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

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 During May, Recruiting Future combined forces with The Chad and Cheese Podcast to run two face-to-face TA leader meet-ups in Edinburgh and Glasgow. TA is on the brink of a revolution, and people expect significant changes in the coming months and years. While there was some anxiety about potential future scenarios, there was genuine excitement around the potential of AI, skills-based thinking, and a more integrated approach to talent, making recruiting better for everyone. This episode features eight industry leaders talking about the practicalities of the revolution ahead: Danny Caines - HR Project Manager International Talent Acquisition at Babcock George Dobbin - Global Head of Talent Acquisition and Development at Sabio Susan McRoberts - Independent HR Consultant Nicki Paterson - Chief Growth Officer at Solutions Driven Euan Cameron - CEO at Willo Nicolle Sinclair - Talent Engagement Leader at Diageo Euan McNair - Talent Acquisition, Inclusion, and Brand Director at Aegon Jo Grant - Employer Brand Manager UK and Ireland. 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 Currently, there are only four LGBTQ+ CEOs in the Fortune 500 and none in the FTSE 100. This really illustrates the hidden challenges and differences in professional opportunities for LGBTQ+ people, especially when it comes to promotion and recruitment into senior roles. Many employers publically say that improving diversity and inclusion in their workforce is a significant priority, but this will only truly happen with appropriate representation at the top of the organization. My guest this week is Layla McCay, Director of Policy at the NHS Confederation and author of a new book called "Breaking The Rainbow Ceiling." Layla shines a light on the challenges that LGBTQ+ people face at work and offers advice on how companies can recognize and address the barriers and build a more inclusive workplace where everyone can thrive and succeed. In the interview, we discuss: Why she wrote the book The barriers that prevent LGBTQ+ people from being hired or promoted into senior roles Roles models and self-esteem Conscious and unconscious bias Managers reinforcing imposter syndrome. Understanding different experiences Allowing people to do their best work Intersectionality Equity in talent management Advice to employers on inclusive hiring 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 Skills-based hiring is not just a passing trend; it's a significant shift in the recruiting landscape. Many employers are eager to unlock its advantages in terms of flexibility, diversity, economic efficiency, and dealing with talent shortages. But is there a gap between theory and practice regarding understanding and implementation? Over the last few months, experienced TA leader Adrian Thomas and myself have partnered with Neil Kelly at Vector on some research to uncover the realities and practicalities of skills-based hiring within large global employers. Neil and Adrian join me on this episode to discuss the findings, some of which are quite surprising, and to look at what employers need to do to advance with skills-based hiring. In the interview, we discuss: Why and how we did the research Motivations for being skills-based Some surprising findings The problems with skills taxonomies Talent Acquisition and Talent Management Training Hiring Managers The way forward for skills-based hiring Download our report " Skills-Based Hiring, The Gap Between Theory and Practice” 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 Podcasting at events and conferences is one of my favorite things to do. I love the joy of seeing people face to face, and you get the opportunity to access a broad range of views and expertise around the topics shaping the industry. At the beginning of May, Recruiting Future was an official media partner of The HR Technology Conference Europe in Amsterdam, the first time the event had been held outside of the US. AI was a central theme in the discussions, and I was eager to gather insights on the current use cases of AI tools, as well as the potential future implications. The first voice you will hear is Rebecca Carr, CPO and acting CEO of SmartRecruiters, talking about AI as a co-pilot and its potential to enhance the very human aspects of recruiting. Next up after Rebecca is my friend and co-author, the ever-present Mervyn Dinnen, talking about his concerns about the impact of AI on employee experience and creativity Finally, I spoke to Norwegian entrepreneur Eivind Arnsten about the AI employer lawyer his company is building and the potential for widespread automation throughout HR processes and activities. 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 Inclusive hiring is vital to building inclusive organizations, and the benefits of getting it right are considerable, both at a human and a business level. Recognizing bias, standardizing hiring manager behavior, and analyzing data are just some of the things employers need to consider to be more inclusive in their hiring. My guest this week is Sarah Harnett, Senior Director of People Business Partners at Greenhouse Software. In our conversation, Sarah talks us through the steps that Greenhouse has taken to build an inclusive culture through inclusive hiring practices. In the interview, we discuss: What does it take to build a diverse workforce? Understanding your employee's experience Hiring as a starting point for building an inclusive culture ERGs as a vehicle to empower people Dealing with systemic bias Inclusive hiring manager behaviors Structured hiring processes Connecting DE&I strategy to corporate strategy The implications of AI on inclusive hiring 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 pace of change in recruiting technology continues to accelerate, and with it come opportunities to improve hiring outcomes, streamline operational efficiency, and make much-needed improvements to the candidate experience. When you add in increasing volumes of applications driven by candidate use of AI and the differing wants and needs of a new generation entering the workforce, it becomes evident that we are on the brink of a profound transformation in recruiting processes. So, what are the most forward-thinking companies already doing? My guest this week is Hollie Powell, Recruitment Business Partner at EDF. EDF