So what kinds of systems can you put in place to prioritise your own wellbeing, while still making a lasting impact in your business?

My guest this week is Chris Ducker, a serial entrepreneur and bestselling author. Chris suffered a severe burnout in 2021 and has used the lessons it taught him to develop a Life Operating System that sits at the centre of his new book "The Long-Haul Leader." I've known Chris for a while now, and the advice and insights he offers are very much grounded in the reality of modern working life

In the interview, we discuss:

• Building long-term business impact in disruptive times

• Why self-care is strategic

• The myth of work-life balance

• Recognising the warning signs and avoiding burnout

• The four key areas of the Life OS and how they intersect to drive results

• The power of creative hobbies

• Why data and what you do with it is so important

• AI, friend or foe?

• What does the future of work look like?

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So how can organizations identify tools that leverage AI's efficiency while respecting established peer-reviewed assessment science?

My guest this week is Djurre Holtrop, Assistant Professor at Tilburg University. In our conversation, Jura reveals how AI could democratize evidence-based assessment for organizations of all sizes and offers advice on best practices and the future assessment landscape.

In the interview, we discuss:

• The science-practice gap in assessment

• The tension arising from the rapid development of AI and the need to evaluate work performance results over time.

• AI isn't making the process worse because CVs and cover letters have no predictive validity.

• How is AI improving the science?

• Transforming recruiting with early-stage screening

• How bias carries through the recruiting process

• Resetting our mental models

• What does the future look like?
  

Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.

If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately.

Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes.

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So how can forward-thinking employers flip this nonsensical bias into strategic advantage by recognizing that career breaks often create stronger professionals, not weaker ones?

My guest this week is Hazel Little, CEO at Career Returners. Hazel exposes the real cost of resume gap discrimination and shares proven strategies for building returner programs that deliver business results. In our conversation, she reveals why the red flag mentality around career breaks belongs in recruiting's past.

In the interview, we discuss:

• What is a career returner?

• What are the common issues returners face

• The human impact of bias

• What drives career gap bias?

• Incorrect perceptions, false assumptions, and outdated approaches to hiring

• The significant advantages of tapping into the returner talent pool

• The significance of the decreasing shelf life of skills

• Advice to employers

• What might the future look like?

Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology.

If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately.

Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes.

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This episode is about Foresight.

The pace of change has become relentless. Economic volatility, AI adoption, hybrid work challenges, and geopolitical shifts are forcing companies to completely rethink their workforce strategies. Organizations that once planned in five-year cycles now refresh their approaches on a quarterly or even monthly basis. This unprecedented disruption demands immediate action - but many HR and talent teams remain paralyzed by uncertainty. Traditional recruitment and development approaches simply can't keep pace with how rapidly skills requirements are evolving. What concrete steps should companies take today to build resilience into their talent strategies?

My guest this week is Peter Miscovich, Global Future of Work Leader at JLL. Peter has spent 25 years helping Fortune 100 companies navigate workforce transformation and has never been busier than right now. In our conversation, he shares practical insights on building adaptive talent strategies, why continuous learning has become non-negotiable, and the specific skills companies must prioritize immediately to remain competitive in a constantly changing environment.

In the interview, we discuss:

• What are employers most concerned about?

• AI integration and workforce transformation

• The age of anxiety

• Creating multiple flexible scenarios to shape the future

• Building Liquid Workforces

• Organisational structures that combine humans and AI

• Continuous learning, psychological safety, and resilience

• Anticipating the skills of the future and bridging the L&D gap

• Reframing your professional identity

• How should employers be preparing for 2030?

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This episode is about Talent and Technology.

Timely and effective measurement of the quality of hire has long been a significant frustration for talent acquisition, with meaningful data often trapped in subjective performance reviews that arrive too late to be of any help.

But what if AI could help connect interview assessments, onboarding metrics, and performance data in ways that reveal which hires are going to succeed, creating real-time feedback loops that continually improve hiring decisions?  

So, how exactly can employers build these types of connected systems?

My guest this week is Mark Linnville, Head of Talent at Garner Health. In our conversation, he reveals how to identify accurate leading indicators for quality of hire, why authentic interview experiences help predict performance, and how AI helps connect the dots we've been missing.

In the interview, we discuss:

• Talent market challenges

• Removing the silos in the talent function

• Providing a true-to-self candidate experience

• How do you judge quality of hire from a TA perspective?

• Leading indicators versus lagging data

• Creating continuous feedback loops

• Using AI to connect interviews to performance

• The importance of the human element of talent acquisition

• What does the future look like?

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This episode is about Talent.

While we're seeing a growing awareness of ageism, the reality is that it is regularly ignored as an inclusion factor. The impact of this is staggering. AARP estimates that ageism costs the US economy $850 billion in lost GDP annually, and research shows that intergenerational teams consistently outperform age-segregated ones in terms of productivity and innovation. Yet, unlike other forms of discrimination, age bias is openly accepted in hiring via things like age-coded job descriptions and ATS systems that filter by graduation dates.

So what will it take for organizations to recognize that age discrimination isn't just morally wrong - it's actively destroying their competitive advantage?

My guest this week is Maureen Clough, host of the 'It Gets Late Early' podcast and advocate against ageism on a mission to expose this universal form of discrimination. In our conversation, she reveals practical strategies for both employers and job seekers to combat age bias while building truly inclusive workplaces that work for everyone.

In the interview, we discuss:

• Is ageism getting worse?

• The $850 billion impact on GDP

• How ageism is baked into some recruiting processes

• Why proving age discrimination in the US is so difficult.

• What should TA do to combat ageism?

• The power of intergenerational teams and mentorship

• AI's impact on entry-level jobs and Gen Z's involuntary disconnection from the workplace

• Strategies for older job seekers

• What should the future look like?

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This episode is about Influence and Technology.

Talent Acquisition leaders are navigating a uniquely challenging period, juggling rapid advancements in AI with ongoing operational demands. The opportunity to automate routine tasks is clear, but the real challenge is determining where AI ends and human intervention begins. 

With AI technologies rapidly reshaping the recruitment landscape, how can employers ensure they deploy AI strategically rather than superficially? 

My guest this week is Chris Riche-Webber, VP Business Intelligence and Analytics at SmartRecruiters. Chris shares valuable insights into defining clear outcomes for AI deployment, experimenting effectively, and building genuine trust with technology vendors.

In the interview, we discuss: 

• Current TA market realities

• Implementing AI to its full potential

• Defining the split between automation, augmentation, and obsolescence

• Why trust is critical for AI success

• Radical shifts in recruiter roles

• Hiring Manager self-service and why human backstops aren't the solution

• What will TA teams do when AI gives them increased capacity?

• How to build a business case

• What does the future look like?

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This episode is about Talent and Foresight.

We're no longer dealing with a world that's simply volatile, uncertain, complex, and ambiguous - we've arguably entered something far more challenging: a reality that's brittle, anxious, nonlinear, and incomprehensible. This shift is turning traditional workforce planning completely on its head. Three-year strategic plans become meaningless when entire job categories disappear in months, when AI capabilities jump overnight, and when market conditions change faster than planning cycles can adapt.

So how can employers develop effective talent strategies in highly uncertain times, and how might talent acquisition step up to take a strategic role?

My guest this week is Toby Culshaw, VP of Strategy for Talent Intelligence at Lightcast. In our conversation, Toby explains how real-time talent intelligence is needed to build talent strategies that can respond to rapid change and why TA teams are uniquely positioned as invaluable sources of business intelligence.

In the interview, we discuss:

• Moving from a VUCA world to a  BANI world

• Dramatic change with significant compound effects

• The implications for long-term planning

• Why it is now easier to better align TA with workforce planning

• Signals and real-time talent intelligence

• The shortening half-life of job skills

• The anxious workforce

• Surfacing insights from TA

• War gaming and scenario planning

• The importance of data

• What might the future look like?

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This episode is about Foresight and Talent

Some of the most significant innovations in talent management and talent acquisition originated in the tech sector. From Edison's revolutionary use of teamwork to Netflix's principle of Talent Density, cutting-edge thinking about technology has often also involved cutting-edge thinking about talent.

What might the history of technology teach us about the future impact of AI on talent practices?

My guest this week is Jamie Dobson, CEO of Container Solutions and author of the forthcoming book, “Visionaries, Rebels and Machines,” on the history of technology. In our conversation, Jamie identifies some of the talent innovations the tech sector has given us, shares how he applied some of this thinking to his own business, and we discuss what the future might look like

In the interview, we discuss:

• How can historical context help us understand the future?

• Examples of talent innovations that have come out of the tech sector

• Teamwork and talent density

• The problem with copying the artifacts but not the thought processes behind them

• Lessons from elite sports

• How technology changes, but human nature doesn't

• What does the future look like

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Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology. 

This episode is about Talent and Technology.

