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

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.

The rapidly increasing speed of change in talent acquisition means the skills, strategy and types of thinking needed to build, retain and develop a successful TA function are also evolving quickly. So what does a high-performing TA function now look like, and what do TA leaders need to make sure they have in place? My guest this week is Melissa Grabiner, an award-winning former Global Head of TA who now works as a consultant for One Digital. Melissa has built talent acquisition teams from the ground up. She is now using her considerable insights and experience to help start-ups and scale-ups in the biotech industry build strategies to acquire the talent they need. In the interview, we discuss: Talent market challenges Global talent pool restrictions What makes a successful TA function? Building a culture of continuous learning Autonomy, accountability and adaptability Putting candidate experience at the forefront of TA strategy The role of technology Agility and flexibility Personalization Preparing for the future 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 564: Recruiting In AI Ep 565: Building A Strategic TA Function Ep 566: Skills, AI And The Future Of Hiring Ep 567: The Strategic Future Of Talent Acquisition Ep 568: Reshaping Talent Strategies Ep 569: Culture and Connection In Distributed Teams Building In Public – Episode One Ep 570: Sustainable Hiring Ep 571 – The Road Ahead For Talent Acquisition Ep 572 – Generative AI: Capabilities and Limitations Listen to this podcast on Apple Podcasts A full transcript will appear here shortly

Employer Value Propositions are potent tools that attract talent, retain talent, and shape the future of organizations. However, we don't talk about EVPS enough, and they are regularly confused with Employer Brands when they are discussed. So, what are the benefits of an effective EVP, and do you define one? My guest this week is Vicki Saunders, Founder of The EVP Consultancy. Vicki is a highly experienced expert in this field and has worked on EVPs in-house at Currys, BAE Systems, and Boots. She has a vast amount of knowledge to share, and this is an absolutely must-listen episode. In the interview, we discuss: The difference between EVP, Employer Branding, and Recruitment Marketing The value to employers of an effective EVP Strategic workforce planning and building the future of the organization Supporting DE&I Where should the responsibility for EVP sit? Authentic, Differentiated, Resonating, and Future Focused Pillars are proof points. Measurement Internal Comms and Employee Experience The role of technology Anticipating the future and evolving Listen to this podcast on Apple Podcasts.

AI is a game changer for talent acquisition, and as we start to move from the hype phase to the doing phase, its potential capabilities and current limitations are becoming more apparent. So what can and can't AI do for talent acquisition right now, and how will things develop in the future? My guest this week is Mona Khalil, Senior Manager Data Science at Greenhouse. As well as building AI into their products, Greenhouse has done extensive research with both TA leaders and job seekers to understand the potential positive and negative impacts of generative AI on recruiting. In the interview, we discuss: Current talent market challenges Employer uptake of generative AI Reducing bias versus codifying bias Levels of nuance in decision-making Parsing and normalizing candidate data Are employers monitoring AI effectively? Asking vendors the right questions about their AI integrations How do candidates feel about AI? What does the future look like Listen to this podcast on Apple Podcasts.

As we come to the end of another interesting year, I know that many of you will be looking towards 2024 and planning for the new year ahead. One of the best things about 2023 for me has been the opportunity to get back on stage and start presenting again. I've spoken at prominent industry events, including The HR Technology Conference in the US and The CIPD Annual Conference in the UK, and delivered talks and workshops for several employers. Back in September, I spoke at the ATAP Global TA Day about the future of Talent Acquisition, and I'm delighted to be able to share the audio of my presentation as this week's podcast. If you're unfamiliar with ATAP, it is short for The Association of Talent Acquisition Professionals, and they do some great work around standards and training in the industry. Their website is here, and you can get a 50% membership discount using the code ATAP50 before the end of the year. In my presentation, I talk about: Why we can't predict the future but how we can have strategic foresight Three Forces Shaping Talent Acquisition Three Critical Trends for 2024 Practical steps you can take right now to stay ahead of the curve Listen to this podcast on Apple Podcasts

The overhiring in the technology sector at the end of the pandemic, the resulting layoffs, and the knock-on effects on talent acquisition have been well-documented this year. However, big tech isn't the only area where this has happened. Other talent markets have also been through a similar journey. So how can employers hire more sustainably, and what new talent strategies are companies adopting to build more flexibility? My guest this week is Carina Clingman, Founder and CEO of Recruitomics, a talent consultancy working with start-ups and scale-ups in the Biotech industry. The Biotech industry has had a big issue with overhiring in the last few years. Carina has some insights on sustainable hiring models, which are also relevant in many other sectors. In the interview, we discuss: The changing talent marketing in Biotech Challenging for scaling companies Aligning talent strategies with business goals Fractional hiring Understanding candidate motivations Balancing growth with sustainable hiring The dangers of overhiring What can larger employers learn from start-ups and scale-ups Total talent thinking What is the future for recruiters? Listen to this podcast on Apple Podcasts.