is reinventing its recruiting process for early careers and improving the candidate experience by carefully balancing technology and automation with high-quality human interaction. In the interview, we discuss: The early careers strategy at EDF Increasing volumes of applications through candidate use of AI How EDF is evolving its recruiting process The enormous benefits of effective video interviewing Speeding up the process to improve the candidate experience Ensuring high quality human interaction during the process Using an organization wide strengths-based framework Keeping up with changing candidate wants and needs Planning for the skills shortages of the future Consumer brand versus employer brand How will early careers evolve in the coming 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 As I've said many times before, automation in recruiting and HR is inevitable. This means that every TA and HR leader should be thinking strategically about automation, its implications, and, most importantly, the value that it will add right now. So what are the benefits of automation, and where and how should talent functions be automated? My guest this week is Brandon Sammut, Chief People Officer at Zapier. Automation is in Zapiers corporate DNA, and they are successfully using it to drive their talent density strategy through automation in recruiting, onboarding, and skills development. In the interview, we discuss: What Talent Density means at Zapier and how they built it Focusing on what is uniquely human Being transparent about a remote-only employee experience T shaped talent Automated Onboarding Using automation to solve hard problems and make things more personal at scale. Experience design and empathy Understand where to apply automation and where not to apply it. Developing AI skills across the business What will the future look like? 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 job seekers' use of AI tools in the application process has profound implications for talent acquisition. Many employers report a significant increase in application volume, and there is a potential technology arms race as employers and job boards attempt to use AI to identify AI. While this may help in the short term, it won't work in the long term, and is job seeker AI use even a bad thing? My guest this week is expert job board consultant Alexander Chukovski. Alexander has been doing a deep dive into how job seekers use AI and its implications for recruiting. He has valuable insights about job seeker verification and its potential to create win-win situations for candidates, job boards, and employers. In the interview, we discuss: The implications of a new generation of AI-savvy job seekers The different ways job seekers are using AI include ATS integration The drawbacks and risks for candidates using AI tools A pointless tech "arms race." Why is it difficult to spot the use of AI in CVs and applications? How should the industry respond? The rise of verification technology What can be verified now and what might be possible in the future The importance of job seekers owning their data 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 Trend Spotting - Find out how my digital course will help you shape the future of talent acquisition in your organization - Click Here Many aspects of how companies hire talent have been set in stone and unquestioned for decades. Even if Talent Acquisition wants to drive change, the power of accepted wisdom among hiring managers and the C-Suite is difficult to challenge. So what happens when the CEO of a business champions a completely different way of doing things? My guest this week is Jeff Dewing, Group CEO at Cloudfm. Jeff's story is amazing, and his approach to business is encapsulated in the title of his book, "Doing The Opposite." When it comes to hiring, Jeff has challenged conventional wisdom around interviews and skills head-on with some spectacular results. I loved this conversation, and it is an absolute must-listen for everyone. In the interview, we discuss: Jeff's rollercoaster journey to get where he is today Where everyone needs autonomy, mastery, and purpose Why Cloudfm no longer use interviews in their hiring process and what they do instead of Removing the risk in hiring Achieving a 95% recruitment retention rate Individual career plans and ups killing Giving people autonomy about how and where they work. The office as a creative, problem-solving collaboration space The impact AI will have on the future. 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 Round Up is the monthly show on The Recruiting Future Podcast channel that highlights episodes you may have missed and gives my take on some of the key learnings from the guests. Episodes mentioned in this Round Up: Ep 604: Building Talent Pipelines With Internships Ep 605: Can AI Be Biased? Legal Implications for Hiring Ep 606: Empowering Gen Z & Building A Social Brand Ep 607: AI Powered Talent Acquisition Ep 608: Transforming HR Ep 609: Building A Neuro-Inclusive Hiring Process Ep 610: Future Skills Scottish Meet Ups AI Whitepaper Recruiting Future YouTube channel 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 becoming evident that we are at a critical pivot point for talent acquisition. While the debates around AI are sucking up most of the attention, massive shifts are happening in terms of the shelf life of skills, ongoing challenges with skills acquisition, and upskilling people for a very different future world of work. So, how should employers think about skills, and how can talent acquisition gain the future focus it needs to drive organizational value? My guest this week is Lisa Monteith, Head of Talent Acquisition and onboarding for HSBC UK. In our wide-ranging conversation, we talk about the skills challenges facing organizations and the importance of taking a long-term view. In the interview, we discuss: Current talent acquisition challenges Selling work as a product The shortening lifespan of skills Providing easy access to learning Total talent thinking Learning agility, curiosity, and other skills for the future Failing education systems and disappearing entry-level jobs Individual responsibility for learning Neuroinclusion in the recruiting process and the danger of homogenization How does talent acquisition need to re-invent itself for the future? Follow this podcast on Apple Podcasts. A full transcript will appear here shortly.