The recruitment technology landscape is experiencing a perfect storm. Perfect match candidates aren't completing applications due to frustrating processes. At the same time, recruiters are being overwhelmed by candidates using AI tools to generate thousands of low-quality submissions. Traditional matching algorithms provide limited transparency into the decision-making process, thereby creating legal and compliance risks. Meanwhile, cost-per-application models continue to charge for clicks rather than actual conversions, leaving employers paying for candidates who never complete the process.

How can TA teams navigate this impossible environment while improving outcomes for everyone involved?

My guests this week are Simon Van Hijfte, Marketing Manager at Adecco Belgium, and Ritu Mohanka, CEO at VONQ. Simon shares how Adecco is transforming their recruitment process with AI agents and the impressive results they're achieving - from improved candidate satisfaction to enhanced recruiter efficiency. We also all discuss the shift from opaque matching systems to transparent point-based scoring, how AI agents are solving the broken candidate experience, and why this people-first approach is delivering better business outcomes across the board.

• Why is the candidate experience broken?

• The impact of candidates using AI

• Implementing a people-first approach supported by AI

• Recruter Enablement vi AI Agents

• What do the candidates think?

• Moving from matching to scoring and explainable decision making

• Spotting transferable skills

• Vonq's innovative CPA+ model

• What results has Adecco been getting?

• What does the future of recruiting look like?

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This episode is about talent.

Economic uncertainty and disruption has reached a whole new level in 2025, with companies freezing hiring plans and candidates hesitating to make career moves. But if talent attraction strategies fail during market volatility, how can organizations that need scarce and specialized talent survive and thrive? 

So, when candidate markets are tight, how can TA teams turn uncertainty into opportunity?

My guest this week is Dave Napeloni, Senior Vice President of Global Life Sciences at Korn Ferry. Dave's team is helping life sciences companies navigate talent scarcity by transforming how they engage with candidates during economic disruption. Dave has valuable insights to share, on effective talent engagement and pipeline building, that are changing how organizations compete for talent in these uncertain times.

In the interview, we discuss

• The talent market challenges in Life Sciences

• Dealing with long-term uncertainty 

• The impact on candidate behavior

• How successful companies are using volatility as a competitive advantage 

• The critical importance of EVPs and employer branding

• Building candidate engagement through purpose-driven messaging

• Extending the role of TA beyond onboarding and into talent management

• How AI can radically improve the candidate experience

• What the future might look like

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This episode is about technology and foresight.

AI terminology is getting confusing, which is compounded by vast amounts of marketing focusing on future promises rather than the current reality. Beyond the jargon and hype, how can AI agents be used to tackle today's recruiting problems?

My guest this week is Shiran Yaroslavsky, SVP Product at SmartRecruiters. Shiran shares the importance of using customer research to build AI solutions for genuine recruiting challenges and to create the right vision for the future

.

In the interview, we discuss:

• Building products in disruptive times

• The difference between AI co-pilots and AI agents

• Using AI to Solve real TA productivity problems with AI

• Why customer research is critical for meaningful AI innovation

• The importance of building agents that collaborate across platforms

• How TA leaders should be evaluating AI vendors

• The importance of visionary innovation

• What is the ultimate future vision for TA?

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A full transcript will appear here shortly.

This episode is about technology.

Most HR tech projects end in disappointment because organizations focus all their energy on implementation rather than adoption. If successful transformation is dependent on what happens after the go-live date, how can employers build sustainable tech adoption that delivers lasting business value?

My guest this week is Melissa Hojwall, Global HR Tech Leader at H&M. H&M has over 100,000 employees, the majority of whom are frontline workers, making internal tech adoption both challenging and high impact. In conversation, Melissa talks about the strategies around implementation, adoption, and continuous change management that help make TA and HR Tech projects successful.

In the interview, we discuss:

• HR Digitisation at H&M

• How AI can solve TA & HR challenges

• Predictive analytics

• The skills needed to get the right balance between humans and AI

• Tech adoption and change agility

• Investing in what happens after the go-live date

• Using resistance as a superpower

• Finding and showcasing the benefits to the bottom line

• Disrupting how we interface with technology

• What does the future of HR Tech look like?

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This episode is about talent and technology.

Many employers are facing an increasing problem with candidates' use of AI. Along with dramatically increasing application numbers, AI tools are, in some cases, allowing potentially unsuitable candidates to jump to the front of the queue, endangering the integrity of the recruiting process. One potential answer to this challenge is to deploy science-based psychometric testing much earlier in the process than has traditionally been the case.

So, how should assessment tools and technologies evolve to combine scientific robustness, candidate engagement, and resilience against AI manipulation

My guest this week is Alan Bourne, Partner at Omatti and an expert in assessment innovation. Alan highlights the issues with legacy assessment tools and sets out a blueprint for transformation that embraces AI to enhance both the candidate experience and the predictive accuracy of the tools. We also discuss the role of assessment in the move to skills organisations.

In the interview, we discuss:

• The real impact of candidates using AI

• Why resumes & interviews are the least effective and least fair way of assessment

• Defensive proctoring versus proactive innovation

• Using AI to develop immersive, simulation-based assessments

• Getting the right balance between science and engagement

• The progress of skills-based hiring

• The danger of just replacing experience-based CVs with experience-based skills

• What will the future look like?

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The fundamental shift from complex software user interfaces to conversational recruiting technology is happening right now, with profound implications for how we think about the ATS. 

What are the implications for both recruiters and candidates when the recruiting system becomes an invisible part of the flow of communication?

My guest this week is Michal Nowak, SVP of Engineering at SmartRecruiters. In our conversation, Michal shares his insights on how conversational interfaces can transform recruiting from an admin-heavy profession to one focused on meaningful human connections and strategic thinking.

In the interview, we discuss:

• How AI has shifted development priorities

• Keeping up with the technology

• Working with TA professionals to spot use cases that don't exist yet

• How AI can help recruiters build connections faster

• Moving to chat-based interfaces

• Using adaptive UI to deal with complexity

• Ethics, transparency, and trust

• What does the future look like?

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So how can companies ensure their hard-won talent becomes long-term, engaged contributors in competitive talent landscapes?

My guest this week is Brie Harvey, Head of Market Research and Community for Achievers. Achievers is helping organizations implement recognition strategies that transform employee experience and dramatically improve retention rates.

Brie offers valuable perspectives on data-driven insights connecting recognition to business outcomes and how taking the right approach to appreciation can protect recruitment investments and drive performance across the entire employee lifecycle.

In the interview, we discuss:

• TA's lack of control over ultimate hiring outcomes

• Praise versus recognition

• When hygiene factors are missing, recognition will always fail to have an impact.

• Low-cost, high-impact strategies

• Impact of recognition on key business metrics

• Building the business case for HR Tech

• Identifying the performance outcomes that move technology investment from nice to have to must-have

• AI-driven personalization

• What does the future look like?

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Skills shortages in emerging technologies have reached critical levels, with companies all fishing in the same tiny talent pool for experienced professionals. But if these technologies are relatively new, why assume only experienced talent can work with them? 

In such fast-moving industries, how can companies develop their early career hiring strategies to ensure they get net new talent who can be productive immediately?

My guest this week is Tan Moorthy, CEO of Revature. Revature is helping employers build pipelines of entry-level talent by giving high-potential hires the training and development they need to be effective from their first day. In our conversation, Tan gives us an insight into a structured approach to identifying, developing, and deploying new talent, which is transforming how organizations solve their tech talent shortages.

• In the interview, we discuss:

• Are employers looking at tech skill shortages through the wrong lens?

• The ABCD of in-demand skills (AI, big data, cloud, digital)

• AI Native entry-level talent

• Critical thinking and problem solving

• What employers get wrong about upskilling

• Cohorts, structure, and impact metrics

• Talent as a C-Suite priority

• The process to identify, develop, and deploy net new talent

• The role of technology and data

• Focusing humans on unique human skills

• What does the future look like

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So, how can talent acquisition professionals transform this crisis into an opportunity?

My guest this week is Caitlin McGregor, CEO and co-founder of Plum. Caitlin shows how employers can leverage Gen Z as the first AI-native workforce who don't have to unlearn old ways of working - they can start with AI-powered approaches from day one without the burden of "how things used to be done." But accessing this advantage requires shifting focus toward durable skills like innovation, adaptation, and communication, not the hard, perishable skills most employers are currently looking for

In the interview, we discuss:

• How AI is disrupting the foundation of early careers

• The issues with employers demanding three years of experience for entry-level roles

• The outdated lens we're using to evaluate Gen Z talent

• Why Gen Z can approach work from an AI-first perspective without legacy thinking

• How durable skills like innovation and adaptation predict long-term performance

• The importance of assessment tools that provide value to the candidate

• The success Scotiabank has had by eliminating the use of resumes in campus hiring

• What does the future look like?

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Over the last 10 years, I’ve interviewed hundreds of TA Leaders as well as CEOs, thought leaders, and the people building the technology that drives the industry forward.