Whenever I ask people questions about the future on the podcast, I always caveat the question by saying that no one can predict the future. However, you can develop tools, knowledge and techniques to give you strategic foresight to plan for the future. Once you start properly planning for the future, you actually begin to influence and shape what the future will be. Now imagine what being able to shape the future would mean for your strategic planning and, more importantly, your career. I'm tapping into the body of knowledge Recruiting Future has built up over the last nine years to create an online course that will help you identify and understand the key trends that are driving talent acquisition, predict where they are likely to take us and develop the mindset you need to proactively develop your career in an industry where disruptive change is going to be the norm for years to come. I'm going to build the course in public, and I'm launching this podcast mini-series to document my journey from the initial idea to the final product. Please listen to this first episode to learn more and join the mailing list to ensure you are the first to know when the course launches.

Three and a half years on from the first pandemic lockdowns, the debate about returning to the office still rages on. However, despite all the noise this year, as some large well-known companies tried yet again to force their employees back to the office, many employers have embraced the reality of remote and hybrid and are working hard to adjust and deal with the challenges of having a distributed workforce. Culture and connection are often cited as reasons companies want to bring people back to their offices, particularly when supporting the new generation entering the workforce. So, what are remote and hybrid organizations doing to address these challenges without invoking a mandatory return to the office? My guest this week is Dena Singleton, Chief People Officer at Kajabi. Kajabi strongly focuses on developing its culture and building connections within its organization, and Dina has some excellent advice to share. In the interview, we discuss: The unique market that Kajabi serves TA challenges Job vs Opportunities Building culture and connection Foster community Supporting the new generation in the workforce Onboarding The impact of AI on the talent function The future of work Listen to this podcast on Apple Podcasts.

The last 18 months have seen colossal talent market disruption in the tech industry, with large-scale layoffs continuing as the companies attempt to rebalance after a post-pandemic hiring frenzy. So how has this ongoing disruption affected start-up and scale-up businesses in the tech sector, and what lessons could the wider talent acquisition community learn from the way talent strategies are being reshaped My guest this week is Lorraine Buhannic, SVP & Head of Talent at VC firm Juxtapose. Lorraine advises Juxtapose's portfolio companies on the talent strategies they need to hire, develop and retain high-performing talent in these very volatile times. In the interview, we discuss: Current market challenges Recruiting CEOs Developing a board-level community of talent Why talent is even more critical in a downturn The compression of middle management The long-term implications of losing experienced managers Why the most interesting jobs are often at early-stage companies Removing silos in the talent function The impact of leadership on hiring and retention What does the future look like Subscribe to this podcast in Apple Podcasts.

Transforming TA into a strategic function that can prove its long-term value to the business has been a critical topic on the show this year. AI, uneven talent markets and challenging economic factors continue to cause widespread market disruption, and TA leaders need to drive their function in a more strategic direction. As we race towards 2024, I will continue to seek out strategic thinkers who can share the insights we need to move the industry forward. My guest this week is Marcel Rütten. Marcel is a consultant, author, podcaster, conference organiser and former Global TA Leader who knows what it takes to build a highly strategic TA function. In the interview, we discuss: Talent market trends Proving TA's strategic importance to the C-Suite Aligning TA strategy with business strategy Uncovering the real issues in hiring and retention Tools and technologies Root cause analysis The balance between time, cost and quality Using data to analyse candidate behaviour What impact will generative AI have on talent acquisition What will recruiting look like in 5 years? Listen to this podcast on Apple Podcasts.

The rapid development of AI and the increasing sophistication of skills-based hiring methodologies are two potent forces shaping the future of talent acquisition. So what kind of future can we look forward to, and will we see the increase in talent mobility and the decrease in bias that we need to make hiring more equitable and ensure employers have better access to the talent they need? My guest this week is Ben Porr, Chief Customer Officer at Harver. Ben is a highly experienced I/O psychologist who has been working to reduce bias in the hiring process. Ben's knowledge and experience have given him expert insights that can help us understand what the future of talent acquisition looks like when you combine the power of AI with the potential of skills-based hiring. In the interview, we discuss: The biggest challenges in the talent market Bottlenecks in the hiring process The evolution of skills-based hiring Increasing talent mobility Strategies to reduce bias Combing pieces of evidence Does AI increase or decrease bias? AI as a job creation tool How can talent acquisition better use data What does the future look like, and how quickly will the recruiter's role change? Listen to this podcast on Apple Podcasts.

Talent Acquisition is in a state of fast-accelerating disruption, and it has never been more critical for TA leaders to demonstrate the strategic value of their function. However, in the current volatile environment, many organisations are still struggling to get the essential elements of recruiting right. So what should TA teams be focusing on to make sure they are fit for purpose in an uncertain future? My guests this week are Kurt Bridge and Christian Le Loux from Macramé Consulting. Kurt and Christian are both highly experienced TA Leaders. They have much advice to share on building the right foundations for talent acquisition and implementing effective data-driven recruiting. In the interview, we discuss: How do TA Teams innovate Fractional leadership and scalability Building a foundation to be strategic Operating models, workflows and experience What is data-driven recruiting? Proving strategic value to the organisation Combating short-termism What will TA look like in the future? Listen to this podcast in Apple Podcasts.