Somewhere between 15% and 20% of the population is neurodivergent. The majority have yet to receive a formal diagnosis, and a significant number of those with a diagnosis choose not to share it publically. Over the last few years, we've seen a growing number of employers taking steps to be more neuro-inclusive, which is great to see. However, there is still a long way to go with recruiting, as most hiring processes contain significant barriers for neurodiverse people. There is also a danger that the move to AI-driven recruiting may make things worse if neuro-inclusion isn't proactively prioritized. So, what steps can employers take to embed neuro-inclusion in their recruiting processes effectively? My guest this week is Tania Martin, a neuro-inclusion consultant who was previously Head of EY's Neuro-Diverse Centre of Excellence in the UK and Ireland. In our conversation, Tania discusses the shortcomings of the traditional recruiting process and how we can rethink it to be better for everyone. In the interview, we discuss: Harnessing neurodiversity in the workforce How EY's Neuro-Diverse Centre of Excellence was set up Why can making recruiting processes more neuro-inclusive be good for everyone? Accessing untapped pools of talent Intimidating job specs Assessment and spiky profiles Helping people to show their best selves during the interview process Educating hiring managers The role of technology What will neuro-inclusion look like for future generations in the workforce? Follow this podcast on Apple Podcasts.

Economic challenges, technology innovations, changing attitudes to how and where we work, and a new, very different generation entering the workplace. These are just some of the forces driving change across the whole of the people function. In this second compilation episode of interviews I recorded at Transform earlier in the year, I speak to two of the most innovative HR Executives out there about the changing Talent landscape. My first guest, Donald Knight, Chief People Officer at Greenhouse, shares his insights on the current challenges for CPOs, the importance of developing curiosity, and the need to eliminate the laggard approach that has categorized HR for so long. My second conversation is with John Baldino, President of Humareso. This was the final interview I recorded at the conference, and we reflect on the event, our key learnings from it, and the future of HR in an AI-driven world. Follow this podcast on Apple Podcasts.

It's been nearly 18 months since ChatGPT launched and sparked a lively debate about the future of Talent Acquisition. While it's important to consider the long-term implications, a crucial part of building a strategy is embracing the potential of current technology through experimentation and skill development. My guest this week is Andy Headworth, Deputy Director of Talent Acquisition at HMRC. Over the last few months, Andy's team has gone from lunchtime AI experimentation sessions to rolling out the platform they created across their organization. This has driven radical improvements to their hiring process, improving its quality while simultaneously saving many hours of hiring manager and recruiter time. Andy shares its impact, the lessons they have learned, and his advice for TA leaders on building strategies for an AI-driven future. In the interview, we discuss: The recruiting challenges at HMRC Experimentation, learning, and being brave with your thinking Understanding the problem you are trying to solve Revolutionizing the hiring manager experience Building platforms using publically available tools and data Implications for TA and HR software vendors The use of AI by candidates Advice to TA leaders What does the future look like? Follow this podcast on Apple Podcasts. A full transcript will appear here shortly.

A few weeks ago, I spent a couple of days recording at the excellent Transform conference in Las Vegas, and this is the first of two episodes with a compilation of some of the conversations I had. My first guest is Danielle Farage, a renowned Gen Z Futurist, Educator, and Community Builder. Danielle shares her perspective on why it's crucial to give Gen Z a voice and discusses the current employee experience for the newest generation in the workforce. My second conversation is with Recruiter and Creator Joel Lalgee. Joel talks about his journey to reaching an incredible 600,000 followers across various social media platforms. He shares his insights on how recruiters and employers should use a combination of short-form video and face-to-face experiences to build an influential brand. Topics we cover: The disconnect between the C-Suite and early career talent Including younger voices in the conversations defining the future of work Advice on building the workforce of the future Helping Gen Z develop their careers is an appropriate way for the times we live in What will work look like in five years? Producing high-quality content for TikTok and Instagram Why TA is missing a massive opportunity Being Omnichannel and building relationships and trust Follow this podcast on Apple Podcasts.

Talent Acquisition stands on the edge of revolution, with AI tools promising to make recruiting faster and more effective. But will it make hiring fairer? Recruiting and HR are already a key focus for governments as they develop legislation for AI, and employers are already at risk of breaking existing laws if they use AI tools that discriminate against protected groups of people. My guest this week is Commissioner Keith Sonderling of the EEOC. In our conversation, we talk about the benefits and risks of using AI in hiring, what employers need to know to ensure compliance with existing laws, and the new regulations many countries will implement shortly. In the interview, we discuss: Background context of The Equal Employment Opportunity Commission (EEOC) Bridging the gap between policy-making and HR practice What advantages does AI bring to talent acquisition? The potential for technology to make clearer, more transparent hiring decisions than humans The dangers AI poses if incorrectly implemented How AI is used in hiring already falls under existing employer equality legislation. Who is liable, the employer or the AI vendor? The EU AI Act and New York City Law 144 Are there common themes in new AI legislation being developed around the world? Reskilling, upskilling and changing dynamics in the workforce What does the future look like? Follow this podcast on Apple Podcasts.

Many employers regularly offer internships, but the role of these internships in long-term hiring strategies can be pretty tenuous. So what happens when a company puts internships at the centre of its hiring strategy and proactively leverages this to build long-term pipelines of valuable talent? My guest this week is Leah Bourdon, Vice President of Talent at staffing and consulting firm ALKU. For several years, ALKU has made internships the heart of its resourcing strategy. In our conversation, Leah shares precisely how they do this and the considerable benefits and value it drives. In the interview, we discuss: The market for recruiting recruiters Having a unique focus on entry-level talent The employer brand of a career in recruiting Training interns during the school year Faster ramp-ups and higher retention rates Talent spotting How are the skills needed to be a recruiter changing Training interns in the same way as full-time employees How will recruiting change over the next five years 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 597: Talent Acquisition Excellence Ep 598: Building Exec Search In House Ep 599: Data Sophistication Ep 600: Did We Predict The Future? Ep 601: Quiet Hiring Ep 602: The Skills Mismatch In Hiring Ep 603: Talent Lessons From Elite Sport Follow this podcast on Apple Podcasts

Companies can learn a massive amount from elite sports in terms of spotting and nurturing the talent required to build highly effective teams. Having an adaptable, flexible, and self-aware mindset is critical in these disruptive times, and professional sports have coaching models that can help leaders develop this mindset in their teams. I was lucky enough to speak to former England Cricket Captain Sir Andrew Strauss at the recent Transform conference in Las Vegas. After his playing career finished, Andrew ran elite cricket in the UK for four years. He is now the co-founder of Mindflick, a high-performance coaching business that uses psychology and technology to make the lessons from elite sports accessible to companies. In the interview, we discuss: What can elite sports teach business about leadership? Learning how to be adaptable in dynamic environments The importance of self-awareness Understanding how teams react under pressure What makes top talent Understanding and accepting weaknesses The role of technology Getting buy-in and building an emotional connection with a group vision Follow this podcast on Apple Podcasts.