Back in 2015, we thought the pace of change was super fast and that the level of disruption was off the scale with social and mobile technologies reshaping how we communicated. In some ways, we might think it was impossible back then to imagine the world we live in now, but many of the changes we see in TA today have been in the works for a long time.

The speed of change in talent acquisition is governed by the tension between organizational inertia, which slows things down, and external events like the pandemic, which can cause things to move at lightning-fast speeds.

The Generative AI revolution is most definitely in the latter category. We are on the cusp of the most significant changes to TA and recruiting we have ever seen.

So, as a TA Leader, how do you manage that change and make sure you and your organization are fit for the future?

Over the last few months, I’ve been using the power of AI to unlock the Recruiting Future archive and model the mindset and behaviours of the most successful TA leaders that I’ve interviewed. People who have changed how their organizations think about talent, who thrive on disruption as a catalyst for positive change, and who know how to use technology to enable their vision.

These leaders all have four things in common. They use foresight to understand and shape the future, they build influence with the most senior stakeholders in their organisation, they think different to create innovative talent strategies and they use the impact of new technologies to accelerate change.

Foresight, Influence, Talent and Technology = Fitt

This episode features clips from interviews with two TA leaders, two CHROs, a Behavioural Scientist, and a Futurist talking about these four key areas and what you and your teams can do to be fit for the future.

Featuring:

• Laszlo Bock, former CHRO at Google, on skills

• Lisa Montieth, Head of TA UK at HSBC on foresight

• Lyndsey Taylor, Global Head of HR Transformation at Brooks Automation, on influence

• Rory Sutherland, Vice Chair at Ogilivy UK, on talent

• Laura Coccaro, Chief People Officer at iCIMS on technology

• Kevin Wheeler, Future Of Talent Institute, on job displacement

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So, how can employers navigate this challenging terrain while creating fair, accessible, and effective hiring processes?

My guest this week is Ruth Miller, a talent acquisition and HR consultant who works across the public and private sectors. Ruth is an advisor to the Better Hiring Institute, working with the UK Government on developing legislation around AI in recruiting. In our conversation, she shares her insights into how organizations can proactively develop strategies that balance innovation with compliance while enhancing rather than diminishing the human elements of hiring.

- Different perceptions and reactions to AI among employers across sectors

- The paradox of AI both introducing and potentially removing bias from hiring processes

- Neurodivergent candidates and AI in job applications

- Common misconceptions job seekers have about employers' AI usage.

- Strategic advice for organizations implementing AI in recruitment

- The future of recruitment and the evolving balance between AI and human interaction

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So, how can talent leaders shift from automation anxiety to augmentation advantage, transforming their teams from tactical processors to talent advisors?

My guest this week is Matt Burney, Senior Strategic Advisor at Indeed. Matt has deep expertise in recruitment technology and workforce trends and explains how AI can elevate recruiters' roles rather than diminishing or eliminating them.

In the interview, we discuss:

• The current state of AI in recruiting

• Why organizations remain trapped in tactical AI implementations

• Understanding the root causes of automation anxiety

• Asking better questions, not just getting faster answers

• Automation versus Augmentation

• Why efficiency needs to be about proving value, not replacing people

• The role of AI in skills-based thinking

• Why training, education, and greater awareness are vital

• What does the future of work look like?

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So, can AI actually make hiring more human rather than less?

My guest this week is Diana Tsai, Co-founder and CEO of Upwage, a company building AI interviewing agents that have been proven to reduce turnover by as much as 48%. Diana shares valuable insights from working with employers to deploy over 4,000 AI agents. We also discuss her recently published book "AI For Good", which maps out a positive vision for the future of recruiting where AI doesn't replace human connection but creates space for it to flourish. 

In the interview, we discuss:

• Why Diana wrote a book about the positive future of AI in recruiting

• How the role of recruiters is evolving with AI empowerment

• Where will the data come from to power advanced AI talent systems?

• How to ensure AI reduces bias rather than amplifying it

• The human-AI balance and what AI will never replace

• Key signals that indicate the transformation of recruiting is accelerating

• What will recruiting look like in 2035?

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Viewing AI as an opportunity rather than a threat might be your most important career decision this decade, determining whether you'll lead or follow as this revolution unfolds.

So, how do we transform our mindset from panic and denial to opportunity and strategy in a way that positions us to thrive alongside AI?

My guest this week is Ronsley Vaz, author of the brilliant book "Amplify AI." Ronsley's background as a software engineer and subsequent career in business and podcasting means that he brings a uniquely valuable perspective to this conversation,

In our discussion, we talk about the psychological barriers that can prevent us from thinking about AI strategically. We explore how TA professionals can shift their mindset from fear to opportunity and build on their existing expertise to develop practical approaches to AI adoption that emphasize courage and strategic thinking.

In the interview, we discuss:

• Why AI is the biggest and most significant technology shift in our lifetimes

• Moving from panic and denial toward opportunity and strategy

• How AI can augment and amplify your expertise

• Hype versus reality and is the pace of innovation sustainable?

• Assistant versus Agent

• The biggest mistake people make using LLMs

• Courage, Collaboration, and Connections

• How to understand and keep up to date with the AI revolution

• What does the future hold?

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So, how can employers better understand workplace happiness and use this data to attract and retain talent?

My guest this week is Matt Ward, Head of Recruitment Services at WorkL. For their latest research report, WorkL surveyed 400,000 employees in 26 industries across 100 countries on the key drivers of workplace happiness. The results give us some fantastic insights that can help make talent acquisition and retention strategies significantly more effective.

In the interview, we discuss:

• The findings from WorkL's latest workplace happiness report 

• The six key elements that contribute to workplace happiness

• Why workplace happiness is rising globally 

• Variations across generations and genders

• What is driving flight risk?

• The continued importance of flexibility at work

• How can Talent Acquisition teams leverage happiness data for competitive talent advantage?

• What does the future look like?

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My guest this week is Jack Kennedy, Senior Economist at Indeed; drawing from Indeed's real-time analysis of millions of job postings, CVs, and marketplace behaviors, Indeed Hiring Lab's research provides a unique window into what's happening in the job market. We're focusing on the UK market in this conversation, but Jack does provide some broader global insights and highlights the many global commonalities when it comes to worker motivations, aging populations, and the impact of AI

In the interview, we discuss:

• The state of the UK labour market in early 2025

• How geopolitical issues are impacting hiring trends globally

• The surprising resilience of wages despite market cooling

• Primary motivators for job seekers in today's market

• The truth about remote and hybrid work trends versus media narratives

• How AI is already reshaping employment and creating new opportunities

• A growing focus on neurodiversity in job postings

• Preparing for demographic challenges and an aging workforce

• The Labour market outlook for the next 12-18 months

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So, how can talent acquisition leaders think exponentially bigger about AI's potential, moving beyond incremental improvements to envision and create an entirely new paradigm for talent strategy?

My guest this week is Richard Bradley, who has decades of experience in the RPO space and the wider staffing and TA ecosystem. Richard challenges us to think radically bigger about AI's impact, arguing that most organizations are severely underestimating the scale of transformation ahead. He explores how forward-thinking TA leaders must move beyond automating processes to reimagining the entire concept of recruitment.

In the interview, we discuss:

• How does AI in 2025 compare to the Internet revolution of the late '90s

• Ask & Generate vs Search & Consume

• The risks of automating bad processes with AI rather than reimagining them

• How TA technology needs to evolve to be fit for purpose

• Durable soft skills

• The shift from traditional recruiters to talent strategists

• Why TA will evolve rather than disappear

• What the TA team of the future will look like 

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Unsurprisingly, then, TA Teams are scrambling to demonstrate the impact they have on and the value they drive for their business. However, this is much easier said than done with the relentless increase in the pace of change.

So, how can TA Leaders harness 2025's winds of change to demonstrate their teams' impact and the value they drive? 

Where better to get expert insights, shrewd commentary, and actionable advice than Transform? For those of you who are unaware of Transform, it is one of the best industry conferences out there, and I recently got back from Transform 2025.

While there, I asked a range of people what they thought TA should be doing to make a measurable impact in 2025. Here are a selection of the answers. Get ready to hear from Daniel Chait - CEO at Greenhouse; Allyn Bailey - Senior Director of Brand Experiences and Communications at SmartRecruiters; Mike Stafiej - CEO at Erin; Jocelyn King - CEO of Virgill HR; John Baldino - President at Humareso and v- CEO at Elayne.

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So, how can TA leaders successfully guide their teams through this transformation from transactional order takers to valued talent advisors?

My guest this week is Mike Aronson, Global Head of Talent Acquisition Operations at Johnson Controls. With over 20 years of experience in talent acquisition evolution, Mike shares practical insights on leading transformational change and proactively planning for the future.

