent months. A unique combination of macro and micro forces is driving the need for substantial change, compelling TA leaders to respond swiftly and strategically. Technology, particularly AI and automation, is very much at the heart of this transformation. But what does this mean for established ATS vendors? How are they adapting to the evolving market landscape, and how are their product strategies being shaped to anticipate the future? My guest this week is Rebecca Carr, the newly appointed CEO of SmartRecruiters. Previously serving as SmartRecruiters’ Chief Product Officer, Rebecca offers insight into the importance of a product-led approach in these rapidly changing times. She also shares her perspectives on the urgency of accelerating the leap from traditional ATS to the next generation of hiring solutions. In the interview, we discuss: The current state of the market Rethinking hiring The growing importance of hiring manager experience Why being product-focused is important in the current market. Accelerating the leap from second-generation ATS to third-generation hiring platform The impact of uncertainty around legislation and regulation AI education and adoption Adaptability and agility Advice to TA Leader on designing technology strategies What does the future look like Follow this podcast on Apple Podcasts.

The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever. However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge. So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce? My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout. In the interview, we discuss: What is a catalyst, and what do they have in common Seeing risk differently Identifying the catalysts in your business The importance of organizational context Repurposing recruiting processes for diversity of thought New ways of thinking about Talent Management Breaking down silos and getting stuff done Work trauma Dealing with burnout What does the future of work look like? Follow this podcast on Apple Podcasts.