Skills-based hiring is a hot topic as many employers seek to better understand the skills they need in their businesses both now and in the future. With the shelf life of hard skills shortening by the day, companies need to bridge the gap between talent acquisition and talent management to ensure that they are hiring for the skills that actually drive value for the business. My guest this week is Jason Putnam, CRO at Plum. Jason has tremendous experience in the industry and is continually talking to senior corporate leaders about their skills strategies. He has some interesting and unique insights to share, and this is a must-listen for everyone trying to make sense of skills-based hiring. In the interview, we discuss: The current market challenges Are companies prioritizing talent management over talent acquisition? How is the relationship between the talent management and talent acquisition function evolving? The shortening shelf life of hard skills and the importance of soft skills The mismatch between the skills employers hire for and the skills they actually value in their organizations Skills and productivity Are mapping skills within the organization necessary or even possible? How job seekers' use of AI will change talent acquisition. What does the future look like Follow this podcast on Apple Podcasts.

Skills shortages, shortening skills lifespans, digital transformation, the AI revolution, hiring freezes and layoffs. These are just some of the factors currently reshaping how companies think about talent. It's clear that this level of disruption is now the new normal rather than a short-term trend. So, how do TA teams respond, and what role do they have in helping employers redefine their thinking about talent, skills, and hiring? My guest this week is Rich Wilson, CEO and Co-Founder of Gigged.Ai. Before he became a founder, Rich had a successful career as a recruiter and spent time as a Gartner analyst specialising in digital transformation and the future of work. In our conversation, we discuss skills-focused strategies to reinvent hiring and the part TA teams have to play in this critical transformation. In the interview, we discuss: Skill shortages and layoffs The shortening lifespan of skills Switching from cap-ex to op-ex Future of work trends How AI is creating new workforce opportunities Internal mobility, upskilling, reskilling and contingent hiring New ways of getting skills into the business Talent sharing and open innovation How does TA need to think differently about talent? What will the talent space look like in five years? Follow this podcast on Apple Podcast.

I launched Recruiting Future nine years ago to attempt to understand the future of talent acquisition. Back then, social media was the biggest driver of change, and we were starting to realize how much new technologies would change the world. Predicting the future is always risky; however, if you approach things correctly, you can spot the trends that will stick and get a sense of what is likely to happen. I'm actually launching a short digital course next month to teach you some tools and techniques to do this. You can join the VIP waitlist for early access and a discount by going to mattalder.me/course Back to the 600th episode. To celebrate this landmark, I invited my long-time collaborator and co-author, Mervyn Dinnen, to a studio in London to explore just how accurate some of the predictions we made in a whitepaper back in 2016 about the future of work were and to discuss what we think will happen over the next decade. There is also a video version of this podcast that you can find by following the link in the show notes. In the interview, we discuss: When I first told Mervyn I was launching Recruiting future Tasks, not jobs, in a skills-based future How the pandemic accelerated trends that were already there Is "return to the office" HR's version of the culture wars Why we thought recruiting would be "Tinderized." The long-predicted demise of the resume Talent Marketplaces What does the next ten years look like Total Talent Thinking Where is the humanity in the AI-driven future of work? What is going to happen over the next 12 months Watch the video version of this episode on YouTube Follow this podcast on Apple Podcasts.

We live in a world of work where understanding, interpreting and telling stories with data has never been more critical. Although Talent Acquisition has become more data-centric in recent years, many TA functions rely on summary statistics that don't provide a sophisticated enough platform to use data to inform and influence their organizations properly. So, what can TA leaders do to make their data strategies more effective? My guest this week is Ben Porr, Chief Customer Officer at Harver. In our conversation, Ben offered some highly actionable advice TA leaders can follow to level up and tell compelling stories with data. In the interview, we discuss: Why data is so essential in TA Answering questions with data rather than with opinions or assumptions What organizations are missing out on if they only use summary statistics What are the innovative organizations doing? AI and automation What are the most critical data sources? Pivot table versus data visualization Human in the loop Using data to shift strategies How AI will empower decision-making based on smaller sets of data What will the future look like? Follow this podcast on Apple Podcasts.

Executive Search is often considered so specialized that it should always remain the preserve of Exec Search agencies. However, an ever-increasing number of large employers are now choosing to build in-house executive search functions. So what are the advantages of doing this, how do you do this, and what is the ongoing impact from tighter talent markets and innovations in technology My guest this week is Katie Howard, Global Talent Acquisition Luxury and Lifestyle Lead at IHG. Katie made the switch from Search Agency to in-house just over a year ago and has been helping set IHG up for success in a highly competitive market for senior talent. In the interview, we discuss: The difference between agency and in-house The current challenges in the senior talent market within luxury hospitality How IHG differentiates itself Approaching and engaging with global talent pools Non-linear careers and talent mobility Managing stakeholders in large matrix organizations Making the candidate experience match the luxury guest experience DE&I Rethinking onboarding Advice for anyone setting up an in-house function The role of AI in executive hiring What does the future look like? Follow this podcast on Apple Podcasts.