In the interview, we discuss:

• The shifting power dynamic in TA

• The current impact of AI

• Elevating the skills of TA Teams to be more strategic

• Change mindset instead of change management

• How do Talent Advisors add value to the business?

• The critical importance of skills-based hiring

• How can TA Leaders drive transformation?

• Building a hyper-personalized recruiting experience 

• What does the future look like?

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So, how can TA move beyond tactical AI implementations to develop the strategic capabilities that will soon be essential?

My guest this week is Jonathan Kestenbaum, Managing Director of Tech Strategy at AMS and a long-time trusted authority in work tech innovation. Jonathan cuts through the noise to explain why current industry discussions around AI are missing the bigger picture – a future where talent acquisition transforms into strategic orchestration and the way organizations attract and deploy talent is fundamentally reshaped .

In the interview, we discuss: 

• The unprecedented speed of change compared to previous tech cycles 

• The current AI use cases that hint at a much more significant transformation ahead

• Why recruitment processes need a complete redesign, not just automation 

• The split between humans and machines and the impact on jobs

• Skills based firing

• Moving from talent acquisition to talent orchestration 

• What do TA Leaders need to do right now

• What does the TA Tech stack of the future look like

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So, how can companies develop distinctive EVPs that genuinely differentiate them while moving quickly enough to address urgent talent challenges?

My guest this week is Sam Monteath, founder of research and insights consultancy Reason Why, a research and insights consultancy. Sam shares valuable insights on how organizations can take a more agile approach to EVPs, avoiding the bloat and unnecessary complexity that often characterizes these projects.

In the interview, we discuss:

• [01:22] The key differences between employer brand, employer branding, and EVP

• [04:58] Why some EVP development processes have become unnecessarily complex

• [06:54] How organizations can balance speed with rigor in developing their EVPs

• [09:55] What is a minimum viable EVP?

• [12:28] Why so many EVPs sound similar, and how companies can genuinely differentiate themselves

• [15:38] How employer branding has evolved over the past decade

• [18:57] The role of AI and technology in transforming employer brand strategy

• [20:52] How AI is revolutionizing qualitative data analysis for EVP insights

• [22:21] The shift toward more dynamic, evolving EVPs connected to business objectives

• [23:53] What does the future of employer branding look like

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So, how can employers deliver the hyper-personalized employee experiences that today's workforce increasingly demands?

 My Guest this week, Ayaskant Sarangi, CHRO at Mphasis Limited, an IT services company headquartered in Bangalore with operations across 50 countries and over 30,000 employees. Ayaskant shares valuable insights on how personalization can work at scale across the employee lifecycle and the vital importance of skills-based thinking in achieving this

In the interview, we discuss: 

• [02:03] Why personalization has become the fundamental employee expectation in today's workplace 

• [04:43] How HR can shape organizational culture to support individualized employee journeys

• [09:54] Leveraging technology to create hyper-personalized experiences throughout the employee lifecycle

 • [13:17] Creating a horizontal tech layer that delivers consistent personalization across traditional HR silos

 • [15:19] Moving from standardized role-based frameworks to personalized skills-based approaches

• [20:50] What the future is going to look like

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The rapid evolution of AI is starting to reshape the skills landscape, but it is already becoming clear that many employers will struggle to adapt. While hard skills have traditionally dominated hiring and development strategies, it's becoming increasingly clear that soft skills like communication, critical thinking, empathy, and adaptability are the true differentiators in an AI-dominated workplace. 

However, most organizations don't know how to properly define, measure, or develop these soft skills, leaving them vulnerable to skills shortages in the human capabilities that will drive their future success.

So, how can companies identify and nurture the skills that AI can't replicate?

My guest this week is Dan Haywood, Chief Customer Officer at Go1, one of the world's leading learning content aggregators. Dan shares valuable insights on how the skills landscape is evolving and why soft skills are becoming increasingly critical as AI handles more technical and repetitive tasks.

In the interview, we discuss: 

• [01:56] How the demand for skills is evolving in an AI world

 • [03:04] Why education systems aren't adequately preparing people for modern work

 • [08:11] The four key soft skills groups employers need to focus on

 • [11:51] The challenges of defining, measuring, and developing soft skills and how to overcome them

 • [14:30] How employers can embed soft skills into their learning culture • [14:30] The importance of executive modeling in skills development 

• [16:55] Connecting soft skills development to measurable business outcomes 

• [17:02] What the future skills landscape will look like as AI continues to advance

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Using video is no longer optional in talent attraction. Candidates now expect to engage with short-form, authentic video content, and LinkedIn is now prioritizing vertical video to play catch up with TikTok, Facebook, and Instagram. Candidates are no longer just reading job descriptions—they're engaging with video storytelling that shapes their perception of potential employers. 

Does this mean we're officially in a video-first world, and if it does, how should recruitment marketing and employer branding adapt to stay ahead?

My guest this week is Rhona Pierce, founder and lead creative director of Perceptible Studios. Rhona specializes in helping talent acquisition teams use video effectively without getting lost in time-consuming production. 

In our conversation, she shares why short-form, unscripted content performs so well, how companies can encourage employees to be part of the content creation process, and how good is "good enough" for video production.

In the interview, we discuss:

• The most important video trends

• What type of content are employers finding most successful?

• Telling employee stories authentically

• The changing tone of business videos

• Production and outsourcing

• Nuance and expertise

• The role of AI

• What does the future look like

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Episodes mentioned in this Round Up:

Foresight

Ep 679: The Future of TA – Breaking Silos 

Ep 683: The AI Revolution Is About People, Not Technology

Influence

Ep 680: How To Secure A Budget For TA Technology

Ep 682: What Can Talent Acquisition Learn From Network Science?

Talent & Skills

Ep 678: Assessing Durable Skills To Future Proof Hiring

Ep 674: Seeing Skills Differently: Lessons from Elite Sports

Ep 675: Hiring Without Limits: Why Accessibility Matters

Ep 676: Why Behavioral Science Is The Future Of Talent Acquisition

Technology

Ep 677: Rethinking Recruiting For AI

Ep 681: Can AI Fix TA’s Biggest Problem?

Thanks to Plum for their support of Round Up

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AI is already reshaping how businesses operate, creating new opportunities and new risks. However, many HR & TA leaders are still treating AI as an operational tool rather than what it truly is: a strategic driver of workforce transformation. AI is redefining jobs, skills, and ways of working at an unprecedented pace, and organizations that fail to integrate HR into their AI strategy risk falling behind.

At the same time, the talent market remains unpredictable, employee movement is slowing, and retention is more critical than ever. While some companies are racing to adapt, others are taking a wait-and-see approach. But as we've seen before, hesitation in times of change comes with consequences.

HR and talent leaders have a rare opportunity to step up not just to improve hiring but also to influence enterprise-wide strategy. 

My guest this week is Laura Coccaro, Chief People Officer at iCIMS. With access to one of the world's most comprehensive hiring data sets, Laura has a unique perspective on the intersection of AI, talent, and business strategy. In our conversation, we discuss why HR must take ownership of AI's impact on the workforce, how businesses can future-proof their talent strategies, and what talent leaders need to do now to stay ahead of the curve.

In the interview, we discuss:

• How CPOs are thinking about 2025

• Managing risk around talent availability, attrition, and retention

• Balancing technology and humans to optimize the employee and candidate experience

• HR's role in enterprise AI strategy

• Why AI equals people transformation

• How skills are shifting 

• Thinking differently about how the work gets done

• How much will things change in the next 18 to 24 months?

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Organizations are complex systems, yet most companies are still managed using outdated, linear models. What if network science, a discipline that has revolutionized everything from the internet to disease control, could also transform the way we think about leadership, collaboration, and hiring

So, how do networks really shape the way organizations function, and could a deeper understanding of them change how we hire, engage, and retain talent?

My guest this week is Jeffrey Beeson, a leadership strategist and expert in organizational networks. Jeffrey’s work focuses on how businesses can optimize collaboration, unlock hidden influencers, and rethink traditional hierarchies using the principles of network science. We discuss how understanding an organization’s internal networks can improve hiring decisions, enhance onboarding, and increase retention by fostering stronger workplace connections. 

In the interview, we discuss:

• What is network science, and how does it apply to business?

• How all complex systems are based on network patterns and laws

• Three degrees of influence

• How emotions travel through networks

• The best-connected individuals have the most influence.

• Identifying influencers

• Retention, onboarding, and talent management

• The application of network science to talent acquisition

• Applying network solutions to network problems

• The future of work

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Recruiting processes often prioritize speed and familiarity over fairness and inclusion and, in so doing, reinforce existing biases. With AI becoming increasingly integrated into hiring, many worry that this technology will amplify bias even more. However, some recently published research suggests this assumption doesn't tell the whole story.