We're living in a time of unprecedented disruption in Talent Acquisition. Exponential advances in AI, shifting attitudes toward work, the ever-shrinking life span of skills, aging populations, and global workforce accessibility are all converging to create a revolutionary moment in our industry. Any one of these factors would be transformative on its own, but together, they demand a completely new approach to how we attract, hire, and retain talent. TA Leaders know that getting their transformation strategies right is crucial. It's not just about filling jobs; it's about aligning with long-term business goals and staying ahead of the curve. But with change happening so rapidly, simply reacting isn't enough. It is critical to anticipate what's next and ensure strategies remain relevant and effective in this fast-evolving landscape. There is a unique opportunity here to actively shape the future of talent acquisition. So, how can you get the strategic foresight you need to plan for such an uncertain future? Earlier in the summer I spoke about the tools and mindset required at RecFest UK. This episode is an audio recording of that presentation. In the presentation, I cover: The macro and micro forces driving change in TA Autonomous AI Agent Swarms An amazing but disappearing opportunity Can we predict the future? Is AI a Co-pilot or a Frenemy The six elements of Futurecasting Common cognitive biases to be aware of when planning for the future The TA Team of the future Behavior science and automation Developing the right mindset. In the recording, I refer to several podcast episodes that are excellent resources for future-focused TA thinking. You can get links to these episodes and a copy of my slides by going to mattalder.me/future. Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Traditionally, hiring has been anchored around getting the right talent into the organization. However, in these highly disrupted times, is this still the right way of operating? In our fast-changing world of work, looking at the skills needed to do the work offers organizations the flexibility to expand internal and external pools and consider outsourcing, offshoring, gig work, process improvement, and AI-driven automation as alternative ways of getting work the done. So how does this work in practice and what are the implications for the future of recruiting? My guest this week is Bruce Morton, Head of Strategy for Allegis Global Solutions. Bruce is a deep thinker about technology and the future of work and has some valuable insights into how some of the organizations Allegis works with are thinking differently about talent. Allegis has also implemented a large-scale automation program in its own business, which Bruce believes will facilitate a much more human-centric approach to recruiting. In the interview, we discuss: Reversing dehumanization in recruiting The evolving distribution of work Starting with the work rather than starting with the talent Using AI to identify skills at scale Assumed skills, self-reported skills, and certified skills. Outsourcing, offshoring, gig work and automation Developing automation strategies Augmenting rather than replacing people Process re-engineering Partnering or building Matching based on anticipating candidate needs What does the future of work look like Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The pandemic created a moment of realization and momentum about the importance of wellness at work and employers' role in this. Four years on from the the first Covid lockdowns, it has become apparent that an effective wellbeing strategy plays a vital part in talent acquisition and retention. So, how should employers consider their employees' wellbeing? What support can they offer, and how do the employer and employees benefit? My guest this week is Luke Bullen, VP of Wellhub in the UK. Wellhub connects employees to the best options for fitness, mindfulness, therapy, nutrition, and sleep. Luke has some fascinating and valuable insights on the latest thinking about wellness and its strategic importance to all employers. In the interview, we discuss: The continuing momentum around wellbeing and why it is a board-level issue The relationship between wellbeing and work Talent Acquisition, Productivity, and Retention The significant ROI of corporate wellbeing investments Are employers harming their employees? Being a catalyst that reduces barriers Thinking about wellbeing holistically What are the small steps every employer can take What does the future look like? Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here A whole new generation is entering the workforce at a time when work is changing for everyone. Getting the right talent is hard enough, but there are also considerable challenges in retaining talent and providing the right skills development to deal with the current speed of change in business and technology. So, how can employers take a holistic approach to talent acquisition, talent management, and L&D that resonates with a Gen Z audience and engages the wider workforce? My guest this week is Dilek Çilingir, Global Assurance Talent Leader at EY. EY has intensely focused on changing outdated perceptions around auditing as a career to bring new talent into the business. This is part of an overarching talent strategy that also focuses on upskilling and retention. In the interview, we discuss: The talent market challenges facing the audit profession An increasingly complex work environment Busting stereotypes and marketing auditing as an attractive career Flexibility and Well-Being How attitudes to work are changing Job hopping versus role hopping The importance of ongoing skills development On-demand tech-driven learning How AI is changing things What will the future look like from a talent perspective? Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 626: Taking A Strategic Approach To AI Ep 627: The Future Global Workforce Ep 628: The EVP & Employer Brand Landscape Ep 629: A Personalized Candidate Experience Ep 630: Assessment in Skills-Based Organizations Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Assessment is the one area of talent acquisition practice where we have proper peer-reviewed science about what is and isn't effective. Unfortunately, the use of science in assessment has tended to only happen in larger organizations and then not necessarily consistently. AI has the potential to change everything, making assessment technology faster and more accessible to employers of all sizes. However, there are huge dangers here. Not only does AI bring with it the potential for more bias in the process, things are moving so quickly that it may well be that some tech solutions coming into the market are built without due consideration of the fundamental principles of science and psychology that should be applied to assessment. So, what steps can TA Leaders take to ensure their technology is fit for purpose and embed a more strategic approach to assessment? My guest this week is Dr Charles Handler. Charles is the President & Founder of Rocket-Hire, an organization that designs, implements, and validates employee selection solutions. He is also a Futurist, working extensively to research and understand the impact of AI on the future of assessment. In the interview, we discuss: How assessment has evolved over the last five years Making the science more accessible and assessments more user-friendly The importance of properly evaluating assessment technology. The opportunities and threats of AI Finding a positive way to respond to the growing use of AI by jobseekers Skills-based hiring How to think more strategically about assessment What does the future look like Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here One key aspect of any journey to becoming a skills-based organization is having effective skills assessment strategies in place. This doesn't just apply to hiring and leadership development. Some of the most cutting-edge organizations are using assessment as part of the onboarding process to help understand the development needs of new employees. My guest this week is Simone Jacobi, Global Director of Talent Assessment at McKinsey. In our conversation, Simone talks about how McKinsey is gratifying assessments in its journey toward becoming a skills-based organization. In the interview, we discuss: What do skills mean at McKinsey? How McKinsey's talent acquisition process is evolving Broadening talent sources The advantages of gamifying assessment Onboarding and "Day One Readiness" assessments to help people become productive as quickly as possible Using Gen AI to Personalize Assessments Building individual skills profiles and mapping up skills development Reducing bias and using "Fairness Observers" when making people decisions What are the most essential skills for the future? Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here Providing a quality candidate experience remains a significant challenge for many organizations. This challenge has been intensified in recent years by evolving candidate expectations, volatile talent markets, shrinking TA teams, and technology that has yet to be designed with the candidate in mind. However, are we on the cusp of an era when technology, rather than making the candidate experience worse, can actually help provide the high-quality, personalized candidate experience we have all been seeking? My guests this week are Luke Smith, Talent Acquisition & Experience Specialist at Toyota GB, and Euan Cameron, CEO at Willo. This discussion offers many great insights into what personalization is possible now and what will be possible in the future. In the interview, we discuss: Toyota's customer-centric approach to candidate experience Automating the process Busting myths about video interviewing Giving candidates control and flexibility Reducing bias in Recruitment Marketing Wellbing the interview process Sentiment analysis What does the future look like? Download Willo’s “Hiring Humans” eBook Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like? My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic. In the interview, we discuss: The background to the research project and how it was carried out How things have changed in the last three years DE&I as a focus for employer branding Key metrics to get senior stakeholder buy-in and future investment Is employer branding still considered important by organizations? How happy are employers with the current state of their EVP? Building agility and flexibility into the brand research process to ensure relevancy Changing employee attitudes to work The evolution of employee stories The importance of belonging Differentiation and competitive benchmarking What does the future look like? Follow this podcast on Apple Podcasts