I was delighted to hear two of my regular guests on Recruiting Future were writing a book together. “Talent Acquisition Excellence” by Kevin Wheeler and Bas Van De Haterd is now available, whether you get your books, and it is brilliant to welcome them both back to the podcast to talk about it. Kevin is the founder of The Future of Talent Institute and is highly respected for his skills in predicting how Talent Acquisition and HR will develop and evolve. Bas is a consultant whose keen sense of curiosity has helped him map the evolution of assessment technology and deliver an annual state-of-the-nation report on corporate career sites. In our conversations, they bring different perspectives to the concept of Talent Acquisition excellent, offer some actionable advice and give us a sense of what the future might hold. In the interview, we discuss: What is talent acquisition excellence? Why AI could be more disruptive than the invention of the Internet Shifting mindsets Improving selection by using science Driving the evolution of recruitment marketing How the recruiting function will change, and what skills will recruiters need Why employers aren't moving quickly enough Where will TA be in a year? 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 591: Is AI Changing Jobseeker Behaviour? Ep 592: Understanding Skills Ep 593: The Career Forward Mindset Ep 594: Recruiting Data Science Skills Ep 595: Proving The Value Of Talent Acquisition Ep 596: Expectations and Experience Follow this podcast on Apple Podcasts

It is almost four years since the first pandemic lockdowns, and even now, it doesn't seem long enough to get a proper perspective on how much the pandemic has changed things. It is already pretty clear that expectations of and attitudes to work have shifted considerably, with significant implications for recruiting and retention. My Guest this week is Annette Andrews, Founder & Director of Acaria Coaching and a former Chief People Officer. Annette works with large organizations to help them adjust their people practices and policies to align with the post-pandemic perspectives of their employees and future employees. She has some valuable insights on what employers need to do to attract and retain the talent they need. In the interview, we discuss: The current challenges for employers and why these are different from what we've seen in the past. Benefits, culture and wellbeing Showcasing the employee experience Implications for retention The human impact of a deteriorating candidate experience Five generations in the workforce Dealing with systemic ageism Talent mobility across industries and disciplines Changing the structure of the people function. How technology will shape the future Follow this podcast on Apple Podcasts.

These are turbulent times for talent acquisition, particularly for those teams operating in the technology sector. Despite the continuing demand for technology skills, layoffs are still happening, with many TA teams now considerably downsized from where they were a couple of years ago. Proving TA's strategic and monetary value has never been more critical, so how can TA leaders make their business case against such a challenging backdrop? My guest this week is Sam Bethoud, VP of Talent Solutions at hackajob. Sam combines his experience working with a vast number of talent acquisition leaders with hackajob's huge dataset to provide some excellent insights into the tech recruiting market and highly actionable advice on tactics TA can employ to prove the scale of its value to the business. In the interview, we discuss: The current state of the tech recruiting market TA's commercial impact How does TA create measurable monetary value? The importance of data How else can TA be strategic? Changing job seeker behaviour What impact will AI have on the future? Follow this podcast on Apple Podcasts.

With the development and adoption of AI accelerating at an unprecedented pace, the demand for data scientists and data skills in general is snowballing. To recruit successfully in this competitive talent market, TA teams must understand the specific data skills their organisation needs and the intrinsic career motivations of the data professionals they seek to engage with. My guest this week is Akshay Swaminathan, Head of Data Science at Cerebral and co-author of a new book called "Winning With Data Science". In our conversation, Akshay offers an insider view on the data science talent market, what motivates data scientists to move companies and the most effective recruiting process for people with this skillset. Essential listening for anyone recruiting data science professionals or working in talent markets with similar skills shortages. In the interview, we discuss: The growing demand for data science professionals The specific data skills that employers currently need Is there any consistency in data science job titles? What would motivate a data science professional to move jobs? How should recruiters source and engage in this talent market What type of hiring process will drive the most successful outcomes? Gig working and fractional working Creating business value from AI What skills will be needed in the future as the development and adoption of AI ramps up? Follow this podcast on Apple Podcasts.

Work and jobs are changing, and the speed of change continues to accelerate. Whether you are in the fourth decade of your working life or looking for your first job, managing a career against this background of disruptive, often unpredictable change is a challenge for everyone. Things are also being made worse by continuing pay inequality and workplace bias. My guests this week are Grace Puma, the former COO of Pepsico and Christiana Smith Shi, the former President of Direct to Consumer at Nike. Grace and Christiana have recently authored a book called "Career Forward - Strategies from Women Who Have Made It". The motivation behind writing the book was to empower women to maximise their career journey, get paid what they are worth and navigate the unexpected shifts that happen in the current world of work. There is some excellent advice here that Grace and Christiana believe is applicable to everyone looking to develop their career in our turbulent times. In the interview, we discuss: The Career Forward Mindset Having a "Cardinal Direction" instead of a North Star The importance of mentors and sponsors Steering into the skid to deal with unexpected challenges Building career equity Dealing with pay inequality Reinventing work-life balance How can employers make the workforce fair and equitable? Follow this podcast on Apple Podcasts.

The shelf life of skills is getting ever shorter, which has significant implications for talent acquisition. It is essential that TA leaders take an active role in developing the overall skills strategy for their business. If employers want to be effective skills-based organizations, it is clear that talent acquisition, talent management, L&D and strategic workforce planning must be closely aligned. My guest this week is Malcolm Taylor, Head of Capability at the UK Health Security Agency. In the last few years, Malcolm has led a highly effective initiative to use data to drive upskilling, talent development and talent acquisition. In our conversation, he shares valuable insights on skills strategy and some interesting perspectives on the likely role AI will play in L&D in the future. In the interview, we discuss: Why upskilling is so essential in 2024 The shortening life cycle of skills Engagement and retention Teaching people how to learn Mapping skills within the organization Can AI create a common skills language across professions? Data-driven decision making Community-based learning The role of TA in skills-based organizations The importance of removing silos in the people function. What does the future look like? Follow this podcast on Apple Podcasts