My guest this week is Torin Ellis, an experienced recruiter, DEIB strategist, and high-profile advocate for fair and inclusive hiring. Torin recently published research in collaboration with Plum, specifically highlighting how organizations that use AI in an intentional way are seeing significant improvements in diversifying their candidate slates and expanding their talent pools. He believes that AI can create a more level playing field for all candidates if it's properly deployed. Torin also emphasizes that the risks of AI-driven biases are real, and recruiters need to approach AI thoughtfully and responsibly.

In the interview, we discuss:

• What makes recruiting systemically biased

• Democratizing access to opportunity

• How AI is diversifying slates of talent

• The dangers of relying on resumes

• Using AI intentionally to reduce bias 

• Upskilling, reskilling, and driving toward equal compensation

• What are the dangers of AI?

• How are employers responding to the attacks on DE&I?

• What does the future look like

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So, what does this mean for TA leaders? How can they move beyond being reactive and take on a more strategic role in shaping the future of work? And with the rise of fractional and interim TA leadership, is this the next big shift in how companies access talent expertise?

My guest this week is Virginia Tirado, an experienced TA and talent leader who has seen firsthand how the function is evolving. In this episode, she shares her insights on the growing need for skills-based hiring, how TA leaders can build stronger partnerships across the business, and why embracing change is key to staying relevant in an uncertain future.

In the interview, we discuss:

• From reactive to strategic

• Data-driven decision making

• How does TA now fit into the talent function?

• Breaking down silos

• Influencing business objectives

• The importance of partnering 

• What skillset and outlook do leaders need right now?

• Fractional, interim, and consulting

• Skills-based hiring

• What does the future look like for TA

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 So, how can companies move beyond outdated hiring practices and focus on what really matters? And what does this shift towards durable skills mean for hiring managers and job seekers looking to future-proof their careers?

My guest this week is Caitlin MacGregor, CEO and co-founder of Plum. Caitlin is a massive advocate for hiring based on durable skills and the science behind this. She shares why resumes are no longer enough and why focusing on durable skills could be the key to long-term success for employers and employees.

In the interview, we discuss:

• What are durable skills?

• Why do they ensure while hard skills are perishable?

• The science behind this

• Innate talent, drivers, and drainers

• Using accurate assessment data rather than inaccurate resume data

• How to elevate durable skills in the hiring process

• How to identify key behavioural indicators at a time when jobs are changing so quickly

• How should individual think about their durable skills?

• What does the future look like?

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The mental models and cultural norms around recruiting run deep, but are we having the right debate? Perhaps the real shift isn’t about AI replacing recruiters. It’s about how quickly recruiters can rethink their role and let go of outdated assumptions. There are several recruiting tasks that AI can already do much better than humans, and the scope is only going to increase.

So what’s left for recruiters? How do we redefine the role of talent acquisition in an AI-driven world? And why is mindset the most critical factor in whether AI becomes a threat or an opportunity?

My guest this week is Nikos Moraitakis, CEO of Workable. In our wide-ranging conversation, we discuss the advancing cognitive ability of AI and how it is changing the way we need to think about what it means to be a recruiter.

In the interview, we discuss:

• The increasing cognitive ability of technology

• Recruiting tasks that AI can already do better than humans

• How AI can do things that are impossible for humans

• Lessons from adjacent areas, such as finance

• The importance of recruiters focusing on high-value tasks

• Agentic AI and Reasoning Models

• What will the ATS of the future be like

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Yet, despite its power, the psychology of hiring goes unnoticed, operating in the background rather than being used strategically. What if we could harness it to improve candidate experience, reduce bias, and make hiring more effective?

My guest this week is Stephen Reilly, an experienced Global Talent Acquisition & Talent Transformation Specialist. In our conversation, he explains how behavioral science and psychology influence hiring, why recognizing these patterns is critical, and how TA leaders can apply these insights to transform their processes.

In the interview, we discuss:

• Behavioral science and behavioral psychology

• Why behavioral science is so vital in TA right now

• Transparency in the candidate experience

• Small interventions that make a massive difference

• How recruiters are already using behavior science but might not realize it

• Apply science at scale to recruiting.

• Process optimization and evolution

• Advice to TA leaders on the first steps to take

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But what does true accessibility in hiring look like, and how can companies create recruitment processes that are genuinely fair for everyone?  

My guest this week is Ron Fish, Global Talent Acquisition Leader at Ivanti and a passionate advocate for disability inclusion in the workplace. Ron is at the forefront of championing accessibility not just to comply with regulations but to build environments where everyone can succeed.

In the interview, we discuss:

• How a revelation about the corporate career site accelerated Ron's journey as an advocate for disability inclusion.

• Optimal work environments work for everyone.

• How accessibility has massively advanced inclusion and belonging at Ivanti

• When bias outweighs common sense

• Focusing on skills and abilities

• Treating people as individuals rather than labels

• Accommodations in the hiring process, how simple changes can make a huge difference

• Why individuals with disabilities might be reluctant to disclose their needs during the recruitment process, and what strategies can address these concerns

• Shifting the perception of disability to make hiring more inclusive

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We've been discussing skills-based hiring and skills-based organizations for a while now. As the need for skills agility grows, we must deepen our understanding of the attributes, skills, and potential to make better hiring decisions.

One area that uses cutting-edge science to do this is elite sport. My guest this week is Dr. Daniel Laby, a Sports Vision Ophthalmologist who works with elite athletes and top baseball teams, including the Chicago Cubs and the Boston Red Sox.

This is a really fascinating discussion with some important lessons for HR and Talent Acquisition, for example, why we should emphasize future potential over past performance, the importance of recognizing that sometimes there is a specific order in which skills need to be developed, and why average can sometimes be mistaken for best in skills assessment.

In the interview, we discuss:

• How do you improve elite performance?

• Working with Red Bull and Trent Alexander-Arnold

• A common misconception about vision

• The importance of specific attributes in specific sports

• Nature, nurture and brain plasticity

• The skills pyramid

• How small changes make a big difference

• The role of technology

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A full transcript will appear here shortly

However, the road to being a skills-based organization is long and complex, and only a small minority of employers are making real progress. So, what needs to change? How can AI be harnessed? How can we anticipate future skills needs? And how should TA teams be reimagined to make skills-based hiring a reality?

My guest this week is Jen Cunningham, VP of Global Talent Acquisition at Pearson. Pearson is leading the way with skills-based people strategies, and Jen has a wealth of experience and insight to share.

In the interview, we discuss:

• How TA is evolving

• Elevating the candidate experience

• Agility, resilience, and authenticity

• Better alignment between people strategy and business strategy

• How do you identify and validate skills?

• Internal and external agility

• How the traditional structure of HR is changing.

• Data, strategy, and influence

• What skills should TA teams have in the age of AI?

• What does the future look like?

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My guest this week is Bas van de Haterd, who is returning to the show to give us his annual update on the career site research he has been running for the past 18 years. The latest edition looks at 100 data points across the careers sites of 550 large employers to determine the key trends and just how quickly career sites are evolving.

In the interview, we discuss:

• What does the career site landscape of 2025 look like?

• What's new, what's getting worse, what's getting better

• Rethinking Job advert design

• Ghosting

• The role of corporate podcasts

• How Conversational AI is killing legacy chatbots

• The one thing employers can do to radically improve their results

• What does the future look like

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A full transcript will appear here shortly.

It's clear that AI-powered recruiting is already driving speed and efficiency in frontline hiring for many large organizations, but what's the right balance between technology and humans to deliver an exceptional candidate experience and highlight an organization's unique culture?

My guests this week are Sonja Breuer, Senior Vice President of Human Resources, and Aaron Einhorn, Senior HR Business Partner at Hamra Enterprises. In our conversation, they share how Hamra has successfully leveraged AI-powered recruiting technology to reduce their time-to-hire from 13 days to just 4. They also discuss how this has enabled them to better highlight the values, benefits, and culture that make Hamra Enterprises a uniquely attractive employer.

In the interview, we discuss:

• Hamra's unique culture and employee programs

• Using AI to radically reduce time to hire 

• Maintaining a consistent and engaging candidate experience

• Combining conversational AI with purposeful human connections

• Why speed, experimentation, and agility are critical in AI-powered recruiting.

• What happens if the AI makes a mistake?

• Building a true partnership with their technology vendor to drive innovation.

• What does the future look like

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My guest on Episode 670 is one of the original pioneers of online recruiting, Jeff Taylor, the founder of Monster.com, or the MonsterBoard as it was known back in 1994. Jeff built Monster during the infancy of the internet when the rest of the industry was still faxing resumes and placing ever more expensive ads in the newspapers. He introduced the world to online job postings and the resume database, which, very much to his surprise and increasing alarm, are still core tenets of recruiting 30 years later.

Jeff is now back in the industry and is launching a new business later in the year. In our conversation, we discuss the need for innovation and reinvention in recruiting to harness AI and address complex challenges employers now face. 