AI and recruiting have been extensively discussed this year in podcasts, blogs, conferences, webinars and LinkedIn posts. However, the one angle I've not seen covered is what it is like to recruit for AI professionals. Such a new industry means a severe shortage of experienced talent, and AI companies must work hard to outsmart their talent market competition. My guest this week is Lauren Saltus, a Senior Recruiter at Runway, an AI research company focused on the creative sectors. In our conversation, Lauren shares her experience of refocusing to become a specialist AI recruiter and discusses some of the critical factors that influence talent in this area. There are some great insights here, not just for AI recruiting but for anyone who is operating in a market where there is a significant skill shortage. In the interview, we discuss: The current state of tech recruiting and why AI recruiting is different Accelerator programs to develop deeper talent pipelines Creating a research brand to attract talent Individual managers as talent magnets Diverse hiring, bias and recruiting people with untraditional backgrounds Training AI on diverse datasets What is the future for recruiters? 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. Episode mentioned in this Round Up: Ep 557: The Complexity of Talent Acquisition Ep 558: Making Talent Acquisition Magical Ep 559: Wellness, Culture, Recruiting and Retention Ep 560: Hiring For The Future Ep 561: Building The Foundations Of Skills-Based Hiring Ep 562: Vulnerability At Work Ep 563: How Will AI Change TA? (Live at RecFest) Listen to this podcast on Apple Podcasts.

This time last year, most of us hadn't heard of generative AI, but it has dominated our industry discourse in 2023. The dramatic emergence of generative AI has illustrated how fast disruption is accelerating and has made us think deeply about the future of talent acquisition. Back in July at RecFest, Tony de Graaf, Global Director of Hiring Success at SmartRecruiters, invited me to join him for a fireside chat about the potential impact of generative AI on TA. Even though three months is a long time in AI, this is still a very relevant discussion where we attempted to unpick what is happening and understand how AI is shaping the future of talent acquisition. In the interview, we discuss: The AI hype cycle Does AI take away tasks or jobs? The pressure for change that is coming from the top of organizations Strategic workforce planning and hiring for future skills Moving from being operational to being strategic The transformation of marketing Democratized access to technology Is this the end of recruiting norms that we take for granted? Being relentlessly open-minded and questioning everything The future workforce talent and skills crisis Listen to this podcast on Apple Podcasts.

Showing your vulnerability is becoming a common theme in personal development as a way of fostering good mental health and a route to building resilience and reducing anxiety. Leaders are often told to show vulnerability at work, but the dynamic between doing this in your professional life is somewhat different than in your life outside of work. So, how can leaders use their vulnerability to motivate their teams, and what skills do they need to learn to do so? My guest this week is Jacob Morgan, Futurist, Speaker and Author of a new book called Leading With Vulnerability. I've always been a fan of Jacob's writing. In our conversation, he talks about the art of leading with vulnerability and shares some insights about the skills we will all need for the uncertain future of work. In the interview, we discuss: What is vulnerability at work? Adding leadership to vulnerability Taking action to create positive outcomes Creating connections Warmth and competence The importance of intention Motivation and growth mindset Predicting the future What skills do we need to develop for the future of work? Listen to this podcast in Apple Podcasts.

Having covered both topics extensively on the podcast this year, I'm very much of the opinion that the move towards skills-based thinking will be more disruptive to recruiting norms than the rapid adoption of generative AI. The adoption of skills-based hiring and the move towards skills-based organizations is still happening slowly. However, as more organizations question blanket requirements for college degrees, new upskilling and reskilling initiatives are emerging that could help move the needle quicker. My guest this week is Michelle Westfort, Chief University Officer at InStride. InStride works with businesses to use skill-based hiring to expand talent pools by partnering with employers to construct career education paths to provide employees with the skills they need to do their jobs. In the interview, we discuss: Why some employers are moving away from degrees Do employers understand skills-based hiring? Diversifying talent pools with more equitable hiring processes Understanding the skills needed for specific roles Just in time, skills development Evolving the relationship between Universities and employers Deconstructing the degree Strategies for long-term professional development Mapping education to skills requirements What does the future look like? Listen to this podcast on Apple Podcasts.

The business world is changing quickly, and the skill sets that employees need are constantly shifting, developing and evolving. So, how can companies develop strategic workforce plans and build long-term talent pipelines in such an unpredictable and fast-changing environment? My guests this week are Jennifer Longworth, Director of People and Culture at Entuitive, and Ugo Orsi, Chief Customer Officer at Digitate. Jennifer and Ugo have a unique combination of perspectives on how AI is shaping the workforce of the future and some solid practical advice to share In the interview, we discuss: Current talent challenges Hiring for the skills of the future The importance of a growth mindset Building trust and motivation The current use and future potential of AI The emotional impact of the AI Powerful automations Embracing change management and curiosity Adoption issues within middle management Ageing populations and reducing labour markets Thinking instead of executing Strategic workforce planning Increasing the ability to collaborate What might work look like in 10 years? Listen to this podcast on Apple Podcasts.