Conversations about AI's impact on recruiting tend to focus entirely on the employer and recruiter viewpoint. However, it may well be that the most potent force of change for talent acquisition comes from AI-facilitated shifts in jobseeker behaviour. Employers are already seeing a rise in applications they suspect are being driven by AI tools that facilitate bulk applying. The use of LLMs to create or edit resumes is undoubtedly widespread, and we are also seeing examples of AI being used to hack online interviews and assessments. There is still much debate about where these activities fall on the scale, from legitimate assistance to outright fraud. What is very clear, though, is that this is an unstoppable tide that will have severe implications for recruiting processes. What do employers do when they are inundated by applications perfectly tailored to the role that are impossible to assess using current tools and techniques? My guest this week is Richard Collins, Co-Founder of CV Wallet. Richard has decades of experience in recruitment marketing and talent acquisition. He has recently been diving deeply into the issues caused by jobseeker use of AI and how the solutions to the problems might make recruiting better for everyone. In the interview, we discuss: The current talent marketplace AI-driven changes in job seeker and applicant behaviour The potential impact on the recruiting process Challenges of dealing with an increasing volume of applications Unreliable applicant data Pre-qualifying and pre-verifying without creating friction in the process Will we see a revolution in assessment and selection? How do we define what is cheating or fraud? A shift to assessing soft skills How does recruitment marketing need to adapt A cost-per-qualified application model Proactive versus reactive change How much change will there be in 2024 What does the future of recruiting 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 584: Talent-Centered Design Ep 585: Embracing Automation Ep 586: Removing Silos to Improve Hiring and Retention Ep 587: Getting The Basics Right Ep 588: AI, Background Checks and Quality of Hire Ep 589: Talent Acquisition As A Competitive Advantage Ep 590: The Road To 2030 Follow this podcast on Apple Podcasts.

The last few years have taught us that no one can predict the future. However, you can develop the insight necessary to make accurate forecasts with the right combination of trend analysis and strategic thinking. We are currently in a period of accelerated change in talent acquisition, and it is essential to understand the direction of travel even if we can't predict the final destination. We must anticipate the skills that will be required in the future, how we can recruit them, and how talent acquisition must change to be fit for this new purpose. My guest this week is Russell Beck, Director of Inspiration at ImagineThinkDo and author of a new book called "The World Of Work to 2030". The book looks at the megatrends shaping the future, and Russell's background and experience in RPO means he can provide some relatable insights into the likely future of talent acquisition. In the interview, we discuss: Six megatrends shaping the future Future skills and how we hire them AI is removing your uniqueness. From STEM to STEAM Artistic engineers The cost of bad hiring How does TA need to change How can we future-proof our careers? Follow this podcast on Apple Podcasts.

As the debates about the future of talent acquisition rumble on, it's important to focus intensely on the critical value effective hiring brings to the organization. Talent remains a key differentiator that drives competitive advantage for a company, and this will be even more true in the future. My guest this week is Simon Taylor, Head of Organization Effectiveness at Gap Inc., who has authored a forthcoming book called "Build Smart: A Blueprint for Building a High-Performing Organization." Simon has a TA background and, in the book, outlines just how critical hiring is for companies. In our conversation, he shares his insights into what makes great hiring and its role in high-performing organizations. In the interview, we discuss: Common talent issues companies are facing. How important is recruiting in 2024? Competitive advantage from high-quality talent acquisition The long-term impact of bad hiring What makes a great hire The importance of potential Upskilling hiring managers and changing their mindset How to get buy-in across the organization Leveraging data to illustrate opportunities Why AI will be huge for talent acquisition Listen to this podcast on Apple Podcasts.

Background checking is an area we've never really covered on the podcast. In the past, it has just felt like a necessary but very functional part of the hiring process. However, with the explosion in our digital footprints and the power of AI, that has now changed. So, how can background checks now help prevent workplace misconduct and improve the quality of hire? Where does AI fit in, and how can we ensure everything is legal and ethical? My guest this week is Ben Mones, CEO and Founder at Fama, an online screening technology company working with employers worldwide. If you haven't looked at what is happening in background screening for a while, this conversation with Ben will help you get up to date with what is possible. In the interview, we discuss: The impact of workplace misconduct Talent screening How background checks have evolved in the last 10. years The "Cambrian explosion" of digital information Using AI to unlock the signal from the noise The importance of applying human expertise and judgment The dangers of hiring managers doing their own checking How does AI-driven screening work Legislation, Compliance, Ethics and Bias Improving the quality of hire What does the future look like Listen to this podcast on Apple Podcasts.

With so much focus on potentially AI-driven disruptive change and debate about the future, it is sometimes easy to forget that many employers are still struggling to develop and leverage their culture, and some still lack basic standardized processes for talent acquisition and other aspects of the people function. Looking at what is happening in start-up and scale-up businesses is always interesting. They build business functions from a blank sheet of paper and often develop interesting new ways of thinking and working. My guest this week is Roza Szafranek, Founder and CEO at HR Hints. HR Hints acts as the external HR team to over 70 scaling companies. Roza has used this experience to develop the Culturivy method of building organizational cultures and processes, which she has shared in a recent book called Culturivy: The Power of Changing a Workplace. Roza believes employers should address some long-standing issues in TA, such as candidate experience and biased hiring processes. She also has a counterpoint view on the current efficacy of AI in hiring. In the interview, we discuss: Building and scaling organizational culture Managing a burnt-out workforce Leveraging culture to power engagement Practices, behaviours, and values How should companies think about talent? Strengthening the candidate experience Building a non-biased recruitment process Verifying candidates as a good match Will AI and Automation have the impact we think they will Listen to this podcast on Apple Podcasts

The ever-shortening shelf life of skills, fast-changing business priorities, ageing populations, and changing attitudes to work means that retaining the right talent is not only more difficult than ever, it is also likely to remain so for years to come. It's not surprising, then, that Talent Leaders are starting to think differently about the structure of their function to remove silos and foster collaboration between Talent Acquisition, Talent Management, L&D and other vital people functions. So what kind of overarching vision is needed to drive effective cross-function thinking, and what strategic role should TA play internally within the organization? My guest this week is Hélène Loine, VP of Human Resources at Ekkiden. Hélène has a background in recruiting, working at rapidly scaling companies. Her focus at Ekkiden is building a shared vision of employee experience to connect HR silos to improve hiring and retention. In the interview, we discuss: The TA challenges in scaling different types of business The importance of understanding your target audience Automation and AI Using technology and a shared vision to connect the silos in HR Different ways of thinking about talent Building a people-centric talent function Looking at employee experience holistically to drive retention Personalization How can TA use data and insights to contribute strategically inside the business? What does the future of TA look like? Listen to this podcast on Apple Podcasts.