In the interview, we discuss:

• Jeff and Monster's back story and what recruiting was like in 1994 

• The early days of the internet and what helped Monster to scale to 100 million registered resumes

• Resumes and job postings have barely changed in over 100 years, and why this is now a big problem.

• How AI is reshaping recruitment without addressing its foundational inadequacies 

• How employers are losing control of their own job postings

• Looking at the whole person and the growing importance of the personal brand

• What the future of hiring looks like when we put people, not processes, at the centre

• What's next for Jeff

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AI plays a key role in L'Oréal Group's TA evolution, helping with screening and driving quality and efficiency via automation and standardization.

So, how do you use AI to transform talent acquisition without losing the vital human touch?

My guest this week is Michael Kienle, Global VP of Talent Acquisition at L'Oréal Group. In our conversation, Michael shares how his team is leveraging AI to improve the candidate experience and why he believes AI will help the TA teams of the future to radically increase the value they create for the business. 

In the interview, we discuss:

• The growing complexity of talent acquisition

• L'Oreal Group's recruiting challenges

• The critical importance of candidate experience

• AI impacts the how but not the why or what

• The balance between humans and machines

• Standardizing skills

• Brandstorm, L'Oreal's unique business game and its impact on recruiting

• Increasing the value creation of TA

• How much change will we see in the next 12 months?

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So, how can HR and talent teams adapt to a world where change is constant, collaboration crosses boundaries, and employees demand relevance and impact from their work experiences? What practical strategies can HR leaders adopt to build practices that are genuinely fit for the future?

My guest this week is Lucy Adams, CEO of Disruptive HR. A self-described "recovering HR director," Lucy has firsthand experience of what holds HR back—and how to break free from outdated thinking. She shares her vision for transforming HR by moving away from paternalistic policies and embracing a more modern, adult-to-adult relationship with employees. Lucy also reveals practical ways HR can harness continuous learning and AI-driven insights to foster agility, collaboration, and innovation to ensure that HR is an effective force in shaping organizational success.

In the interview, we discuss:

• Making HR more relevant and impactful

• Agility, productivity, collaboration, and innovation

• Principles rather than policies

• The personalization of the employee experience

• Human-centered design

• How do organizations need to think differently about talent?

• Changing the structure of the talent function

• Talent Scouts and Career Agents

• Marketing, consulting, and technology

• What new skills are needed?

• What does the future look like?

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So, how can employer brand professionals quantify their impact in ways that resonate with the C-Suite? What strategies can they adopt to ensure their work aligns with business goals, drives meaningful results, and operates with the right level of sophistication?

My guest this week is Ben Phillips, Global Employer Brand Lead at Booksy. Ben explains why ROI conversations must be grounded in financial outcomes, not vanity metrics, and highlights the importance of aligning employer branding with the strategic priorities of the business. Drawing from his experience across consumer marketing, recruiting, and culture transformation, Ben shares practical approaches for demonstrating the tangible business value of employer branding.

In the interview, we discuss:

• Communicating the ROI of Employer Branding

• The five things the C-Suite cares about

• Forecasting ROI 

• Degrees of separation from the P&L

• A financial conversation versus a cost-benefit one

• How is employer branding changing?

• Culture, EVP, experience, authenticity and trust

• The difference between consumer marketing and recruitment marketing  

• What does the future hold, and what part will AI play?

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So, why is this misalignment happening, and what can HR leaders do to address it? Could AI help bridge the gap and drive better outcomes for both HR and the wider business?

My guest this week is Teresa Wykes, Senior Director of Talent-Centered Transformation at Eightfold AI. Teresa shares valuable insights from the research, and we explore some of the root causes of the misalignment and assess potential solutions to the problem.

In the interview, we discuss:

• Business strategy development. C-Suite collaboration and talent strategy alignment.

• The extent and causes of misalignment of HR with the business

• The implications of prioritizing an administrative culture over strategic initiatives

• The crucial difference between being data driven and data literate.

• How HR is deprioritizing the activities that could help them achieve their objectives.

• Solving the problem

• The new skills needed in HR and Talent Acquisition teams

• Dealing with resistance to change

• What does the future look like?

Access the full report here - Aligning the Path Forward: How to Bring HR and Business Strategy Together.

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So, how can employer brand professionals navigate this challenging landscape? What does it take to build meaningful strategies with limited resources, and how can failure and authenticity become tools for growth rather than obstacles?

My guest this week is Claire D'Souza, co-founder of The EB Space and head of Employer Branding at a major UK retailer. Claire emphasizes the importance of learning from failure and why embracing vulnerability is critical to success. She also shares practical advice on demonstrating ROI, building strong stakeholder relationships, and aligning employer branding with business strategy.

In the interview, we discuss:

• The biggest challenges in employer branding at the moment

• Demonstrating ROI

• Being part of the puzzle

• Aligning goals and strategy with the company's needs and vision

• The importance of talking about failure

• Why technology is often used as a scapegoat

• Do employers have the fundamentals in place to innovate

• Building stakeholder relationships

• What does the future look like

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So, is AI now revolutionizing the candidate experience and finally making mass personalization a reality? What does it take to create an ethical, transparent system that provides candidates with two-way interactions and personalized feedback, all while improving efficiency and reducing workload for TA teams?

My guest this week is Sam Dhesi, CEO of Popp AI. Despite only being 18 months old, Popp AI is already partnering with FTSE 100 companies and global staffing organizations. In our conversation, Sam shares real-world results on how AI enables conversational assessment, provides personalized candidate feedback, drives engagement, and vastly improves hiring efficiency.

In the interview, we discuss:

• How AI is changing the way employers interact with assess candidates

• Building in an ethically and responsible way

• The importance of human oversight and explainability

• Delivering constructive personalized feedback at scale

• Facilitating mass candidate engagement

• Using assessment via conversational AI as a replacement for the resume

• Which employers are doing all of this well, and what tangible results have they achieved

• What does the future look like? Where will hiring be in five years time?

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So, how can talent acquisition leaders embrace AI and use it to align themselves with broader corporate objectives?

My guest this week is Adam Godson, CEO of Paradox, a pioneer in conversational AI for talent acquisition. Adam shares valuable insights from working with industry leaders like McDonald’s and Chipotle, exploring how AI is transforming recruitment at scale. He discusses how TA leaders can harness AI to future-proof their organizations, deliver tangible ROI, and create hiring systems that prioritize speed, efficiency, and better candidate experiences.

In the interview, we discuss:

• Developments over the last 12 months

• What are employers who use conversational AI for hiring achieving?

• How McDonalds reduce time to hire from 21 days to 3 days

• How AI is massively improving the candidate experience

• The use of AI in high-volume hiring gives us a glimpse into the future.

• AI adoption is being driven by its impact on the bottom line.

• The importance of good system and experience design

• What will TA teams of the future look like?

• The challenge of challenging recruiting norms

• The opportunity for TA Leaders

• What is going to happen in 2025

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So, how can talent acquisition leaders ensure that AI supports fairer hiring while safeguarding compliance and trust? And what role does auditing play in this critical process?

My guest this week is Jeff Pole, Co-founder and CEO of Warden AI, a company specializing in AI auditing for HR and TA Technologies. In our conversation, Jeff shares his insights on the importance of auditing AI systems, the emerging regulatory landscape, and how talent acquisition leaders can better understand and navigate the risks and opportunities of AI-powered hiring.

In the interview, we discuss:

• Is the current pace of innovation in AI set to continue?

• What are the main risks?

• Regulation, Legislation, and Ethics

• Is there a difference between AI influencing a hiring decision and AI making a hiring decision?

• How AI can be less biased and fairer than humans

• Holding machines to a higher standard than humans

• Shining a light on the AI systems used in recruiting and TA technology

• Continuous testing and monitoring

• How widespread is the issue, and how much AI bias has actually been found?

• What should TA leaders be considering when assessing AI solutions

• What does the future look like? How will AI change talent acquisition in the long term?

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With technology increasingly automating processes, the role of recruiters is evolving, raising urgent questions about what TA teams must do to stay relevant and strategic. Those who fail to adapt risk being left behind as automation reshapes our industry.

So, how can TA leaders and recruiters navigate this transformation, address challenges like bias, and embrace the opportunities AI presents to redefine their roles?

My guest this week is John Vlastelica, CEO of Recruiting Toolbox and a trusted advisor to some of the world's most innovative companies. John shares his insights on the key shifts happening in recruiting, the evolving role of recruiters, and how leaders can future-proof their teams in an AI-driven world.

In the interview, we discuss:

• How AI is impacting recruiting right now

• How does it change the jobs we recruit for?

• Unchecked human bias in traditional recruiting process

• Automation in high-volume and front-line hiring

• Segmentation of roles between automated and high-touch recruiting processes

• Inefficiency by design

• From talent acquisition to talent advisor, breaking the silos in HR

• Insights, Influence, and Impact

• Candidate "cheating"

• TA Tech vendors selling directly to the C-Suite

• The importance of having a plan to rationalize TA

• What is going to happen in 2025?