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Transform Talent Acquisition – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here The distribution patterns of the global working-age population are starting to change dramatically. North America and Europe both have aging populations and by 2040, the African continent, with a projected population of 1.1 billion, will have the largest workforce globally. So how are African countries preparing, and what opportunities are there for employers to tap into this mega talent market? My guest this week is Hilda Kabushenga, CEO of The African Talent Company. The African Talent Company is a group of pan-African businesses working together to bridge the talent gap in Africa via career development and recruiting solutions. Hilda gives us a unique insight into the current African talent market and its incredible future potential. In the interview, we discuss: How will global workforce demographics change over the next few years? Reskilling for the future for jobs where there is demand for talent Making interventions around the right skills, democratic access to opportunities, and job creation. How does upskilling work at scale? Delivering courses on WhatsApp to deal with data availability issues Opportunities for global employers to access African talent The potential impact of AI What will things look like by 2050 Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" – Download Now Trend Spotting – Find out how my digital course will help you shape the future of talent acquisition in your organization – Click Here It is becoming clear that company CEOs are taking AI very seriously, and it is starting to inform the strategic direction of many businesses. For example, 44% of CEOs responding to PwC's 2024 Annual Global CEOs survey believed that Gen AI will drive efficiency and boost profits in the next 12 months. It is now critical that Talent Acquisition leaders take AI seriously and build strategies that closely align with their business's strategic direction. Unfortunately, in most cases, this isn't happening with the urgency that the situation requires. So, what are the barriers here? Do we fully understand the challenges, and what can TA leaders do to ensure they stay in step with the rest of their business? My guest this week is Paul Maxin. Paul is a highly experienced Global TA Leader who has worked at a diverse range of major public and private organizations. Paul firmly believes in the importance of approaching AI strategically with a sense of urgency and shares some pragmatic advice on how best to achieve this. In the interview, we discuss: Why TA is out of step with the rest of the enterprise The challenges that stop TA from being strategic The importance of scenario planning Calls to action What questions should TA leaders be asking themselves? Data, measurement, and transparency Proving the strategic value of TA Auditing and the danger of AI being bias on steroids The continuing importance of the candidate experience An increasing risk of burnout What might the future hold? Follow this podcast on Apple Podcasts.

Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 619: TA On The Brink Of Revolution Ep 620: Hard Skills & Soft Skills Ep 621: Rain, Whisky and Robots Ep 622: Redefining Expertise Ep 623: An Inclusive Candidate Experience Ep 624: The TA Team Of The Future Ep 625: What’s Next For Generative AI? Follow this podcast on Apple Podcasts