As I've said before, automation is inevitable in talent acquisition. Automation can bring essential efficiencies and a vastly improved and personalized experience for everyone when done correctly. The question shouldn't be, do we automate; instead, TA and HR leaders need to ask what we automate and how we do it. My guest this week is Brigette McInnis-Day, Chief People Officer at UiPath. UiPath has been at the vanguard of Robotic Process Automation for several years, helping companies automate systems and processes across different parts of the enterprise. Brigette has deep expertise in automation and HR Tech and highlights some critical areas that TA Leaders should pay attention to. The first is using an enterprise automation platform to bring data, processes and quality of experience together across the entire organization. There is an assumption that TA tools will drive recruiting automation, and it is essential to understand that integrated company-wide automation strategies may dictate the pace of change. Brigette also highlights some excellent use cases, including how UI Path has automated onboarding to offer a quicker and more personalized experience. In the interview, we also discuss: How automation improves experience Why are HR and TA so hesitant about automation? How the employer/employee relationship has changed Automation driven personalization Thinking holistically and planning strategically The impact of automation on jobs and careers Listen to this podcast on Apple Podcasts.

There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution. Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function. So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change? My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on all of this experience to explain why talent-centered design is a critical foundation of the future of talent acquisition. In the interview, we discuss: The main talent challenges in 2024 What is talent-centred design? Building around talent rather than around jobs The accelerating shelf life of skills Real-time data and intelligence The role of technology Prioritising skills over job titles and previous experience Redefining talent management The future role of recruiters How much change will happen in 2024? Listen to 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 573: The Power Of Employee Value Propositions Ep 579: The Value Of Employer Branding Ep 582: Employer Branding With Gen AI Ep 576: Generative AI – A TA Progress Report Ep 578: The AI Hype Cycle Ep 574: Building A Successful TA Function Ep 575: RPO Evolution Ep 577: Hiring In Challenging Talent Markets Ep 581: An Inflection Point For Recruiting? Ep 580: A New Community For Women In TA Ep 583: Re-Inventing Your Career Listen to this podcast on Apple Podcasts A full transcript will appear here shortly.

It's been a brutal year for many in talent acquisition, with a lot of layoffs and a very tough job market, making it challenging to find other roles. This removal of certainty and stability has been mirrored in many different talent markets and looks like becoming the norm moving forward. Traditionally, switching careers and industries has been challenging, but will the rise of skills-based thinking change this moving forward? So, how do we think about careers moving forward, and what do employers need to do to ensure they are getting the right skills in their business? My guest this week is Ilana Golan, Founder and CEO of Leap Academy. Leap Academy is a coaching programme that helps professionals fast-track their careers by changing function or industry, by moving into leadership, or by making the jump to be an entrepreneur. In the interview, we discuss: How work and careers are changing Practical advice for job seekers Adapting, learning and re-inventing The challenging pace of change A mindset shift for employers Dealing with Ageism Rising above the noise The impact of AI What will career paths look like in the future? Listen to this podcast on Apple Podcasts. A full transcript will appear here shortly.

Most of the conversation around generative AI in 2023 has focused on its potential and future long-term strategic impact. However, many talent acquisition teams have been doing some hands-on experimentation with the tools to see what is achievable right now. My guests this week are Bryan Peereboom, Head of Recruitment at Wortell, and Friso Visser, Lead Recruitment Marketeer at Wortell. Wortell has been using generative AI to create recruitment marketing content this year that makes them stand out in the market. In our conversation, Bryan and Frisso discuss their experiences using the tools and their plans for an AI-first future. In the interview, we discuss: Standing out in a crowded market Using Generative AI to develop content assets Midjourney, Chat GPT, Dalle3, Runway and Opus Staying up to date with rapidly advancing tech Engaging hard-to-find audiences Is AI saving time and resources? Analysing data faster Automating processes while improving the candidate experience What is the future of talent acquisition? Listen to this podcast on Apple Podcasts.

Despite massive advances in technology and I/O psychology over the last 20 years, the recruiting process has stubbornly stuck with norms established nearly 100 years ago. There is a massive body of scientific evidence that debunks the effectiveness of resume-based screening. At the same time, narrow definitions of talent and inflexible thinking make it impossible for many employers to recruit the skills they need for their business. But are we finally about to see things change? Two potential catalysts are mass access to Gen AI, which threatens to break recruitment systems as employers become overwhelmed by automated applications and the rise of skills-based hiring being used to solve talent challenges. My guest this week is Caitlin MacGregor, CEO of Plum. Caitlin is on a mission to make recruiting fairer and more effective and help companies discover the true potential of their employees. Recruiting is changing, and this is a must-listen interview for anyone wanting to understand the direction the change is going in. In the interview, we discuss: Predicting long-term performance and retention How AI is amplifying the ineffectiveness of the recruiting process Mobility, retention and alternative pools of talent Challenging long-established norms Improving productivity by improving screening Connecting people to opportunities based on their strengths Democratising access to assessment Making data transparent and easy to understand How can employers accelerate their skills-based evolution? Understanding your bench The long-term future of recruiting How much change can happen in 2024? Listen to this podcast on Apple Podcasts.