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So, how can organizations adapt to this complexity and prepare for a future where the old rules no longer apply? What should they consider when redefining their talent strategies in such a dynamic context?

My guest this is week is Graham Abbey, Professor in Practice at The University of Bristol Business School and CEO of Farleigh Performance.

From the importance of understanding the difference between complicated and complex systems to the potential of AI in reconnecting us to our humanity, Graham provides deep insights into creating the conditions for engagement, leadership, and performance and building an antifragile organization. 

In the interview, we discuss:

• Challenges and forces driving change

• Thinking differently about talent

• Changing to the organization metaphor

• The difference between a complicated and complex system

• How well are employers responding to change and uncertainty?

• Skills based organizations

• Discovery connectivity with AI

• Talent Acquisition and hiring

• Higher purpose, agency, relationships, and disruptive learning

• Building an antifragile organization

• How will we be talking about talent in five years time

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With so much disruption going on, there has never been a better time to create bold, innovative visions that take TA Acquisition in new directions.

My guest this week is Jill Leonard, Global Senior Director of Talent at Hello Fresh. Hello Fresh has developed a vision for talent acquisition that they call "TA As A Service." In addition to discussing Hello Fresh's TA Transformation, Jill also talks about her experience implementing video interviewing and the benefits of embracing new technology early.

In the interview, we discuss:

• Current TA challenges

• TA Transformation at Hello Fresh

• Recruiters as Talent Advisors

• TA as a service

• Agility and change management

• Upskilling and professional development for TA teams
• How video interviewing has evolved to solve specific business needs

• The benefits of embracing new technology early

• How to drive adoption.

• How should TA leaders respond to AI?

• Optimizing the candidate experience

• How will TA evolve over the next five years?

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While it is clear that massive changes are coming to the way companies hire talent, there are still many unanswered questions and contradictory views on what the future will look like.

I wanted to get a different perspective on things, so this week, my guest is Shashank Saxena, a Managing Partner at Sierra Ventures. Sierra Ventures is an early-stage VC firm that has made several investments in AI-driven HR software companies. In our conversation, Shashank gives us some alternative visions of what the future of work might look like and implications for talent acquisition.

In the interview, we discuss:

• How is the world of work changing

• AI use cases and the speed of adoption

• Does AI make TA more efficient, or does it completely disrupt it?

• Are AI-powered job seekers cheating?

• Can AI make hiring decisions?

• The implications of AI agents on white collar work

• What does the future of HR and Recruiting Technology look like?

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So, what do TA Leaders need to do to harness the current forces of change and reinvent their function

My guest this week is Lyndsey Taylor, head of Global Talent Attraction at Brooks Automation. Lyndsey has a wealth of experience in TA transformation, strategic workforce planning, and driving change. She shares her perspectives on the future of TA, the rise of strategic workforce planning, and breaking down traditional HR silos.

In the Interview, we discuss:

• How the work of TA is changing and the forces driving that change

• How can TA influence business outcomes?

• Aligning metrics to business goals

• Internal mobility and reskilling 

• What role can TA play in Strategic Workforce Planning

• How to be more strategic

• What does AI make possible

• Enhancing the candidate experience

• Reducing bias

• Breaking the silos in HR

• What should TA look like in 3 years time?

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So, how can we enhance the effectiveness of our conversations in both professional and personal settings? And could asking more powerful, thoughtful questions lead to better hiring outcomes? 

My guest this week is Emmy Award-winning filmmaker Topaz Adizes, founder of experience design studio The Skin Deep. Having conducted over 1,200 filmed conversations exploring human connection, Topaz has gained profound insights into what makes questions transformative. In our discussion, he shares what his work has taught him about crafting questions that break down barriers and foster authentic dialogue—lessons that can help us all engage more meaningfully in the workplace and beyond.

In the interview, we discuss:

• Lessons learned from filming 1,200 conversations

• How conversations build relationships

• Avoiding power plays and making a safe space for conversation

• The importance of well-constructed questions

• Curiosity and openness in job interviews

• The power of bringing unrelated concepts together

• Connective questions

• Listening versus speaking

• Can AI write effective questions?

• The differences between face-to-face and virtual conversations

• What's the future of workplace conversations?

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So what are the proven use cases for AI right now, where are we missing opportunities, and how will things develop in the short term?

My guest this week is Mark Chaffey, Co-Founder and CEO of Hackajob. We discuss current AI use cases and lessons TA can learn from Gen AI's impact on software engineering.

In the interview, we discuss:

• The current state of the tech hiring market

• Concerns over developing early career talent

• The impact of AI on software engineering

• AI isn't just about automation. It's about being ten times better.

• Why AI will always match better than humans

• The role of TA

• The hype cycle

• Critical questions to ask vendors

• Data governance and integration

• What will things be like in both the short and long-term future?

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Episodes mentioned in this Round Up:

Ep 644: AI, Innovation & HR Tech

Ep 645: Recruiting Nirvana

Ep 646: Skills Intelligence

Ep 647: Attributes

Ep 648: Unstoppable Transformation

Ep 649: Building A Personalized Candidate Experience

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Ultimately, employers need to think fundamentally differently about talent and reflect this new thinking in talent acquisition, talent mobility, and talent development.

My guests this week have just published an excellent book encouraging CEOs to embrace this new mindset to build the adaptable, skilled workforce they need in a way that doesn't undermine personal growth and champions the employee experience.

The book is called "The Talent-Fueled Enterprise," and it was great to be able to speak to all three of its authors, Mike Ohata, Larry Durham, and Eric Dingler, who between them have 85 years combined experience in leading talent at Fortune 15 companies.

In the interview, we discuss:

• The current most common talent challenges

• The tension between people growth and business growth

• Shifting from tech skills to Skills, Attributes and Experience

• Skilling for human potential

• Building teams for growth, adaptability, and empathy

• Rethinking Talent Acquisition

• Becoming a skills-based organization

• The vital importance of talent mobility

• Employee experience

• The impact of AI

• What will work look like in 5 years time?

You can get 30% off The Talent-Fueled Enterprise by following this link and using the code Recruiting24

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Ever since the exponential acceleration in the development of AI, I've been excited about the possibility of technology delivering a genuinely personalized candidate experience at scale.

So, what does this vision look like? Which elements are already possible, and what do TA leaders need to do to make it a reality?

My guest this week is Don Tomlinson, CTO at Daxtra. In our conversation, Don gives us a refreshingly pragmatic view of the AI use cases that can combine to build a personalized candidate experience and highlights pitfalls and dangers to be aware of.

In the interview, we discuss:

• Using AI to diversify talent pools

• Taking out the background noise

• Personalizing the candidate's experience in real-time

• Bespoke communication at scale

• Automatically tailoring the hiring process to individual circumstances.

• Transparency

• The dangers of losing the human touch

• Efficiencies, investment, and ROI

• Build vs Buy, Core Vs Complementary

• AI self-auditing to improve strategy and process

• What will the future look like?

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There are still a massive amount of unknowns, but it is evident that AI is a chief catalyst in what is now an unstoppable transformation of TA and the broader talent function. AI and automation fundamentally alter the speed and scale at which TA can operate, constantly pushing the boundaries of what is possible.

So, what does this mean for TA leaders and practitioners right now? How prepared are organizations for this level of transformation, and how can TA raise its game to drive more value for the organization?

This week, my guests are Dr. Swathi Palasamudram, Enterprise Business Architect at Bosch, and Nazim Ünlü, Global People and Organization Lead at Novartis, in two interviews recorded at the Smartrecruiters Hiring Success event in Amsterdam in September. Swathi and Nazim shared insights that reveal why the transformation of talent acquisition is truly unstoppable—and how TA leaders can harness this momentum to not only keep pace but lead the way.

In the interviews, we discuss:

• Fear, Adaptability, and the critical importance of strategic thinking

• Current AI use cases.

• How AI can raise the value of TA to the business

• Regional variations in AI adoption

• Retaining the vital human element of TA and HR

• Data literacy

• Building a personalized candidate experience

• The difference between Automation (efficiency through technology) and AI (insights and decision-making)

• Advice for TA Leaders

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My guest this week is Rich Diviney, founder of The Attributes. Rich is a former Commanding Officer in the US Navy SEALs, where he was responsible for assessing and selecting the elite of the elite for the famous SEAL Team Six.

He now speaks and writes about the use of attributes in team building and hiring. We had a fantastic discussion about the difference between skills and attributes in the context of hiring and development. We also discuss my somewhat surprising results from taking Rich's attributes test. 

In the interview, we discuss:

• Identifying the elite of the elite for SEAL Team Six

• The difference between attributes and skills

• Understanding how people react in times of stress, challenge, and uncertainty

• How do you measure and assess attributes?

• Are soft skills and attributes the same thing?

• Can you develop attributes?