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The hype around the arrival of Gen AI was off-the-scale crazy. Now that things have calmed down and the use of LLMs is starting to normalize, it can be easy to think that the hype was overblown. However, we are about to see some developments in technology that will change our mindsets entirely and start to bridge the gap between the initial hype and our current reality. My guest this week is Jack Houghton, Co-Founder of Mindset AI. Mindset AI uses cutting-edge AI technology in the HR and Learning space. Jack talks us through the potential of Autonomous AI Agents to change how we work forever and help some of the initial hype around AI become reality. In the interview, we discuss: The huge developments coming in the next 12 months How will removing the current friction in accessing Gen AI accelerate adoption? How Autonomous AI Agents will bridge where we are and where we are going. Tools, APIs, and logical reasoning How do AI Agents communicate in Swarms to build workflows and intelligently manage tasks? Ask use cases and Do use cases. What are the limitations and the implications for jobs? The importance of taking a strategic approach Where might we be in 3-5 years? Follow this podcast in Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Much of the conversation about the future of talent acquisition focuses on absolutes. The questions debated revolve around whether there will actually be a need for talent acquisition in the future, whether robots will do all the recruiting, and whether most jobs will even still exist. While these discussions are essential, they tend to polarize opinion and don't do much to move the industry forward. We need to have nuanced conversations about the practicalities of this transformation process and focus on the skills and roles that will drive the change we need. My guest this week is Andreea Lungulescu, Principal Talent Acquisition Partner at thermondo. Andreea strongly advocates for strategic talent acquisition and the importance of TA shaping its own destiny. She has done some significant work around the future roles talent acquisition will need and has some highly valuable insights to share In the interview, we discuss: Elevating the role of TA and making it strategic The importance of understanding rapidly changing business priorities How are employers responding to AI? The enthusiasm vs. implementation gap What are AI skills? Removing silos in the talent function Disrupting the traditional career framework in TA What TA roles might we see in the future? What skills do TA professionals need to develop What is going to happen over the next 18 months Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here When we talk about employers becoming more inclusive, the focus is often on big strategic thinking and a long process of organizational change. However, companies can often make significant progress by taking small steps in important areas. The quality of the candidate's experience is the critical first step in an organization's inclusivity, and recent data indicates that quality has been dramatically deteriorating over the last 18 months. So, what practical and immediate steps can employers take to be more inclusive with their recruiting? My guest this week is Advita Patel from Comms Rebel. Advita is a communication and workplace culture strategist who helps organizations cultivate a culture of inclusion. In our conversation, she shares practical, pragmatic advice on how employers can build inclusive candidate experience by improving the quality of their communication. In the interview, we discuss: The importance of inclusive communication Being a comms rebel How can the recruiting process be more inclusive? Job descriptions and degrees Recognizing bias Taking micro-steps The impact of poor communication on candidates What can employers and individual recruiters do to improve the candidate experience? The dangers of overly generic AI-generated language Candidates calling out employers in public Changing expectations of work and the importance of belonging Will AI make things better or worse? Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here It's been clear for a long time that the way we traditionally think about skills and expertise is out of step with our fast-changing and volatile world. This issue runs through the education system in many countries and also influences how employers attract and upskill talent. So, what are the innovative approaches that could solve this problem? My guest this week is Ed Fidoe, co-founder and CEO of the London Interdisciplinary School (LIS). LIS has been described as the most radical new university to open in decades. It offers degrees that use an interdisciplinary approach to solving some of the complex problems that business and society face. There are interesting lessons for employers here around the concept of interactional expertise. In the interview, we discuss: What is LIS, and why was it founded? Building networks of knowledge Connecting academic learning to the workplace Enhancing employability by addressing the current mismatch of expertise between college and the workplace Intellectual curiosity and problem-solving Cultivating diversity of thought through diversity of background The power of interactional expertise in the knowledge economy What future skills will be needed in an AI-driven world? Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here If you listened to the TA Leader interviews in Episode 619, you'd know that Recruiting Future recently collaborated with The Chad & Cheese podcast to host two face-to-face unconference-style events in Edinburgh and Glasgow. On the day between the two events, we decided to combine podcast recording with tourism. What better way to do this than to use a campervan as a mobile recording studio and drive around the southeast of Scotland, taking in some of its world-famous coastal views? Well, that was the plan anyway. Our plans took an unexpected turn as the weather had other ideas. But this led to some exciting impromptu discussions on AI and the future of work, sparked by a tour of a two-hundred-year-old whisky distillery, a flying visit to a seven-hundred-year-old castle, and a trip to the beach. In this episode, we discuss: Is the resume dead? What's going on with skills-based hiring The differences and similarities between talent acquisition in Scotland and talent acquisition in the US Attitudes to risk The tricky balance between robots and humans What does the long-term future look like Do we have the right attitude towards the future as an industry? AI is already taking TA jobs. Why smaller employers may have an advantage What happens when AI is just baked into everything? What is going to change in the next three years Follow this podcast on Apple Podcasts.

Get my free whitepaper "10 Ways AI Will Transform Talent Acquisition" - Download Now Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here The shortening shelf life of skills, shifting business priorities, and the surge in AI-driven job applications are compelling many employers to rethink their candidate assessment and selection processes. This shift towards skills-based thinking is fostering greater integration between talent acquisition and talent management. By combining data on soft skills, hard skills, and career aspirations, employers can leverage a unified dataset to gain a comprehensive view throughout the entire employee lifecycle. So how can this be done, and what advantages can it bring? My guest this week is Jason Putnam, the CRO at Plum. Jason has been driving the charge around the scientific assessment of soft skills for a while and has recently incorporated data on hard skills into their methodology. Jason has some important insights to share on the future of assessment and the implementation of skills-based hiring. In the interview, we discuss: How the market is evolving The changing balance between talent acquisition and talent management TA's responsibility for retention Combining hard skills and soft skills Pace paradox versus business latency Focusing on the skills you need rather than the skills you have The evolution of the recruiting process Building alignment between talent acquisition, talent management, and hiring managers The importance of one universal dataset The role of AI Follow this podcast on Apple Podcasts.

Download My Free Whitepaper - “10 Ways AI Will Transform Talent Acquisition” https://recruitingfuturefeast.com/transform Check out my new course on planning strategically for the future - Trend Spotting https://matt-alder-s-school.teachable.com/p/trendspotting Round up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives you my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 611: Doing Hiring Differently Ep 612: AI-Powered Job Seekers Ep 613: Talent Automation Ep 614: Reinventing The Recruiting Process Ep 615: Building Inclusive Hiring Practices Ep 616: AI And The Art Of The Possible Ep 617: The Practicalities of Skills-Based Hiring Ep 618: Breaking The Rainbow Ceiling Follow this podcast on Apple Podcasts A full transcript will appear here shortly