One of the things that I love about our industry is the sense of community. Wherever talent acquisition professionals gather, whether online or face-to-face, at industry events, there is always a strong emphasis on peer-to-peer learning and support. My guest this week is Krista Tan. Krista is a TA leader and the founder of Talent Collective, a non-profit organization building a community to help support the careers of women working in talent acquisition. In our conversation, Krista discusses the motivations for starting Talent Collective and the benefits curated communities can bring. With so much disruption in the market, we also discuss the advantages of working fractionally and what the future looks like for talent acquisition. In the interview, we discuss: The story behind Talent Collective and its purpose Who the community is for Market expectations for 2024 The benefits of fractional working Advice for TA professionals looking to move to fractional What does the future of talent acquisition look like? Listen to this podcast in Apple Podcasts.

Previously, In Episode 573, we explored the power of Employee Value Propositions; I want to follow up by having a similar conversation about employer branding. As companies re-invent their employee experience post-pandemic or look to rebuild their reputation post-layoffs, employer branding has never been more critical, particularly for employers recruiting in challenging talent markets. Definitions are fundamental here because, in the same way that developing an EVP isn't employer branding, employer branding isn't recruitment marketing. My guest this week is John Tarrant, Managing Partner at DNA. DNA is a UK-based employer branding agency with an impressive client list and vast experience in helping employers develop employer brands that are compelling, distinctive, and drive tangible value for the organization. In the interview, we discuss: Recruiting challenges Increasing candidate expectations ESG, diversity, and values Problems caused by lack of metrics Emotion over logic Employer brand as a strategy to appeal to current and future talent Identity plus reputation Redefining talent How can employers rescue their employer brand? The impact of AI and technology What's next for employer branding Listen to this podcast on Apple Podcasts.

It does feel like 2024 could be the inflection point where we can push away the hype and start to see what impact AI is really going to have on talent acquisition. Continuing my end-of-year theme of trying to find the signal in all the noise around generative AI, I wanted to get the perspective of a TA technology innovation practitioner to help us understand more about what 2024 might bring. My guest this week is Tom Chevalier, General Manager at Appcast Labs, a division of Appcast that focuses on innovation and creating the next generation of recruiting technology. Tom and his team are literally building part of the future, and unsurprisingly, he has some valuable insights and important advice to share. In the interview, we discuss: Where we are in the AI Hype Cycle The bundling of AI into established TA technologies Seeing through the marketing spin Where are the most interesting investments being made? What problems does AI solve, and what new issues does it create? Transforming the recruiting process Disruption in contingent staffing Use cases Implications for the careers of TA leaders and recruiters Download a copy of Appcast’s 2024 Recruiting Trends whitepaper Listen to this podcast in Apple Podcasts.

Despite the recent increases in applications that some sectors are experiencing, there are still many talent markets with acute skills shortages where hiring is a considerable challenge. So, what long-term strategies are employers using to ensure they are recruiting effectively when talent is in short supply? My guest this week is Ellie Harte, Head of Recruitment at AtkinsRéalis. AtkinsRéalis is focusing strongly on skills-based hiring as well as using employer branding and employee advocacy as attraction tools to compete in a highly competitive market for talent. They also think long-term, working to champion STEM education in schools and inspire a future generation of engineers. In the interview, we discuss: Talent market challenges in the engineering sector From LVPs to a global EVP Aligning corporate brand, employer brand, and employee experience Managing attrition and growth Moving to skills-based hiring Working with schools to nurture STEM talent and challenge assumptions about engineering Using employees as brand advocates with authentic and genuine content Getting talent attention and showcasing culture rather than advertising jobs How skills-based hiring and AI will shape the future of talent acquisition. Listen to this podcast on Apple podcasts.

It's been a year since Generative AI burst onto the scene and took over the entire TA conversation for 2023. Some of the predictions made back then about its immediate impact on the world of work were out there, even for something that clearly has so much disruptive potential. So, one year on, where have we got to? What are the genuine use cases, what is still hype, and how will AI actually transform talent acquisition over the next few years? My guests this week, Adam Godson, President and Chief Product Officer at Paradox and Yael Florenthal, VP of Product at Paradox, are the perfect people to answer these questions. In the interview, we discuss: How AI has evolved in the last six months Slow gains but clearer potential Generative AI versus Conversational AI What AI can and can't do in the context of Talent Acquisition Where is adoption the quickest? TA process re-engineering What will things look like in two years and five years? Emotional work versus repeatable tasks Implications for recruiters and their careers AI and Job Seekers Advice TA leaders on AI strategy What progress can we expect in 2024? Listen to this podcast on Apple Podcasts.

One of the key themes from my conversations with TA practitioners on the podcast this year has been the importance of flexibility and agility. This isn't surprising, as we seem to be bouncing between panic mass hiring and panic mass layoffs faster than ever when it comes to in-house recruiting teams. This situation can't be sustainable! However, opportunity always comes out of chaos, and outsourcing to achieve the flexibility needed in these disruptive times is certainly something on the radar of many employers. So how are RPOs evolving to meet the current market conditions, and what might the future of TA function look like? My guest this week is Don Farr, Managing Director North America at Talent Works. Don is a highly experienced previous Head of Talent Acquisition and is the perfect person to talk to about the future relationship between TA and RPO. In the interview, we discuss: Talent Acquisition challenges for 2024 The evolution of RPO since the pandemic Hybrid, customized and project-based. RPOs versus Agencies Implementation and Onboarding Innovating with technology What will the TA Team of the future look like? Listen to this podcast on Apple Podcasts.