• The difference between perseverance, resilience, and tenacity

• What are companies getting wrong when it comes to skills and hiring?

• The "Dream Team Paradox"

• When AI takes over skills, attributes become even more critical.

• What does the future look like for hiring and managing talent?

You can get 15% of The Attributes Assessment by using the code RECRUITING15

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I spoke to two genuine HR thought leaders in my fourth and final set of interviews recorded at this year's HR Technology Conference. Heather Jerrehain, VP of Product Management - Employee Workflows at Service Now, and Mike Bollinger, Global VP of Strategic Initiative at Cornerstone on Demand

Both shared their thoughts and insights on the power of skills, the journey towards skills-based organizations, and their sense of what the future might look like.

In the interviews, we discuss:

• The impact of AI on jobs, work, and skills

• How AI is revolutionizing skills analysis and intelligence

• Using data from the hiring process to get a fuller picture of a person's skills

• The power of skills-based mobility

• Advice on building skills-based strategies

• How to get started

• The importance of not overcomplicating the process

• What types of organizations are already successfully implementing skills-based strategies

• Soft skills versus hard skills

• Skills development and the value for employees

• Integrating technology into skills-based hiring and development.

• What will things look like in five years' time?

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It is critical; then, that TA Leaders keep up to date with the art of the possible when it comes to AI and technology and have a clear vision of the future, they are moving towards.

At the recent HR Technology Conference, I sat down with six practitioners and analysts to find out what they thought the biggest challenges are in TA at the moment, which of the current use cases of AI they feel are most valuable, and, most importantly, what their own vision of Recruiting Nirvana looks like.

In this episode, you will hear from:

• Lindsey Sailors, Head of TA Insights & Enablement at Dropbox

• Matt Couret, Director of Client Delivery at Hudson RPO

• Sarah White, Founder of Aspect 43

• Matt Jones, Chief Product Officer at Cieolo Talent

• Maureen Clough, Creator and Host of the "It Gets Late Early" podcast

• Matt Charney, Editor in Chief at Recruiter.com

A huge thank you to Gem for hosting me at their booth at HR Tech so that I could have these conversations.

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However, there was much debate about the level of genuine innovation on offer and a sense that rather than thinking radically and reinventing what we do, we were just looking at faster ways of solving old problems that don't live up to AI''s potential to challenge the status quo.

Here are three interviews I recorded at the show to help you make up your own minds about the levels of innovation we are currently seeing.

First up is Allyn Bailey from SmartRecruiters who predicted the rise of recruiterless recruiting on the show last year. I was interested to see how far she thought we had come on that journey and what was going to happen next.

The second interview was with Josh Sklüt, co-founder of MyStandard, who was undoubtedly the vendor trying to be the most disruptive, with a very different way of looking at the relationship between employers and potential employers.

The final interview is a conversation with David Nason, founder and CEO of HireBrain, who seeks to better align hiring managers and recruiters and who were winners of the Pitchfest competition at the conference. 

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Episodes mentioned in this Round Up:

Ep 639: Inclusive Interviews Inspired By NASA

Ep 640: What Is The Value Of TA?

Ep 641: How Is TA Evolving?

Ep 642: Augmenting Talent Acquisition

Ep 643: Career Activism

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My guest this week is JC Townend, CEO at LHH for the UK and Ireland. JC is a strong advocate of Career Activism, giving employees the tools they need to advance their careers in the way that makes the most sense for them. This can drive retention, supercharge internal mobility, and help ensure employers have the right skills available at the right time.

In the interview, we discuss:

• Labor market trends

• Why HR should be building for the future for right now

• What is Career Activism

• The end of linear career paths

• Giving employees the tools to advance their own careers

• Switching disciplines and industries

• A mindset shift

• Gig assignments

• Building brand and reputation

• Hidden jobs markets

• Skilling for retention

• What are the benefits for employers?

• The impact of AI on jobs and careers

• What will work and careers look like in 3 years time?

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The current limitations of our thinking were really brought home to me when I attended the SmartRecruiters Hiring Success conference last week in Amsterdam. An overarching theme was that automation is a given with AI, and we should think much bigger.

So, what does this mean for TA strategies, and how can TA Leaders ensure they proactively shape the future direction of recruiting?

My guest this week is Brian Solis, Head of Global Innovation at ServiceNow. He is also an internationally renowned digital anthropologist and award-winning author. Brian gave the opening keynote at Hiring Success, and I caught up with him after he left the stage to get his thoughts on the current state of the AI revolution and the future of talent acquisition. 

In the interview, we discuss

• Where is the Gen AI revolution?

• New behaviors, skills, and expectations

• How are companies responding? 

• Empowering people with augmented intelligence

• How can we think differently?

• AI-enabled job seekers

• Using an empathetic lens to identify quick wins

• Differentiated use cases and transformational initiatives 

• The importance of the human touch

• Three things TA leaders should be doing right now

• What should recruiting look like in five years?

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Today's talent acquisition leaders face an ever-growing list of priorities on top of their already demanding roles. From enhancing candidate experience to integrating AI and from improving diversity and inclusion metrics to establishing more agile operating models, the pressures are immense. 

So what progress are TA teams making, and how do they benchmark against each other?

My guest this week is Rachel Dalboth, Director of the TA Centre of Excellence at The Talent Labs. Based on Talent Labs research, Rachel offers insights into how TA teams are dealing with their current challenges. She also shares her thoughts on the skills for future TA Teams and the vital importance of investing in development.

In the interview, we discuss:

• Current priorities in talent acquisition

• Trends and issues with operating models

• What is holding TA back from being seen as more strategic?

• Connecting the dots across the talent function

• What is the unique value of TA?

• How are measurements and metrics evolving?

• The impact of AI

• Fear, nervousness, and reticence

• Prioritising experience over process

• Skills development and career paths

• What does the next 12 months look like?

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This is a big problem. While the development of ever more sophisticated AI promises much for TA, it also represents an existential threat to the survival of any business function seen as transactional and easy to automate.

So, how can talent acquisition prove its value to the business and live up to its enormous strategic potential? Perhaps the first step would be to understand that value properly.

My guest this week is Toby Culshaw, Global Head Of Pipeline Strategy & Intelligence at Amazon Worldwide stores. Toby publishes a lot of thought-provoking content about the future of TA and has strong views on how TA should position its value within the enterprise.

In the interview, we discuss:

• Talent Acquisition's significant challenges

• What is holding change back and why TA is at risk

• What TA does versus its actual value to the business

• Evolution or revolution?

• Taking a tiered approach to TA operations

• Breaking down silos in HR

• Taking a consultative and advisory role

• Adopting new, more meaningful metrics and KPIs

• Advice for TA leaders on where to get standard

• "Talent Nexus" and a future outlook of even more significant change and disruption

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Could a methodology initially designed to combat communication delays in space travel offer a solution that bridges the gap between synchronous and asynchronous interviewing in a way that is inclusive for everyone?

My guest week is Rob Brougham, Director & Co-Founder of Braided Communications. Rob worked with NASA to develop a unique way of helping astronauts have real-time conversations with people back on Earth on future missions to the moon and Mars. He is now using the same technology to make the recruiting process more inclusive and effective. So how does this all work? Just keep listening to find out more.

In the interview, we discuss:

• A simple way of defying the laws of physics in space travel

• How Braiding works

• Making the asynchronous synchronous.

• Co-presence and connection

• The importance of inclusive communication

• Applications in talent acquisition

• Making interviews real-time and inclusive

• What does the future of business communication look like?

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Episodes mentioned in this Round Up:

Ep 631: Science, AI & Assessment

Ep 632: Attracting, Retaining, and Empowering Gen Z Talent

Ep 633: The Strategic Importance Of Wellbeing

Ep 634: Work Before Talent

Ep 635: Transform Talent Acquisition

Ep 636: Hiring & Retaining Innovators

Ep 637: Reinventing The ATS For A New Era

Ep 638: Reskilling For AI

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But this is quickly going to change. As employers start to look at transforming TA over the longer term, AI and automation will inevitably play a significant role in shaping the TA teams of the future.

This raises important questions about job displacement and reskilling. These are not just questions that AI raises for TA; they are questions that span the entire organization, with a strong likelihood that all jobs will be impacted in some way.

So, how can employers prepare their workforce for these impending changes, and what is the likely split between job replacement, job enhancement, and job creation?

My guest this week is Kamal Ahluwalia, President of Ikigai Labs and former President of Eightfold AI. Kamal has extremely well-informed insights on AI’s impact on jobs and skills and valuable advice for employers and employees.

In the interview, we discuss:

• The impact of AI on work and jobs

• Jobs eliminated, jobs changed, jobs created

• Building scenarios for the future

• The critical importance of data

• How should employers be responding

• What is the role of HR and TA?

• Evolving processes to meet new objectives

• Reskilling and upskilling

• How do employers encourage people to learn new skills?

• What will work be like in five years?